American Express Company 2015 Corporate Social Responsibility Report

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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
GRI INDEX Developing women leaders We’re proud of our progress toward creating a more gender-balanced organization. Women represent more than 50 percent of our employees worldwide and 30 percent of our most senior executives. We invest in research to help identify potential barriers to women’s advancement in the workplace, and we’ve created programs designed to develop and promote high-potential women at American Express. These programs include our Pathways to Sponsorship and Women Rising at American Express, which focus on: gender intelligence training; strengthening our talent pipeline; building a global network; and sponsorship. In addition, we offer an online learning module to help encourage more effective relationships between high-potential women and executive sponsors, More than 1,500 employees have completed the module since it was introduced in June 2015. OUR EMPLOYEE NETWORKS ANA BAAN BEN BlueEN CHAI DAN GEN HOLA PEACE PRIDE SALT WIN WIT VET Promoting diversity and inclusion through Employee Networks Since 1987, Employee Networks at American Express have provided opportunities that support personal and professional development, skill building and career growth. Completely employee-driven, they bring value to our company in many ways, from creating an inclusive workplace to driving product innovation. Employee Networks encompass the full spectrum of diversity at American Express, including disability, ethnicity, faith, gender, gender identity, generations, sexual orientation and veteran’s status. In 2015, with 15 networks and nearly 100 chapters worldwide, our Employee Networks ran many career-focused events including panel discussions, speaker series, leadership spotlights, clinics, career fairs and virtual forums. Asian Employee Network Black and Asian Employee Network Black Employee Network Virtual Working Employee Network Jewish Employee Network Disability Awareness Employee Network Generations Employee Network / GEN: Millennials Hispanic Origin & Latin American Employee Network Muslim Employee Network LGBT Employee Network Christian Employee Network Women’s Interest Employee Network Women in Technologies Veterans Employee Network Families at Amex Employee Network 2015 HIGHLIGHTS Helping multicultural women excel We have joined with several Fortune 500 companies as inaugural members of Blue Circle Institute’s “Transformational Leadership” program to address the lack of representation of multicultural women in managerial, senior or executive jobs, and on boards. The nine-month program gives high-potential, mid-career women of color the resources they need to get to the next level, including tailored and selfpaced leadership development guides and live web-based discussions. Championing diversity at home and around the world Since 2004, we have scored 100 percent on the Human Rights Campaign’s Corporate Equality Index, based on our policies and practices that support lesbian, gay, bisexual and transgender (LGBT) inclusion. We also joined Open For Business, a coalition of global companies making the economic and business case for LGBT inclusion in companies around the world. 25
Page 1 and 2: THE SERVICE EFFECT S E R V I C E E
Page 3 and 4: ABOUT THIS REPORT This report cover
Page 5 and 6: “Our service commitment extends f
Page 7 and 8: GRI INDEX THE SERVICE EFFECT The
Page 9 and 10: GRI INDEX IDENTIFYING KEY ENVIRONME
Page 11 and 12: GRI INDEX SPHERE OF SERVICE KEY GOA
Page 13 and 14: OUR SERVICE ETHOS Operating ethical
Page 15 and 16: GRI INDEX COMPANY PROFILE OPERATING
Page 17 and 18: GRI INDEX The Ombuds Office If our
Page 19 and 20: GRI INDEX PUBLIC POLICY ENGAGEMENT
Page 21 and 22: GRI INDEX RISK MANAGEMENT AND SECUR
Page 23: SERVING OUR PEOPLE High-performing
Page 27 and 28: GRI INDEX TRAINING AND DEVELOPMENT
Page 29 and 30: GRI INDEX Helping our employees wit
Page 31 and 32: SERVING OUR CUSTOMERS & PARTNERS Sa
Page 33 and 34: GRI INDEX HOW WE SERVE Our global,
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Page 39 and 40: GRI INDEX The Small Business Saturd
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Page 43 and 44: GRI INDEX Helping students build a
Page 45 and 46: SERVING OUR COMMUNITIES Longstandin
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Page 53 and 54: GRI INDEX Scaling our impact throug
Page 55 and 56: SERVING OUR ENVIRONMENT Doing our p
Page 57 and 58: GRI INDEX Reducing our carbon footp
Page 59 and 60: GRI INDEX Sustaining a safe, health
Page 61 and 62: GRI INDEX EMPOWERING EMPLOYEES Our
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Page 65 and 66: VERIFICATION STATEMENT GREENHOUSE G
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Page 73 and 74: GRI INDEX ASPECT: COMPLIANCE G4-DMA

American Express Company 2015 Corporate Social Responsibility Report

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