Our Employees

Piedmont Office Realty Trust, Inc. (“Piedmont” or “the Company”) is an equal opportunity employer.  It is the policy of the Company, from recruitment through employment and promotion, to provide equal opportunity at all times without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran’s status, genetic information, medical condition or any other characteristic protected by federal, state, or local anti-discrimination laws.  Physical or mental disabilities will be considered only as they may relate to essential functions of each particular job, and only in accordance with applicable law.  This policy of Equal Employment Opportunity applies to all of Piedmont’s policies relating to recruitment and hiring, promotion, compensation, benefits, training, working conditions, termination and all other terms and conditions of employment.

As of December 31, 2020, we had 137 full-time employees, with 49 of our employees working in our corporate office located in Atlanta, Georgia. Our remaining employees work in regional and/or local management offices located primarily in our seven major markets. These employees are involved in acquiring, developing, redeveloping, leasing, and managing our portfolio of properties. We outsource various functions where cost efficiencies can be achieved, such as certain areas of information technology, construction, building engineering, and leasing.  Approximately 66% of our workforce is salaried, with the remaining 34% compensated on an hourly basis.  Statistical information regarding our workforce for the year ended December 31, 2020 was as follows:

Total Employment

Employee / Contractor Ratio

  • Contractors / Consultants
  • Full-time Employees

Average Employee Tenure

6.1 Years

Average Senior Management Tenure

12.6 Years

Diversity & Inclusion

At Piedmont, we strive and are committed to hiring and supporting a diverse workforce that fosters skilled and motivated people working together to deliver results in support of our core business goals and values.  We encourage all employees, tenants, and vendors to mutually respect one another’s diversity in order to maintain a cohesive work environment that values fairness and equal treatment.  Statistical information regarding our workforce for the year ended December 31, 2020 was as follows:

Gender Diversity

  • Male %
  • Female %

Total Employment

  • Male
  • Female

New Hires

  • Male
  • Female


  • White %
  • Minority %

Total Employment

  • Minority
  • White

New Hires

  • Minority
  • White

Piedmont uses diversity and inclusion initiatives for both compliance obligations and to increase the overall bottom line with a more diverse workforce. Developing a diversity and inclusion initiative involves four main phases:

  • 1. Data collection and analysis to determine the need for change.
  • 2. Strategy design to match business objectives.
  • 3. Implementation of the initiative.
  • 4. Evaluation and continuing assessment of the plan effectiveness.

By this initiative (click here to access Piedmont’s Diversity & Inclusion Initiative), Piedmont desires to provide employees with the opportunity to make their maximum contribution to Piedmont and to their own career development. The intention is to provide an equal employment opportunity program that will simultaneously serve the requirements of society, the law, sound business practices and individual dignity.

Employee Engagement Survey

We conduct employee engagement surveys periodically to monitor our employees’ satisfaction in all aspects of their employment, including leadership, communication, diversity, environmental engagement, community involvement, and benefits offerings. Employee responsiveness to the engagement survey has been high and the results help inform us on matters that our employees view as key stakeholders to a positive work experience and continue our ongoing efforts to deliver shareholder value. Based on the employee engagement survey conducted in 2021, with 91.5% responsiveness, the overall company-wide results were strong favorable ratings exceeding 85% favorability in Piedmont’s focus on environmental issues, strategic real estate issues and prioritizing the care of our tenants as well as providing an excellent employee benefit program.


Performance & Career Development

The results that the Company achieves are determined in large part by how we perform — as individuals, as teams, and as a company. The means by which we focus our efforts, use our talents, manage our time and work together will also impact the degree of our success. Performance management is the organized method of monitoring results of work activities, collecting and evaluating performance results to determine achievement of goals, and using performance information to make decisions, allocate resources and communicate whether objectives are met.

Employees receive an annual performance review. These evaluations are done in the same time frame as the review of annual incentive compensation.

Training & Education

In 2020, Piedmont employees and managers received professional training in accordance with the following table. Note: Majority of Contractors received Workplace Harassment & Cyber Security Training.

Training Topic

  • – Workplace Harassment
  • – Diversity & Inclusion
  • – Ethics
  • – Cyber Security
  • – Manager Leadership and Development
  • – Pandemic Health & Safety

Human Rights

All individuals should be provided with equal opportunities and treated with dignity and respect. Piedmont intends to provide an environment that is pleasant; healthful; comfortable; and free from intimidation, hostilities, or other offenses that might interfere with work performance. Discriminatory conduct of any sort – verbal, physical, or visual—will not be tolerated, whether it is sexual or racial in nature or related to national origin, age, religion, citizenship status, disability, genetic predisposition, or any other characteristic protected by law. Piedmont applies this policy to all of its employees, suppliers, and vendors, regardless of their geographic location. Further, the use of child or forced labor, either by the Company, or indirectly by the Company’s vendors, is specifically prohibited. Click here to access the complete details of Piedmont’s Human Rights Policy.

Health and Safety

The Company intends to maintain a safe and secure workplace for all of its employees. During the year ended December 31, 2020, the Company had no reportable incidents per OSHA requirements. The Company does not tolerate fighting, threats or other acts of violence against employees, co-workers, job applicants, clients, or vendors. The Company’s Employee Handbook prohibits workplace harassment and harassment of our employees by third parties, such as contractors, suppliers, vendors, and clients in conjunction with their work. Further, the Company provides medical, dental, vision, disability, and life insurance for each of its employees and their families.

Vendor Code of Conduct

The Piedmont Office Realty Trust, Inc. Vendor Code of Conduct (“the Vendor Code of Conduct”) describes Piedmont’s expectations of how its vendors conduct business. All vendors engaged in providing products and services to Piedmont are expected to embrace this commitment to integrity by complying with the Vendor Code of Conduct and communicating and enforcing the Vendor Code of Conduct provisions throughout their organization and across their supply chain, including to sub-vendors and subcontractors.

We require that our vendors understand the requirements of the Vendor Code of Conduct, operate in accordance with the expectations outlined in the Vendor Code of Conduct and comply, at a minimum, with all applicable laws, rules, regulations and standards within the geographies in which they operate. In addition, our standard vendor contract form requires our vendors to comply with our Code of Business Conduct and Ethics and policies on conflicts of interest and gifts.  Click here for a complete copy of Piedmont’s Code of Vendor Conduct.

Political Advocacy

Piedmont does not contribute to or make expenditures on behalf of any federal, state or local candidates for election, referenda, or initiatives; contribute to or make expenditures on behalf of political parties; contribute to or make expenditures on behalf of political committees or other political entities organized and operating under 26 U.S.C. Sec. 527 of the Internal Revenue Code; contribute to any charity or non-profit organization at the request of any federal, state or local governmental office holder or any candidate for such an office; donate Company time, resources, products or services to any of the foregoing; or pay for advertisements, printing or other campaign expenses. Click here for a complete copy of our Political Spending Policy. During the year ended December 31, 2020, the Company made no political contributions.