This year marks the 45th Black History Month, an annual celebration of the achievements, advancements, and contributions of Black Americans to our history. This year’s theme is the “Black Family: Representation, Identity, and Diversity” and it explores the African diaspora, and the spread of Black families across the United States. In this blog, three crew share stories about their own family dynamics and values.

Tell us a bit about your family and/or extended family (even non-blood related)? What is that dynamic like?

My family is one of the things I cherish most. Growing up in Ghana and then moving to New Jersey with my immediate family shifted our dynamic. I think it was a combination of moving from one culture and having to assimilate to another, but also trying to find a balance of staying true to our authentic selves in a new place. – Gladys A.

My mother’s side of the family is Afro-Cuban, and they came to America in the mid-60s from Cuba when my grandmother was pregnant with my mom. My dad’s side of the family is Jamaican. They came to America around the late-60s but have since returned to live in Jamaica. My older sister and I were born and raised in Miami, mainly around the Cuban side of my family. We have lots of nationalities represented from people who have been married into our family. The best thing about our family’s trend of marrying people of different ethnicities and nationalities are the recipes and snacking habits that we pass around. We have a love for spicy food! – Janine G.

I have a large, blended family. My mother and father both remarried when I was relatively young, so in total I have five siblings (two brothers and three sisters). I am technically the oldest sister. My mother, stepfather and youngest sister live in Philadelphia, whereas my father, stepmother and four other siblings reside in Southern California, where I was born and lived for ten years. The dynamic was a bit awkward when I was younger as I only spent summers and one major holiday with most of my siblings. There is also a thirteen-year age gap between me and my youngest sister. However, I’ve always felt fortunate that I have bonus family. – Alexis J.

What values are emphasized in your family? Which did you carry into adulthood? Which didn’t you, and why?

Values that are emphasized in my family are: putting others first and excellence in everything you do. These values may not seem like your typical family values, but they are what keeps us a family. My parents have always emphasized and lived a life of service, whether it was taking care of children outside of their own or giving back to their community with the little they had. Observing this growing up helped me to realize the importance of selflessness in service as a foundational part of my being. Alongside, striving for excellence and putting in 100% effort in all endeavors have been reflected in my adulthood, from academics to anything I find my hands to do. Excellence is not just about getting the task done but getting it done well. – Gladys A.

To be caring, strong and independent. I carried all into adulthood, just because I think its good practice. One light example that really encapsulates my being able to do things on my own is my love (pre-Covid) of going to the movies or out to eat by myself. – Janine G.

Honesty and respect for each other and ourselves, but especially our elders. I grew up in the Christian faith and so there was always a level of spirituality and religion that guided the activities I participated in and even my outlook on life. All these identified values have carried into my adult life because they resonate with the person I want to be in this world. I come to my work and other relationships with a level of honesty and care that was instilled in me by not only my parents, but my grandparents. I was even fortunate enough to have a relationship with some of my great grandparents. I cherish those memories and relationships most because they connect me to the history of my family and how we navigated in this world when others were not always so accepting and open to our people. – Alexis J

What is your favorite family memory or tradition?

My favorite family memory dates back to November 2006 when my six siblings, my mom, and I moved to the States permanently. I just remember refusing to eat certain meals that seemed unusual and experiencing what I now know as snow fall for the first time. It was honestly a favorite memory because it became a climatic point in our lives as a family. – Gladys A.

When we were younger, my sister and I went to Disney World with my aunt and her three sons. My aunt packed lunch for us, but unbeknownst to us kids, she did not actually make sandwiches, but brought the ingredients and utensils to make the sandwich during lunch…again, at Disney World. We found out as we walked towards the packed gate, as the handles of the bags my aunt carried broke and everything fell out. Everyone stared at us. My sister was left to help my aunt, and the rest of us just scattered. We still laugh about it to this day. – Janine G.

My favorite family traditions are usually surrounded around holidays and food. When I was young and still lived in California, my paternal grandmother hosted Christmas. After attending a Christmas Eve church service, a few of my cousins and I always spent the night at Grandma’s house. I remember the smell of the house from her cooking some not so savory delicacies to the sweet smell of her homemade German Chocolate cake, and of course getting to lick the spoon that had left over cake batter on it. My cousins and I would try to stay up all night and even slept in our sleeping bags around the Christmas tree. – Alexis J.

Is there anything else unique or special you’d like to share about your family?

My family and I are just like any other family, striving to be the best versions of ourselves daily while uplifting each other. However, the resilience and hard work of my family is what has made me who I am today. – Gladys A.

We have tons of fun moments like the one above which makes hanging out with us a good time. – Janine G.

I am not sure if this is unique, but having four parents means that in my case, I also have many aunts and uncles (sixteen to be exact). I was not even able to count all of my first cousins, but it is somewhere around forty-five. Additionally, my stepmother is from Nigeria. So while I am very proud of my Black American culture, I am able to experience Nigerian culture by way of my step mother as well. – Alexis J.

Every year, there are a number of events that we look forward to participating in with our partner, The Robert Toigo Foundation. In October, Toigo held their Groundbreakers Women in Leadership Summit and, due to its virtual offering, we had the chance to involve more crew and provide them with an opportunity to focus on their personal and professional development. In addition, we also had the pleasure of Vernita Exum, Principal and Head of Equity Index in Europe, representing Vanguard in a panel discussion focusing on Navigating the New Normal.

With the conference hosting a variety of sessions over a three day span, we wanted to capture the perspectives of our crew who were able to attend. We asked them a few questions about their experience, and we were thrilled with the positive feedback we received. Here is what they had to say:

What was your biggest takeaway from one of the sessions you attended?

Who we are and where we came from, however defined by society, is not a limit. On the contrary, our experiences offer extraordinary value and perspective to creativity, problem solving and decision-making to any organization. – Rebecca C.

I received excellent tips for seeking feedback. Positive feedback is not the same as praise. Frequent, specific, and behavioral feedback accelerates development. – Jaliya F.

Being more deliberate in creating space for storytelling and authentic conversations, while supporting others as life and work become one in this virtual environment, is key. – Christina S.

Not having enough time is not our problem. It’s distraction. – Rashanda P.

How will you apply any lessons you learned to your personal or professional life?

For me, it is not just about sharing my perspective, but about listening and being on the lookout for diverse voices that can add to the fullness of our understanding as an organization. – Rebecca C.

I plan to look for more opportunities to give my team regular feedback, especially during this time when I don’t interact with them daily. For example, sitting in on a meeting for a specific purpose of being able to provide feedback even though I don’t need to be there. Doing a better job of asking for specific, behavioral feedback about myself, rather than asking for generic feedback. – Jaliya F.

I’ll aim to be more forgiving of myself as I manage home-life and work-life all hours of the day. Further, I’ll be focusing more of our team time on diversity and inclusion topics and learning about each other – what makes us different, what makes us better working as a team because of the differences. – Christina S.

I’ve immediately implemented non-distraction signals that include hanging a stop sign on my door for others and turning off email notifications during high focus times throughout my day. — Rashanda P.

One of the reasons we so highly value our relationship with Toigo is because they are always seeking to give back. Evident from the responses of our crew, there is no doubt that what they have gained from this year’s summit will benefit them for years to come. We look forward to continue building on our relationship. To learn more about the foundation, visit its website here.

In this blog, we sit down with DaJuan L. and Ayesha B., two crew members who are on Vanguard’s Human Resources (HR) Inclusion and Engagement Team. They recently established a new friendship and working relationship in our virtual environment. This is their story:

How did you come to meet?

DaJuan: Ayesha and I met through the HR Inclusion and Engagement Team. In this group, we pitched the idea of scheduling coffee chats with someone in HR who you may not know well. The hope was for this concept to extend beyond our team, to all of HR.  Given that I am a newer member of the team, Ayesha and I thought it would be a great idea for us to connect to learn more about each other.

Ayesha: I have been leading HR’s Inclusion & Engagement team for just over a year. DaJuan was highly recommended as someone who is passionate about diversity, inclusion and belonging, so we invited him to join our initiative! Our team focuses on many elements of inclusion, including creating an environment for authenticity and fostering connections. Recently, we wanted to look for ways for people to connect in a virtual environment due to the pandemic. This led to the creation of the #coffeeconnect, #teatime or #nocaffeinerequired hashtags, which encouraged HR crew to connect with someone new. Given our shared passion for diversity and inclusion, I was excited to get to know DaJuan better.

What has made you a good pair? What have you learned from one another?

DaJuan: I would say our common passion for inclusion coupled with our different work and life experiences made us a great pair to connect. I greatly benefited from learning about Ayesha’s career prior to Vanguard, what brought her to Vanguard and what sets the company apart from other firms. I was also able to understand the role the team plays in reinforcing inclusion within HR. Ayesha was able to learn about my experiences at Vanguard as well given that I have grown up here at Vanguard. Candidly, thirty minutes was not enough time for us to chat. In my opinion, we were just scratching the surface on the range of topics that we could have expand upon. I look forward to connecting with Ayesha again in the near future.

Ayesha: Ditto to what DaJuan wrote. While I continued to learn additional Vanguard jargon from him, I also appreciated his genuine passion for emerging leaders at Vanguard and setting them up for success. I admire that.

What has the Inclusion and Engagement Team done to encourage new connections among crew?

DaJuan: It has socialized coffee chats through internal communications as well as creating other avenues for crew to engage with each other. Working remotely has impacted our natural methods of connecting. We believe by curating ways for people to connect, we can lessen the impact of not seeing each other in the workplace and foster networking.

Ayesha: We have encouraged #coffeeconnect chats for new people to meet one another HR events with HR Executive Team members on a quarterly basis for those new to the firm, a #HRfromhome campaign where people posted photos of their new offices during COVID, as well as fireside chats with topics including mental health, family responsibilities, and more.

More about the authors:

DaJuan is an Emerging Leader Development Program Manager in Charlotte, North Carolina and has been with Vanguard for five years. While in undergrad, he decided that he would pursue a career in Academia. With the goal of becoming a college professor, DaJuan wanted to experience Corporate America first to gain real world application and to identify what his domain of interest would be. After searching for opportunities, he came across VADP (Vanguard Accelerated Development Development, predecessor to ELDP) and applied. With little experience in investing, DaJuan was nervous about what to expect but he says once he arrived on the Charlotte campus, he was smitten by Vanguard’s culture. Although he envisioned staying with the company for a short period of time before pursuing a doctorate degree, he’s expressed he now has no desire to leave.

Ayesha is the Head of Workforce Planning in Malvern, Pennsylvania and has been with Vanguard for three years. After graduating from Cornell University’s School of Hotel Administration, she spent roughly seventeen years in the hospitality industry working in Boston and New York City with a focus on finance and accounting, revenue analysis and sales, and marketing analytics. The latter half of Ayesha’s career in hospitality was spent working from her home office once she moved to Malvern after marrying her husband, who is a long-tenured Vanguard professional. Through her husband, she had heard positive things about the culture at Vanguard and specifically about the opportunities for rotations within various areas. Ayesha joined Vanguard as Finance Director, supporting the Office of the General Counsel, roughly three years ago, where she was able to bring her technical Financial Planning and Analysis skills into a new industry while learning the ropes of the Vanguard business. After almost 2 years, Ayesha accepted her current role on the Human Resources Strategic Workforce Planning team, where she enjoys a strong collaborative spirit.

Last week concluded Hispanic Heritage month. Like many companies, Vanguard has had to get creative about how we celebrate and honor the cultures and contributions of Hispanic and Latino crew members while we continue to operate virtually.

This year, the Hispanic Organization for Leadership Advancement (HOLA) and the Women’s Initiative for Leadership Success (WILS) – two of our crew (employee) resource groups – interviewed a few of our phenomenal Hispanic women leaders. We talked about their backgrounds and the impact of their culture on their personal and professional lives. Here is what they had to say:

What does your Hispanic heritage mean to you?

Being Latina, to me, is about putting family first, exuding a warm spirit, and the richness of our food and music. Growing up Puerto Rican, I learned that, for us, everyone is family, which is why my abuela (grandmother) taught me to always cook more food for dinner than your immediate family could ever eat, just in case unexpected guests came to our home! It is a tradition that I still follow today. My neighbors love it! Thankfully, they all love Puerto Rican food!

For me, speaking Spanish has never been a fundamental part of my identity. Since English happened to be the first language for both of my parents, they have frequently said that they tend to “think” in English more than they do in Spanish. Therefore, when I was growing up, we mainly spoke English at home. People are often surprised when I say I don’t speak fluent Spanish. Some folks have even said that I’m not “really” Latina because I’m not fully bilingual. I beg to differ. I’m proud to have grown up very culturally Puerto Rican, with most, if not all, of the traditions that have been passed down through my Puerto Rican family. – Illeana C., Enterprise Sales CRM Senior Program Manager

What were the most inspiring values you gained growing up?

Community and togetherness.  There is no “I” without “Us”. I was raised by many family members who came together to help pave my way.  At age six, my aunt and extended family played a critical role in my life at a time my parents didn’t have the means to provide for me. When my family moved to the U.S. we counted on the support of another Colombian family, as well as close friends, who made every effort to make us feel safe and at home. “Family” in our culture is not limited to immediate biological ties.  A sense of community is prevalent in what motivates us to do more for others.  We typically speak less in terms of “success” and more in terms of “happiness,” “wholeness,” and “togetherness.”

During my years in the U.S., I have been fortunate to meet and build relationships with people from many other Latin and Spanish countries, and in the process, I have been able to learn about, experience, and appreciate the similarities and also nuances of what Hispanic heritage means for different people. Our traditions, regardless of country of origin or descent, always have components of bringing people together, growing together, and advancing together. The things that make me happy are tied to my Hispanic identity: family, savory foods, Caribbean rhythms, traditions and festivities, and celebrating and helping others. – Sheyla C., Global Product Plan Manager

Are there any Hispanic women who have inspired you and what impact have they had on you?

There are many women I’ve admired for paving the way after facing challenges that would have made many others quit, such as Ellen Ochoa, the first Latina astronaut in space, Rita Moreno, the only Latina with a PEGOT (Peabody, Emmy, Grammy, Oscar, Tony), Sonia Sotomayor, the first Latina to serve on the Supreme Court, and Celia Cruz who made a name for herself in a mostly male-dominated salsa world. However, the main woman who has consistently inspired me has been my maternal grandmother. She is the most resourceful person I know.

After coming to the US with only a fifth grade education, she managed to work full time as a seamstress for a designer, maintain an alterations business on the side, and cook Colombian tamales on the weekends and holidays to bring in additional income. She had side hustles before the term was identified! With no formal guidance, she knew saving was important for the future, so instead of buying clothes, she tended to make them and dreamed of buying a multi-family house. After accumulating enough cash for a down payment, she and my grandfather bought the home they currently live in and eventually were able to buy the home next door as a rental property. As I got older, I was encouraged to not pay anyone’s mortgage other than my own. These homes have funded my grandparents’ retirement for decades and will eventually pass on wealth to my mother and uncle. My grandmother’s foresight to push against my grandfather’s belief that “real estate in New York is not a good investment” changed the trajectory of my family’s experience. I’m forever grateful to her ambition for a better life. – Lynnette D., Americas Internal Sales Support and Client Services Manager

How have you been able to share or celebrate your culture with others at work?

I became part of a community who embraced and celebrated the Hispanic culture when I joined HOLA. A few years ago, I was even able to meet Soledad O’Brien, a woman who was always an inspiration to me, through an event I helped plan! When I saw how welcoming the broader Vanguard community was to her, I felt more comfortable speaking to different aspects of my background. Through multiple HOLA engagements, I learned that Hispanics are less likely to have formal mentorships in comparison to their Caucasian peers. With this newfound knowledge in hand, I asked my department head to help me gain these types of relationships. My department head, who also has a diverse background, supported me from a place of compassion and understanding and to this day, we still talk about all things diversity and inclusion. The mentors I gained have shaped my career and confidence. One of my mentors, a Hispanic senior leader, understood my unique experiences and knew how to guide me through difficult times. Other mentors embraced my heritage and were curious to learn about my background. Bringing my culture to work was not something I thought I’d ever do, but now, I feel comfortable sharing my unique perspectives on topics and explaining how my heritage plays a part in that view. Now more than ever, I feel a responsibility to share. After spending time with my HOLA colleagues, I bring my full, authentic self to work. If it wasn’t for me sharing my heritage, I would not be in the place I am now. – Jennifer F., Retail Strategic Support Project Manager

More about the authors:

Illeana C.

“I was born in Philadelphia. My family is from Puerto Rico. I call myself a Phila-Rican! My dad was also born in Philadelphia and my mom was born in Puerto Rico. She came to Philadelphia when she was 5 years old.”

Sheyla C. 

“I was born in Colombia and lived there until age 16. My city of birth is Bucaramanga, which is a located along the edge of the Andes Mountain range. The city is known as the “City of Parks,” there are plenty of outdoor activities to enjoy due to its geographic location. At around the age 6 I moved to the city of Barranquilla, along the Atlantic coast, until age 16, and travelled every year to Bucaramanga to spend time with my family.”

Lynnette D. 

“Both of my sets of grandparents moved with my parents from Cali, Colombia to Queens, NY in the early 70s (separately). My parents met in high school and after a story that is deemed for a screenplay someday, were married in the early 80s. I was born in Houston, Texas because my dad’s family had moved there, but when I was six weeks old, my parents and I moved back to Queens to where my mom’s family still lived.”

Jennifer F. 

“My mother is from Venezuela and my father is from Peru. They both left their respective countries within days of each other to attend college in the U.S. and met here. I am a first generation American, and was born with multiple citizenships (fun fact).”

What does it really mean to “come out”? To “be out”?

I first came out to one friend during sophomore year in college and then, one by one, a few more. By winter break, I was ready to come out to my parents. At the time, I saw the conversations with them as “fully coming out” – the point in time that would mean I’m out. The preparation for these initial coming out conversations were months (and probably years) in the making with stress and anxiety from the unknowns and the ugly “what if” scenarios I played out in my head.

Over the next few years, and with those milestones behind me, coming out became a bit easier each time. That all changed when I got my first full-time job and was forced to decide if I would be out professionally. I found myself stricken by the same feelings of stress, anxiety, and unhealthy “what ifs” from a couple years before.

To bring you in a bit more, not coming out takes its toll as well – trying to avoid talking about life outside of work, being conscious of pronouns – it’s all taxing. That reality, combined with the fact that people who know someone who is LGBTQ+ are far more likely to support equality under the law, helped me decide to be out at work. A huge thanks to members of Vanguard’s Out Professional Engagement Network (OPEN) who demonstrate allyship by posting the OPEN logo in their workspace and including it on their internal profile– these subtle signals can make all the difference in someone’s journey.

Fast forward to today and I’ve come out to family, friends, classmates, acquaintances and even strangers. I’ve come out to individuals and to groups, to my leaders and to my crew, to my colleagues and to my clients. I’ve come out thousands of times and I realize now that coming out to my parents wasn’t the end of the process, but just the beginning. No matter how many times I’ve come out, whether the experiences were good, bad, or indifferent, the stress that comes with coming out, even if just for a moment, hasn’t fully gone away. It’s a reminder that for others in our lives, our coming out is a distinct point in time with a before, during, and after; but for us, it’s a lifelong, often stressful process that hopefully gets better over time.

I’m grateful for the support I’ve received and am proud to participate in National Coming Out Day (NCOD) in honor of the millions of LGBTQ+ people who cannot come out for fear of losing their job, their housing, their personal relationships, their freedom, or their lives. I am thankful for Vanguard, our leaders, and the crew who demonstrate a commitment to the LGBTQ+ community, and I encourage all of us to continue to make Vanguard not only a safe place to come out, but also a great place to come out, and a supportive place to work.

-Dan S.

If you’re seeking an environment where you can make a difference and develop professionally, check out our Data & Analytics and Information Technology & Security career opportunities.

Everyone sees the perfect parents on social media. They create schedules, bake banana bread, and plan creative activities for their children every day. But that might not look like your household. Vanguard’s Women’s Initiative for Leadership Success (WILS), an employee resource group, sponsored a virtual chat to discuss the realities of working from home with small children as part of its “Managing it All” series. Panelists included Theresa Westwood, a department head in Vanguard’s Financial Advisor Services, Tiffany Haley, Principal and Senior Human Resources Business Partner, Rashanda Perryman, Program Officer of Vanguard Community Stewardship, and Liz Waldron, Head of Digital and Marketing in Europe.

Here are some of the tips they shared:

You’re not alone in this. What I learned fairly early on was that despite what I was seeing on Pinterest and Instagram, this is not going to be the moment when I become the best ever version of myself – not as a wife, mother, a friend, etc. I made all of these plans – set up a fancy home school in the living room, build a family command center complete with a whiteboard, and finally make those meal plans – but literally none of this is happening, and it’s ok. You know why? There’s a pandemic. It’s hard out here. They make it look so easy on Instagram, but that’s just not my life. I had to set a better standard for myself.
— Tiffany

In my home, we practice “I need a minute” moments. Everyone from adults to children can call a time-out and take a breather…alone. To collect themselves, to go to a quiet space, to play alone – whatever they need – and we all have learned to respect that time each of us needs. Even my four year old has learned what it means “to need a minute.”
— Rashanda

Don’t compare yourself to others. Comparison often leads to discontentment at the best of times – but now it can be even worse. Live your own story and know that your best is good enough. Your children’s mental health and happiness is more important than doing that extra piece of work. Focus on achieving the key things, like numeracy and literacy, and don’t stress about the rest. Accept that perfection is impossible and learn to let go.
— Liz

I’d offer the guidance to just be kind to yourself and try to stick to a routine. It’s not possible to be a full-time parent/teacher and full-time worker and be 100% at both at all times. What I’ve found that works for me is to try to keep the kids on a schedule. We get up and eat breakfast at the same time we normally would, start and end school around the same time, etc. And, I block chunks of time early in the day before meetings, at lunch, or where I can to help them with homework and to engage with them. On weekends, I try to spend as much time as possible with them and be present. It’s hard to juggle it all, and every day isn’t a good day, but we’re all doing our best during this time.
— Theresa

For those without children, the group discussed how they could support those trying to work from home with small children amid the pandemic. Tips shared include checking in with their employees with children, providing flexibility to get work done at the time and in a way that worked for their schedule, and showing empathy during this difficult time.

Theresa shared, “I feel fortunate to work for a company that has offered a lot of flexibility and benefits to allow me to still achieve my personal goals and to be there for my family.”

Further, Rashanda chimed in, “We’re all struggling to figure out what this new normal means. I think there’s an opportunity in this situation for us all to show empathy to each other, whether we are parents or not.”

Interested in reading more from the WILS Managing it All series? Click here for the first installment.

As a Personal Advisor Services talent attraction lead, I was excited to coordinate the first event in partnership with two of Vanguard’s crew resource groups (CRGs), the Vanguard Black Professional Network (VBPN) and Hispanic/Latino Organization for Leadership and Advancement (HOLA). The virtual event took place across our three domestic locations; Pennsylvania, Arizona, and North Carolina. During the hour long session, advisors and managers, who are also members of the CRGs, supported as panelists. The purpose of the event was to introduce Personal Advisor Services (PAS) as a career path to members of VBPN and HOLA who were eager to learn more. The desired outcome was to establish a formal mentorship program for crew, in which they will be paired with an advisor in the same CRG, creating a commonality as the foundation for the relationship.

I approached VBPN and HOLA in 2019 with the idea of hosting an event together after discussing the idea with our Diversity and Inclusion team. I worked closely with the CRG talent attraction leads, Dionne M. from VBPN and Lynnette D. from HOLA. Both women were a pleasure to partner with, and I enjoyed getting to know them on a more personal level during our many thirty-minute checkpoints.

March 18th was set to be the first event across the sites, but as COVID-19 became more prominent in our communities, Vanguard quickly shifted to a work from home environment. We had over 170+ crew registered for the event, and I was determined to not let them down. Just two months later, we reorganized the event to a virtual environment, with even more sign-ups than the first time!

Vanguard’s PAS and CRG Event

The event brought forth dozens of questions submitted by attendees and candid responses from the PAS panelists. I was so appreciative of the transparent answers which addressed minorities in the industry and demystifying bias in the advisor role. Additional topics of discussion included a day in the life of an advisor, the skills and experience necessary to become an advisor, and the Certified Financial Planner certificate process. Attendees provided positive feedback on the event, expressing, “I enjoyed hearing about the experiences of crew members in PAS as well as what Vanguard is looking for in new advisors. Also, I enjoyed hearing members of the CRGs speak to the importance of creating more diversityat Vanguard.”

The most rewarding part of this experience was the parity created between VBPN, HOLA, and PAS crew. With recent events across country, we can recognize the biases and injustice that still exists. During this event, we created a space for crew to bring their authentic selves and be equally represented at Vanguard, a true testament that our organization is focused on creating a diverse and inclusive environment – something that has felt distant in present-day society. PAS is committed to strengthening our partnerships with the crew resource groups at Vanguard and I look forward to similar events in the months to come.

-Janae F.

My inclusion journey at Vanguard began about three years ago when I was working in marketing. The European business was in the process of setting up a local branch of the employee resource group, Out Professional Engagement Network (OPEN), and one of my friends on my team, Alice, encouraged me to get involved. I jumped at the chance because, while I think of myself as forward-thinking and educated, I also knew there was so much more I could learn.

And my goodness, I have learnt a lot. I moved into Human Resources in 2018 to take up my current job as Learning and Development Manager for Europe in the U.K. and, in this role, I get to dive a lot deeper into the world of Diversity and Inclusion (D&I). I’ve since helped to set up a group dedicated to mental health awareness, which has proven to be very timely, given where we are today. Additionally, I also chair our European Diversity and Inclusion Council, which helps to ensure all of our work on this topic is consistent.

It’s been a steep learning curve for me. But although I have picked up many new skills and D&I terminology, what I have really found is something I knew all along: that the world is a much better place if we are curious to learn about others and respectful of each other’s differences. That’s a mantra that I hope I have passed on to my children as well as those that I lead, both formally and informally.

Thinking about today’s unique circumstances, inclusion has never been more important. Often, it’s the small things that count. I’m fortunate to have a comfortable house and a lovely family to help me through lockdown, but I always try to remember that others may not be so lucky. So I’ve made a point of reaching out to people that I miss from the office who may be struggling. It only takes a few minutes to have a quick video exchange and it can brighten my day and, hopefully, theirs.

It’s also been an honour to be part of the team that has re-shaped Vanguard’s course for crew, Your Role in Inclusion, for a virtual world. It’s a great example of how combining different perspectives can create a better outcome.

By the time this is published, I will have facilitated the first pilot session alongside my friend Cathy, who is the chair of OPEN Europe and has put such a lot of positive energy into our D&I work in Europe. She deserves a lot of credit for role-modelling inclusion in her daily work.

I often muse that, with London being one of the most cosmopolitan cities in the world, D&I is a different challenge here compared with the U.S. The past couple of months have brought out the best in the UK population, but they have also reminded us that there is still tension lurking below the surface. We all have further to go on our D&I journey, and I’m looking forward to taking the next steps as I continue to work with our employee resource groups in Europe to roll out the global Your Role in Inclusion virtual sessions more broadly.

—James B.

In the month of May, the Women’s Initiative for Leadership Success (WILS) crew resource group coordinated two internal webcasts focused on working from home featuring female leaders from across Vanguard. I had the opportunity to facilitate the first virtual panel discussion with Amber Czonstka, Principal of Institutional Large Market Sales, and Laura Symon Browne, Principal of Broker Dealer Strategic Sales, both of whom have worked from home offices for several years. These two fantastic leaders shared their insights and best practices with nearly 1,200 Vanguard crew members from around the globe and talked about how life and work are different now during the pandemic.

While I was nervous to facilitate an event with so many coworkers eager for advice (wifi don’t fail me now!), supporting WILS members is very important to me as a program lead for Vanguard’s retail division. I also know how challenging the shift to work from home has been for many, myself included.

Since mid-March, my husband and I have both been working from home. During the day, we barricade ourselves in our shared workspace – a spare bedroom in the attic. We feel very lucky that we have assistance during the day with our two-year-old daughter and three-year-old son, who get the run of the rest of the house. At first, my children hated us being home without having access to us all day. Now that we have a loose routine, we all look forward to lunch together and I can check in on them throughout the day without triggering a meltdown. I shared with the virtual panel attendees that it has been much harder for me to focus now that life isn’t “compartmentalized” into work and home. As I’m sitting in virtual meetings, I might be thinking about the laundry piling up. As I’m eating dinner with my family, I might be tempted to send a few work emails. The way that I’ve combatted the distraction is by taking a little extra time in the morning to do the house chores worrying me and making really strong to-do lists for the workday so that I know what I need to accomplish before I leave “the attic.”

Amber also talked to the panelists about the importance of “preserving the morning commute” and taking that time to get active or do something for yourself. This really resonated for me. When I begin my day by going for a long walk with the dog, I’m just much more grounded. I also find that I’m more productive if I get out of the sweatpants and put on a blouse and jeans at a minimum. It boosts my confidence, makes me feel like I am dressed for my day, and separates the week from the weekend.

Laura had great advice for those who are trying to maintain and deepen team connection remotely during this very challenging time. She emphasized how critical communication is when working from home, and shared that she supports her teams by encouraging cross-sharing about the frustrations, challenges and concerns everyone is facing.

Speaking with the panelists personally following the event, here is what they had to share:

Amber C: As I talked with Laura, Danielle, and our WILS members, the power of community became clear – particularly during a time like this. It might feel like we are all facing different challenges, from caring for young children while working, to worrying about family members on the front lines, to professionally advocating for ourselves in a virtual working environment. But there are members of our tribe who are dealing with similar issues. Sharing best practices, ideas, and stories with each other and creating a safe space to be vulnerable makes us all stronger, healthier, and more productive. The WILS network matters now more than ever; we can learn so much from one another.

Laura S.: The opportunity to connect with my female and male colleagues across Vanguard who are facing many of the same issues was special. It’s a reassuring feeling that we have each other’s back during these times, and that we’ll all emerge stronger and more convicted in our passion for investors as a result of this.

I’m looking forward to this two part series expanding in the future as we all support one another during this unprecedented time!
—Danielle C.

Stay tuned for a recap on the second panel focused specifically on parents managing small children and work from the home. It features Theresa Westwood, a department head in Vanguard’s Financial Advisor Services, Tiffany Haley, Principal and Senior Human Resources Business Partner, Rashanda Perryman, Program Officer of Vanguard Community Stewardship, and Liz Waldron, Head of Digital and Marketing in Europe.

Franklin D. Roosevelt once said, “Those who have long enjoyed such privileges as we enjoy forget in time that men have died to win them.”

The history of remembrances for fallen soldiers dates back to the post-Civil War era. Americans began to hold springtime tributes to fallen soldiers, decorating their graves with flowers.

Throughout the years, these remembrances began to take on new meaning, and new traditions came about.

• In 1920, the National American Legion adopted red poppies as their official symbol of remembrance.
• In 1968, Congress moved Memorial Day from its traditional May 30 date to the last Monday in May to create a three-day weekend.
• In 2000, Congress declared that a National Moment of Remembrance take place every Memorial Day at 3:00 p.m.

This year, Memorial Day will take on an even deeper meaning. Because of restrictions mandated by the COVID-19 pandemic, public graveside gatherings and parades are canceled. Flags now fly half-staff every day to remember those who have died of COVID-19. Poppies are now virtual instead of given in person.

But the opportunity to mark Memorial Day is as important as ever. We encourage you to find ways to connect with friends, family, current military members, and veterans. Reflect on the sacrifice made by fallen warriors and their families. Discover new ways to encourage those who are serving and have served.

Virtual remembrances

Vanguard’s VetsConnect members recently shared their thoughts on the importance of Memorial Day, those they are remembering, and the importance of all who serve in these challenging times today.

“I think about how important it is to celebrate all those who’ve served in the military, those currently serving, and military families who serve, too. It reminds me that we should be taking a little time each day to say thank you to all of those in uniform. I would also like to honor those serving during these challenging times: The health care workers, the first responders, the postal service, the grocery store workers, and all those who work in jobs that support the food supply.” –Andrew B.

“My Dad and I put flags on all our family gravesites the weekend before Memorial Day—our own small tradition of remembrance. This year Memorial Day has new meaning, including all of the front-line workers who are taking risks every day.” –Shari G.