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Diversity & Inclusion

Employees are our greatest asset, and we strive to attract talent from the broadest pool to foster innovation, creativity and productivity. There is tremendous power that results from this kind of diversity. In fact, creating a diverse and inclusive environment is critical to our success, and we are deeply committed to hiring and retaining employees from different backgrounds, experiences and locations.

Diversity brings together people with unique perspectives, and inclusion creates opportunities for all individuals to contribute and work together to achieve success as a whole. We believe working in an inclusive environment motivates exceptional effort, or—put more simply—it makes us all better at what we do.

Our diverse workforce helps our customers and business partners achieve their business goals. By recruiting the highest quality people who reflect the customers and communities that we serve, we increase our ability to deliver the best possible solutions.

Pay Equity

At JPMorgan Chase, we strongly believe that a diverse and inclusive environment is critical to our success. It is simply how we do business. As part of our commitment to fairness in our workforce, we look closely at how we compensate employees—conducting pay equity reviews at all levels of our firm.

Through these reviews, we determined that men and women at the firm in aggregate are paid comparably, taking into account a number of factors that potentially impact pay, including employees’ roles, tenure, seniority, the business area they work in and geography. The bare numbers, excluding these types of factors, will show a gap between the pay of men and women, but we have found that employees are paid appropriately when taking into consideration their business area, their experience and the work they do.

The most recent review concluded the following for both base salary and total compensation:

  • Globally, women are paid 99% of what men are paid
  • In the United States, minority employees are paid more than 99% of what non-minority employees are paid

Analyses, such as pay equity reviews, serve as a starting point for further review and we do not hesitate to take action where warranted. In the small percentage of cases where we identify individuals with compensation that is less than expected, we conduct further reviews and, where appropriate, proactively address them. And equally important—beyond compensation—we have built strong business processes and practices that enable the firm to successfully recruit, hire, retain, develop and promote the best, diverse talent.

As you know, we invest in a number of initiatives and programs around the world designed to assist all employees, including women and diverse employees, to advance both professionally and personally. These range from Women on the Move and our ReEntry Program to a comprehensive set of employee-focused initiatives and our numerous Business Resource Groups (BRGs), which support and promote our diverse workforce and culture of inclusion. More information about our BRGs and our diversity and inclusion practices can be found on We are committed to this culture of inclusion, fairness and mutual respect—and we are proud of our people and accomplishments. But we know we can always do more, and we will.

Employee Programs

A group of African-american professionals listening to a panel of speakers.

Advancing Black Leaders is a diversity strategy aimed at attracting, hiring, retaining and advancing talent within the black community, and continuing to define JPMorgan Chase as an employer of choice.

Executive Insights: Author Dalila Wilson-Scott Head of Global Philanthropy and President of the JPMorgan Chase Foundation

Women on the Move advocates for the success of women in the firm and in our communities. Our company supports a number of nonprofit organizations that help women succeed.

Office of Disability Inclusion

The global Office of Disability Inclusion (ODI) is dedicated to providing consistent standards and processes to better accommodate employees with disabilities, as well as better support employees who care for family members with disabilities. This includes ensuring we have the right tools, policies and procedures to promote an inclusive work environment.

Pat David, Global Head of Diversity, JPMorgan Chase & Co.

"We think of diversity here at JPMorgan Chase as synonymous with talent. It's how we achieve our business objectives. When you hear these words,"diversity," "inclusion," etc., try replacing them with the word "talent" - and you'll understand what it means to us and what we're trying to do."

Stories & Insights

Our Diverse U.S. Population

U.S. Employee Diversity in 2016

White Black/African American Hispanic/Latino Asian American Indian/ Alaska Native Native Hawaiian/ other Pacific Islander Two or More Races
Exec/Sr level officials and managers 85.9% 2.6% 3.9% 6.8% 0.1% 0.0% 0.6%
1st/Mid-level officials and managers 66.6% 8.3% 10.6% 12.8% 0.2% 0.3% 1.2%
Professionals 59.0% 9.7% 8.7% 20.6% 0.2% 0.2% 1.6%
All other 43.7% 18.1% 27.2% 8.0% 0.3% 0.3% 2.4%
Total 52.9% 13.7% 18.6% 12.4% 0.2% 0.3% 1.9%

U.S. Female Representation: 2016

Exec/Sr level officials and managers 24.7%
1st/Mid-level officials and managers 46.5%
Professional 42.6%
All other 63.3%


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