Diversity, Equity and Inclusion Resources


With members around the globe, AFP endeavors to create a treasury and finance community that fully actualizes and celebrates heterogeneous peoples, cultures, and beliefs. We have built the collection of resources below to promote diversity, equity, and inclusion education. Our resources are not exhaustive and we encourage you to continue your DEI education outside of AFP.

AFP DEI Initiative

With founding partner Invesco and partners J.P. Morgan, Standard Chartered and Wells Fargo, AFP has launched this initiative to introduce treasury and finance careers to underrepresented communities. Our goal is to empower young professionals with professional development, skills building, ongoing training, and continuous learning so that they can lead rewarding careers in treasury and finance.

Learn more about this initiative and how you can participate here.

Learn about the AFP DEI Initiative Advisory Council.

DEI Vocabulary Index

AFP created this diversity, equality, and inclusion (DEI) vocabulary index because of the role words play in the structure and perception of the world around us. This resource is intended for those who are engaging in DEI conversations with the goal of minimizing misunderstandings, providing education, and normalizing these concepts within the broader scope of society.

Access the Index Here


Dealing with Implicit Biases in Retention

Managing and mitigating implicit biases in the workplace is not a sprint, rather more a marathon. Similarly, it is not a destination and is instead a journey. What this suggests is that it’s not a “one and done” deal – as an example, research indicates that a single delivery of unconscious bias training is not enough to create and establish the change needed to build and scale an inclusive work environment.

Implicit Bias in the Workplace

In the mid-1990s, research in the area of social behavior led to the argument that there is a distinct relationship between the way people behave and unconscious associations and judgments driven by their thinking in a certain way. This resulted in the coining of the term “implicit bias.”

The “How” of Diversity and Inclusion: Walk Your JEDI Talk

How to go from talking the talk to walking the walk was the topic of conversation at the AFP FinNext Virtual session, "The How of Diversity: Walking Your JEDI Talk.” In this session, panelists discussed how financial planning and analysis (FP&A) professionals can leverage their skills and position to promote the values of justice, equity, diversity, and inclusion (JEDI) across the organization and within their interpersonal relationships.
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The Power of Diversity in Finance

As organizations work to implement DEI, the social discussion surrounding diversity measures has been muddled with misconceptions on what diversity is, its importance to modern organizations, and how to foster diverse and inclusive spaces. In the FinNext 2020 Virtual Series webinar, The Power of a Diverse FP&A Team, panelists discussed these misconceptions, shared their own career experiences, and provided actionable insights towards establishing a culture and policies that support a diverse workplace.


Addressing Implicit Bias in the Workplace

The common term “implicit bias” refers to attitudes or stereotypes that adversely impact or influence one’s understanding, actions and decisions in an unconscious way. But how are these implicit biases manifested and what are their impact on an organization’s culture?
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