American Express Company 2015 Corporate Social Responsibility Report

GRI INDEX
INTRODUCTION
DIVERSITY AND INCLUSION
Great service starts with our employees.
Our people are constantly looking for innovative ways
to better serve our customers and communities. Their
collective spirit, passion and drive inspire our company’s
success and continuing reinvention. They are the faces
and voices of our unique service brand.
We aim to provide great service to our employees, too. We make it welcoming,
purposeful and rewarding to be part of the American Express team. That means
fostering a diverse and inclusive culture and enabling our employees to achieve
their professional and personal goals.
Our high employee satisfaction ratings and employer of choice awards show
that we are making a positive impact for our people. When we serve employees
well, we strengthen their ability to serve all of our stakeholders.
American Express began to formalize its
commitment to diversity and inclusion
nearly three decades ago with the official
launch of an Employee Network, the
Black Employee Network. In addition,
the company introduced a Diversity
Council, a diversity awareness training
and the inclusion of diversity goals in
its Performance Management Process.
Today, American Express continues
to evolve and grow our diversity and
inclusion programs and initiatives.
Our goal is to create an employee base
that is as diverse as the customers and
communities we serve. Through the
diverse insights and experiences of
our employees, we can better serve
our customers.
Our global diversity and inclusion strategy
We aspire to develop a diverse talent pool and to foster an inclusive workplace
culture where differences are valued and expressed freely - and all employees have
the support they need to take risks, learn and collaborate.
When we recruit and develop talent at all levels, we seek the best people from
all walks of life, and hold senior executives accountable for ensuring diversity. In
addition, all American Express employees take mandatory training on recognizing
and preventing discriminatory practices.
Approximately 40 percent of
all employees participate in a
network, and our research shows
that those who do are significantly
more engaged in their work and
in the company compared with
those who don’t.
US WORKFORCE DIVERSITY
2015 AMERICAN EXPRESS
US EMPLOYEES
TOTAL
NON-MINORITY
TOTAL
MINORITY
TOTAL
WOMEN
Exec-Sr. Level Officials & Mgrs.
76%
24%
30%
First-Mid-Level Officials & Mgrs.
64%
36%
54%
Professionals
59%
41%
45%
All Others
54%
46%
71%
Total U.S. Company
60%
40%
57%
24