Keeping Workhuman Podcast: Bringing Wall Street to Main Street

November 10, 2020 Sarah Bloznalis

Cindy Owyoung

This year has shown us that what once worked in our organizations no longer does, and it’s up to inspired business leaders to pave the path toward a better way of working. With the help of Workhuman® CHRO Steve Pemberton and SVP of Strategy and Consulting Derek Irvine, the Keeping Workhuman podcast is doing just that – facilitating conversations about the importance of a strong organizational culture. 

In the newest episode of Keeping Workhuman, Steve speaks with Cindy Owyoung, vice president, inclusion, culture & change at Charles Schwab, about the immense impact inclusion can have on our organizations as we enter this new world of work. 

Transforming DEI

Looking back on her career in the DEI space, Cindy recognizes, “the idea that diversity and inclusion is a business imperative, as opposed to a compliance-regulated need, has driven a lot of progress.” This shift in understanding has not only changed how organizations look at diversity, but also employees. 

According to Cindy, “the rise of employee expectations and activism is also something that has increased exponentially over time.” By working together, Cindy has found, “employees are realizing there is so much they can do to advocate for transparency in diversity, better working conditions, pay transparency – and promote more equitable outcomes.” 

Committing to inclusivity 

Since the founding of Charles Schwab more than 40 years ago, the company has always been challenging the status quo. Then and now, the company is working to “bring Wall Street to Main Street and make investing accessible to everyone.” 

This commitment to inclusivity has created a culture where employees feel heard. With a variety of employee resource groups and inclusive people management and talent acquisition processes, employees can do their best work. This inclusive environment, Cindy explains, “then translates to how we treat our clients, who represent various backgrounds, experiences, and cultures.”

Moving forward

Looking back on 2020 and ahead to 2021, Cindy emphasizes the importance of empathy. To her this means “designing your processes and practices in a way to support all of the different needs across the spectrum of employees.”

Both Steve and Cindy recognize that equal opportunity for all does not mean less opportunity for those that already have it. Instead, Cindy explains, “this is about making the pie bigger so there are more opportunities for everyone to access.” Because in the end, “we are all in this together.” Together, we can create something better. 

For more Keeping Workhuman, subscribe for free today.

RELATED POSTS

Keeping Workhuman Podcast: The ROI of DEI Is Greater Humanity

Keeping Workhuman Podcast: Connection and Humanity in the Workplace

About the Author

Sarah Bloznalis

Sarah Bloznalis is a content marketing intern at Workhuman from Upton, Mass. She is a rising senior at University of Massachusetts Amherst, where she is studying management and political science.

More Content by Sarah Bloznalis
Previous Article
UK Evanta Town Hall: For CHROs, the Time Is Now
UK Evanta Town Hall: For CHROs, the Time Is Now

The events in 2020 have given CHROs the opportunity to lift up every member of their workforce, from entry-...

Next Article
The Slow-Motion Revolution in Performance Management
The Slow-Motion Revolution in Performance Management

With the season of performance reviews upon us, issues with traditional performance management are top of m...

×


Share our passion for making work more human... Subscribe to the blog today!

First Name
Last Name
Company
Country
State
Company Employee Size
Thank you!
Error - something went wrong!