Bank of America Merrill Lynch

A great place to work
At Bank of America Merrill Lynch, we’re committed to recruiting, developing and retaining top diverse talent from around the world. Join us, and you’ll join a team that is well-recognised for developing industry-leading technology, products and services. Together, we are creating a company that people want to work at, invest in and do business with.

About Bank of America Merrill Lynch

With a presence in Europe, the Middle East and Africa for more than 90 years and offices in 21 countries, we combine local knowledge and global expertise to offer products and services to Global Corporate and Investment Banking, and Global Markets clients.

We know that being a diverse and inclusive company makes us stronger. It is through our diversity that we bring our clients across the world different perspectives and experiences, helping us better serve their unique needs. We’re focused on having an inclusive workplace where all employees can be themselves, achieve personal success and contribute to the responsible growth of our company.

We are guided by a common purpose to help make financial lives better and we deliver on this through a strategy of responsible growth and a focus on environmental, social and governance (ESG) leadership. Through our ESG efforts, we are driving growth — investing in the success of our employees, helping to create jobs, develop communities, foster economic mobility and address some of society’s biggest challenges — while managing risk and providing a return to our stakeholders.

Diversity is core to who we are and how we operate — it is part of our DNA. Through our Employee Networks we bring together like-minded individuals, offering opportunities to network, develop and volunteer. Many members serve in leadership roles and lead initiatives that support recruitment, client development and community partnerships.

Disability Advocacy Network (DAN)

DAN supports employees with a disability — as well as those who have family, friends or clients affected by a disability.

Inter-Generational Employee Network (iGEN)

iGEN connects all generations — from Millennials to Baby Boomers — deepening appreciation for the positive impact bringing different generations together can have on the company.

Leadership, Education, Advocacy and Development (LEAD)

LEAD provides access to advice, coaching and professional interactions that help attract, develop, advance and retain women at all levels of our company. We have a long heritage of supporting women’s economic empowerment and leadership, both within our own organisation and through external partnerships. One illustration of our commitment is our signing of the Women in Finance Charter which reinforces our position as a global leader in striving for gender equality.

Women in finance Charter
The Women in Finance Charter: Pledging our commitment to gender equality

Lesbian, Gay, Bisexual and Transgender (LGBT) Pride

Through LGBT Pride, LGBT colleagues and visible allies help to create an inclusive environment where differences are valued and respected, and where employees are encouraged to bring their whole self to work, and reach their full potential.

Military Network (MilNet)

MilNet brings together ex-service personnel, and friends and family who support the diverse military population, by assisting charities and support groups.

Multicultural Leadership Network (MLN)

MLN supports the rich diversity of backgrounds we have in our company, and strives to engage with promising young students from under-served populations through a variety of external partnerships.

Parents and Carers Network (PCN)

PCN brings together and provides a supportive community for employees with caring responsibilities for children, other family members and loved ones.

Case Study:

Lata Ravle, Chester

Having worked in financial services for close to 10 years – originally in India as a chartered accountant, and then at a London-based hedge fund – I decided to take a maternity break.

I had intended on taking just two years, but that quickly turned into eight. When my child started school and became slightly more independent, I decided to return to work. Though my life had been anything but quiet raising my son, I missed the challenges of work and delivering on tight deadlines.

Given the pace at which financial services are evolving, the eight year gap on my CV filled me with trepidation. I somewhat consoled myself that during my time at home, I had written a few papers as part of my ACCA qualification and had also completed Level 1 of a CISI qualification.

My husband told me about the various returnship programmes that banks run. So I joined the Women Returners network and it was there that I read an article about Bank of America Merrill Lynch’s Returning Talent programme which was about to take place in Chester for the first time. I applied and a few weeks later, joined their two day conference.

Not only did the bank’s programme introduce me to other men and women who’d taken a career break, it also helped to highlight the strong areas of my CV – importantly, it gave me a boost of confidence. I can do this, I thought! The saying, ‘Winners never quit and quitters never win’ kept me going.

I was fortunate to find a suitable role at the bank, and am now working as a senior operations analyst in their Chester-based EMEA Risk and Control team. The work is interesting and every day presents new challenges and learning opportunities. I am thoroughly enjoying the role, and being back in an environment where I get the full support of my manager and colleagues. An added bonus is that my hours are flexible so that helps me maintain a healthy work-life balance.

I feel a sense of pride and achievement in what I’ve already accomplished. My advice to others is that it is never too late to progress your career, and I would encourage people to consider returning talent programmes if they need that little push to pursue their goals and dreams.

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