The African American Credit Union Coalition is teaming up with the Louisiana Credit Union League to bring talent development and financial advisory services to member institutions in need across the state.
Both groups aim to use their combined resources to promote employment at a credit union as "not just a job, but a career," as well as "not just something that's only happening in Louisiana, but truly being a part of the credit union movement across the nation," said Anthony Ware II, director of legislative advocacy for the LCUL.
One such tool is the Cross‐Cultural Exchange program, which pairs an applicant early in their career with a seasoned mentor who provides one-on-one sessions and a structured curriculum that outlines employment opportunities and promotes networking.
Interested organizations can additionally participate in the Diversity, Equity and Inclusion Leadership Academy for Financial Professionals, the Rosemary Brinkley C‐Level Leadership Development program and two board-level training campaigns tailored to those interested in director roles within and outside of the credit union industry.
"Exposure to other opportunities is key; I can't be something that I've never seen or even knew existed. … So not only being able to hear that things exist, but being able to show them, is really going to move us forward as a state," Ware said.
The issue of boutique credit unions struggling with training staff is not a new one, but has grown in importance among employees.
Some leaders throughout the credit union industry were inspired to build their own programs, including the founders of the
Denise Huginnie, senior advisor for the AACUC, explained how furthering causes for inclusion reflects similar shifts in demographics across the U.S.
"In terms of our own talent pipelines, we've got to be able to bring in people from colleges and help them understand that this is a career path, it's an alternative to traditional banks and that we're very much people and impact focused," Huginnie said.
The banking world is rapidly changing, quicker than most school curriculums can keep up with beyond basic concepts, leaving progressive credit unions to fill the gaps through internal programs and initiatives, Huginnie said.
"The problem is smaller credit unions don't have the resources for professional development, so what we've got to be able to do is make it affordable and accessible for them to do that," Huginnie said.
The AACUC and LCUL leaders began exploring the prospect of partnering shortly after
Both the AACUC and the LCUL have begun meeting with organizations to schedule advisory and program participation, with sessions slated to begin in the first quarter of 2024.
The Credit Union National Association emphasized that beyond the educational and fiscal benefits afforded to institutions that engage with trade groups and other leagues, being attuned to the latest legislative changes is crucial for success.
"Our job at the associational level isn't to advocate for stasis, it's to revolutionize the credit union operating environment through advocacy so that credit unions can do more and continue to evolve," said Tom Sakash, manager of small credit union initiatives for CUNA.
But the industry is still seeing an
"As we think about career maturation, the journey necessitates continuous growth and development. … Organizations that invest in their employees by providing tools and resources, benefit by improved performance, better decision making and improved innovation and creativity," said Emma Hayes, chief learning and experience officer for the $49.6 billion-asset State Employees' Credit Union in Raleigh, North Carolina.
