Recognizing the collective strength of a diverse workforce
that serves an increasingly diverse marketplace makes
good business sense for PNC, providing opportunities for
As one of seven core values at PNC, the company's commitment to diversity begins with Chairman, President and Chief Executive Officer, William S. Demchak, who chairs the Corporate Diversity Council. This Council champions the integration of diversity and inclusion into all PNC business practices.
In 2009, PNC named Marsha Jones as chief diversity officer to lead its diversity and inclusion initiatives.
Diversity & Inclusion
PNC Financial Services Group
620 Liberty Avenue
Pittsburgh, PA 15222
William S. Demchak
Chairman, President and Chief Executive Officer
Great companies bring together people with diverse points of view, backgrounds and experiences.
At PNC, we recognize the value of emphasizing diversity and inclusion. It helps us compete for top talent and more closely reflect the communities we serve. It leads to deeper relationships with our customers and vendors, which drives growth and efficiency. Perhaps most important, it positions us better for ongoing success as changing demographics continue to shape our country.
For all of these reasons we will continue to demonstrate our commitment to a vision with diversity and inclusion at its core. Our future depends on it.
Chief Diversity Officer
At PNC, we recognize that our people represent our strongest competitive advantage and our greatest sustainable resource. For this reason, we view diversity as a core value and a business imperative. Diversity and inclusion produce an engaged workforce that more closely mirrors the markets PNC serves, better positioning us to anticipate and meet customer needs.
By fostering an inclusive culture, our employees feel valued and empowered to focus on their strengths, honor their differences, and celebrate their contributions. The more successful we are at fully engaging our employees, the more successful we will be in meeting the needs of our customers, communities and shareholders.
PNC senior executives lead the Corporate Diversity Council, which meets bimonthly to set strategy and monitor the integration of diversity and inclusion into PNC business practices.
PNC helps to strengthen local communities and businesses in the regions we serve by providing women, minority, veteran, and disadvantaged-owned businesses with opportunities to sell value-added products and services (directly and indirectly) to PNC.
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PNC's Employee Business Resource Groups (EBRGs) are inclusive groups that support employees with shared heritage, gender, sexual orientation or background. These groups provide a forum for discussion and professional development, while also giving members a way to contribute to PNC's business success.
Current EBRGs are:
PNC integrates nationally recognized history and heritage months into customer, community and workforce initiatives:
PNC is committed to creating an inclusive environment where all employees and customers are valued for their unique differences. Managers and employees receive training to ensure that all employees and customers feel valued and appreciated for their unique differences.
PNC has been honored for its commitment to creating a culture of respect and inclusion. For example:
It is the policy of The PNC Financial Services Group, Inc. ("PNC") to affirmatively implement equal opportunity to all qualified applicants and existing employees without regard to race, color, religion, national origin, gender, sexual orientation, gender identity/expression, age, ancestry, marital status, genetic information, family medical history, disability, protected veteran status, or any other basis that would be in violation of any applicable ordinance or law. Protected veterans include disabled veterans, active duty wartime or campaign badge veterans, recently separated veterans and Armed Forces service medal veterans. All aspects of employment including recruitment, selection, hiring, training, transfer, promotion, termination, compensation, and benefits conform to this basic policy in order to further the principles of equal employment opportunity and affirmative action.
PNC's Equal Employment Policy is consistent with the requirements and objectives set forth in Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans Readjustment Assistance Act of 1974 (VEVRAA), all as amended.
Affirmative Action Plans and processes have been developed and implemented throughout PNC to ensure that good faith efforts are made to provide equal employment opportunity to every employee and qualified potential employee and to formalize and reaffirm PNC's commitment to equal opportunity employment.
PNC's objectives are to establish realistic goals and implement programs to actively recruit, promote, and provide career opportunities for qualified minorities, women, and individuals with disabilities, and protected veterans. PNC has developed internal audit procedures to monitor the development, implementation, and progress of our objectives. Our overall goal is to recruit, hire, and maintain a culturally diverse workforce that can work to its fullest potential and provide PNC with a competitive advantage in the marketplace.
PNC's employees and applicants will not be subject to intimidation and/or harassment because they have engaged in or may engage in any of the following activities: filing a complaint; assisting or participating in an investigation; opposing any act or practice made unlawful by the provisions of Executive Order 11246, VEVRAA or Section 503; or exercising any other right protected by these laws.
Summaries of PNC's Affirmative Action Plan(s) are available for review. To schedule an appointment, please contact Diversity & Inclusion at 412-762-0381, Monday through Friday from 9:00 am -- 4:00 pm.