DIVERSITY, EQUITY & INCLUSION POLICY

Mission Statement  

Elizabeth Park Capital Management (EPCM) is committed to building and sustaining an environment that encourages respect, diversity, collaboration, individual thought, inclusion, and community involvement.  We believe that the power of diversity, equity, and inclusion engenders a greater understanding of business and investment problems that leads to optimized solutions. In addition, we believe our culture and team are fundamental to our success.  

Steering Committee 

The EPCM DEI Steering Committee represents our ongoing commitment to ensure our policies and strategic initiatives are sustainable, representative, inclusive, and adequately reflect our DEI Mission.  We are committed to establishing and monitoring our performance and recommending new policies as our world evolves. 

The committee comprises a diverse group of 3-4 volunteer members from operations, investments, and marketing.  The group is committed to learning about current issues related to DEI, gathering input from our employees, employee education, setting goals, and reviewing progress. The committee meets quarterly.  

Education 

EPCM is a firm believer in an inclusive educational program for its employees and hiring interns to promote academic development in our community.  Employee continuing education is encouraged across job functions and is paid for by EPCM. In addition, EPCM hires women and minority interns to foster educational advancement and mentoring of youth.  Each intern is assigned a mentor/evaluator who actively provides opportunities for daily learning.  EPCM monitors the internship/mentor program success. 

EPCM actively supports organizations that promote educational opportunities for minorities.  

Human Resource Notables 

Comprehensive human resource management is vital to our DEI policy impact.  Therefore, our view is that DEI needs to be linked in many aspects of how we recruit, hire, promote, pay, and provide benefits to our employees.   

1. Recruitment & Hiring:  In addition to traditional recruitment channels, we utilize networks and industry trade organizations with expertise in identifying diverse applicants.  We work through various interview teams with standardized questions to remove bias and work hard to create inclusive job descriptions.  
2. Evaluations:  All employees are evaluated on a uniform evaluation cycle, and there are standard evaluation factors by job type.  We are transparent and communicative in our evaluation process.  In addition, we have a formal remediation protocol for underperformance. 
3. Employee Pay: Our organization provides equal pay ranges for the same job.  The job pay is statistically/experientially set using industry information.  
4. Benefits: Benefits packages are equal across all employees considering the needs of various groups, such as parental leave. 
5. Employee Protection Policies:  Equal Pay/Opportunity, Anti-discrimination/Harassment, Code of Ethics/Standards of Conduct, and Confidentiality/Whistleblower. 

Vendor Compliance 

As part of our vendor selection process, EPCM conducts major vendor compliance reviews before engaging with firms to ensure the vendor has a DEI policy in place that adequately aligns with our DEI mission.

EPCM BY THE NUMBERS 

84% - minority-owned (1 African American male) 

40% - 4 of 10 employees are a minority (3 African American males, 1 Asian female) 

50% - of new hires since launch were a minority (1 African American male, 1 White male) 

100% - of fund board members are a minority (1 African American male, 1 White female, 1 Black female) 

Partnerships   

Elizabeth Park appreciates the like efforts of our partner organizations in support of diversity and inclusion initiatives, and we are proud to highlight that 100% of our primary service providers employ policies committed to these principles.  In addition, we have proactively partnered with the following organizations: 

• National Association of Investment Companies (NAIC), which support diverse-owned firms in the industry through education, advocacy, and other programs. 
• National Association of Securities Professionals (NASP), an organization that helps Blacks, ethnic minorities, and women achieve inclusion in the financial services industry.   
• We are a certified member of the Ohio Minority Supplier Development Council (an affiliate of the National Minority Supplier Development Council (NMSDC)) whose purpose is to grow and foster relationships between minority business enterprises, corporations, and government entities. 
• We are an annual contributor to Sponsors for Educational Opportunity (SEO), an organization that seeks to help the underserved achieve through education, mentorship, and networks.  
• We are frequent participants on panels and events that promote, educate, and help to fund diversity initiatives. 
• We maintain several minority-owned investment companies on our approved broker list for trading and research.    

Culture and Community

At Elizabeth Park, diversity, equity and inclusion are our culture, starting with leadership and embraced by a diverse team of highly experienced professionals.  We believe in giving back to our community, supporting a work/life balance that emphasizes the importance of family, and creating a workplace characterized by camaraderie, teamwork, and individual respect.  We are parents, mentors, coaches, board members, philanthropists, and volunteers.  Through our internship program and community affiliations, we enjoy teaching students, supporting the underserved, and advising young entrepreneurs from all aspects of society.   

14 – number of different organizations with direct D&I causes supported by the firm/employees 

3 – number of minority-owned firms supported, advised, or mentored by employees  

4 – number of board positions held by employees that directly promote diversity and inclusion initiatives 

7 – number of employees that volunteer time with organizations that reach diverse communities.

Statement from our founder and President, Fred Cummings 

“Diversity and Inclusion are fundamental to our culture and mission.”      

Steering Committee Role and Responsibilities  

The EPCM DEI Steering Committee represents our ongoing commitment to ensure our policies and strategic initiatives are sustainable, representative, inclusive, and adequately reflect our DEI Mission.  We are committed to establishing and monitoring our performance and recommending new policies as our world evolves. 

The committee comprises a diverse group of 3-4 volunteer members from operations, investments, and marketing.  The group is committed to learning about current issues related to DEI, gathering input from our employees, employee education, setting goals, and reviewing progress.  This committee meets quarterly. 

The Steering Committee head will facilitate the quarterly meetings and provide industry insights to the Committee.  This person will be the primary contact to gather employee feedback, educate and provide committee updates to the broader workforce as well as organize corporate-related functions.