Diversity and Inclusion
As the concepts of diversity and inclusion have evolved around the world, so too has our approach. We have increasingly integrated diversity initiatives into every area of our operations, from talent management strategies to the ways we foster innovation and manage customer relationships. And as our company has grown globally, we have also become more global in our diversity and inclusion programs and practices.
We have also cultivated a network of external partnerships to support our business and diversity objectives in areas such as talent acquisition and retention, supplier diversity, legislative matters and branding. Through these partnerships, we raise our visibility among a diversified pool of top-tier candidates while providing development opportunities for employees who work with these organizations and serve on their boards. The groups we work with span the fields of engineering, information technology and business enterprise. They include the National Black MBA Association, National Hispanic Corporate Council, National Society of Black Engineers, National Urban League, Society of Hispanic MBAs, and the Society of Women Engineers.
At a tactical level, our approach has four dimensions:
- Representation: We monitor the composition of our workforce and seek to reflect the diversity of available talent at company locations.
- Recruitment: We work with external partners such as the Society of Women Engineers and the National Society of Black Engineers to recruit people who will strengthen our diversity representation
- Retention: We offer web-based seminars, networking sessions, speaker events and conferences to help develop our diverse group of talent.
- Leadership: We regularly incorporate senior executives into our seminar and networking programs, and we offer leadership development opportunities for key women and people of color to help them grow their skills, obtain cross-functional experience and gain senior-level visibility.
In 2011, in support of Pitney Bowes’s global focus on customer communications management, we took a fresh look at our diversity and inclusion value proposition to ensure its continuing alignment with our company’s strategy and goals. As part of that effort, we conducted an IdeaNet Diversity and Inclusion Challenge, which drew responses from more than 130 employees.
International Diversity and Inclusion Council
Formed in 2007, the Europe-based Council includes representatives from all of our businesses and geographies, who work together to create a more inclusive working environment through training, leadership example, recognition and communications. In addition to conferences, regional briefings and training sessions throughout the company, the Council also sponsors the International Diamond Awards annually for individual and group leadership in the areas of diversity and inclusion. In 2011, Diamond Award winners included three employees in Portugal and two teams in the United Kingdom.
Awards and Recognition
In 2011, Pitney Bowes and its employees continued to earn recognition from numerous external organizations for excellence in diversity and inclusion. Among the awards:
- Asia’s Best Employer Brand Awards: Talent Management Award, Exemplary Leader Award, Continuous Innovation in HR Strategy Award
- Diversity/Careers in Engineering & Information Technology: 2011 Best Diversity Company
- DiversityMBA Magazine: 50 Out Front for Diversity Leadership: Best Places for Diverse Managers to Work (#17)
- Hispanic Business Magazine: 2011 Best Companies for Hispanics
- Hispanic Engineer & Information Technology: Top 200 Influential Hispanics in Technology—Herman Velasquez
- NASBA Center for the Public Trust Being a Difference Award—Robbie Narcisse
- Profiles in Diversity Journal: Diversity Leader Award, CEO Leadership in Action Award
Pitney Bowes’s commitment to diversity extends throughout its supply chain. For information on supplier diversity programs, including our 2012 Supplier Diversity Summit, please see the Customer and Suppliers section of this report.
Since 1987, Pitney Bowes has worked with INROADS, Inc. to assist in meeting our talent and diversity objectives by developing high-potential minority youth and preparing them for corporate and community leadership. Students apply to INROADS between their junior year in high school and sophomore year in college, and those accepted receive career coaching, training and summer internships with a view to full-time employment upon graduation. In 2011, we hosted 20 INROADS interns in accounting, communications, engineering, human resources, marketing, product management, Latin America & Caribbean operations and corporate citizenship.
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