Aug 26, 2026 · 35 min · 16 segments
In this episode of The Remarkable Credit Union, I sit down with Cindy Shogre Raymer, VP and Director of Community Development at Greylock Federal Credit Union. We explore the crucial differences…
Especially, it seems like you're breaking down some traditional silos on your team and bringing people who might typically be in other departments because, gosh, it's all related.
I want to circle back to the story you shared at the beginning of the podcast, Carola.
I was in the audience at a session, and I remember Cindy raising her hand and and talking a little bit about the DEI efforts that they are leading at Greylock.
But what really struck me is that you termed this actually IDEA, which stands for Inclusion, Diversity, Equity, and Accessibility.
So I'd love to hear a little bit more about what inspired this journey and what is your guiding vision?
So we are the face of financial inclusion in the communities that we serve, and the values are care, educate, and inspire.
So that is what we go by, that is our edict, and we make sure it's rippled.
I'd like to quote my CEO because this really kind of captures it and it really goes from, you know, top down to, you know, our very entry-level folks.
And he has stated that talent and work ethic are inherent across race, gender, and zip code.
Access to credit, access to influence, access to wealth are all heavily influenced by policy and mediated by systems designed to exclude.
Knowing where we have been historically helps to guide where we might go together.
So when you embrace those words and you see the power, you don't have to give it a buzzword.
You just have to be inclusive, do what's right, have your community represented at the table, and it's amazing what you can achieve.
values and vision to really hang on to and we've got to remind ourself of this so we keep that front and foremost in our hiring and our product development and our training.
Before DEI became such a charged term, it had already become a bit of a buzzword.
A lot of companies were talking about DEI, but their efforts were oftentimes a bit surface level.
And from what I heard from you at the Inclusive Conference, that does not seem to be the case at Greylock.
Especially, it seems like you're breaking down some traditional silos on your team and bringing people who might typically be in other departments because, gosh, it's all related.
I want to circle back to the story you shared at the beginning of the podcast, Carola.
I was in the audience at a session, and I remember Cindy raising her hand and and talking a little bit about the DEI efforts that they are leading at Greylock.
But what really struck me is that you termed this actually IDEA, which stands for Inclusion, Diversity, Equity, and Accessibility.
So I'd love to hear a little bit more about what inspired this journey and what is your guiding vision?
So we are the face of financial inclusion in the communities that we serve, and the values are care, educate, and inspire.
So that is what we go by, that is our edict, and we make sure it's rippled.
I'd like to quote my CEO because this really kind of captures it and it really goes from, you know, top down to, you know, our very entry-level folks.
And he has stated that talent and work ethic are inherent across race, gender, and zip code.
Access to credit, access to influence, access to wealth are all heavily influenced by policy and mediated by systems designed to exclude.
Knowing where we have been historically helps to guide where we might go together.
So when you embrace those words and you see the power, you don't have to give it a buzzword.
You just have to be inclusive, do what's right, have your community represented at the table, and it's amazing what you can achieve.
values and vision to really hang on to and we've got to remind ourself of this so we keep that front and foremost in our hiring and our product development and our training.
Before DEI became such a charged term, it had already become a bit of a buzzword.
A lot of companies were talking about DEI, but their efforts were oftentimes a bit surface level.
And from what I heard from you at the Inclusive Conference, that does not seem to be the case at Greylock.
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