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CONSCIOUS
INCLUSION

Being open to feedback and having an unending desire to understand are just some of the ways we continually foster inclusion. Our people are empowered to be vulnerable and have the courage to lead and weigh-in on tough conversations. We acknowledge how experiences that occur outside of our walls can affect us, so we make space for the varied ways we show up.

MORE BALANCED EDUCATION

We’re always evolving and reimagining ways to be MORE inclusive. A big part of that includes us keeping a pulse on how external news and events affect our workplace, and role modeling conversations about sensitive topics. In 2023, that meant doing so in the face of increased scrutiny; so instead of pulling back, we leaned in MORE. We want our people to know that at Synchrony, they have equitable access to safe platforms to continually learn and increase their understanding without fear of being judged.

Following are a few examples of how this shows up in our organization:

FIRESIDE CHAT: EDIC’s Evolving Landscape.

Prompted by the Supreme Court of the United States’ Affirmative Action ruling, and increased legal activity in the EDIC space more broadly, Synchrony hosted an informative and transparent conversation with our General Counsel, Jon Mothner, and our Chief Diversity & Corporate Responsibility Officer, Michael Matthews, about the evolving landscape of EDIC.

Women (and Men) Confronting Racism+.

Led by Women’s Network+, Synchrony employees voluntarily opted in to have open, courageous conversations about race, racism, bias and more. Fearless discussions like these are helping strengthen our resolve to amplify historically marginalized voices, through relationship-building and shared knowledge. This helps continually build a supportive culture of belonging in which all employees feel seen, valued and respected.

Coming Together to Learn:
Exploring the Complex Dynamics in the Middle East.

To help us collectively gain a deeper understanding of the long-standing, complicated dynamics in Gaza, Israel and the Middle East more broadly, we offered a series of optional learning sessions. The first was a conversation with Hagar Chemali, an expert in international affairs and the Middle East, hosted by our Chief Human Resources Officer, DJ Casto. The second, a discussion on antisemitism and how we can support our Jewish communities in the current environment. And the third, an open conversation focused on Islamophobia and the importance of allyship. Providing programming like this helps us lead with understanding, respect and empathy. While we learn together, we also continually solicit suggestions and feedback as we navigate these challenging times and conversations.

MORE FLEXIBILITY FOR ALL

At Synchrony, we continue to double down on inclusion through our way of working. Underpinned by flexibility, caring for our people and a belief that we could pioneer the workplace of the future, our way of working model is designed to truly work for all.

In September of 2020, with the full support of our Board of Directors, we gave all U.S. employees the flexibility to work from home full-time or to split their time between the office and their home each week in hybrid fashion. We continue to find success with this model.

“Continually building a great place to work means we need to be hyper-focused on meeting our people where they are and enthusiastically creating options that bolster inclusion. We want every employee to have an exceptional experience at Synchrony. We know our varied populations have different needs and we influence how we define “flexibility” with that awareness at the forefront of our decisions.”

DJ Casto
Synchrony Executive Vice President
& Chief Human Resources Officer

After strengthening our work model in the U.S., we extended it to our operations in India and the Philippines. In India, we were able to quickly duplicate the model, giving employees the option to work from anywhere. And new in 2023, we were excited to introduce Expanded Flexibility and Choice in India—defining core meeting hours between the U.S. and India for certain business functions. This change allows our employees in India to adjust their schedules to better suit their flexibility needs, while continuing to deliver on their work commitments, and promotes greater efficiencies for our teams and business. And, by adopting a model that supports a distributed workforce, we have been able to tap into an extensive talent pool across India, diversifying our recruitment and expanding our reach.

“Our work-from-home flexibility enables our teams to excel while maintaining a healthy work-life balance. With a resounding 97% of our India-based employees affirming Synchrony as a Great Place to Work, we continuously enhance our workplace experience.”

Gaurav Sehgal
Synchrony Senior Vice President,
Human Resources – Asia

Reimagining flexibility is about more than where we work. It’s about how we connect and engage with one another, how we hire, how we develop and how we unleash potential.

Culture Hubs.

We continue to evolve how we think about our physical spaces, so those who choose to work in an office can do so effectively and have the support they need to thrive. Our 25 hybrid and virtual culture hubs across the U.S., India and the Philippines provide physical spaces and virtual cohorts for our leaders and employees to purposefully engage and connect. Our primary culture hub is in Stamford, Connecticut; other physical spaces have undergone extensive updates, including technology capabilities, inspirational collaboration spaces and additional capacity for in-person events and learning, to support bringing people together in-person or virtually. While employees don’t have to come to an office, we want them to have the best possible experience when they do.

“We actively listen to employees to understand their needs and then act with intention. Based on their feedback, we know these changes will help them create greater work-life harmony and that is great for everyone.”

Liwayway Langit
Synchrony Senior Vice President,
Business Leader – Philippines

“Being a working parent of a child with special needs requires extra time, effort and attention. I’m always trying to strike a balance between supporting my family and building a fulfilling career. Having the ability to tailor my workday around my family’s needs not only alleviates strain but also allows me to be more present and productive when I am working remotely. I am truly grateful for remote work and flexibility options. They are a blessing for me.”

Nikhat Qureshi
Synchrony AVP, Project Manager
Enterprise Initiatives

New Employee Success.

Those first days of starting at Synchrony are very important to setting the tone of the overall employee experience. New starting in 2023, every employee hired at Synchrony has the opportunity to attend an in-person new hire connection day within 60 days of their start date across all our hubs. During this day, they spend time meeting other new and tenured employees, hearing from their local diversity network leads and more. Many have shared that this onboarding option helped them feel more comfortable coming to a hub in the future.

We are showing the world how work should get done with maximum flexibility and caring of our people, underscored by our strong culture. As we transform how we work, we will remain committed to nurturing strong connections, work relationships and teams. Our location-agnostic environment is designed to create more equitable experiences for all, including parents, caregivers, individuals with disabilities, commuters and more. We want our entire workforce to know they belong and have the support they need to succeed—regardless of where they choose to live and work.

ENSURING PAY EQUITY FOR ALL

Equal pay for equal work—it’s not just a catchy phrase at Synchrony. Leading with equity is essential to our EDIC work, and fairness is a cornerstone of our journey. When it comes to achieving pay equity, for us, it’s more than a goal, but rather an ongoing dedication to continuous improvement.

We back up our commitment to fair and equitable pay with industry-leading wages and opportunities for employees. In addition to setting our company’s compensation guidelines in partnership with our Board, since 2018 we have worked with an independent third party to analyze pay equity for all employees in the U.S., India and the Philippines.

We are quick to take action when changes need to be made. In both 2021 and 2022, in response to our pay equity analysis, we made mid-year investments in off-cycle compensation adjustments instead of waiting for the next annual increase cycle. In 2023, Synchrony continued our annual practice of reviewing the company’s pay equity for all employees globally, including base salary and bonus, adjusted for variables that impact pay, including job level, geography, function and experience.

Over the past five years, our compensation guidelines and investments in pay adjustments have supported pay equity with no statistical difference in pay for employees across all genders globally and across all racial/ethnic groups in the U.S. These timely investments in our people not only signify numerical equality but also underscore our recognition and appreciation of the unique contributions of every individual. Additionally, it boosts confidence and instills trust that we’ll always do the right thing for them.

Our commitment to advancing pay equity remains steadfast, driving us to further enhance our compensation processes and support equity in all aspects of our organization. By continuing our annual global pay equity analysis and transparently disclosing the results, we affirm our dedication to doing MORE to ensure fairness and inclusivity for all Synchrony employees.

Distribution of Unexplained Pay Differences—Closing the gap

Closing the Gap

In the illustrative examples above, the distribution of gaps between the predicted pay and the actual pay are graphed. The distribution for diverse groups is in blue and the distribution for non-diverse groups is in yellow. In 2018, the gap between diverse and non-diverse groups at Synchrony was less than 1%. While that surpassed industry standards, we knew we could do more. Since 2018, we have made and continue to make investments each year to close that gap, maintain pay equity and help ensure there are no statistical differences in pay between diverse and non-diverse groups.

“I’m proud that our company upholds an unwavering diligence to continually monitoring and taking action to maintain pay equity across our workforce. We remain resolute in our commitment to sustaining pay equity across all groups at Synchrony, recognizing the intrinsic value of fairness and inclusion in driving our collective success. We will continue to take proactive measures to help ensure that all employees are compensated fairly and equitably.”

Aaron Brown
Senior Vice President, Total Rewards

INCLUSIVE BENEFITS FOR ALL

Synchrony’s approach to EDIC isn’t just about meeting industry standards; it’s also about setting them. When it comes to our benefits, we take the same approach, aligning our offerings to the distinct makeup and evolving needs of our workforce. We actively listen to employees, identifying innovative benefits and programs that meet employees where they are today and where life may take them.

At a time when many companies are scaling back benefits and re-evaluating flexible work options amid economic uncertainty, Synchrony still sees the value in continuing to invest in benefits that empowers employees to prioritize their total wellness. Our standard-setting, inclusive benefits and programs are purposefully designed to support our diverse workforce.

Synchrony offers multiple benefits options to support our diverse workforce. In 2023, we continue to provide support for our diverse groups through new and expanded benefits like:

Increased Well-being Coaching Globally.

In 2023, feedback and discussions continued around physical and mental well-being. We expanded our global well-being coach offering by adding four additional well-being coaches, including a financial literacy specialist.

Introduced Thrive Global Benefit.

Synchrony has teamed up with Thrive Global, a behavior change platform founded by Arianna Huffington, to provide employees with access to well-being tools and technology directly in their flow of work. During a 2023 pilot, hundreds of call center employees in Altamonte Springs, Florida (our largest population of U.S. hourly employees), used Thrive during the workday, and many reported that they were able to improve focus and reduce stress after taking small, science-backed breaks (Thrive Resets). Employees are encouraged to take micro-steps to build habits that will improve overall well-being. Following successful pilots, we are currently expanding the program to all Synchrony employees globally.

Added Surrogacy Coverage & Expanded Adoption Coverage in the U.S.

We introduced enhancements to better support our employees’ paths to parenthood in the U.S. In addition to now offering coverage for surrogacy, we expanded financial assistance for qualifying expenses from $8,000 to $35,000 for each adoption or surrogacy arrangement (up to two lifetime claims per employee). Also, some related expenses, including but not limited to legal costs, attorney fees and adoption and surrogacy agency fees, may be eligible for reimbursement.

Expanded Wellness Reimbursement in the US.

In 2023, we evolved our fitness reimbursement program in the U.S. to focus on total wellness. We increased our wellness reimbursement from $300 to $500 per year and expanded the scope of eligibility to include home gym equipment, entry fees for intermural sports, music and art classes, meditation, nutritional counseling and more.

Introduced and Expanded Inclusive Benefits in India.

In India, we added coverage for gender affirmation surgery. Domestic partners can now receive medical coverage. Fertility and reproductive health options are now covered, including but not limited to cryopreservation and in vitro fertilization, and delivery costs are covered for surrogacy births. We enhanced maternity leave to provide 26 weeks of paid leave—surpassing the government requirement of 12 weeks after the third child. Coverage extends after birth for mothers with reimbursement for breast pumps and counseling.

Introduced and Enhanced Inclusive Benefits in the Philippines.

In the Philippines, we increased maternity leave from 105 days (required by law) to 154 days. Coverage was introduced for gender affirmation surgery. Domestic partners can now receive medical coverage. In addition, employees have coverage for fertility treatments, surrogacy and mother care (including reimbursement for breast pumps) and wellness coaches.

See the Environmental, Social and Governance Report for more information on our inclusive benefits.

FOSTERING A GREAT
PLACE TO WORK

Active listening is core to our culture, and our partnership with Great Places to Work® (GPTW) helps ensure that we are consistently soliciting and amplifying the voices of our people. The annual surveys and pulse surveys are important compliments to our regular check-ins with employees and provide us with the valuable insights to better understand our current state and how to move ahead to continuously build a thriving culture that meets the diverse needs of our employees. Over the years, our employees’ experiences and responses to the GPTW survey are relatively consistent across the majority of demographics—2023 was no exception. Of course, we are committed to doing MORE, so we address even the smallest of gaps.

Each year, Synchrony participates in an annual employee survey, administered through Great Places to Work. This survey provides insight into how employees perceive the organization, the quality of their workplace experience and the level of trust between managers and employees. We use these insights to inform our strategy. As a result Synchrony was recently recognized as:

#1 on the Best Companies to Work for List in 2023 List (in the Philippines), up from #2 in 2022.

#5 on the Best Companies to Work for List in 2023 (in India), up from #19 in 2022.

#5 on Fortune’s 100 Best Companies to Work For® list in 2024 (in the United States), up from #20 in 2023 and #25 in 2022.

Increased Focus on Inclusion

Inclusion is a core part of our culture. While the GPTW survey measures it indirectly, we wanted a more absolute assessment. In 2023, we created new statements that addresses inclusion directly, included in our most recent pulse surveys:

“I feel valued as an individual at Synchrony.”

“I feel included as an individual at Synchrony.”

These simple statements capture what we think it means to feel included, with little room for misinterpretation. Following responses to these statements, next level statements include: My opinions matter here. I am treated as a full member here regardless of my position. People here are treated fairly regardless of their sexual orientation.

In our most recent pulse survey, we accomplished our North Star aspiration by achieving 90% on employee survey inclusion indexes.

“Synchrony has been leading the way in how it listens to its employees, acts on their feedback and truly co-creates an employee experience that works for their people (and their business, as their results consistently show). Now, Synchrony is leading once again as it embarks on an ambitious program to fully activate its leaders for continuous transformation, one of the hallmarks of being a great company.”

Michael Bush
CEO, Great Places to Work®

Doing More Through
Impact Sessions

At Synchrony, we’re focused on ways we can drive real change to unlock the full potential of our teams. In 2023, we announced our participation in The Great Transformation, a multi-year research initiative in partnership with Great Place to Work®. Through this groundbreaking effort, we have joined 10 other companies committed to creating better, more inclusive workplaces through targeted, data-backed pilot initiatives that are designed to unlock the full potential of employees and improve inclusion, resilience and agility at work. This is another step in our journey toward becoming an even better place to work for current and future employees.

We began by investing in our top 300 executives through a comprehensive, year-long development program, which includes three-day interactive sessions—IMPACT Sessions—in addition to accountability partners and coaching. These agile pilot initiatives are leaning into the belief that values-led leadership helps accelerate progress in equity, diversity and inclusion, while simultaneously achieving greater innovation and stronger business performance.

In these IMPACT Sessions, participants are engaging with Synchrony’s values and leadership expectations and learning to shift their mindsets and behaviors to drive business performance and support our culture. Following a self-assessment, Synchrony’s senior leaders participate in programming specifically designed around three key areas: intentional development, enhanced transparency and sustained behavioral change. To learn more about these key areas, visit Synchrony’s Environmental, Social and Governance Report.

Transformative leaders care about equity and well-being and foster deeper empathy and confidence among employees. They listen and guide, empower our people to innovate and are unafraid to fail, and demonstrate awareness, candor and accountability. We are committed to developing our talent in a way that ensures employees feel heard, understood and valued. We look forward to sharing results of the pilot in the near future.

Early Findings from IMPACT Session Pulse Survey

Initial findings from our pulse survey show that 85% of managers with 5 or more survey responses are consistently exhibiting inclusive leadership behaviors, such as:

  • Trusted communicator
  • High degree of cooperation within team
  • Demonstrate agility and adaptability

While these early findings show that we are on the right path, we’re always striving to move from good to great. We know that values-led leadership creates an inclusive workplace, and we will continue to work with our leaders and get feedback from our employees to understand our progress and improve year-over-year.

Our Diversity Networks+

Our Diversity Networks+ are essential to our inclusive culture and strengthen the employee experience. These voluntary, employee-led groups help amplify diverse voices and bring Synchrony employees together for support, development and connection. These groups put their ideas and passions into action, continually striving to do MORE to help foster a workplace where everyone feels welcomed, accepted and valued for who they are.

These employees bring our 5 Cs (Career, Culture, Community, Communication and Continual Learning) to life with distinctive programming that energizes employees to build awareness and take action both within our organization and in the community. While our Networks+ are formed around specific demographics, experiences and interests, we value allyship and welcome all who seek connection and EDIC engagement.

The eight Diversity Networks+ at Synchrony are:

  • Asian Professional
    Engagement Network+
  • Hispanic Network+
  • Pride+ Network
  • Veterans Network+
  • Black Experiences+
  • Indigenous Network+
  • EnAbled+ Network
  • Women’s Network+

Following are a few examples of how our
Diversity Networks+ made an impact in 2023.

Asian Professional
Engagement Network+

responded to employee feedback for more wellness and development resources. They offered monthly APEN+ office hours with APEN+ leaders as a safe and open environment for employees to engage in dynamic conversations about topics of their choice. They also offered monthly Wednesday Wellness Check-ins and bi-monthly APEN+ Best Self Series—each providing wellness coaches and interactive activities to help address well-being concerns.

Black Experiences+

provided members with professional development, career management and mentoring through programs like BE+ University, a career development program, and partnerships with HBCUs. Members facilitated 19 financial literacy sessions, reaching over 2,500 participants. They also launched BE+ Empowered Profile, a tool that enables members to proactively manage and share career interests and goals.

Hispanic Network+

curated professional development content for its members. Their Fuego Connections series, attended by over 300 participants, helped members identify potential career paths by highlighting Hispanic leaders’ development stories. HN+ facilitated the growth and development of over 85 participants through their immersive development programs (CAMINO and HN+ University) and mentorship program (Mentoring Employees Talent Ascension (M.E.T.A.)). They also leveraged a partnership with DeVry University to offer sample classes and workshops to members.

Indigenous Network+

developed career workshops to help members meet their career and professional development goals and continued to grow community partnerships. They also participated in Synchrony Earth Week, sharing perspectives during the Climate Justice Talking Circle session about critical issues surrounding climate justice, environmental racism and sustainability. Formerly Native American Network+, Indigenous Network+ (IN+) changed its name this year. The new name represents groups that share heritage, cultures and identities and presents their vision for Synchrony to be a leader in Indigenous representation and leadership.

Pride+ Network

introduced training-in-a-box workshops to help members share information about the LGBTQ+ legal landscape with others across Synchrony. More than 1,500 participants took part in Pride 2023 and raised more than $11,000 for Covenant House.

EnAbled+ Network

Formerly the People with Disabilities Network+, EnAbled+ (EN+) changed its name this year, signifying their commitment to an inclusive culture that enables everyone to be valued for their abilities and reach their full potential. Synchrony proudly scored 100% on the Disability Equity Index for the 7th year in a row. In 2023, EN+ researched and launched an employee resource guide and website to help employees learn about and request assistive technologies available at Synchrony, where over 2,000 of our employees self-identified as having a disability.

Veterans Network+

launched its inaugural class of the Veteran Leadership Program, an immersive one-year program designed for transitioning military veterans into full-time roles that build skills, support development and help prepare participants for a successful career with Synchrony. At the end of the program, participants move into a role within our Technology & Operations team, the largest function at Synchrony. VN+ led a cross-network Murph Challenge—honoring the sacrifices of those who served in the armed forces—with more than 600 participants and over $9,000 in donations to nonprofit partner Folds of Honor. VN+ also continued its Small Group Networking and Development program with over 120 participants and leaders.

Women’s Network+

elevated the stories of women across the organization through the What’s Your Story engagement. WN+ honored six members with their WN+ Leadership Award at the Global Diversity Experience for their commitments to do MORE on behalf of women at Synchrony.

56% of our workforce—over 11,500 employees—participate in at least one Diversity Network+

“Creating a culture where belonging and inclusiveness are not just discussed but are lived and breathed is paramount to our ability to sustain lasting change. Our Diversity Networks+ help make our inclusive culture palpable. These groups provide distinctive environments through which we can find solidarity, challenge one another, learn, grow, connect with each other and our community, and walk in our truth. Our Networks+ play an important role in employees feeling comfortable bringing their whole selves to Synchrony.”

Danielle Brown
Synchrony VP, Global Equity,
Diversity and Inclusion

More Support For Veterans

Synchrony considers it a privilege to be able to employ veterans, and we value how they enrich our culture through their varied experiences.

Our Veterans Network+ provides veterans with community and support in meeting their personal and professional goals. We are proud to be leaders in this space and expanded our efforts last year to help veterans realize their career goals. In 2023, we launched the Veterans Leadership Program (VLP). This immersive 13-month program is designed to transition military veterans into full-time roles that build skills, support development and prepare participants for a successful career with Synchrony.

Participants start with a 4-week (basic) training experience to support their transition into corporate life. From there, they participate in two 6-month rotations focused on building core skills (learning about our business) and specialty functional experience (stretching and growing within a function and opening new career possibilities). Throughout the year, participants are exposed to different parts of the company, different teams and a broad spectrum of experiences, including connecting with our Executive Leadership Team and receiving extensive mentorship. Each class of participants is located in the same regional hub, so they can learn from and support each other during their time together. At the end of the program, participants move into a role within our Technology & Operations group, the largest function at Synchrony.

Before joining Synchrony, current VLP JP Campbell flew F-18 fighter jets in the United States Marine Corps and earned a Master’s Degree in Cybersecurity while he served. After leaving the Marines and deciding to pursue work in the corporate sector, JP explored several other veteran transition programs but did not find one as robust. “I don’t think there is anything like it,” said JP. “I did a lot of homework and looked at a lot of other opportunities.”

Our Veterans Leadership Program quickly connected JP with others at Synchrony who understand first-hand what it’s like transitioning from the military into a corporate environment. He is currently working in IT client management and is interested in exploring opportunities in cybersecurity.

Veterans continue to be challenged by the work and supported by our teams. We are committed to setting our veterans up for MORE success.

“I did a lot of homework and looked at a lot of other opportunities.
I don’t think there is anything else like it.”

JP Campbell
former VLP and AVP,
Technology Client Project
Manager – Home & Auto

MORE SUPPORT FOR WOMEN

Gender diversity is crucial to our culture of innovation and inclusivity. The Women of Synchrony is an internal thought leadership group made up of executives who are taking the lead to help us identify and remove barriers women face in reaching their full potential in the workplace.

In 2023, we held roundtable discussions at the Women of Synchrony “Empowering Women to Make an Impact” event to expand conversations about gender diversity and how to best support progress at Synchrony. These individuals were focused on identifying approaches to make meaningful impacts to: self (individual behaviors that can help achieve professional goals), others (actions to help others in the organization) and Synchrony (strategies and tactics to align to the North Star goal of achieving more than 50% gender diversity representation across all groups globally).

From there, this group developed two impact statements to drive to these goals in 2023:

  1. I can impact myself by taking care of me first, both personally and professionally. The group has identified mental health awareness and the use of the Thrive app to bring this statement to life.
  2. I can impact others by lifting up talent and normalizing authenticity. They are defining what it means to lead authentically and are establishing leadership sponsorships and a talent share at the assistant vice president level.

We listened and acted, holding ongoing monthly discussions with Women of Synchrony and establishing committees to address representation, experience and development. We continue to expand ongoing conversations, dedicating additional time for connecting and networking with one another, and purposely infusing additional dialogue in our diverse spaces about how we can help elevate our colleagues.

Together at Synchrony, we are reimagining how we show up to support, encourage and uplift our people and defining specific, ambitious deliverables that will reshape gender diverse experiences at our organization. We invested in doing more to help our employees win at Synchrony.

A message from Michael Matthews and Brian Doubles

When we amplified our intentions to advance Equity, Diversity, Inclusion and Citizenship (EDIC), we understood that the road to sustained progress would be never-ending. We know that leading change, while exciting, is also challenging and that some of the toughest parts will be continually holding ourselves accountable and maintaining our stride. We know that many are being asked to deprioritize EDIC, in light of the scrutiny and division around it. Not us. We believe in this work.

When new challenges arise, we understand the impact of stopping or shrinking ourselves. Instead, we see this as an opportunity to leverage our collective passion, continue to align to our mission and do MORE.

That includes more self-examination. In 2023, we saw increased social and political polarization around EDIC, and it gave us an opportunity to look closer at our efforts and our impact. Instead of pulling back, we remained focused and expanded our conversations, because we understand that creating spaces for diversity of thought is part of what helps make our work relevant, real and sustainable. We remain unafraid to address tough questions and welcome discussions about the importance of Equity, Diversity, Inclusion and Citizenship. We want to hear more stories and varied perspectives and enrich our work through those exchanges.

As EDIC continues to evolve, so will our learnings and our aspirations. For us, it’s not about evolving just for the sake of change or to commune with like-minds. It’s about actively seeking out and listening to diverse voices, striving to understand many lived experiences and, ultimately, broadening our community over time. Taking a balanced approach to our efforts, we continue to invite more people into our EDIC community and create environments where everyone feels heard and supported.

We are not perfect but that has never been our goal. Rather, we value progress—even in the midst of learning and growing—and that focus helps us remove barriers to our ability to successfully assess our performance, stay agile and consistently think of new pathways to bring about progress. And we are emboldened by our people continually sharing their feedback on our actions, as they challenge us to be better.

In our second diversity report, we share how our commitment to MORE has resonated throughout our organization and in the communities we serve. Each year we make progress on the aspirations of our EDIC North Star—to enrich every life we touch by leading with Equity in everything we do—and that is inspiring and affirming.

We are proud of our evolution, have momentum to continue to push forward and are motivated to do MORE, see MORE and feel MORE. Thank you for sharing in this journey with us.

Michael Matthews
Synchrony Chief Diversity &
Corporate Responsibility Officer

Brian Doubles
Synchrony President &
Chief Executive Officer