Dignity &
Equality

Diversity, Equity, and Inclusion

At Regions, we recognize that a diverse, equitable, and inclusive workforce is essential to achieving and maintaining a thriving company. Regions has been on a constantly evolving journey toward fostering D&I throughout the organization. Our commitment to D&I starts at the top of our organization, with oversight of our initiatives provided by the Board’s CHR Committee. At the management level, we believe that our work over the past two years, led by our head of D&I and their team, has dramatically improved the sense of belonging felt by all associates. As we strive to enhance our foundational culture of D&I, we encourage associates to move forward on their own journey of understanding, focused on making a positive individual impact on our Company-wide efforts.

Cultivating a More Diverse and Inclusive Work Environment

We believe it is important for our team of associates to reflect the diversity of the communities we serve. One of the primary ways we execute our Build the Best Team strategic initiative is by cultivating a workforce informed by a full range of thoughts, backgrounds and perspectives; we all benefit from the creativity, varied perspectives, innovation, and energy that arises out of a diverse workforce. To follow through on these principles, we seek to recruit, develop, and retain the most talented people from a diverse candidate pool. Regions’ D&I Center of Expertise (COE) forms the core of our D&I work. The D&I COE drives our efforts toward building a culture of inclusion and belonging.

To further emphasize this mission, by the end of 2020, a focus on equity was added to the D&I COE’s efforts. Other examples of the D&I COE’s work in 2020 include:

• Integrating discussion of D&I into business groups’ strategic planning process, which contributes to Regions’ overarching strategic plan.
• Holding bi-annual meetings with business group leaders to help them establish their D&I goals for the year, with follow-up progress updates.
• Launching enterprise-wide line-of-business progressive diversity goals for our Group Manager- and Manager Head-level positions.
• Introducing the “Expanding My Circle” peer mentoring program for emerging diverse talent, which leverages the MentorcliQ platform’s algorithm to connect associates from different levels, lines of business, and demographic groups across the Company.
• Carrying out critical inclusion and belonging initiatives to address racial tension:
  • Listening Tours — our CEO and the D&I team held a series of listening tours across the footprint to hear associates’ perspectives.
  • Week of Understanding in July — a series of opportunities for every associate to participate in leadership-led, constructive, and open dialogue about racial differences, examining ways to lift up each other and our communities, and promoting listening and understanding as important steps toward positive change in our diversity journey.
  • Market-Level Table Talks — facilitation of Market-Level Table Talks, podcasts, and new videos to continue connecting with other associates in a virtual environment.
• Creating and executing D&I programming aimed at cultivating development, mentoring, and exposure opportunities for associates.
• Facilitating more Conversations with Clara, our Head of D&I, to offer transparent dialogue on D&I.
• Coordinating 10 Diversity Networks, representing approximately 11,000 associates, which play a critical role in associate engagement and driving the commitment to inclusion and belonging.
• Adding the LGBTQ+ distinction to Workday for more inclusive self-identification.
• Sponsoring the Momentum annual conference and nominating Regions associates to participate in the organization’s executive leadership and junior executive leadership programs, continuing a partnership with Momentum that now spans more than 15 years to support the professional development of female leaders.

The D&I COE also partners with the Talent Management and the Talent Acquisition teams on succession planning, diverse talent retention and acquisition, and diverse talent development. These efforts are applied across the Company through:

• Continuing our partnerships with HBCUs, National Pan-Hellenic Council (NPHC) organizations, and state vocational rehabilitation organizations.
• Driving accountability in the hiring process by initiating an open role acknowledgment letter sent to hiring managers, asking them to include diverse representation on candidate slates and the interview panel.
• Identifying, developing, and providing visibility to existing diverse talent.

Disability Services and Outreach

In 2020, we provided our associates with the opportunity to self-identify as disabled. To ensure an inclusive environment embraces these associates, the D&I Center’s work in 2020 included disability services and outreach as well as inclusion efforts. Actions included:

• Signing the Valuable 500 pledge in support of corporate inclusion of those with disabilities.
• Celebrating the 30th anniversary of the Americans with Disabilities Act (ADA) and the 75th anniversary of National Disability Employment Awareness Month by hosting a series of events:
  • Don’t Judge What You See.
  • The Mix podcast.
  • A week-long ADA event, in collaboration with other corporations based in Birmingham, Alabama.

Supporting U.S. Service Members and Veterans

We understand that U.S. service members face unique challenges that can make managing finances more complicated. Regions seeks to serve members of the U.S. military and their families by providing targeted financial guidance and education. We provide financial support, job readiness training, and opportunities to cultivate entrepreneurial activities within this population.

In 2019, we launched BRAVE — Building Regions Associate Veterans Experience. BRAVE helps transitioning military service members build a successful career at Regions by matching the service member’s talents and experience to job postings that best fit their career goals and interests while also supporting the challenges they may face. BRAVE program benefits include:

• Targeted veteran transition development programs in Regions Edge, the Regions interactive training platform.
• Veteran-to-veteran mentoring through MentorcliQ, a new Regions mentoring platform.
• Easy access to military-specific resources, such as benefits, military leave, and specialized components of our Employee Assistance Program (EAP).
• Support from Regions’ Diversity Networks.
• Community engagement opportunities.
• Veteran JAM page for networking and storytelling.
• New Military Careers Page on regions.com/about-regions/careers/job-opportunities-for-veterans.

Regions was recognized as a 2021 Military Friendly Employer by Military Friendly® for creating professional opportunities that leverage military experience. Regions also continued offering Skillbridge fellowships in collaboration with Hiring Our Heroes for the third year in a row, supporting veterans’ successful transitions and hiring. We are also proud to support the spouses of military service members. In 2020, Regions committed to recruiting, hiring, promoting, and retaining military spouses by joining the U.S. Department of Defense’s Military Spouse Employment Partnership. Regions also has a dedicated Service members and Veterans Affairs Manager who maintains relationships within the military community, providing an open line of communication among Regions, service members, and veterans’ groups.

Human Rights Statement

Honoring and affirming protections for human rights is embodied in our values and mission. Regions’ support of fundamental rights is also reflected in our policies and in our everyday interactions with associates, suppliers, customers, and the communities where we do business. We strive to conduct business in a manner that is consistent with fundamental human rights principles, such as those stated in the United Nations’ Universal Declaration of Human Rights and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work. We are committed to maintaining a work environment where all associates at every level are treated with dignity and respect, free from discrimination and harassment, and can devote their full attention and best efforts to their job. These same standards apply to our interactions with customers and others with whom we do business, including suppliers, contractors, and subcontractors. Regions expects that the entities with which we do business also respect individual human rights and conduct their business operations free from human rights abuses, such as forced or child labor, human trafficking, and slavery.

Finally, Regions supports the communities in which we operate through our commitment to financial inclusion. Regions has displayed a commitment to providing all customers access to the preferred financial tools, industry-leading products, and the expert advice and guidance we have to offer.

Supplier Code of Conduct

Regions seeks to work with suppliers whose values match our own—those that promote diversity, equity and inclusion, treat employees with respect and dignity, invest in the lives of their employees, provide a safe working environment that is also free from discrimination and harassment, and adhere to fundamental human rights standards. Suppliers are expected to adhere to all applicable provisions of the Code of Conduct. Further, our Supplier Code of Conduct sets forth Regions’ expectations for working conditions, human rights protections, ethical business practices, and environmental conservation applicable to our suppliers. At a minimum, we require suppliers and their subcontractors to fully comply with all laws and regulatory requirements applicable to their business activities; but we seek to do business with suppliers that go beyond legal and regulatory compliance to help us achieve our commitments to social and environmental objectives. We expect our suppliers to support Regions’ sustainability efforts through the services they offer, as well as through their own operations. We are also committed to building strong business relationships with a wide range of high-quality, diverse suppliers.

Supplier Diversity

We view our vendors and suppliers of goods and services as extensions of Regions. We expect them to maintain our same high standards of integrity, operate responsibly, and support our mission to create shared value.

Regions is committed to increasing supply chain opportunities for certified diverse suppliers by providing access to contracting opportunities and supporting supplier development. The supplier diversity initiative at Regions focuses on building supplier relationships with U.S.-based small and disadvantaged businesses and those that are owned and controlled by minorities, women, veterans, disabled individuals, and LGBTQ+ individuals.

In carrying out our day-to-day business, Regions contracts with thousands of suppliers, many of whom subcontract goods and services related to the work they perform for us. Several measures have been incorporated into our processes to encourage our prime suppliers to create more subcontracting opportunities for high-performing diverse business enterprises. We also continually strive to increase our own minority supplier spend.

In 2020, we continued our efforts with the City of Birmingham’s Valuing Inclusion to Accelerate and Lift Program, providing local Birmingham, Alabama-based Black businesses with opportunities to enhance diverse supplier relationships. We also enlisted additional resources that support our application of business enterprise classifications in compliance with federal regulations and industry standards; these classifications enable eligible businesses to participate in our Tier 1 and Tier 2 programs as Minority-Owned, Female-Owned, Service-Disabled, LGBT-Owned, or Disability-Owned Business Enterprises. All of these initiatives are helping us realize our objective to grow diverse suppliers as a percentage of total spend to industry standards.