Financial Empowerment

At Experian, our mission is to increase financial inclusion by empowering consumers. Through our corporate responsibility work, we have always been committed to using our resources to help more people improve their financial health through non-profit partnerships, data analytics, products and services, volunteering and educational programmes.  Now, we have an opportunity to reach even more people in hugely underserved communities. Experian has launched the global United for Financial Health project to empower vulnerable people to improve their financial health through education and action. Through the United for Financial Health programme, Experian is partnering with non-profit organizations across the globe to deliver tools and resources to help those affected the most, and certainly, COVID-19 has amplified the need. We have already launched our first three partnerships in the U.S: Operation HOPE – an organisation whose aim is to uplift disenfranchised youth and adults from poverty to thriving in a credit ecosystem. One of the goals of the partnership is to help ethnic minority groups who are struggling to raise and sustain a 700-credit score or higher. By helping people raise their credit scores we can shift their mindset from one of “survival” to “thriving” and make a real difference in their lives. For some, a higher score may mean the ability to purchase a new car, have a credit card, own a home, or simply save money for their family. Black Girl Ventures – a non-profit that advocates for Black and Brown women entrepreneurs and their small businesses. Our partnership will provide financial resources to help scale its BGV Style Pitch Competition and Amplify BGV Programs and we are a proud sponsor of BGV’s new weekly podcast, “From Hustling to Handling, How to Stay in Business.” Together, we will curate entrepreneurial education content to assist a broader audience with knowledge and best practices related to financial literacy and wealth management. NAACP Empowerment Programs – part of the largest and most pre-eminent civil rights organization in the U.S. Our partnership creates The Home Preservation Grant, which will provide grants to African American homeowners at risk of losing their homes because of COVID-19-related hardship. In the UK, we are delighted to launch a new partnership with the charity National Numeracy. Numeracy is the strongest predictor of a person’s financial literacy and is therefore crucial to their financial health. However, poor numeracy is widespread, and disproportionately affects low-income communities where people are most at risk of marginalization from the COVID-19 pandemic. Thankfully, confidence and competence with numbers is within everyone’s grasp, with the right support. Working together, we can inspire and support over 60,000 people to take positive steps towards building their confidence and competence with numbers, helping many of those most affected by this crisis take their next step towards improved financial health. We have already made good progress in a relatively short space of time and will continue to invest our energy into building further partnerships to reach more people in need of support. This is just the beginning of our journey, but we are confident that we can make a huge difference to millions of people in communities across the globe.  

I still remember buying my first home in Southern California in my mid 20’s. After going through countless open houses and unfamiliar living rooms, I found a home that met my needs. I decided to take the plunge, put an offer in, and hope for the best. It was a roller coaster of emotions - excitement, fear, joy, and pride.  Owning a home is considered a mark of financial achievement. It not only builds generational wealth but also contributes to the generational vibrancy of communities. For many, the COVID-19 pandemic has pushed that dream further out of reach or threatened to take it away.   That’s why we are thrilled to announce the launch of the Home Preservation Grant. We are partnering with the NAACP Empowerment Programs for this pilot program, which will provide up to $10,000 in grants to select African American homeowners at risk of losing their homes because of COVID-19-related hardship. The Home Preservation Grant is part of our United for Financial Health program here at Experian, which aims to empower and protect vulnerable consumers to improve their financial health through education and action. For this pilot, we are targeting homeowners in the Atlanta, Ga. area and we plan to expand the program to other cities across America in the future.   The application process is open now and ends on December 8. Grant recipients will be announced on December 14, providing what we hope will be some much needed relief in time for the holidays.  

2020 has been a year that has significantly impacted us all and the shockwaves are likely to challenge us for some time to come. One of the big disappointments for the data and tech industry is the postponement or cancellation of a number of major events – including the likes of Women in Data, which Experian was a proud Gold sponsor in 2019. Although we are not able to celebrate the Women in Data flagship event in person this year, we are thrilled to be an official partner of the very first  WiD Week. This is a fantastic opportunity that will allow us to virtually gather together, support each other, and learn while in a safe online environment, driven by content that the Women in Data community needs right now. We are particularly excited to be hosting a session on Tuesday 24 November, which will focus on our support of Girls in Data. In this session, Experian’s Emily Capewell and Louise Maynard-Atem will be providing some thoughts on their involvement with the recent data challenge we hosted during the last lockdown. The data challenge was designed to help inspire young girls and boys to pursue a career in STEM. Louise will also be speaking on Thursday about her experience of 2020 and how we can action change as we head into 2021. This will be one of six short stories to mark Women in Data’s sixth birthday. We are extremely excited to be involved with WiD Week and while it will be slightly different this year, we hope our involvement can help empower and encourage more women into the data industry, supporting the next generation of data scientists who can help shape the future. You can find out more about WiD Week here.

We know small businesses are critical to the vibrancy of our economy and communities. Watching how hard the COVID-19 pandemic has affected them and their founders has been troubling. Here at Experian, we created new tools to help small businesses navigate this uncertain time. But we want to do more, and help businesses survive and thrive even in “normal” times.  That’s why I’m especially excited about our newest partnership with Black Girl Ventures (BGV).  This is part of our United for Financial Health program, which aims to empower vulnerable consumers to improve their financial health and protect them from fraud and identity theft. Through this partnership,we will provide resources, tools and services to Black and Brown women entrepreneurs to enable them and their small businesses to grow and prosper. We know that long-standing inequities have created barriers for women, especially women of color. Our partnership will provide financial resources to help scale its BGV Style Pitch Competition and Amplify BGV Programs and we are a proud sponsor of BGV’s new weekly podcast, “From Hustling to Handling, How to Stay in Business.” Together, we will curate entrepreneurial education content to assist a broader audience with knowledge and best practices related to financial literacy and wealth management.  The negative financial impact on these women and their businesses has had a reverberating effect across communities of color. Our United for Financial Health program is one of the many ways we are staying true to our mission to support all consumers and clients through their financial health journey, in normal and extraordinary times. This partnership with BGV will fuel the economic recovery by reaching millions of Black and Brown women entrepreneurs and, in turn, supporting the communities they serve. 

October marked Black History Month (UK) – a celebration of the culture, heritage and achievements of Black people past and present. Although we weren’t able to celebrate in person this year, our Black at Experian employee network were still able to serve up an incredible range of inspiring webinars, videos, articles and podcasts covering topics discussing Black British culture, ways to discuss race and racism with our children, as well as the importance of being an ally. This exciting schedule of activities has been the perfect opportunity to learn more and many of us were personally touched by the stories of our Black colleagues who have openly and courageously shared their thoughts and experiences with us all. But as Black History Month comes to an end for another year, it’s essential that our support doesn’t stop here. As an organisation, we are committed to promoting equality and diversity for all. And our Black at Experian network has already been instrumental in helping us understand how we can improve in some of these areas. Part of this includes signing the Business in the Community (BITC) ‘Race at Work Charter’. By working alongside BITC, as well as our other employee networks, it's helping us create initiatives that will continue to drive positive change and inclusion for all. We are committed more than ever to leverage our differences as individuals and use this broad range of talents to develop our competitive advantage as a business. We’ve made good progress in a short space of time, but this is just the beginning. We are looking forward to continuing this important journey in building a workplace that embraces a more diverse and inclusive culture.

In 2013, I came out to my brother. Sitting down at dinner, knowing whole-heartedly that he would fully accept me and nothing with our relationship would change, I was still scared. Each year on October 11, National Coming Out Day, I reflect on that first coming out experience and what I truly feared. Even though I knew I was safe, I also knew that coming out to him was just the start of coming out every single day for the rest of my life. It was the start of facing discrimination and judgment both in day-to-day life and professionally. It wasn’t a decision I made lightly. Coincidently, my brother came out to me at that very same dinner which certainly took some weight and anxiety off my shoulders. We came out to our family, together later that week and we were welcomed with love, acceptance, and support. The unconditional support I received is not normal, but my anxiety around the process was. I am grateful and quite lucky that my initial coming out process to my family was, for lack of a better term, easy. Like many others I don’t experience that same ease everywhere I go. I have been asked to leave restaurants, turned away from stores, spat on multiple times, and even asked to leave mass during service. I am regularly questioned when entering or leaving a women’s public restroom. Michele Bodda, our executive co-sponsor of Experian’s Pride employee resource group, said it perfectly in her message two years ago, “The difficulty some of our LGBT+ colleagues face making daily decisions about where they can be fully present aren’t merely insecurities. They are the realities of being LGBT+.” Let that sink in. Coming out is not a one and done experience, it is something we do over and over throughout our lives. That reality impacts people in different ways, and it’s why acknowledging National Coming Out Day means so much to me - why it means so much to many others. I feel particularly fortunate to work for a company that celebrates and recognizes our uniqueness. I know many people at Experian, like myself, who feel empowered and supported to bring their whole self to work and that reality is assuring, professionally and personally. I have been told I am brave for bringing forth my full authentic self each day. During a time of such global anxiety, uncertainty, and open expressions of intolerance and hatred, being a voice of empowerment, representation, and visibility for folks who do not feel comfortable being out is more important than ever. I’m willing to be a voice so others know they are not alone. Be brave with me. And if you’re not ready, I understand. I’m here for you when you are.

This blog is written by Rachel Duncan, HR Director, at Experian. At Experian, we encourage our employees to bring their whole selves to work and have created a culture of inclusion that helps to fuel our continued product innovation. We understand the incredible value in having a truly diverse workforce and this means removing barriers and working through challenges we all may face in and outside the workplace.   That’s why we are proud to be supporting Stonewall’s ‘Trans Rights Are Human Rights’ campaign today to help reform the Gender Recognition Act (GRA) 2004. We believe that all trans people should be protected and supported with legal and policy framework that enables them to live with dignity, privacy and respect, free from fear, isolation and discrimination.  The GRA was introduced in 2004 to allow trans people to apply for legal recognition of gender in which they live. However, the process in doing so is expensive, intrusive and takes a very long time. To apply for a Gender Recognition Certificate (GRC), which allows someone to legally change their gender, the individual will have to overcome many psychological challenges and it can be very emotionally taxing.  It’s estimated that just 12% of trans people have a GRC, despite 92% of trans people stating in the National LGBT Survey (2018) that they would be interested in getting one. GRA reform is therefore a key step in allowing legal gender recognition to become accessible to this marginalised community.   The reform requests the removal of having to disclose a psychiatric report or proof of diagnosis in order to obtain legal recognition. It moves to allow trans people the human right to decide their gender for themselves and protect all trans and non-binary people’s rights to privacy and to family life.  As well as this, non-binary people should be able to legally change their gender to reflect who they are including amending their birth certificate to reflect this.  The reform should also include the removal of the spousal veto. This veto allows for the spouse of a trans person the decision as to whether they can change their gender and gives control over to someone who may not have their best interests at heart.  We are fully committed in ensuring LGBTQ inclusion which means, as well as evolving our own internal policies and practices, we must also contribute to external debates that campaign for equality.  Our Experian Pride network has been instrumental in helping us drive change throughout the business, whilst also educating and raising awareness amongst our colleagues about the LGBTQ community. This includes supporting a collaboration with Stonewall and our HR teams to create our new ‘Transitioning at Work’ policy, along with raising money for transgender charity, Mermaids.   Experian is part of a growing group of leading businesses who have joined forces to support trans equality, so we hope that together we can make a real difference to the lives of trans people across the UK. See our interview with Lewis Hayden, Service Desk Specialist and Experian Pride Network Member.

Today kicks off Asian Pacific American Heritage Month. The Experian Asian American Employee Resource Group (ERG) is proud to recognize this special month by sharing how Experian is supporting a national campaign to address the adversity facing some of our most at-risk communities right now. Experian has joined ten non-profits and more than 80 companies from across industries and sectors nationally to support the #AscendTogether action agenda. It includes promoting inclusion, raising awareness of vulnerable groups, denouncing bias, supporting frontline healthcare workers, COVID-19 victims and families, and donating funds and resources to support vulnerable populations and impacted businesses. Led by Pan-Asian leadership nonprofit Ascend, this effort is designed to bring about unity at a time when fear about COVID-19 has led to rise of intolerance and racist acts, particularly against the Asian and Asian-American community. Experian is proud to step up as a leader in our industry to participate in this effort. As executive co-sponsors of Experian’s Asian American ERG, we hope you will join us in our efforts to be a champion for diverse communities, especially during this time. You can learn more about #AscendTogether here. Written by: Dacy Yee, Chief Customer Officer ECS Direct-to-Consumer and Jimmy Cheung, Senior Vice President of Technology and Engineering

We are proud of our workplace culture at Experian North America. Today, we released our third annual inclusion and diversity “2019 The Power of You” report. We encourage our employees to bring their whole selves to work and have created a culture of inclusion that helps to fuel our continued product innovation. Our Power of You movement began in 2017 to raise awareness about our efforts around inclusion and to provide employees with greater transparency of the initiatives that are part of this program. Progressive policies across a wide range of initiatives such as pay equity, paternal leave, flexible working arrangements and corporate social responsibility help to make our employees feel proud, committed and empowered to work at Experian. “Diversity of background, of experience and of thought bring new ideas to our organization which foster the innovation that helps to improve the lives of consumers every day. Our culture of inclusion and diversity underpins our business success which, underpins what our brand stands for,” said Craig Boundy, former CEO of Experian North America. “With the launch of our ‘2019 The Power of You’ report, we are excited to share how our inclusive workplace is helping to drive our culture of innovation.” Some highlights of our 2019 report include: We have 1,200 women in STEM positions 47% of new hires are women and 44% are non-white Women and men are promoted equally We created our newest ERG, Aspire, which focuses on mental health and physical disability awareness and caregiving We have a total of eight ERGs with 1,200 active participates Employees participate in events including charity walks, fundraising events, and toy and food drives, among others Events recognize International Women's Day, Veteran’s Day, the Lunar New Year, National Coming Out Day, Cinco de Mayo, Asian Pacific American Heritage Month, Black History Month, Ramadan, Kwanzaa, Hispanic Heritage Month and Diwali, among others Employees spent more than 12,000 hours volunteering With the support of our employees, we donated more than $10,000 for California wildfire relief to the Red Cross Employees packed a total of 65,880 meals volunteering with Rise Against Hunger locations in Costa Mesa, Allen and Franklin, California We currently have 38 clubs with 800 members We rolled out a new Paid Family Care Leave Program, expanding on our existing Paid Parental Leave Program Additional programs include the launch of a new, enhanced Employee Assistance Program, which offers a greater level of resources and benefits for mental and behavioral health for employees and families and the Experian Hardship Fund, launched in 2018 to help employees who are facing financial hardship. We continued our Humans of Experian video series, which highlights the stories of employees who have unique backgrounds that enhance the diversity of our company. We also had hundreds of our employees from throughout the organization volunteer to personally evaluate Experian Boost™. Employees participated in this program because they believed in the product’s potential to help millions of Americans. At Experian, we continuously foster a culture of development and growth and we have various forms of mentorship, career paths and leadership programs to support our employees. Our commitment to creating an inclusive workplace has also received numerous accolades. We were named one the 100 Best Companies to Work For in 2020 and one of the Best Workplaces for Diversity in 2020 by Fortune and Great Place to Work. Additionally, for the second consecutive year, we were awarded a perfect score in the Human Rights Campaign Foundation's 2020 Corporate Equality Index. Experian was also named a Top Workplace in 2020 in Orange County, Calif., by the Orange County Register for the seventh consecutive year, and one of the world's most innovative companies by Forbes magazine for five years. A copy of this year's report can be found here.