23% of Citi employees—and an impressive 15% of executives and managers—are women of color.

With locations in more than 100 countries, this globally minded banking and financial services titan derives a deep sense of identity from the cultural differences among its staff—and encourages employees to explore them. In 2002, it launched the first of what would eventually turn into 37 employee networks, with individual groups for female, African-American, Asian-Pacific, Hispanic, Native-American and Asian-American workers. Today, one in 13 Citi employees belongs to a network, but participation is about much more than solidarity: Members also receive cross-business mentoring, benefit from seminars and guest speakers and stage cultural events (from Asian Lunar New Year’s festivals to Hispanic and African-American heritage celebrations) designed to underscore the firm’s interest in its own diverse workforce. Such recognition may be one reason 23% of Citi employees—and an impressive 15% of executives and managers—are women of color.

Multicultural Women: 23%

Multicultural Women Managers/Execs: 15%

Chief Diversity Officer: Ana Duarte McCarthy

Hires who are multicultural women: 26%

Hires who are multicultural men: 17%

Multicultural women managers/execs: 15%

Multicultural men managers/execs: 17%

Top 20% earners who are multicultural women: 7%

Top 20% earners who are multicultural men: 15%

Multicultural women on board of directors: 0%

Offers formal compensation program to reward managers who specifically help multicultural women advance: NO

Rates managers on the number of multicultural women employees advancing: NO

Uses outside recruiter to focus on finding multicultural women candidates: YES

Offers support groups specifically for multicultural women: NO

Offers mentoring programs specifically geared toward multicultural women early in their careers: NO

Offers sponsorship program specifically geared toward multicultural women early in their careers: NO