Some have formed alliances with women's MBA associations at major business schools in an effort to become acquainted with their pools of qualified female candidates. Some member firms have devoted significant time and resources to training their managers on how to recruit, interview and hire qualified female candidates. As part of some firms' recruiting efforts, securities firms have participated in community outreach programs, internships and internal programs designed to provide women and minorities with a head start in obtaining permanent employment positions in the securities industry. With respect to retention efforts, that is, programs designed to assure that a firm's culture encourages the advancement of women once at a firm, managers are encouraged to develop existing female employees to increase their skills and chances for success within the firm. At many firms, diversity programs are complemented by mentorship programs to assist new employees and junior professionals in their early career development.
Firms also develop internal programs that assist women to focus their careers and opportunities.
In addition, some securities firms have created their own women's networks that sponsor events such as career seminars and focused developmental training for women. Similarly, some firms hold seminars during Women's History Month, and others provide recognition training programs for women producers who meet specific goals. The Ms. Foundation's Take Our Daughters to Work Day, The YWCA Salute to Women Achievers, Catalyst, Girls Inc. of New York, New York Women's Foundation, the American Women's Development Corporation and scholarship programs for exceptional women college students. In short, each firm takes a different approach, recognizing that they are competing with one another to obtain and retain the best women candidates. Some securities firms augment diversity programs with affirmative action plans and specific goals.