51 Launch a “returnship” program focused on diverse talent who have been out of the workforce for an extended period to support their return to the industry We launched our inaugural Glide — Relaunch program , a 10-week “returnship program” that aims to bring talented professionals with at least seven years of experience back into the workforce after taking a voluntary career break of at least two years . Create a formal development program for high-potential employees to build a more diverse and inclusive talent pipeline We launched a sponsorship program for diverse leaders across the company . This program has two components: A companywide program for senior leaders from underrepresented groups, and programs within each of our lines of business to mentor and sponsor talent across different levels within the business . Expand the reach of early talent program recruiting by increasing our participation with Hispanic-serving institutions (HSIs), and historically Black colleges and universities (HBCUs), through visits and in-house diversity events We’re continuing to focus on early talent recruitment by working with HBCUs, HSIs, and other national partners to identify talent and build engagement through our University Programs team . We’ve almost tripled our talent sourcing, programming, and sponsorship investment in 2021 from what we spent in 2020 . As part of that investment, we have built programs that directly support HBCU and HSI students, such as our recently launched Senior Leader Speaker Series, a program designed to support students’ continued development via conversations with leaders across the enterprise . We have also created a Virtual Mentorship Series, which is designed to keep undergraduate students connected to the Wells Fargo University Programs recruiting process as well as offer professional and networking opportunities . Update on our Operating Committee member DE&I expectations Increase diverse representation at all levels in their area Operating Committee members strive to fulfill their commitments to increase diverse representation at all levels . We’ve established a dedicated, diversity-focused talent review twice a year for each line of business and function . These reviews include detailed assessments of the strengths and development areas, career plans, and senior leader support for high-potential leaders from underrepresented groups .