Diversity and inclusion

At Pitney Bowes, we define diversity broadly to encompass the visible and invisible differences that shape identity, experience and expression. These include but are not limited to geography and culture, generation, gender orientation and identification, race, ethnicity, disability, veteran status, religion, thought and communication styles.

This rich mix brings a variety of skills and talents to our workforce, from data scientists to field service technicians, sales managers to healthcare professionals, web developers to legal assistants, product marketers to truck drivers, software installation specialists to user experience designers.

Our ability to look at things from different perspectives drives innovation and success.

Our value of diversity and inclusive beliefs and practices to use that diversity to make our own business better have been part of our culture from the very beginning.

1940s

  • CEO Walter Wheeler Jr. resigns from a club because of its discrimination practices.
  • Pitney Bowes pulls sales conference from hotel that would not allow our African American sales person to stay there.
  • Walter Wheeler directs head of personnel to ensure Pitney Bowes workforce mirrors demographics of the neighborhoods in which our operations are located, which included Italian immigrants and African Americans.
  • Pitney Bowes participates in Fisk University’s first National Dialog on Race.

1950s

  • Pitney Bowes recognized by the National Urban League for its Equal Employment Practices.

1960s and 1970s

  • Pitney Bowes provides funding support for NAACP and National Urban League Chapters.

1980s and 1990s

  • Chairman and CEO George B. Harvey diversifies the Board of Directors and transforms recruiting with a focus on women and minorities.
  • The Company creates Employee Resource Groups for Women, Minorities and Work/Life issues.
  • Pitney Bowes funds research on the business value of diversity at the Wharton School of Business at the University of Pennsylvania in honor of George B. Harvey.
  • George B. Harvey joins the Catalyst Board of Directors. Every Pitney Bowes CEO since then has been on the Catalyst Board of Directors.
  • 1994 winner of Catalyst Award for the Pitney Bowes Strategic Diversity Plan.

2000s

  • CEO Mike Critelli serves three terms as chairman of the National Urban League.
  • US benefits policy extended to include coverage of eligible same-sex domestic partners of Pitney Bowes employees, as well as the eligible children of same-sex domestic partners. This includes adoption benefits.
  • Pitney Bowes becomes a founding member of Catalyst India.

2010s

  • CEO Marc L. Lautenbach joins Catalyst Board of Directors; becomes a founding member of Catalyst CEO Champions for Change initiative.
  • In-office meditation/prayer rooms open in select offices.
  • The annual Next Gen Conference is launched as a forum for young Pitney Bowes professionals to participate in discussions on the company’s strategies and latest developments.

We are a high performance organization built on a long-standing culture of diversity and inclusion.

We are men and women working across the globe toward one common goal: create sustainable value for our clients and stakeholders.

At Pitney Bowes, we celebrate the rich mix of countries, cultures, ages, races, ethnicities, gender identities, abilities and perspectives that differentiate us as individuals and enhance our business.

(Click infographic to enlarge)

We support our commitment to diversity and inclusion with a range of programs that provide opportunities for all employees to grow, develop and contribute to our success. We use a combination of professional development initiatives, training, experiential learning and inclusion networks to help employees advance their professional skills. We work to equip employees to understand and address our changing markets, our emerging client needs, our transforming businesses and our evolving communities.

Gender

Throughout the year, we celebrate women and their accomplishments in serving clients, creating value and innovating in our markets.

We’ve seen the power of women at work in our business with women leaders with responsibility for over 25% of our annual revenue since the 1990s.


Pitney Bowes Women’s Inclusion Network (PBWIN)

• Designed to support the inclusion and development of women to further the company’s business success

• Open to all employees committed to supporting women’s growth and using their expertise to deliver more value in our markets.

• Offers global webinars and discussions on topics such as leadership development, work-life integration and embracing change.

• Additional site-specific offerings tailored to business, function or geographic region

Project Limitless: Pushing the Boundaries of What Women Can Achieve is a comprehensive program in Pitney Bowes India, which supports and promote’s women’s development. It includes expectant mother benefits, parental leave policies, mentoring circles and coding competitions for college-age female engineering students, distinguishes our company from competitors and supports the recruitment, engagement, hiring and career development of female employees.

Since the inception of Project Limitless, Pitney Bowes India:

• has been named one of India’s best companies to work for by the Great Places to Work Institute eight times

• boasts a 100% return-to-work rate post-maternity leave

• has grown representation of women in leadership positions to 38%

Catalyst

Catalyst is a global nonprofit organization with a mission to accelerate progress for women through workplace inclusion. Pitney Bowes won the prestigious Catalyst award in 1994.

Every Pitney Bowes CEO since the 1990s through the present have been members of the Catalyst Board of Directors.

Pitney Bowes CEO Marc Lautenbach joined the Board in 2014.

In 2017 he joined Catalyst Women on Board, an initiative that promotes the appointment of women to corporate boards, and 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 efforts have also repeatedly been recognized by U.S. organizations, including the Women’s Business Enterprise National Council “America’s Top Corporations for Women’s Business,” 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.We partner with organizations such as Women’s Business Enterprise National Council (WBENC) and Grace Hopper Celebration of Women to support the professional development and advancement of women.

Generation

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. In turn, the company leverages the perspectives and insights of our Young Professionals to fuel innovation, enhance client experience and resolve 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 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.

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 changing business, and their professional development.

Geography

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.

Successfully delivering value to clients and employees around the world requires interacting with them in alignment with local business practices, cultures and language. Our Global User Experience team helps us do this. We host Globalization Summits in different geographies. These events are great opportunities to share best practices and educate internal stakeholders about the importance of building products and communication strategies with a global audience in mind. Our Design System provides design and code guidance to help ensure great experiences for clients wherever they may be.

Ethnicity

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 ethnic diversity within our workforce and our supply chain. We partner with organizations such as the National Urban League, Prospanica (formerly the National Society of Hispanic MBAs) and the National Black MBA Association to support the development and advancement of ethnic professionals.

Veterans

Military service requires purpose, commitment and collaboration in pursuit of common goals. We prize these same qualities at Pitney Bowes. We sponsor a number of events recognizing veterans and veteran business owners. 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. Our Careers at PB site offers a military skills translator to help veterans identify opportunities at Pitney Bowes.

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 ongoing collaboration with the Virginia Department for Aging and Rehabilitative Services to attract and develop new employees in the Richmond, Virginia area. Another is our partnership with Independent Living Resource Center (ILRC) in [city,] Florida through their Job Shadowing Program. [Is this a DMT program and does that matter?] We also celebrate National Disability Employment Awareness Month with feature stories about individuals with disabilities who are an important part of our team.

We are proud of our recognition as a diversity and inclusion leader. Here are some recent examples:

America’s Best Employers for Women (Forbes Magazine 2018)

America’s 500 Best Large Employers ((Forbes Magazine Award) 2017, 2016)

Women

Olga Lagunova, Pitney Bowes Chief Data and Analytics officer, named 1 of 14 women tech superstars to watch by Hackbright Academy.

Brava Awards (YWCA of Greenwich, CT)

  • 2017 - Lila Snyder, EVP and President Global Ecommerce

  • 2016 - Sheryl Battles

  • 2015 - Abby F. Kohnstamm

  • 2014 - Rose M. Velez-Smith

  • 2013 - Kathleen Ryan Mufson

Stamford Alumni Chapter Kappa Alpha PSI Fraternity and the Stamford Alumni Diamond Foundation honored Sheryl Battles, Vice President Communications and Diversity Strategy as business person of the year.

People with Disabilities

Virginia Department for Aging and Rehabilitative Services (DARS) Award – 2017

Creating Opportunity Award (Opportunities for Ohioans with Disabilities - OOD) 2015

India

2017 Brandon Hall Group Gold Award for Excellence in Leadership Development 2017

India’s Top 10 IT Companies to Work For (Great Places to Work Institute) 2017

India’s Top 10 Companies to Work For (Great Places to Work Institute) 2017

India's Best Companies to Work For (Great Places to Work Institute) 2018, 2016, 2015, 2014, 2013, 2012, 2011, 2010

World HRD Congress/Global HR Excellence Awards 2016

Diversity Impact Award

Dream companies to work for Organization with innovative HR practices

Dream companies to work for talent management

Award for quality of work life

Greentech Awards 2016

HR Leader Award: Ruchi Bhalla – Gold

Leading CEO of the year: Manish Choudhary – Gold

HR Oriented CEO: Manish Choudhary – Gold

Training Excellence – Platinum

Innovation in Recruitment – Gold

Employee Engagement - Gold

Association for Talent Development (ATD) Excellence in driving a culture of Innovation: Change Management 2016

Supplier Diversity

MBNUSA Minority Business News – Corporate 101: Most Admired Companies for Supplier Diversity – 2016 & 2017

WBENC "America's Top Corporation Award" – 2016 & 2017

WPEO-NY Outstanding Women’s Business Advocate for the NY Region – 2017

US Veteran’s Magazine – Top Supplier Diversity Program – 2017

NaVOBA Best Corporations for Veteran’s Business Enterprises – 2017

NaVOBA America's Top Military Friendly Supplier Diversity Programs – 2016

NaVOBA Corporation Veterans Advocate Champion – 2016

Women’s Enterprise USA magazine’s WE 100 Corporations of the Year – 2016

MBNUSA Champion of Supplier Diversity Magazine – 2016

Diversity plus Magazine Ranked Top 30 Champions of Diversity – 2016

National Corporation of the Year
(Greater New England Minority Supplier Development Council - GNEMSDC) 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:

  • Minorities

  • Women

  • Veterans, service-disabled veterans

  • HUBZone

  • Native American

  • Lesbian, Gay, Bisexual and Transsexual (LGBT)

  • Economically Small Disadvantaged Businesses (SDB)

  • Small Businesses

  • Americans with disabilities