Our vision is to be the premier provider of financial solutions to middle America while creating financial opportunities for our customers, empowering our team members, enriching our communities, dealing fairly and ethically with our business partners, and delivering sustainable returns to our shareholders.
Our ESG Approach
We believe that effective management of our environmental, social, and governance (ESG) program supports our mission to provide our customers with greater access to credit, equity in the financial system, and sustainable outcomes for future growth.
Guided by Purpose
Corporate social responsibility has been at the core of our business since our founding more than 35 years ago.
It is ingrained in our aim to improve the communities around us and extend the reach of our products and services. We offer responsible and transparent credit options that provide our customers with opportunities to improve their credit standing, which in turn gives them access to a wider range of credit solutions.
In 2021, we hired a Chief Risk and Responsibility Officer to spearhead our ESG programs and initiatives with the support of Regional Management’s Corporate Responsibility Committee.
The Committee was formed to develop and oversee social responsibility strategies, with a particular focus on community outreach, charitable partnership, environmental impact, and diversity, equity, and inclusion (DE&I) initiatives.
The Committee Charter provides for a cross-functional group that includes our General Counsel, Chief Operating Officer, Chief Marketing Officer, Chief Human Resources Officer, Chief Risk and Responsibility Officer, and a Director of DE&I. Rotating members of the Committee represent a cross-section of our company. The Committee monitors, advises, and enhances our relationships and reputation with both internal and external stakeholders regarding significant social and public responsibility issues. The Committee also provides reports to the CEO and Board of Directors, specifically the Corporate Governance and Nominating Committee, who oversee and advise on our ESG programs and practices.
Committed to Our Stakeholders
In our business operations and interactions with our teammates, customers, communities, and other external parties, we exemplify our values of integrity, respect, excellence, teamwork, and passion. We hold ourselves to the highest standards, exercise sound judgment, and are accountable for our words, actions, and results when acting in our professional and personal capacities.
We will deliver a best-in-class customer experience and a basket of useful, accessible, easily understood financial solutions that serve our customers’ evolving needs and support their long-term financial wellbeing.
We will strive to be an employer of choice by providing a positive, performance-driven work environment, fairly compensating our team members, prioritizing their professional development, and embracing a culture of diversity, equity, and inclusion.
We will positively impact our communities by delivering financial support to deserving organizations, providing our team members with community service opportunities, and implementing business practices that contribute to environmental sustainability.
We will deal fairly and ethically with other companies that share our values and help us meet our mission and vision.
We will provide sustainable and desirable long-term financial returns to our shareholders by growing profitably in accordance with our values.
Regional Management’s Corporate Social Purpose
1
Delivering value to our customers
2
Investing in our team members
3
Supporting the communities in which we work
4
Dealing fairly and ethically with our business partners
5
Generating long-term value for our shareholders
We will deliver a best-in-class customer experience and a basket of useful, accessible, easily understood financial solutions that meet our customers’ evolving needs and support their long-term financial wellbeing.
Responsible Lending & Financial Wellbeing
We invest our time to understand and get to know our customers, not just their credit needs. We listen to their individual stories and journeys to identify the best solutions to meet their goals. Typically, our customers do not qualify for prime financing from banks and other lenders due to their subprime, non-prime, or near-prime credit profiles; however, they, too, deserve to utilize credit. That’s where we come in.
We offer responsible, transparent credit products to our customers in order to improve their long-term credit standing and increase their access to even greater, more valuable financial products. Our responsible lending products are designed on terms that people can afford. Assessing an applicant’s ability to repay a loan is at the core of our proprietary underwriting standards, which provide lending solutions that fit each customer’s unique journey, even when life happens. Our easy-to-understand small and large loans are structured on a fixed-rate, fixed-term basis with fully amortizing, equal monthly installment payments and are priced on fair terms in consideration of the associated credit risk and servicing costs. Importantly, we differentiate ourselves from alternative financial service providers by reporting our customers’ payment performance to credit bureaus, so they may improve their credit profiles and gain access to a wider range of credit options.
Attractive Products for Customers with Limited Access to Credit
Our flexible loan products generally range from $500 to $25,000 with terms of up to 60 months. These are easy to understand and designed to meet a wide variety of financial needs and credit profiles. This diversity provides us with the ability to offer our customers new loan products as their credit profiles evolve, building customer loyalty and increasing the overall value of customer relationships.
Integrated Branch Model with Centralized Support
Over 72% of our loan originations in 2022 were facilitated by one of our branch locations, and nearly all loans, regardless of origination channel, are serviced through our branches, allowing us to maintain frequent, in-person contact with our customers. At the branch level, we maintain a relationship with our customers throughout the life of a loan. We believe this high-touch relationship enables us to stay ahead of their future needs, manage payment difficulties, reduce credit risk, and identify new products.
We are proud of our ability to take care of our customers by investing in long-term relationships through which we are able to solve their credit needs and meet their financial goals over an extended period of time. Our loan graduation program supports our customers’ financial journeys and wellbeing.
Many of our customers begin their journey with us by utilizing our small loan product. Over time, as we gain experience with a customer and the customer’s credit profile improves, we are able to offer the customer access to our large loan product—a larger loan at a lower interest rate. We also believe that, over time, many of our customers transition away from our company to prime sources of credit.
Our loss mitigation strategies differentiate us from a typical lender. Our programs provide our customers with tools that enable them to solve unexpected financial issues that arise after loan origination. These tools include payment deferrals and refinancing of existing loans in order to utilize available credit for unplanned liquidity needs.
Our customers express their satisfaction through our strong Net Promoter® Score (NPS), an assessment of how likely our customers are to recommend us. In 2022, our NPS was 59, representing the top quartile for the industry. This and our daily interactions drive us to do more for our customers each and every day.
Financial Literacy
We are dedicated to helping our customers build a better future through greater access to credit and to expanding equity within the financial system. Our customers are provided with education and resources so they can become the drivers of their own financial future. Our series of financial education and literacy tools are accessible on our website and present a wealth of information on building credit, protecting consumer identity, building a budget, and much more.
We aim to advance causes that we believe are fundamental human rights by providing opportunities for those who are often overlooked and excluded from the financial mainstream. In turn, we have invested in and partnered with several organizations to extend the reach of our contributions towards increasing greater financial literacy and financial stability. These investments have been awarded to several leading organizations, including:
A non-profit which inspires and prepares young people to succeed through lessons that promote financial capability, work, and career readiness.
A coalition of diverse financial education stakeholders who work together to educate and prepare our youth for life-long success.
“Financial Stability,” education and training programs that lead to higher-paying careers and increase access to financial services and benefits to promote long-term and sustainable financial stability.
Transparency and Security
We believe that operating a transparent and secure business is a responsibility inherent to our platform and important to strengthening the lives of our customers. Our dedicated team members and easy-to-understand loan documents clearly explain our loan products’ features. Every new Regional Management customer receives a welcome letter or email and subsequent correspondence that clearly explains their loan, including its costs. Our easily understood disclosures and favorable loan terms, including no variable rates or balloon payments, allow our customers to focus on life’s challenges while we take care of their financial needs.
We ensure all of our customers can confidently trust us with some of their most sensitive information by safeguarding against any threats to its security. In 2020, we left behind our data centers and moved to the cloud to create the foundation for our omni-channel customer experience that provides an agile, scalable, and elastic cloud service for modern, customer-friendly, and efficient experiences. We have heavily invested in digital technology to streamline our applications and utilize artificial intelligence and machine learning to foster a safe practice of leveraging data to ensure our assets are managed effectively.
Guided by our Senior Director of Information Security, we continually evaluate our cybersecurity posture, which aligns with the NIST Cybersecurity Framework industry standard, and make ongoing investments, in addition to regular testing, to ensure the highest levels of protection. In 2021, we hired our first Chief Data and Analytics Officer to lead and foster the practice of effectively, safely, and responsibly leveraging data for a variety of applications within the firm. This includes bringing relevant data to bear on our most important decisions, leveraging the most appropriate technology to extract insights from the data, and ensuring that our data assets are managed effectively. Our Board and management teams directly oversee our data privacy and cybersecurity policies. Our team members are required to perform annual training to maintain our unwavering commitment to keeping the personal information of our customers and team members accurate, secure, confidential, and private.
We strive to be an employer of choice by providing a positive, performance-driven work environment, prioritizing our team members’ professional development, fairly compensating our team members, and embracing a culture of diversity, equity, and inclusion.
Our learning and development programs are designed to cater to the entire lifecycle of our employees’ careers and to increase retention across our organization. We focus on creating a dedicated, skilled, and passionate team that continues to succeed in their current roles while gaining key skills and career development tools for their future. Our training and development programs include a blended approach utilizing eLearning modules, classroom training, hands-on exercises, training branches, webinars, and assessments focused on our operating policies and procedures, as well as several key compliance areas. Our commitment to training is exemplified by our practice of having incentive compensation for new employees contingent upon the successful and timely completion of the required new-hire curriculum.
Our Talent Development Committee oversees our talent development strategic plan to promote the long-term career development opportunities of our employees. While we perform specific on-the-job and compliance training, due to our highly-regulated environment, we recently launched a coaching and mentorship program to foster employee development and engagement, complemented by external leadership training programs for top performers.
We understand the key to successful performance management is to ensure our employees receive open communication and feedback in order to best contribute to their individual development. In turn, this delivers on promoting greater productivity, quality of work, goal setting, and subsequent achievements. Building a pipeline for the future that is scalable and successful requires greater attention to emerging talent and high-potential performers. We proactively work with our HR business partners to engage in monthly reviews and reporting to identify areas that are trending within employee engagement to mitigate turnover, provide new opportunities for training, and curate even greater potential for our current employees.
Our wage and benefits structures are designed to be fair and equitable. Following a market benchmarking exercise, we improved and aligned our benefits package to remain competitive and performed a pay equity audit to ensure equal pay across the board, including multiple marketplace adjustments for our field operations employees. We strive to provide consistent and competitive compensation and benefits program and are committed to future auditing of our offerings.
In 2021, we established a company-wide minimum wage of $15 per hour. We enhanced several of our benefits, including extensions to parental leave periods and paid time off, as well as expansion of our health and wellness benefits, including life assistance counseling, discounts on financial services, and mental health programs. We also provide paid time for employees to vote in presidential and midterm elections. From time to time, Regional Management issues stock awards and other long-term incentive awards in conjunction with employment offers to select new employees and retention grants to certain existing employees. We issue these awards to attract and retain talent and to provide market-competitive compensation.
The grants have various vesting terms, including fully-vested awards at the grant date, cliff-vesting, and graded-vesting over periods of up to five years, subject to continued employment and other terms and conditions.
To ensure that we provide a rewarding experience for our employees, we engage independent third parties to conduct periodic employee engagement surveys, enabling us to regularly measure organizational culture and engagement and to improve upon the employee experience, which in turn drives a superior customer experience.
Caring About Regional Employees (C.A.R.E.) Fund
Our coworkers may face a severe, unexpected emergency situation and need some extra support. During these times, our C.A.R.E. fund is there to provide short-term assistance to our team members. The C.A.R.E. fund gives fellow team members the opportunity to help each other out through donations that are available when a team member needs it.
22%
of our 9 Directors are female
44%
of our 9 Directors are racially or ethnically diverse
33%
of our 6 named Executive Officers are female and racially diverse
73%
Female Employees
52%
Minority Employees
1,790
Total Employees
* DE&I statistics are as of June 30, 2022.
By embracing DE&I initiatives, we strive to create an environment where employees are valued, empowered to positively support our business objectives and customers, and recognized for their individual and team contributions. The collective sum of the individual differences, life experiences, knowledge, inventiveness, self-expression, unique capabilities, and talent that our employees invest in their work represent a significant part of our culture, reputation, and achievement. We believe that building a truly inclusive culture is essential for all our employees to bring their authentic, whole selves to work, and to experience a sense of belonging and support.
Our DE&I strategy benefits from the engagement of a highly diverse workforce, including our Board and executive management teams. Our Board ensures there is a diversity of skills, qualities, attributes, experiences, and perspectives among our directors to best meet the evolving needs and interests of our stakeholders. Our Board is comprised of diverse individuals that bring a unique experience and expertise, including credit risk management, marketing, government affairs, business ethics, and cybersecurity. Further our Board is heavily independent and led by an independent Chair. In addition, our independent directors conduct separate executive sessions, on an as needed basis.
Our DE&I Committee is comprised of members across management, HR, corporate, and field operations, who work in tandem with and support our Chief Human Resources Officer on the policies, programs, and strategies for Regional Management, our employees, stockholders, customers, and the public at large. We recently updated our DE&I Committee Charter in an effort to refine our areas of focus and priorities.
We have committed to nine internal and external objectives to help build a strong foundation guided by our company-wide DE&I program. Our DE&I strategic plan includes:
Internal:
Structure for DE&I Plan Implementation: Establishing our DE&I strategic plan, policy, and communication efforts
DE&I Compliance and Risk-Reduction Policies: Aligning HR policies to our DE&I values, including equitable compensation practices
Recruitment and Hiring: Developing an equitable recruiting and promotion strategy to attract, recruit, and track qualified diverse talent
Retention and Development of a Diverse and Inclusive Workplace: Building a Talent Development team to provide coaching and career planning that supports an inclusive culture
Foundation for Workplace Inclusion: Expanding DE&I trainings and developing employee resource groups to promote consistency and inclusive management
DE&I Metrics and Measures of Progress: Determining appropriate metrics for recruiting, promotion, development, training, inclusivity, and leadership engagement to measure progress, drive results, determine success, and provide accountability
External:
Fair and Equitable Engagement with Business Partners: Revising our vendor procurement process to ensure the inclusion of future business partners from underrepresented and diverse groups, including Minority-Owned, Women-Owned and other Diverse-Owned Business Enterprises
Community Engagement: Developing a community engagement strategy to support non-profits that impact our diverse communities
Diversity-Related Marketing, Communications, and Branding: Creating awareness and increasing the reach of our DE&I efforts
Our learning and development programs are designed to cater to the entire lifecycle of our employees’ careers and to increase retention across our organization. We focus on creating a dedicated, skilled, and passionate team that continues to succeed in their current roles while gaining key skills and career development tools for their future. Our training and development programs include a blended approach utilizing eLearning modules, classroom training, hands-on exercises, training branches, webinars, and assessments focused on our operating policies and procedures, as well as several key compliance areas. Our commitment to training is exemplified by our practice of having incentive compensation for new employees contingent upon the successful and timely completion of the required new-hire curriculum.
Our Talent Development Committee oversees our talent development strategic plan to promote the long-term career development opportunities of our employees. While we perform specific on-the-job and compliance training, due to our highly-regulated environment, we recently launched a coaching and mentorship program to foster employee development and engagement, complemented by external leadership training programs for top performers.
We understand the key to successful performance management is to ensure our employees receive open communication and feedback in order to best contribute to their individual development. In turn, this delivers on promoting greater productivity, quality of work, goal setting, and subsequent achievements. Building a pipeline for the future that is scalable and successful requires greater attention to emerging talent and high-potential performers. We proactively work with our HR business partners to engage in monthly reviews and reporting to identify areas that are trending within employee engagement to mitigate turnover, provide new opportunities for training, and curate even greater potential for our current employees.
Our wage and benefits structures are designed to be fair and equitable. Following a market benchmarking exercise, we improved and aligned our benefits package to remain competitive and performed a pay equity audit to ensure equal pay across the board, including multiple marketplace adjustments for our field operations employees. We strive to provide consistent and competitive compensation and benefits program and are committed to future auditing of our offerings.
In 2021, we established a company-wide minimum wage of $15 per hour. We enhanced several of our benefits, including extensions to parental leave periods and paid time off, as well as expansion of our health and wellness benefits, including life assistance counseling, discounts on financial services, and mental health programs. We also provide paid time for employees to vote in presidential and midterm elections. From time to time, Regional Management issues stock awards and other long-term incentive awards in conjunction with employment offers to select new employees and retention grants to certain existing employees. We issue these awards to attract and retain talent and to provide market-competitive compensation.
The grants have various vesting terms, including fully-vested awards at the grant date, cliff-vesting, and graded-vesting over periods of up to five years, subject to continued employment and other terms and conditions.
To ensure that we provide a rewarding experience for our employees, we engage independent third parties to conduct periodic employee engagement surveys, enabling us to regularly measure organizational culture and engagement and to improve upon the employee experience, which in turn drives a superior customer experience.
Caring About Regional Employees (C.A.R.E.) Fund
Our coworkers may face a severe, unexpected emergency situation and need some extra support. During these times, our C.A.R.E. fund is there to provide short-term assistance to our team members. The C.A.R.E. fund gives fellow team members the opportunity to help each other out through donations that are available when a team member needs it.
22%
of our 9 Directors are female
44%
of our 9 Directors are racially or ethnically diverse
33%
of our 6 named Executive Officers are female and racially diverse
73%
Female Employees
52%
Minority Employees
1,790
Total Employees
* DE&I statistics are as of June 30, 2022.
By embracing DE&I initiatives, we strive to create an environment where employees are valued, empowered to positively support our business objectives and customers, and recognized for their individual and team contributions. The collective sum of the individual differences, life experiences, knowledge, inventiveness, self-expression, unique capabilities, and talent that our employees invest in their work represent a significant part of our culture, reputation, and achievement. We believe that building a truly inclusive culture is essential for all our employees to bring their authentic, whole selves to work, and to experience a sense of belonging and support.
Our DE&I strategy benefits from the engagement of a highly diverse workforce, including our Board and executive management teams. Our Board ensures there is a diversity of skills, qualities, attributes, experiences, and perspectives among our directors to best meet the evolving needs and interests of our stakeholders. Our Board is comprised of diverse individuals that bring a unique experience and expertise, including credit risk management, marketing, government affairs, business ethics, and cybersecurity. Further our Board is heavily independent and led by an independent Chair. In addition, our independent directors conduct separate executive sessions, on an as needed basis.
Our DE&I Committee is comprised of members across management, HR, corporate, and field operations, who work in tandem with and support our Chief Human Resources Officer on the policies, programs, and strategies for Regional Management, our employees, stockholders, customers, and the public at large. We recently updated our DE&I Committee Charter in an effort to refine our areas of focus and priorities.
We have committed to nine internal and external objectives to help build a strong foundation guided by our company-wide DE&I program. Our DE&I strategic plan includes:
Internal:
Structure for DE&I Plan Implementation: Establishing our DE&I strategic plan, policy, and communication efforts
DE&I Compliance and Risk-Reduction Policies: Aligning HR policies to our DE&I values, including equitable compensation practices
Recruitment and Hiring: Developing an equitable recruiting and promotion strategy to attract, recruit, and track qualified diverse talent
Retention and Development of a Diverse and Inclusive Workplace: Building a Talent Development team to provide coaching and career planning that supports an inclusive culture
Foundation for Workplace Inclusion: Expanding DE&I trainings and developing employee resource groups to promote consistency and inclusive management
DE&I Metrics and Measures of Progress: Determining appropriate metrics for recruiting, promotion, development, training, inclusivity, and leadership engagement to measure progress, drive results, determine success, and provide accountability
External:
Fair and Equitable Engagement with Business Partners: Revising our vendor procurement process to ensure the inclusion of future business partners from underrepresented and diverse groups, including Minority-Owned, Women-Owned and other Diverse-Owned Business Enterprises
Community Engagement: Developing a community engagement strategy to support non-profits that impact our diverse communities
Diversity-Related Marketing, Communications, and Branding: Creating awareness and increasing the reach of our DE&I efforts
We will positively impact our communities by delivering financial support to deserving organizations, providing our team members with community service opportunities, and implementing business practices that contribute to environmental sustainability.
Advancing Environmental Initiatives
Our aim to build a better financial future for our community aligns with our goal to support a sustainable, healthy planet. Our initiatives focusing on responsible waste and emissions promote the wellbeing of our customers, employees, and the communities that surround us. We have begun our transition to paperless operations and have invested heavily in more digital capabilities, such as our electronic loan closings, end-to-end digital originations, and prioritization of email correspondences. Since we implemented a work-from-home policy, we have been able to reduce our environmental footprint, which impacts our emissions and waste generation. As we look to improve our footprint further, we are assessing green opportunities for our corporate offices, such as LED lighting, plug-in stations, and other waste-reducing initiatives.
Community Partnerships and Giving
In addition to investments targeting financial literacy and access to capital, we give to organizations and partnerships through our community outreach that addresses environmental sustainability and DE&I programs. Our recent community giving programs include:
Please visit our Regional Reach site for more information on our community impact engagements.
We are focused on providing sustainable and desirable long-term financial returns to our shareholders by growing profitably in accordance with our values and by acting fairly and ethically. Our financial results can be found on our website.
Our management team has established an Enterprise Risk Management (ERM) program to ensure that all company risks are managed appropriately and consistently at an enterprise-wide level. Spearheaded by our Chief Risk and Responsibility Officer, the ERM program applies an end-to-end risk management approach that considers all stakeholders and provides clarity on our expected risk management activities to our Board, management, and employees.
Our Board’s Risk Committee assists in the oversight of our enterprise risk management program through reviews and discussions of key risks facing the company, as well as our preparedness for handling business interruptions.
As a company operating in a heavily regulated environment, our teams must work alongside consumers, regulators, business partners, vendors, and other participants to deliver responsible and transparent products and services that promote greater financial wellbeing with transparency and honesty. We build trust and confidence among our stakeholders through our commitment to and implementation of robust policies, programs, and procedures, including the anonymous reporting of complaints or concerns via our Whistleblower Policy without fear of retribution. Our Code of Business Conduct and Ethics applies to all of our directors, officers, and employees.
Additionally, our management is responsible for establishing and maintaining adequate internal controls over financial reporting, supported by internal audits, appropriate reviews by management, policies and guidelines, careful selection and training of qualified personnel, and our Codes of Business Conduct and Ethics. All current employees are also required to complete compliance training and re-certify each year.
Our Board of Directors recognizes and embraces the value of diversity in improving the quality of its performance and our company’s success. We believe that a diverse Board, as articulated in our Board Diversity Policy, promotes the exchange of different perspectives and ideas, mitigates against groupthink, and ensures that we have the opportunity to benefit from all kinds of talent. The Board’s Corporate Governance and Nominating Committee is charged with reviewing all steps taken pursuant to the Board Diversity Policy on an annual basis, assessing the Board’s progress in achieving and maintaining diversity, and presenting its findings and assessment to the full Board for input.
Awards & Recognitions
2021 NACD Directorship 100™
Director Maria Contreras-Sweet named one of the most influential leaders in the boardroom by the National Association of Corporate Directors
2019 Latino Corporate Directors Association Corporate Visionary Award
RM recognized for its commitment to an inclusive and diverse Board of Directors
2019 NACD NXT™
RM nominated for its exemplary diversity and inclusion board leadership practices
We compensate our executive officers primarily through a mix of base salary, performance-based annual cash awards, and service- and performance-based long-term incentive awards, a substantial portion of which is linked to successful performance against goals established by our Board’s Compensation Committee. We believe that the evolution of our long-term incentive program has been critical to our ability to link our executives’ pay with the performance of our company, align our executives’ interests with those of our stockholders, and remain competitive in the marketplace for executive talent.
Our executive compensation program includes a number of best practices, including double-trigger change-in-control provisions for all employment agreements and long-term incentive award agreements, a Stock Ownership and Retention Policy for Named Executive Officers (NEO) and directors, and a Compensation Recoupment Policy, or clawback policy, for NEOs and other key employees, among others.
Our management team has established an Enterprise Risk Management (ERM) program to ensure that all company risks are managed appropriately and consistently at an enterprise-wide level. Spearheaded by our Chief Risk and Responsibility Officer, the ERM program applies an end-to-end risk management approach that considers all stakeholders and provides clarity on our expected risk management activities to our Board, management, and employees.
Our Board’s Risk Committee assists in the oversight of our enterprise risk management program through reviews and discussions of key risks facing the company, as well as our preparedness for handling business interruptions.
As a company operating in a heavily regulated environment, our teams must work alongside consumers, regulators, business partners, vendors, and other participants to deliver responsible and transparent products and services that promote greater financial wellbeing with transparency and honesty. We build trust and confidence among our stakeholders through our commitment to and implementation of robust policies, programs, and procedures, including the anonymous reporting of complaints or concerns via our Whistleblower Policy without fear of retribution. Our Code of Business Conduct and Ethics applies to all of our directors, officers, and employees.
Additionally, our management is responsible for establishing and maintaining adequate internal controls over financial reporting, supported by internal audits, appropriate reviews by management, policies and guidelines, careful selection and training of qualified personnel, and our Codes of Business Conduct and Ethics. All current employees are also required to complete compliance training and re-certify each year.
Our Board of Directors recognizes and embraces the value of diversity in improving the quality of its performance and our company’s success. We believe that a diverse Board, as articulated in our Board Diversity Policy, promotes the exchange of different perspectives and ideas, mitigates against groupthink, and ensures that we have the opportunity to benefit from all kinds of talent. The Board’s Corporate Governance and Nominating Committee is charged with reviewing all steps taken pursuant to the Board Diversity Policy on an annual basis, assessing the Board’s progress in achieving and maintaining diversity, and presenting its findings and assessment to the full Board for input.
Awards & Recognitions
2021 NACD Directorship 100™
Director Maria Contreras-Sweet named one of the most influential leaders in the boardroom by the National Association of Corporate Directors
2019 Latino Corporate Directors Association Corporate Visionary Award
RM recognized for its commitment to an inclusive and diverse Board of Directors
2019 NACD NXT™
RM nominated for its exemplary diversity and inclusion board leadership practices
We compensate our executive officers primarily through a mix of base salary, performance-based annual cash awards, and service- and performance-based long-term incentive awards, a substantial portion of which is linked to successful performance against goals established by our Board’s Compensation Committee. We believe that the evolution of our long-term incentive program has been critical to our ability to link our executives’ pay with the performance of our company, align our executives’ interests with those of our stockholders, and remain competitive in the marketplace for executive talent.
Our executive compensation program includes a number of best practices, including double-trigger change-in-control provisions for all employment agreements and long-term incentive award agreements, a Stock Ownership and Retention Policy for Named Executive Officers (NEO) and directors, and a Compensation Recoupment Policy, or clawback policy, for NEOs and other key employees, among others.
We believe that managing our ESG impacts supports our mission and reflects our commitment to best serve the long-term interests of our stakeholders.
As an initial step in this effort, we aligned our internal ESG framework with the United Nations Sustainable Development Goals (UN SDGs). The 17 UN SDGs address environmental, social, and economic global challenges that require attention from countries, companies, and individual citizens.
Whether we are creating financial opportunities for our customers, expanding access to capital through financial literacy, or advancing our operational sustainability initiatives to curb our energy use, we are delivering on our goals to create value for our stakeholders, deal fairly and ethically with our business partners, and support our communities.
Specific UN SDGs were identified that directly align with Regional Management’s impact strategy and the services we provide to our customers.
