Diversity, Equity and Inclusion
EEO-1 Disclosure
2020 EEO-1 Consolidated Report
Huntington’s Diversity Performance
Diversity, Equity and Inclusion at Huntington National Bank
We are committed to creating a diverse, equitable, and inclusive environment by embracing different skills, backgrounds, and perspectives, both in our communities and at work. In 2020, Equity was added to Diversity and Inclusion to highlight our intentional efforts to combat systemic barriers and promote fair and impartial treatment for all. We believe Purpose-driven leadership facilitates progress in this regard. Our expected leadership behaviors are designed to ensure the alignment of diversity, equity, and inclusion objectives with our business goals, our corporate values, and the future of Huntington.
Huntington’s DEI Strategy and Operating Plan, which is underpinned by our leadership and data-driven accountability, encompasses our strategic focus areas of Workforce Diversity, Workplace Inclusion, Supplier Diversity, and Community Engagement. As shown by the graphic to the right, this is an ongoing process, with each focus area enabling the others.
Workforce Diversity and Workplace Inclusion
We embrace diversity as a responsibility shared among all colleagues, bringing our core value of inclusion to life by modeling inclusive behaviors, showing respect, and appreciating differences. Huntington’s Social Equity Colleague Plan covers three pillars that span the colleague experience: Culture and Inclusion, Development/Career Advancement, and Talent Experience. Our DEI Policy Statement codifies our commitment to be intentional in how we engage, develop, evaluate, retain, and attract talent to foster a more inclusive environment that effectively leverages diversity.Engagement. At Huntington, we believe that we have highly engaged colleagues committed to looking out for each other and our customers with a balanced focus on “what we do” and “how we do it.” Colleagues are encouraged to participate in our nine Business Resource Groups and eight Inclusion Councils to connect with colleagues with similar interests. We also provide colleagues with access to an internal social media platform where they can share thoughts and ideas.
Development. We have created specialized learning and development programs to help our colleagues grow and develop. These development programs include an online library, which allows colleagues to take ownership of their development via direct access to role-based content that can be self-initiated.
Evaluation. We believe that fostering diversity and inclusion begins at
the top of the organization. Just as we have created a diverse and inclusive Board, we hold management
accountable for creating a diverse and inclusive workplace. To reinforce the importance of strong people
leadership behaviors in building a diverse and inclusive workplace, we introduced the People Leader Quotient
(PLQ) in 2020. Our PLQ leverages a combination of quantitative and qualitative measures and is intended to
reinforce the actions and behaviors expected of leadership while making Huntington stronger through the
development of our most important asset, our people.
Retention. Our compensation structure includes benefit plans and programs focused on multiple
facets of well-being, including physical, mental, and financial wellness. Huntington’s benefit plans
and programs include incentive opportunities such as preventive screenings, family time off, caregiver
leave, a scholarship program, 401(k) with employer contributions, a $19 per hour minimum pay rate, and
multiple tiers within our medical plan to scale colleague premiums based on level of pay. We also strive to
ensure that we retain the diverse talent we attract by evaluating our leaders on the basis of how well they
model diversity and inclusion in promoting colleagues.
Attraction. We are dedicated to attracting the right talent with an emphasis on experience and
behaviors that align with our Purpose and our Values. The diversity of our colleagues is a key component of
our success and provides the organization the opportunity to have a workforce that is representative of the
communities we serve. We understand that to support our diverse culture, we must also have inclusion, which
remains a corporate strategic objective for Huntington. We proactively seek out a diverse candidate pool
during the recruitment process across all levels, and evaluate our leaders based on how they model diversity
and inclusion in their hiring practices.
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