Greg Pollock says his position is just one example of the organization’s ongoing commitment to accessibility and disability inclusion.
It’s rare for a company to have an accessibility officer in its ranks. As organizations deepen their commitment to diversity and inclusion, a best practice is emerging: companies like PNC are adding roles specifically focused on disability and accessibility.
In late 2017, a team of leaders from around the company convened to form a ‘disability roundtable’ to advance PNC’s work around disability inclusion. As the team explored opportunities and needs, one recommendation was clear: hire an accessibility officer. “Leaders at all levels of the organization are committed to accessibility and disability inclusion,” says Greg Pollock, PNC’s first-ever accessibility officer, “and my position is proof of their commitment to this strategy.”
Since joining PNC, Pollock has been hard at work partnering with colleagues across the organization to develop an accessibility strategy that will impact every aspect of the bank’s operations. Pollock joined PNC in May after working for years in public affairs and human resources at another large company.
Read more about Greg and PNC’s commitment to accessibility.
Some of PNC’s LGBTQ+ employees share what it means to be “out” at work along with the challenges – and accomplishments – that are part of their jobs.
For the lesbian, gay, bisexual, transgender and queer (LGBTQ+) community, there is no shortage of both challenges and triumphs. While many states still do not offer LGBTQ+ employees legal protection against discrimination, many others do, and a growing number of companies are voluntarily adopting policies that create diverse and inclusive workplace cultures.
Hear from seven PNC employees who identify with the LGBTQ+ community, as they discuss personal and professional experiences.
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