24th January 2013

David Micallef Jyoti ChopraCountry Head Luxembourg Global Head of

Diversity and Inclusion

Gender Balance in the Workforce

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Gender Statistics and Senior Women in BNYM

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Board Membership

20% women (1 of 5)

Board Membership

20% women (1 of 5)

Executive Ctte

60% women (3 of 5)

Executive Ctte

60% women (3 of 5)

Senior Management

47% women (8 of 17)

Senior Management

47% women (8 of 17)

Total Staff

40% women (110 of 273)

Total Staff

40% women (110 of 273)

Diversity and Inclusion | Local Facts, 2012

Diversity and Inclusion | Global Facts, 2012

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EC = Executive Committee; OC = Operating Committee; ROC = Regional Operating Committee

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Women act as the business head’s of the following functions with responsibility over 80% of our staff base:

Audit

Compliance

Alternative Asset Servicing Operations

Corporate Trust Services

Fund Accounting and Tax

Transfer Agency

Legal

Human Resources

Custody Oversight

Staff Delegation

 

Senior Positions held by Women in Luxembourg

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Karen Peetz – President of BNY Mellon Corporation

Jane Sherburne – SEVP, member of Executive Ctte and General Counsel of BNY Mellon Corporation

Lisa Peters – SEVP, member of Executive Ctte and Chief Human Resources Officer

Helena Morrisey CBE – CEO of Newton Asset Management and founder and Chair of 30 Percent Club in UK.

Nadine Chakar – Former Head of Global Investor Services and now spearheading the Bank’s Derivatives 360 product

Brenda Trenowden – Head of UK & Ireland Global Client

Management President of City Women’s Network

Rosemary Kreisel – CEO of BNYM Hong Kong and President of WIN Asia

Sheena Wilson – Global Head of Talent Strategy

 

Examples of Senior Positions held by Women Globally

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Specific Women’s Based Initiatives

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During the course of the year we normally carry out the following initiatives:

International Women’s Day Celebration – breakfast with a Rose sale. Proceeds of which usually go to a women based theme charity such as Femmes en Détresse.

Coffee experience - sessions with senior female leadersfrom the other parts of the global organisation.

International cultural events.

Pink and Blue day with proceeds for wearing pink or blue clothing going to charity.

Progressive Maternity and leave policies

Promotion of work/ life balance initiatives

 

Specific local initiatives aimed at promoting women’s equal contribution to the workplace

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Recruitment and talent/ leadership development

Succession planning

Sponsorship and mentoring

Global Women’s Network (WIN) and Bowstring

Career Expos

Affinity Networks

Health and Wellness initiatives

Women’s Forums, led by Senior Exec Ctte level role

models

 

Global initiatives aimed at promoting women’s equal contribution to the workplace

Affinity Networks and Returning Military Business Resource Group | Snapshot

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Growth in our Affinity Networks has been exponential over the past four years

39 Chapters in 6 countries in 2009, to 118 chapters in 20 Countries in 2012.

Note: Metrics as of December 2012; the concept of ‘membership’ does not exist outside the U.S. so actual participation rates are much higher

Diversity Awards and Recognition in 2012 | Examples

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Perfect 100% score (achieved the past six years)

Top 50 Employers for Women in the UK

Corporate Executives of the Year

Pro Bono Institute

Laurie D. Zelon Pro Bono Award

Group Moraru Sarl

Top Company for Gender Equity in Luxembourg

Harlem YMCA

Black Achievers in Industry Award

Top 25 Women of Power Impacting Diversity

Excellence in Practice Champion Award

Helena Morrissey, Newton CEO

The 25 Most Powerful Women in BankingKaren Peetz, President

Corporate Equality Index

The Business Case for Diversity at BNY Mellon . . .

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1 BNY Mellon conducts business and delivers services across multi-functional, geographic and jurisdictional borders. People across the company must be able to work effectively in cross-cultural teams and move seamlessly across borders to service client needs.

2 Clients are demanding innovative solutions and outstanding performance, and are increasingly seeking diverse engagement teams. Diverse groups of people generate more ideas and deliver more robust solutions, leading to greater success.

3 Top talent gravitates towards leading world class organizations where they believe they can achieve their greatest potential. To become the preeminent employer of choice for the most desired talent, BNY Mellon requires a diverse and inclusive environment at every level and across all businesses and geographies.

Global Diversity

and Inclusion

. . . and potential impact to the bottom line

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Drives stakeholder and employee engagement and satisfaction

Drives stakeholder and employee engagement and satisfaction

Fuels creativity, inspiration and innovation through diversity of thought, ideas,

perspectives, backgrounds, and experiences

Fuels creativity, inspiration and innovation through diversity of thought, ideas,

perspectives, backgrounds, and experiences

Stimulates workforce

mobility, agility, and

leads to talent retention

Stimulates workforce

mobility, agility, and

leads to talent retention

Fosters organizational interdependence, connectivity and synergy

Fosters organizational interdependence, connectivity and synergy

Positions BNY Mellon as a premier employer of choice and a magnet that attracts top industry talent

Positions BNY Mellon as a premier employer of choice and a magnet that attracts top industry talent

Increases global market share

and client loyalty

Increases global market share

and client loyalty

Enhances brand and reputation

in the marketplace

Enhances brand and reputation

in the marketplace

Facilitates cross-border teamwork and delivery of services through diverse client service teams

Facilitates cross-border teamwork and delivery of services through diverse client service teams

To promote an inclusive and respectful environment that leverages diversity and differences, and recognizes and advances top talent through a culture of meritocracy.

Our enduring vision and aspiration for Global Diversity and Inclusion:

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Is your company doing enough to:

Take the time to understand the issue and develop specific actions to support women in the workplace

Educate all employees on the challenges and barriers that women face in some environments

Ensure that gender balance is recognised as a significant factor to improving company performance

 

Consider the following:

Put equality at the top of your company’s agenda

Develop a clear business case

Invest in development programmes for high potential leaders/ future leaders

Appoint a Women’s Ambassador within your organisation

Establish Women’s forums

Include male champions to lead and spearhead initiatives

Our challenge to you