Every day, we focus on attracting, developing and retaining a diverse workforce that reflects, and is equipped to meet, the needs of our diverse customer base.
Our commitment to supporting employees with disabilities can be seen through our disability inclusion policies and practices, which earned us a score of 100% on the U.S. Business Leadership Network/American Association of People with Disabilities’ 2018 Disability Equality Index. In 2018, we enhanced this commitment with several key initiatives.
Working Together to Create a More Accessible Bank
Greg Pollock, PNC’s first accessibility officer, joined the company in 2018. Since then, he has partnered with colleagues across the organization to develop an accessibility strategy that considers every aspect of our operations. Greg has represented PNC at disability inclusion conferences and panels, including the 2018 U.S. Chamber of Commerce Corporate Citizenship Conference, and he serves on Disability:IN’s Global Roundtable.
"We need to make sure employees with disabilities know that PNC values their individual expertise," Greg says. There’s a broad range of disabilities, and no one individual can truly understand the specific needs of each one. To that end, "it’s important that we hire people from diverse backgrounds and leverage each individual’s unique differences and perspectives to strengthen our company."
Like many large organizations, we comply with the Americans with Disabilities Act (ADA), which prohibits discrimination against individuals with disabilities. In practice, this means having accessible options, such as buildings with compliant wheelchair ramps and elevators, and screen readers for computers.
"While ADA compliance is important, it is the minimum standard, a passing grade," Greg says. "We want to go beyond compliance to take a more strategic and proactive approach to accessibility and inclusion. Rather than retrofitting a building or website to meet accommodation requests, we want to get to a place where we’re anticipating the needs of our employees and customers at the point of inception.
From our technologies to our employee benefits to our recruitment strategies, the opportunities to realize full disability inclusion are vast.
We earned a score of
on the U.S. Business Leadership Network/American Association of People with Disabilities’ 2018 Disability Equality Index.
PNC’s senior-level female representation grew
between 2016 and 2018.
In 2017, we committed to hiring
veterans between 2018 and 2020. As a result of our ongoing efforts and resources, we are on track to meet this goal.
More information about how we serve our customers with a disability can be found at www.pnc.com/diversecustomers.
PNC Enable is a virtual Employee Business Resource Group (EBRG) dedicated to disability inclusion, awareness and advocacy. During National Disability Employment Awareness Month, the group hosted a company-wide summit, as well as a mentoring day at our corporate headquarters that welcomed high school students with disabilities. Within PNC Enable, sub-groups offer resources for specific disabilities and conditions: ADD/ADHD, Autism, Caregivers of Children with Special Needs, Down Syndrome, Elder Care, Hidden Disabilities, Multiple Sclerosis, Physical Disabilities, Vision and Hearing. Sub-groups share information, promote awareness and offer feedback to PNC Realty Services and Technology & Innovation on how changes to workplace physical environments and technology impact their members. This feedback has led to improved workspace configurations, among other changes that better support employees with a disability.
The percentage of women occupying first-, mid- and senior-level roles at PNC has steadily increased since 2015. Specifically, first-level representation has increased from 51% to 53%, mid-level representation has increased from 36% to 38%, and senior-level representation has increased from 18% to 23%. Furthermore, 60% of our total workforce, 52% of managers and 21% of corporate executives are women. Women also make up 33% of our Board of Directors, which is well above the national average among Fortune 500 companies. While proud of our progress, we know that we have work to do and are particularly motivated to increase the percentage of women in senior roles. Among others, we offer the resources below to help engage and develop women and provide them with opportunities to advance their careers.
Men as Allies
From senior leadership to front-line employees, we believe everyone at PNC can be an ally for women in the workplace. Launched as a pilot program in January 2018, Men as Allies equips men at PNC with tools and resources to recognize and overcome any unconscious bias they may have and actively take a role as allies and mentors for women in the workplace. We based the program on the Forté Foundation's successful business school-focused Men as Allies program, redesigning and adapting it for the corporate environment. Three groups participated in the pilot:
Once every six weeks throughout the year, the 45 program participants focused on building self-awareness, increasing gender acumen and applying best practices for mentoring and professional relationships, including how to address potential challenges.
By the end of the 2018 pilot, participants were significantly more aware of gender equity issues and likely to take action to intentionally support gender equity. They reported that:
Active military, guard, reservists and veterans bring unique competencies, values, leadership and experience to the workplace. A number of programs and initiatives help demonstrate our commitment to attracting and retaining these individuals.
We fully support our employees who have obligations to the armed forces. Our policies comply with all provisions of the Uniformed Service Employment and Re-Employment Rights Act (USERRA), and we provide time off and job protection to eligible employees as specified in USERRA guidelines. Job protection for eligible military leaves is approved for up to a cumulative maximum of five years while the individual is employed by PNC. Benefits and pay may also continue for a period of time, as outlined by the leave policy.
Additionally, we provide unpaid, job-protected Family and Medical Leave to eligible employees whose spouse, domestic partner, son, daughter or parent is on or called to active duty in support of a contingency operation as a member of the National Guard or Reserves, or is recovering from a serious injury or illness sustained while on active duty.
For the sixth consecutive year, we were honored to be named among the Best Places to Work for LGBTQ Equality by the Human Rights Campaign (HRC). With a perfect score on the HRC’s 2018 Corporate Equality Index, we earned top ratings on criteria related to policies and benefits for our LGBTQ+ workforce and their families.
For the sixth consecutive year, we were named among the Best Places to Work for LGBTQ Equality by the Human Rights Campaign (HRC).
We are committed to expanding career opportunities for people of color. Our related initiatives and programs include:
|Employee Category||Women||Men||White||People of Color||Black/African American||Hispanic/Latino||Asian||American Indian||Hawaiian/Pacific Islander||Two or More Races|
|Executive/Senior Level Managers||31.5%||68.5%||85.9%||14.1%||3.7%||2.3%||7.0%||0.3%||0.1%||0.6%|
|First/Mid Level Managers||55.9%||44.1%||76.8%||23.2%||10.9%||5.7%||5.0%||0.2%||0.1%||1.4%|
PNC provides equal opportunity to qualified persons regardless of race, color, sex, religion, national origin, age, sexual orientation, gender identity, disability, veteran status, or other categories protected by law.
PNC complies with all U.S. Federal and State employment posting requirements.The following link provides access to all labor law ePosters: http://www.elaborposters.com/browse/pnc
California Residents: Refer to the California Consumer Privacy Act Privacy Notice to gain understanding of how PNC may use or disclose your personal information in our hiring practices.
Read a summary of privacy rights for California residents which outlines the types of information we collect, and how and why we use that information.