Environment, Social and Governance (ESG) Scorecard

The 2021 scorecard highlights progress we have made from 2019 to 2021 and our goals for 2021 and beyond.

At PNC, we are proud of our progress — but we are also aware that the road ahead of us remains long. We are committed to continuously improving our practices to ensure that we are doing the right thing for our stakeholders and the world.

We remain focused on delivering for our stakeholders by making progress toward several goals and targets regarding, but not limited to bank responsibility, building a talent-focused culture, strengthening our communities and delivering an exceptional customer experience.

We measure our progress against our organization-wide objectives and the United Nations Sustainable Development Goals (SDGs), a global framework for organizations from all sectors to contribute to a more inclusive and sustainable society.

The SDGs that we most impact with our ESG initiatives are: 3. Good Health and Well-being; 4. Quality Education 5. Gender Equality; 7. Affordable and Clean Energy; 8. Decent Work and Economic Growth; 9. Industry, Innovation and Infrastructure; 10. Reduced Inequalities; 11. Sustainable Cities and Communities; 12. Responsible Consumption and Production; and 13. Climate Action.

You can see below the full progress we have made.

Bank Responsibly

Metric 2019 2020 2021 Objectives for 2021 and beyond SDGs
Governance
Percent women among independent board directors 33% 33% 35.7%*

At least 30% of PNC's independent board of directors will be women

5. Gender Equality
Percent racial/ethnic diversity among independent board directors 25% 25% 28.5%*

Maintain or improve racial/ethnic diversity among independent board of directors year-over-year

Sustainable Finance
Environmental finance 1 1 $9 billion Mobilize $20 billion in environmental finance over five years, starting January 20212

7. Affordable and Clean Energy

11. Sustainable Cities and Communities

13. Climate Action

Responsible investing assets under management (AUM) $2.6 billion $3.4 billion $3.9 billion Year-over-year increase

5. Gender Equality

7. Affordable and Clean Energy

8. Decent Work and Economic Growth

9. Industry, Innovation and Infrastructure

12. Responsible Consumption and Production

13. Climate Action

Ethical Conduct
Percent of employees (both part-time and full-time) completing annual ethics training 100% 100% 100% 100% of part- and full-time employees will complete annual ethics training.  
New coal, oil, natural gas, fossil fuel power generation and nuclear power generation clients subject to enhanced ESG due diligence 24 4 52   13. Climate action
Existing coal, oil, natural gas, fossil fuel power generation and nuclear power generation clients subject to enhanced ESG due diligence 246 249 268  
Sustainable Operations3  
Scope 1 and 2 GHG emissions -56% -65% -65% 75% reduction by 2035, compared to a 2009 baseline

7. Affordable and Clean Energy

11. Sustainable Cities and Communities

12. Responsible Consumption and Production

13. Climate Action

Energy consumption -42% -50% -50% 75% reduction by 2035, compared to a 2009 baseline
Total water consumption -40% -55% -55% reduction by 2035, compared to a 2012 baseline 50% reduction by 2035, compared to a 2012 baseline
LEED square footage 21% 21% 27%  
ENERGY STAR certified buildings 220
243 261  
Internal paper consumption4 -10% -47% 1%
Year-over-year decrease5
Renewable energy 1% 25% 46% Achieve 100% renewable purchased electricityby 2025

Build A Talent-Focused Culture

Metric 2019 2020 2021 Objectives for 2021 and beyond SDGs
Attracting, Developing and Retaining a Diverse Team
Percent of workforce, women 60.0% 58.9% 59.2%  

5. Gender Equality

8. Decent Work and Economic Growth

10. Reduced Inequalities

Percent of people managers, women 50% 50.3% 50.3%  
Percent of workforce, racial/ethnic minorities 28.3% 29.1% 33.6%  
Percent of people managers, racial/ethnic minorities 21.1% 21.8% 25.5%  
Diversity of early talent development program 63.8%
60.7% 76.9% At least 50% of new hires to PNC's early career development program to be made up of diverse6 candidates
Voluntary retention rate 84.7% 87.2% 81.3%  
Employee Engagement and Wellness
401(k) plan participation 91% 92% 92%  

3. Good Health and Well-being

8. Decent Work and Economic Growth

Total Health Savings Account funds committed Over $49.3+ million Over $28.5+ million Over $35.4+ million  
Value of pension benefits $115 million $115 million

$122 million

 
Percent of unique PNC employees who are members of Employee Business Resource Groups7 35% 35% 25%  
Number of Employee Business Resource Groups 90 96 106  
Change in employee engagement score 8 point increase year-over-year 4 point increase year-over-year 3 point decrease year-over-year
Year-to-year increase8
Total employee training hours 2.4 million hours 2.8 million hours 3.8 million hours  

Strengthen Our Communities

Metric 2019 2020 2021 Objectives for 2021 and beyond SDGs
Community Engagement
Philanthropic giving $80.8 million $93.7 million
$98.1 million
$500 million in charitable support, including sponsorships and grants, over a four-year period beginning January 1, 2022

4. Quality Education

10. Reduced Inequalities

PNC's volunteerism program/volunteer hours
123, 540 hours 24, 427 hours9 30, 400 hours9    
Community Development Banking
Participants in PNC financial education classes focused on LMI individuals and communities10 10 10 843 classes and 51,210 participants
 

5. Gender Equality

8. Decent Work and Economic Growth

9. Industry, Innovation and Infrastructure

10. Reduced Inequalities

11. Sustainable Cities and Communities

Community Reinvestment Act rating Outstanding Outstanding Outstanding Maintain "Outstanding" CRA rating
Microlending to small businesses $249+ million $334+ million

$506+ million

 
Small business loans $6.7 billion $11.5 billion $8.6 billion  
Supplier Diversity
Percent of eligible spend going to diverse suppliers11 11 11 6.4% Increase spending with diverse suppliers by at least 20% by the end of 202511 5. Gender Equality
8. Decent Work and Economic Growth
9. Industry, Innovation and Infrastructure
10. Reduced Inequalities

Deliver An Exceptional Customer Experience

Metric 2019 2020 2021 Objectives for 2021 and beyond SDGs
Customer Relations
Retail Net Promoter Score 2 point increase year-over-year No change year-over-year
3 point increase year-over-year
  9. Industry, Innovation and Infrastructure
Corporate & Institutional Net Promoter Score 9 point increase year-over-year 2 point increase year-over-year 4 point increase year-over-year  
Total bankers certified as Women's Business Advocates 2,552 3,159 3,659 Year-over-year increase

5. Gender Equality

10. Reduced Inequalities

Innovation
Percent of customers who use non-branch channels for the majority of their transactions 71% 77% 79%   9. Industry, Innovation and Infrastructure

*Our board diversity data is most current at the time of publication of this report, and does not reflect 2021 percentages.

1 PNC’s environmental finance commitment was announced in 2021.

2 Environmental finance objective is new, and previous data reported does not correspond to this new objective.

3 With the exception of water, which is measured against a 2012 baseline, PNC measures its environmental performance against 2009 baseline metrics. In 2009, PNC acquired National City, which doubled the size of our company. For the purposes of this report, only data for PNC Legacy properties was included and the additional footprint of BBVA USA (acquired in October 2021) was excluded.

4 Paper data includes all internal white copy paper.

5 With such a drastic decrease in paper consumption in 2020 with employees working remotely, the decrease in paper consumption year-over-year for 2021 was not possible. Employees began to return to the office in 2021, so there was a slight increase in paper usage (115,151) as compared to 2020 (114,580). Though, if we compare it to 2019 (214,380), the decrease is pretty substantial, close to 50%.

6 Diverse includes: women, people of color, veterans, persons with disabilities and LGBTQ+ individuals.

7 Numbers reported in previous years included double counting, and 2021 data is the percent of unique PNC employees who are members of Employee Business Resource Groups.

8 Employee engagement at PNC remains relatively steady despite the slight decline in engagement levels within the broader U.S. workforce (as noted by a Gallup survey, among others). Stress factors related to the pandemic, the changing nature of work and PNC’s acquisition of BBVA USA in 2021 are expected to lessen in 2022.

9 The COVID-19 pandemic necessitated a temporary pause in in-person volunteering.

10 This metric was updated in 2021, and previous data reported does not correspond to this new metric.

11 Previous reports included the percent of eligible spend going to small business, diverse and disadvantaged-owned business enterprises. The new metric in this report focuses exclusively on diverse suppliers.

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