Financial Services Firm Launches Inclusive Hiring Initiative

The Challenge

A 200-person wealth management firm had 94% of client-facing advisors from a single demographic. The referral-based hiring process was reproducing the same profile. A D&I survey showed employees of color felt excluded from mentorship and business development. Institutional clients and prospective talent were raising concerns.

The Catapult Approach

Catapult facilitated listening sessions with employees and leaders to diagnose pipeline, process bias, and cultural inclusion gaps. Three simultaneous workstreams launched: (1) sourcing expansion to HBCU partnerships and diversity networks; (2) interview process redesign requiring diverse slates for VP+ roles; and (3) manager inclusion training focused on sponsorship behaviors.

Results

• ✓Diverse candidate slates increased 34% in the first hiring cycle after sourcing expansion
• ✓Offer acceptance from underrepresented candidates improved 2.1x after compensation equity analysis
• ✓78% of managers completed the full Inclusion in Practice training program
• ✓Three HBCU partnerships established — two producing interns within 6 months
• ✓Employee inclusion scores improved from 54% to 71% positive in 9 months
• ✓DEI progress cited positively by two institutional clients in ESG disclosures