RBC’s Diversity and Inclusion Strategy in the Caribbean
How RBC Leads Economic Growth Through Workforce Diversity
Diversity and Inclusion is Good for Economic Growth
RBC Royal Bank embraces diversity for innovation and growth. It has established a model of inclusivity that is progressive and distinctive—one that many companies operating in the culturally diverse Caribbean region seek to emulate.
(2024 data shows that RBC operates in Canada, the United States, the Caribbean, and over 25 other countries. It also shows that over 2800 employees are from the Caribbean region)🔗 Learn more about RBC in the region:
Royal Bank of Canada – Caribbean
A History of Inclusivity (1977–2016)
RBC’s commitment to diversity is deeply rooted in its values. In 1977, in response to concerns raised by women employees, then Royal Bank CEO Rowland Frazee established a Task Force on the Status of Women within the organisation. The task force’s findings—covering issues such as mobility, training, and job opportunities—continue to inform RBC’s policies today.
Just two years after that landmark report, Suzanne Lebarge was appointed the first female executive of the bank in Canada. This milestone followed the earlier achievement of Georgette St. Cyr, who became the first woman appointed as a Royal Bank branch manager.
Today, diversity and inclusion are core values at RBC. The Bank defines diversity as the ability to embrace, harness, and leverage collective differences to build a stronger organisation and contribute to a better society.
Diversity as a Driver for Economic Growth
Pull Quote – Nicole Duke-Westfield
“Diversity and inclusion is not about ideals, but about actions.”
According to Nicole Duke-Westfield, RBC’s Head of Corporate Communications for the Caribbean, diversity is embedded into how the Bank does business—not treated as a standalone initiative. Based on RBC’s experience, diversity plays a critical role in organisational success and is therefore incorporated into corporate strategy.
“Organisations like ours that leverage diversity are more innovative, service-oriented, and more effective in attracting and retaining a diverse workforce,” Duke-Westfield explains.
RBC believes this focus has shaped an organisation deeply sensitised to the communities it serves, while building a cadre of employees who feel respected and valued.
Leadership Perspective: Diversity and Growth Are Inseparable
Pull Quote – Dave McKay, Group CEO
“Diversity and growth are not just integrated, but inseparable.”
In RBC’s 2016 Diversity Report, Group CEO Dave McKay emphasised that Diversity & Inclusion (D&I) enrich societies and drives economic prosperity.
🔗 External source:
RBC Global Diversity & Inclusion Report
McKay describes D&I as central to RBC’s Collective Ambition—what the organisation stands for, why it exists, and how it will continue to succeed. RBC aims to be a front-runner in Diversity & Inclusion in the Caribbean, both operationally and commercially.
(Note: At the time of publishing, Women in RBC’s business tend to represent around 40-50% of the workforce – with increasing numbers of those progressing to executive roles).
Caribbean Banking Diversity Blueprint
In 2012, RBC introduced a Workplace Diversity Strategy tailored specifically to its Caribbean Banking operations. This Caribbean Banking Diversity Blueprint outlined Priority Action Plans for a five-year period.
Priority Action Plans
- Building Workforce Diversity
- Enhancing Awareness and Inclusion
- Promoting Active Leadership
The Blueprint positions diversity and inclusion as levers for business innovation and economic growth, driven by the engagement of diverse perspectives.
RBC is explicit in its approach: having diversity is only part of the story—how well that diversity works together is the true measure of success.
Employee Resource Groups (ERGs)
RBC has institutionalised inclusion through Employee Resource Groups (ERGs), which support employees’ personal and professional development.
Key ERGs in the Caribbean
- NextGen ERG – supporting the under-thirty workforce
- Women’s Advisory Board (WAB) – addressing women’s leadership and family-related issues
- REACH (I-Care) – supporting employees with disabilities and marginalised communities
Each Caribbean market maintains an in-country Diversity Council aligned with the regional framework.
🔗 Internal link suggestion:
Related article: Women in Banking Leadership Across the Caribbean
Related article: RBC Regional Vice President: Yes, You Can Have It All – Our News
Related article: https://www.rbc.com/diversity-inclusion/strategic-priorities/advancing-diversity.html
Measuring Impact and Accountability
Blueprint implementation is policy-driven and monitored through Key Performance Indicators (KPIs), including:
- Women in leadership roles
- Recruitment of persons with disabilities
- Participation in youth mentorship programmes
Performance is tracked quarterly through a D&I Balanced Scorecard, feeding into RBC’s enterprise-wide reporting structure. D&I awareness is embedded into onboarding programmes and reinforced through continuous employee engagement initiatives.
Key Achievements and Milestones
Accessibility
- Braille-ready ATMs
- Braille-ready elevators
- Facility upgrades for disability access
HR Policies
- Flexible Work Policy
- Paternity leave extensions
- Lactation Programme for nursing mothers
- Expanded maternity leave options
- Dress-code flexibility for non-client-facing staff
Community & Youth Engagement
- Young Leaders Mentorship Programme
- Employee volunteerism initiatives
- Schoolbag drives (over one thousand regionally)
- Community Leadership Award (launched in 2015)
Awareness & Advocacy
- System-wide observance of International Women’s Day
- Recognition of key United Nations Commemorative Days
🔗 United Nations – International Observance Days
The Work Continues
Despite RBC’s progress, Duke-Westfield acknowledges that there is more work ahead.
“We need to enhance workplace advocacy for deeper sensitisation and behavioural shifts—going beyond the physical to address the mental and emotional changes required to work side by side with persons with disabilities.”
N.B. This information is accurate at the date of publishing in 2016