Our diverse workforce is essential to PNC’s success. Recruiting talent from diverse market segments provides PNC with a wealth of skills and ideas, increases employee engagement and ties us closer to the communities we serve.
In 2016, we continued to expand our efforts and commitment to attract, recruit and retain minorities, veterans, women, the Lesbian, Gay, Bisexual, Transgender and Questioning (LGBTQ) community and individuals with disabilities. We empower these employees to reach their potential by creating opportunities in the workplace, including mentoring programs, employee business resource groups, and training and development. Our employees become engaged, empowered and invested when they are among diverse abilities, experiences, backgrounds, viewpoints and ideas.
Our strategy for recruiting diverse employees locally and nationally includes valuable collaboration with our external partners, effective outreach efforts and targeted marketing. This initiative reflects our diverse customer base and creates an effective business model where we meet customers’ financial needs, nurture and broaden key relationships, and continually reach out to potential new customers.
PNC’s full-time line of business development programs and summer internships attract highly qualified entry-level talent. We identify a wide range of diverse candidates through established and long-standing partnerships with colleges and universities across the country, external diversity organizations, our Employee Business Resource Groups (EBRGs), and Diversity and Inclusion Councils.
Additionally, we foster such relationships further through specifically targeted diversity summits to bring ongoing education and networking to undergraduate students. These initiatives are extremely valuable in building future PNC leaders.
|Employee Category||Women||Men||White||People of Color||Black/African American||Hispanic/Latino||Asian||American Indian||Hawaiian/Pacific Islander||Two or More Races|
|Board of Directors||35.7%||64.3%||85.7%||14.3%||14.3%||0.0%||0.0%||0.0%||0.0%||0.0%|
|Executive/Senior Level Managers||30.1%||69.9%||86.9%||13.1%||3.9%||2.5%||5.6%||0.4%||0.1%||0.7%|
|First/Mid Level Managers||55.5%||44.5%||78.1%||21.9%||10.7%||5.5%||4.2%||0.2%||0.1%||1.2%|
Additional discussion of our efforts and achievements with respect to our commitment to grow a diverse and talented workforce are included in our Diversity and Inclusion Annual Report, which is available for download.
Accounting & Finance Women's Alliance (AFWA)
Ascend Pan-Asian Leaders
Career Opportunities for Students with Disabilities (COSD)
Hire Our Heroes
Hispanic Association of Colleges & Universities
National Association of Asian MBA (NAAMBA)
National Association of Women MBAs (NAWMBA)
National Black MBA Association (NBMBAA)
National Society of Hispanic MBAs (NSHMBA)
Out for Undergraduate Business (O4UB)
Professional Diversity Network (PDN)
Student Veterans of America (SVA)
Veterans on Wall Street (VOWS)
American Association of People with Disabilities (AAPD)
Association of Latino Professionals for America (ALPFA)
Careers & disABLED Magazine
Hispanic Alliance for Career Enhancement (HACE)
Management Leaders of Tomorrow
Military Officer Job Opportunities
National Association of Black Accountants (NABA)
National Black Data Processing Association (NBDPA)
National Organization on Disability (NOD)
Out & Equal
Out for Work (O4W)
U.S. Business Leadership Network (USBLN)
Wall Street Warfighters
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.