Jump to Content
ABA: The American Bankers Association

Naomi Mercer

Senior Vice President, Diversity, Equity & Inclusion

Naomi Mercer
As ABA’s Diversity, Equity & Inclusion lead within the Office of Member Engagement, Naomi is responsible for providing guidance and thought leadership, developing resources and tools, and helping our member banks with their diversity, equity, and inclusion programs. Naomi came to ABA after she transitioned from a military career where she served as an assistant professor in the department of English and philosophy at the United States Military Academy, and in the Pentagon running the Army’s gender integration and religious accommodation programs. Her educational background includes a doctorate in literary studies with a minor in gender and women’s studies from the University of Wisconsin- Madison and an Executive Certificate in Strategic Diversity and Inclusion Management from Georgetown University’s Institute for Transformational Leadership. She is the author of the academic monograph, Toward Utopia (2015).
  • Guide
    COVID-19 Vaccines: Addressing Distrust

    January 06, 2021

    Employers who are committed to fostering diverse, equitable and inclusive workforces should be sensitive to these concerns and prepared to respond with empathy and understanding.

  • Guide
    Exploring Diversity: Economic Class

    April 06, 2020

    While it may be difficult to separate economic class from other social factors, such as race or immigrant status, classism results when employees or customers are not treated, or perceive that they are not treated, in the same ways as others from more prosperous financial backgrounds.

  • Guide
    DEI: What Does It Mean?

    April 06, 2020

    Diversity, equity and inclusion have distinct meanings associated with different practices. This paper examines how ABA defines the terms and how each piece is interconnected.

  • Guide
    Exploring Diversity: Parenthood and Caregiving

    March 23, 2020

    Creating an organizational culture that values family, in all of its facets, is not only a must to attract and retain talent in the banking industry, but also for banks’ reputations in their communities. Parents and caregivers contribute massive amounts of unpaid labor to society in addition to their “day” jobs. Banks can help them succeed at both.

  • Guide
    Exploring Diversity: Navigating the LGBTQ+ Landscape

    January 06, 2020

    In general, inclusive policies that support LGBTQ+ employees are beneficial for all employees in the workplace. In competitive environments for talent, having an LGBTQ+ friendly bank is good business practice and enhances the bank’s reputation as welcoming for everyone.

  • Guide
    Exploring Diversity: Veterans and Military Service

    December 09, 2019

    Veterans are dedicated employees that already have highly desirable soft skills. They bring not only those skills to banking but also the integrity that they lived and breathed while serving in the military.

  • Guide
    Exploring Diversity: Is Your Bank Accessible to Everyone?

    November 25, 2019

    The largest underrepresented population in the United States, and the one that many of us will eventually join as we age, is people with disabilities or impairments. People live with a variety of disabilities and impairments and bankers should be aware of some of the challenges in order to foster a welcoming and inclusive environment for both employees and customers.

  • Guide
    Exploring Diversity: Religious Affiliation

    November 12, 2019

    Accommodating religious practices has minimal cost, but can generate a lot of good will in the community and among employees who feel supported in their observance and respected in their religious identity.

  • Guide
    Exploring Diversity: Age and Generational Differences

    October 28, 2019

    When it comes to the ages of employees, a range of ages and generations is more likely to provide diverse perspectives and enhance the performance and ingenuity of their team. However, bankers should understand the generational differences and expectations that their employees bring to the work place in order to build inclusive teams for all ages and should understand the expectations of their customers of all ages.

  • Guide
    Diversity: Beyond the Visible

    September 20, 2019

    Perhaps one of the biggest barriers to increasing diversity in the workplace is locking ourselves into the idea that diversity is only about the factors we can immediately visually recognize. In most cases, this means gender and race or ethnicity; less frequently, a visible disabling condition. Diversity, and what it means, is so much more expansive than merely the factors of identity that we can see and that our brains immediately process and categorize.

ABA Speakers Bureau

A free member benefit, the ABA Speakers Bureau provides a diverse slate of expertise on important topics, and may be available to speak to your state association, leadership team, board of directors and more.