Diversity and inclusion
Pitney Bowes has long been committed to diversity and inclusion and the business value it provides in understanding our markets, serving our clients, attracting and engaging the best employees and fueling our innovation.
“This devotion to diversity and inclusion continues to be a defining element of our character and how we do business. To begin with, it’s the right thing to do. But diversity and inclusion are also critical to our business success as we work to mirror the markets we serve and compete for the very best talent we can attract. Our team is stronger – and our decisions better – when we have people with different backgrounds, different experiences and different points of view. This is why the data is very clear that diverse and inclusive teams are keys to high-performing organizations.”
Marc B. Lautenbach, CEO and President
- Who we are
- Engaging & Developing Talent
- Awards and recognition
- Supplier Diversity
Our inclusive beliefs and practices start at the top. Pitney Bowes’ rich heritage of inclusive leadership started with CEO Walter H. Wheeler in the 1940s and continues today with CEO Marc Lautenbach. Each of these leaders contributed to the tradition of executive engagement in diversity and inclusion that continues to be one of the defining characteristics of our CEOs and our culture.
Actions speak louder than words. In the 1940s CEO Walter Wheeler took a series of actions fueled by his belief in the need to embrace diversity. These included resigning from a club that would not admit African Americans, pulling a sales conference from a hotel that would not allow our African-American salesperson to stay there, and writing a series of memos directing the head of personnel to make sure that our workforce mirrored the demographics of the neighborhood in which our operations were located, which included Italian immigrants and African Americans. He also directed the company’s participation in Fisk University’s first National Dialog on Race at the end of the 1940s. By setting a personal example of inclusive behavior, Mr. Wheeler set the tone for an enduring culture of fairness, integrity and trust. In 1950, the company was recognized by the National Urban League for its Equal Employment Practices, marking the first of many awards for diverse and inclusive practices.
Subsequent company CEOs continued to speak out through the 1960s and 1970s on the need for ethical behavior in corporations and diversity in the workplace. They were also instrumental in providing founding support for the local chapters of the NAACP and the National Urban League.
From the 1980s through the 1990s, Chairman and CEO George B. Harvey diversified the Board of Directors, focused on recruiting more women and minorities in the workforce and was actively involved in the creation of the company’s first Employee Resource Groups (ERGs) for women, minorities and work/life issues. In honor of this work, upon his retirement the company funded research on the business value of diversity at the Wharton School of Business at the University of Pennsylvania.
In the following decade CEO Mike Critelli took this leadership to a national level, serving three terms as Chairman of the National Urban League.
Today CEO Marc L. Lautenbach continues to build on this tradition as a member of the Catalyst Board of Directors and a founding member of Catalyst CEO Champions for Change initiative, which brings together CEOs and senior leaders who are visibly supporting and driving diversity, inclusion and gender equality within their organizations.
At Pitney Bowes, we embrace the humanity and common goals which unite us and celebrate the rich mix of countries, cultures, ages, races, ethnicities, gender identities, abilities and perspectives that differentiate us as individuals. We believe diversity is the right thing for our business. And we believe that inclusion is the right way to create sustainable value for all of our stakeholders.
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We support our commitment to diversity and inclusion with a range of programs that provide opportunities for all employees to grow, develop and contribute their best to help us deliver our best.
We use a combination of professional development initiatives, training, experiential learning and inclusion networks to help employees grow and develop their professional skills. We want to equip employees to understand and address our changing markets, our emerging client needs, our transforming business and our evolving communities.
The Pitney Bowes Women’s Inclusion Network (PBWIN) is designed to support the inclusion and development of women to further the company’s business success. Participation in the network and its activities is open to all employees who want to help the company gain a competitive advantage by supporting women’s growth and using their expertise to deliver more value in our markets. The network offers global webinars on topics of professional and personal interest such as work-life integration, embracing change, and the role of confidence in growth and development. Groups of employees around the world participate in these webinars and host follow-up discussions about the content. Additional site-specific offerings provide opportunities for learning based on business, function or geographic region.
Two initiatives in India illustrate this global commitment. The first is Pitney Bowes Lets Me Be Me, a series of programs addressing factors that inhibit women’s advancement in business. Last year the series included a six-month customized experiential learning component, “Aspire to Inspire,” for high-potential women. The other is WE-GLOW (Women Empowerment – Growth through Learning, Outreach & Work), which helps women build capabilities through external NGO partnerships, connecting with universities, and real-time business impact projects.
During Women’s History Month, and throughout the year, we celebrate the accomplishments of women in our business who are leading the way in serving clients, creating value and innovating in our markets.
Our efforts have repeatedly been recognized by national organizations. Last year the Women’s Business Enterprise National Council named us one of “America’s Top Corporations for Women’s Business” for the sixth year in a row. Other recognition has included DiversityInc’s “Top 50 Companies for Diversity,” The Catalyst Award for innovations for women in the workplace, “Best Companies for Working Women” and “Top 25 Public Companies for Executive Women,” to name a few.
The Pitney Bowes Young Professionals (PB-YP) is a community for those early in their career and their advocates. The group meets on a regular basis to learn more about our business, develop professional skills, participate in community service projects and network. The company leverages the perspectives and insights of our Young Professionals to influence the design of innovative solutions, client experiences and business issues.
Each summer we welcome a select group of undergraduate and graduate students from universities all over the world to internships at Pitney Bowes locations across the United States and United Kingdom. Our PB-YP network “friends” our interns to help them gain additional insights and connect with other young professionals through community service and social activities.
A highlight each summer is the Pitney Bowes Next Generation Conference (NextGen), where interns and young professionals have a chance to interact with our senior leadership team while learning about global commerce, our business, and professional development.
We are a global company of more than 14,000 employees serving clients and markets in over 100 countries. We believe strongly that our ability to understand and respect cultural differences across geographies makes us more responsive to our clients and each other and helps us achieve our common goals.
To this end, in Europe we launched regional training for our EU and UK employees to raise awareness of unconscious bias, foster more inclusive workplaces and help leaders be more effective.
In India, we build on Pitney Bowes’ global leadership development programs with locally designed policies and programs that encourage breakthrough thinking on culture and technology while meeting the unique needs of women, men and families.
We have hosted Globalization Fairs to raise awareness of the cultural intelligence necessary to successfully deliver value in our markets around the world, while celebrating our diversity.
We believe there is one race – the human race – and multiple ethnicities. We regularly honor and celebrate ethnicity throughout the year through observances such as Black History Month and Hispanic Heritage Month in the U.S.
Organizations and government agencies often look to the percentage of diversity in our workplace and the investments we make with women- and minority-owned businesses to assess our commitment to diversity. We are required to report on the diversity of our workforce to make sure that we have fair employment practices, but we regard this requirement as an opportunity as well. We are proud of the diversity within our workforce and our supply chain. Our diversity makes us better at serving clients around the world, producing good results as a team, and winning in our markets.
Military service requires purpose, commitment and collaboration in pursuit of common goals. We prize these same qualities at Pitney Bowes. In 2016, we sponsored a number of events recognizing veterans and veteran business owners, including Vets Rock Veteran Services Expo, the Connecticut Veterans Day Patriot Race and the Veterans Corporate Roundtable. In addition to showing our support for veterans, these events also serve as a way for us to source talent for our workforce and veteran-owned businesses for our supplier network.
We also celebrate veterans internally with a video Hall of Honor and profiles of veterans who have added their talents and skills to the Pitney Bowes team.
People with Disabilities
We recognize the value of having employees with different abilities within our workforce and offer numerous supporting programs. One example is our four-week skills training and evaluation program in collaboration with the Minnesota Vocational Rehabilitation Services’ Job Skills Program, which offers an innovative approach to recruiting and hiring people with disabilities. During the program’s paid trial period, we examine a potential employee’s attendance, attitude, attention to quality and detail. Over the past four years, 78 people with disabilities have completed the training, 40% of whom we hired.
We also hire people with disabilities through the Job Shadowing Program with Independent Living Resource Center (ILRC) in Florida. After job shadowing with a Pitney Bowes supervisor to learn the duties and functions of a Pre-Sorter, ILRC candidates gain both confidence and skills, and so far we have several new employees as a result. We also celebrate National Disability Employment Awareness Month with feature stories about individuals with disabilities who are an important part of our team.
Through our alliances, we provide additional value to our clients, employees and shareholders to fuel the long-term success of our company.
Sourcing diverse talent
A key partner in our effort to identify and develop outstanding undergraduate interns is INROADS Inc., whose mission is to find talented, underserved young people and prepare them for corporate and community leadership. During our more than 30-year partnership with INROADS, many of our interns have gone on to become valued employees across a range of disciplines.
We also take part in numerous annual career fairs and other events through organizations such as:
Prospanica (formerly the National Society of Hispanic MBAs), an organization that empowers Hispanic business professionals to achieve their full educational, economic, and social potential. The organization works to fulfill this mission by providing access to higher education for Hispanics seeking professional advancement in business, offering resources, information and a sense of community to business students and professionals.
The National Association of Women MBAs (NAWMBA), a not-for-profit organization dedicated to empowering female business professionals, assisting women into leadership positions in business, and enhancing the diversity of the workforce worldwide. They serve female MBA students, female business professionals and MBA-level entrepreneurs, universities and corporate partners.
The Grace Hopper Celebration of Women in Computing, the world's largest gathering of women technologists, produced by the Anita Borg Institute in partnership with Association for Computing Machinery.
Independent Living Resource Center (ILRC), Jacksonville, FL, which offers programs that empower people with disabilities to live independently in the community.
Minnesota State Rehabilitation Council, which provides counsel and advice to Minnesota’s Vocational Rehabilitation Services.
Women and Leadership
Catalyst is a global nonprofit organization with a mission to accelerate progress for women through workplace inclusion. The global organization is dedicated to creating workplaces where employees representing every dimension of diversity can thrive.
In January 2017, Pitney Bowes CEO Marc Lautenbach joined Catalyst Women on Board, an initiative that promotes the appointment of women to corporate boards, and in March he joined Catalyst CEO Champions For Change, which brings together more than 40 high-profile CEOs and industry leaders publicly committed to diversity, inclusion and gender equity in the workplace.
Our Catalyst partnership extends to our India operations through a variety of country-specific programs to empower, promote and retain women.
The US Veterans Chamber of Commerce is a non-profit organization dedicated to empowering the veteran-owned business and military community. As part of our Supplier Diversity outreach, Pitney Bowes hosted a Corporate Veteran Roundtable in partnership with Connecticut Senator Richard Blumenthal and the US Veterans Chamber of Commerce at our offices in Shelton, CT. This half-day event combined networking opportunities for veterans and small business owners with discussion on topics including legislation and policy issues, hiring veterans and working with veteran-owned businesses.
We also support a number of national and local organizations such as the National Urban League, the National Association for the Advancement of Colored People (NAACP) and the Connecticut Women’s Education & Legal Fund.
We are proud of our recognition as a diversity and inclusion leader. Here are some recent examples:
America’s 500 Best Large Employers (Forbes Magazine Award) 2017, 2016
Brava Awards (YWCA of Greenwich, CT)
2017 - Lila Snyder, EVP and President Global Ecommerce
2016 - Sheryl Battles, VP, Communications and Diversity Strategy
2015 - Abby F. Kohnstamm
2014 - Rose M. Velez-Smith
2013 - Kathleen Ryan Mufson
Winning “W” Company (2020 Women on Boards) 2015, 2014, 2013, 2012, 2011
Olga Lagunova, Pitney Bowes Chief Data and Analytics officer, named 1 of 14 women tech superstars to watch by Hackbright Academy.
People with Disabilities
Creating Opportunity Award (Opportunities for Ohioans with Disabilities - OOD) 2015
Exemplary Employer (State of Wisconsin Department of Workforce Development- DWD) 2014
Large Employer of the Year (Minnesota State Council on Disability) 2013
Best Companies in Supporting Women to Remain at Work (Great Places to Work Institute) 2015
Best Companies for Unique Initiative – Project Dhaarna (Great Places to Work Institute) 2015
Global HR Excellence Award & Exemplary Leader Award (World HRD Congress) Manish Chaudhary, VP and MD, Pitney Bowes Software India 2015
India's Best Companies to Work For (Great Places to Work Institute) 2015, 2014, 2013, 2012, 2011, 2010
India’s Top 5 Technology Companies to Work For (Great Places to Work Institute) 2015
100 Corporations of the Year (Women’s Enterprise USA –WE USA) 2016
Advocate of Year, Business Pioneer Award (CT Gay, Lesbian, Transgender Chamber of Commerce) 2015
America’s Top Corporations for Women’s Business Enterprise (Women’s Business Enterprise National Council -WBENC) 2016, 2015, 2014, 2013, 2012, 2011
Corporate 101: Most Admired Companies for Supplier Diversity 2016, 2015 (Minority Business News USA magazine)
Corporate Partner of Distinction (Women Presidents’ Educational Organization – WPEO) 2015, 2014, 2013, 2012, 2011, 2010
Corporate Veterans Champion (National Veteran-Owned Business Association - NaVOBA) 2016
National Advocate of the Year (Greater New England Minority Supplier Development Council - GNEMSDC) 2016
National Corporation of the Year (Greater New England Minority Supplier Development Council - GNEMSDC) 2016
Top 25 Military Friendly® Supplier Diversity Programs (National Veteran-Owned Business Association - NaVOBA) 2016, 2015
Top 30 Champions of Diversity (Diversity Plus Magazine) 2016
Our commitment to diversity extends throughout our supply chain. We believe that having a diverse supplier base strengthens our business and provides us with a competitive advantage. The diverse businesses that we partner with provide innovative strategies while meeting or exceeding expectations in the areas of cost, quality and delivery.
We are continually looking to build relationships with the following diverse groups:
Veterans, service-disabled veterans
Lesbian, Gay, Bisexual and Transsexual (LGBT)
Economically Small Disadvantaged Businesses (SDB)
Check the Awards & Recognition tab to see some of the honors we have won. Learn more about our supplier diversity programs.