FirstBank’s Commitment to Inclusivity
When it comes to preserving inclusivity amid times of adversity, Molly Brightside said that FirstBank doesn’t take a step back. Instead, it takes two steps forward.
She would know. For the past two years, Brightside has led the company’s efforts to foster inclusion. But her career journey at FirstBank began much earlier than that. In 2012, she joined the company as a bank teller before taking on various other roles over the years, such as senior new account representative and assistant branch manager.
All of these experiences unexpectedly brought Brightside to the position she holds today, one she considers more life-changing than she ever could have imagined.
“Bringing people together to build belonging — this is where I have found my joy and my ‘why,’” she said. “I didn’t know this role was going to impact me in such a way that I would grow into a better, more understanding version of myself. For that I’m truly grateful and very lucky.”
Day to day, Brightside helps lead FirstBank’s diversity, equity and inclusion (DEI) work and assists with managing its related programming. She regularly works with employee groups and executives to craft programs, events, initiatives, and activities that align with the company’s goals and values, helping create a workplace in which everyone feels like they belong.
“As a company, we recognize the value in having a diverse workforce that can create better conversations around equity and belonging,” Brightside said.
About FirstBank
FirstBank is Colorado’s largest locally owned bank, operating branch locations across Colorado and Arizona. In September 2025, FirstBank announced it will join PNC Bank, one of the largest diversified financial services institutions in the U.S.
What FirstBank’s Inclusion Initiatives Look Like in Action
While FirstBank’s official inclusivity goals were established in 2020, Brightside said that its commitment to inclusion had existed for decades.
In 1993, Loan Officer Ken Chee set up a helpline in the company’s Wheat Ridge, Colorado branch conference room to assist Mandarin and Cantonese-speaking customers, laying the foundation for the organization’s inclusive banking initiatives.
Today, the company oversees eight ERGs, two DEI Oversight Committees and one interdepartmental/regional DEI Champions Group.
“These groups are the heart of our initiatives; they help drive awareness, encourage engagement across their business areas and act as an extension of the inclusive goals and values FirstBank holds,” Brightside said.
According to her, the company’s ERGs help drive belonging, cultural awareness and career development through programs that strengthen its internal community. For example, the Latinx ERG’s recent ofrenda and altar contest helped increase culture awareness of Día de los Muertos.
One recent ERG-led initiative resonates with her on a deeply personal level. The Neurodiversity & Abilities ERG hosted a watch party for the PBS documentary, “Caregiving,” which highlighted caregivers’ experiences. One of the individuals highlighted was a daughter taking care of her father, a story that hits close to home for Brightside, whose mom and dad recently experienced health challenges.
“I don’t live near either of my parents, but to think there might come a day where they don’t know me or can’t say my name really hit home in my heart,” she said. “So, now I take action to call them every week to talk so there is never a time I feel like things weren’t said between us.”
How Employees Drive FirstBank’s Inclusion Initiatives
At FirstBank, inclusion isn’t always a top-down initiative; many inclusivity efforts are spearheaded by the employees themselves. Take FirstBank’s Champions, for example. The group of individuals from across the company help shape what inclusivity looks like on the ground floor.
When this group was first formed several years ago, each regional market had one to two “champions” for their area, but the program has since expanded, given the high volume of team members who expressed interest over the years.
“When we sent the call out for individuals to join, we were impressed by the number of responses we received from individuals finding inclusivity work to be a passion of theirs and a general interest to contribute,” Brightside, who oversees the group, said.
Every quarter, the DEI Champions group creates a Cultural Celebration Toolkit, which guides teams on how to host celebrations and educational activities that highlight different cultures and heritages, while providing information about local events and external resources related to inclusion.
“Since the expansion, we’ve been able to scale this project by incorporating the champions’ own input into the creation and content in the Toolkit to help bring employees together,” Brightside said.
FirstBank wants its employees to guide the direction of its inclusivity efforts, which is why it uses several channels to gather team members’ feedback, such as its ERG community spaces, post-event surveys, bi-annual inclusivity survey, annual company survey and quarterly meetings between ERG chairs and team leaders.
This feedback has directly impacted the trajectory of ERG events; for instance, after requests from several employees to make events more sensory-friendly, events now offer participants access to earplugs and stress cubes, making it easier for everyone to join.
“These insights ensure our ERGs use their budgets to create meaningful, inclusive programming that supports growth and reflects our diverse community,” she said.
Recently, one Champion group member took the initiative to host a toy drive for the nonprofit Soldiers’ Angels, which provides support to military personnel, veterans and their families. For Brightside, this undertaking is just one example of the many ways in which FirstBank’s Champions and ERGs empower employees to share their voices and make a difference.
“People’s thoughts and opinions matter — who you are matters,” she said. “We see each employee as a whole person. We help them connect with things they may need or help them get involved in something they’re passionate about.”
“People’s thoughts and opinions matter — who you are matters.”
How Inclusion Redefines the FirstBank Experience
Brightside has found alignment within every ERG, and while she won’t admit to having a favorite, she can confidently say that each of them has shaped her experience at FirstBank.
“Truly though, I find that all of the ERGs give something special within their space, and I’m lucky enough to be influenced by all of them,” she said.
Spearheading FirstBank’s inclusivity efforts has helped Brightside become a better ally, bring more awareness to different cultures and foster a greater sense of empathy and understanding. Her current role has enabled her to discover more facets of herself and create greater allyship with people whose experiences she previously didn’t understand. And most of all, it inspires her every day.
“Listening to people share their stories and being able to take something away from what they shared has made me a more optimistic person, teaching me that no matter the path, you belong,” Brightside said.
Frequently Asked Questions
What does inclusion look like in practice at FirstBank?
Inclusion at FirstBank is driven through eight employee resource groups (ERGs), DEI Oversight Committees and a growing DEI Champions Group that leads cultural celebrations, educational programming and inclusive workplace initiatives across regions.
How involved are employees in shaping FirstBank’s DEI efforts?
Employees play a central role by leading ERGs, serving as DEI Champions, providing feedback through surveys and meetings, and initiating programs like cultural celebrations, accessibility improvements and community service projects.
What kinds of employee resource groups exist at FirstBank?
FirstBank supports ERGs focused on areas such as Latinx culture, veterans, and neurodiversity, each designed to promote belonging, cultural awareness, career development and internal connection.
How does FirstBank ensure inclusivity efforts reflect employee needs?
The company regularly gathers feedback through ERG spaces, post-event surveys, bi-annual inclusivity surveys, annual company surveys and quarterly meetings, leading to changes like more sensory-friendly events.
What is it like to work on inclusion initiatives at FirstBank?
Employees are encouraged to bring their whole selves to work, share their perspectives and lead initiatives they care about, with leadership support to turn those ideas into meaningful programs that strengthen connection and belonging.
