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Diversity at Citi

We recognize that unique individuals, collaborative teams and inclusive leaders have far-reaching impact and are the engines of new ideas. It’s our willingness to embrace the richness of our diverse teams, ideas and possibilities that drives our growth and progress.

Embracing diversity

We’re embedding ownership for diversity throughout our business. Holding ourselves to the highest standards means setting the tone from the top. Senior leaders are accountable for instilling an equitable and inclusive culture. To keep diversity at the center of our decision-making, each Inclusion Network is co-led by a member of the senior leadership team.

Our eleven Inclusion Networks include: Asian Heritage, Black Heritage, Citi Salutes® (Military Veterans), Citi Women®, Disabilities, Families, Generations, Hispanic/Latino Heritage, Multicultural Heritage, Social Mobility (UK) and Pride (LGBTQ). Each Inclusion Network is responsible for developing a better understanding and appreciation of the uniqueness of each group and coming up with ideas and initiatives to ensure Citi is helping our colleagues grow, develop and matriculate through the firm.

Our Employee Network chapters serve as local representatives of our Inclusion Network. Consistent with our inclusive culture, Employee Network chapters are open to all Citi employees, regardless of whether they identify with a particular Inclusion Network.

Citi’s Employee Network Chapters by the numbers

260+
Employee Network Chapters
70+
countries involved
39,000
participating members

RECRUITING

We are focused on our hiring practices to ensure that diversity is embraced throughout the process.

As we hire for leadership positions, we continue to leverage diverse slates and interview panels. These processes help us ensure that women globally and/or racial and ethnic minorities in the U.S. are interviewed for these positions and brought on as panel members.

Careers at Citi

We are continually refining how we embed diversity into our recruiting efforts globally, and we have several programs aimed at recruiting diverse campus talent.

Unconscious Bias Training

A critical aspect to building the right culture is addressing unconscious bias in the workplace, which is an area where we continue to invest and focus.

We developed and launched a training that enables participants to understand the business case for an inclusive work environment, recognize unconscious bias and take actions to improve on-the-job decision making to support Citi's culture of leaderships, ethics and inclusion.

PAY EQUITY

Citi takes a transparent approach to pay equity

Citi values pay transparency and has taken significant action to provide both managers and colleagues with greater clarity around our compensation philosophy. Citi has introduced market-based salary structures and bonus opportunity guidelines in various countries worldwide, and posts salary ranges on all external U.S. job postings.

In addition, Citi has focused on measuring and addressing pay equity within the organization:

In 2018, Citi was the first major U.S. financial institution to publicly release the results of a pay equity review comparing compensation of women to that of men, as well as U.S. minorities to U.S. non-minorities. The adjusted pay gap is a true measure of pay equity, or “like for like,” that compares the compensation of women to men and U.S. minorities to non-minorities when adjusting for factors such as job function, title/level and geography.

Since 2018, Citi has continued to be transparent about pay equity, including disclosing its unadjusted or “raw” pay gap for both women and U.S. minorities. The raw gap measures the difference in median compensation, which is affected by representation of women and U.S. minorities in senior and higher-paying roles.

In 2023, due to organizational and management simplification, Citi paused its annual pay equity analysis as we continued the process of aligning roles with the new organizational structure. Our analysis as of April 5, 2024 determined that on an adjusted basis, women globally are paid on average more than 99% of what men are paid at Citi, and that U.S. minorities are paid on average 100% of what U.S. non-minorities are paid.

How We Work

Citi proudly embraces a culture of flexible work.

Flexibility in how, when and where we work allows all of us to realize personal and business objectives while still having meaningful career opportunities.

Learning and Development

We meet employees where they are and help them succeed.

Learning and career development is a lifelong journey. That’s why Citi employees have access to a range of resources to help them thrive now and in years to come.

AVAILABLE DEVELOPMENT PROGRAMS

Citi Women’s Leadership Development Program
Brings together a group of Senior Vice Presidents and Directors from around the world to network and develop leadership skills.
Career Advocacy Program
In our Personal Banking & Wealth Management division, we recently piloted a career advocacy program that aims to build stronger advocacy for underrepresented talent by pairing each participant with senior leaders outside of their functional areas to provide career advice and serve as an advocate for that colleague.
Role-Based Assessment Program
Focuses on building a robust succession plan for our Black and women leaders. The career development program includes executive assessment and coaching. In 2021, 31 high-performing Black and women Managing Directors and Directors were selected for the program.
Black Leaders for Tomorrow
This program, within our Institutional Clients Group, was created to increase representation of Black colleagues at senior levels through attraction and retention initiatives at all levels.
Women’s Virtual Development Program
In Latin America, our Women’s Virtual Development Program continues to be one of our most valued in the region, with more than 1,600 participants in 2021.
Asia Pacific Women Programs
Across Asia Pacific, 780 participants joined one of four programs supporting women as they transition to more senior roles.
Reverse Mentoring Program
In Europe for our “reverse mentoring” program, we paired senior leaders from the region with junior mentors from the LGBTQ+ community. The goal of the program, which was subsequently rolled out in Latin America, Asia Pacific and the United States, was to educate the mentees about the lived experience of their LGBTQ+ colleagues.
ASCENT Program
Across Asia Pacific, and in partnership with Ernst & Young, we launched a new program called ASCENT focused on providing Senior Vice Presidents with the sponsorship and growth opportunities that are critical for career progression.