Diversity & Inclusion Strategy 2020
Information Classification: Public Diversity & Inclusion Powering Sustained Engagement, Performance and Growth G L O B A L D I V E R S I T Y & I N C L U S I O N 2 0 2 0 S T R A T E G Y
“Homogeneity and more of the same is not a strategy for continued leadership and growth. In an increasingly diverse world, the future belongs to the inclusive enterprise. That’s the challenge we’re rising to, and why we are ensuring that diversity and inclusion are interwoven into our organizational culture.” Todd Gibbons Chief Executive Officer Information Classification: Public 2
“For those who lead or aspire to lead, we owe it to ourselves, our colleagues and our stakeholders to bring an inclusive, world view to every discussion and decision. We need to lead in a way that includes everything and everyone, because a breakthrough idea can come from anywhere or anyone.” YauCheng Global Head Of Diversity & Inclusion Information Classification: Public 3
Diversity & Inclusion | The Business Case Diversity is our differentiating strength. We owe it to our stakeholders to harness every advantage to drive engagement, performance and growth – and deliver a distinct BNY Mellon impact. TALENT 67% 54% Drawn to inclusive workplaces where they feel they of job seekers said a diverse workforce is important of women and 45% men, respectively, researched a belong and authenticity is valued when considering job offers.1 company’s D&I policies when deciding to accept a position.2 CLIENTS 1.7x 75% Expect us to innovate to help them better serve Diverse and inclusive companies are more likely to more likely to implement new marketable ideas5 increasingly diverse markets be innovation leaders in their market.3 45% 70% Generate up to 45% of total revenue from new, more likely to capture new markets.5 4 innovative products/services. I N V E S T O R S 21% 2x Value D&I’s correlation to better business results, Gender and ethnically diverse companies are 21% and 33% Companies leading in disability inclusion are 2x as financial returns and risk management more likely, respectively, to outperform financially.5 likely to have higher shareholder returns.6 4 1Glassdoor, “What Job Seekers Really Think About Your Diversity and inclusion Stats,” 2014 | 2PwC, “Magnet for Talent,” 2017 | 3Bersin by Deloitte, “High-Impact Talent Management,” 2015 | Boston Consulting Group, “How Diverse 5 6 Leadership Teams Boost Innovation,” January 23, 2018 | Center for Talent Innovation, “Innovation, Diversity and Market Growth,” September 1, 2013 | Accenture, “Getting to Equal: The Disability Inclusion Advantage,” 2018 Information Classification: Public 4
Diversity means: “Our differences that enable each of us to make unique contributions.” Inclusion means: “A respectful, equitable and welcoming culture where we feel we belong and our differences enable us to thrive.” Information Classification: Public 5
Our Mission and Strategy Mission | Build and strengthen our culture with evidence that Diversity & Inclusion is a business imperative that powers engagement, performance and growth, and increases value, competitiveness and positive impact across all our stakeholders STRATEGY BUSINESS IMPERATIVE INCLUSIVE CULTURE Enable businesses to Ensure our culture is respectful, optimize and differentiate equitable and fosters a sense of performance belonging DIVERSE TALENT MARKET LEADERSHIP Build the best global team Set a high bar for our company and our people Information Classification: Public 6
Culture and Engagement | Employee and Business Resource Groups Maturing and evolving…creating value for our people and the enterprise. FROM ERG TO BRG • Company-sponsored • Company-aligned • Voluntary, grassroots • Executive engagement and ownership • Internal talent focus (primarily) • Cross-group teaming, enterprise scale • Shared common interests • Measurable business impact, client engagement • Opportunities to network and support members • Formalized governance • Liaise with senior executives, upon request • Comprehensive strategy that drives business priorities and goals Information Classification: Public 7
Employee and Business Resource Groups | Employee-Led Inclusion BNY MELLON employees is a member of our E/BRGs -7.5% +7.6% +3.0% +6.9% +68.2% +1.7% Percentages above represent change in membership from YE2018 to YE2019 Information Classification: Public 8
Women Representation (Global) As of 31 December 2019 Global Workforce 44% 41% 41% 40% 35% 33% 40% New Hires 29% 18% 33% Board of Directors 1 3 4 rse ers rs rce d 2rs d o fo rce ea de ea rect rko s e L a l L Di W rkfoo e Le ve of l a W Hir tiv Le Senior Leaders b . ecu nior - ard 29% Glo U.S New Ex Se Mid Bo • 1 “Executive Leaders” equates to the Executive Committee | 2 “Senior Leaders” include Managing Directors and Directors (S and M grades, inclusive of managers and independent contributors) 3 “Mid-Level Leaders” include Vice Presidents (J, K and L grades, inclusive of managers and independent contributors) | 4 Total of 9 Directors, of whom 3 are women Information Classification: Public 9
Ethnic/Racial Minority Representation (U.S.) As of 31 December 2019 WORKFORCE NEW HIRES BOARD OF DIRECTORS 35% 48% 33% U.S. Workforce New Hires Board of Directors4 EXECUTIVE LEADERS SENIOR LEADERS MID-LEVEL LEADERS 23.5% 23.6% 32.4% Executive Leaders1 Senior Leaders2 Mid-Level Leaders3 (Executive Committee) • 1 “Executive Leaders” equates to the Executive Committee | 2 “Senior Leaders” include Managing Directors and Directors (S and M grades, inclusive of managers and independent contributors) 3 “Mid-Level Leaders” include Vice Presidents (J, K and L grades, inclusive of managers and independent contributors) | 4 Total of 9 Directors, of whom 3 are ethnic minorities Information Classification: Public 10
Marketplace Recognition | D&I and HR Leadership Brand Reputation | Strategic awards and accolades help increase brand visibility, position BNY Mellon as an employer of choice and build pride among our people. DIVERSE TALENT MARKET LEADERSHIP Information Classification: Public 11
TO LEARN MORE To learn more about Diversity & Inclusion at BNY Mellon, visit: www.bnymellon.com/diversity Information Classification: Public 12
Disclosures & Disclaimers BNY Mellon is a global investments company dedicated to helping its clients manage and service their financial assets throughout the investment lifecycle. Whether providing financial services for institutions, corporations or individual investors, BNY Mellon delivers informed investment management and investment services in 35 countries. As of Dec. 31, 2019, BNY Mellon had $37.1 trillion in assets under custody and/or administration, and $1.9 trillion in assets under management. BNY Mellon can act as a single point of contact for clients looking to create, trade, hold, manage, service, distribute or restructure investments. BNY Mellon is the corporate brand of The Bank of New York Mellon Corporation (NYSE: BK) and may be used to reference the corporation as a whole and/or its various subsidiaries, generally. This material does not construe a recommendation by BNY Mellon of any kind. The information herein is not intended to provide tax, legal, investment, accounting, financial or other professional advice on any matter, and should not be used or relied upon as such. The views expressed within this material are those of the contributors and not necessarily those of BNY Mellon. BNY Mellon has not independently verified the information contained in this material and makes no representation as to the accuracy, completeness, timeliness, merchantability or fitness for a specific purpose of the information provided in this material. BNY Mellon assumes no direct or consequential liability for any errors in or reliance upon this material. Additional information is available on www.bnymellon.com. Follow us on Twitter @BNYMellon or visit our newsroom at www.bnymellon.com/newsroom for the latest company news. ©2020 The Bank of New York Mellon Corporation. All rights reserved. Information Classification: Public 13
