Insights: Understanding the URM/URG Experience

Unpacking the results: listening and learning

Empowerment of our people can only happen when the time is taken to truly understand what is working - and very importantly, what is not.

Below is an overview of what we heard directly from our participants regarding their own experiences focused on DE&I at SoFi.

 

Brain&Lightbulb

On the right path (What's working)

Our participants shed a light on three key areas* of our DE&I work that
resonated with them here at SoFi:

*Learn more about SoFi's DE&I programs, career development processes, and representation amplification efforts here.

Our Current Programs

95% of our participants stated that our DE&l programs such as our employee resource groups (ERGs), known internally as "SoFi Circles" and our URM/URG mentorship program, "SoFi GROW", have played a pivotal role in their engagement with SoFi.

Authenticity in the workplace

93% of our participants shared that SoFi was  very much a workplace where people respected each other's differences, opinions, and backgrounds.

89% shared that they felt comfortable being their authentic self at work - and if that were not the case, they would not be at SoFi.

Career support

96% of our participants were proud to share that they felt supported from a career development perspective with SoFi.

Many of our participants felt empowered by their leaders to take on new responsibilities and stretch projects outside of their day-to-day roles.

On the right path (What's working)

Our participants shed a light on three key areas* of our DE&I work that resonated with them here at SoFi:

*Learn more about SoFi's DE&I programs, career development processes, and representation amplification efforts here.

Our current programs

95% of our participants stated that our DE&l programs such as our employee resource groups (ERGs), known internally as "SoFi Circles" and our URMURG mentorship program, "SoFi GROW", have played a pivotal role in their engagement with SoFi.

All_Circle_Logos_With SoFi Grow

 

Authenticity in the workplace

93% of our participants shared that SoFi was very much a workplace where people respected each other's differences, opinions, and backgrounds.

89% shared that they felt comfortable being their authentic self at work - and if that were not the case, they would not be at SoFi.

 

Authenticity in the Workplace

 

Career support

96% of our participants were proud to share that they felt supported from a career development perspective with SoFi.

Many of our participants felt empowered by their leaders to take on new responsibilities and stretch projects outside of their day-to-day roles.

In their own words.

Curious to see for yourself? Hear directly from some of our participants.

 

Rigo P.

Disputes Supervisor

Wren M.

Consumer Loan Reviewer

Jordan D.

Recruiter, University & Military

Real experiences, real perspectives. 

Read more about what our participants are saying about their own journey at SoFi Technologies.

Kim T. Quote
Celeste R. Quote
Darrell L. Quote
Jefferson M. Quote

What about our areas of opportunity? 

Improvements to run after:

One of our core values at SoFi is "Run After Problems" and to harness this core principle deeply embedded within how our company does business in order to get to the truth and deliver solutions that help our people.

While it’s important to celebrate the areas we are doing well in supporting our URM/URG community, it is vital we understand how we can provide ongoing, holistic support to our diverse communities.

Authenticity in the Workplace

Key trends

What are our current challenges?

Representation

  • 88% wanted to see more intersectionality in Circle programming.

Disempowerment

  • 84% shared wanting to see Leaders (Managers & above) take an active role in promoting the participation of DE&I programming -like SoFi Circle events (especially within the Operations business unit). 

  • 76% stated not feeling empowered to engage in events/programming themselves due to balancing work priorities.

Continuous training

  • 86% would like to see more DE&I training workshops implemented and continuously refreshed for organizational leadership teams.

  • 81% of participants shared wanting to see continuous training in the DE&I area (outside of what is currently being offered) for all.

What are some of our participants saying on the matter?

Taron F.

Fraud Investigator III

Britt W.

Director, Supplier Risk Management

Allie D.

Sr. Manager, Originations

Barrett S.

VP, Business Lead - SoFi at Work

The bottom line.

What are the key takeaways?

  • Although the majority of participants feel supported in their career/roles at SoFi, participants felt that Leadership could be more visible in our Circle event programming (DE&I-related or not). This is especially true for individuals in member-facing Operational roles. This may be due to the fact that they are hourly employees and only have a certain number of paid hours allocated for engagement programs.
  • Lack of diversity at the leadership level is top of mind for participants; they would like to see more URM/URG representation in “decision-making” roles in alignment with our first company priority to make our culture better every second and ensure DEI is at the center of everything we do.
  • Participants expressed appreciation of current DE&I-centric programming and training though felt they would benefit from increased intersectionality and the continued importance of awareness education.

Continue to explore our findings through the sections below:

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