“One of the things we are most proud of as it relates to hiring is a very intentional focus on removing barriers and bias from the recruiting and selection process,” says Tali Bray, EVP of technology, diversity, community, and sustainability for Wells Fargo.

WorkingNation sat down with Bray at the 2023 Disability:IN Conference in Orlando.

She notes, “Our neurodiversity program, which we’re extremely excited about, has piloted some of those strategies. We find that from a hiring success and then retention perspective, we see some of the highest rates that we see across cohort hiring models. Bringing those practices to the broader disability community, and candidly to all communities, is a really important way to remove bias and barrier from the employment process.”

Bray says, “When we look at a more inclusive hiring strategy, when we think about opening the talent aperture to look across what is considered in many cases non-traditional communities –whether disability community, communities that may come from non-degree backgrounds –ultimately what we’re doing is tapping into talent that is incredibly available, willing, and engaged.”

She adds, “When we look at things like Teams, there’s accessibility being built into more, more social and collaboration platforms. That’s something we’re really leveraging across the enterprise to ensure that all of our social and collaborative tools are truly accessible to our entire Wells Fargo community.”

“We’re also, from an innovation perspective, looking at some new technologies around assistive hearing devices and looking at AI and ML [machine learning] and how some of these technologies are really going to shift the employment experience.”

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