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1、Goldman Sachs 2022 People Strategy ReportPeople,Partnership&Impact2Investing in the People of Goldman SachsA Letter from Our Chief Human Resources Officer6Opening New Routes to Goldman SachsAlternative Pathways to the Firm15Difference Gives Us StrengthDiversity,Equity and Inclusion26Engaging Our Peo

2、pleTeamwork and Collaboration30A Culture of WellnessRedefining Benefits and Healthcare38Empowering CommunitiesThe World We Live In44About This Report45AppendixContents1Goldman Sachs 2022 People Strategy ReportGoldman Sachs client-centric mindset permeates everything we do a commitment to delivering

3、the best service to our clients in different environments is at the heart of our culture.As we continue to execute on our strategy and advance key priorities in each of ourbusinesses,its our peoples passion for coming together and identifying best-in-class solutions for our clients that drives our s

4、uccess.Investing in the People of Goldman SachsA Letter from Our Chief Human Resources OfficerWe take great care in developing highly motivated and engaged teams around the world,with more than 48,000 people across our global offices.Our priority is to invest in our people,at every stage of their ca

5、reer from attracting exceptional individuals with unique and diverse backgrounds to implementing effective talent development strategies and ensuring that allof our people have the resources they need to grow and thrive,both in and outside of the workplace.Over the course of 2022,that investment was

6、 reflected in a number of aspects of the Goldman Sachs experience including our commitment to listening to and learning from our people.Our biannual Goldman Sachs People Pulse survey yields particularly valuable insights.As one example,the survey was key in cementing our career conversation framewor

7、k,Three Conversations at Goldman Sachs,where ourpeople participate in a goal-setting conversation,midyear check-in and end-of-year feedback discussion.Guided by our expanded aspirational goals for entry-level hiring and representation across our organization,we are building an even more diverse Gold

8、man Sachs.We knew driving progress would require creativity,and it is clear there is more work to be done.We will remain committed to this important work designing programming to better understand the multidimensional identities of our people,and developing initiatives that enable all our colleagues

9、 to contribute to an inclusive environment.As part of our ongoing focus on supporting our people and their families,weare growing our comprehensive suite of benefits and wellness offerings from our Pathways to Parenthood program and LGBTQ+inclusive benefits to our resilience programming,expanded lea

10、ve options,and financial wellness resources.We continue to provide best-in-class benefits for our people,while ensuring they can focus on their physical,2Goldman Sachs 2022 People Strategy Reportmental and financial health.I am particularly passionate about growing our mental health initiatives,incl

11、uding scaling our Mental Health First Aider program globally and driving openness on this important topic.As I look ahead to the remainder of 2023 and beyond and reflect on our 154-year legacy serving our clients,I come back time and time again to a simple fact:ours is a people business.We share a p

12、assion for achieving results,and a commitment to executing the best ideas and delivering solutions.That commitment is grounded in the recognition that we are stronger together,with collaboration a core element of oursuccess.Goldman Sachs culture is the fabric of the firm,and its our people who bring

13、 it to life.I am grateful to have the opportunity to work alongside so many talented individuals and leaders who take great pride in working together and strive for excellence.Mypriority is ensuring that all our people share in that experience and continue to seethe firm as one of the very best plac

14、es to build a career.Jacqueline ArthurChief Human Resources Officer and Global Head of Human Capital ManagementOur PurposeWe aspire to be the worlds most exceptional financial institution,united by our shared values of partnership,client service,integrity and excellence.“We share a passion for achie

15、ving results,and a commitment to executing the best ideas and delivering solutions.That commitment is grounded in the recognition that we are stronger together,with collaboration a core element of our success.”Global Banking&Markets colleagues.3Goldman Sachs 2022 People Strategy ReportA Letter from

16、Our Chief Human Resources OfficerPartnershipWe prioritize collaboration and believe in the strength of the collective,creating a culture thatfosters teamwork and belonging in the pursuit of professional and personal growth.Client ServiceWe lead with a service mindset,working to earn our clients trus

17、t and exceed their expectations by understanding andoverdelivering on their goals.IntegrityWe hold ourselves accountable to the highest ethical standards,insisting on transparency andvigilance from our people as we learn from our experiences and make decisions that instill asense of pride in our fir

18、m.ExcellenceWe aspire to nothing less than excellence,striving for exceptional performance and superior results for our clients,our shareholders and our communities.Our Core ValuesZach Nickel and David Gray,Platform Solutions.Goldman Sachs 2022 People Strategy Report4Our PeopleWhere We AreCulture an

19、d Integration48K+Employees52%Americas8K+Partners,managing directors and vice presidents attended a leadership program29%Asia12K+Unique digital courses taken via Goldman Sachs University and learning partners19%EMEA22KMembers across our Inclusion Networks150+Languages spoken35+Countries180+Citizenshi

20、ps130+Offices2022 By the NumbersInvesting in Our Communities$750 million committed and 16K+small businesses served through 10,000 Small Businesses since2009$10billion in direct investment capital and$100million in philanthropic support committed through the One Million Black Womeninitiative200K+wome

21、n entrepreneurs reached from over 150 countries through 10,000Women global initiatives since2008Nearly 500K volunteers through Community TeamWorks(CTW)since launching in 1997EngagementOver one million applicants for roles at Goldman Sachs in2022300+awards for diversity,equity and inclusion,business

22、and innovation,sustainability,and as an employer of choice30K participants in our wellness programs throughout the year18K+participants engaged in global resilience programs5Goldman Sachs 2022 People Strategy ReportWe continue to invest in relationships and partnerships to find talent in new places,

23、seeking different backgrounds and experiences for all roles at Goldman Sachs.That means attracting talent beyond institutions readily associated with our industry and welcoming new joiners,from young apprentices to those considering a pivot intheircareer.In this chapter:7 Engaging Diverse Talent Ear

24、ly in Their Academic Careers12 Driving Diversity13 Supporting Unconventional Career Moves and Returns14 Empowering Career ChangesOpening New Routes to Goldman SachsGoldman Sachs 2022 People Strategy Report6Alternative Pathways to the FirmIn 2022,we hired from over 650 schools and universities global

25、ly.In addition to ourcore recruiting activities targeting talent across the world,the firm hosts flagship programs that provide people with disabilities,LGBTQ+,women,veterans,ethnically diverse and social mobility candidates with an opportunity to meet our people,develop skills and learn about roles

26、 at the firm.Our programs offer students insight into our industry,providing access to role models and networking to ensure that they can confidently explore careers in finance.Weve long supported Historically Black Colleges and Universities(HBCUs)and their students.We firmly believe in the power of

27、 HBCUs to play a substantial role in social mobility and economic growth in the Black community and that by investing in them we are investing in a more equitable future.In 2022,we deployed another$5 million in grants and scholarships,as a part of our five-year,$25 million commitment to these import

28、ant institutions.650+We hired from more than 650 schools and universities globally$25MOur five-year commitment to HBCUsEngaging Diverse Talent Early in Their Academic CareersGlobal Banking&Markets colleagues.7Goldman Sachs 2022 People Strategy ReportAlternative Pathways to the Firm$1MThe program cul

29、minates in a case study competition and an opportunity for HBCU students to win up to$1million in prize funding for their schoolsGoldman Sachs Market Madness:HBCU Possibilities ProgramThe newest addition to our ongoing commitment is a semester-long,immersive introduction to key financial concepts an

30、d their real-world applications.The program culminates in a case study competition and the opportunity to win up to$1million in prize funding for the participants schools.In 2022,Howard University students were first place winners.The program provides hands-on and comprehensive technical training,gr

31、oup project work and multiple opportunities to network with members of our HBCU Alliance and senior leadership,while receiving dedicated coaching and mentoring.Undergraduate first-and second-year students from 12 participating HBCUs are eligible to participate.In 2022,26 teams presented case studies

32、 after working with nearly 50 Goldman Sachs volunteer coaches.Participants receive an academic scholarship upon successful program completion and are encouraged to apply for a summer internship the following year.Neurodiversity Hiring Initiative in the AmericasWe have made intentional efforts to ide

33、ntify and develop neurodivergent talent who may encounter difficulty with the traditional hiring process.Our internship program aims to empower and support neurodivergent professionals with robust training,coaching and mentoring.Since its launch in2019,the initiative has expanded across businesses a

34、ndlocations,resulting in a greater number of talented individuals beginning long-term careers at the firm.Asahi Pompey,Partner,Global Head of Corporate Engagement and President of the Goldman Sachs Foundation,addresses students during the 2022 Market Madness:HBCU Possibilities Program competition.8G

35、oldman Sachs 2022 People Strategy ReportAlternative Pathways to the FirmSupporting Social Mobility in the UKIn the UK,the firm has developed social mobility initiatives,where innovative partnerships within the public and private sectors have created numerous programs targeting both pre-university an

36、d university populations.Focused on making real impact on individuals lives,they provide unique opportunities,particularly for young people from lower socioeconomic backgrounds,to pursue careers they otherwise might have never considered.110Social mobility students joined Goldman Sachs internships i

37、n 2022#44UK 2022 Social Mobility Index Ranking160Goldman Sachs UK employees mentored social mobility students in 20222022 Social Mobility Initiative of the Year,Silver Award:GoldmanSachs Careers Residential,in partnership with Teach FirstStudents in our London office participate in our Careers Resid

38、ential social mobility program,in partnership with Teach First.Women Traders AcademyOur Women Traders Academy launched in 2017 in EMEA and has been successful in attracting women campus hires to trading roles.The Academys 12 hours of dynamic programming now takes place in New York,London and Hong Ko

39、ng.Highlights of the program include shadowing mentors on the trading floor,mock trade conversations and highly valued networking.9Goldman Sachs 2022 People Strategy ReportAlternative Pathways to the FirmEach year we host a variety of Insight Days events and skills workshops aimed at young students

40、to help spread the word on opportunities at our firm,widen theirnetworks and build confidence.Early in 2022,in partnership with Teach First,we hosted our first-ever“Residential Academy.”This three-day residence aimed toimmerse,inspire and upskill 15-to 18-year-olds,and showcased the variety ofcareer

41、 opportunities in the City of London,while building their confidence and networks.One hundred students and 20 teachers were selected from across 10different schools,with a focus on historically disadvantaged UK“cold spots.”The effort won a Silver Award at the UK Social Mobility Awards.“Joining the f

42、irm as a 19-year-old was a unique experience.The Engineering Degree Apprenticeship program offered me a wealth of learning opportunities,along with hands-on work experience,which allowed me to actively contribute to my team while continuing my university education.During my time as an apprentice,so

43、many colleagues across multiple business areas exemplified the firms culture of continuous learning,development and mentoring.The experience helped me to grow exponentially as an engineer.Ive now started to pay this forward by mentoring and running education sessions for current apprentices.”Alice P

44、reeceAnalyst,Asset&Wealth Management,London“Participating in the Birmingham University Mentoring Program enabled me to engage with people from diverse backgrounds,share my experiences,insights and knowledge,and help my mentees better understand how their hopes and dreams could become a reality.I hav

45、e also grown personally,being enriched through shared experiences of their different cultures,religions and life stories.”“Being a Goldman Sachs Scholar provided me with invaluable opportunities and resources to learn from and network with industry experts as part of a supportive community of like-m

46、inded Scholars.The guidance,support and encouragement provided by my mentor,Chris Vessey,helped me grow both personally and professionally.It prompted me to develop self-awareness and confidence,provided me with exposure to the industry,and enhanced my application skills.I am truly grateful for my m

47、entors hard work and dedication to my growth,and for the incredible opportunity to be a Goldman Sachs Scholar.”Chris VesseyVice President,Corporate&Workplace Solutions,BirminghamDelal EtelUniversity of BirminghamApprenticeshipsOur firms growing apprenticeship program is aimed at bringing trainees di

48、rectly onto the trading floor of a financial services firm.Our UK apprenticeships continue to expand across new business areas and locations,underscoring our commitment to providing alternative pathways to the firm.We currently host three Degree Apprenticeships in our London office for high school g

49、raduates,and one in London and Birmingham for M.Sc.students seeking further education.Mentoring ProgramsWe collaborate with a range of community partners,schools and universities to host Goldman Sachs mentoring programs.Hundreds of our people,across diverse roles,volunteer to mentor hundreds of youn

50、g people,in partnerships with entities such as AMOS Bursary(supporting the Afro-Caribbean community),Harris Westminster(providing students from Londons most deprived areas with opportunities)and Access to Birmingham(outreach to culturally diverse university applicants who have little or no experienc

51、e of higher education).Award-Winning Insight Days Workshops10Goldman Sachs 2022 People Strategy ReportAlternative Pathways to the Firm“Our mission at Goldman Sachs is to bring together exceptional people to serve our clients.We have a long history of building high-performing teams who have had signi

52、ficant ideas and influence on the world around us,and we work hard to maintain that culture of excellence every day.”David SolomonChairman&Chief Executive OfficerGoldman Sachs 2022 People Strategy Report11Alternative Pathways to the FirmIn a people-driven business,our firm succeeds through the talen

53、t we offer our clients.In 2022,we continued to broaden our investment in identifying and engaging the best talent seeking different backgrounds and experiences for all parts of Goldman Sachs.Focus on the Diversity of Hiring at All LevelsThrough more efficient and scalable recruiting practices,we mad

54、e significant strides in ensuring that our organization had the capacity to bring on junior talent,while also being equipped to identify a diverse set of senior hires who will contribute to our ability to serve our clients.A Skills-Focused Approach to HiringWe expanded our ability to recruit profess

55、ionals who have recently entered the workforce by focusing on skills instead of specific teams or roles.This approach gives more insight into the nature of the potential careers they are considering and allows us to make sure teams can access larger talent pools.A Commitment to Hiring and Advancing

56、VeteransThere are few tests of resilience and leadership greater than those faced in the military,and those skills can be equally valuable in civilian roles.Veterans transition into civilian employment was highlighted during the first-ever Veterans Symposium in November 2022 at our New York headquar

57、ters.The event,held in advance of the US celebration of Veterans Day,convened veterans from across the Americas,as well as select clients and external speakers,including active-duty military personnel as well as Secretary of the Navy,Carlos Del Toro.Atthe event,Global Head of Human Capital Managemen

58、t Jacqueline Arthur spoke with several clients and veterans onbest practices to help veterans integrate into the civilian workforce and establish fulfilling careers at the firm.We continue to host programs focusedon identifying veteran talent and recruiting them to roles across the organization.Driv

59、ing Diversity“As the Sponsor of the GoldmanSachs Veterans Network,Im proud that the firm was recently named byMilitaryT as one of the best employers for veterans.This comes on the heelsof the US Navys recognition of Goldman Sachs as a top civilianemployer.”Marc NachmannPartner,Global Head of Asset&W

60、ealth Management,New York“Because of the skillset approach,I had the ability to learn and apply to career opportunities across thefirm that I did not know existed.Thisapproach broadened my horizon,and introduced me to jobs that also aligned to myinterests.”Kathryn GoodgameAssociate,Platforms Solutio

61、ns,New YorkVeterans gather at our New York office for the 2022 Veterans Symposium.Goldman Sachs 2022 People Strategy Report12 Alternative Pathways to the FirmAn interactive multi-day experience in the UK for university students in Africa and the Caribbean,the program is open to all academic discipli

62、nes and is designed to introduce students to the financial world through hands-on experience.Participants gain tangible rsum-enhancing skills and tips through workshops,working closely with peers to grow technical and soft skills,and networking with Goldman Sachs professionals to learn more about th

63、eir experiences and diverse backgrounds.“As an alumna of the Africa&Caribbean Recruiting Initiative,I appreciate the firmsefforts to invest in global talent.I believed that startups were the best places to learn but Goldman gave me a different perspective and I got the opportunity to contribute to a

64、ctive and critical firm projects,and network with senior colleagues.”Mary DomfehAnalyst,Engineering,BirminghamSupporting Unconventional Career Moves and ReturnsAt Goldman Sachs,we know there is limitless value in diversity of experience and are committed to supporting those looking to return to the

65、workforce,or make a life change by pivoting careers,atall ages.The GoldmanSachs Returnship Program provides opportunities,mentorship and support fortalented professionals looking to restart their careers after an extended absence from the workforce.Our approach is not“one program fits all.”Instead,w

66、e meet professionals where they are now and help them get to where they see themselves next.This paid,months-long program offers opportunities across a variety of areas of the firm to strengthen technical skills,and provide access to professional development and a chance to explore the opportunities

67、 available at the firm secure in the knowledge that top performers will receive advocacy and support as they navigate the transition tofull-time employment.Since pioneering the program in 2008,weve sought to continually innovate to increase the number of Returnship opportunities and recruit the best

68、 talent regardless of rsum gaps.Variations onthe program span continents,with robust and growing participation across the Americas,India and Asia Pacific.Africa&Caribbean Recruiting Initiative“Since I started my career at the firm,I have always loved the culture,the people and the ability to make a

69、tangible impact on the business.I am grateful to Goldman Sachs for giving me a second chance to restart my career through the Returnship Program.The firm helps returnees get back to work by providing the needed support,including confidence building,mentorship and leadership connections.Istrongly bel

70、ieve that a career isa marathon,not a sprint and one should focus on what they want to achieve in the long run.”Visalakshi GanesanVice President,Risk,Bengaluru“As an employer of choice,we prioritize ensuring a diverse and inclusive workplace that fosters creativity and growth.Werecognize the unique

71、strengths and perspectives that come from talent who have diversity of thought,experience and backgrounds.Im especially proud of our teams commitment to expanding access to the firm with pioneering opportunities like our Market Madness:HBCU Possibilities and Bridge to Banking programs.But were notdo

72、ne.We will continue to focus oninclusion and tap into new talent sources from different types of higher education.As such,we are actively exploring a skills-first initiative to advance traditionally overlooked talent.”Vicki TungGlobal Head of Recruiting;Managing Director,Human Capital Management,New

73、 YorkGoldman Sachs 2022 People Strategy Report13Alternative Pathways to the FirmEmpowering Career ChangesBridge to BankingIn our New York office,the Bridge to Banking program is an opportunity for a diverse set of experienced professionals to transition their prior work experience to a career in inv

74、estment banking.Successful candidates join our team of world-class investment bankers in advising our clients.They enrich our teams and clients through their diversity of background,thought and experience.Theprogram provides participants with training designed to develop their technical and financia

75、l skills,deepen their professional networks,and integrate into the Goldman Sachs culture as full-time associates.Career Pivot SeriesThis program is designed to attract and support diverse professionals,whether just starting a career or with a significant amount of work experience,by providing the to

76、ols and skills needed to accomplish a successful career transition.Participants enjoy the opportunity to meet and network with professionals at Goldman Sachs during live virtual meetings led by our Diversity Recruiting team.“The Career Pivot Series program provided me an opportunity through a series

77、 of modules with the necessary tools and skills supporting my ability to achieve success.I can truly say that the firm deserves its gold standard reputation for culture,career development and diversity.I have an immense appreciation for having the opportunity to gain knowledge and experience,and col

78、laborate with people with unique perspectives at a firm that continues to strive for excellence.”Melissa LikarAssociate,Asset&Wealth Management,New York Award HighlightsForbes Americas Best Large EmployersFortune Worlds Most Admired Companies No.21 Overall No.2 in Megabanks No.1 in Innovation No.1 i

79、n People ManagementThe Times Graduate Recruitment Awards UK No.1 Employer in Investment BankingVault No.6 Most Prestigious InternshipsKeon Azar and Rad Rangarajan,Asset&Wealth Management.14Goldman Sachs 2022 People Strategy ReportAlternative Pathways to the Firm“We have been focused on embedding div

80、ersity,equity and inclusion across our talent strategy more seamlessly.Our Talent organization brings together several crucial functions under one umbrella to focus on development and growth strategies for our people,with a continued emphasis on strengthening our leadership pipeline and ensuring our

81、 teams reflect the diversity of our clients and communities.Our goal is to enable all of our people,managers and teams to achieve their fullest potential.Iam proud of the strides we made in 2022 from thought leadership on allyship to delivering key learning programs to our people to broadening spons

82、orship initiatives.As we look ahead,we continue tobe invested in making progress toward our aspirational goals and meaningfully supporting the firms culture.”Megan HoganHead of Talent and Chief Diversity Officer;Managing Director,Human Capital Management,New YorkIn this chapter:16 Our Aspirational G

83、oals18 Self-ID:Were All In20 Activating Allyship25 Pay EquityDifference Gives Us StrengthGoldman Sachs 2022 People Strategy Report15Diversity,Equity and InclusionOur Aspirational GoalsDiversity,equity and inclusion are at the heart of our people strategy and embedded in our culture at the firm.In201

84、9,we set forth Aspirational Goals tooutline where we think we can and should make progress to increase representation of diverse professionals at all levels.Each year,in this report,we share our results and highlight where wehave more work to do.In 2022,decreasing hiring volumes naturally impacted t

85、he overall candidate pipeline and,in turn,diverse hiring andrepresentation progress and results,a trend that will follow us into 2023.Wecontinue to focus on making steady progress toward achieving our goals.Forexample,our 2021 managing director class and 2022 partner class have beenthe most diverse

86、classes to date.Analysts and AssociatesEntry-level hiring for analysts and associates accounts for over 70%of our annual hiring.In 2022,our analyst and associate hires combined included 44%women,10%Black professionals and 13%Hispanic/Latinx professionals in the Americas,and 17%Black professionals in

87、the UK.We aim to double the number of campus hires in the US recruited from Historically Black Colleges and Universities(HBCUs)by 2025 relative to 2020.In 2022,we focused on deepening relationships with colleges and universities,and working with student ambassadors who have previously engaged with t

88、he firm and can share their experiences.Vice PresidentsWe aim for women professionals to represent 40%of our vice presidents globally by 2025 and 30%of senior talent(vice presidents and above)in the UK by 2023,while also endeavoring for women employees to comprise 50%of allour employees globally ove

89、r time.Weaim for Black professionals to represent 7%of our vice president population in the Americas and in the UK,and for Hispanic/Latinx professionals to represent 9%of our vice president population in the Americas,both by 2025.Global Banking&Markets colleagues.16Goldman Sachs 2022 People Strategy

90、 ReportDiversity,Equity and InclusionAnalysts and AssociatesAspirational Entry-Level Hiring Goals by 20252022 Actual HiringCampus AnalystsExperienced Analysts AssociatesWomen(Global)50%50%41%38%Black(Americas)11%13%9%10%Hispanic/Latinx(Americas)14%17%12%10%Black(UK)9%23%13%11%Vice PresidentsAspirati

91、onal Representation Goals by 20252022 Actual Representation1VP Representation,FirmwideVP Representation,Excluding EngineeringWomen(Global)40%33%39%Black(Americas)7%4%4%Hispanic/Latinx(Americas)9%6%8%Black(UK)7%5%4%1 Based on employee self-identification data.Partner Class of 2022 Our Most Diverse to

92、 Date23Women 29%of class2LGBTQ+3%of class19Asian 24%of class2Veterans 3%of class7Black 9%of class2Hispanic/Latinx 3%of class2022 Partners (Class Size:80)17Goldman Sachs 2022 People Strategy ReportDiversity,Equity and Inclusion98%Self-ID disclosure rate following our 2022 campaign“Because I Self-IDed

93、,I was ableto be part of the first cohort of the Black Analyst Initiative.The program pairs Black analysts with coaches intheir business areas.And this program was incredibly helpful as I navigated my first few years atthe firm.”Kayla McCollumVice President,Asset&Wealth Management,Houston“Im a fathe

94、r,a caregiver to a son with special needs.When we first got his diagnosis,it was a really difficult time in our lives.By self-identifying and becoming a part of the Disability Network,you immediately become aware ofall the services and benefitsthat are provided here,including family leave.You also h

95、ave the opportunity toinfluence and enhance those programs.”Adrian JonesPartner,Asset&Wealth Management,New York“I first learned about careers at the firm through an LGBTQ+recruiting event,and decided to join Goldman Sachs because I knew I would be part of a team where I would be accepted and embrac

96、ed for who I am from day one.I am able to bring my best self to work every day,and initiatives like Self-ID continue to help the firm better understand how we can support the LGBTQ+community.”Yu ShinoharaVice President,Asset&Wealth Management,Tokyo“As a result of Self-IDing,I was asked to reverse-me

97、ntor a member of the European Management Committee.Sitting in the mentor seat allowed me to build a friendship,and that mentee became a sponsor.”Tobi RufusVice President,Asset&Wealth Management,LondonSelf-ID:Were All InIn 2022,we launched a campaign to enhance our self-identification(“Self-ID”)offer

98、ings,recognizing the important role that Self-ID data disclosures play in building trust and transparency in workplaces.This data is an important input to measure our progress against our aspirational goals,to develop benefits and resources tailored to the needs of our people and communities,and to

99、connect diverse professionals to targeted talent programs.What we set out to do:1 Better understand the diversity of our global workforce by introducing new categoriesto capture the multidimensional identities of our people,with expanded options for race,ethnicity,gender identity,caregiver status an

100、d sexual orientation.2 Shape key talent initiatives,including training,events,talent pipeline reviews,and benefits and wellness offerings based on the data.Our Were All In campaign highlighted our focus on inclusion and the experiences of several colleagues around the world who have benefited from p

101、rograms that leveraged Self-ID information to support them in their careers.The Benefits of Self-IdentificationOur global Self-ID campaign consisted of multiple integrated communications,including a video series setting forth the value and importance of self-identification,incorporating our taglines

102、“IDWith Me”and“Were All In.”Colleagues in Asset&Wealth Management share their perspectives and why they have Self-IDed.Goldman Sachs 2022 People Strategy Report18Diversity,Equity and Inclusion“Understanding the diversity of our firm boosts our inclusion efforts and ensures we deliver the best of Gol

103、dman Sachs not just for our clients,but for our colleagues as well.”John WaldronPresident and Chief Operating OfficerGoldman Sachs 2022 People Strategy Report19Diversity,Equity and InclusionEveryone Can Be an AllySpeakers and experts at the Advancing Allyship conference emphasized that allyship is a

104、 universal framework in which everyone can participate,and highlighted the power of storytelling in driving systemic transformation.Ally Guides:Moving Beyond Good IntentionsTo spread allyship knowledge throughout the firm,weve produced detailed Ally Guides that challenge us all to examine behaviors

105、and bring decisive action into our day-to-day lives at work.We featured these more prominently in 2022.It is imperative that we empower people to bring the best of themselves to Goldman Sachs and be appreciated for who they are to drive engagement,productivity,innovation and performance.We are commi

106、tted to ensuring that all ourpeople feel they are valued and that they belong here.“All of us have some bucket of advantages and some bucket of disadvantages as human beings we can give allyship where we have these advantages and receive allyship where we lack those advantages.”Kenji YoshinoProfesso

107、r of Constitutional Law and Director of the Meltzer Center for Diversity,Inclusion,and Belonging at NYU School of Law“Its not enough to simply be curious about yourself and others.Its not enough to be courageous and seek disruptive experiences and challenge your own biases.Itsnot enough to listen to

108、 other peoples stories and share your own.Speaking up is easy.Stepping up takes curiosity,courage and commitment.”Rohini AnandSenior Diversity,Equity and Inclusion Advisor and AuthorMegan Hogan,Head of Talent and Chief Diversity Officer,with actor Anthony Ramos during our first allyship conference i

109、n New York.Activating AllyshipIn 2022,we were ableto start hosting in-person events again to bring together our clients,employees and communities.Influenced by feedback from our people,our focus included new ways to convene experts and encourage discussion and,importantly,action to visibly demonstra

110、te allyship.Allyship as a Business ImperativeIn 2022,we hosted our first Advancing Allyship conference,where select clients,chief diversity officers and thought leaders across industries came together for a dialogue on best practices to prioritize allyship.Throughout the conference,speakers pointed

111、to allyship actions across the three stages that mark the journey to being an ally:Engage.Act.Empower.Each session also highlighted the importance of self-awareness and understanding as the foundation of effective allyship and contributing to true,enduring change.Goldman Sachs 2022 People Strategy R

112、eport20Diversity,Equity and InclusionThe Bigger Picture|May 2,2022ASIANOMICS IN AMERICAContributions and ChallengesThe Goldman Sachs Group,Inc.ResearchDaan Struyven Daniel Milo Hui Shan Board DiversityWe believe that diversity drives performance so much so,that in 2020,we announced that we would tak

113、e a company public in the US and Western Europe only if it had at least one diverse board member.In 2021,we increased this requirement to two diverse board members,one of whom must be a woman.To further our commitment to board diversity,we established a dedicated team to help our clients source exce

114、ptional and diverse board talent and,as of December 2022,we have helped place 75 candidates across both private and public company boards:88%women and 47%ethnically diverse.Additionally,through our Spotlight program,we also provide the training,insights and resources to candidates to help them along

115、 their board journeys.Allyship in ActionIn response to a year of challenges for Asian communities,Goldman Sachs Research published Asianomics in America:Contributions and Challenges.The report reviewed the key economic trends shaping the Asian American experience in the US;the barriers Asian employe

116、es face to advancement in the workplace and representation in top leadership positions;and the contributions Asians have made to innovation andGDP growth.One insight:Despite accounting for 13%of professional positions at large employers,Asian Americans account for just 6%of senior management positio

117、ns.Goldman Sachs 2022 People Strategy Report21Diversity,Equity and InclusionBlack Analyst and Associate InitiativeProvides Black professionals with access to development programs,enhanced connectivity to managers and access to a senior leader within their business area who serves as a coach.This pro

118、gram is offered to Black analysts and associates in the Americas and EMEA.Hispanic/Latinx Analyst and Associate InitiativeSupplements our newly joined Hispanic/Latinx analysts day-to-day experience by fostering early connectivity to their managers,business leadership and peers.This program is offere

119、d to Hispanic/Latinx analysts and associates in the Americas.Talent Retention and Sponsorship ProgramsInvesting in our peoples development and helping them grow in their careers is one of our most important responsibilities.Below are a few examples of the firms programs that aim to grow our diverse

120、pipeline of talent.“I appreciated that my coach had open and honest conversations with me,and allowed me to ask all the questions I wanted.This gave me the insight to progress in my career within the firm.I enjoyed the opportunity to connect with other colleagues which meant creating more relationsh

121、ips within the firm.This initiative provides a safe space for Black analysts and associates to have discussions,ask questions and benefit from some mentoring.”Onome OgwudaAnalyst,Global Banking&Markets,LondonDakshata Pradhan and Augustine Donovan,Risk.Goldman Sachs 2022 People Strategy Report22Diver

122、sity,Equity and InclusionWomens Career Strategies InitiativeA five-month career management program that provides developmental and networking opportunities for women associates across the firm globally.See more later in thisreport.MPoweredThis 12-month program in India is designed to build a strong

123、leadership pipeline by identifying and investing in top women vice president talent and creating a multiplier effect and visible role models.Vice President Sponsorship InitiativeOffers direct investment through a robust sponsorship model for women,Black,Hispanic/Latinx,Asian and LGBTQ+vice president

124、s nuanced by region.Reverse MentoringThis initiative is designed to broaden the understanding of the Black experience and provide a space to practice and refine inclusive behaviors.Launched in 2020,it involves pairing senior Black professionals with senior leadership to deepen the understanding of c

125、urrent events,the historical impact of racism and the lived Blackexperience.“Navigating from analyst to vice president was relatively straightforward for me.Butonce I became a vice president,the journey to the next level seemed much longer and slightly grey.VPSI is an important investment in career

126、advancement and helping people develop skills in impact and influence to navigate that journey moreeffectively.”Jumi BarnesManaging Director,Global Banking&Markets,NewYork“MPowered helped me hone my leadership skills and become more commercially effective,which are such important aspects of our jobs

127、at the firm.It also helped me see I was ready to take on my next role and focuson its specific requirements.Igot to meet some amazing people through MPowered and build those very valuable relationships over the years.Most firms talk about investing in people,but Goldman Sachs really puts its heart a

128、nd soul into it.”Fatima SultanaVice President,Controllers,HyderabadJulia Matin and Kathleen Valenzuela,Global Banking&Markets.Goldman Sachs 2022 People Strategy Report23Diversity,Equity and Inclusion“The India LGBTQ+Network chapter has allowed me a better perspective on what it means to be queer at

129、work.Notevery queer person is out at work and thats their choice.We need to be mindful to be inclusive at all times and in all spaces.Working closely with the network has helped me get comfortable in my own queerness as well as develop empathy towards everyone around me.”Ishant LNUAssociate,Controll

130、ers,Bengaluru“WCSI provided me with the tools and resources necessary to enhance my leadership style,expand my network and,above all,the time to reflect back on my accomplishments and begin thinking through the next steps in my career.Not only did I connect with like-minded women who were in pursuit

131、 of similar goals,but I was also able to hear from WCSI alumnae who shared their personal journeys at the firm and offered advice on how to reach the next level inmine.”Maribel VelazquezVice President,Human Capital Management,DallasWomens Career Strategies Initiative2022 marked the 17th year of the

132、Womens Career Strategies Initiative(WCSI)at Goldman Sachs,a highly selective annual program that this year convened nearly 500 of the firms high-performing women associates to focus on skills and career development.Participants attend seminars,cross-business networking sessions and senior leader rou

133、ndtables.These engagement opportunities focused on the program objectives:evolving leadership styles,constructing career visions and deepening firmwide connections.We see the results in our promotion pipelines,too.Of our 2022 women-partners promoted,half are WCSI alumnae,and over 25%of our women man

134、aging director population also took part in the program.Inclusion Networks and Interest ForumsOpen to all professionals at the firm,regardless of identity,Inclusion Networks play acentral role in helping to promote and advance diversity and inclusion,serving as forums that offer support,understandin

135、g,information and connectivity.These active and engaging networks demonstrate the best of our culture and allow our people to innovate,develop and showcase their leadership skills.Their feedback across our offices,regions and businesses is instrumental in developing and evolving our diversity,equity

136、 and inclusion strategies.In 2022,our Inclusion Networks and interest forums thrived globally,including chapters across the following:Asian Network Veterans Network Black Network Womens Network Disability Network Family Forum(Asia Pacific)Hispanic/Latinx Network Religion and Culture Forum(India and

137、EMEA)LGBTQ+NetworkAward Highlights Bloomberg Gender-Equality Index Disability:IN Disability Equality Index Equileap Top 100 Globally for Gender Equality Forbes Best Employers for Diversity&for Women Hispanic Association on Corporate Responsibility Corporate Inclusion Index The Times Top 50 Employers

138、 for Women MilitaryT Best for Vets Employers24Goldman Sachs 2022 People Strategy ReportDiversity,Equity and InclusionPay EquityWe are committed to compensating our employees fairly and equitably and to promoting gender and racial/ethnic diversity and inclusion in our leadership ranks and broader wor

139、kforce.To this end,our hiring,promotion and compensation practices and policies are designed to support equitable treatment.This includes ensuring compensation decisions are subject to multiple levels of review.We are also highly focused on providing transparency and accountability to our people,inv

140、estors and other stakeholders.We provide regular reporting on the firms progress toward our aspirational diversity goals,as well as reporting on our annual EEO-1 demographic data.As part of our continued commitment to enhanced transparency and accountability,we will disclose additional information r

141、egarding our gender and race pay gaps,with appropriate adjustments for factors such as an employees role,tenure,location and impact,in our 2023 People Strategy Report(published in 2024).This disclosure is the next step on the firms journey of enhanced transparency and accountability regarding the di

142、versity of our workforce.For more information on our compensation philosophy generally,see Compensation Matters.For more information on our racial and gender equity initiatives,see Making Progress Towards Racial Equity and When Women Lead.For more information on our Diversity,Equity and Inclusion co

143、mmitments,see Diversity and Inclusion.Colleagues in the Goldman Sachs Sky Lobby,in New York.Goldman Sachs 2022 People Strategy Report25Diversity,Equity and InclusionWe continue to consider the effects of the“tail”of the past few years disruptions on the integration of new joiners and connectivity am

144、ong colleagues,with a focus on ensuring that all of our people can experience our distinctive culture and apprenticeship model first-hand.By actively seeking to engage our people throughout the year via a number of initiatives that bring colleagues together,and listening closely totheir thoughts and

145、 opinions,weve been able to invest in and further strengthen our culture.In this chapter:27 Creating a Purposeful Culture28 Pine Street Programs Cultivate Leadership Excellence29 Three Conversations at Goldman Sachs FrameworkEngaging Our PeopleGoldman Sachs 2022 People Strategy Report26Teamwork and

146、Collaboration Over the course of our 154-year history,our culture has always been a strategic differentiator for the firm.It drives our performance as an organization,ensuring we deliver with excellence for our clients,and it gives us all a sense of pride andbelonging as we come together toadvance o

147、ur shared objectives.We recognize our culture and core values of client service,partnership,integrity and excellence as essential to executing our strategy,and continue to invest in initiatives that provide all of our people with an opportunity to learn more about the firm and our history.We have lo

148、ng been committed to helping our people feel a sense of purpose and connection to our past,present and future and to ensuring we prioritize spending time together exploring these themes.Over the course of 2022,this focus included celebrating important milestones together from marking our one-year an

149、niversary in Hyderabad and welcoming our new campus hires via a multi-day orientation program,to announcing and celebrating the new members of Goldman Sachs Quarter Century Club,which is part of our program to recognize various tenure milestones as our people build long and fulfilling careers at the

150、 firm.Importantly,we also share our peoples perspectives,career advice and lived Creating a Purposeful Cultureexperiences across the Goldman Sachs community throughout the year including through internal articles,videos and podcasts showcasing different insights,as well as live discussions such as g

151、lobal townhalls and“Ask Me Anything”sessions.In 2023,our“Culture Connect”in-person sessions led by senior leaders will convene our people across levels for a dialogue on how our culture shapes every aspect of our peoples experience,as well as our clients interactions with our firm,while also highlig

152、hting our long-standing commitment to collaboration,innovation and exceptional performance.And,through Pine Street,our leadership development program for partners and select managing directors,we continue to invest in our senior leaders and their understanding of the firms expectations of them as st

153、ewards of the organization.For many of our learning programs,weemphasize in-person networking,expert content and sharing the knowledge of our senior leaders.One recent example includes Vice President Orientation,which brought newly promoted colleagues together in our offices over the course of sever

154、al days to complete a robust leadership development curriculum while celebrating an important careermilestone.Integration The year 2022 saw the firm expand its global footprint by welcoming new acquisitions,people and teams.One significant new acquisition was NN Investment Partners now GSAM BV a sus

155、tainability-focused European investment advisor in The Hague.In each case,we work together closely to create a combined organization,supporting each other to ensure everyone has a positive experience and feels part of the firm,while also maintaining the best qualities of their existing organization.

156、Talent Strategy Through combining our Learning,Performance Management,and Diversity,Equity and Inclusion teams in one newly formed Talent function,we will implement increasingly integrated and holistic people strategies,in partnership with senior leaders and experts.In 2023,we will focus on career d

157、evelopment and progression,and retention of high-performing employees.We will also deliver new Ally Guides and topics to support best practices.Mobility In 2023,facilitating internal mobility and career moves for our people will continue to be important as we offer a range of opportunities across th

158、e firm to our people.Goldman Sachs colleagues participate in a“Culture Connect”session in So Paolo.27Goldman Sachs 2022 People Strategy ReportTeamwork and Collaboration Pine Street,our world-class leadership development organization,enhances the reputation of Goldman Sachs as an institution committe

159、d to leadership excellence,cultivating leaders who help the firm capitalize on opportunity.It prepares partners and select managing directors to lead the firms next generation of people and businesses,and to advance the firms culture.Pine Street supports leaders in working effectively across busines

160、ses and regions Pine Street Programs Cultivate Leadership Excellenceto ensure we are delivering the full depth and breadth of the firms capabilities to our clients,in line with our One Goldman Sachs approach to client service.In addition to providing leadership advice through various coaching channe

161、ls and partnering with Human Capital Management to facilitate succession planning for our most critical roles at the firm,Pine Street also offers experiential learning opportunities.Experienced Partner ProgramThe Experienced Partner Program is a highly experiential program designed to enable select

162、partners to gain diverse perspectives from leaders,organizations and each other to drive growth and advance authentic leadership and culture.In 2022,the program was hosted in Austin,Texas,and included discussions with community leaders and local organizations.Managing Director Leadership Acceleratio

163、n InitiativeThe Managing Director Leadership Acceleration Initiative is a multi-month development program designed for high-performing managing directors who have the potential to be the next generation of senior leaders at the firm.The program prepares these individuals for leadership roles with in

164、creased responsibility and accelerates their growth and impact on the firm.Partner Development InitiativeThe Partner Development Initiative(PDI)is part of the firms investment in supporting the continued growth of all of our partners.Through PDI,partners receive robust feedback from more than 20 ind

165、ividuals,including their manager,senior leaders,peers and junior colleagues.They also engage in feedback debrief conversations led by an executive coach,and develop actions that address key feedback themes.Each partner benefits from PDI every other year.Executive CoachingExecutive Coaching is select

166、ively offered to leaders to improve business performance and drive organizational success.The process is structured and high-touch,and can be targeted toward individuals or leadership groups.The goal is to support leaders intheir efforts to build capabilities,embed sustainable leadership behaviors,a

167、nd make shifts in mindsets and perspectives.The outcome of these efforts allows leaders to examine situations through new lenses and more effectively address current and future leadership challenges.Colleagues taking part in our Experienced Partner Program.28Goldman Sachs 2022 People Strategy Report

168、Teamwork and Collaboration Throughout the year,employees and their managers engage in three talks focused on career development.A goal-setting conversation starts each year,a mid-year progress discussion offers support and the comprehensive year-end conversation collects balanced and broad feedback

169、from a variety of colleagues who work with each person including those more senior,more junior,their peers and their manager.Managers also receive feedback from all of their direct reports on our expected behaviors of strong leaders,linked to our framework:Know Me,Focus Me,Care About Me and Inspire

170、Me.Our peoples sentiment that“I have the opportunity to grow and develop at GoldmanSachs”has increased year-over-year.Three Conversations at Goldman Sachs FrameworkEmployee ListeningOur twice-annual Goldman Sachs People Pulse survey offers insights into employee sentiment,enabling our people to shar

171、e their feedback with us on how they feel about a range of topics:Career development internal mobility,coaching,strategy direction,learning and development Job satisfaction opportunity to grow and develop,feeling valuedTrust performance assessment,clarity on promotion decisions,comfort to make mista

172、kes,recognition,involvement in decisionsOur People Pulse survey continues to be an importantsource for identifying where our people feel the impact of our people strategy and where we have opportunities to do more.Ralph Murduck,Global Banking&Markets.Goldman Sachs 2022 People Strategy Report29Teamwo

173、rk and Collaboration We believe we are only as strong as our people,as it is the people of Goldman Sachs who make our firm such an extraordinary organization.Our people strategy,which is an extension of our business strategy,underpins our ability to attract,develop and retain talented people across

174、the world who collaborate to deliver excellent service to our clients.Our comprehensive benefits and wellness programs speak to our long-standing commitment to supporting people at every stage of their Goldman Sachs careers.In this chapter:31 Wellness in a Year ofChange36 Benefits and Wellness Progr

175、amsA Culture of WellnessGoldman Sachs 2022 People Strategy Report30Redefining Benefits and HealthcareWellness in a Year ofChangeAs part of our continued focus on supporting our people and their families in a dynamic environment,we made a number of enhancements to our benefits and wellness programs.F

176、ueling Engagement and PerformanceWe recognize the importance of taking time off work to recharge,build resilience,andfocus on enjoying time with family and friends.Senior leaders at the firm reinforce this message through their communications with their teams,and it is underscored by our comprehensi

177、ve leave policies,which saw a number of changes in 2022.Vacation Enhancements We enhanced our firmwide vacation program to ensure employees at the firm take timeoff to rest and recharge.The firm communicated a new minimum expected usage of at least three weeks vacation leave each year,with at least

178、five days being consecutive.Notably,all of our people(except our senior-most leaders)received additional days vacation entitlement and are encouraged to use all of their days each year.Our senior-most leaders shifted to a flexible vacation program,with no set number ofvacation days as long as they t

179、ake a minimum of three weeks vacation each year.Sabbatical Benefit Tenured employees have the option for a longer period away from work to reflect,explore,connect with family or pursue passions outside of work,through a new sabbatical leave benefit.Tenured employees with at least 15 years of service

180、 are eligible for six weeks of unpaid sabbatical leave,which increases with continued service.30,000 participants attended virtual and in-person wellness programs throughout the year.“I am immensely grateful to the firm for rolling out the sabbatical benefit and recognizing my 15-year milestone with

181、 Goldman Sachs.Since I joined the Tokyo office,I hadnt been able to fully partake in what over the years has become the Runyeon Family Holiday Extravaganza.Recently,my brother welcomed our familys first member of the next generation,so the timing couldnt have been more perfect!I vividly recollect re

182、joining the Tokyo office after my sabbatical,during our busiest time of year,but with a renewed sense of purpose andgratitude.”Richard RunyeonVice President,Controllers,TokyoNatalie Murdock,Ellie Roach,Chad Christensen and Diem Chi Nguyen,Compliance.31Goldman Sachs 2022 People Strategy ReportRedefin

183、ing Benefits and HealthcareHolistic SupportThe firm has had a long-standing mental health and resiliency strategy that continues to evolve to meet the changing needs of our people.Over time,this has led to development of services and education tools to help people approach their health and well-bein

184、g in a holistic way.Retirement planning,for example,can be supported by enhancing awareness of financial well-being and understanding how financial health can boost ones overall mental health.In recent years,this had led us to focus on building an international community of Mental Health First Aider

185、s(MHFAiders)and to develop financial wellness education and tools.In 2022,these programs grew to engage even more people and became more inclusive to meet the specific needs of diverse communities.Mental Health First-Aid Training Continues to GrowMental Health First Aid(MHFA),an internationally reco

186、gnized certification program available to employees,delivers training on how to provide information and confidential support to colleagues who are experiencing mental health challenges or are concerned about the mental health of others.After being well established in the UK and Asia Pacific,the trai

187、ning was launched in the Americas and Warsaw.Through this training,MHFAiders learn to understand and identify common mental health challenges and guide their colleagues toward appropriate support and resources.We are energized by our own peoples contribution and commitment to this important work.The

188、 growth in engagement,which has always been high,has been significant following the pandemic.In 2022:We delivered nearly 400 mental health well-being and resilience programs across our global footprint We grew to 300 MHFAiders across three regions,with plans to expand to India in 2023 Over 14,000 pa

189、rticipants took part in live financial educational sessionsAmerican singer-songwriter,NY Times Best Seller and Mental Health Lived Experience Expert Jewel joined the firms chief medical officer Neal Mills MD MBA at 200 West Street for a conversation on mental resilience.Jewel shared insight from her

190、 personal life,career and philanthropy,and shared key best practices to help build mental resilience.She also described her work with the Inspiring Children Foundation,anon-profit that aims to transform lives through a whole human approach to physical,mental and emotional health.The programs curricu

191、lum offers a 10-step program to support at-risk youth living with depression and anxiety.Jewel shared that her passion is leveraging her personal experience tohelp at-risk youth and their families lead happier lives through the organizations Jewel Never Broken program.A Conversation on Mental Health

192、 with Jewel“Coming out of the pandemic,Ive realized that mental resilience is no longer an option but a must-have for all of us to sustain a fulfilling life,personally and professionally.The Mental Health First Aiders program gave me insights and strategies on how I can identify trigger events quick

193、ly and support colleagues with empathy,respect and sensitivity.Building mental resilience has now become a personal passion,because Ive witnessed the growth enabled and possibilities created for our talents.”Lois KingVice President,Internal Audit,TaipeiGoldman Sachs 2022 People Strategy Report32Rede

194、fining Benefits and HealthcareFinancial Well-Being and Retirement PlanningThe firm provides a range of resources designed to help our people achieve theirpersonal financial goals.Throughout the year,we offer live financial education and articles on a variety of topics to address the spectrum of empl

195、oyees priorities from managing education costs to navigating volatility and investments,buying a home,legacy and estate planning,caring for loved ones,preparing for retirement,and more.In 2022,employees received additional digital support,live education and personalized guidance to help them achieve

196、 their short-and long-term financial goals.Our education curriculum was expanded to further meet diverse needs and cultural sensitivities,including financial issues specific to the Black,Hispanic/Latinx,LGBTQ+,transgender and Asian communities,women,veterans,caregivers,and individuals with disabilit

197、ies and their caretakers.We also enhanced our retirement plans by increasing the firm contribution rates and/or salary caps.The enhanced benefits impacted over70%of our employees globally.“I have leveraged the firms financial wellness services since I first started at Goldman Sachs.During my coachin

198、g sessions,we have discussed saving,budgeting,setting up retirement and other potential investment options.This program has helped me better navigate these important topics and become more comfortable in making decisions that support my financial goals.”Emily BlackAnalyst,Controllers,Salt Lake CityJ

199、aclyn Gillman,Asset&Wealth Management.Goldman Sachs 2022 People Strategy Report33Redefining Benefits and HealthcareInclusive by DesignBeing an employer of choice includes the responsibility to ensure our benefits continue to meet the needs of our people,and that they are inclusive of everyones needs

200、 and not just those of the visible majority.Our Inclusion Networks are an important partner in the design and development of our benefits and wellness programs,and we are grateful for their honesty and partnership in this work.LGBTQ+Health Benefits In 2022,the firm responded to feedback received fro

201、m our LGBTQ+network to enhance support for our LGBTQ+population.Now all US medical plans include coverage for gender-affirming care,and do not require an infertility diagnosis to access fertility services and treatments.Eligible LGBTQ+employees in the US can access dedicated care coordinators specia

202、lizing in LGBTQ+healthcare matters,including guidance and assistance related to provider matching,advocacy and education.Enhanced Employee Assistance Programs As of 2022,employees in the Americas can now access a diverse mental health provider network that exceeds national diversity averages,with 45

203、%of in-network providers identifying as Black,indigenous and people of color,LGBTQ+,and/or other traditionally underrepresented or underserved groups.Enhancements include services for children,virtual counseling,access to covered in-network psychologists and psychiatrists,dedicated care navigators,u

204、nlimited resilience coaching,substance use disorder support,and convenient access to care via mobile app or website.“At Goldman Sachs I feel accepted and can be myself.Diversity is celebrated and encouraged,so none of my colleagues question my LGBTQ+background.That means I can focus on my performanc

205、e at work and know it will be the only thing I will be judged on.”Christina MuellerVice President,Operations,FrankfurtZach Pink,Noah Foust,Laura Nicholson and Peter Chen,Asset&Wealth Management.Goldman Sachs 2022 People Strategy Report34Redefining Benefits and HealthcareResponding to ChangeChanges c

206、an have long-lasting impact.Sometimes those things are the happiest moments of our lives,as we welcome new additions and become parents.Or they might be our most challenging times,when we grieve a loss or respond to new relationships and issues.Support for Employees Impacted by the War in Ukraine To

207、 support our people based in Warsaw impacted by the war in Ukraine,the firm introduced a one-time paid leave entitlement of five“flex days”that could be used to attend to personal and family matters or to support volunteering and relief efforts.In addition,the firm offered support to our people who

208、were housing close family members who had been displaced from Ukraine.Expanded Family Care Leave Recognizing the human impact of bereavement,we extended our bereavement leave to 20 days to provide more time to grieve the loss of a family member.We also added options for pregnancy loss and miscarriag

209、e leave.Going Global with Parenting Coaching In 2022,we expanded our parenting program to EMEA,rounding out global access to this popular program.The program is designed to provide some ease across the entire journey to parenthood and the successful transition back to work.It comprises a dedicated p

210、arenting team to provide guidance on parenting leaves,coaching and toolkits,and online resources.Expanding Healthcare Travel Benefits in the US The firm extended a travel benefit through our healthcare plans for employees and their family members for any medical services where a provider is not avai

211、lable within 60miles of home.These services include abortion and gender-affirming care.Domestic Abuse Support Initiatives(UK)Continuing with our 2020 commitment to learn about and provide more support for employees experiencing domestic violence,the firm engaged with experts in this space,including

212、the Employers Initiative on Domestic Abuse(EIDA).We became an EIDA Founding Beacon with other UK businesses to raise awareness about the issue across the industry,share best practices and strengthen support for the firms employees.In 2022,we hosted Domestic Abuse Support training for our MHFAiders i

213、n EMEA,helping equip them with the tools to support colleagues affected by domestic abuse and violence.“A few weeks after I joined Goldman Sachs,I discovered I was pregnant.I was relieved to find that the team offered full support and thoughtfully redefined my role to prioritize my health and mother

214、hood transition.The firms robust support system,encompassing medical assistance,healthcare benefits and an inclusive environment with pre-and post-natal work practices,sets it apart.Returning from my maternity leave,I am more committed to contributing tothis great organization and embodying its cult

215、ure.”Priyanka MishraVice President,Human Capital Management,Bengaluru35Goldman Sachs 2022 People Strategy ReportRedefining Benefits and HealthcareIn addition to our new offerings this year,we continue to deliver our comprehensive suite of market-leading health and wellness programs and services.Heal

216、thcare and Medical ServicesWe provide global medical,security and travel assistance,a workplace ergonomics program,and state-of-the-art onsite health centers in our larger offices.Critical Health Solutions We offer a confidential advocacy service to employees and eligible family members that facilit

217、ates navigation of the healthcare system to ensure that those with serious medical conditions have access to high-quality care.Virtual Healthcare Employees can access a physician or mental health provider via live video,either on demand or by appointment.Mental Health and ResilienceA robust range of

218、 programs and services supports the mental health and resilience of our employees and their families.All employees and their dependents have access to free,confidential counseling and psychiatric support through our Employee Assistance Program or healthcare provisions and,in larger offices,onsite co

219、unselors andpsychiatry services.meQuilibrium Wherever our people are,they also have access to our virtual meQuilibrium platform.meQuilibrium offers personalized Benefits and Wellness Programsresilience-building programs,including exercises and guided meditations that can be accessed“on the go”via an

220、 app.Onsite ServicesTo encourage employees to live a healthy and active lifestyle,some of our offices feature onsite fitness centers,childcare and medical teams.For eligible employees,we typically contribute toward the cost of a fitness club membership or activity.Wellness service2022Fitness center

221、visits415,000Health center visits62,000Childcare visits41,000A colleague takes advantage of Goldman Sachs wellness offerings in New York.Goldman Sachs 2022 People Strategy Report36Redefining Benefits and HealthcareSupporting CaregiversWorking parents at the firm can access a range of leaves and supp

222、ort,including family leave,adoption and surrogacy stipends,parenting mentoring and coaching programs,and in-home care services.Parenting Leave All new parents,whether through birth,surrogacy or adoption,receive the same paid parenting leave time that applies to their office location,regardless of ge

223、nder or caregiver status.This global parenting leave policy consists of 20 weeks,except in certain locations and under certain statutory requirements,where the length of parenting leaves will be longer than 20 weeks.“As a working parent,having access to equal parenting leavehas been a game changer.R

224、aising a child is a shared responsibility and being encouraged to take time to spend with my family has given me the opportunity to find balance and be a better parent and team member.It not only levels the playing field when itcomes to gender equality,but shapes the culture of the firm.”Tobias Hasb

225、aniVice President,Asset&Wealth Management,SydneyAdult Care Program For those employees who care for adult loved ones,our Adult Care Program offers support on navigating the vast array of caregiving benefits and resources to help with the challenges of adult and elder caregiving.Fertility Benefits Th

226、is program provides specialized education,counseling and fertility case management for employees and their covered dependents who are enrolled in the firms US healthcare plans.Members are provided with access to specialized fertility nurses to assist with provider selection,discuss family building o

227、ptions,make informed treatment decisions and provide personalized guidance on navigating their care.Pathways to Parenthood Stipends The firm offers stipends to assist with the expenses associated with adoption,egg retrieval,egg donation or surrogacy.Beyond the WorkdayAs well as core benefits,our emp

228、loyees can also access a range of benefits to help support their day-to-day lives,including:subsidies toward team sports,commuting benefits and,for colleagues in the US,access to legal services via a network of attorneys.Award Highlights Forbes Best Employers for Women Seramount No.1 Best Companies

229、for Dads JUST Capital Top 100 US Companies Supporting Healthy Families and Communities No.4Liang Xu,Global Banking&Markets.37Goldman Sachs 2022 People Strategy ReportRedefining Benefits and HealthcareThe firm continues to leverage its resources and human capital to empower small businesses and drive

230、 sustainable,inclusive growth in communities.From our catalytic 10,000 Small Businesses program to our global volunteering initiative Community TeamWorks,ourprograms and people work to support and empower communities with the same rigor we apply to our corebusinesses.In this chapter:39 Community Emp

231、owerment Programs41 Analyst Impact Fund Drives Philanthropic Innovation42 Ukraine:Responding to Tragedy with ActionEmpowering CommunitiesGoldman Sachs 2022 People Strategy Report38The World We Live InCommunity Empowerment ProgramsOur firm has a long-standing commitment to elevating underserved commu

232、nities and closing opportunity gaps,where our people play a critical role in coaching and volunteering.In 2022,our initiatives continued to grow and evolve.10,000 Small Businesses(10KSB)is a$750 million commitment to help entrepreneurs create jobs and economic opportunity.The program provides access

233、 to business education,capital and support services to small businesses.As of 2022,alumni businesses have generated$17billion in total revenue and employ 245,000 people.In addition,over$1.6billion in total loan capital has been deployed to approximately 38,000 smallbusinesses in the US.One Million B

234、lack Women,our recent 10-year commitment to positively impact the lives of at least one million Black Women by 2030,will deploy$10 billion in direct investment capital in affordable housing,job creation,quality education,healthcare facilities,small businesses and more,all with a focus on closing opp

235、ortunity gaps for Black women.As of March31,2023,the initiative has deployed over$2.1billion in investment capital and over$23million in philanthropic funding,laying the groundwork to impact 215,000Blackwomen.Angelica Rivera,owner of Colmex Construction in New Orleans,is a graduate of Goldman Sachs

236、10,000 Small Businesses.One Million Black Women:Black in Business scholars engage with Goldman Sachs senior leaders during an in-person session at Goldman Sachs New York.Goldman Sachs 2022 People Strategy Report39The World We Live InCommunity TeamWorks inspires the people of Goldman Sachs to contrib

237、ute their ideas,time and expertise to drive tangible progress in our communities.Launched in 1997,this signature volunteering initiative enables our people to work in partnership with non-profit organizations around the world to make a meaningful difference.More than 2.9million hours of service have

238、 been provided to over 3,000 non-profit partners from nearly 500,000 volunteers globally since 1997.Vendor Diversity In 2020,we set a goal to increase our spend with small and diverse vendors by 50%by 2025.In 2022,three years early,we exceeded this commitment,achieving a 70%increase relative to 2020

239、 spend.We are setting a new goal for 2025:to spend a further$1.5 billion with small and diverse vendors over the next three years.Launch With GS is our$1 billion investment strategy grounded in a data-driven thesis that diverse teams drive strong returns.Through Launch With GS,Goldman Sachs aims to

240、increase access to capital and facilitate connections for women,Black,Latinx and other diverse entrepreneurs and investors.Goldman Sachs employees Seun Toye-Kayode,Headof Launch With GS EMEA,and Suzanne Gauron,Global Head of Launch With GS,host entrepreneurs and investors for an event in New York.Go

241、ldman Sachs 2022 People Strategy Report40The World We Live InAnalyst Impact Fund Drives Philanthropic InnovationThe Analyst Impact Fund was designed todemocratize our firms philanthropic giving by sourcing innovative ideas from our analysts,allowing them to have real and meaningful impact.The global

242、 competition not only expands the firms philanthropic reach,but also serves as an important tool to engage our analysts,as they collaborate with peers across thefirmto identify non-profits that are tackling global challenges,and pitch innovative solutions to the firms leadership.Winning teams are aw

243、arded grants from our philanthropic fund,Goldman Sachs Gives,for their organizations.To date,$4million in grants has been deployed,and 5,100 analysts have participated across 48offices.In 2022,the seventh annual finals competition was hosted by David Solomon and moderated by Jim Cramer.This year,are

244、cord number of analysts from across the globe pitched more than 350 non-profits that address a range of important issues,from healthcare access and refugee support to inclusive growth.“The Analyst Impact Fund competition gave me invaluable experience collaborating with industry leaders both inside a

245、nd outside of the firm.As an analyst,it was incredibly validating to learn that firm leaders were not only invested in my ideas,but also my success.I am truly grateful to work for an organization that champions my professional development through its commitment to philanthropy.Participating in the A

246、nalyst Impact Fund and presenting in front of the firms leadership committee was an experience that I will remember for the rest of my career.”Joseph ZolikAssociate,Human Capital Management,New York Amy Pajak,with support from team members Amber Abrahams,Simon Fattal,Gabriella Kamlish and Edoardo Ma

247、ria Lanzini,presents during the 2022 Analyst Impact Fund finals on behalf of ClimateScience an NGO that aims to empower people to solve climate change.41Goldman Sachs 2022 People Strategy ReportThe World We Live In$8.8M+In support to nearly 50 local,national and global organizations supporting commu

248、nities affected by the humanitarian crisisUkraine:Responding to Tragedy with ActionGoldman Sachs has a history and culture of service,encouraging our people to offer help to the communities where we work and live.The war in Ukraine drove a passionate response among our people.Weve deployed more than

249、$8.8 million to nearly 50 local,national and global organizations supporting communities affected by the humanitarian crisis.This philanthropic support included a$3.6million grant from Goldman Sachs Gives to support Ukrainian refugees through a partnership with Welcome.US.Our funding created the“Ukr

250、aine Hub,”awebsite and communications campaign designed to encourage Americans to sponsor a Ukrainian fleeing his or her country,and built Welcome Connect,a technology platform that matches Americans with no existing connection to a Ukrainian with a beneficiary seeking refuge in America.Goldman Sach

251、s employees come together to participate in a Community TeamWorks volunteering event in Warsaw,supporting refugees from Ukraine.42Goldman Sachs 2022 People Strategy ReportThe World We Live InGlobal EXPO Refugee CentreVolunteers were tasked with different activities based on the requirements of that

252、day,including:spending time with refugees,identifying their most urgent needs and helping to address them via house allocation,translation,doctors appointments,school registration and job counseling.Distributing Food ParcelsVolunteers sorted food in the Warsaw office,then distributed the food parcel

253、s at the local railway station.Torwar HallVolunteers assisted with registering refugees who were arriving at the center byproviding translation services.Intervention Refugee HostelVolunteers supported refugees in the hostel,undertaking tasks such as serving food,helping to keep the hostel clean and

254、interacting with the guests.Warsaw Multicultural CentreVolunteers who speak Polish,Ukrainian or Russian provided information around housing options,job counseling,help with paperwork,and distributing food and clothing packs.Our Warsaw Community Mobilizes for UkraineSpurred by compassion from our peo

255、ple in Warsaw,Poland,we leveraged the existing framework of our Community TeamWorks(CTW)volunteer program to engage with local non-profits supporting Ukrainian refugees.Theseinclude:“My wife is Ukrainian,and the majority of her family still lives there,so its very personal for us.Once the war starte

256、d,I drove to Budapest to pick up my mother-in-law,who left Ukraine via the UkraineHungary border.My mother-in-law now lives in my parents house.Were still working to help other relatives who have since left Ukraine,from helping them find employment and housing to offering emotional support.“I volunt

257、eered via the Community TeamWorks opportunities set up by the firm.I speak a little Russian,so was glad to help where communicating was a struggle.I was happy to see my team members also contributing toward the CTW volunteering.There has been a real sense of community response and care,which Ihope t

258、he Ukrainian people feel too.”Mariusz SidorowiczVice President,Global Banking&Markets,Warsaw 43Goldman Sachs 2022 People Strategy ReportThe World We Live InEEO-1 Data(US Employees)1,21 Our EEO-1 statement is prepared and filed in accordance with the US government requirements.Additional diversity da

259、ta can be found on pages 5 and 17 of this report.2 Data anticipated to be filed in Goldman Sachs 2022 EEO-1 report;data as of November 2022.HISPANIC OR LATINXWHITEBLACK OR AFRICAN AMERICANNATIVE HAWAIIAN OR PACIFIC ISLANDERASIANAMERICAN INDIAN OR ALASKAN NATIVETWO OR MORE RACESOVERALL TOTALMALEFEMAL

260、EMALEFEMALEMALEFEMALEMALEFEMALEMALEFEMALEMALEFEMALEMALEFEMALEExecutive/Senior Officials&Managers65221,01029138271999721681,775First/Mid Officials&Managers116761,3177105364327263913232243,519Professionals1,0748344,7283,1607387078172,4102,269121317919816,347Sales Workers6633909291361021134743119161,59

261、5Administrative Support89248182691105365143191116331,857TOTAL1,4101,213 8,146 5,143 970 1,173 14 24 3,500 2,922 21 16 262 279 25,093About This ReportThe metrics contained in this report are based on 2022 full-year data,except where otherwise noted.44Goldman Sachs 2022 People Strategy ReportMetrics a

262、nd AppendixAppendixOpening New Routes to Goldman SachsAspirational Goals OverviewGoldman Sachs Market Madness:HBCU Possibilities ProgramGoldman Sachs Returnship ProgramVeterans Integration ProgramAfrica&Caribbean Recruiting InitiativeNeurodiversity Hiring InitiativeCareer Pivot SeriesGoldman Sachs B

263、ridge to BankingDifference Gives Us StrengthDiversity,Equity and Inclusion OverviewAsianomics in America:Contributions and ChallengesBoard Diversity InitiativeForward-Looking StatementsWe have included in this report statements that may constitute“forward-looking statements”.Forward-looking statemen

264、ts are not historical facts or statements of current conditions,but instead represent only our beliefs regarding future events,many of which,by their nature,are inherently uncertain and outside our control.These statements are not guarantees of future results or performance and involve certain known

265、 and unknown risks,uncertainties and assumptions that are difficult to predict and are often beyond our control.These statements may relate to,among other things,the effectiveness of our management of our human capital,including our diversity goals.Statements about our objectives in management of ou

266、r human capital,including our diversity goals,are based on our current expectations and are subject to the risk that we may not achieve these objectives and goals due to,among other things,competition in recruiting and attracting diverse candidates andunsuccessful efforts in retaining diverse employ

267、ees.For more information,see“Forward-Looking Statements”in Part1,Item 1 of our Annual Report on Form 10-K for the year ended December 31,2022(2022 10-K)and in our subsequent reports filed with the Securities and Exchange Commission(SEC).In addition,important factors that generally affect our busines

268、s and operations can be found under“Risk Factors”inPart I,Item 1A of our 2022 10-K,and in subsequent reports filed with the SEC.Our approach to the disclosures included in this report differs from our approach to the disclosures we include in our mandatory regulatory reports,including our filings wi

269、th the SEC.This report is intended to provide information from adifferent perspective and in more detail than that required tobe included in other regulatory reports,including our filings with the SEC.A Culture of WellnessBenefits,Wellness&CompensationEmpowering CommunitiesGoldman Sachs Sustainability ReportWhen Women Lead10,000 Small Businesses10,000 WomenLaunch With GSGoldman Sachs GivesCommunity TeamWorksOne Million Black WomenVendor DiversityAwards&RankingsAwards45Goldman Sachs 2022 People Strategy ReportMetrics and Appendix