Catching up with Cassandra Cooper, Manager of Diversity and Inclusion for First National Bank, the largest subsidiary of F.N.B. Corporation. We salute Ms. Cooper a Diversity Champion and her efforts to advance DEI initiatives.
PUM: It is Women's History Month. Tell us in your role as Manager of Diversity and Inclusion at FNB, and particularly for you as a Black woman in this position, what is the significance of this holiday that celebrates women all over the world.
It is very meaningful for me to be able to celebrate Women’s History Month, not only as a Black woman, but as the Diversity & Inclusion Manager at FNB. Being part of a company that is committed to inclusion for all and providing the opportunities for women to grow, develop and thrive in their careers is exciting. I believe I’m an example of that commitment, so it’s great that I can contribute to the organization’s continued success and play a role in fostering a culture that enables everyone in our Company and community, regardless of background, to have an equal opportunity to succeed.
PUM: Tell us more about your journey to work in the field of diversity and inclusion. How did your educational background and professional experience help to prepare you for this position?
Shortly after graduating from Duquesne University with both my bachelor’s and master’s degrees, I became an adjunct professor there and was asked to update a class called Valuing a Multicultural Workforce. Researching and creating the content for that course afforded me the opportunity to provide insights to my students — and even myself — about the importance of establishing diversity and inclusion in an organization and how that infrastructure creates a lasting sense of belonging for stakeholders. I have been fortunate to continue sharing that lesson with organizations of all sizes, locally and nationally.
I was thrilled to have the opportunity to join FNB last year, and I have been very impressed by leadership’s dedication to promoting inclusion and equality within our Company and through our product offerings and community commitment. Of course, my prior experience informs my current role, where I work with our leadership team, Diversity Council and lines of business to assist with the development and execution of our internal and customer- and community-facing diversity and inclusion strategies. I also collaborate with departments throughout the Company to emphasize diversity as a key consideration in the development of products, services, initiatives and programs.
PUM: What programs and services does FNB have in place to help in promoting equality and empowering women? How are you developing initiatives and creating opportunities that support inclusion at FNB?
FNB is committed to offering customers innovative products and services that benefit our communities and give our clients tools to achieve their financial goals. For example, our eStore® both educates individuals about which of our offerings may be best for their situation and creates easy access for all to apply for and open new accounts, including loans and credit solutions.
Coupled with our products and services, we also focus on the importance of financial literacy to empower individuals and families. By educating and supporting diverse communities through a range of programs and resources, we help to close the wealth gap and eliminate economic disparities. Throughout our footprint, we also prioritize investments and community partnerships that foster job growth, affordable housing and overall social and economic development.
Close to home, our new headquarters, FNB Financial Center, is set to revamp Pittsburgh’s historic Hill District and kickstart a long-awaited redevelopment. Many are familiar with the story of how the predominantly Black neighborhood was upended decades ago, but the economic benefits of this project have the potential to usher in a new era of revitalization and economic expansion. Along with millions in local investments, the project also requires at least 30% minority-owned and 15% women-owned business participation in contracting. These requirements ensure that individuals representing all members of the community will bring this transformative project to life and be able to take part in its economic benefits.
PUM: A 2019 study by the Gender Equity Commission ranked Pittsburgh as one of the worst in the country for Black women, citing unemployment rates, high poverty rates, birth defect rates and death rates, including death by suicide, among other parameters. What are your thoughts about how we can improve conditions for Black women in this region?
The Pittsburgh Inequality Across Race and Gender Report factored heavily in my work in the past, where I focused on educating audiences about our region’s health disparities and how we can work to overcome them. Today, my focus is on addressing the economic disparities that exist, but there is definitely a correlation between economic wellbeing and health. Therefore, when we promote and achieve economic equality, we have a stronger overall community more able to meet its potential.
Currently, our city does not compare well with others of its size when it comes to outcomes for Black women, so it is clear that organizations from every industry must be concerned about how to support this population and create an environment that nurtures success — just as they should for all women and all people. Ultimately, when today’s Black women can see that they are valued members of their organizations and communities, it will positively impact the generations to come.
Learn More about Diversity and Inclusion at FNB