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1Level Executive Committee assists and makes recommendations to our Chief Executive Officer and Board of Directors on human 2capital matters.3The Board of Directors also includes a Corporate Responsibility Committee, which assists the Board in its oversight of management’s 4corporate responsibility efforts. Additionally, under the leadership of the Chief Corporate Responsibility Officer, PNC operates a 5corporate responsibility department. The Chief Corporate Responsibility Officer is a member of the Executive Committee, reporting 6directly to the Chief Executive Officer. The Board of Directors provides formal oversight of PNC’s corporate responsibility strategy 7and regularly reviews policies, programs and strategies foundational to the work of the corporate responsibility department. 8Additionally, our Corporate Diversity Council is co-chaired by our Chief Executive Officer and Chief Diversity Officer and includes 9senior leaders from across the organization. The council is responsible for overseeing strategic corporate initiatives that impact the 10creation and sustainment of an inclusive corporate culture and a talented, diverse workforce. 11Employees totaled 56,411 at December 31, 2023. This total included 54,813 full-time and 1,598 part-time employees, of which 28,761 12full-time and 1,540 part-time employees were employed in our Retail Banking business. 13Part of PNC’s ability to compete effectively depends on our ability to attract new employees and retain and develop our existing 14employees. In support of our employees, our human capital strategies include:15• Advancing PNC’s talent-focused culture by developing strong leaders who exemplify our Leadership Standards, a set of 16standards designed to hold managers accountable for intentional inclusion, living our corporate values, enabling change, 17achieving results and developing the best talent and providing them with the tools and insights to effectively manage our 18people.19• Focusing on the development and retention of diverse, high performing talent and providing employees with opportunities for 20professional growth, career mobility and health and financial wellness.21• Supporting a strong, ethical culture anchored in our corporate values and doing the right thing for our employees, customers, 22communities and shareholders.23• Continuing to focus on improving workforce diversity and creating an equitable and inclusive work place.24In managing our employees, we focus on these key factors:25• Recruiting, developing and retaining talent. We believe recruiting, developing and retaining talent starts with our leaders, and 26we measure our managers against our Leadership Standards. Our talent priority is to invest in the development of our internal 27talent and to provide career advancement opportunities to our employees. We measure how many open requisitions we fill 28with internal candidates, participation in early career development programs and turnover. At our first-level and above career 29bands we fill approximately 60% of our open requisitions with internal candidates, which has a direct impact on our ability to 30retain and develop our people. In addition, we hire approximately 500 interns and 500 full-time development program 31associates each year from our 11 early career development programs that support each of our lines of business and support 32areas.33• Diversity and inclusion. We focus on attracting, developing and retaining a diverse workforce that reflects and is equipped to 34meet the needs of our diverse customer base. Based on employee self-disclosure, we measure representation of LGBTQ+, 35people with disabilities, veterans and women, and across all races and certain ethnicities. The racial, ethnic and gender 36composition of our workforce, including within executive, senior leader and other managerial roles, is reflected in our EEO-1 37reports, which are posted on our website. As of December 31, 2023, PNC’s workforce was approximately 40.2% men and 3859.0% women, and 51.8% of PNC’s employees in managerial roles were women. PNC’s workforce was 11.1% Hispanic or 39Latino, 62.3% White, 14.8% Black or African American, 7.0% Asian, 0.1% Native Hawaiian or other Pacific Islander, 0.3% 40American Indian or Alaska Native, and 2.1% two or more races. In managerial roles, PNC’s workforce was 9.0% Hispanic or 41Latino, 70.9% White, 10.1% Black or African American, 6.6% Asian, 0.1% Native Hawaiian or other Pacific Islander, 0.2% 42American Indian or Alaska Native, and 1.5% two or more races.43• Total rewards. We are committed to providing competitive compensation and benefits programs as part of our overall 44strategy to retain and recruit talent. We design our compensation and benefits programs to focus on three key aspects of 45employee well-being: health, money and quality of life. These programs include competitive base salaries and, depending on 46eligibility, cash incentive and/or stock-based award opportunities, an Employee Stock Purchase Plan, a 401(k) Plan with 47employer match, a pension plan, healthcare, life insurance and disability benefits, health savings and dependent care flexible 48spending accounts, paid time off, paid maternity and parental leave, family care resources, flexible work schedules, a robust 49wellness program with incentives, family building benefits, employee assistance programs and educational assistance, among 50others. Additionally, we conduct pay equity analyses to determine if employees are being compensated fairly and consistently 51across roles.52• Employee engagement. PNC regularly conducts employee surveys to measure employee engagement because we believe that 53engaged employees have lower attrition rates and improved customer outcomes.54 55The PNC Financial Services Group, Inc. –  2023 Form 10-K  13