Financial JOHN STRANGFELD
Chairman & CEO
In its third year on the
list, Capital One con-
tinues to be a leader in
creating an inclusive
workplace through strong work/
life benefits and employee-resource
INDUS TRY Financial Services MAIN COMPE TI TORS American Express Co., Bank of America, Discover U.S. HEADQUARTERS McLean, Va. NUMBER OF U. S. EMPLOYEES
27,000 OF OPERATIONS OU TSIDE U.S.
Prudential is a
50 mainstay. Its
to an inclusive workplace and to
philanthropy in its Newark, N.J.,
headquarters location and with
multicultural organizations is quite
Chief Diversity Officer
AIG, AXA, MetLife
NUMBER OF U.S.
OU TSIDE U.S.
and CEO Richard D.
Fairbank led the cre-
ation and articulation
of Capital One’s stated values,
which are woven throughout the
company’s business communica-
tions, interactions and processes.
The company’s values center around
“Excellence” and “Do the Right
Thing,” and diversity figures prominently in the equation: Best People
(“value diversity of people”), Open
(“value diversity of ideas”) and the
overarching Respect for Each Other
The bank has innovative work/life
benefits, including childcare in the corporate headquarters, fertility assistance, foster-care assistance, foster-care
reimbursement, expectant mothers’ designated parking,
lactation rooms, a resource for adoptive parents and associates considering adoption, a resource for current and
prospective parents, onsite health centers, an onsite mobile
mammography program, military-leave compensation and
tuition assistance for undergraduate and graduate work.
Capital One also has first-rate benefits for same-sex domestic partners of employees.
The company has 10 employee-resource groups, including for adoptive parents, telecommuters, and parents and
family members caring for a child with autism.
The company also has mandatory diversity training for
its entire workforce, held every month for a full day. There
are metrics in place to measure the success of training,
including sending evaluation surveys to employees after
classes so they can provide feedback on the course, facilitators and materials. The bank’s diversity councils also measure workforce metrics that are covered in the course.
Chairman and CEO
John Strangfeld ties a
age of senior execu-
tive bonuses to diversity goals. He
personally meets with employee-
resource groups, chairs the firm’s
diversity council and regularly
uses the company intranet to
personally communicate diversity
The company allocates 90 percent of its philanthropic endeavors
to multicultural groups, including the Alvin Ailey Dance
Foundation, National Urban League, La Casa de Don Pedro,
Children’s Defense Fund and Harlem’s Children Zone. The
company also makes donations to groups offering scholarships for multicultural students, including UNCF, Jackie
Robinson Foundation, Toigo and INROADS.
This company has a long history of holding its senior
leaders accountable for diversity goals and infusing diversity-management best practices throughout its lines of business.
That background shows up in its demographics, which show
diversity by race/ethnicity and gender.
Prudential has strong employee-resource groups, some
in existence for more than a decade. These include groups
for Blacks, Latinos, Asians, people with disabilities, LGBT
people, women and veterans.
Prudential has excellent work/life programs, including
backup care for children and adults, adoption assistance, paternity leave and flexible work arrangements. The company
also offers onsite fitness centers and medical clinics, lactation
programs, floating religious holidays and onsite religious
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