Diversity, Equity and Inclusion

The Huntington National Bank: An Inclusive Culture

At Huntington, Welcome means Welcome to all. We are committed to an inclusive culture where everyone feels welcome, safe and respected. Creating an inclusive and diverse environment involves embracing different skills, backgrounds, experiences and perspectives and having a workforce that reflects our communities helps us better understand and meet the needs of our customers. Inclusiveness is a business imperative—and will continue to be a driving force in our success.

Workforce Diversity and Workplace Inclusion

We embrace diversity as a responsibility shared among all colleagues by modeling inclusive behaviors, showing respect, and appreciating differences. The diversity of our colleagues is a key component of our success as an organization as it allows us to have a workforce that is representative of the communities we serve. Our Diversity, Equity and Inclusion Corporate Policy Statement codifies our commitment to be intentional in how we engage, develop, retain, and attract talent to foster a more inclusive environment.

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.” We encourage colleague engagement through community involvement and volunteerism, Inclusion Councils, Business Resource Groups, and Communities of Practice to support our commitment to engage, develop, retain, and attract talent. Memberships in the Inclusion Councils, Business Resources Groups, and Communities of Practice are open to all colleagues.

Development

We have 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

Fostering an inclusive and welcoming environment begins at the top of the organization and includes having a diverse and inclusive Board. To reinforce the importance of strong people leadership behaviors in building a diverse and inclusive workplace, we use People Leader Quotient (PLQ). PLQ leverages a combination of quantitative and qualitative measures and is intended to reinforce the actions and behaviors expected of leadership while making the Huntington stronger through the development of our most important asset, our colleagues.

Retention

Our compensation structure includes benefit plans and programs that focus on multiple facets of well-being including physical, mental, and financial wellness. Huntington’s benefit plans and programs include incentive opportunities such as preventive screening, family time off, caregiver leave, a scholarship program, 401(k) with employer contributions, a $20 per hour minimum pay rate and multiple tiers with our medical plan to scale colleague premiums based on level of pay. We also strive to ensure that we retain the talent we attract.

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 diverse skills, backgrounds, experiences and perspectives 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 and is critical to our sustained success and growth.