"Every position I have ever held has had some degree of diversity to varying degrees, and the more diverse and inclusive, the better. I find that the more varied the perspectives and talents of a team, the more versatility you have for kaizen, innovation, beating deadlines, and getting the job done. The greater the acceptance of the group, the greater the pool of experience and the greater the collaboration, teamwork, and camaraderie."

This question aims to reveal your comfort level in working with people from different backgrounds than yours. They are curious to hear more about your experience working in such environments and whether you value diversity as a contributor to innovation. Explore the value PNC places on diversity and inclusion before your interview, and identify the manners in which your values and professional experience align.

Diversity & Inclusion are one of PNC's values, and they state that it is "a critical element of our growth strategy. We know the highest-performing teams are diverse and the most productive workplaces are inclusive. Embracing and promoting diversity and inclusion makes us a better company, a better employer, a better neighbor, and a better investment. We are committed to the intentional inclusion of experiences, skills, cultures and perspectives to promote innovation while embracing diversity. We value the visible and invisible qualities that make our employees who they are. This helps us recognize that everyone is important for different reasons. When we are inclusive, we are all at our best. Every day, we focus on attracting, developing and retaining a diverse workforce that reflects, and is equipped to meet, the needs of our diverse customer base."

Expressing interest in other cultures and walks of life with open curiosity are some of the core tenants of cultural competence. When someone is curious and open, they will lean in with interest, tilt their head with curiosity, smile, and maintain eye contact. However, someone who is around people who make them feel uncomfortable may blink a lot or avoid eye contact, not smile, or lean back or away. Such behavior could be observed as indicators of negative bias and antipathy by the algorithm.