Working across departments to create solutions and doing so in a way that reflects our cultural values. Two times over the past year, senior leaders came together virtually for half-day meetings designed to strengthen collaboration and connection around the company. Senior leaders heard from leading thinkers, worked together in small, cross-functional groups, engaged in dialogue and reviewed employee feedback from pulse surveys. The first session focused on how to lead as a coach. The second session focused on how to execute as a team and use debriefing as a tool.
They see that we are executing on the strategy that we outlined six years ago when we became a publicly traded company. The strategies we pursue are consistent with our transformation into a leading provider of innovative software and technology-enabled financial regulatory and compliance solutions. Each quarter, employees hear directly from the CEO and have an opportunity to learn more about the company’s performance and strategy. They are invited to join the Investor Call followed by a Global Town Hall in which members of the Executive Leadership Team provide updates and answer questions live.
Fostering conversations that lead to greater understanding and connection. Our DEI efforts were formally launched following a series of “Candid Conversations” three years ago. The conversation continues and includes the DEI Council and our first Employee Resource Group, Women’s Impact Network (WIN). The Council sponsored a fireside chat featuring the company’s two women board directors and the General Counsel, also a woman, reflecting upon leadership. The event was attended in person by women leaders who engaged in thoughtful conversation. It was filmed and shared with all employees virtually followed by a discussion facilitated by WIN and the DEI Council.
Offering virtual, social, and self-directed learning, mentoring, coaching and career development opportunities. In 2022, approximately 66% of employees engaged in self-directed learning and development activities through our on-demand learning platform. We provide employees with curated and targeted learning pathways for leadership, finance, and technical roles as well as safety, compliance, and equipment-related training. We supported mid-level people managers with two leadership development programs. We invested in high potential women leaders by participating in cohort leadership programs, such as G100 and Athena Alliance. Further, we offer situational leadership development with external coaches.
We live our values every day through leadership behaviors. The values that underscore how we support our employees in their professional growth are Uncompromising Integrity, Collective Genius, Bold Action, and Purposeful Agility. We have designed our leadership development program around these values. Our social recognition platform rewards employees for demonstrating these values. Each year, we spotlight employees who recognize one another for modeling the values in the course of their everyday work. The feature is called “Attitude of Gratitude” and shows the values in action.
A wellbeing strategy designed around employees’ money, time, health, and career. This year we unveiled an unlimited paid time off philosophy in which salaried employees can take as much time as needed for vacation or personal issues not covered by other sick or disability policies. On World Mental Health Day, we encouraged leaders to engage their teams around mindfulness, curated learning tracks on mental wellbeing, and assembled a list of 10 practical resources that we offer to employees through our partners. During Financial Wellness month, we hosted a financial fitness webinar for employees.
Creating a culture of trust and transparency. Our CEO aligns his words with his actions, e.g., he “walks his talk.” He has ushered the company through its continuing transformation by openly and consistently communicating with employees. He has extended the time for town halls to answer employee questions and does not shy away from the tough questions. He cultivates an open-door policy that employees feel empowered to use. He has built a reputation as hard working and humble, a servant leader whose primary goal is to make employees and thus the company better.
Predictable, bi-weekly 401(k) match; reduced medical premiums; paid parental leave; unlimited paid time off; remote work environment; and enhanced short-term disability policy to provide 100% of salary if for some unforeseen reason the employee cannot work. This year, we are introducing an Employee Stock Purchase Program, an exciting new benefit that will allow U.S.-based employees to purchase DFIN stock at a 10% discount through payroll contributions. DFIN cultivates a “pay for performance” culture in which when the company does well, the company shares those rewards with employees.
DFIN is a leading global risk and compliance solutions company. We provide domain expertise, software and data analytics for every stage of our clients’ business and investment lifecycles. Markets fluctuate, regulations evolve, technology advances, and through it all, DFIN delivers confidence with the right solutions in moments that matter.
35 W. Wacker Dr. Chicago, IL 60601
Software and Tech-Enabled Solutions
1001 - 10000