Our people are our most valuable asset at Synchrony — and we’re passionate about attracting the most qualified, diverse talent. We have a responsibility to nurture and develop our employees every day so they feel challenged, valued and fulfilled.
*These numbers are based on U.S. employees.
The diversity of our people and their respective ideas and insights define our company. An inclusive working environment helps us attract top talent and see possibilities we might not have seen before.
We have strong hiring practices for women, minorities, veterans, the LGBT+ community and people with disabilities. Inclusive of all individual characteristics, we want our employees to feel Synchrony offers a safe and respectful workplace where they can grow and succeed.
One way we promote this inclusive culture is by sponsoring seven different employee Diversity & Inclusion Networks.
In 2017, members of our People with Disabilities Network developed a new program to increase our hiring pipeline for individuals with physical and hidden disabilities. Through the end of 2017, we have hired more than 200 employees through this effort, with a 93 percent retention rate. This hiring initiative is being expanded in 2018, with more than double the number of Synchrony office locations participating.
Just as an inclusive culture is important for our employees, we actively seek out certified and qualified businesses to ensure that the demographics of our supply chain reflect our partners and cardholders.
In 2017, we have hired more than 200 employees through our People with Disabilities Network, with a 93 percent retention rate.
“You can always be yourself at Synchrony. In fact, we insist on it. Harnessing the collective diversity of our people, skills and ideas allows us to better serve our partners and customers while empowering our employees to be their true selves.”
— Marissa Lara, SVP, Chief Diversity & Corporate Responsibility Officer
Our approach to continuous learning and training provides our employees with the tools and support they need to advance.
We provide special development programs such as our Business Leadership Program (BLP) to develop high-performing college graduates into young professionals and future leaders.
Our Skills Training for Evolving Professionals (STEP) program helps develop talent within our call centers and administrative teams.
Named Best Customer Service Leadership Training Program in 2018 by HR.com.
We also introduced Leadership Experience for Accelerated Development (LEAD) — a unique program to develop women leaders — as well as enhanced training curricula around building diverse leaders and recognizing unconscious bias.
We help employees balance the demands of work and life by offering flexible work arrangements including reduced hours, compressed workweeks, flextime hours, job sharing, telecommuting and remote work. We even allow non-exempt employees to take time off in hourly increments.
We offer tuition reimbursement for all employees up to $20,000.
We continue to grow and expand our Customer Service Representative Work at Home Program, which targets anyone who wants flexible hours such as retirees, working parents and students.
Benefits for full-time U.S. employees include 100 percent paid parental leave for six weeks and medical/dental coverage for domestic partners and their children. Our Backup Care Program in the U.S. provides temporary or short-term care for a primary caregiver’s child or elderly parent when unexpected circumstances arise. We also offer a program that provides scholarships for our employees’ children to attend college.
More than 500 full-time employees and more than 160 part-time employees work remotely across the U.S.
In 2018, our Work at Home Program will expand to 1,000 full-time customer service representatives; the number of U.S. locations will expand as well.