- Amerisource Business Capital Expands Team with New Regional Market Manager Appointment
- KeyBank Expands Commercial Banking Teams in Chicago and Southern California to Serve the Middle Market
- Provident Expands Commercial Lending Team as Part of Regional Growth Strategy for Eastern Pennsylvania
- Appraisers See a Mixed Picture for Valuations
- SLR Business Credit Adds Mark J. Simshauser as Senior Vice President Supporting Growth in Northeast US
PNC Business Credit’s DEI Initiatives
September 28, 2022
By Michele Ocejo
After gathering information from various PNC program managers, Eileen Kowalski discusses the DEI initiatives of PNC Bank N.A. and more specifically those of PNC Business Credit.
PNC was one of two companies that were highly aligned with their employees in the replies to SFNet’s DEI Survey. Could you tell us a bit about PNC’s approach to DE&I and any specific programs you have implemented? And are the programs tailored to the Business Credit area or across PNC?
Diversity and Inclusion is a PNC core value. By creating an environment that is inclusive of all, we strive to provide employees the opportunity to work with colleagues who bring different skills and voices to the table. We are committed to intentional inclusion of experiences, skills, cultures and perspectives to promote ingenuity while embracing diversity.
In an increasingly diverse marketplace, we believe that it is important for us to communicate effectively with customers and understand their needs, regardless of language or culture. By having employees armed with skills to engage with an ever more diverse customer base, we sharpen our competitive advantage. This is why many of our D&I efforts are enterprise-wide, but come to life across our national coast-to-coast
footprint region by region.
One of the centerpieces of our D&I programs is our long-running Employee Business Resource Groups (EBRGs), which support employees with a shared heritage, gender, sexual orientation, background or shared interest in intergenerational connection. EBRGs provide a forum for discussion, networking, mentoring and professional development, as well as opportunities for employees to contribute to PNC’s success. PNC’s EBRGs include groups focused on African American, Asian American, Latino and LGBTQ+ employees; women; military/veterans; and employees with disabilities,
as well as groups focused on multi-cultural employees, our intergenerational workforce and young professionals. Today, PNC has nearly 16,000 employees involved in EBRGs with 106 chapters across 54 markets.
Nearly 10 years ago, PNC launched its Diversity & Inclusion (D&I) Mentoring Program. We know that mentoring is a powerful tool to support employees with navigating the corporate culture, building workplace relationships, creating opportunities for personal and professional development, and increasing engagement. Since its inception in 2013, the D&I Mentoring Program has had tremendous success by improving employee experience, advancement, and retention. PNC Business Credit launched a similar program based on requests for ABL-focused mentors.
Click here to read the full article.
PNC was one of two companies that were highly aligned with their employees in the replies to SFNet’s DEI Survey. Could you tell us a bit about PNC’s approach to DE&I and any specific programs you have implemented? And are the programs tailored to the Business Credit area or across PNC?
Diversity and Inclusion is a PNC core value. By creating an environment that is inclusive of all, we strive to provide employees the opportunity to work with colleagues who bring different skills and voices to the table. We are committed to intentional inclusion of experiences, skills, cultures and perspectives to promote ingenuity while embracing diversity.
In an increasingly diverse marketplace, we believe that it is important for us to communicate effectively with customers and understand their needs, regardless of language or culture. By having employees armed with skills to engage with an ever more diverse customer base, we sharpen our competitive advantage. This is why many of our D&I efforts are enterprise-wide, but come to life across our national coast-to-coast
footprint region by region.
One of the centerpieces of our D&I programs is our long-running Employee Business Resource Groups (EBRGs), which support employees with a shared heritage, gender, sexual orientation, background or shared interest in intergenerational connection. EBRGs provide a forum for discussion, networking, mentoring and professional development, as well as opportunities for employees to contribute to PNC’s success. PNC’s EBRGs include groups focused on African American, Asian American, Latino and LGBTQ+ employees; women; military/veterans; and employees with disabilities,
as well as groups focused on multi-cultural employees, our intergenerational workforce and young professionals. Today, PNC has nearly 16,000 employees involved in EBRGs with 106 chapters across 54 markets.
Nearly 10 years ago, PNC launched its Diversity & Inclusion (D&I) Mentoring Program. We know that mentoring is a powerful tool to support employees with navigating the corporate culture, building workplace relationships, creating opportunities for personal and professional development, and increasing engagement. Since its inception in 2013, the D&I Mentoring Program has had tremendous success by improving employee experience, advancement, and retention. PNC Business Credit launched a similar program based on requests for ABL-focused mentors.
Click here to read the full article.
About the Author
