Diversity & Inclusion
Listening and learning to bring change to our firm and industry
We are serious about improving diversity at our firm and in our industry. Through our executive leadership and Inclusion Committee, we’ve adopted diversity and inclusion as core values and are making them strategical organizing principles. To make Callan a more equitable workplace and to increase engagement with diverse and emerging managers, we are committed to taking the necessary steps, both big and small.
It starts at the top
While Callan still has a lot to do to accomplish our diversity goals, it’s important to make clear that we are practicing what we preach. And it starts at the top with our gender-diverse senior management team. When an organization has women and people of diverse backgrounds in senior positions, promoting women and/or diverse people becomes part of the natural process.
A culture grounded in respect
Callan’s goal is to engage, innovate, and grow with a diverse workforce. It’s been that way since the firm’s founding in 1973. Because we aim to hire people from all walks of life, our clients benefit from the diversity of ideas, experiences, skills, and perspectives that each associate brings.
Celebrating differences
Because Callan employees come from a variety of cultures, backgrounds, and communities, we make every effort to recognize cultural and heritage celebrations throughout the year.
Management Committee
Female and/or diverse
Managers
Female and/or diverse
Employees
Female and/or diverse
Diversity and inclusion at work
Our commitment to diversity and inclusion is at the foundation of our firm, and it shows in all we strive to do for our associates, our communities, and the industry at large. Here are some examples:
Ensuring the senior team’s involvement in decisions, whether it touches on mentorships, promotions, or committee leadership, for example
Contributing to organizations, such as the United Way, that support at-risk youth, the disabled, the homeless, and more
Widening our hiring net to include those with non-traditional backgrounds (e.g., non-finance degrees for financial firms)
Selecting suppliers based on gender and ethnicity considerations, which includes nine women-owned professional services businesses
Partnering with United Way Bay Area and Summer Search to find candidates for our thriving internship program (we hire two interns a year into full-time roles)
Offering family-friendly and flexible work programs
Recruiting through university student and veteran groups to promote opportunities at Callan
Engaging diverse and emerging managers
In 2010, Callan Connects became the first-of-its-kind program developed by an investment consulting firm to engage emerging managers and diverse-, women-, and disabled-owned (DWDO) firms. Each quarter, we meet with you one-on-one (virtually, for now).
Building a Long-Term, Actionable Roadmap
Callan is conducting a comprehensive diversity, equity, and inclusion (DEI) assessment, as well as education and training, in partnership with deepSEE, a recognized leader in DEI. Our work together will form the foundation of creating an actionable roadmap for meaningful, lasting change in the organization.
Callan Inclusion Committee
Chaired by Lauren Mathias and Ron Peyton, the committee collaborates on Callan’s outreach to diverse and emerging managers, and helps to ensure our commitment to diversity is consistent across our consulting offices, communications, and industry engagements. The committee comprises Callan employees from throughout the company, such as consulting, manager research, human resources, and communications, as well as diverse communities, including African American, Asian American, Latin American, Middle Eastern, and LGBTQ.
Read our Diversity & Inclusion policy.
Organizations we support
Because we’re all in this together, Callan supports many organizations that advocate for diversity.
Greg Allen
CEO & Chief Research Officer
Greg Allen
CEO & Chief Research Officer