Diversity & Inclusion Workforce

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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.

Employees with Disabilities

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.

Greg Pollock, PNC Accessibility Officer

Strengthening Connections. Fostering Success.

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We earned a score of

100%

on the U.S. Business Leadership Network/American Association of People with Disabilities’ 2018 Disability Equality Index.

PNC’s senior-level female representation grew

24%+

between 2016 and 2018.

In 2017, we committed to hiring

1,000

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.

Enhancing Accessibility

Seventy-five employees from across our company gathered for Access PNC, a two-day summit on accessibility.
Our Employee Assistance Program and wellness provider, Guidance Resources, added valuable offerings, including educational apps related to special needs, and on-demand training and guidance for individuals with disabilities and their caregivers.
PNC began using closed captioning, interpreters and new audio technology for events held in its corporate headquarters’ auditorium.

PNC ENABLE

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: ADHD, autism, hidden disabilities, physical disabilities, visual disabilities and hearing disabilities. 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.

Women

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.

Women Connect Employee Business Resource Group (EBRG) gives female employees opportunities to grow both personally and professionally through networking, mentoring, workshops, speaker series, community engagement and other events.
Women's Leadership Development program provides 90 nominated female employees each year with the opportunity to network with senior leaders and advocates over a period of four months. Participants rotate through assignments that are outside their regular role at the company.

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:

The Kansas City chapter of PNC’s Women Connect EBRG
The Chicago chapter of PNC’s Women Connect EBRG
PNC Legal's Diversity & Inclusion Council

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:

They know specific actions they can take to support gender equity and make a difference at PNC.
They are aware of common challenges that women face in the workplace.
They are aware of how their gender shapes their perspectives and behaviors.
It’s now easier for them to spot gender inequities in the workplace. We plan to expand the program in 2019.

Military

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.

Our partnerships with American Corporate Partners and The Honor Foundation pair our employees with veterans for mentoring in finance, wealth management, technology and operations, and retail banking.
Our partnerships with organizations such as RecruitMilitary and Military Officer Job Opportunities help connect us with and attract military talent.
The Military Advisory Council, which consists of executives from across the company, the Military EBRG and a dedicated Talent Acquisition team, guides veterans throughout the hiring process and their careers. In 2017, we committed to hiring 1,000 veterans from 2018 through 2020. As a result of our ongoing efforts and resources, we are on track to meet this goal.

Military Leave

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.

LGBTQ+

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).

People of Color

We are committed to expanding career opportunities for people of color. Our related initiatives and programs include:

African American, Asian American, Hispanic and Multicultural Employee Business Resource Groups that provide opportunities for members to network, learn from one another and develop personally and professionally.
Annual LEAD Summit and relationships with Historically Black Colleges and Universities (HBCUs), including Howard University, Hampton University, Florida A&M University, Morehouse College, Clark-Atlanta University, Spelman College and North Carolina Central University.
Partnerships with diversity-focused organizations, including the Association of Latino Professionals for America (ALPFA), National Association of Black Accountants, Forté Foundation, National Black MBA Association, Prospanica and Vibrant Pittsburgh.
Sponsorship of the Women of Association of Latino Professionals For America National Workshop, which teaches more than 200 Latinas each year about the importance of mentorship in career success. At the 2018 event's job fair, we conducted more than 30 interviews with professional and college-age Latinas, resulting in numerous job offers.
Founding co-sponsor of and participant in the Executive Leadership Academy, a program of The Advanced Leadership Initiative at Carnegie Mellon University. This executive development program prepares African American executives to contribute to their organizations and communities at the highest levels.
Partnership with the Hispanic Association on Corporate Responsibility (HACR), which recognizes 35 to 40 employees of Fortune 500 and/or HACR corporate member companies each year for achievement in their chosen profession and outstanding community involvement. In 2018, our eight HACR Young Hispanic Corporate Achiever alumni presented a cultural awareness and work-life balance program during Hispanic Heritage Month.

Workforce Diversity

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	31.4%	68.6%	86.7%	13.3%	3.6%	2.3%	6.5%	0.3%	0.1%	0.6%
First/Mid Level Managers	55.4%	44.6%	76.8%	23.2%	11.0%	5.6%	4.9%	0.2%	0.1%	1.4%
Professional	46.3%	53.7%	81.2%	18.8%	7.5%	3.3%	6.5%	0.2%	0.1%	1.2%
All Other	73.7%	26.3%	62.3%	37.7%	20.4%	9.2%	5.0%	0.3%	0.2%	2.8%
Full-Time	58.5%	41.5%	—	—	—	—	—	—	—	—
Part-Time	82.1%	17.9%	—	—	—	—	—	—	—	—
Total Workforce	59.5%	40.5%	72.2%	27.8%	13.7%	6.3%	5.6%	0.2%	0.1%	1.9%

*Data reflects our workforce as of Dec. 31, 2018.

Recognized for our Efforts

Corporate Awards & Recognition

Employer of Choice

50 Most Engaged Workplaces™, Achievers (2018)
Most Admired for HR, Human Resource Executive magazine (2018)
50 Happiest Companies in America, CareerBliss (2018)