Diversity, Equity and Inclusion

Diversity, Equity and Inclusion at The 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.


Information as of 12/31/23

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.  We know that Diversity, Equity, and Inclusion (DEI) is important to our investors and external partners who share our commitment to serve communities that include individuals who are racially or ethnically diverse, persons with disabilities, all genders, all gender identities, our veterans and military professionals, and those within the LGBTQ+ community.  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 Corporate 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 $20 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.

1 We adjusted our 2023 aspirational goals to 2025 in alignment with our Social Equity Colleague Plan and in recognition of our expanded markets. These are long-term, aspirational goals that we aim to achieve consistently. Year-over-year performance may vary.

2 Huntington defines middle and executive management at a defined salary grade and above, which encompasses approximately 5,800 U.S. colleagues. Colleagues outside the U.S. are not included.

3 Reflects colleagues who self-identify as female.

4 Reflects colleagues who self-identify as American Indian or Alaskan Native, Asian, Black or African American, Hispanic or Latino, Native Hawaiian or Pacific Islander, or Two or More Races.

5 Reflects colleagues who self-identify as female (any race/ethnicity) and colleagues who self-identify as American Indian or Alaskan Native, Asian, Black or African American, Hispanic or Latino, Native Hawaiian or Pacific Islander, or Two or More Races.