54 learning programs to provide deeper learning and collaboration on key DE&I initiatives and topics . Increasing diverse representation throughout our workforce We work with multiple organizations that focus on racially and ethnically diverse communities, women, veterans, people with disabilities, and the LGBTQ community . Through a combination of direct recruiting and support of these partner organizations, we engage in a host of activities to educate, support, and attract diverse talent . In May 2021, Wells Fargo joined the OneTen Coalition to improve hiring, retention, upskilling, and advancement of Black and African American talent . We’ve supported military service members and veterans through initiatives to hire and retain veterans, and through foundation donations, financial health resources, and event sponsorship . Military talent programs include: • The Veteran Employment Transition Program: An internship program that provides veterans an opportunity to understand the responsibilities of a Wells Fargo employee . • Military apprenticeships: A structured experiential training program that results in skills certification for applicants who do not initially meet required qualifications for the non-apprentice equivalent role . • Boots to Banking: A hiring initiative to recruit military talent for high-volume positions we have identified as entry points . • Corporate Fellowship Program: In partnership with the U .S . Chamber of Commerce Foundation’s Hiring Our Heroes initiative, military personnel engage in a fellowship experience with the goal of achieving full-time employment . Compensation linked to DE&I initiatives Increasing executive accountability by linking DE&I outcomes to compensation is a critical part of our DE&I initiatives . We recently added a new DE&I executive performance objective for senior leaders that is directly connected to increasing gender, racial, and ethnic representation in our executive ranks . This is now part of year-end performance evaluations and consideration of individual performance for our CEO and each Operating Committee member . In 2020, as part of our culture expectations at work, we rolled out a DE&I performance objective for all employees . The objective champions DE&I with a specific focus on creating a safe and inclusive environment where differences are respected and we encourage diverse ideas that challenge our thinking, where we build relationships with colleagues and customers who are different than us, and where we help each other succeed . We added a focus to learn more about unconscious bias in 2021 . Oversight of our DE&I efforts The Board and its Human Resources Committee oversee our DE&I efforts and progress . The Human Resources Committee engages regularly on our DE&I initiatives and the full Board receives DE&I updates at its meetings . Our head of Diverse Segments, Representation and Inclusion (DSRI) reports to the CEO and is responsible for advancing Wells Fargo’s DE&I efforts in the marketplace and the workplace . The head of DSRI drives companywide diverse customer segments strategy, partnering with our line of business CEOs and diverse segment teams to deliver products and services designed to meet the needs of our diverse customer base . Performance trends can be found in the Wells Fargo ESG Goals and Performance Data (PDF) .