Diversity & Inclusion

Diversity & Inclusion is a core business driver critical to retaining our competitive advantage. We are dedicated to creating a culture of inclusion where all employees have the opportunity to achieve their full potential. This enriches our workplace, aligns with our values, allows us to attract and retain top talent, and supports RBC’s purpose of helping clients thrive and communities prosper.

Diversity & Inclusion isn’t just a value at RBC; it is a driver of better outcomes for our clients and a stronger, more engaged culture for our employees. It is important that we continue to focus on recruiting, retaining and advancing a diverse employee base – ensuring our team reflects the global clients we serve is a clear competitive advantage and helps foster perspectives that challenge conventional approaches to conducting business.

Doug McGregor
Group Head, RBC Capital Markets and RBC Investor & Treasury Services
Chairman and CEO, RBC Capital Markets


Diversity Leadership Councils (DLCs)

The Diversity Leadership Councils (“DLCs”) across all of our regions are committed to embedding Diversity and Inclusion in the DNA of RBC Capital Markets. They are cross-platform senior management forums charged with establishing our strategy and focus. DLCs determine key goals and ensure specific initiatives are implemented to address the needs of Capital Markets employees, clients and communities in which we operate.


Career Development

Diversity and inclusion is engrained in every aspect of the RBC Capital Markets recruitment process beginning with how we attract and proactively search for talent to when we onboard our new employees and ensure they have the tools to be successful. An inclusive workplace, which includes recruiting and developing persons with disabilities, veterans, women, minorities and LGBT+ individuals, is a commitment we take seriously as we strive to accelerate full inclusion.

Employee Resource Groups

Our Employee Resource Groups (ERGs) bring employees together and provide a resource to help them develop both personally and professionally. We find that they are a great vehicle for creating a more inclusive, cohesive culture and for connecting with other colleagues, clients and the community.


RWomen is an employee-led resource group dedicated to fostering women’s development and career aspirations and providing networking opportunities within the firm. The global program is built upon one of RBC’s core values of supporting diversity, and is part of the firm’s commitment to cultivating an environment in which employees have opportunities to grow, succeed, and achieve their full potential.


PRIDE serves as a forum for LGBT+ employees and supporters to: educate and raise awareness, engage and retain top talent, support CSR efforts, and help broaden client opportunities. It helps build a culture of inclusion to empower everyone to bring their full self to work.


The mission of RFuture is to engage a diverse community dedicated to the professional development, enrichment and connection of the next generation of leaders at RBC. It aims to engage participants in discussions and initiatives that matter to them, encourage inter-generational dialogue, and empower employees by encouraging investment in development, new idea generation and feedback.


RBC NextGen is a movement to enable RBC employees in their 20s and 30s to build connections with peers and leaders while creating positive impact within RBC and in the community.


MOSAIC's mission is to help foster an inclusive culture by enabling the success of visible minorities, non-visible minorities and newcomers to Canada within RBC. The ERG provides peer support through networking, mentoring and coaching; promotes education and awareness; and supports employee engagement and retention.


Multicultural Employee Alliance (MEA)’s mission focuses on recognizing, embracing, and promoting the multicultural backgrounds, interests, and experiences of RBC employees, thereby creating a diverse and highly inclusive work environment. This group concentrates on education, awareness and diversity thought leadership, employee professional development and networking, recruitment and retention, client engagement, corporate and community citizenship.


The Veterans Engagement and Troop Support (VETS) group strives to raise the profile of RBC as an organization that honors, values and supports former military personnel and employees currently serving in either the Reserves or the National Guard internally at RBC as well as current military personnel, veterans and their families.


i-CARE is an employee-led action group to champion the needs of working caregivers and parents across RBC. It is a group where you can be yourself, network with colleagues, share ideas, and build long lasting relationships. i-CARE is run by employees, for employees, shaped by employees.


REACH's mission is to eliminate the stereotypes and stigma associated with people with disabilities and to drive engagement and performance through awareness, education, coaching and accommodation. The ERG aims to support and enable employees to fully contribute and reach their full potential in the workplace.

Royal Eagles

The Royal Eagles is made up of both Aboriginal and non-Aboriginal employees who work together to create awareness and support for Aboriginal culture throughout RBC. Royal Eagles provides a support system for all RBC employees and acts as a liaison between the bank, its employees, and the Aboriginal community.

Supplier Diversity



To demonstrate a leadership position in Supplier Diversity by influencing our suppliers, our corporate peers and stakeholder groups – in order to advance the program in major regions.



Educate our suppliers, business partners, clients and community about Supplier Diversity which will help clients thrive and communities prosper.



To offer equal opportunity to suppliers and gain competitive advantage through inclusion of diverse suppliers and partners.

RBC Diversity Portal

Learn More