53 Build internal and external diverse leadership pipelines In addition to partnering with HBCUs, HSIs, and other national partners, Operating Committee members are also hosting annual internal recruiting events designed to increase diversity in our internal pipeline of high- potential talent by offering internships and full-time opportunities for graduating seniors . They also engage in line-of-business specific forums intended to expand diversity in our pipeline of specialized talent . In June 2020, our CEO made additional commitments to increase Black and African American employee representation at all levels of the company . Increase diversity in senior management We recognize the importance of diverse succession plans for senior- level positions in the organization, and we’re working to position diverse employees to take on those roles . This includes providing executive-level and other mentoring programs and resources to support employee development, and implementing a talent review process aimed at development of diverse employees to achieve increased representation . In June 2020, we committed to increasing Black and African American leadership in our executive ranks . Our CEO personally committed to adding diverse representation — specifically Black leadership — to our Operating Committee . We continue to work to increase diverse representation in our senior leadership teams . New and expanded diversity role reporting to the CEO We hired a head of Diverse Segments, Representation and Inclusion, who reports to our CEO and is a member of the Operating Committee . Hold education sessions Our Operating Committee members continue to have highly productive, ongoing dialogue and working sessions with senior Black and African American leaders, and launched a similar initiative with our Hispanic and Latino leaders . They’ve also started to engage executives from other underrepresented groups, including Asian American and Pacific Islander leaders, to participate in similar executive forums . This level of engagement will continue throughout 2021 . We have multiple new DE&I initiatives underway that were based on recommendations made by Black and African American and Hispanic/Latino leaders as part of these regular sessions . These DE&I initiatives have been enhanced and prioritized with additional input from subsequent diverse executive forums . Expand DE&I training We’ll require managers to participate in a live and interactive training program that includes learning more about inclusive behaviors, mitigating unconscious bias, and anti-racism . Our Operating Committee members attended new, live, and immersive inclusion training . The content from this new program will be rolled out to senior leaders across the company and a version of the training will be rolled out to all managers during 2021 . In addition to inclusion manager training, we also made unconscious bias training a requirement for all managers in 2021 . Our DE&I curriculum provides the learning tools necessary to establish a core and common approach to DE&I . We encourage all employees and managers to complete training on unconscious bias, understanding and appreciating differences, and leading inclusively . We also offer experiential Performance trends can be found in the Wells Fargo ESG Goals and Performance Data (PDF) .