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Week 7: DE&I and Digital Leadership





Subject: Diversity, Equity, and Inclusion (DEI) at Wells Fargo: A Comparative Analysis

This memo focuses on Embraer and compares their DEI program to Wells Fargo to better understand Diversity, Equity, and Inclusion (DEI) initiatives in the context of digital leadership. The report highlights Embraer’s approach to DEI in Diversity, Inclusion, and Education, shedding insight on their distinct commitments and goals.

Embraer’s DEI Initiatives

Embraer is actively engaged in continual Diversity, Equity, and Inclusion (DEI) training, with the goal of training 100% of company senior positions by 2021 and all employees by 2022 (Embraer, 2021). This campaign represents a proactive effort to incorporate DEI concepts throughout the organizational structure, emphasizing the leadership’s role in promoting an inclusive culture.

Embraer has set a target of 50% diversity hiring in all new entry-level employee programs by 2025. This commitment goes beyond simple intentions, demonstrating a practical plan to inject diversity at the organization’s core levels (Embraer, 2021). It ensures the development of a pipeline from the ground up that invites and integrates a diverse range of perspectives.

Embraer aspires to have 25% of women in Master of Science in Aeronautical Engineering by 2025, breaking gender boundaries in a sector typically dominated by men. This goal indicates a commitment to fostering gender diversity in an area where women have historically been underrepresented (Embraer, 2021). Furthermore, the ambition to achieve 20% female senior leadership positions by 2025 underlines the necessity of gender diversity at all levels of the business.

Embraer’s educational focus extends beyond its direct staff. The goal of bringing more than 80% of Embraer high school students to public institutions demonstrates a commitment to giving educational opportunities and creating diversity outside of the workplace. The creation of the ‘Social Tech’ initiative confirms this commitment, with the goal of hiring 1,500 people from underrepresented groups in technology by 2025, offering qualifying training for tech-related job prospects, and contributing to the greater diversity landscape.

Wells Fargo’s DEI Initiatives

Wells Fargo’s DEI as a vital component of corporate identity and success, seeing it not only as a moral obligation but also as a business benefit. The bank considers DEI to be a business requirement because it stimulates innovation and response to various consumer needs. Wells Fargo wants to create an atmosphere where people are respected for their identities, talents, and experiences, with a strong commitment to establishing an inclusive culture (Fargo, 2023). The bank tries to represent the variety of the communities it serves, recognizing the value of attracting, developing, and retaining a diverse workforce.

Proactive outreach to ethnic minority groups, the LGBTQ community, women, military members, veterans, and individuals with disabilities are among Wells Fargo’s significant DEI programs. In addition, the bank forms DEI councils chaired by the CEO and senior executives, demonstrating a top-down commitment to DEI integration. Wells Fargo also incorporates diversity into its vendor purchasing processes, recognizing the economic effect of different vendors in promoting community development and employment creation (Fargo, 2023). Employee Resource Networks (ERNs) at the bank provide a platform for workers to connect based on common interests or experiences, matching with the company’s strategy for professional development, education, community engagement, recruiting, retention, business development, and customer intelligence.

Comparison with Embraer

While both Embraer and Wells Fargo are committed to DEI, their approaches reflect the differences in their sectors. The DEI approach at Wells Fargo is broad and comprehensive, stressing outreach, organizational structure, and market integration. Embraer’s focus on specific aims, such as boosting diversity in aeronautical engineering and developing tailored programs like ‘Social Tech,’. Unlike Embraer’s industry-specific goals, Wells Fargo’s programs encompass a wide range of communities, demonstrating a broad approach to diversity.

The Short-Term Considerations and Long-term Implications of an Effective DEI Program for Leaders during Digital Transformation

To effectively implement DEI program during digital transformation, leaders should focus on immediate changes and adaptability. This includes swift training programs to educate leaders and employees about DEI’s importance, adjusting hiring practices to ensure a diverse talent pool, and being prepared for potential resistance or skepticism. Effective communication and transparency about DEI goals and benefits can help build support (Michels et al., 2023). Leaders should also actively engage with employees to gather feedback, monitor DEI progress, and make necessary adjustments to ensure inclusivity is integrated into the digital transformation process.

An effective DEI program can significantly contribute to the success of a digital transformation initiative. Leaders should view DEI as an ongoing commitment, fostering a culture of creativity, innovation, and collaboration. This can lead to increased employee engagement and retention, as individuals from diverse backgrounds feel valued (Michels et al., 2023). Prioritizing DEI can improve decision-making processes, as diverse teams bring a variety of perspectives and ideas, enhancing problem-solving capabilities. Additionally, organizations that embrace DEI principles are likely to attract a wider range of talent, strengthening their competitiveness in the digital marketplace.


Embraer. (2021, August 12).
Portal Embraer.

Fargo, W. (2023).
Diversity, Equity and Inclusion at Wells Fargo. Wells Fargo.

Michels, D., Murphy, K., & Venkataraman, K. (2023, May 5).
How Investing in DEI Helps Companies Become More Adaptable. Harvard Business Review.


Approximately 250 words