Make life better.
As we continue to strive toward achieving our mission of making life better for our customers, our shareholders and associates, diversity is one of the most important elements of the Regions Financial Corporation business strategy, and
we've made great progress toward embedding the principles of diversity and inclusion throughout the organization. We've done this by strengthening our efforts to attract, develop and retain diverse talent; by creating innovative programs that improve workforce morale; and by establishing initiatives that help the organization reach more diverse segments of our customer base.
We are very proud of our efforts to address many aspects of diversity and inclusion as we work toward hiring and retaining a diverse employee base, and as we seek to reach diverse market segments in our footprint. But, we know there is still more work ahead.
Embedding the principles of diversity and inclusion in everything we do is essential to achieving our mission of making life better.
Diversity FAQs
| Q: Is the composition of the Regions board of directors culturally and ethnically diverse? |
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A: Yes. The composition of the board of directors is guided by the Regions Financial Corporation board selection process and philosophy – to seek members from diverse professional backgrounds who combine a broad spectrum of experience and expertise with a reputation for integrity. Among the members of the board, there is minority and women representation.
| Q: Do you have a senior officer responsible for diversity? |
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A: Yes. The Regions Financial Corporation Executive Council -- currently made up of six senior executives, including the Chairman, President and CEO -- is diverse and includes a female member. Other top senior executives -- including several women and minorities -- report directly to members of the Executive Council.
| Q: Is there diversity amoung the senior executives at Regions? |
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A: Yes. Regions newly created Operating Committee, which works with the Executive Council to ensure a strong connection between geographic leadership, the lines of business leaders and key support functions, illustrates Regions’ diversity among top senior executives, as two of the core members are women. In addition, other top senior executives -- including several women and minorities -- report directly to members of the Operating Committee.
| Q: What are some recent diversity initiatives or activities that have been implemented at Regions |
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A: MINORITY CAPITAL MARKETS INITIATIVE: Regions Financial Corporation recognizes the important role that African-American-owned investment banking firms play in their communities and throughout the national and international financial services market. For this reason, Regions has a program that formalizes its commitment to diversity by engaging African-American-owned financial services firms in complex corporate financial transactions.
Since inception, the initiative has resulted in several minority-owned firms -- including Loop Capital Markets, Touissant Capital Partners, Williams Capital and Ramirez and Co. -- participating in transactions totaling more than $3.5 billion.
As part of the initiative, Regions is continuing to look for innovative methods of integrating existing and future participant African-American firms in the management process of its corporate finance transactions.
EMERGING MARKETS PROGRAM: This program is part of a broader commitment to serve African-American and other minority-owned businesses. The initiative incorporates a focused sales effort solely devoted to meeting the financial demands of African-American business owners. As part of the initiative, Regions provides business counsel and financial planning advice as well as other specialized products such as free business checking, flexible lending products, and special money market and CD rates.
Additionally, program participants have access to advice in credit services, insurance, employee benefits, portfolio management and retirement planning.
UNCF-REGIONS STRATEGIC PARTNERSHIP: Regions Financial Corporation and the United Negro College Fund have formed a strategic partnership to provide scholarships and financial education at historically black colleges and universities.
As a component of the partnership, scholarships will be awarded annually to deserving students who are studying business at UNCF member institutions. Each scholarship will provide $7,500 toward the students' tuition and expenses. In 2009, awards went to a student from Spelman College and a student from Xavier University.
REGIONS CORPORATE DIVERSITY INDEX: The Regions Corporate Diversity Index is an internal measurement tool used to assess, analyze and evaluate the company’s overall diversity performance. The index categories include diversity strategy/leadership, employment, marketing/communications, community outreach and supplier diversity. Index results are reported to the company’s executive council and communicated in company publications.
REGIONS DIVERSITY NETWORK: The Regions Diversity Network is an association of senior leaders who work together to advance the company’s comprehensive corporate diversity strategy. The network – comprised of associates who work in areas and on matters that have a substantial impact on the company’s diversity-related activities – provides a formal avenue to gather and distribute diversity-related intelligence and improves the company’s ability to identify diversity-related opportunities and risks. Through the network, the organization’s diversity practitioners meet monthly with senior leaders to share information and collaborate on diversity strategies.
MANAGEMENT ASSOCIATE PROGRAM: Regions Financial Corporation continues to infuse a diverse talent pool into the management levels of the enterprise through a formal recruitment initiative called the Management Associate Program.
Through the program, high-potential college graduates are recruited from a diverse pool of colleges, including several historically black colleges and universities. Once recruited, the new associates participate in a 10-week structured training curriculum that incorporates all major functional areas of the bank.
Throughout their careers, participants are consistently exposed to leadership and professional development opportunities as part of the program.
Of the participants in the 2008 Management Associate class, 28 percent were minority and 44 percent were women.
SUPPLIER DIVERSITY INITIATIVES:
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A: It is the policy and practice of Regions Financial and its subsidiaries to provide equal employment for all employees and prospective employees without regard to race, color, national origin, sex, religion, age, disability, veteran status or any other characteristic protected by law. All employment decisions are made and are consistent with the principle of equal employment opportunity, and only job-related qualifications. All personnel actions, such as compensation, benefits, transfers, social and recreational programs, etc. are administered without regard to race, color religion, sex, age, disability, veteran status, national origin, or any other characteristic protected by applicable law. Regions Financial has designated an officer to administer and monitor EEO practices, and will not tolerate associates who violate EEO Guidelines.