2014 DIVERSITY & INCLUSION ANNUAL REPORT MAKING AN IMPACT

2014 DIVERSITY & INCLUSION ANNUAL REPORT MAKING AN IMPACT Diversity and Inclusion Efforts Have a Positive Impact on PNC PNC has grown into one of ...
3 downloads 0 Views 1003KB Size
2014 DIVERSITY & INCLUSION ANNUAL REPORT

MAKING AN

IMPACT

Diversity and Inclusion Efforts Have a Positive Impact on PNC PNC has grown into one of the leading financial services organizations in the country. We succeed in large part because we keep a sharp focus on meeting the needs of our employees, customers and communities. A vital part of that focus is how we work together to integrate a diverse and inclusive culture into every aspect of our business. Diversity and inclusion have a long history at PNC. Diversity is one of our seven core values and guides us in our daily interactions with our employees, customers and communities. Inclusion is the full engagement and development of all employees. Together they produce greater business results. We recognize the value and impact both a diverse workforce and inclusive culture can have on our future success. Therefore, we have made PNC a place where people with diverse backgrounds, experiences and points of view are welcomed. We are proud of the progress that we’ve made through the years to become a diverse and inclusive organization. But, we know there’s always room to grow. So we continually strive to make an even bigger impact – within our branches and offices and beyond our walls into our communities. We believe the key to ensuring that PNC is a positive, dynamic place for everyone in which to work and do business is by concentrating our diversity and inclusion strategies on three areas: Workforce, Workplace and Marketplace. By directing our attention to these strategic pillars, we will continue making a difference to all of our constituents. From the loyal customers in our branches to the motivated employees in our offices to the vibrant people in the communities where we do business – the breadth of potential impact we can make is virtually endless, and we’re excited and well equipped to meet the challenge.

Building Diverse Teams Drives Success A message from Bill Demchak, Chairman, President and Chief Executive Officer

Diversity and inclusion are increasingly recognized as important principles of good management and have long been among our core values at PNC. We aim to assemble and develop talent to field the best possible team of thinkers and achievers in order to deliver for all of our constituencies. We can only do that if we are open to the entire field of available people and if every member of our team has the opportunity to make meaningful contributions to the success of the company. Ever-changing demographics are reshaping the communities and markets that we serve. A diverse and multi-generational workforce better positions us to understand and provide for our customers’ evolving preferences, especially at a point in time when the behaviors of our youngest customers are giving us insight into the investments and innovation that will be necessary to serve them into the future. PNC is building on steps we have taken through the years to foster a diverse and inclusive environment. We are challenging managers to assume greater accountability for developing diverse teams, investing in tools and resources to enable career growth, and continuing to align rewards with performance. And the work we are doing to create and maintain a culture of inclusion is enabling us to field a stronger team to compete in the marketplace and is making us better able to consistently deliver for our customers, shareholders, communities and employees.

Bill Demchak Chairman, President and Chief Executive Officer PNC Financial Services Group

1

Diversity and Inclusion Is a Responsibility We All Share A message from Marsha Jones, Executive Vice President and Chief Diversity Officer

Welcome to our third Diversity and Inclusion Annual Report. We continue to make significant progress in our initiatives toward creating an inclusive culture and are excited about sharing our successes in this report. Starting at the top of the organization, senior executives of the Corporate Diversity Council (CDC), chaired by our Chairman, President and Chief Executive Officer Bill Demchak, continue to be actively engaged and focused on integrating diversity and inclusion in our business practices. Our commitment to reflect the full diversity of backgrounds, experiences, approaches and ideas continues to be integrated into our talent process. PNC is committed to providing growth opportunities for our high-performing workforce for today and tomorrow. Employee engagement scores continue to rise as measured through the Inclusiveness index survey tool and as evidenced by the number of “world-class” managers. Our Employee Business Resource Groups and Diversity and Inclusion Line of Business and Regional Councils continue to strengthen and grow as their focus on professional development and business insights resonate with more employees and cause them to feel more engaged and empowered to contribute to the company’s success. We recognize the important role that minority and business enterprises play in our communities and economy, and therefore, we intentionally direct significant resources and time to efforts that diversify our supplier vendor base among women-owned, minority-owned and veteran-owned businesses, and deepen our relationships with our customers and communities. We’re proud of the efforts so many make on a daily basis that help us be a better organization. Diversity and Inclusion is a responsibility we all share – a critical element of our growth strategy. Thank you for your partnership and helping us bring a culture of inclusion to life.

Marsha Jones Executive Vice President and Chief Diversity Officer PNC Financial Services Group

2

Workforce: Investing in our EMPLOYEES

Our mission and purpose has been to create

Build a diverse and talented team that meets the expectations of our richly diverse customer base.

engagement and awareness for employees

Workplace: Enriching our CULTURE Promote an environment where employees are valued for their strengths, encouraged to present their ideas and maximize their potential, and are comfortable to be who they are.

Marketplace:

in our Pittsburgh chapter market. Now in our second year, we have close to 175 members. We expanded our programming to interest our members by creating a newsletter to share experiences, events, and employee profiles. Other activities included networking with PNC executives, interacting with local Asian organizations, as well as an open invitation to a monthly luncheon at local eateries. This year, we have a strong focus on employee and customer development and we began the year by sponsoring a development workshop and collaborating with the Military and Women’s Connect EBRGs in a fitness challenge.

Seema Batra



Director,



Multi-Channel Sales and Services



President, Asian-American



Employee Business Resource



Group (EBRG), Pittsburgh Chapter

Growing our CUSTOMERS and COMMUNITIES Serve our customers by establishing strong relationships with diverse communities and organizations, increase business with diverse people and companies, and boost outreach efforts among our diverse customer base.

3

Impacting Our Workforce Having a diverse workforce makes smart business sense. It helps us compete for top talent and more closely reflects the communities where our employees work and live. PNC continually recruits talent from ethnically diverse populations and other diverse market segments, such as people with disabilities, the military, and the lesbian, gay, bisexual and transgender (LGBT) community. Integrating a diversity and inclusion lens in our recruitment efforts gives us an edge in competing for top talent and expanding our relationships with customers and vendors. We want people to come to PNC knowing that it’s a place where every person is welcomed and valued and where they can truly unleash their full potential.

PNC has done an extraordinary job in mobilizing our employees around diversity and inclusion, and only through these collective efforts can we make the difference. Knowing that PNC embraces diversity and inclusion means a great deal to me on a personal level. I believe that as our communities continue to recognize our efforts, future employees will hold a common admiration for PNC’s values and consider our organization when making the right choice for their careers.

4



William “Bill” Cevallos



Managing Director, Investment and Segment Management



Co-Executive Sponsor, Latino Employee Business Resource Group (EBRG)

Talent and Acquisition

Employee Business Resource Groups

Great results come from building a great team. PNC brings that mission to life by recruiting a deep and diverse bench of talent that translates into a strong and successful workforce. Our strategy for recruiting diverse employees – who reflect our diverse customer base – includes valuable collaboration with our external partners, effective outreach efforts and targeted advertising.

Our people – they are the ones who bring our diversity and inclusion strategies to life. PNC employees have created Employee Business Resource Groups (EBRGs) – a grassroots effort that provides opportunities for participants to network, share information, learn from each other, and develop as stronger professionals.

PNC has a robust program to attract highly qualified entry-level talent into its lines of business, full-time development programs and a summer internship program. Through partnerships with more than 50 colleges and universities throughout the country and external diversity organizations, we attract diverse candidates with great potential to our programs. These initiatives are extremely valuable in building future leaders for PNC. In 2013, we continued our commitment and efforts to attract, recruit and retain veterans. Additionally, as we look to the year ahead, knowing the extremely high unemployment rate among people with disabilities, we are focusing on a robust strategy to recruit and hire within this diverse segment. We see this as an opportunity to impact the employment rate among people with disabilities, and more importantly, add committed and driven talent to our workforce. We understand that recruiting and retaining diverse employees expands awareness, broadens appreciation, stimulates conversation and creativity and enriches the overall PNC brand. In everyday business, these elements foster meaningful relationships among our team, establish teams of professionals with varied strengths, and increase our return on investment.

50+

Although each group comprises employees who typically share a common dimension of diversity, such as heritage, gender, sexual orientation or background, the groups are open to all employees. Members share ideas with senior leadership about issues related to their respective EBRG’s initiatives and business opportunities in the marketplace. Our EBRG groups are open to all PNC employees and provide a forum for discussion and development, while giving employees new ways to contribute to PNC’s business success. Over 8,200 PNC employees participate in EBRGs across 17 markets, which is more than 20 percent of our eligible employee population At PNC, we are proud of the significant impact that our EBRGs have made on our employees, our customers, our communities and our organization as a whole. To enhance the communication and effectiveness of the program, PNC hosted its first Diversity and Inclusion Presidents Council in 2013 for EBRG chapter presidents. The event provided a forum where chapter presidents could collaborate with one another, interact one-on-one with their respective senior executives and share best practices to create better efficiencies across EBRG chapters.

45

different chapters within our ten EBRGs, which include:

• African American

• Latino

• Asian American

• LGBTA

College partnerships throughout the country

• Disability Awareness

• Military

help PNC attract diverse candidates with great potential to our programs

• Emerging Professionals

• Multicultural

• Intergenerational

• Women

5

Impacting Our Workplace Seeing is believing. That’s how we bring diversity and inclusion to life in our branches and offices throughout our organization. PNC has made significant strides in integrating diversity and inclusion into the workplace through our dedicated leadership and line of business councils, education and training, and meaningful recognition programs.

Two years ago, I didn’t know many other military veterans in the organization. Today, I have had the opportunity to build personal relationships with dozens and to meet hundreds of other veterans. D&I has contributed to fostering relationships between employees to enable us to build a network that supports us through mentoring, professional development, and building awareness of the value veterans bring to the company. In addition, through the D&I’s Regional Diversity Councils, our local military champions are actively working within their regions to change the way we market, interact and provide products to veterans and their families.

6



Randall Vollen



Project Manager, Technology



President, Virtual Military Employee Business Resource Group (EBRG)

Corporate Diversity Council The senior executives of our Corporate Diversity Council have been effectively integrating diversity objectives into different areas of the company with commendable results. Chaired by PNC’s Chairman, President and Chief Executive Officer Bill Demchak, the council, comprising executives from every line of business across the enterprise, encourages open dialogue about diversity and its impact on PNC’s ability to continually progress in the marketplace. Always wanting to keep a fresh perspective on instilling a culture of inclusion into every aspect of our business practices, members serve a three-year term. This rotation helps ensure new ideas are brought to the table as members are asked to take a proactive role and action-oriented approach to achieving our strategic goals.

Line of Business Diversity and Inclusion Councils To get to the heart of the matter, we have Line of Business (LOB) Diversity and Inclusion (D&I) Councils. These groups find ways to integrate PNC’s diversity and inclusion mission into their specific area of business to augment employee recruitment, engagement, development and recognition. Our councils’ initiatives also help to improve employee interactions with customers and amplify our presence in the communities we serve.

10

A great example of the impact these councils are making is demonstrated by the Customer Care Center’s (CCC) Line of Business D&I Council and the ways its leaders are helping to build an engaged workforce that feels valued and gives its best effort every day. One CCC group leader talked about what diversity and inclusion truly means during daily “quick-start” meetings and in e-mails. These continual discussions and affirmations ensure awareness and reinforce a culture of respect. The Finance D&I LOB Council hosted an event attended by nearly 300 Finance employees to educate them on ways to “Get Involved at PNC.” The goal of the event was to emphasize specific diversity and inclusion programs such as the EBRGs, and highlight the benefits of engagement beyond their day-to-day work activities. The Technology and Operations D&I LOB Councils conducted the “It’s a Snap” campaign, designed to build greater inclusion across the diverse geographic work locations within these lines of business. The program dramatically increased the use of employee photos within PNC’s internal social media platform, and made it easier – for employees who work remotely, or in different locations – to see co-workers who they interact with on a consistent basis, but may not have the opportunity to meet in person. Intentional, concerted efforts by each LOB are being implemented across the enterprise to help engage employees and foster a diverse and inclusive culture.

20 More than

Line of Business D&I Councils include:

• Business Banking

• Mortgage

• Customer Care Center

• Operations

• Finance

• Realty Services

• Human Resources

• Risk Management

• Marketing

• Technology

%

of our eligible employee population participate in EBRGs across 17 markets

(Nearly 8,200 PNC employees)

7

Education and Training

Diversity and Inclusion Recognition Strategy

Diversity and Inclusion Champions

Knowledge is a powerful asset that can change the way people think, communicate and interact, and it is an investment that reaps numerous rewards. This is why we direct significant resources to training programs that focus on diversity, inclusion and employee engagement. We offer numerous classes and webinars that encourage conversations between managers and their teams about the business rationale for establishing and supporting an inclusive environment.

We believe in acknowledging good work to bring out the best in others. From recognizing day-to-day accomplishments to lauding large initiatives, we consider it important that both managers and nonmanagers have an opportunity to recognize their employees and peers for a job well done.

In 2013, Diversity and Inclusion leaders were recognized for their hard work, determination and contributions toward advancing D&I initiatives. During the President’s Council, four EBRGs and one individual were presented with the Diversity Champion Award for significant achievements within their markets.

Since 2011, our class offerings have increased from 17 to 70, and the number of employees who have completed the classes has also increased significantly during the same timeframe. Our Expanded Learning webinar topics include Inclusive Language, Fielding a Diverse Team, Religious Expression in the Workplace, Managing Generational Differences, and others.

17 70 2011

2013

Since 2011 there has been a large increase in PNC class offerings

8

This recognition philosophy is applied to every line of business across our organization through an enterprise-wide, robust Diversity and Inclusion Recognition Strategy. Created in 2012, the strategy is aimed at acknowledging the behaviors and accomplishments of leaders, influencers and individual contributors who are making significant strides in creating a culture of inclusion at PNC. These key stakeholders include Employee Business Resource Groups (EBRGs), Diversity and Inclusion Line of Business and Regional Councils, managers and individual contributors across the organization.

World-Class Benchmark rose significantly in 2013

4.63 4.38

2012

2013

The Champion program was later extended to recognize LOB councils. At an awards ceremony attended by council leaders, executive sponsors and Corporate Diversity Council members, three awards were presented to two Councils in the categories of customer and community focus

World-Class Inclusion Manager Initiative Each year, PNC works closely with Gallup and its surveying process to gauge employee engagement. Through a specific subset of questions that create

200+ PNC World-Class Inclusion Managers in 2013

an “Inclusiveness Index,” the annual survey also gauges employee perception about the company’s inclusiveness. Managers who excel in this index exemplify behaviors that promote an accepting, open and trusting work environment for their employees.

We have gained momentum with the EBRGs and other active groups

In 2012, Gallup assisted PNC with developing a recognition program, “World-Class Inclusion Managers,” which recognizes managers of managers who receive a “world-class” score on the Inclusiveness Index as determined by Gallup, based on the entire database of respondents across all Gallupsurveyed organizations.

promoting diversity and inclusion across PNC. The Finance D&I

In 2013, even as the World-Class benchmark rose significantly from 4.38 to 4.63, the survey resulted in more than 200 PNC managers receiving recognition for their “World-Class Inclusion.”

diverse talent across PNC, while introducing stronger processes to ensure

PNC views this world-class recognition as an opportunity to identify inclusion ambassadors and enables them to share their best practices with colleagues for an overarching model for the entire organization.

We are also working to enhance manager training and accountability

council recently hosted an event attended by nearly 300 employees to educate them about ways to become more active and involved at PNC. At the Corporate Diversity Council level, we are working to develop more robust talent strategies that explicitly focus on identifying and developing development is taking place through routine training, job rotation, special projects and mentorships. to make sure our managers have a stronger understanding of their role in creating and supporting diverse and inclusive teams. While there is still much work to do, we have made progress in these areas,

Spotlight

which will ultimately improve PNC’s commitment and value proposition

For peer-to-peer recognition, we utilize the corporate-wide Spotlight recognition program to acknowledge individual contributors who exemplify behaviors that provide an inclusive workplace.

to our employees.

Collectively, our Diversity and Inclusion recognition initiatives help to foster a more engaged and inclusive work environment across the organization.



Jennifer LaClair



Chief Financial Officer,



Retail Banking and Asset Management Group



Co-Executive Sponsor,



Finance Diversity and Inclusion Council



Member, Corporate Diversity and Inclusion Council

9

Impacting Our Marketplace Our strength rests not only in our diversity, but also in the consistent way we do business that focuses on performance, customer focus, teamwork and integrity. Together, diversity and inclusion generate engaged employees who work as a viable team and mirror the markets that PNC serves. Also crucial to our mission is identifying the challenges our customers face and providing outreach solutions to help keep the neighborhoods in which we operate both viable and prosperous.

Since beginning this journey, our mission has been to create an environment that respects and values the differences of all our employees and customers. We build employee leadership capabilities through strong communications, education and training. For example, our entire leadership team completed the Expanded Learning webinar series. Doing so has strengthened their abilities to lead diverse teams. At the employee level, we distribute a monthly employee engagement newsletter to promote awareness of multicultural and history and heritage month activities. And, given our unique challenges in our customer service environment, we do everything we can to provide as much advance notice as possible to enable employees to participate in Diversity and Inclusion activities that promote the PNC brand in the community.

10



LaVerne Stotts



Group Leader, Pittsburgh Customer Services



Leader, Diversity and Inclusion Customer Care Center Council

Regional Diversity and Inclusion Councils We have found that it is essential to execute our corporate diversity strategy at a market level to pursue business opportunities that exist due to changing demographics. In 2013, PNC created the Regional Diversity and Inclusion Councils, which work to generate revenue by attracting new customers, partnering with diverse suppliers, hiring diverse employees that reflect its respective market, and strengthening its relationship within its community. A market liaison leads each Regional Council and works with subcommittees to analyze market data, identify opportunities and create and execute a market strategy. Our Diversity and Inclusion staff advises and guides the Regional Councils and provides the necessary support, data, analytics, tools and resources.

20% 16%

2012

In 2013, the Delaware D&I Council achieved a four percent growth for the women business owners’ market segment

2013

The councils’ main goals are to: • Identify areas of opportunity using demographic data • Collaborate across key lines of business at the market level • Encourage the regional team to complete Supplier Diversity training and increase customer awareness and registration with PNC’s Supplier Diversity program • Increase the number of minority and women business enterprises as clients and suppliers • Ensure diverse hiring to reflect the communities they serve • Identify opportunities for the EBRGs to build relationships within the community • Identify community sponsorship opportunities that align with the market strategy We have already realized results from these councils. For example, the Delaware D&I Regional Council developed an action plan to move its market penetration for women business owners from 16 percent to 20 percent in 2013. After 22 events, with more than 300 attendees, the team garnered 128 leads and achieved four percent growth for that market segment. By making Supplier Diversity a major focus in several markets at the Regional D&I Council level, more than 300 diverse vendors were added to PNC’s diverse supplier pool enterprise wide.

Participating in Disability Employment Awareness Month opened my eyes to the fact that disabilities go well beyond those that are physical in nature. While it may be rather easy to accommodate someone in a wheelchair, or someone with a seeing or hearing impairment, it takes an entirely different skill set to create a welcoming environment for someone with a hidden or cognitive disability. I am so pleased that PNC saw the opportunity to educate its employees on this important topic, as creating a more inclusive workplace for our disabled community can only make us a stronger company.

Sonia McCormick Director, Client and Community Relations Mentor, Greater Washington Area Disability Employment Awareness Mentoring Day

PNC will continue to explore and identify opportunities at the Regional D&I Council level that help drive revenue as a result of the ever-changing market demographics. 11

Customers Our customers are our business. So we consistently adapt to changing demographics to deepen our customer and community relationships. As a progressive workplace, we also identify and navigate new marketplace opportunities to remain ahead of the curve on whose needs we need to meet next.

• There are customized web pages developed for Polish, Chinese, Korean, Asian Indian and LGBT customers.

We accomplish this through multicultural marketing initiatives to improve the customer experience among our diverse customer base. Our multicultural marketing team:

Supplier Diversity

• Develops integrated multimedia campaigns created for the African American, Hispanic, Polish, Chinese, Korean, Asian Indian and Lesbian, Gay, Bisexual and Transgender communities. All campaigns are culturally relevant and are often in-language, where appropriate. • Collaborates with Diversity and Inclusion to bring History and Heritage Month celebrations to life through the use of mass media, which increases awareness of the PNC brand within our diverse communities.

Other multicultural marketing efforts: • Our branches include bilingual employees to meet the needs of our diverse segment customers. Many of these same branches also display customized bilingual signage and digital content in Spanish and Polish. • Many of our more than 7,400 ATMs feature 10 or more languages, including Chinese, English, French, German, Italian, Japanese, Korean, Polish, Portuguese, Spanish and Vietnamese. The ATMs are also equipped with Spanish and English audio capabilities for the visually impaired. • Hispanic consumers have a variety of resources available in Spanish including a designated Customer Care Center line, 1-866-HOLA-PNC, educational materials and web pages in Spanish including pnc.com/espanol, pnc.com/siempreabierto and pncvirtualwallet.com/es.

12

• We offer interpretation services in over 170 languages both in the branches and over the phone. For the hearing impaired, customer service is available through TDD and relay calls.

PNC strives to make a positive impact in our communities through diversity and inclusion. A significant way this comes to fruition is by increasing our partnerships with businesses owned by minorities, women, veterans and people with disabilities. Through a diverse vendor base, we gain the benefits of varied perspectives, unique skills and innovative thinking. This increased competition among suppliers results in cost savings, high-quality products and economic sustainability of the communities we serve. In 2013, PNC spent more than $281 million with diverse business owners, which represents 13.3 percent of PNC’s total eligible spend, up from 12 percent in 2012. We conducted business directly with more than 3,300 diverse-owned companies that provided a broad array of products and services, including computer hardware, commercial printing, branded merchandise, check desks, contingent labor, courier services, consulting, training, advertising and market research. All PNC employees with purchasing authority are encouraged to consider minority-owned, women-owned, veteran-owned, LGBT and small and disadvantaged business enterprises as suppliers, and we encourage our prime suppliers to do the same.

Our partnerships with diverse supplier advocacy organizations strengthen our overall efforts and provide innovative methods to identify and develop new diverse supplier relationships. PNC maintains corporate memberships with the following organizations: • National Gay & Lesbian Chamber of Commerce (NGLCC)

7,400

PNC ATMs feature 10 or more languages

• National Minority Supplier Development Council (NMSDC) • National Veteran-Owned Business Association (NaVOBA)

including Chinese, German, Italian, Japanese, Korean, Polish, Portuguese and Spanish

• United States Business Leaders Network (USBLN) • United States Hispanic Chamber of Commerce (USHCC) • United States Pan Asian Chamber of Commerce (USPACC) • Women’s Business Enterprise National Council (WBENC)

Our company, OPTIMA Lender Services, is a certified Minority Business Enterprise and is keenly aware of the benefits of fostering an atmosphere that promotes diversity and inclusion. However,

1,400

PNC-Certified Women’s Business Advocates

what ultimately enhances and promotes diversity and inclusion occurs when organizations put the principles of diversity into ACTION. PNC selected OPTIMA as a preferred provider of title and settlement services and works toward heightening and furthering a mutually beneficial

provide educational workshops to help women-owned companies

relationship. The preferred provider designation has opened doors to other opportunities, thus demonstrating PNC’s commitment to leading by example. By working with diverse suppliers such as OPTIMA, PNC provides opportunities for significant growth and development and ultimately helps foster sustainability for diverse companies. Thank you, PNC, for advancing diversity and inclusion and putting these principles into ACTION.

Monique S. Winston



Chief Executive Officer,



OPTIMA Lender Services

281 million was spent with diverse

$

business owners in 2013 (13.3 percent of PNC’s total spend) 13

Women’s Business Development



PNC supports the achievement of women in business, within our company and across the communities we serve.

• PNC supports organizations that share our commitment to strengthening the achievements of women in business, including the Women Presidents’ Organization (WPO), The Committee of 200 (C200) and ATHENAPowerLink, as well as numerous local networking and mentoring organizations.

• More than 1,400 PNC-Certified Women’s Business Advocates (WBAs) across our 19-state footprint deliver business and personal financial products, services and resources that women need to thrive. Led by a dedicated corporate Women’s Business Development team and an executive-level steering committee, WBAs often also play leadership roles in organizations that mentor or connect women in business.

• Women Connect, PNC’s 1,750-member Employee Business Resource Group, strengthens PNC from the inside out by focusing on the advancement of members’ professional achievements, maximizing their contributions to our business and providing critical networking opportunities.

• For qualified women-owned companies, PNC has pledged to annually increase access to capital, and for the past several years, exceeded its goals.

• PNC has received numerous awards for being an inclusive environment where women in banking can thrive:

• By consciously diversifying our supply base, PNC has spent more than $353 million since 2007 directly with Women Business Enterprises (WBEs), including buying $53 million in products and services directly from 376 individual WBEs

• Top 50 Companies for Executive Women National Association for Female Executives, 2009-2014

in 2013 alone.

• 100 Best Companies for Working Mothers Working Mother magazine, 2002-2014 • “Best of the Best” Professional Women’s Magazine 2014

1,750 PNC women make up the Employee Business Resource Group, Women Connect

14

For the past several years, PNC has pledged to annually increase access to capital for qualified women-owned companies

100

Best Companies for Working Mothers Working Mother magazine, 2002-2014

Communities Championing diversity and inclusion is about celebrating our unique cultures, traditions and personal attributes that make us individuals. PNC devotes time and resources to community and employee events, local sponsorships and social networking to generate a sense of pride among PNC’s employees, enable them to better understand their colleagues’ history and backgrounds, and help to deepen our relationship with our customers and communities.

• PNC sponsors the annual “Return to the Roots of Civil Rights” Bus Tour, an eight-day journey to the sites of America’s Civil Rights struggle.

To further strengthen our community connections, we have developed unique products, services and initiatives to assist our diverse customers to meet their financial goals, grow their businesses and live better lives in vibrant, healthy neighborhoods. We have also provided resources to seed ideas, advance development initiatives and encourage leadership in nonprofit organizations.

• We honor and celebrate nationally recognized history and heritage months through employee and community events, as well as advertising campaigns. Since 2011, PNC has more than doubled the number of history and heritage month events by conducting 109 corporate-wide in 2013.

Some of our endeavors: • Our employees offer Spanish-language seminars about fundamentals of money management, small-business cash flow and first-time home buying.

• PNC’s Diversity and Inclusion team partners with the PNC Government Affairs group that advocates on behalf of PNC with local, state and federal government officials on the full array of legislative issues that affect the corporation and its lines of business.

• Our national celebrations honor the contributions of African Americans, Asian Pacific Americans, Hispanics, Women, people with disabilities and the Lesbian, Gay, Bisexual and Transgender (LGBT) community. We also recognize and celebrate Asian Lunar New Year, Diwali, National Coming Out Day – LGBT, Polish American Heritage Day, and Spirit Day – LGBT.

• We provide support for several programs and organizations that mentor women entrepreneurs, such as the Women Presidents’ Organization. • Our organization helps to prepare children from birth to age 5 – particularly those underserved — for success in school and life through our signature programs PNC Grow Up Great and PNC Crezca con Éxito. • We provide access to a growing network of more than 1,400 PNC-Certified Women’s Business Advocates — specialized bankers located corporate-wide — who understand the opportunities and challenges for women in business and are actively engaged in delivering the business and personal financial resources they need.

PNC’s commitment to diversity and inclusion allows us to attract

• PNC’s Community Development Banking group boosts the quality of life in lower-income neighborhoods through affordable housing, economic revitalization and customized financial solutions. One such example is PNC Fairfax Connections, a two-year old community resource center located in Cleveland’s Eastside community. The center offers programming in childhood education, adult job skill assistance and financial education.

the community.

top talent and better meet the needs of an increasingly diverse customer base. Our initiatives, including History and Heritage Months and Employee Business Resource Groups, yield a more engaged workforce and help us strengthen our relationships in



Connie Bond Stuart



Regional President, Indiana/Indianapolis

15

MAKING AN

IMPACT While I always believed D&I initiatives would have a beneficial and direct impact on our people, I had assumed it would have a secondary impact on clients. The direct impact on people has played out as I expected, and it has been great seeing the increase in employee engagement, and the energy of the D&I Line of Business and Regional Councils. However, I have noted a bigger impact on clients than I originally anticipated: PNC completed a $2.4 million business deal driven by relationships forged between members of the Asian American EBRGs in Pittsburgh and New Jersey. This illustrates how EBRGs can build personal ties among people across the organization and help win business for PNC.

16



Viju Verghis



Chief Financial Officer,



Corporate & Institutional Banking



Member, Corporate Diversity Council

Producing Results PNC is making important strides to foster a diverse and inclusive environment. By continuously measuring and evaluating the success of our diversity and inclusion commitments, we are better able to consistently deliver for our customers, shareholders, communities, suppliers and employees. The key to our continuous progress is our dedicated, passionate and committed employees, and the active and ongoing support of these initiatives by senior executives and local leaders as well as our business partners. For more information about PNC’s Diversity and Inclusion initiatives, go to PNC.com/diversity.

CELEBRATING DIVERSITY

We are recognized for our efforts in creating a culture of Inclusion by prominent organizations and the industry through accolades, including: Best of the Best Top Veteran-Friendly Companies U.S. Veterans Magazine (2013) Best Places to Work for LGBT Equality Human Rights Campaign (2014) Designated in Top Military-Friendly Employers G.I. Jobs (2014) Diversity Leader Profiles in Diversity Journal (2013) Great Workplace Award for Employee Engagement Gallup (2014) 100 Best Companies for Working Mothers Working Mother (2014) Top 50 Companies for Executive Women National Association of Female Executives (2014) Top 10 Regional Companies for Diversity DiversityInc. (2014)

At PNC, we recognize, commemorate and celebrate the history, traditions and holidays of our ethnically diverse employees and customers. Of the 109 events organized throughout the organization in 2013, these are some of the highlights in our various markets:

Chicago: Black History Month Sponsored the kickoff event for the exhibition “Geoffrey and Carmen: A Memoir in Four Movements,” which features dozens of paintings, sculptures, photographs, costumes, books and designs of Tony Award-winner Geoffrey Holder and his Black History Month Lifetime Achievement Award-winning wife, dancer/actress/choreographer Carmen DeLavallade.

Florida East: Women’s History Month Sponsored the “Women in Power” speaker series, which included Retired Navy Rear Admiral Marsha Evans, former United States Senator Olympia Snowe and actress Morgan Fairchild.

Louisville: LGBT Pride Month Sponsored “Kentuckiana Pride Festival,” a celebration with food, entertainment and a showcase of local businesses and organizations.

2013 proved to be a year of immeasurable impact in engaging the LGBT community. We were able to increase our EBRG membership, take the lead in supporting community organizations and deepen our relationship with LGBT customers, which resulted in a multimillion dollar business win through PNC Institutional Investment Group.

Top 25 Best Corporations for Veterans-Owned Businesses NaVOBA (2014)



Paul Victor Rowe

Top 25 U.S. Diversity Councils Association of Diversity Councils (2013)



Branch Manager,



Cherokee Triangle in the Highlands



President, PNC Proud, Louisville Chapter

PNC is an Equal Employment Opportunity/Affirmative Action Employer - M/F/D/V/SO