Diversity, Equity and Inclusion

"Our DEI work is about each and every one of us considering what it feels like to be in other people’s shoes and asking: Is everyone comfortable working in the Brown Advisory environment? Is everyone treated fairly and with respect? How can I help?"


Investing in Human Capital

Investing in DEI is the right thing to do. And we know that bringing diverse experiences, backgrounds and thinking is essential to serving our clients and fulfilling our mission to make a material and positive difference in their lives.

Simply put, we cannot provide the first-rate performance, advice, and service that our clients deserve without a long-term commitment to investing in our colleagues. A critical piece of this investment is our belief in diversity, equity and inclusion—in creating an environment that supports our colleagues in being their “true” selves, in contributing at the highest level, and in reaching their potential.

Our Diversity, Equity and Inclusion Pillars

Alice Paik, Chief Strategic Advisory Officer.

We cannot be an innovative firm without a pronounced dedication to and investment in diversity, equity and inclusion.

  • The Principal and Partner promotion process considers a candidate’s leadership in DEI.
  • All of our business areas incorporate DEI commitments into their strategic plans.
  • Our group heads' annual goals include DEI objectives, to which their compensation is tied.
  • With term limits and a focus on recruiting women and people of color, we are intentional about the diversity of Brown Advisory's board of directors.
  • For the fourth year in a row, we earned a perfect score of 100 on the Human Rights Campaign's Corporate Equality Index, the U.S. benchmark for corporate policies and practices to support LGBTQ+ colleagues.
  • We allocate a portion of our charitable giving to organizations that address social injustice and racial inequity. These organizations provide support and services to underrepresented and economically disadvantaged groups, work to dismantle systemic barriers to racial equity, and build deliberate systems to achieve and sustain racial equity.

John Mai, Technical Help Desk Senior Manager, Tiffany Ernest, Director of Infrastructure, and Isaac Land, Desktop Support & Site Installation Support Analyst.

We must be extremely intentional about our recruiting and retention strategies. We source diverse candidates through Colleague Resource Group networks, relationships with HBCUs, mentoring programs, and academic and professional organizations for underrepresented minorities.

  • Our mentoring programs and pairings are dedicated to ensuring the success of our URM colleagues and advocating for their growth and development.
  • We recently added Mia Contreras, Senior DEI Talent Acquisition Advisor, to our recruiting team as we continue to search for exceptional colleagues and strive to be the employer of choice for candidates, including those from underrepresented groups.

Rebecka Markland, Sustainable Investing Business Intelligence Specialist, Angelina Choi, Portfolio Analyst, and Colin Chandler, Portfolio Analyst.

Through periodic surveys, focus groups and audits, we obtain data that help direct our DEI strategies—and provide quantitative measures to accompany our objective to continually consider what it feels like to be in someone else’s shoes.

  • We monitor hiring, retention, and promotions through a DEI lens to maintain our focus on building a diverse and inclusive community.
  • We conduct anonymous biannual surveys to hear directly from colleagues and to understand how the firm can help them be successful.
  • Comprehensive pay equity audits are conducted biannually to ensure equitable compensation for all colleagues.
colleagues outside

David Hodnett, Director of Diversity, Equity and Inclusion, Jordan Wruble, Head of the Investment Solutions Group, Brigid Peterson, Head of Endowments & Foundations Business, John Mai, Technical Help Desk Senior Manager, and Ashley Webb, Business Analyst.

We place enormous value on curiosity and continuous learning. To live up to our responsibilities to our colleagues as well as to members of our communities, we must strive to understand and reflect on our respective experiences.

  • Our “conversations on race” help to ignite dialogue on our shared racial history in the U.S. and beyond.
  • Cultural and heritage celebrations invite us to learn about each other and share meaningful traditions.
  • Colleague Resource Groups host book clubs that use the power of books to build community and create opportunities to share diverse perspectives.

Colleague Resource Group Leaders

Colleague Resource Group Leaders

Colleague Resource Groups

Our voluntary, colleague-led Colleague Resource Groups support our DEI pillars by providing safe spaces for community, connection and shared learning. They are open to all colleagues and seek to foster dialogue and mutual understanding. Our seven CRGs support colleagues and allies who identify as:

  • Asian and Pacific Islander
  • Black and African American
  • Hispanic and Latinx
  • LGBTQ+
  • Military and First Responders
  • Parents and Caregivers
  • Women

Our work to create an environment of genuine belonging—where our colleagues feel supported in realizing their full potential and our clients receive the highest level of performance, advice, and service—will be a process of continual growth. In that respect, we want to hear your feedback, questions, concerns and ideas.

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Join Our Team

Without a doubt, our most valuable asset is our people. Our colleagues think, create and perform to deliver a differentiated and successful experience for our clients. Join one of our growing teams and help us raise the future.
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Community and Impact

Creating impact—real impact—for the communities in which we live and work has been an essential part of Brown Advisory’s DNA since our beginnings.

Get in touch

Locate the Brown Advisory office closest to you, or reach out to a member of our team.

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