DRIVING MOMENTUM Diversity & Inclusion Annual Report

Transcription

1 DRIVING MOMENTUM 2015 Diversity & Inclusion Annual Report

2 Making Inclusion INTENTIONAL At PNC, we understand that to be successful as a company, we need the right people, in the right roles, with the right skills, doing their best work to help us win in the marketplace. We believe that this is best accomplished by making inclusion intentional and an integral part of how we conduct business. Therefore, building a diverse and inclusive organization continues to be a key driver and business imperative. It helps us hire the best talent, compete in the marketplace and generate success for our employees, customers, communities and shareholders. We strive to create and foster an environment where employees feel valued and respected and can bring their authentic selves to the workplace. The programs, tools and resources we have put in place to cultivate a diverse and inclusive company have taken root and are producing noteworthy results, including: Employee Business Resource Groups (EBRGs) comprise 22 percent of the total eligible employee population. Our enterprise-wide Inclusion index scores continue to rise with an elite group of PNC leaders being designated as world-class inclusion managers by The Gallup Organization. These managers of managers are ranked in the top 10 percent of approximately 500,000 survey participants with a score of 4.75 out of 5 in 2014, up from 4.63 in PNC s History and Heritage Program, which celebrates the history, cultures and holidays of our diverse employees and customers, has grown steadily. In 2014, PNC hosted more than 109 History and Heritage Month events across the country. These programs and other strategic initiatives are helping to embed diversity and inclusion into every aspect of our business. An inclusive workplace enables employees to contribute to their fullest potential and deliver stronger business results for our customers, communities and shareholders. We will continue our momentum to build on our strategic Diversity and Inclusion (D&I) initiatives to help compete in the marketplace.

3 Building Diverse Teams Drives Success A message from Bill Demchak, Chairman, President and Chief Executive Officer The best-performing teams are the most diverse, creative and collaborative teams that work in an environment where every employee is engaged and has the opportunity to make a meaningful contribution to the success of the company. That fundamental idea is at the heart of not just PNC s diversity and inclusion efforts, but our entire approach to talent attraction and development. We want the best possible team of engaged employees to deliver superior service to our customers and compete in the marketplace. We understand that we will only field the best-performing team by creating opportunities for diversity in all of its forms, including diversity of thought and experience, to inform and enhance our thinking about how we deliver on our commitments to those that we serve. A diverse and multi-generational workforce better positions PNC to understand and provide for our customers evolving preferences especially when the needs of one set of stakeholders may be very different from those of another. We have worked through the years to foster a diverse and inclusive workplace, and now more than ever before we are challenging managers across the company to accept greater accountability for developing diverse teams. PNC has made significant investments to give managers the training, tools and support they need to help every employee identify opportunities for professional development and to achieve long-term career goals; to create opportunity for employees to build skills they will need to succeed in the roles to which they aspire; and to better align compensation with employees responsibilities and performance. All of this work is helping to enhance our culture of inclusion and to bolster our ability to compete in the marketplace while we deliver for our customers, shareholders, communities and employees. William S. Demchak Chairman, President and Chief Executive Officer PNC Financial Services Group 1

4 Intentional Inclusion Is a Responsibility We All Share We continue to gain momentum in the creation of a corporate culture that is intentionally inclusive as we interface with an evolving workforce, workplace and marketplace. Recognizing the critical element that a diverse talented workforce can have on our future success, we continue to strive to assemble the best possible team of achievers with diverse backgrounds, experiences and points of view in order to deliver for all of our constituencies and we are gaining momentum in our progress. A key component to our success is the development of a culture of intentional inclusion that helps us move forward and better serve each other, our customers and communities. This requires a workplace environment that is open, flexible, and demonstrates the mutual respect of all participants. The ever-changing demographics of the communities and markets that we serve require us to understand and provide for our customers evolving preferences. It also requires each of us, at every level of the organization, to utilize an inclusive lens in every interaction. This annual report reaffirms our commitment to these objectives and shares some illustrations of how we are bringing an intentionally inclusive culture to life at PNC. We re proud of the momentum that is being created throughout the organization and thank you for your partnership. Marsha Jones Executive Vice President and Chief Diversity Officer PNC Financial Services Group 2

5 Workforce: Investing in our EMPLOYEES Building a diverse and talented team helps us meet the expectations of our increasingly diverse customer base. Workplace: Enriching our CULTURE Promoting an environment where employees are valued for their strengths, encouraged to present their ideas and maximize their potential, and are comfortable to be who they are. Marketplace: Growing our CUSTOMERS and COMMUNITIES Serving our customers by establishing strong relationships with diverse communities and organizations, increasing business with diverse people and companies, and boosting outreach efforts among our diverse customer base.

6 Workforce Investing in our Employees Building a diverse and talented team helps us meet the expectations of our increasingly diverse customer base. Our employees are the reason that PNC s diversity and inclusion strategies come to life. We value their talents and strengths, encourage them to convey their ideas, and celebrate their cultures and differences. This inclusive environment produces engaged and dedicated employees who feel proud to recommend PNC to customers, families and friends, and who strive to perform exceptionally well College Partnerships throughout the country help PNC attract diverse candidates with great potential to our programs 400+ More than 400 participants attended the Disability Employment Summit Talent Acquisition We seek to attract, recruit and hire a deep and diverse bench of talent that translates into a strong and successful workforce. Our strategy for recruiting diverse employees who reflect our diverse customer base includes valuable collaboration with our external partners, effective outreach efforts and targeted marketing. We attract highly qualified entry-level talent into each line of business through full-time development programs and summer internship programs. Through partnerships with more than 50 colleges and universities throughout the country, external diversity organizations, and our Employee Business Resource Groups and Diversity and Inclusion Councils, we attract a wide range of diverse candidates. These initiatives are extremely valuable in building future leaders for PNC. In 2014, we expanded our efforts and commitment to attract, recruit and retain veterans and people with disabilities. PNC s dedicated Military Advisory Council, Military Employee Business Resource Group and Talent Acquisition team have helped to gain access to veterans and reservists. Their partnerships with Student Veterans of America, MBA Veterans and the U.S. Chamber of Commerce s Hiring Our Heroes program further support our hiring initiatives among this segment. Knowing the extremely high unemployment rate among people with disabilities and the emerging talent needs of PNC, we have partnered with The American Association of People with Disabilities (AAPD) to participate in Disability Mentoring Day in several cities to host college students for a day of mentoring. In 2014, PNC, along with other employers in the Pittsburgh region, hosted a Disability Employment Summit attended by more than 400 participants to bring attention to the topic of employment of people with disabilities. We view these initiatives and partnerships as opportunities to better understand the issue of disabled employment and do a better job of attracting and retaining employees who have a disability.

7 Employee Business Resource Groups The strength of our organization comes from within. This is best illustrated by our Employee Business Resource Groups a grassroots effort, created by PNC employees, that provides opportunities for participants to network, learn from one another, and grow personally and professionally. Each group consists of employees who typically share a common dimension of diversity, such as heritage, gender, sexual orientation or background, but each group is open to all employees. Members of the groups work closely with senior executives on issues related to their program initiatives and business opportunities in their respective markets. Since their inception five years ago, PNC has established 10 EBRGs with 55 chapters throughout the organization. More than 12,000 PNC employees participate in EBRG initiatives across 18 markets. This represents 22 percent of our eligible employee population. In 2014, PNC gained national recognition for the impact that our EBRGs have made on employees, the organization and the communities we serve. The Association of Diversity Councils, a practice group of PRISM International Inc., recognized PNC s EBRG chapters and Council efforts to be among the best practices across the nation. PNC s Pittsburgh African American EBRG chapter accepted the award as the number one EBRG in the nation. The annual accolade is given to a company that demonstrates exceptional diversity and initiative results within their organization. PNC s Louisville Lesbian, Gay, Bisexual and Transgender and Ally (LGBTA) EBRG chapter and PNC's Finance Diversity and Inclusion Line of Business Council placed 15th and 18th respectively on its Top 25 list. This recognition marked the first time in the history of the Association s Honors Award program that three groups within one organization received the honor and the first time a new entry earned first place. PNC s Military Employee Business Resource Group (MEBRG) was instrumental in nominating PNC for the prestigious Secretary of Defense Employer Support Freedom Award. Based on the submission, PNC was among 15 companies out of a total of 3,000 to win the honor. The award is the highest honor offered by the U.S. Department of Defense to for-profit and nonprofit businesses that recognizes companies for exceptional commitment to employees serving in the Guard or Reserve. 55 Different Chapters Within Our 10 EBRGs which include: African American Asian American Disability Awareness Emerging Professionals Intergenerational Latino LGBTA Military Multicultural Women 22% More than 12,000 PNC employees participate in EBRG initiatives across 18 markets. This represents 22 percent of our eligible employee population 5

8 Diversity and Inclusion Mentoring Program Mentoring initiatives a best practice among corporations have been shown to have significant impact on employee growth and development. In 2014, the Diversity & Inclusion Mentoring Program was officially launched and currently has more than 600 participants representing all lines of business. The program is open to all EBRG members and is geared to assist 600 employees to navigate the corporate culture, help build new workplace relationships, create opportunities to discuss career and professional development and increase employee engagement. The Diversity & Inclusion Mentoring Program currently has more than 600 participants representing all lines of business Diversity & Inclusion EBRG Chapters 6 African American Chicago Cleveland Central Indiana Greater Washington Area New Jersey Pittsburgh Philadelphia/Southern New Jersey St. Louis Western Carolinas Asian American Eastern Carolinas Greater Washington Area New Jersey Pittsburgh Emerging Professionals (PREP) Central Indiana Chicago Cincinnati Cleveland Eastern Carolinas Greater Maryland Greater Washington Area Philadelphia/Southern New Jersey Pittsburgh Western Michigan Intergenerational Pittsburgh Latino Chicago Cleveland Detroit Louisville New Jersey Philadelphia/ Southern New Jersey Pittsburgh Western Michigan LGBTA Cleveland Chicago Detroit Greater Washington Area Kentucky New Jersey Philadelphia Pittsburgh Western Michigan Women Atlanta Chicago Cincinnati Cleveland Dayton Detroit Florida East (Tallahassee Miami) Greater Maryland Kansas Louisville New Jersey Philadelphia/Southern New Jersey Pittsburgh Western Carolinas Disability Awareness Virtual Military Virtual Multicultural Central Indiana Louisville Central Ohio

9 Workplace Enriching our Culture Promoting an environment where employees are valued for their strengths, encouraged to present their ideas and maximize their potential, and are comfortable to be who they are. Developing an inclusive workplace has helped us compete for top talent and more closely reflect the communities we serve. It has led to deeper relationships with our customers and vendors, driving growth and efficiency. It has empowered our employees to feel valued and use their strengths to succeed personally and professionally. And it has positioned us for ongoing success as changing demographics continue to shape our country. As we continue to strengthen our dynamic team of people from different backgrounds and with varied and unique perspectives, PNC s position in the marketplace will remain strong. By leveraging our natural differences to positively impact business, we help our employees, customers, communities and shareholders achieve results. Corporate Diversity Council 22 Senior Executives sit on the Corporate Diversity Council, chaired by PNC s Chairman, President and Chief Executive Officer William S. Demchak The senior executives of our Corporate Diversity Council (CDC) have been effectively incorporating diversity objectives into all areas of the company with considerable results. Chaired by PNC s Chairman, President and Chief Executive Officer William S. Demchak, the council brings together executives from every line of business across the company to collaboratively impact PNC s ability to develop the most talented and diverse workforce. In 2014, the CDC implemented performance objectives that require all managers to raise the bar on talent and be more accountable for building diverse and high-performing teams. These objectives will help ensure that professional development is a part of our culture, that diversity and inclusion are a part of all talent decisions and that the professional growth of future leaders is accelerated. The overall goal of the strategic talent initiative is to create a more inclusive culture in which all employees can develop to their fullest potential and contribute to the company s success In an effort to maintain a fresh view of how we can introduce an inclusive culture into every aspect of our business practices, each CDC member serves a three-year term. This rotation helps to ensure that new strategies are brought to the table as members are asked to take a proactive role and action-oriented approach to achieving PNC s strategic goals. 7

10 12 PNC s 12 Line of Business Diversity and Inclusion Councils include: Audit Business Banking Customer Care Center Finance Human Resources Legal Marketing Mortgage Operations Realty Services Risk Management Technology 500 Key Leaders participated in a new leadership workshop called Raising the Bar on Talent Line of Business Diversity & Inclusion Councils An exemplary resource where our ideas lift from paper to reality is PNC s Line of Business (LOB) Diversity and Inclusion Councils. These groups find ways to integrate PNC s diversity and inclusion mission into their specific area of business and to augment employee recruitment, engagement, development and recognition. One example where ideas are coming to life is demonstrated in the Technology and Operations (T&O) line of business. The T&O Diversity & Inclusion "Reach the Peak" campaign is generating much success. This multi-year initiative is designed to inspire bold leaders who actively embrace differences and make inclusion intentional. Managers are motivated to improve and engage their teams in five key areas: Recognition, Engagement, Development, Inclusiveness, and Diversity. Last year, 1,400 T&O managers (94%) recognized T&O employees as part of the Recognition challenge. In addition, T&O employees sent 22,000 recognition notices to their peers, doubling the 2013 participation levels. In 2014, two new councils were established representing Audit and Legal. These additions help us further embed intentional inclusion into our organization. In addition to internal efforts, council initiatives also help to improve employee interactions with customers and enhance our presence in the communities we serve. Education and Training Investing in our employees professional development results in substantial return for our organization. In 2014, 500 key leaders participated in a new leadership workshop called Raising the Bar on Talent. This training helps us ensure that diversity and inclusion are an integral part of all talent decisions, PNC also recognizes that continuing education is a powerful tool that positively impacts people s ideas, communication, and empathy. We continue to earmark significant funding and resources to training programs that focus on diversity, inclusion and employee engagement. We offer numerous classes and webinars that encourage conversations between managers and their teams about the business rationale for establishing and supporting an inclusive environment. Our webinar topics include Inclusive Language, Leveraging a Diverse Team, Religious Expression in the Workplace, Managing Generational Differences, Inclusive Onboarding, (dis)ability Awareness and Lesbian, Gay, Bisexual, Transgender Inclusion. In addition to our webinar series, several other courses, curriculums and resources support diversity and inclusion. They include: HR Military Training, Supplier Diversity, Women in Business Training and the Diverse Segment Resources Pages. 8

11 Diversity and Inclusion Recognition Strategy PNC acknowledges and rewards employees hard work. From recognizing day-to-day accomplishments to lauding large initiatives, we ask our managers to acknowledge their employees and also encourage all employees to commend their colleagues for a job well done. Created in 2012 and applied to every line of business across our organization, this recognition strategy acknowledges the behaviors and accomplishments of leaders, influencers and individual contributors who are making significant strides in creating a culture of inclusion at PNC. These key stakeholders include EBRGs, LOB and Regional Diversity and Inclusion Councils, and individual contributors across the organization. World-Class Inclusion Manager Initiative PNC works closely with Gallup and its surveying process to gauge employee perception about the company s inclusiveness. In 2014, Gallup once again assisted PNC with developing an objective approach to identifying managers of managers who place in the top 10 percent of worldwide Gallup participants. The survey measures key diversity and inclusion efforts through the following four statements: I always trust my organization to be fair to all employees. My organization treasures diverse opinions and ideas. If I raised a concern about discrimination, I am confident my employer would do what was right. My supervisor creates an environment that is trusting and open. Nearly 100 Senior Managers were recognized as World-Class Inclusion managers by Gallup, Inc. The survey resulted in close to 100 managers receiving accolades for their World-Class Inclusion scores. These results reflect the open and trusting work environment that these managers create and foster for their employees. PNC views this world-class recognition as an opportunity to identify these inclusion ambassadors and encourages them to share their best practices with colleagues. 9

12 Marketplace Growing our Customers and Communities Serving our customers by establishing strong relationships with diverse communities and organizations, increasing business with diverse people and companies, and boosting outreach efforts among our diverse customer base. PNC recognizes that diversity and inclusion are integral to our growth in today s fiercely competitive global marketplace. We weave this focus into every fiber of our organization from the basis of every business model to how we treat our people each day. We strive to employ a well-rounded combination of talent in a culture in which different dimensions of a person are acknowledged, respected and championed. We create and maintain relationships with members of our communities, serve our diverse customers and communities, and proactively provide supplier opportunities to underrepresented groups such as women, minorities, veterans and those within the LGBT and disabilities communities. It is this comprehensive approach that ensures our employees and customers come from a rich fabric of backgrounds and lifestyles that reflect the communities we serve. Regional Diversity and Inclusion Councils It is crucial to implement our corporate diversity strategy at a market level to pursue business opportunities that exist due to shifting demographics. Our Regional Diversity and Inclusion Councils work to generate revenue by attracting new customers, partnering with diverse suppliers, hiring diverse employees who reflect their respective markets, and strengthening their relationship with the community. A market liaison leads each Regional Diversity and Inclusion Council and works with subcommittees to analyze market data, identify opportunities and create and execute a market strategy. Our Diversity and Inclusion staff advises and guides the Regional Diversity and Inclusion Councils and provides the necessary support, data, analytics, tools and resources. 10

13 The Councils main objectives are: Identify areas of emerging business opportunities using timely demographic data Collaborate across key lines of business at the market level Encourage the regional team to complete Supplier Diversity Training and increase customer awareness and registration with PNC s Supplier Diversity Program Increase the number of minority and women business enterprises as clients and suppliers Ensure diverse hiring to reflect the communities they serve Identify opportunities for the EBRGs to build relationships within the community Identify community sponsorship opportunities that align with the market strategy During their second year of implementation, the Regional Diversity and Inclusion Councils continued to build upon the collaborative market approach to identify additional opportunities resulting from changing market demographics. Stronger market networks resulted in increased penetration into new diverse segments, which included Hispanics, African Americans, Women, LGBT and Military/Veterans. A few significant results generated by these councils in 2014 include: The Akron Regional Council identified the LGBT community as its focus for 2014 initiatives. PNC was a sponsor of the Gay Games, and the Akron Regional Council built upon that momentum by volunteering at the marathon and hosting a PNC booth at the Akron Flair Fest. The team showcased PNC as not only a diverse company, but also as an organization dedicated to serving diverse customers. The months following were spent building upon the connections made during the Gay Games and festival. Additionally, the Akron Regional Council coordinated a Financial Planning for Same-Sex Couples event, presented by Akron Wealth Management. The effort resulted in customers opening a mortgage loan and a retirement/financial plan. The Florida West Regional Council began in 2014 to integrate Hispanics, LGBT and women business owners into its growth strategy because these groups are distinctly represented within the area s demographics and as emerging business entities. The group s outreach into each of these diverse segments was achieved through business and advocacy organizations, as well as sponsoring nine events. The efforts resulted in a significant number of new personal and business accounts, loans and merchant services. In addition, the Florida West Regional Council was recognized by Equality Florida as the winner of the Equality Means Business Award. 21 Events The Delaware Diversity and Inclusion council had 21 events throughout 2014, designed to address each of the focus areas and promote PNC as their community bank. Combined attendance at the events was 4,461, which resulted in numerous new personal and business banking relationships In Delaware, its Diversity and Inclusion Council pinpointed its primary focus areas women business owners and those in the military, and its secondary focus Asians, African Americans, Latino/Hispanics and those with disabilities. The council had 21 events throughout 2014, designed to address each of the focus areas and promote PNC as their community bank. Combined attendance at the events was 4,461, which resulted in numerous new personal and business banking relationships. 11

14 Customers Driving Revenue 7,400 ATMs many of which feature 10 or more languages. The ATMs are also equipped with Spanish and English audio capabilities for the visually impaired PNC is a solid and resilient company because of our customer relationships. Our products, services and strategies revolve around creating successful financial relationships with customers. We strive to adapt to changing demographics to deepen our customer and community relationships. As an intentionally inclusive workplace, we identify and navigate new marketplace opportunities to remain ahead of the curve on whose needs we need to meet next. We accomplish this through multicultural marketing initiatives to improve the customer experience among our diverse customer base. Our multicultural marketing team: Develops customer-focused marketing campaigns for the African American, Hispanic, Polish, Chinese, Korean, Asian Indian and Lesbian, Gay, Bisexual and Transgender communities. All campaigns are culturally relevant and are in-language, where appropriate. Collaborates with the Diversity and Inclusion team to bring History and Heritage Month celebrations to life through the use of mass media, which increases awareness of the PNC brand within our diverse communities. Our other multicultural marketing efforts include: 170 Interpretation Services offered in over 170 languages both in the branches and over the phone. For the hearing impaired, customer service is available through TDD and relay calls Bilingual employees at our branches meet the needs of our diverse segment customers. Many of these same branches also display customized bilingual signage and digital content in Spanish and Polish. More than 7,400 ATMs, many of which feature 10 or more languages, including Chinese, English, French, German, Italian, Japanese, Korean, Polish, Portuguese, Spanish and Vietnamese. The ATMs are also equipped with Spanish and English audio capabilities for the visually impaired. A variety of resources for Hispanic consumers available in Spanish, including a designated Customer Care Center line, HOLA-PNC, educational materials and web pages in Spanish including pnc.com/espanol, pnc.com/siempreabierto and pncvirtualwallet.com/es. Customized web pages developed for Polish, Chinese, Korean, Asian Indian, and LGBT customers. Interpretation services offered in over 170 languages both in the branches and over the phone. For the hearing impaired, customer service is available through TDD and relay calls. 12

15 Supplier Diversity We demonstrate our commitment to strengthening the communities and businesses in each market we serve through an active and effective Supplier Diversity Program. The initiative offers PNC products and services to qualified businesses owned by minorities, women, veterans, LGBT and people with disabilities. Through its diverse supplier base, PNC gains the benefits of varied perspectives, unique skills and innovative thinking, all of which are critical to enhancing businesses. It also allows us to better serve customers and employees while promoting economic growth within our communities. PNC spent more than $338 million with diverse business owners in 2014, which represents 15.2 percent of PNC s eligible spend, up from 13.3 percent in In its active supply base, PNC has more than 3,300 diverse-owned companies that provide a broad array of products and services, including computer hardware, title and settlement services, commercial print, custom millwork, contingent labor, courier services, consulting, training, advertising and market research. To ensure that supplier diversity continues to play a significant role in our strategic sourcing decisions, PNC Supply Chain Management maintains a team of sourcing professionals who are dedicated to supporting this work within our organization. These resources focus on increasing organizational accountability and identifying additional opportunities for diverse supplier participation. PNC s Supplier Diversity Program has been vital to the growth of many minority-owned companies. Looking ahead, we plan to further grow the diversity of our supply chain as our business needs and geographic footprint continue to evolve. Learn more We seek suppliers who can provide high-quality, low-cost products and services. If you are interested in becoming a supplier or learning more about our program, visit or us at supplierdiversity@pnc.com. 15% PNC spent more than $338 million with diverse business owners in 2014, which represents 15.2 percent of PNC s eligible spend, up from 13 percent in 2013 I started this company with the goal of providing stellar general contracting services to clients in the Southwestern Pennsylvania region. Today, Sterling Contracting is pleased to work with PNC, a leader in the financial sector. We are currently installing the casework and millwork in the new PNC Headquarters being built in downtown Pittsburgh, and have completed renovation projects for their sites throughout the community. In fact, our company headquarters is located at a former PNC branch office. Our hope is to continue to work with PNC as it enhances its sites throughout our communities. James Cooper Sterling Contracting LLC 13

16 Women s Business Development PNC recognizes that the growth in women-owned businesses the fastestgrowing business segment in the United States has not yet reached its full potential. According to findings from our biannual Economic Outlook Survey, women business owners are just as optimistic about their businesses as their male counterparts but are less than half as likely to grow their businesses by taking on new loans or lines of credit. At PNC, we are developing our bankers with proprietary training in order to better support the success of women business owners. More than 1,500 corporate-wide bankers, both male and female, have been certified by PNC as Women s Business Advocates and understand both the opportunities and challenges for female financial decision-makers, including women who own businesses. 1,500 More than 1,500 corporate-wide bankers, both male and female, have been certified by PNC as Women s Business Advocates We also provide an array of resources to women business owners to inspire business development and personal achievement, including: Sponsorship of the Women Presidents Organization and The Committee of 200, among other organizations, which share our support for women in business and provide mentoring and networking opportunities for customers. Webinars and podcasts on PNC.com/women to foster continued education and development. Women Who Achieve, an online series of articles that celebrate successful customers. Our Insights for Women in Business magazine and e-newsletter, which feature timely articles and executive profiles to help women grow companies, generate new ideas and share experiences. 14

17 Outreach to Communities Promoting and advancing diversity and inclusion is about celebrating our distinctive cultures, traditions and personal attributes that make us individuals. PNC devotes time and resources to community and employee events, local sponsorships and social networking to generate a sense of pride among PNC s employees, enable them to better understand their colleagues history and backgrounds, and help to deepen our relationship with our customers and communities. 109 Celebration of nationally recognized history and heritage months More than 109 such events occurred across the company in 2014 To further strengthen our community connections, we have developed unique products, services and initiatives to assist our diverse customers with meeting their financial goals, growing their businesses and living better lives in vibrant, healthy neighborhoods. We have also provided resources to seed ideas, advance development initiatives and encourage leadership in nonprofit organizations. Some of our endeavors include: Community Development Banking that boosts the quality of life in lower-income neighborhoods through innovative loans and investments in affordable housing and economic revitalization and customized financial solutions. For example, PNC Community Development Banking invests millions of dollars annually in Habitat for Humanity portfolios to create capital to build more homes for working families, while many PNC employees volunteer as financial coaches or board members in their local affiliates. PNC Government Affairs that advocates on behalf of PNC with local, state and federal government officials on the full array of legislative issues that affect the corporation and its lines of business. Financial Education Seminars offered in Spanish-language about fundamentals of money management, small-business cash flow and first-time home buying. PNC s Grow Up Great and PNC Crezca con Exito, the company s signature charitable program, that helps prepare children from birth to age 5 particularly those underserved for success in school and life. Support through Partnerships and Sponsorships of several programs and organizations that mentor women entrepreneurs, such as the Women Presidents Organization. Celebration of nationally recognized history and heritage months through employee and community events, as well as advertising campaigns. Since 2011, PNC has more than doubled the number of history and heritage month events. More than 109 such events occurred across the company in These celebrations honor the contributions of African Americans, Asian-Pacific Americans, Hispanics, Women, people with disabilities and the Lesbian, Gay, Bisexual and Transgender (LGBT) community to the nation and the communities where our employees work and live. Recognition and celebration of other important cultural events, including Asian Lunar New Year, Diwali, National Coming Out Day and Spirit Day LGBT, as well as Polish American Heritage Day. Sponsorship of the annual Return to the Roots of Civil Rights Bus Tour, an eight-day journey to the sites of America s Civil Rights struggle. 15

18 Celebrating Diversity PNC s History and Heritage Program celebrates the history, cultures and holidays of our diverse employees and customers. Our involvement in these special traditions allows us to share in one another s pride of their uniqueness. Each year, our program grows through participation in community, employee events or through sponsorships and advertising campaigns. Of the 109 events organized throughout the organization in 2014, these are some of the highlights in our various markets: Durham, NC: Black History Month PNC hosted a preview event and unveiling of a new exhibit to commemorate the 50th anniversary of the desegregation of the Carolina Theatre of Durham. The sponsorship allowed the Carolina Theatre to complete its fundraising effort for the exhibit and help raise community awareness about the new display. Washington, DC: Disability Mentoring Day For the first time, this market hosted high school and college students with disabilities for a day of mentoring. The participants were very engaged during the highly interactive sessions. New Jersey: Hispanic Heritage Month In collaboration with Hispanics Inspiring Students Performance and Achievement (HISPA), this PNC team presented an event titled, A Legacy of Stories, A Present of Action, and A Future of Success for our Youth, to mentors interested in helping young Hispanic people attain personal and professional success. Florida East and West: LGBT Year-long Events Both of these markets hosted events throughout 2014, including 12 Equality Florida Galas across the state. Equality Florida is the state s largest civil rights organization dedicated to the LGBT community. PNC also participated in the St. Petersburg Pride Parade and Festival, Orlando Pride and Tampa International Gay and Lesbian Film Festival. Eight Markets: Women s History Month Eight markets (Chicago, Cincinnati, Cleveland, Detroit, Louisville, Pittsburgh, Overland and the Western Carolinas) with EBRG Women Connect chapters celebrated Women s History Month by viewing a video presentation on managing high-performing teams with featured speaker, Katie Wreed Bell of the Gallup Organization. In addition, as simply a way of doing business, PNC hosted and sponsored dozens of events in support of women year-round. 16

19 25 Top 25 U.S. ERG and Diversity Councils Association of Diversity Councils 2014 Accolades PNC has been honored for its commitment to creating a culture of respect and inclusion. This recognition includes: Best Place to Work for LGBT Equality (Human Rights Campaign, 2015) Great Workplace Award for Employee Engagement (Gallup, 2015) Designated as Top Military-Friendly Employers (G.I. Jobs, 2014) Diversity Leader Award (Profiles in Diversity Journal, 2014) Secretary of Defense Employer Support Freedom Award (U.S. Department of Defense, 2014) Top 10 Regional Companies for Diversity (DiversityInc Magazine, 2014) Top 25 Best Corporations for Veterans-Owned Businesses (NaVOBA, 2014) Top 25 U.S. ERG and Diversity Councils (Association of Diversity Councils, 2014) Top 50 Companies for Executive Women (National Association for Female Executives, 2014) Top Supplier Diversity Programs (U.S. Veterans Magazine, 2014) 100 Best Companies for Working Mothers (Working Mother, 2014) Secretary of Defense Employer Support Freedom Award U.S. Department of Defense 2014 Employer Support of the Guard and Reserve National Chair Paul Mock (far left) honors PNC software engineer Erik Luca (second from right), an active member of the U.S. Army Reserves, and Percy Simpson (far right), executive sponsor of PNC s Military Advisory Council and Military Employee Business Resource Group, as well as a graduate of the U.S. Military Academy at West Point and former U.S. Army Officer, with the Secretary of Defense Employer Support Freedom Award.

20 PNC provides equal employment opportunity to qualified persons regardless of race, color, sex, national origin, age, sexual orientation, gender identity, disability, veteran status, or other category protected by law.