Bias in Regions Mid-level and Executive Leadership
Regions Bank is an organization that established a Diversity and Inclusion a few years ago but I don't see the change that have expected to see. We still deal with issues of bias with career advancement, assignment of relationships, and a sense belonging within this organization.
For example, a commercial business leader that has been considered a "bad actor" was recently promoted to a higher level despite having below average Associate Engagement Scores and an internal investigation regarding racial and gender discrimination claims. After the HR rep received the feedback from all associates interviewed, the HR associate reported it to leadership and the decision by our leaders was to recommend sensitivity training. To say the least, it only empowered him to feel untouchable and it showed in his approach to leadership.
Associates felt betrayed by HR and our leadership and feel they were not working in the best interest of ALL associates. I feel our leaders are okay with the status quo.