The Goldman Sachs Multicultural Women’s Alliance is run by female managing directors and senior VPs from every business unit.

When a recent employee survey revealed that women of color can feel like “double outsiders,” grappling with issues related to both gender and race, this top investment bank was quick to respond. To foster a sense of community among its multicultural employees, it introduced the Loft Series for female associates and VPs—evening get-togethers at which African-American, Asian- American and Hispanic leaders can dish about everything from compensation to professional mobility. For the women of color on Wall Street, it also launched Brokering Change, a program featuring discussions about advancing in the financial sector, with guest speakers and career strategies workshops. Finally, last year the firm sponsored its first management training session designed to address the concerns of multicultural women. It was so popular that managers were waitlisted—and another session is being introduced.

Multicultural Women: 14%

Multicultural Women Managers/Execs: 7%

Chief Diversity Officer: Edith Hunt

Hires who are multicultural women: 12%

Hires who are multicultural men: 14%

Multicultural women managers/execs: 7%

Multicultural men managers/execs: 14%

Top 20% earners who are multicultural women: 5%

Top 20% earners who are multicultural men: 13%

Multicultural women on board of directors: 8%

Offers formal compensation program to reward managers who specifically help multicultural women advance: YES

Rates managers on the number of multicultural women employees advancing: YES

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

Offers support groups specifically for multicultural women: YES

Offers mentoring programs specifically geared toward multicultural women early in their careers: YES

Offers sponsorship program specifically geared toward multicultural women early in their careers: YES