We also placed on specialty lists including: Board of Directors, ESG and Philanthropy.

U.S. Bank has again been named to DiversityInc’s Top 50 Companies for Diversity list. The company ranked No. 18 (up from No. 40 last year) on the overall Top 50 List, tying for the largest jump on the list in 2021. In addition, the company ranked on several specialty lists: 

• Top Companies for Black Executives (No. 15),
• Top Companies for Board of Directors (No. 14),
• Top Companies for Latino Executives (No.8),
• Top Companies for LGBTQ (No. 14),
• Top Companies for Native American/Pacific Islander (No. 9),
• Top Companies for Philanthropy (No. 4),
• and was named to the unranked Top Companies for Environmental, Social & Governance list. 

Launched in 2001, the survey is the most comprehensive, data-driven D&I analysis of some of the largest U.S. employers. The assessment collects data across six key areas: Leadership Accountability, Human Capital Diversity Metrics, Talent Programs, Workforce Practices, Supplier Diversity, and Philanthropy. 

“Over the last year, we embedded diversity, equity and inclusion (DEI) more deeply into everything we do,” said Andy Cecere, chairman, president and CEO. “We elevated our chief diversity officer role to the managing committee, created greater accountability for our leaders to meet diversity, equity and inclusion goals and, through U.S. Bank Access Commitment, activated every area of our business to directly support racial equity.”  

U.S. Bank Access Commitment, which launched this year, is the company’s long-term approach to building wealth in diverse communities by supporting communities and families, small businesses and employees. The work starts with the Black community because that is where the racial wealth gap is greatest.

“This work of achieving equity is about how you impact real lives,” said Greg Cunningham, chief diversity officer. “When we talk about what we can do as a company to advance diversity, equity and inclusion, we’re talking about our focus on listening, learning and taking specific actions on behalf of the people we serve – customers, community members and our employees. Everything ties back to our commitment to power the potential in all of stakeholders.”

The company’s DEI programming takes employee insights to heart, ensuring they’re reflected in meaningful content that’s relevant to people’s lived experiences. Throughout the last year, Business Resource Groups (BRGs), which are affinity groups by and for employees, helped facilitate internal conversations about topics like racial injustice, trauma and psychological safety. BRGs also contribute directly to business goals by elevating and helping to implement new ideas for products, services, employee engagement and community involvement.

In addition, through a partnership with the company’s Human Resources organization, Cunningham and team have introduced more opportunities for self-directed and corporate-driven mentorship, sponsorship and career advancement.