METLIFE INTERNSHIPS AND CO-OPS EMPLOYMENT CONTACT EXPERIENCED HIRE CONTACT LOCATION

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1 METLIFE Queens Plaza North Long Island City, NY Phone: (212) EMPLOYMENT CONTACT Vanessa Exhem Staffing Consultant LOCATION 200 Park Avenue New York, New York EXPERIENCED HIRE CONTACT Ian Decker Director of Executive Recruiting \RECRUITING Please list the schools/types of schools at which you recruit. s college and university recruitment model is decentralized. Recruitment at the types of institutions listed below varies depending on the line of business and/or functional area. The following is a partial list of institutions at which the company recruits. Ivy League schools: Cornell University, Columbia University, University of Pennsylvania, Princeton University and Yale University. Other private schools: American University, Aurora University, Babson College, Carnegie Mellon University, Fordham University, Hofstra University, Marist College, New York University, RPI, Seton Hall University and Temple University. Public state schools: Baruch College, Boston University, Georgia State University, Illinois State University, MIT, Northern Illinois University, Penn State, Rutgers University, University of Illinois Chicago and University of Maryland. Historically Black colleges and universities (HBCUs): Clark-Atlanta, Florida A&M, Spelman College, Morehouse College and Howard University. Other predominantly minority and/or women s colleges: Meredith College, Mt. Saint Mary's College and St. Joseph's College. Do you have any special outreach efforts directed to encourage minority students and graduates to consider your firm? Hold a reception for minority students. Advertise in minority student association publication(s) or other minority-focused publications. Participate in/host minority student job fair(s) or other minority-focused job events. Firm s employees participate on career panels at school. Outreach to leadership of minority student organizations. Scholarships or intern/fellowships for minority students. What activities does the firm undertake to attract minority and women employees? Partner programs with women and minority associations: Forte Foundation, National Hispanic Business Association Conferences: National Urban League, International Association of Black Actuaries, Black MBA, National Society of Hispanic MBAs Participate at minority job fairs: Diversity Network Web Recruiting, Association of Latino Professionals in Finance & Accounting, AARP, National Black MBA Association Seek referrals from other employees: Through s Corporate Employee Referral Program, s various affinity groups, the INROADS Alumni Association and s Financial Fellows Alumni Other: Sponsorship of various women and/or minority forums. Do you use executive recruiting/search firms to seek to identify new diversity hires? INTERNSHIPS AND CO-OPS INROADS, Inc. Number of interns in the program in summer 2008: 144 Pay: Interns earn between $1,732 and $3,800 per month; salaries scales are based on location, class year, and college major. Length of the program: 10 to 12 weeks employment: 90 percent Website for internship/co-op information: 390

2 has been affiliated with the INROADS organization for nearly two decades and the program is a key element of the company s corporate, entry-level diversity strategy. The INROADS partnership is enterprise-wide, touching each line of business. Across more than 30 locations, interns gain valuable career experience in such disciplines as human resources, information technology, finance and investments, sales, marketing, underwriting and claims. The goal is to convert the interns to full-time employees upon college graduation. Students must be working toward a degree in a business or technical discipline, have a grade point average of 3.0 or higher and demonstrate leadership skills and community service involvement. Thurgood Marshall College Fund Deadline for application: April Number of interns in the program in summer 2008: Seven Length of the program: 13 weeks employment: One graduate in 2008 Website for internship/co-op information: and university websites The Thurgood Marshall College Fund (TMCF) has awarded more than $68 million in scholarships and programmatic support during its 20-year history. first began its relationship with TMCF in 2007 to create a pipeline of information technology talent for future opportunities. In 2007, sponsored six TMCF scholars for internships. In 2008, has made a funding commitment to TMCF of $53,000 and will award $5,000 scholarships to seven deserving students as well as sponsor their attendance to TMCF s 2008 Leadership Institute. also sponsored the organization s 2007 Career Fair. /TMCF scholars must be enrolled in a college or university as a full-time student, be pursuing an information technology major/minor, have a 3.0 grade point average and make a commitment to complete a summer internship at during the scholarship year. Development School for Youth Number of interns in the program in summer 2008: 15 Pay: $10 to $14 per hour Length of the program: Eight weeks Website for internship/co-op information: has been affiliated with the Development School for Youth (DSY) since 2000 and places an average of 10 interns throughout New York and New Jersey. The Development School for Youth enriches the lives of inner-city youth through developmental experiences provided in partnership with businesses and caring corporate professionals. Acceptance into the program is based on the student s desire to be a leader. DSY students participate in leadership training workshops led by senior executives. Students who successfully graduate from the Leadership Series are placed in paid summer internships. Financial Fellowship Program Deadline for application: March Number of interns in the program in summer 2008: 110 Pay: $13 per hour Length of the program: Six weeks employment: Approximately 50 percent Website for internship/co-op information: s Financial Fellowship Program is an internship for rising college seniors who are interested in a career is financial services. In addition to the training received at the firm, students travel for a week of academic training with The American College faculty on products and services. Mentors are assigned for each intern so they can learn first-hand how to build a successful business practice. The program s goal is to convert successful interns to a financial advisor position when they graduate from college. Positions are located across the US. Students must have completed 90 credit hours and have a 3.0 GPA or higher. They must have an interest in financial services and their community. Finance Internship Program Number of interns in the program in summer 2008: 16 Pay: Interns earn between $1,732 and $3,800 per month; salaries scales are based on location, class year, and college major. Length of the program: 10 weeks employment: TBD (program began in 2008) Website for internship/co-op information: Not yet on the web but eventually will be on The Finance Internship Program at is a two-year rotational internship that is designed to provide a challenging and engaging work experience for college students considering a career in finance and accounting in the financial services industry. Throughout the program, interns gain hands-on work experience alongside seasoned professionals and exposure to various disciplines within finance and accounting. Interns receive training and mentorship and are involved in work assignments that motivate and challenge them to develop skills and sharpen performance in a corporate atmosphere. Students must have completed four semesters at a college or university, have a 3.2 GPA or higher and have a designated concentration in accounting, finance, economics or business. MBA Investments Internship Program Deadline for application: January Number of interns in the program in summer 2008: Seven 391

3 Length of the program: Nine to 12 weeks Website for internship/co-op information: and select university websites s investments department in Morristown seeks bright, motivated candidates graduating with an MBA and a concentration in finance. Candidates should have strong finance and accounting skills, excellent oral and written communications skills, a proven record of academic achievement and a strong desire to enter the investment side of the financial services business. Candidates may be placed in portfolio management, core securities, high return, research, real estate and agricultural investments, international investments, investment risk management and finance and operations. SCHOLARSHIPS /INROADS Scholarship Program Deadline for application: June Scholarship award amount: One-time scholarships range from $500 to $2,000 makes a grant to INROADS for the /INROADS Scholarship Program. Fifteen scholarships are given to INROADS interns. The amounts range from $500 to $2000 a year, depending on whether the recipient is a sophomore, junior or senior. The program is administered by INROADS. Fellows Scholarship Deadline for application: November Scholarship award amount: One-time scholarship of $4,000 Foundation supports the National Medical Fellowships, Inc., which aids minority medical students, and provides 17 scholarships to Fellows. Applicants are from specific locations and the one-year awards are $4,000. Medical schools nominate the fellows and National Medical Fellowships administers the program. AFFINITY GROUPS has three affinity groups and three employee networks. Gay, Lesbians, Bisexuals, Transgenders and Allies at (GLAM): The purpose of the Gay, Lesbians, Bisexuals, Transgenders and Allies at (GLAM) affinity group is to raise awareness of the GLBT community and discuss ways to ensure a welcoming environment in the workplace. GLAM sponsors events for associates including Lunch and Learn sessions that engage speakers from national nonprofit organizations such as Parents, Families and Friends of Lesbians and Gays, to discuss ways to further support GLBT associates. Professional Women at : Professional Women at promotes professional development and networking by engaging associates in numerous activities throughout the year. For example, their Topic Dinners gather approximately 15 associates around a dinner table to network and discuss key career topics. Multicultural Resources Network: The Multicultural Resources Network (MRN) encourages personal and professional development. One example of MRN s professional development activities is their Fireside Chats with Officers. Using video teleconferencing, a panel of officers provides perspectives on current business opportunities and challenges to associates from across the United States. They also share their own career growth and personal experiences at. Women in Investments Network: Women in Investments supports professional development of women at by conducting meetings and events where successful business women share their industry knowledge as well as their personal experiences in advancing their careers. Women in Finance: Women in Finance is a group for women officers in the finance organization and focuses on the retention and advancement of women into leadership roles in finance and at. INROADS Alumni Network: The INROADS Alumni Network (MIAN) group helps former INROADS interns stay connected after they are hired as full-time associates at. Members of MIAN also mentor INROADS interns, working closely with them throughout the summer. ENTRY-LEVEL PROGRAMS/FULL-TIME OPPORTUNITIES/TRAINING AND ROTATIONAL PROGRAMS IT Entry Level Rotation Program Deadline for application: January Number of hires in the program in 2008 (full-time): Nine Length of the program: 20 months Website for entry-level program information: started the IT Entry Level Rotation Program in 2005, and has successfully partnered with many of the internship programs and universities. This 20-month program is designed to rotate the participants through each IT line of business and different functional disciplines of s information technology group. The program balances growth through training and development opportunities in addition to the project work during the rotational placements. At the conclusion of the program, the participants are promoted into a non-rotational position of their choosing within one of the IT groups in the functional discipline that capitalizes on their strengths and interest. rotational candidates must be enrolled in a college or university as a full-time student, be pursuing an information technology major/minor, have a 3.0 grade point average and make a commitment to remain engaged throughout the program as well as committed to. 392

4 STRATEGIC PLAN AND DIVERSITY LEADERSHIP What trends in your industry affect your corporate diversity goals, strategies and/or internal or external alliances? U.S. and global demographic trends Employee expectations War for talent Customer demands and expectations Marketplace competition How does the firm s leadership communicate the importance of diversity to everyone at the firm? s leadership communicates the importance of diversity through various vehicles such as the company s monthly newsletter, intranet and internet sites, town hall meetings, staff meetings and small diversity dialogue sessions. Who has primary responsibility for leading diversity initiatives at your firm? Vice President Cathy Cornish Does your firm currently have a diversity committee? Please describe how the committee is structured, how often it meets, etc. has several diversity committees within the individual lines of business and departments. The structure of the committees varies depending on the needs of the particular line of business or department. For example, the technology and operations diversity committee is lead by a senior officer and includes 25 members ranging from managers to vice presidents. The group meets monthly and spearheads initiatives to help advance its diversity efforts related to the workplace, workforce and marketplace. Does the committee s representation include one or more members of the firm s management/executive committee (or the equivalent)? How many executives are on the committee, and in 2008, what was the total number of hours collectively spent by the committee in furtherance of the firm s diversity initiatives? How many employees are on the committee, and how often does the committee convene in furtherance of the firm s diversity initiatives? Varies by committee. Does the committee and/or diversity leader establish and set goals or objectives consistent with management s priorities? Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, formal and informal. How often does the firm s management review the firm s diversity progress/results? Monthly. How are the firm s diversity committee and/or firm management held accountable for achieving results? Over the past four years, has tracked metrics around diversity and inclusion through regular reporting. The reports specifically look at workforce representation and mobility. also looks at supplier diversity spend and diverse market penetration. RETENTION & PROFESSIONAL DEVELOPMENT Please identify the specific steps you are taking to reduce the attrition rate of minority and women employees. Develop and/or support internal employee affinity groups (e.g., minority or women networks within the firm). Increase/review compensation relative to competition. Increase/improve current work/life programs. Succession plan includes emphasis on diversity. Work with minority and women employees to develop personal career advancement plans. Review work assignments and hours billed to key client matters to make sure minority and women employees are not being excluded. Strengthen mentoring program for all employees, including minorities and women. Professional skills development program, including minority and women employees. DIVERSITY MISSION STATEMENT s diversity and inclusion vision is to attract and retain the best talent and to foster an inclusive culture that leverages our diversity to drive growth and profitability wherever we do business in the global marketplace. 393

5 ADDITIONAL INFORMATION Diversity and inclusion have been a part of s rich history, and the company remains focused on activities that advance its commitment to creating an ever-more inclusive environment for all associates. This commitment spans from senior leaders to associates at all levels and locations across the country. It is this far-reaching passion for inclusion that continues to grow s strong diversity community, making it a company of choice for people of diverse backgrounds and experiences. Diversity Champions at s affinity groups and employee networks provide associates with the opportunity to network with colleagues from different backgrounds and levels within the company. The affinity groups continue to expand, with chapters in locations across the country and a full roster of activities. In addition, s Local Inclusion Teams develop and promote initiatives that reinforce the inclusive work environment at each site in order to promote s commitment to diversity and to continue putting s enterprise-wide diversity strategies into effect. Maintaining Diverse Pipelines Maintaining diverse recruiting pools is a priority for. Though INROADS works with more than 600 companies around the world to develop and place talented minority youth in business and industry, has maintained its standing as a top 10 INROADS sponsoring company since 2004 largely because of its success in hiring interns as full-time employees after graduation. currently has more than 100 INROADS alumni, and formed s INROADS Alumni Network to help the former INROADS interns stay connected. Supporting diverse businesses In 2008, drove 5.4 percent of its total procurable first tier spend to minority and women-owned business enterprises. is also a corporate sponsor of the National Minority Diversity Council and Women s Business Enterprise National Council, which provides exposure to businesses that are active in those organizations. This allows to continually develop new resources and contacts. Recognized for diversity efforts has received many accolades for its diversity efforts over the years. Diversity Inc. s Top 50 Companies for Diversity Working Mother magazine s 100 Best Companies for Working Mothers Working Mother magazine s Best Company for Multicultural Women Perfect score on Human Rights Campaign Foundation s Corporate Equality Index National Association for Female Executives Top Company for Executive Women for PINK magazine s Top Companies for Women in Business PODER magazine s Top 50 Companies for Supplier Diversity Latina Style magazine s 50 Best Companies for Latinas to Work DiversityMBA Magazine s Top 50 Companies for Diverse Managers Equal Opportunity Publications Top 50 Employers also hosts students through internships programs offered by individual lines of business and departments across the enterprise. 394