Our leadership team is dedicated to championing diversity and inclusion initiatives across the entire organization. By embracing acceptance and promoting collaboration, our employees know that PNC is a workplace where every person is valued and encouraged to unleash their talents.
PNC’s Corporate Diversity Council (CDC) is composed of senior executives across a wide range of business lines who determine methods and strategies for attracting and developing a talented and diverse workforce. It is chaired by PNC Chairman, President and Chief Executive Officer William S. Demchak and co-chaired by PNC’s Chief Diversity Officer Marsha Jones. Each CDC member serves a three-year term, which includes being an executive or local sponsor of an EBRG, a chairperson of a line of business or an executive leader of a regional council.
PNC differs from other organizations in that our CEO has taken a stand and expects his entire team to lead the way in advancing a diverse and inclusive culture.
The council has successfully implemented a Talent and Diversity Trends tool to ensure that managers and organizational leaders are accountable for building diverse and high-performing teams. It has also influenced the creation of a set of Leadership Standards that set clear expectations and hold leaders responsible for behaviors that will give PNC a competitive advantage in an ever-changing business environment.
Our Line of Business (LOB) Diversity and Inclusion Councils determine viable approaches to integrate PNC’s diversity and inclusion objectives into our businesses. The councils also work to enhance employee recruitment, engagement, development and recognition. Our 12 line of business diversity & inclusion councils include:
We have made great strides in driving an increased focus on meaningful diversity through leadership standards and by holding our managers accountable to drive change.
We took our existing career chat sessions to the next level. Using Real Talk, we evolved the format to share in a live discussion and to open up dialogue on difficult conversations around diversity and inclusion.
During the past year, the Corporate Diversity Council's change management team has focused on driving the business need for diversity and purposefully making it happen at every turn.
Our Real Talk initiative brought together a diverse group of individuals to discuss how cultural differences influence communication, social akills and employee engagement in the workplace.
The Independent Risk Management (IRM) Diversity and Inclusion Council sponsored Multicultural Day as part of the annual Employee Appreciation Week’s activities across four geographic locations: Pittsburgh, Miamisburg, Cleveland and Brunswick, New Jersey.
Each market celebrated the day in a manner that resonated with its employees. There were trivia game activities, traditional food fares and informational booths. The council also created a booklet to share with IRM employees that highlighted various countries’ currencies, populations, recipes and interesting facts. Employees were given a “passport” that was stamped at each booth they visited. It was a great opportunity for employees to learn more about their colleagues and their heritages.
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 a.m. – 4:00 p.m.