Working here is rewarding.

Our firm trimester bonus program is flexible.

It’s driven by the profitability of our branch teams – expanding in strong markets and contracting in leaner times. While there is no guarantee our associates will get bonuses in every trimester, they can feel confident in their job security.

The Edward Jones retirement plan consists of two parts: profit sharing and 401(k).

• Profit sharing, while not guaranteed, is tied to the firm’s profitability, allowing the opportunity for larger contributions to your retirement savings in years of success.
  Historically, the contribution has averaged over 4% of an associate’s total compensation (including bonuses). You’re 100% vested on day one.
• The 401(k) gives you additional security for retirement.
  For some associates, the firm matches your pretax and Roth contributions dollar for dollar up to $500 a year. That’s 100% return on your investment.

When combined, the total contribution of both the profit sharing and the 401(k) match has averaged nearly 5% of the typical associate’s salary over the past 10 years – much higher than the most common employer match of just 3%.

We make a significant investment in subsidizing health and wellness benefits for associates, while also providing access to discounted services through our health plan vendors.

• Choice of two medical plans, two dental plans and vision insurance

To reduce risk for our associates, we moved home office associates at our headquarters locations to primarily work from home and temporarily restricted public access to our branch offices.

• Financial Advisors and Branch Office Administrators have the option to work from home (temporarily)
• A limited number of associates working at headquarters

Positive change starts from within our 50,000 colleagues across North America. In June 2020, we bolstered our promise to diversity, equity and inclusion by making a commitment to build a place of belonging for all and positively impact opportunities for people of color.

By also deeply committing to equitable hiring, training, promotional practices and policies, we can tailor programs, mentorship and dedicated support that meets colleagues where they are to help each of our associates succeed. To achieve our goals, we are actively driving to meet the following diverse representation aspirations by the end of 2025:

• 20% people of color and gender parity among leaders in the firm’s U.S. and Canada headquarters.
• 15% people of color and 40% women among U.S. and Canadian home office general partners.
• 15% people of color and 30% women among U.S. and Canadian financial advisors.

Shortly after our formal DEI efforts began in 2007, we launched our first affinity Business Resource Group (BRG), our Black/African American BRG. Over the last decade, we’ve increased to nearly a dozen BRGs which meet regularly to cultivate relationships, generate ideas and develop strategies to strengthen our inclusive workforce.

Following the successful firmwide expansion of our LGBTQ+ & Allies BRG, our other BRGs will continue to evolve to include not only home office associate volunteers, but also our financial advisors and branch office administrators from across the country. Our current BRGs include AdaptABILITIES, Asian American, Black/African American, Hispanic, Interfaith, LGBTQ+ & Allies, Military/Veterans, Remote Connections, Young Professionals and Women.

Explore how Edward Jones is Deeply Invested in our clients, colleagues and communities.

Our Diversity, Equity and Inclusion Conference is an annual opportunity to bring together hundreds of leaders from the home office and from regions across the U.S. and Canada to celebrate inclusive leadership, foster our place of belonging for all and strengthen our growth mindset at Edward Jones.

During the multi day event, DEI experts, firm leaders and peers engage in dialogue about the importance of being intentional about diversity and its critical role in business, meeting people where they are and determining daily actions that advance our relentless pursuit of equity.

At Edward Jones, we believe in the power of human relationships – relationships that are based on serving the needs of others. We can better serve our clients when we are actively listening to their goals and needs. Those same principles of sharing, thinking and learning is also how we strengthen our firm’s unity to be a place of belonging for all.

Inspired by our CEO Action pledge, Edward Jones invites its 50,000 associates to set aside time from their day-to-day work on (at least) one day and learn more about one another’s experiences – through virtual group discussions, panels, reflection tools and learning journeys centered on empathy, bias, allyship, resilience, inclusive leadership and race awareness.

To encourage ongoing understanding and empathy, we’ve extended this experience by telling our stories via Diversity, Equity and Inclusion blogs all year long. Read Our DEI Blogs

We received a score of 100% on the Human Rights Campaign Foundation’s 2022 Corporate Equality Index, the benchmarking survey and report that measures corporate policies and practices related to LGBTQ workplace equality.

“We firmly believe that all of our 50,000+ associates across North America should feel free to bring their whole selves to work. When we celebrate all dimensions of diversity, we become that much better at serving the needs of both our clients and our associates.”

–Kristin Johnson,
Chief Human Resources Officer

Positive change starts from within our 50,000 colleagues across North America, and 2020 showed us just how much good can be done when we partner together to accomplish significant things. As a force for good, by the end of 2025, Edward Jones is aspiring to:

• Achieve U.S. and Canada diverse representation goals by 2025: 20% people of color and gender parity among leaders in the firm’s U.S. and Canada home offices, 15% people of color and 40% women among U.S. and Canada home office general partners and 15% people of color and 30% women among U.S. and Canadian financial advisors.
• Raise $50 million over 10 years, the largest ever corporate commitment to support the Alzheimer’s Association mission to end Alzheimer’s disease.
• Educate an estimated one million adults and youth building economic inclusion and financial health by 2025 through the Edward Jones Financial Fitness program.

During our firm’s first 100 years, Edward Jones’ founders laid the groundwork for a legacy of sustainability. Now, on the crest of our second century, it’s up to us to continue to grow our impact in a new way.

As we embark on what we hope will be a standard-setting new framework for Environmental, Social and Governance (ESG), we will set an example for our clients, colleagues and communities by:

• Aligning actionable strategies and measures to United Nations Sustainable Development Goals (UN SDG) targets and sharing our progress in our 2022 report.
• Quantifying the effects that sustainability and UN SDG commitments will have.
• Measuring and reporting on impacts and outcomes, not just activities.

Our colleagues demonstrate time and again that when we bring together our collective resources, reach and resolve, we create amazing opportunities for individuals, families and communities to thrive.

By supporting good causes, we bolster their mission and ability to reach underserved stakeholders. Through our example of working side by side with community organizations, we unleash extraordinary human potential – inspiring future generations to invest in and support their communities and connect to their own purpose in a way that creates shared value.