Gender Balance in the Workforce

24 th January 2013 David Micallef Country Head Luxembourg

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Jyoti Chopra Global Head of Diversity and Inclusion

Gender Statistics and Senior Women in BNYM

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Diversity and Inclusion | Local Facts, 2012

Board Membership 20% women (1 of 5) Executive Ctte 60% women (3 of 5) Senior Management 47% women (8 of 17) Total Staff 40% women (110 of 273)

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Diversity and Inclusion | Global Facts, 2012 BK Executive Committee

19%

women

26%

of BK Managing Directors world-wide are women

37%

of BK Vice Presidents world-wide are women

59%

increase in number of women on EC/OC and ROCs over past 3 years

27%

increase in number of people from ethnic/racial minority backgrounds on EC/OC and ROCs over past 3 years

46%

of BK employees work for a business or business partner group led by a senior female officer 1

27%

of current OC members were born or raised outside the US

86%

of Regional OC members were born or raised outside the US

305

executives born and raised in

36 countries

make up our EC/OC and Regional Operating Committee (ROC) membership EC = Executive Committee; OC = Operating Committee; ROC = Regional Operating Committee 4

Senior Positions held by Women in Luxembourg

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

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Examples of Senior Positions held by Women Globally

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

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Specific Women’s Based Initiatives

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

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 leaders from 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

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

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

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Affinity Networks and Returning Military Business Resource Group | Snapshot

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 .

WIN

Women

56 chapters 3,663 members

IMPACT

Multi-Cultural

18 chapters 2,273 members

Prism

LGBT

23 chapters 1,050 members

HEART

Disabilities

19 chapters 1,204 members

Returning Military Business Resource Group

USA and UK

Note: Metrics as of December 2012; the concept of ‘membership’ does not exist outside the U.S. so actual participation rates are much higher 10

Diversity Awards and Recognition in 2012 | Examples Corporate Equality Index Perfect 100% score

(achieved the past six years)

Top 50 Employers for Women in the UK Corporate Executives of the Year

Group Moraru Sarl

Top Company for Gender Equity in Luxembourg Top 25 Women of Power Impacting Diversity The 25 Most Powerful Women in Banking

Karen Peetz, President

Excellence in Practice Champion Award

Helena Morrissey, Newton CEO

Harlem YMCA

Black Achievers in Industry Award

Pro Bono Institute

Laurie D. Zelon Pro Bono Award

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12 The Business Case for Diversity at BNY Mellon . . .

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.

. . . and potential impact to the bottom line

Fuels creativity, inspiration and innovation through diversity of thought, ideas, perspectives, backgrounds, and experiences Increases global market share and client loyalty Stimulates workforce mobility, agility, and leads to talent retention Fosters organizational interdependence, connectivity and synergy Global Diversity and Inclusion Enhances brand and reputation in the marketplace Facilitates cross-border teamwork and delivery of services through diverse client service teams Drives stakeholder and employee engagement and satisfaction Positions BNY Mellon as a premier employer of choice and a magnet that attracts top industry talent

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Our enduring

vision

Inclusion: and

aspiration

for Global Diversity and

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

Our challenge to you

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

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