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FTI Consulting continues to build on our 2019 pact in support of equity in the workplace.
No member of FTI Consulting’s Executive Committee will appear on a panel at a public event that does not have diverse representation. — Equity & Retention: We conduct an annual audit of pay, promotions and performance ratings across gender and race.
— Hiring & Recruiting: We strive to increase the pool of qualified female and diverse candidates by higher percentage of female and diverse candidates.
Pay Equity and Pay Gap At FTI Consulting, we hold ourselves accountable by setting goals and commitments through the pact for FTI Consulting as we strive for equity across our firm.
Our commitment to accountability is reflected in our programs and initiatives designed to build a culture of inclusion and belonging, as well as in our commitment to conducting pay equality audits.
As an extension of our pact, we also conduct and release gender and ethnicity pay gap analyses annually.
We are committed to ensuring our people are paid equally for doing the same or similar work, regardless of gender or ethnicity.
We are proud to report we have achieved pay equality and we have programs and policies in place to support fairness in how we approach pay and rewards for our people.
This is core to our firm’s values and our pact to create a workplace that champions diversity, inclusion and gender parity.
Completing annual equality analyses helps us continue to pay our people equally for the same or similar work, and allows us to measure performance ratings and promotions when we have equal representation of gender and ethnicity.
Holding ourselves accountable also includes a close examination of our pay gap data.
Unlike equal pay, a pay gap is the difference in average pay between gender or ethnicity in an organization over a period of time.
FTI Consulting’s pay gap is the result of gender and ethnicity imbalance due to: — Having less women and historically underrepresented minorities in senior-level, higher paying roles — Having more women and historically underrepresented minorities in junior-level, lower paying roles FTI Consulting calculates our global...
We then compare the average male to female employee pay, as well as the average represented to historically underrepresented minority employee pay.
Our work to achieve equal gender and ethnic representation across every level of our firm remains a priority.
We will continue to invest in programs and adopt policies that will enable us to attract, promote and retain the diverse group of professionals needed to deliver for our clients and our teams.
between gender or ethnicity in an organization over a period of time.
excluding employees in the Compass Lexecon subsidiary and employees on leave.
We will not waver in our commitment to accelerate the pace of change and remain transparent and accountable.
Where available, links to specific country data on gender pay can be found in the appendix of this report.
Our DI&B strategy is composed of four pillars, which encompass the actions our firm takes to achieve equity for women and historically underrepresented minorities within the firm, as well as in the communities where we do business.
Each pillar has a designated goal, multiple firm-based commitments and tactical applications to provide for effective program implementation and accountability.
FTI Consulting’s DI&B pillars and progress are informed by our DI&B strategy and are supported by our employees who have embedded DI&B into our company culture.
FTI Consulting strives to build an inclusive culture through numerous additional commitments and programs.
We are a signatory of the CEO Action for Diversity & Inclusion™ pledge and a member of Stonewall’s Global Diversity Champions program, one of the leading benchmarks for global LGBTQI+ workplace diversity and inclusion.
As a Global Diversity Champion, Stonewall supports FTI Consulting in the development of policies and benefits for our LGBTQI+ employees through shared resources and advice to maintain an inclusive workplace.
we need to make sure that employees feel valued, respected and protected, so that they can bring their most authentic selves to work.
SOCIAL | GOVERNANCE | APPENDIX https://www.ceoaction.com/media/https://www.stonewall.org.uk/global-diversity-champions-programme FTI Consulting, Inc.
female in increase in hiring of Asian professionals in the U.S.
Internally, we established the Culture Champion Award to recognize the professionals across the globe who are dedicated to promoting and strengthening our culture.
The Culture Champion Award is a part of our FTI Awards program and is awarded annually to an employee who embodies and strengthens our corporate culture by promoting a diverse and inclusive environment, elevating and empowering voices, being involved in employee resource groups and engaging in other methods that drive ...
Furthermore, we designed and launched a DI&B email signature to signal to our colleagues and clients our commitment to building a more diverse and inclusive culture.
At FTI Consulting, we believe that our continued success depends in part on our ability to provide definitive and diverse expertise to our clients, which may be difficult to achieve if we do not attract, develop and retain professionals who represent the breadth of talent in society.
Being an inclusive employer is a significant part of our growth strategy.
1 Gender representation is based on FTI Consulting’s total headcount as reported in our Form 10-K as of December 31, 2021.
Many local jurisdictions do not allow employers to collect information about ethnicity; thus, FTI Consulting’s racial and ethnicity information is based on FTI Consulting’s total headcount in the United States, Canada, the United Kingdom, South Africa and Australia.
Employees who self-identify in traditionally underrepresented groups in these countries are considered historically underrepresented minorities.
Pillar to support, promote and retain diverse talent FTI Consulting is committed to supporting, promoting and retaining historically underrepresented minorities.
Through various initiatives and ERGs, we work to create an environment that is safe and inclusive for all employees and dimensions of diversity, including race, ethnicity, age, disability, gender identity and expression, religion or sexual orientation.
To further support and retain our diverse talent, FTI Consulting conducted retention interviews with approximately diverse professionals globally to inform the design thinking around our retention strategy.
One of our key DI&B strategies is formalized mentorship programs, such as FTI Ignite and our Diverse Senior Director and Managing Director Mentorship Program.
FTI Ignite brings together diverse Consultants, Senior Consultants and Directors for intimate mentorship and career development experiences throughout the year.
FTI Consulting hosts a Diverse Senior Director and Managing Director Mentorship Program.
This mentorship program pairs diverse professionals from historically underrepresented groups with a Senior Managing Director mentor.
The mentors focus on individual development needs and help participants work toward their career goals.
“With my diverse background and growing up in Africa, I have always looked forward to working for a firm like FTI Consulting that embraces and respects different work and lifestyle cultures.
INTRODUCTION | ENVIRONMENT | SOCIAL | GOVERNANCE | APPENDIX “Being part of the program at FTI Consulting has been such a privilege.
It afforded me extremely valuable face-to-face time with senior leaders in our business, providing me with the exposure required to develop my brand and expanding my network within FTI Consulting.
“I had the honor to serve as a moderator for FTI Consulting’s pilot Diverse Senior Director and Managing Director Mentorship Program.
“The FTI Pride Network signifies to the world that the company broadly encourages and supports diversity in the workplace.
As a gay man, the Pride Network gave me access to leadership opportunities that have helped accelerate my career.
It allows me to serve as an advocate for the interests of diversity.
FTI CONSULTING’S EMPLOYEE RESOURCE GROUPS FTI Consulting supports ERGs, including the Diversity Ambassadors program, the FTI Consulting Hispanic/Latinx Organization for Leadership & Advancement (“HOLA”), the FTI Consulting Pride Network, FTI WIN, the Race, Identity, Social and Equality (“RISE”) Network, the Mind & Body...
Diversity Ambassadors Our Diversity Ambassadors foster a culture of inclusion and belonging.
The group is representative of local business leads from our offices around the globe.
The Diversity Ambassadors meet to discuss topics that are top of mind to their offices.
FTI Consulting, universities and the community at large to provide career development and support.
FTI Pride Network The Pride Network brings together colleagues who are committed to equality of opportunity for the LGBTQI+ community and provides a welcoming space for support and discussion.
In the Pride Network coordinated a global Pride month celebration to elevate the LGBTQI+ narrative to our colleagues and invited guests in every segment and in every market in which we operate.
AMBASSADORS “Joining HOLA was a career-defining moment for me.
It’s immeasurably rewarding to be part of an ERG that fosters personal connections while driving professional development for FTI Consulting’s global Hispanic and Latinx community and our allies.
HOLA members believe fiercely in the importance of inclusion so we’re thrilled to witness our passion project grow into a vital resource that unites people who may have never crossed paths before.
INTRODUCTION | ENVIRONMENT | SOCIAL | GOVERNANCE | APPENDIX “Co-chairing the RISE network alongside my talented colleagues has been challenging but not as much as it has been rewarding.
Our network consists of a community of professionals who care deeply about the future of diversity at FTI Consulting and what we can all bring to the table to improve what is an already open and welcoming culture.
We are grateful for the support our network has received from all over the firm and know that beyond just successful initiatives and events, this network has led to the formation of many meaningful friendships and a real sense of belonging for many people across the company, which to me is the most vital and empowering...
“As a part of FTI WIN, we seek to support and further develop high-performing women at FTI Consulting.
Through the collective efforts across recruiting, mentoring, networking and more, we continue to improve and reshape our talent pipelines to attract, develop and retain top female talent to ultimately build a stronger FTI Consulting.
FTI WIN FTI WIN brings together female employees to develop best-in-class leadership capabilities.
The group empowers its members to reach their highest potential and offers career training, professional development, mentorship, networking and community outreach opportunities.
In Drive — a coaching program for female professionals at the Senior Director level and above.
The program focuses on supporting participants in achieving personal career goals and provides small group coaching on business development, business origination, cross-segment networking and more.
RISE Network FTI Consulting’s RISE Network brings together diverse employees dedicated to fostering a diverse working culture.
RISE collaborates closely with our Human Resources team and business leads to drive diverse recruitment, retention initiatives and microaggression trainings.
FTI CONSULTING’S HOLA LAUNCHED IN JULY HOLA, FTI Consulting’s first Hispanic and Latinx ERG, launched and exponentially grew in the second half of 2021.
When the group first met, varying levels and offices gathered to develop the ERG’s brand and its four pillars — mentorship, recruiting, community outreach and networking.
Less than two months later, HOLA nearly doubled in size with more than attending its first formal event commemorating Hispanic Heritage Month.
A little over a year later, the organization has rapidly grown to nearly members and grassroots organization style.
HOLA is a community of people from different national backgrounds with a shared identity who care about elevating representation in professional services.
Internally, the group jumpstarted its presence by hosting cross-segment panels in the U.S. and Latin America within its first few months to start the conversation.
New York) said, “We had the right circumstance, along with the desire and the will to build something like HOLA.
Employees have volunteered their time — with the support of the firm — to grow HOLA into their vision.
They have found success through a continued drumbeat of events to drive engagement and build an authentic community.
Founding member Sabrina Negron (Senior Consultant, New York) said, “I am fortunate to have the support of my team to invest my time into the initiative.
A founding senior leader of HOLA, Jose A. Cepeda (Senior Managing Director, New York), has interviewed hundreds of people throughout his career in professional services, and fewer than two dozen of those interviewees were Hispanic.
There is a real need for us to do more, to reach out to the community, and to do our fair share of corporate responsibility and move the needle,” said Cepeda.
The group takes this responsibility seriously and hosted workshops at high schools and collaborated with the National Puerto Rican Day Parade’s scholarship program within its first six months.
“People are taking note, especially when we are recruiting younger professionals,” said Cepeda.
“As a firm, our values are what make us special.
When we talk about HOLA, it really resonates, and people apply because of it.
INTRODUCTION | ENVIRONMENT | SOCIAL | GOVERNANCE | APPENDIX Pillar to attract diverse talent FTI Consulting is committed to remaining a vibrant, progressive and well-respected organization for years to come.
Our Commitments: — Bolster internal efforts to surface experienced hire candidates of diverse backgrounds. — Significantly enhance our pre-ID programs to attract diverse talent on campus. — Double the number of early-ID internship opportunities.
We continue to focus on attracting diverse professionals at every level to strive to build an inclusive firm and culture.
While we have made progress, we identified a particular need to support leadership pathways for diverse, future leaders.
FTI Consulting and familiarize themselves with a variety of the firm’s service offerings.
Furthermore, FTI Consulting offers female and diverse students in their second year of college a designated internship — the Future Leadership Internship and Impact Program — to build their network and gain technical experience early in their academic and professional career.
In North America, we are making targeted efforts to build a diverse pipeline of professionals by ramping up FTI Consulting’s participation in virtual career fairs with diversity-focused professional organizations like Consortium, FairyGodBoss, Lesbians Who Tech and the Association of Latino Professionals For America.
FTI Consulting’s participation at these events strengthens our talent pipelines with the diverse communities we are looking to attract.
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