Shaping Workplaces Where Everyone Belongs

Pammi Bhullar, Senior Director, Corporate Citizenship (Head of DE&I and Philanthropy), Edelman Financial Engines

Pammi Bhullar is Senior Director of Corporate Citizenship at Edelman Financial Engines, leading DE&I and CSR initiatives. She champions inclusive talent development, employee engagement and community impact. With experience across corporate and nonprofit sectors, she drives purpose-driven strategies that embed equity and measurable change into the core of business.

Driving Impact Through DE&I and Philanthropy Leadership

Equitable opportunity serves as the foundation of our approach and reflects our core values of inclusivity, intentionality and accountability. We support our people through nine employee resource groups (ERGs) and the impact program, which promotes employee giving and volunteerism through matching gifts and service opportunities. To ensure sustained focus, corporate citizenship is integrated into our annual goal-setting process across all levels of the organization.

Intentionality remains critical to our progress. We are committed to building diverse talent pipelines and creating internal growth opportunities for advisors from all backgrounds, helping to advance equity within EFE and the broader financial planning profession. Understanding that money is deeply personal, we equip our planners to meet the unique needs of diverse clients, including caregivers, military veterans and LGBTQ+ individuals. Our initiatives, such as Dollar Sense and Pro Bono Planning, further expand access to historically underserved communities.

These efforts are not add-ons; they are integral to how we operate. DE&I and CSR are embedded in our culture and play a vital role in EFE’s long-term success.

Integrating Inclusion into Everyday Decision-Making

To move beyond surface-level diversity initiatives, organizations must embed equity and inclusion into the core of their business strategy. This demands intentionality, accountability and collaboration at every level. Here’s how I work to achieve this:

1. Be Intentional with Data

Begin by using data to understand where your organization currently stands and where it needs to go. At EFE, we conduct annual gap analyses using third-party assessments such as the Disability Equality Index and the Corporate Equality Index. These tools help us identify opportunities for improvement across policies, processes and programs. By partnering with our ERG, we prioritize actions that lead to meaningful, measurable progress.

2. Listen and Respond to Employee Feedback

Equity and inclusion are not one-size-fits-all. We actively seek input from colleagues and treat this work as an ongoing journey. One example is our We Aspire Financial Planner Development Program, which was shaped by both internal data and employee feedback. We recognized a lack of representation among financial planners and heard from client service associates looking for a clear career path. The result is a program that opens doors and builds a more inclusive talent pipeline.

3. Engage Senior Leadership

Embedding equity requires visible and authentic leadership. Our senior leaders serve as executive sponsors for ERGs, act as thought partners and share their own journeys to foster trust and vulnerability. Their involvement sends a clear message that DE&I and CSR are not peripheral initiatives; they are strategic priorities.

DE&I That Truly Resonates With Employees

To move DE&I education beyond compliance and into something that truly resonates, the focus must be on storytelling, community-building and experiential learning. These approaches connect with people on a human level and foster lasting cultural change.

Embedding equity requires visible and authentic leadership

Over the past four years, we’ve hosted impactful storytelling sessions through our Amplify video podcast series, where colleagues are encouraged to share their personal experiences. We also invite external speakers to share often untold stories such as the history of Juneteenth, LGBTQ+ experiences in the military or the journey of Vietnamese refugees. These perspectives offer insights and understanding in ways traditional training simply can’t.

Our ERG plays a central role in DE&I education. For example, the Women in Leadership ERG hosts an annual book club focused on leadership development and peer support. The BEACON (Black/African American) ERG recently led an Insights Discovery session to build self-awareness and improve collaboration across communication styles. Meanwhile, our Asian ERG is launching a podcast discussion series that encourages employees to listen, reflect and engage in meaningful conversations.

What makes these initiatives powerful is that they’re not top-down. They are co-created with employees, grounded in lived experience and designed to spark connection and dialogue. They invite reflection, storytelling and shared growth.

Ultimately, DE&I education should feel less like a requirement and more like an invitation to learn, to lead and to belong.

The Evolving Role of DE&I In The Modern Workplace

DE&I today is expanding its reach, aiming to improve the lives of everyone who interacts with a business while also taking accountability for its social and environmental impact. This evolution involves working not only internally but also in collaboration with competitors, community partners and governments to drive tangible, transformative change.

Job candidates increasingly expect transparency. They want to understand how an organization fosters inclusive workplaces, supports employee development and contributes meaningfully to the communities it serves. These expectations go beyond brand positioning; they are a business imperative.

The organizations that stand out will be those that lead with a Net Positive mindset, giving more to the world than they take.

Empowering Emerging Voices in Diversity Leadership

Start with a plan, stay grounded in data and tell a compelling story. Driving impact requires more than just passion—it requires precision. Begin by creating a clear roadmap with incremental milestones to track progress over time. Leverage both qualitative and quantitative data to measure what’s working, uncover gaps and understand how your efforts are influencing the organization.

But don’t stop at collecting data. Analyze it to prioritize your actions. Let insights guide where you focus your energy for the greatest return. Equally important is your ability to communicate the story behind the numbers. When you translate data into a narrative that resonates with both hearts and minds, you gain the buy-in and momentum needed to drive lasting change.

In short: Plan strategically. Measure thoughtfully. Communicate powerfully. That is how you turn intention into impact.