2020 DIVERSITY AND INCLUSION SELF-ASSESSMENT - GM Financial
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2020 DIVERSITY AND INCLUSION SELF-ASSESSMENT POLICIES, PRACTICES AND PROGRESS
2020 DIVERSITY AND INCLUSION SELF-ASSESSMENT 2020 DIVERSITY AND INCLUSION SELF-ASSESSMENT
MISSION I. ORGANIZATIONAL COMMITMENT V. In addition to our annual reporting for internal
and external use, we file our EEO1 report annually to
Driving diversity throughout GM Financial by promoting an inclusive culture with our customers, A. Global Diversity and Inclusion Policy – The Diversity identify all represented ethnicities at GM Financial.
employees, business partners and community, which will positively impact our business results. and Inclusion Policy encourages employee contributions We work with our business partners to review GM
to the communities we serve, respectful communication Financial engagement survey results and assist with
and cooperation between all team members, a greater driving results through management action plans.
understanding and respect for diversity, and the
inclusion of different ideas and perspectives throughout a. Progress reports – We review our Executive
VISION GMF OVERALL (U.S.) the business. Additionally, our five pillars include: Diversity and Inclusion scorecard semiannually
with leaders throughout the organization to
GM Financial will be an industry leader I. Embrace all differences and appreciate the value measure D&I at every level and department. A
each brings to the organization. copy of the scorecard is attached as Appendix A.
in Diversity and Inclusion by:
GM Financial is expanding our recruiting efforts to
58
b. Diverse candidate pool (senior
• Creating a diverse workforce include a more diverse candidate pool. We partner
with North Texas LEAD (Leaders and Executives leadership pipeline) – The Executive Council,
committed to teamwork, excellence,
Advocating Diversity), which ensures we have a Executive Team and Global VP of Diversity and
integrity and remarkable service, while
diverse representation of applicants to consider in Inclusion have developed an internal practice to
recruiting and retaining top talent.
the selection process. Our Diversity Council serves ensure every open leadership position includes
• Developing and embracing an inclusive as an advisory team across the organization. This a diverse candidate pool. In 2019, 87% of candidate
% Women
culture that honors and respects all 99-member network of diverse, cross-functional slates for leadership roles included diverse
employees, regardless of their age, employees focuses on expanding the vision and candidates.
gender, ethnicity and/or background. strategy of diversity throughout the organization.
• Integrating these values into our
II. Maintain awareness to ensure diversity exists at % GENERATIONS % TENURE
57
everyday business, actively engaging
every level of the organization.
with our business partners, giving
back to our community and sharing GM Financial takes frequent snapshots of the
our journey along the way. organization to increase our awareness, and we work 12 15
with our business partners and organizational leaders
to ensure diversity is represented at every level on 26
% Professionals the succession plan. The Global VP of Diversity and
38 50
GM FINANCIAL’S FIVE PILLARS 59
of color Inclusion works continually with senior leaders to review
moves and promotions and ensure diverse candidates
OF DIVERSITY AND INCLUSION are being considered in every move at every level. Our
MANAGEMENT (U.S.) D&I scorecard continues to be a source of information
1. Embrace all differences and appreciate shared with all leaders across the organization. Millennials 3+ Years
the value each team member Gen X 1-3 Years
brings to the organization. III. Cultivate a transparent culture that invites Baby Boomers < 1 Year
authenticity and one’s whole self to work.
2. Maintain awareness to ensure diversity
exists at every level of the organization. 45 GM Financial engages internal support systems
for individuals who share characteristics and/or life
% DIVERSE
PERSPECTIVES
% LEADERSHIP
SUPPORT
experiences (Employee Resource Groups). We promote
3. Cultivate a transparent culture that invites behaviors that exhibit transparency at every level.
authenticity and one’s whole self 5 6
5 7
to work. % Women
IV. Develop, mentor and sponsor diverse talent for
4. Develop, mentor and sponsor diverse improved bottom-line results.
24 22
talent for improved bottom-line results. GM Financial focuses on developing diverse leaders. 66 64
We continued our partnership with Menttium Corp.
5. Continuously measure our efforts
and strategies, and hold everyone 38 to provide formal, cross-company mentoring for
high-potential women and professionals of color. Our
accountable to maintaining a
internal mentoring program continues to experience Agree Agree
diverse and inclusive workplace.
Somewhat Agree Somewhat Agree
success, increasing its participation 18% from 2018 to
Disagree Disagree
2019.
Unknown Unknown
% Professionals
of color
2 3
CONFIDENTIAL AND PROPRIETARY INFORMATION. CONFIDENTIAL AND PROPRIETARY INFORMATION.2020 DIVERSITY AND INCLUSION SELF-ASSESSMENT 2020 DIVERSITY AND INCLUSION SELF-ASSESSMENT
c. Engagement survey results – In our 2019 Employee II. Mandatory workforce and supervisory Diverse supplier mix:
Engagement Survey, 90% of our U.S. employees programs with D&I focus (Civil Treatment)
had a favorable response to the statement, “GMF 75% Women
employees are respectful of diverse perspectives.” D. Outreach: Diverse pools
Also, 86% of our U.S. employees had a I. Diversity recruiting events – Our University 17% Hispanic
358
favorable response to the statement, Relations recruiting team is expanding partnerships 5% Asian/Pacific Islander
“GMF Leadership (manager/supervisor or above) with colleges, universities and organizations to
supports diversity in the workplace (recognizing increase exposure with diverse audiences 4% Native American
and respecting the value of human differences).”
II. Events attended in 2019: 2% African American
Mentees in
II. WORKFORCE PROFILE AND EMPLOYMENT Mentoring Program • Southwestern Black Student Leadership Conference Career Fair
PRACTICES Mentor/Mentee
• National Association for Bilingual Education Presentation MENTTIUM PROGRAM
13
promotions: • Recruit Military
A. Policies and practices • MENtal Freedom Student Organization Lunch N’ Learn
55% were women
GM Financial communicates our targets for • Diversity Dinner
women in leadership and professionals of color in 40% were
professionals participants in
leadership to the Executive Team. These targets • Military Career Summit
of color 2019 cohort
will be our focus over the next year. • Bridging the Gap
Percentage of women in
B. Talent development 216 mentees were • Professional Chapter Annual Student Summit cohort who were promoted:
professionals of color
I. D&I web training – In 2019, we implemented three • Black Business Student Association
221 mentees were women
required D&I courses for all current and future employees, • Military Vets in the Workplace
70 mentees received
and 99% of team members completed the courses. promotions • Community investment – GM Financial continues
II. Mentor program – We partner with third- 38 mentees who are women strengthening its partnership with diverse organizations
received promotions
party vendor Menttium Corp. to implement cross- in the community. These organizations include:
company mentoring for high-level, high-potential
31 mentees who are
professionals of color • March of Dimes 40%
leaders (women and professionals of color). received promotions
• SickKids Foundation 20%
III. Employee Resource Groups (ERGs) (Composed of over 0%
231 mentors total • Cystic Fibrosis Canada 2017 2018 2019
800 team members across the ERGs)
23 mentors received • United Way
• Women’s Inspiration Network promotions
• Working Parents (Chapter expansion to 13 mentors who are women
• The Salvation Army
Chandler, AZ, Charlotte, NC and Arlington, TX) received promotions • Special Olympics
6 mentors who are
IV. Self-identification policy – Our Human Resources professionals of color
• Junior Achievement
Information Systems team devotes time to educating received promotions • YMCA
our team members monthly on the importance
of self-identification through our employee • Ronald McDonald House
89
portal. Since implementing this practice, 99% of • Make-A-Wish Foundation
our employees self-identify their ethnicity. MENTEES
Up 451% since 2016 • American Red Cross
C. EEO compliance
• American Heart Association
I. Employee training
358 Diversity and
Inclusion Council
In 2019, GM Financial donated more than $1.6 million to more members
a. We champion inclusive language in our training
courses by using non-gender-specific pronouns. 281 than 60 nonprofit organizations across North America. All represented across 24
full-time employees are eligible for eight hours of paid time different locations in
b. We support diversity through the use of graphics 2019
off each quarter to volunteer for an approved charity.
58%
that depict a wide range of individuals of varying ages,
ethnicities and genders, and by providing robust training
that encourages and incorporates diversity of thought.
158
c. We create an inclusive environment are professionals
where everyone feels connected and valued by 65 of color
offering trainings globally in native local languages.
2016 2017 2018 2019
4 5
CONFIDENTIAL AND PROPRIETARY INFORMATION. CONFIDENTIAL AND PROPRIETARY INFORMATION.2020 DIVERSITY AND INCLUSION SELF-ASSESSMENT 2020 DIVERSITY AND INCLUSION SELF-ASSESSMENT
III. PROCUREMENT AND BUSINESS PRACTICES
Supplier diversity program
• GM Financial uses 50 diverse suppliers
• GM Financial retained 68% of its diverse suppliers in the past year A DECADE OF DIVERSITY
• GM Financial’s supplier profile solicits data from MBE/WBE 2010 and 2015 reflect North America data only.
- Certification information
- Council affiliation 2010 - WE BEGIN 2015 - WE CHANGE 2019 - WE ARE*
ALL EMPLOYEES: 3,087 6,113 9,870
IV. TRANSPARENCY
45%
A. Strategic plan – See Organizational Commitment (page 3) Non-POC 47%
Non-POC 57%**
B. D&I published policy – Global D&I Policy published April 2018 38% 44% 42%** POC
POC POC Non-POC
17%
V. SELF-ASSESSMENT N/A 10%
N/A
Self-monitoring/evaluation – Collaboratively, leaders within GM Financial continuously
monitor and evaluate our progress. We benchmark other organizations and 1%** N/A
hold ourselves accountable for the goals and objectives set for the organization. 67% Women 33% Men 60% Women 40% Men 57% Women 43% Men
Baby Baby Baby
Boomers Gen Xers Millennials Boomers Gen Xers Millennials Boomers Gen Xers Millennials
26% 55% 18% 18% 46% 36% 12% 38% 50%
(Silent Gen:©2020 General Motors Financial Company, Inc. GM Financial and the GM logo are trademarks of General Motors LLC, used with permission. ICM202021
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