Based on Regions’ strategic focus on engagement and ongoing culture work, Regions was awarded with our seventh consecutive Gallup Exceptional Workplace Award in 2021. This recognition is awarded to organizations that cultivate a culture of engagement and put people at the heart of their business strategy. Regions was one of 39 companies across the world to receive the distinction after meeting a threshold for grand mean results as well as completing a panel interview.

The survey includes 12 questions, known as the Q12, designed by Gallup to indicate the level of team engagement and compare progress year-over-year. Up to 10 customized questions and at least one open-ended question are included in addition to the Q12. Combining relevant topics found through ongoing culture work with the engagement survey process allows Regions to gather insight and perspective from the associate population. Team-level reports, tools, and resources are provided to managers each year. Managers are encouraged to then share the results with their teams and have group discussions and impact planning sessions. Teams are encouraged to use the group discussion to have a meaningful dialogue that celebrates the great work they are doing and includes identification of new practices that will drive engagement and positively impact their day-to-day performance. By determining a specific plan of action and establishing individual ownership, teams can become unified in achieving shared goals. The tools provided in 2021 also supported managers and associates in having more challenging conversations around the cultural elements included in the custom questions and directed managers and associates to additional resources offered by Regions.

Regions is very proud of the 2021 Associate Engagement survey results. Results indicated stability in overall associate engagement, with the grand mean increasing to a 4.35 (increase of +.01 from 2020). Regions also saw increases in the results for seven of the 12 Q12 items and continued improvement in custom questions related to Regions’ commitment to diversity, equity and inclusion; performance management; and associate well-being. There is still work to be done, but these results were incredibly encouraging and indicated that we are strategically focused in the right direction.

We believe these results reflect the resiliency of our associates and our corporate culture through ongoing challenges related to evolving operating environments, the pandemic, and associate burnout and fatigue plaguing all workforces today. To further support our associates, activities and discussion guides were developed to supplement the content for both the Q12 and the custom culture questions, podcasts were released highlighting best practices and internal partners, and existing resources like the EAP and Wellness@Regions were also leveraged to help associates and managers better cope with stresses at work and at home. Coach on Call, a successful initiative launched as a result of the pandemic, continued to provide support to managers who were dealing with situations that were new or challenging to them, such as leading remote or hybrid teams.

Evergreen Week

Although associate appreciation takes place throughout the year, Regions specifically honors all associates every September during Evergreen Week. This week is a time when managers thank associates for their hard work and dedication, celebrate how associates work together to deliver the best results in the right way, and show appreciation for associates’ unique talents and contributions to our Company. Each year, we develop a new theme that guides the activities for the week.

In 2021, the theme was “Regions United. Better Together.” Due to the year’s unique circumstances, teams were able to celebrate in new and different ways that were socially distanced or virtual, ensuring that health and safety standards were upheld. Each associate, whether remote or on-site, also received a Regions gift box delivered to their home or office that included a thank-you letter from our CEO and Regions-branded gifts. All associates also receive an extra day of paid vacation as part of Evergreen Week.

Benefits and Wellness

We believe that supporting communities and maintaining a sustainable business begins with contributing positively to our associates’ well-being. We strive to make life better for associates by offering a competitive benefits package.

Preparing Associates for Retirement

Over 90 percent of Regions associates participate in our 401(k) Plan. For eligible associates who are not accruing a benefit in the Regions Financial Corporation Retirement Plan, a defined benefit plan closed to new participants, we make an annual 2 percent contribution to their 401(k) Plan, regardless of whether they contribute themselves. We also increased our associate match contributions from 4 percent to 5 percent beginning in 2019.

Regions further supports work-life balance through a range of work schedules and remote working situations dependent on position, eligibility, and suitability. Alternatives include flexible work schedules, compressed work weeks, alternative daily work schedules, and telecommuting.

Our corporate workplace model has evolved to suit associates’ needs and preferences. Our updated workspaces include assigned desks, unassigned desks for those associates with flexible work arrangements, standing desks, social centers, and more small conference rooms. This work environment offers associates the opportunity to choose the environment where they can be most productive. These opportunities create multiple benefits for Regions as well, including operational efficiencies and savings, more options for hiring new talent and retaining existing talent, and a more productive, devoted workforce.

Cultivating Associate Health and Wellness

We provide access to health insurance coverage to associates working at least 30 hours per week that is both comprehensive and affordable to them and their families. Associate health insurance costs are progressively aligned with compensation so that entry-level associates pay the lowest available out-of-pocket premium. We also offer wellness programs and incentives that encourage associates to make healthy choices.

The Regions Corporate Wellness program, Wellness@Regions, gives associates access to multiple options for improving and maintaining a healthy lifestyle. The program includes initiatives in the areas of nutrition, physical well-being, emotional health, and overall well-being, providing associates with resources to enjoy life to the fullest with a healthy focus. Examples include:

TodayCare has an open-door policy for parents, welcoming them to visit at any time to spend one-on-one time with their child. They offer dedicated, private space for new moms to nurse their babies and use eco-healthy practices such as washing fruits and vegetables before consumption; purchasing non-toxic toys and art supplies; monitoring daily outdoor air quality; and using less toxic, fragrance-free cleaning products when possible. TodayCare also includes Earth Day in their curriculum and discusses eco-healthy practices with children when the opportunity arises.

Promoting Associates’ Health and Well-Being in the Midst of a Pandemic

Through the challenges posed by the pandemic, Regions brought our mission and values to life while also demonstrating our commitment to keeping associates and customers safe. During 2020 and 2021, we implemented changes and enhancements that we determined were in the best interests of associates, customers, and the communities we serve:

Associate Health and Safety in the Workplace

Regions is committed to providing a safe and secure work environment in accordance with applicable employment, safety, health, anti-discrimination, and other workplace laws.

Workplace Environment

Our well-established workplace safety and security procedures and protocols help to provide a governance framework for associate and customer safety, including but not limited to worksite opening and closing procedures, restricted access, weather monitoring, comprehensive security monitoring, and engagement of third parties for property management. Regions has written policies and policy guidelines on the following workplace safety topics:

• Workplace abusive conduct prevention.
• Threatening conduct, workplace violence, and prohibition of weapons.
• Tobacco- and vapor-free workplace.
• No retaliation.
• No harassment.
• Inclement weather and disasters.
• Drug-free workplace.
• Workplace-related injuries/workers compensation.

Physical Safety

The Regions Corporate Security Department annually inspects branch facilities for any security needs or enhancements and conducts after-hours depository reviews and assessments of incidents at Regions ATMs. In 2020, Regions released new required training for associates that focuses on best practices in active aggressor situations. The training takes associates through real-world scenarios to advise them on how to react to an active aggressor based on their circumstances. In addition to this mandatory training associates who are assigned to work in a branch environment are required to complete an additional annual training on branch security.

As a part of the Corporate Real Estate Risk Mitigation Program, Regions facilities are inspected throughout the year for any workplace hazards, including potential life safety and personal liability risks. Examples of issues that may arise include slip/fall hazards, trip hazards, and property damage. After a potential risk is identified, documentation is collected and a plan for resolution is created. Annual exterior lighting inspections are conducted to provide well-lit areas around ATMs and night deposit boxes, and mitigation actions are taken where light levels do not meet our corporate standards.

Health and Safety in a Pandemic

We learned many lessons through the COVID-19 pandemic; significantly, even in a time of social distancing, our business continues to be a people business. As associates and customers navigate the pandemic, Regions has remained dedicated to prioritizing everyone’s health and safety within our facilities by:

The Regions Matching Gifts Program

Available to all full-time Regions associates and recent retirees (within the past five years), the Matching Gifts program provides its participants the opportunity to make an even greater impact on communities by matching their tax-deductible contributions to their favorite qualifying nonprofit organizations. Regions matches gifts of $25 or more to eligible nonprofit organizations, up to $1,000 per participant annually. In 2021, we expanded our organizational eligibility to reflect our priority areas of Economic and Community Development, Education and Workforce Readiness, and Financial Wellness, in addition to organizations assisting service members and veterans, supporting individuals with disabilities, and promoting art and culture.