Value investing redefined

The Oakmark family of mutual funds is an extension of Harris Associates’ value-focused approach to investing. For more about our selection of funds, visit

The Oakmark Funds

111 South Wacker Drive, Suite 4600
Chicago, Illinois 60606
1-800-OAKMARK (625-6275)

Diversity, Equity & Inclusion At Harris

Our Vision
Harris Associates is committed to bringing together individuals whose diverse backgrounds, opinions and perspectives maximize our expertise in finding value and delivering an excellent client experience. Inclusion is embedded in our culture of collaboration, curiosity and openness.

Diversity, Equity & Inclusion Council
The Diversity, Equity & Inclusion (DEI) Council was established in January 2019 and is responsible for identifying opportunities to develop, promote and integrate DEI principles throughout the organization. The Council, chaired by the firm’s president, is composed of a diverse group of employees who all share a commitment to and passion for DEI. New members are periodically selected through a formal application process, which is open to all employees.

Chris Keller portrait

People are the lifeblood of our organization, and principles of respect, teamwork and open debate have permeated our firm culture since its inception in 1976. With those tenets in mind, the DEI Council helps Harris be a stimulating, inclusive and diverse place to work.

Chris Keller, President and DEI Council Chair


Harris Associates’ most valuable asset is its people—and the firm’s continued success is dependent on accessing the best individuals in the marketplace. The firm’s talent acquisition strategy illustrates our commitment to increasing diversity and fostering an inclusive workplace, which positively impacts the value provided to clients.

Catalyst is a sponsorship program designed to improve senior-level gender diversity by retaining and cultivating the firm’s existing pipeline of high-performing female talent. Catalyst pairs women at the vice president level and above with a partner of the firm outside of their business line to build a long-term sponsorship relationship. The sponsor’s role is to advocate for the sponsee’s advancement, connect the sponsee to career development opportunities, publicly endorse the sponsee, and provide further exposure to firm initiatives.

Each year, the firm partners with an external vendor to perform compensation benchmarking. In addition, the firm performs an annual pay equity review, which analyzes employee compensation to ensure that pay disparities do not exist based on gender, race, age or other protected characteristics.

The DEI Council invites employees to build employee resource groups (ERGs) to foster inclusive communities around shared identities or experiences. ERGs develop goals and strategies independently and can use a variety of methods to cultivate advocacy, community, inclusion, education and cultural competency.

There are currently two ERGs:

  • Harris Women’s Network
  • Jewish Employee Resource Group

The firm looks forward to more grassroots ERGs coming together to strengthen its inclusive culture.

Embedding DEI within the Harris Associates’ learning and development processes allows us to better support our newest hires, provide greater transparency to learning opportunities and available career paths, and increase overall awareness for those who are continuously developing leadership and managerial skills. Some examples include:

  • Customized Internal Courses
  • LinkedIn® Online Course Library
  • Harris Mentoring Program
  • Individual Development Plans

Harris Associates encourages employees to participate in volunteer activities. The Days of Service broaden employees’ volunteer offerings with the following quarterly outings:

  • Mercy Home (Q1): Youth Tutoring and Job Skills Seminar
  • Habitat for Humanity (Q2): New Construction or Remodel Build Site
  • Lincoln Park Zoo (Q3): Gardening at the Zoo and Nature Boardwalk
  • Greater Chicago Food Depository (Q4): Food Repack Session

Employees are further incentivized to participate with paid volunteer time off (VTO).

Two women in a meeting.

Setting a foundation by defining DEI

Diversity is the amalgamation of qualities that makes every individual unique: characteristics, experiences, cultures, perspectives and cognitive approaches.

Equity is ensuring that policies and processes are impartial and fair and provide just outcomes that acknowledge and respect every employee’s unique individual needs and goals.

Inclusion is fostering an environment where each individual feels welcomed, respected, valued, supported and encouraged to bring their authentic self to work.

Inclusive Culture

As Harris Associates works to increase diversity, the firm’s inclusive culture is essential to enable employees to provide their unique perspectives and collaborate to drive better decision-making and deliver an excellent client experience.

Core Competencies

Inclusion is one of seven core competencies considered during the performance management process. Expectations for all core competencies increase as employees progress in their careers.

Employee Experience Group

The Employee Experience Group (EEG) is an employee-led team that advises executive leadership and works closely with senior management to provide input into the firm’s engagement efforts. Members are committed to identifying, recommending and implementing improvements to the firm’s culture.

DEI Council Observations Program

Harris Associates’ annual observations and celebrations create awareness and offer education to recognize diverse groups within the firm.

Two men working and in discussions at a desk.

Interested in joining us?

We invite you to explore our open positions. If you don’t see one that fits your skills and interests, join our talent community through the Discover Your Potential section. By registering, you’ll receive notifications when opportunities that match your background and career goals become available.

Please contact Human Resources if you need assistance.