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About Broadridge

Social Policies and Framework

As a leading provider of technology, communications, and data and analytics solutions to businesses around the world, it is critical that Broadridge understands, embraces, and operates in a multicultural environment.

Every associate has unique strengths, which, when fully appreciated and embraced, allow them to perform at their best and contribute to Broadridge’s success.

Our goal is to ensure our associates at every level of the organization represent the diversity of the clients we serve and communities in which we work. By partnering with communities, providing educational opportunities in underserved areas, donating resources to charitable causes, and volunteering our time, we hope to strengthen our communities, protect their most vulnerable members, and share in collective success.

Our People

We are driven by the success of each of our associates, and we recognize that it is because of their talent, commitment, and hard work, that we continue to deliver outstanding results for our clients. We provide a workplace that fosters a collaborative and supportive culture where everyone feels welcomed, accepted, and empowered to do their best work.

At the center of our associate engagement efforts is the Service-Profit Chain, where engaged associates deliver world-class service, which creates satisfied clients and, in turn, produces strong, long-term value for stockholders.

“Broadridge has always recognized the direct connection between the engagement of our associates and their commitment to delivering outstanding service to our clients. That is why one of our top priorities is to continue building on our strong culture and creating a workplace environment where the best talent in our industry can grow and thrive in their careers. ”
Richard Stingi

Human Capital Management

Our human capital strategies are developed and managed by our Chief Human Resources Officer, who reports to the Chief Executive Officer, and are overseen by the Company’s Board of Directors (Board) and the Compensation Committee of the Board. Our Board believes that human capital management and succession planning are vital to our success. The Board annually reviews the Company’s leadership bench and succession planning. In addition, the Board receives regular updates on talent and other human capital matters such as culture, attrition and retention, and quarterly updates on our progress on our diversity, equity and inclusion (DEI) initiatives and practices, including an annual update from our Chief Diversity Officer. The Compensation Committee’s oversight includes initiatives and programs that concern our culture, talent, recruitment, retention and associate engagement.

Associate Engagement

We regularly conduct surveys and focus groups to assess associate engagement and determine if and how perspectives have changed over time. For example, we conduct an annual associate engagement survey through the Great Place to Work® program. Our surveys and focus groups allow our associates to share their views on our workplace and the importance of various aspects of work life, among other topics. The themes and insights are shared with our Executive Leadership Team (ELT) and have been instrumental in shaping our approach to planning for the future of our workplace.

See Our Great Place to Work Awards

Connected Workplace

We designed a flexible Connected Workplace model largely based on feedback received from associate surveys and focus groups. Insights from these efforts have informed the way Broadridge has supported associates during the global crisis and the way we envision our workplace of the future.

Our Commitment to Associates

You with FACS

  • Flexible - Flexible On/Off-Site Work, Schedule Adjustments
  • Accountable - Client-First Focus, CSR and DEI, Focus on Outcomes
  • Connected - Strong Working Relationships, Global Collaboration
  • Supported - Personal and Professional, Development, Healthy Work Environment and Well-Being


Enabling better financial lives by powering investing, governance and communications.

Service-Profit chain

  • Engaged Associates
  • Satisfied clients
  • Profitability and Growth


  • Client CENTRIC


Connected Workplace: Guiding Principles


  • Flex for Next - Associates work flexibly to leverage the benefits of both onsite and offsite work.
  • Tailored Workplace - Provide a menu of options, including dedicated workspaces, hoteling space, and pop-up collaboration sites.
  • Technology and Tools - Offer solutions that create a level playing field for onsite and offsite collaboration.
  • Help - Deploy change management, training, and support for associates at all levels to understand how to excel in the new environment.
  • Safety - Maintain safety protocols until objective criteria are met; provide testing and promote vaccination efforts.
  • Trust - We trust associates to work in support of Broadridge’s best interests; we will measure performance on output and impact.

Diversity, Equity and Inclusion

We are dedicated to fostering a diverse, equitable, inclusive and healthy environment. As a leading provider of technology, communications, and data and analytics solutions to businesses around the world, it is critical that we understand, embrace, and operate in a multicultural environment. Every associate has unique strengths, which, when fully appreciated and embraced, enable individuals to perform at their best, leading to our success.

“At Broadridge, we understand the work that we are doing around diversity, equity and inclusion is imperative to our business, but even more critical to the world we live in. We promote a culture where associates can have their voices heard and feel respected and included, and we are working diligently to foster an environment where all identities and perspectives are valued and celebrated.”

Learn more about our DEI framework, oversight and initiatives

See our Diversity, Equity and Inclusion Policy Opens in new window(PDF :KB)

Naadia Y. Burrows

Oversight and Strategy of Diversity

Our goal is to ensure our associates at every level of the organization represent the diversity of the clients we serve and the communities in which we work. We pursue both top-down and bottom-up approaches to advancing DEI initiatives and values as part of our culture. 

We have a Chief Diversity Officer, whose role is to design and implement a holistic diversity, equity and inclusion strategy, and partner with our business units to develop the resources and competencies needed to drive this strategy. Our Chief Diversity Officer is a member of our ELT as well as the Executive Diversity Council (EDC). In those roles, they provide regular updates to our Chief Executive Officer and ELT. In addition, the Chief Diversity Officer serves as an advisor on global initiatives, such as our Associate Networks and our recruitment and compliance efforts. The Chief Diversity Officer is also responsible for building cross-company resources to enable sharing of insights and best practices.

We have an EDC representing all of our regions in which we do business and our Associate Networks, which is chaired by our President. Our EDC meets quarterly and provides insight and recommendations on critical DEI-related opportunities and challenges. The EDC is also responsible for measuring our progress against our goals.

The Compensation Committee of our Board has oversight over human capital management matters, including initiatives and programs that concern our culture, talent, recruitment, retention and associate engagement. In addition, our Chief Human Resources Officer and/or Chief Diversity Officer report to our Board periodically on our initiatives and progress on DEI practices. The Board annually reviews the Company’s executive talent, including the Company’s leadership bench and succession planning.

The following chart illustrates the key elements of developing and promoting the systematic implementation, monitoring and managing of our DEI strategy:

Sustainability Elements

  • INTEGRATION - Implement practices, policies, and expectations that incentivize advancing DEI.
  • COMMUNICATION - Incorporate technology and utilize a variety of communication methods and strategies to timely and effectively engage internally and externally.
  • BRANDING - Creatively connect internal experiences and efforts with our external philanthropic and community engagement to tell our DEI and ESG stories.
  • BENCHMARKING - Internal/external targets regularly reported against and reviewed with EDC, ELT and our board of directors.
  • MEASUREMENT - Track programs and activities to effectively measure progress over time against internal goals and external benchmarks.

Commitment to Diversity

To further our commitment to DEI, our ELT has taken prominent steps. Broadridge joined The Board Challenge as a Charter Partner, a movement to accelerate the pace of change by working together, calling for action, and sharing best practices to increase Black board membership. As an organization that already has several Black board members, Broadridge has pledged to support the goal of true and full representation on all boards of directors, and to support and encourage the broader corporate community to accelerate these important changes.

Our commitment to developing a diverse workforce is also evidenced by the fact that every year the human capital goals of our Chief Executive Officer’s annual cash incentive award contain a component based on increasing executive diversity. In addition, Broadridge includes annual diversity, equity and inclusion goals in the performance reviews for not only our executive officers and ELT members, but also more broadly for certain managers.

The DEI Policy and Broadridge Inclusiveness Pledge outline the strategic principles that guide our commitment to DEI. Furthermore, our Code of Business Conduct and Ethics reflect the belief that DEI in our workforce are central to business excellence. Our goal is to create an inclusive work environment that allows us to bring our whole selves to work.

Diverse Representation and Recruitment

Fostering a diverse workforce requires action and commitment. We have a clear roadmap to meet our diversity goals and provide opportunities for new and existing associates. This includes following a standard set of criteria and reviewing policies and procedures to lessen bias and grow our pool of diverse talent. By hiring and promoting qualified candidates from a variety of historically underrepresented backgrounds—especially women, people of color, those in the LGBTQ+ community, and veterans—we create an environment that allows everyone to perform at their best.

We have made a commitment in this area by holding our teams accountable in the following ways:

  • Executive candidates should be interviewed by a diverse set of individuals
  • Open executive roles should have diverse qualified candidates for hiring consideration
  • A standard set of criteria and review processes have been developed to lessen bias
  • Broadridge ensures equal opportunity for all and provides mobility options for diverse talent, especially in the executive ranks

University engagement is also a key part of Broadridge’s approach to DEI, and Broadridge’s talent acquisition team actively seeks out talent that will bring new energy, thinking and experiences to the Company. Broadridge participates in diversity days across a number of U.S. academic institutions and has made it a priority to recruit at schools with a diverse representation of talent.

Associate Networks

Broadridge supports a number of associate-led networks where associates with similar backgrounds and interests can find peer support, shape company policy and culture, receive mentorship from senior members, and develop their careers.

  • B.PRIDE - Proud + You = Broadridge
  • DEAN - Disability Equity Associate Network
  • LFN - Lead For Next
  • MCAN - MultiCultural Associate Network
  • WLF - Women’s Leadership Forum

Learn more about our Associate Networks

Supplier Diversity

Our mission is to do business with diverse entrepreneurs, as well as mission-driven enterprises. We aim to ensure that our procurement process remains transparent, objective and non-discriminatory in the selection of suppliers. Through quarterly business reviews with our primary suppliers, we encourage the use of minority-owned or women-owned business enterprises as their suppliers and sub-contractors.

Learn more about our supplier diversity

Talent and Development

We believe that our associates are among our most important assets. Our talent acquisition mission is to identify, attract and on-board talented individuals into our business to efficiently and effectively meet our ever growing and dynamic business needs. Encouraging professional development enhances the value associates bring, contributes to their engagement, and is a core part of our culture.

Our recruitment strategy is broken into four pillars:


Drive qualified candidates to Broadridge by marketing our organization in innovative and effective ways.


Find top talent before it is needed.


Envision how a candidate will help further the strategy and fit company culture, and market our value proposition.


Create a unified and engaging process to introduce new hires to Broadridge.

Broadridge University

Broadridge University is key to a successful business path. More than just a learning management hub, it offers a comprehensive suite of online courses, on-site training and leadership programs, such as peer groups, that promote professional development and leadership skills. This global business toolkit also gives participants an opportunity to keep apprised of the Company’s ethics and compliance requirements, learn new skills and competencies, develop core talents, and expand areas of expertise.

Ethical Standards and Compliance Training

Broadridge requires that all associates globally undergo six ethics and compliance training courses annually. Courses cover the following: Code of Business Conduct and Ethics, Security Awareness Fundamentals, Anti–Harassment and Discrimination, Enterprise Risk Management, Business Continuity Planning, and Global Privacy and Data Protection. Certain additional annual training such as Anti-bribery and Corruption and Antitrust training is required for specific groups depending on their job functions and location such as anti–money laundering training and transfer agent compliance training.

Learning and Development

Broadridge provides educational opportunities, including formal classes, training programs and events. To enable learning in our Connected Workplace where associates may be working on-site, off-site, or using a hybrid model, Broadridge has redesigned all development programs for 100% virtual delivery. Our associates have access to thousands of online courses covering business, leadership, technical, and function-specific topics through our partnership with LinkedIn Learning. We also partner with Intuition to make available hundreds of financial services industry tutorials. Through our partnership with ExecOnline, we offer career-enhancing programs from top business schools to Broadridge leaders.

As a Fintech leader in our industry, Broadridge is proud to offer our technology associates with resources to supplement their career journeys – including a skills inventory to identify strengths and new opportunities, and a Technology Expert Career Track, a transparent process that allows associates to grow as technology experts and leaders in the organization. Finally, in keeping with our corporate values and purpose, we empower associates to learn and grow as subject matter experts in the financial markets. In turn, this enables associates to offer clients deep expertise, and adds value to their own career development and skillsets.

Learn more about our Learning and Development Programs Opens in new window(PDF :KB)

Performance Management Process

A key component of associate development at Broadridge is the performance management process, which empowers associates to manage their performance and build their career.

Our framework helps associates maximize the value they bring each day to work, and helps them thrive and grow in their careers. We value goal-setting, developing skills, exceeding expectations of our shareholders, and measuring impact and accomplishments. Through our performance management process, Broadridge advances our practices and improves leadership accountability surrounding the performance appraisal and feedback process.

Opportunity for Career Enrichment and Leadership Development

We strive to foster an environment that supports career enrichment and leadership development opportunities. Encouraging and rewarding professional development is a core part of our culture, which is dedicated to investing in our most important asset.

With the right tools, we believe that our associates can accomplish anything. Individual growth and success as an associate come with regular professional learning. These opportunities ensure that our associates are motivated and will be able to make lasting contributions to Broadridge, our clients and, most importantly, themselves.

Talent Acceleration Program

The Talent Acceleration Program is designed to assist associates with their career development through cross-functional team projects, developmental experiences, and cross-business networking. The curriculum allows them to develop comprehensive business knowledge, advanced leadership, strategic planning, and cross-functional teamwork skills. Associates gain access to a broad network of resources and accelerate their potential to reach their leadership and career aspirations.

Leading People: Foundations

The Leading People: Foundations program accelerates manager development, associate engagement, and business results for our associates who are new to management. Active participation in this global curriculum facilitates global leader networks and collaboration between business units and geographies, enhancing our vibrant leadership culture.

Leading People: Advanced

Associates already serving as managers have access to our Leading People: Advanced program which supports the continued development of essential leadership skills such as aligning their team to Broadridge’s business strategy, thinking critically about business problems, and developing adaptive and inclusive teams. The curriculum is refreshed annually to support experienced frontline leaders in navigating successfully the challenges they face.

Individual Contributor Leadership

The Individual Leadership program helps individual contributors enhance the skills that lead to greater professional influence and performance. The curriculum includes emotional intelligence, cross-cultural communication, inclusion, connectedness, and engagement in a hybrid work environment, high-impact virtual presentations, honing one’s professional presence, and peer coaching.

Technology Expert Career Framework

This framework provides a comprehensive system of elements to help our associates grow and develop in their careers as information technology professionals and enhances global talent mobility by creating leadership exposure for future opportunities. It also provides assistance in attaining higher levels of technical proficiency and overall career development. The framework includes a large-scale technology skills inventory, a library of thousands of courses and skill assessments through our partnership with Udemy, and support in preparing for the Agile Certified Practitioner (ACP®) examination.

Dynamic Leadership Development through Peer Groups

Across our organization—spanning all positions and locations worldwide—our executive leaders and associates are a dedicated, dynamic, highly skilled, and fully engaged team. All Broadridge leaders belong to peer groups that meet eight times per year to explore leadership development and share their personal leadership experiences recommending best practices for creating an inclusive and engaging workplace.

Partnerships for Development of Diverse Talent

To improve our pipeline of diverse talent and commitment to education for at-risk youth, in 2021, Broadridge launched a new U.S. partnership with the Thurgood Marshall College Fund. We provide professional development workshops, mentoring and internships to students at select Historically Black Colleges and Universities and Predominately Black Institutions.

Additionally, in order to continue building a foundation of inclusivity at Broadridge, we partner with non-profits like NPower and the All Stars Project on internship programs, to help set the stage for youth to learn and grow. Through our Management Trainee and Career Foundations Programs, Broadridge trains and develops early career professionals and college graduates to promote the next generation of leaders.

Associate Compensation and Benefits

In addition to comprehensive healthcare options and a flexible work schedule program, Broadridge also offers to eligible associates programs designed to promote the best possible environment, which are reviewed and updated regularly to ensure effectiveness. These include, but are not limited to, those shown below.

We also make available: healthcare and insurance benefits, health savings accounts, pretax commuter benefits or green transport tax savings programs, life and disability insurance, business travel accident insurance, charitable gift matching, and on-site health centers.

Our top priority is to ensure the health, safety and welfare of our associates. We continuously improve our processes and promote the comprehensive safety of our work sites. Additionally, we take proactive measures to provide support that focuses on managing and improving health and wellness.

Services include online health assessment tools, digital health coaching, medical decision support tools, chronic disease management tools and programs, and wellness discount programs. See also “Health and Safety Policies and Programs” below.

Employee Assistance Program

Through professional counselors, this service provides confidential off-site counseling to associates and their dependents for problems such as substance abuse, marital difficulties, parent/child conflicts, and many other areas of concern. The program also provides qualified referrals and resources for finding child and elder care, legal consultations, financial resources, as well as articles, podcasts, videos and on-demand trainings to support associate well-being.

Time Off and Leave Benefits

In addition to vacation, sick time, and personal floating holidays, Broadridge offers a comprehensive time off and leave program to ensure associates have the flexibility they need to care for planned and unplanned life events. The program includes, but is not limited to, Volunteer Time, Bereavement, Disaster Leave, Jury Duty, Voting Time, FMLA, Domestic Partner Caregiver Leave, Short and Long-Term Disability, Parental Leave, Military Duty Leave, and Personal Leave. For example, Broadridge provides all eligible U.S. associates with nine weeks of paid maternity leave (post-delivery) and six weeks of new parent paid leave for any birth, finalized adoption, and/or foster care placement.

Back-up Care

Eligible U.S. associates can access 20 annual days of back-up child, adult, or elder care per family member at subsidized rates. New parents have an extra 10 days during the first year following birth or adoption.

Tax-advantaged Accounts

U.S. associates can contribute pre-tax dollars to a Health Savings Account or Health Care Flexible Spending account to set aside funds to pay for eligible health care expenses. Broadridge will make a contribution to these accounts as well. Associates can also contribute pre-tax dollars to a Dependent Care Flexible Spending Account to pay for eligible dependent care expenses.

Scholarship Program

Each year, in association with the National Merit Scholarship Corporation, Broadridge sponsors a college scholarship program for qualified, high-achieving college-bound students who are the children of U.S. associates.

Commitment to Fair Wages

We are committed to paying a fair wage for our hourly associates, which starts with our $15 minimum wage in the U.S.

Tuition Reimbursement

Regular full-time U.S. associates are eligible for reimbursement of tuition costs up to $5,250 per year.

Health and Safety Policies and Programs

We are committed to providing a safe workplace and we continuously strive to meet or exceed all laws, regulations and accepted practices pertaining to workplace safety. We have developed extensive safety policies, standards and procedures to which all associates are required to comply and which all outside vendors and contractors are required to follow.

Our policies are based on both U.S. Occupational Safety and Health Administration standards and site-specific guidelines to ensure that associates work in a safe and healthy environment. We also have full-time dedicated safety managers at certain locations to ensure protocol compliance and protection.

The Broadridge Corporate Safety Management Program sets forth our safety procedures and policies covering our North American production facilities. The program provides annual safety training for all facility employees and monthly inspections and audits of all our facility sites. In addition, all safety-related incidents are tracked by our data management system.

Our rigorous approach to health and safety is ingrained in our culture and mandates safety training personalized to specific roles and responsibilities. We leverage technology to deliver effective training programs and ensure accurate and responsive tracking, including a standardized database with regulatory safety processes.

At our larger production facilities and certain other locations, we house on-site wellness centers staffed with physicians, nurse practitioners, and physician assistants who provide a wide variety of medical services at no cost to our associates. We provide care for acute illness and injuries, preventive care, and management of chronic diseases. Furthermore, we offer health webinars covering a wide variety of topics, including work-life balance.

Employee Assistance Program

At Broadridge, our top priority has always been the health and safety of our associates. We also remain committed to cultivating a culture of inclusion, where all associates are treated equitably and with respect. Our benefits offerings currently include travel allowances for certain types of health care. To ensure all associates have the ability to get the care they need, our benefits will cover travel to another state if any of our associates are unable to receive reproductive health care in proximity to where they live.

Mental Health Programs

We have implemented several programs to help our associates with mental health issues, including the following:

  • We have hired a part time clinical social worker in our Edgewood wellness centers for our New York and New Jersey associates
  • We have an Employee Assistance Program through which our associates have access to free counseling and other services
  • We have increased the number of emergency backup care services for our U.S. associates

Our Covid-19 Response

As we continue to navigate the Covid-19 pandemic, the well-being of our associates is one of our highest priorities. We have taken numerous steps in support of these priorities, including remote work for our non-production associates, and stringent safety and disinfecting measures in our facilities to mitigate the spread of the virus. We removed economic pressure to work by providing extended leave for those who are ill or required to quarantine. The Broadridge Pandemic/Covid-19 Committee continues to track the latest developments of the pandemic applying guidance from health authorities in the locations in which we operate. We have deployed a task force focused on safely re-opening our offices providing personal protective equipment at no cost to associates, and we have taken other measures to ensure a safe work environment for all.

Our Communities

We believe that no one achieves success on their own, which is why we have created a culture at Broadridge to empower others to achieve more—whether business partners or underserved individuals in the communities where we work and live.

We strive to provide each of our associates with the tools they need to address the issues that matter to them. We empower them to focus their giving and volunteering on education of at-risk youth. We believe that every child should have the opportunity to learn, grow and thrive.

Yet, for far too many youth around the world, gaining access to a basic education is challenging— even impossible. Broadridge is committed to changing that reality. Over the years, we have expanded our reach to include social justice and other humanitarian efforts.

Learn more about the Broadridge Foundation and the work in our communities
Broadridge associates providing food and supplies to schools

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