American Express believes that integrating diversity into all of its business practices is a key priority: "in all that we do, we strive to create a more inclusive environment that will enable us to be successful in hiring and retaining the most talented individuals available, from all backgrounds." The statistics show American Express is doing admirable work: minorities make up 27% of its employee population, including 18% of the company's executives and senior managers, and 22% of its managers and supervisors; while women make up 62%, 40% and 57% of these groups.

Employee networks are a key element of American Express' success in supporting diversity in the workplace. Currently, American Express has 10 networks open to all employees organized around topics of interest to African-American, Asian, Christian, Gay & Lesbian, Hispanic, Jewish, and Native American employees, as well as for People over 40, People with Disabilities and Women. These networks provide support to American Express' business objectives, including enhancing marketing efforts in targeted communities, supporting employee recruitment and retention initiatives, and participating in outreach and volunteer programs. These networks have also been instrumental in helping to introduce new policies and benefits to employees. For example, GLOBE, the company's gay and lesbian network, was instrumental in having domestic partner benefits introduced back in 1997. And WIN, the women's network, worked with management to introduce a customized companywide alternative work arrangements policy as well as a free backup childcare centers in several locations throughout the United States.

In addition to diversity-focused initiatives, American Express supports programming that provides all employees with access to information and connections to assist their professional development. For instance, networks provide employees with exposure to others in the company - including senior management. Career Panels provide a casual, interactive forum for employees to talk with Directors and VPs about their careers at American Express: panelists can openly discuss their background, current position, and best practices for career development, and participants have the opportunity to ask questions.
The company also offers a formal Employee Connections mentoring program in which mentors are matched with employees/ mentees who have been with the company 18 months or less.

Social events are also designed to provide opportunities to meet and chat with other Amex employees from a variety of different business units and functional areas. Events include happy hours with executives, scavenger hunts and other fun activities. These events provide opportunities for employees to network with other employees, both in and outside of their current area - and build relationships with a wide range of contacts. By giving all employees an opportunity to mingle with their colleagues, managers can avoid perceptions of favoritism that arise from socializing with a limited circle of friends.

American Express assures employees that promotions decisions are handled impartially by establishing clearly articulated, merit-based review practices for leadership. A comprehensive Leadership Competency Model outlines the competencies American Express considers to be the essential elements of leadership. Each individual is rated on the leadership competencies within this model, and these ratings account for 50% of a leader's evaluation. Additionally, employee survey results are used to monitor the success of the company's efforts and evaluate individual leaders. Employee survey results account for another 12.5% of a leader's evaluation. Together, that means more than 60% of a manager's evaluation, and therefore their compensation, is based on clearly defined leadership criteria that help employees understand American Express' commitment to impartial treatment in the workplace.