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BOK Financial

Social: Workforce

Our employees are the strength of our company, and we live the value of “engaging, empowering and investing in employees” every day. Our company is 5,000 team members strong, and we continually earn our position as an employer of choice throughout BOK Financial.

Talent Recruitment

BOK Financial is focused on ensuring a rich pool of diverse candidates for open roles. Our recruiting organization is fully AIRS Certified and held accountable to monthly outreach efforts to diverse organizations, including HBCUs (Historically Black Colleges and Universities). In 2021, we completed an outreach effort to all previous diverse applicants from the prior two years who had minimum qualifications to highlight newly opened positions.

We identify, participate in and sponsor recruitment events focused on diversity, including those for individuals with disabilities, LGBTQ+, veterans and more. We work with leading organizations and institutions — including Circa, Divergence Academy, Hispanic chambers of commerce, women’s professional networks and others — that promote and support the development of talent from underrepresented groups.

In 2020, the company finished updating all job postings to be gender neutral, free of gender pronouns and bias, and implemented an “AI assistant” to provide 24/7 customer service to prospective candidates and applicants.

As positions open across the organization, our recruiting team seeks to present hiring managers with a slate of candidates that is at least 30% diverse. All managers are assigned training on recognizing and mitigating unconscious bias.

The company’s early career program — the Accelerated Career Track (ACT) — attracts high-caliber college graduates, assists with their transition from college to professional working life, and jump-starts their career with BOK Financial. This program includes a rotational development program and a summer internship program. With an increased emphasis on recruiting from HBCUs and smaller institutions, we have significantly improved the diversity of recent ACT and intern classes over the past five years. For our most recent ACT class (2021), 43% of the class is comprised of people of color, compared to 11% for the class of 2016.

Our efforts and programs help support the United Nations Sustainable Development Goals.

Training and Development

Recognizing and raising up the talent within our workforce helps ensure employees at all levels experience meaningful career journeys. We provide learning opportunities that allow employees to deepen their understanding of diverse skills, opinions and knowledge.

The company uses four distinct strategies to accomplish this, including:

We also offer a variety of mentoring and leadership development opportunities for all employees to gain exposure to leaders and develop both personally and professionally:

  • Our “Achieving More Together” mentor program is open to all employees with more than one year of employment at BOK Financial. Current participants are 56% female and 30% POC.

  • Communities of Practice (CoP) are groups of employees that share a concern or passion for something they do and learn how to do it better as they interact regularly. CoP at BOK Financial focus on sharing best practices and creating new knowledge to advance our strategic and business goals. CoP also offer an inclusive environment to encourage the engagement of employees at all levels to better harness the collective power of diverse skills, styles, strengths and experiences across the company. Currently, there are 12 different CoP with more than 710 employees actively involved.

  • Our new hire mentor program, RISE (Retention, Inclusion, Support and Empowerment), assigns a culture ambassador to assist with new hire integration, with the goal of reducing first-year turnover.

    • The Certified Performance & Development Manager Program focuses on a core set of performance and development principles that are expected of all BOK Financial managers. Course curriculum includes connecting and communicating in the workplace, energizing employee development, engagement, retention, and a focus on situational adaptability. Managers show mastery through knowledge gained and on-the-job application of core principles.
    • In partnership with Harvard School of Business, our leadership development programs for high-potential employees utilize best-in-class curriculum. Participants gain new leadership skills and personal insights that advance their knowledge, abilities and experience, preparing them for their next opportunity. Curriculum includes a focus on leading self, leading others and leading the business. Participants gain insight from a variety of learning modalities including case studies, simulations, group discussion, and live classroom interaction with Harvard Thought Leaders.

Performance Management

Performance management focuses on helping employees perform their jobs to the best of their ability, and includes a strategic alignment of an employee’s work to group and organizational goals. The company’s performance management process includes setting and reviewing goals, assessing employee performance, and having and documenting a discussion about performance in relation to goals. Managers conduct performance check-ins at least three times a year.

Employee Engagement

The company’s focus on the importance of a highly engaged workforce allows us to attract and retain the finest talent in the industry. We leverage an engagement survey tool roughly every 18 months to measure engagement and empowerment within our organization with a continual eye for improvement. In addition to our engagement survey tool, we leverage a pulse tool throughout the year to understand employee sentiment on important topics.

Turnover Rate

BOK Financial values an environment where each employee’s unique gifts and differences are recognized, respected and utilized. That environment has kept employee turnover below industry levels: 14.0% in 2020 as compared to 25.1% as reported by the U.S. Bureau of Labor Statistics.

Benefits and Wellness

We offer inclusive policies, benefits and programs to meet the diverse needs of our employees, including:

  • To support the well-being of our employees, up to 64 hours of sick leave per year and up to 32 hours of personal leave are granted each year. The company provides full-time employees two to four weeks of vacation annually to rest and recharge.

  • The company understands that roles within a family are unique, which is why we provide paid parental to our employees.

  • Health Savings Accounts (HSAs) for participants in the company’s consumer-driven health plan are seeded by the company to assist in paying for out-of-pocket medical expenses.

  • Assistance is provided to all BOK Financial employees after six months of service, reflecting our commitment to employee education and personal development.

  • Offered at no cost to employees, the myWellness program promotes wellness in all aspects of life for employees and their families. The program consists of:

    • Free biometric screenings for employees and spouses to provide information around health status.
    • Lifestyle and tobacco cessation coaching.
    • Physical wellness programs.
    • Educational information and resources.
    • Discounts on premiums.
  • As a financial institution, ensuring our employees have a financially stable future is paramount which is why we offer an industry-leading employer match and an additional contribution for lower-income employees.

  • Supporting mental health is crucial, especially in current times. We offer:

    • An Employee Assistance Program (EAP) with free counseling sessions and referrals to employees and their families as well as online tools and resources.
    • A telehealth program that provides board-certified behavioral health visits free or at a reduced cost to all employees and their dependents.

BOK Financial works hard to ensure our employees can be their best selves at work. Here are a few of the milestones on the wellness journey we’ve taken with our employees:

  • Added salary-banded medical premiums to ensure affordability at all salary levels.
  • Added coverage for domestic partners.
  • Introduced myWellness, free “outcomes-based” wellness program.
  • Increased our employer contribution to the HSA for employees earning less than $51,000.
  • Implemented Doctor on Demand to deliver physical and mental healthcare remotely.
  • Launched free program supporting physical wellness by nationally recognized vendors, resulting in weight loss of 16,000 pounds over four years.
  • Launched student loan modeling tools to provide refinancing education (where practical) and information on student loan management.
  • Implemented specific COVID-19 benefits (online tutoring, financial assistance for childcare and technology for students, enhanced PTO) to support employees and their families during the pandemic.
  • Introduced free nationally recognized diabetic management program for employees and spouses.
  • Launched an at-home biometric screening to ensure employees on the front lines have the same opportunity to get lab work done conveniently to apply towards medical premium reducing wellness credits.
  • Deliver financial wellness education through an online resource that provides articles, interactive calculators and step-by-step tutorials on all aspects of financial planning.

Diversity and Inclusion

Recognizing, respecting and leveraging diversity is central to our company. We view this approach not only as a good business practice but simply as the right thing to do for all employers. The company’s CEO-led Diversity and Inclusion Council was launched in early 2019, helping to bring into focus the considerable efforts already occurring across the company.

Our D&I education strategy is focused on fostering a work environment where employees can be themselves, fit in, and feel compelled to help others fit in. By the end of 2020, all managers at BOK Financial were assigned training on recognizing and mitigating unconscious bias.

In 2021 our plans include:

  • Expanding unconscious bias training from managers to all employees; provide follow-up/continuous learning opportunities for leaders, teams and individuals.
  • Launching new cohorts of the “Achieving More Together” mentoring program increasing opportunities for females and people of color to be mentored.
  • Support new Communities of Practice — groups of employees that share a concern or passion for something they do and learn how to do it better as they interact regularly — to continue diversifying our workforce and reinforcing our inclusive culture.
  • Understand and compare employees’ perspectives on inclusion in our organization through questions posed in our employee engagement survey.
  • Use data to measure D&I progress. Evaluate promotion and retention metrics through the lens of gender, ethnicity, veteran status, disability and other diverse segments.
  • Benchmark progress both within the financial services industry and outside of the industry.

In 2020, BOK Financial joined the CEO Action Pledge for Diversity and Inclusion, the largest CEO-driven business commitment to advancing diversity and inclusion in the workplace. The CEO pledge outlines actions signatory CEOs will take to cultivate an environment where all ideas are welcomed, and employees feel comfortable and empowered to have discussions about diversity and inclusion.

The company also became one of the first employers to take the Mayor’s Pay Equity Pledge, a voluntary employer-led initiative created in participation with the Mayor’s Commission on the Status of Women with a goal of closing the gender pay gap in Tulsa.

BOK Financial was recognized as a 2020 Top Inclusive Workplace by Mosaic, the Tulsa Regional Chamber’s diversity business council. This award recognizes the company’s strength in community outreach, CEO commitment, internal policy, diverse suppliers and diverse people.

In 2021, the company broadened our definition of diversity and inclusion to look beyond race, ethnicity, and gender to reflect the value of all diverse perspectives. Employees were invited to self-identify their sexual orientation.

In 2021, the company was recognized by DiversityInc® as one of the nation’s top 20 regional companies for diversity and inclusion. The DiversityInc survey is one of the most comprehensive data-driven D&I analyses of some of the largest U.S. employers. The rankings are based on company-submitted data in the areas of: leadership accountability, human capital diversity metrics, talent programs, workforce practices, supplier diversity and philanthropy.

Workforce Demographics

At BOK Financial, our goal is to foster a work environment where employees can be themselves, fit in and feel compelled to help others fit in. By fostering a collaborative culture that attracts diverse customers and employees allows us to grow and succeed together. We continually research, assess and measure our workforce demographics as we drive toward being representative of our communities

Pay Equity

BOK Financial’s commitment to pay equity is central to our comprehensive compensation practices and policies. We evaluate our workforce to ensure that employees performing similar work at the same level have equitable compensation opportunities. The company will begin performing an annual pay equity analysis in 2021 to monitor and manage pay equity across the company.

Our Commitment to ESG

For more than 100 years, we’ve focused on making sure that families and businesses have a trusted, secure source of financial expertise. We’ve been committed to making our communities a better place to live and work. And, we’ve been an employer that values diversity, promotes inclusion and fosters career growth for all of our team members.


Our ESG Commitment