LL: How important are diverse markets--particularly Hispanic markets for Northwestern Mutual and why?
JQ: The Hispanic market, as well as other multicultural markets, has always been important to Northwestern Mutual, despite being largely underserved by the financial services industry. Our goal-based approach to financial planning aligns well with a focus on family and the importance of education in the Latino community. From a talent perspective, our goal is to have an organization that represents the communities we live in and serve, and we see the Hispanic market as a key source for our growth in both our field and corporate office talent.
LL: How are you increasing the awareness of Hispanic and Latino-focused strategies inside and outside the Company?
JQ: We grow customer awareness through a two-tiered strategy that enables us to partner with key Hispanic organizations at the national level, then leverage their scope and membership across our key markets at a local level. Our local market strategy positions our financial representatives to better invest in the community, and deliver financial education and planning that empowers our clients to live their lives differently.
LL: What have been your most successful strategies to attract top Hispanic talent, specifically financial representatives?
JQ: There are three keys to successful recruiting: engaging the community at the local level, building strong relationships that extend beyond transactions, and having an attractive career value proposition. Additionally, we have a strong relationship with several universities that have strong Hispanic student populations. Our interns actually learn the business and cultivate clients so that when they graduate, they've already made inroads to their career.
LL: When and how did you start your relationship with Northwestern Mutual?
JQ: My relationship with Northwestern Mutual started when I purchased a disability insurance policy from my financial representative around 1997. Then in December 2015,1 was approached with an opportunity to become the Diversity and Inclusion Leadership Development Lead for the company.
LL: At the current moment, do you think there is a lack or a surplus of Latino manpower for high end leadership positions: Directors, V.P., C-Suite, SVP, etc?
JQ: There is definitely a surplus of Latinos in our corporate pipelines. A leadership pipeline is a...