Bank of America Global Diversity and Inclusion Organization. Employee Network Report

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1 Bank of America Global Diversity and Inclusion Organization Employee Network Report

2 A year of accomplishments Building a more diverse and inclusive work environment is a key priority for Bank of America, and it starts at the highest level with Brian Moynihan, our CEO, and the Global Diversity and Inclusion Council. The Global Diversity and Inclusion Council (GDIC) continues to further Bank of America s commitment to diversity and inclusion by working with our employee networks to create an environment where employees, customers and communities around the world can reach their goals and connect with each other. Our is a reflection of the great work going on in the diversity and inclusion space and a testament to how we are better connecting to reach our goals. The GDIC s key areas of focus are to increase representation, development and retention of women and people of color. We have continued to make great strides in these areas by increasing diversity recruiting hires by 50% and integrating D&I into the talent planning process. Beginning this year, all employees are expected and all managers are required to demonstrate a commitment to diversity and inclusion. This involves modeling behaviors which value each individual for their unique contributions and creating an environment that allows each employee to reach their potential. We also are continuing efforts to globally attract key diverse talent through our sponsorship of several events and conferences including the International Society for Diversity & Inclusion Professionals Inaugural Conference; Catalyst; National Association of Black Accountants Conference; Ascend Asian Leadership Conference; Association of Latino Professionals in Finance and Accounting Leadership Conference; and the Executive Leadership Council Women Leadership Conference. I would like to encourage you to read the and learn more about the incredible work being done by our colleagues. Geri Thomas Chief Diversity Officer

3 Shared success At Bank of America, we know that our differences in thought, style, culture, ethnicity, age, sexual orientation and experience allow us to make stronger connections. Our commitment to diversity and inclusion is helping us to create not only a great place to work, but also an environment where our employees, our customers and our communities around the world can reach their goals and connect with each other. This is why diversity and inclusion remain central to our company s values and why employee networks play such an important role at Bank of America. Through employee networks around the world, 65,000+ employees connect and participate in networking opportunities, mentoring programs, information forums and various volunteer events. Many members also serve in leadership roles and lead initiatives for recruiting, client development and community partnerships. The Global Employee Network Report is an opportunity to celebrate their successes and learn more about the Employee Networks global chapters. We currently have more than 200 chapters which will continue to flourish and grow over the years. The Bank s commitment to diversity and inclusion and to our employee networks is making interactions easier for employees who work at different locations and in different lines of business creating an environment where success is shared at the Bank and in the communities we serve. As a company we value and realize the power of the people. We strive to help our employees reach their full potential. To everyone who participates in our employee networks by giving of your time and support: you are making a difference in our efforts to foster a more diverse and inclusive work environment. Thank you. You are changing our company for the better. Cynthia Bowman Senior Vice President, Global Diversity & Inclusion Executive

4 How we organize to support diversity and inclusion Senior management team Sets the diversity and inclusion strategy and targets for the enterprise and cascades goals to the two deep leadership team to ensure commitment and accountability across the enterprise. Global Diversity & Inclusion Council (GDIC) Chief governing body for diversity and inclusion globally. Sponsors and supports business/regional D&I councils and ensures alignment to enterprise D&I strategies and goals. Global Diversity & Inclusion Organization (GDIO) Facilitates and partners in the execution of diversity and inclusion strategies and tactics. Provides support to the Global Diversity & Inclusion Council, the Business/Regional Diversity Councils and the employee networks. Diversity & Inclusion - Business/Regional Councils (DIBRC) Champions Global Diversity & Inclusion Council sponsored efforts within and across their businesses/regions and drives diversity and inclusion strategies for their businesses/regions. Corporate Social Responsibility (CSR) Sets and manages the global philanthropic and employee volunteering priorities for the organization.

5 Employee networks snapshot Asian Leadership Network (ALN) Encourages members to grow, network and honor Asian culture. Black Professional Group (BPG) Maximizes the contributions and enhance the professional development of its members. Chapters provide mentoring and feedback designed to enhance the leadership potential of employees. They also sponsor and promote community volunteering opportunities. Disability Advocacy Network (DAN) Provides support, information and resources for members with disabilities and the family members, friends and caregivers of people with disabilities. Hispanic/Latino Organization for Leadership & Advancement (HOLA) Provides an opportunity for members to meet, mentor, network and celebrate Hispanic culture. Inter Generational Employee Network (IGEN) Explores diversity through a generational "lens" and promotes generational diversity as a necessary component of an inclusive corporate environment by raising visibility, driving awareness and encouraging oppourtunities for employeees and the business. Leadership, Education, Advocacy & Development for Women (LEAD) for Women Is devoted to recruiting, developing and retaining top female talent and to celebrating women across the globe. Military Support & Assistance Group (MSAG) Serves as a network for members who are veterans or reservists and their families, and addresses their unique needs. Multicultural Leadership Network (MLN) Recruits, develops and recognizes multiple ethnicities and cultures of employees in the bank s European, Middle Eastern and African regions. Native American Professional Network (NAPN) Helps to recruit, develop and retain Native American and Native Alaskan employees. Parents & Caregivers Network (PCN)* Brings together employees with caring responsibilities for children, other family members and loved ones. Young Professionals Network (YPN) Attracts, recruits and develops young professionals in the Asia Pacific region. YPN is committed to going beyond existing channels to engage a new generation of financial leaders. * A Global Diversity & Inclusion Organization supported network Lesbian, Gay, Bisexual & Transgender (LGBT) Pride Fosters an inclusive workplace for members and all employees, and helps to recruit, develop and retain top LGBT talent.

6 Global Employee Diversity & Network Inclusion Global Employee Alignment Network Report Page 1 of 1 Employee Network global alignment The employee networks are aligned with the Global Diversity and Inclusion Organization and are supported by the Global Employee Network Program Management Office, which provides strategic direction and guidance to the employee networks globally. Americas Each network chapter is supported by chapter executive sponsors, two chapter co chairs, a finance committee and a communications committee. Some chapters may have additional committees, such as membership or events. Networks represented in this region: Asian Leadership Network (ALN) Black Professional Group (BPG) Disability Advocacy Network (DAN) Hispanic/LatinoOrganization for Leadership & Advancement (HOLA) Inter Generational Employee Network (IGEN) Leadership, Education, Advocacy & Development for Women (LEAD) for Women Lesbian, Gay, Bisexual & Transgender (LGBT) Pride Military Support & Assistance Group (MSAG) Europe and Emerging Markets Each network chapter in this region is represented by executive sponsors and co chairs. They also have hands on support from the regional diversity and inclusion office to execute network activities. Networks represented in this region: Disability Advocacy Network (DAN) Leadership, Education, Advocacy & Development for Women (LEAD) for Women Lesbian, Gay, Bisexual & Transgender (LGBT) Pride Military Support & Assistance Group (MSAG) Multicultural Leadership Network (MLN) Parents & Caregivers Network (PCN)* Asia Pacific The networks in this region are organized by country with the country COO as the executive sponsor for all networks in country; also, each network chapter is assigned co chairs. There are five countries in the region that have employee networks: Australia, China (including Hong Kong), India, Japan and Singapore. Networks represented in this region: Leadership, Education, Advocacy & Development for Women (LEAD) for Women Parents & Caregivers Network (PCN)* Young Professionals Network (YPN) Native American Professional Network (NAPN) Parents & Caregivers Network (PCN)* * A Global Diversity & Inclusion Organization supported network

7 Welcome Global Diversity Did You Know & Inclusion Highlights Employee Partnerships Network Report Global Employee Networks With more than 200 chapters worldwide and more than 65,000 active members, the Bank of America employee networks have a truly global reach. Through the activities of the ENs, employees around the world have opportunities to develop their leadership skills, connect with employees in other lines of business and other regions, build meaningful connections between the bank and the communities in which we live and work, and bring real value to the bank s business strategies. * A Global Diversity & Inclusion Organization supported network ** Europe and Emerging Markets (ex Asia)

8 Did you know? The many benefits employee networks provide to employees, the bank, and the community Bank of America employee networks are much more than social organizations. They are a vital part of the bank s culture, and they contribute to the organization in many ways, every day of the year. They have transitioned from social organizations to becoming a vital part of the bank s culture and overall business strategy. A healthy employee network culture helps the bank by enhancing employee satisfaction, increasing retention, improving workplace relationships and even increasing productivity. On top of these benefits, ENs also have a positive community impact and help the bank achieve its corporate social responsibility goals. Of course, employee network members gain quite a bit by participating in network chapters, leadership and events. Among the benefits are ones that greatly impact career development: Accept broader responsibility: Gain experience from larger and more complex tasks Manage change and overcome obstacles: Learn how to flexible and adaptable Gain access to best practices: Experience other ways to do a job Build and maintain relationships: Gain interpersonal skills Influence and coach: Refine knowledge and communicate better Be decisive and think strategically: Balance strategy, collaboration and execution But the real benefit of the employee networks is right there in the name: networks. People can connect with colleagues in different lines of business, at different levels, in different locations. These personal and professional connections result in new projects, new initiatives, new business strategies, new community outreach efforts, new positions and new opportunities, not to mention new friendships all of which bring increased satisfaction to employees, and significant advantages to the enterprise. Through the initiatives and events of the employee networks, employees have opportunities to gain access to mentors, broaden their professional and personal network and gain valuable institutional knowledge. As an organization that desires to create innovative ways to nuture and develop our talent, the employee networks present a unique platform. Keith Cockrell, Senior Initiative Portfolio Executive and Vice Chair of Global Diversity & Inclusion Council

9 Value to the company Because our successes come from the strength and talents of our people, it makes good business sense to foster an environment that allows all of our employees to reach their full potential and deliver their best performance. By encouraging diverse viewpoints, we ensure a steady supply of new ideas and approaches that benefit our communities and clients. Thanks to the employee networks, employees around the world have opportunities to develop their leadership skills, build strong ties between the bank and the communities in which they live and work, support causes that are important to the bank and bring real value to the bank s business strategies. Community outreach Network members contribute to the bank s philanthropic goals by partnering with Corporate Social Responsibility and Bank of America Community Volunteers in efforts to make a difference in the communities in which we live and work. Talent development Employees leading a network, chapter or committee develop a variety of leadership skills that cross over to their work responsibilities: leading a team, influencing, managing projects, developing strategy, budgeting, negotiating, cultivating relationships, managing events and more. Cross organizational exposure Network leaders have the opportunity to showcase their skills and abilities to their colleagues at various levels and in different departments throughout the bank. Relationships and networking Through the networks, employees can build relationships with their peers and senior leaders, both inside and outside of their line of business, and also within the community. Increased engagement Employees involved in the networks have a higher level of engagement than those who do not participate, according to the 2012 employee engagement survey. Productivity, innovation and creativity The employee networks are responsible for developing their own priorities and plans, including ones that have a positive impact on the bank s culture and performance; this type of highly strategic work gives members the chance to develop their ability to conceive and create innovative solutions. Business strategy The networks have a unique opportunity to engage with business leaders to influence and support client and business development strategies. Brand awareness Through their work both internal and external in support of their five priorities, the networks reinforce and raise the visibility of Bank of America s brand to our employees, our customers and our shareholders. Morale and retention The networks give employees a stronger sense of commitment to the bank and provide opportunities for professional and personal growth, which build morale and improve retention of talented employees.

10 Global Diversity & Inclusion Council Who we are Chaired by CEO Brian Moynihan, the Global Diversity & Inclusion Council (GDIC) consists of senior executives from across Bank of America. What we believe Our ability to deliver one company for our customers and clients comes down to how we connect as a team. Central to that is creating an environment where we value and respect our differences. Our company is a place where teammates can celebrate their differences. Our goal is to preserve and embrace diversity as well as to eliminate barriers to diversity in our company. What we do Provide guidance on the diversity and inclusion strategy set by the Senior Management Team. Sponsor and support business/regional D&I councils and ensures alignment to enterprise D&I strategies and goals. Ensure that the issues raised are aligned and owned by the right parties to inspect and drive resolution. The GDIC's areas of focus include: Representation: Identify compelling opportunities to boost diversity. Inclusion: Create the atmosphere we want. Employee networks: Support the cornerstone of our diversity and inclusion efforts. External recognition: Be an employer of choice, a great place to work, and a bank of choice that clients and customers see as a great place to do business. Our employee networks best illustrate and exemplify the convening thought behind our brand "We are better when we are connected." Made up of more than 65,000 employees, our employee networks create collaborations across different lines of businesses and geographies, break down barriers, and build connections that otherwise would not exist. Without a doubt, our employee networks are one of our cultural cornerstones. Laurie Readhead, Enterprise Chief Information Officer, Global Technology & Operations, and Vice Chair of Global Diversity & Inclusion Council

11 s Global Diversity & Inclusion Awards The Global Diversity & Inclusion Awards recognize employees and teams across the enterprise for their active support of diversity and inclusion at the bank. Employees and managers nominated more than 900 teammates for their holistic accomplishments in diversity and inclusion in 2011 through June In conjunction with our overall recognition strategy, the Global Diversity & Inclusion Awards enable us to recognize employees for their efforts to embody our values. We realize the power of our people and promote an environment where all employees have the opportunity to achieve personal success that can contribute to the growth of our business. Employees were nominated by their peers or senior leaders for demonstrating exceptional commitment across the following diversity and inclusion priorities: Recruiting Nominees make Bank of America the best place for people to work by attracting world class talent and/or building a diverse and inclusive work environment through employee engagement. Business strategy Nominees contribute to our company's range of products and services to meet the diverse needs of our customers. They attract diverse suppliers that deliver breakthrough and innovative results in supplier development or deliver productivity gains and savings to the bank. Professional development Nominees coach and mentor diverse teammates and are a role model for work/life balance. They participate in or drive programs that help to develop leadership skills. Community involvement Nominees are active in their community through volunteerism and are ambassadors of the bank through their involvement with organizations outside of the company. Creating an inclusive workplace Nominees help to build a diverse and inclusive work environment through employee engagement. Winners were recognized with a Platinum Award through the Global Recognition Program, a commemorative plaque from CEO Brian Moynihan and Geri Thomas, and a celebratory reception with senior executives.

12 Diversity & inclusion month launches in Asia Pacific September 2012 marked the first Diversity & Inclusion month for the Asia Pacific region. More than 2600 employees in seven countries participated in a series of 23 events, an initiative driven by the Asia Pacific Diversity & Inclusion Council and supported by the Asia Pacific Executive Committee. The campaign was sponsored by John O Toole, Asia Pacific general counsel, and Scott Kieran, head of Asia Pacific Audit, and was planned and executed by employee networks on both the regional and country levels. The events ranged across a variety of topics, including the importance of microfinance, our Asia equities markets, how to negotiate to build profitable relationships and tips around childcare and eldercare. There was also a campaign to collect donations for needy children and understand how we can reduce our carbon footprint. During D&I month, leaders from partners and clients were invited to speak to Bank of America employees. In Hong Kong, the LEAD for Women chapter hosted a C suite discussion with leaders from Nomura, Royal Bank of Scotland and BNY Mellon. In Tokyo, Jiro Seguchi, Bank of America Country Executive of Japan, led an event where Seiko Oosumi, the deputy vice president of Lawson Inc., shared her experience in building a winning sales team across the nation. In India, cross enterprise collaboration was developed through close partnership with BA Continuum. More than1200 employees across 35 locations in India joined a leadership dialogue with Kaku Nakhate, Country Executive of India; Allen Arakal, Chief Operating Officer of India; and Avtar Monga, Head of BA Continuum. D&I month events were extremely popular in India, thanks to the input received through a local D&I survey conducted in May. The results from listening to our people on what they really wanted to see and hear was just phenomenal, said Allen. Average participation rate in D&I month was threefold of the regular D&I events run locally. In particular, the health and nutrition event had 50 percent of the employees participating 10 folds of previous D&I events. Through the D&I month and ongoing activities engaging our employees and collaborating with our business partners, we are building a strong culture and working to become the employer of choice. The beauty of an engaging culture is that we are enhancing our ability to serve our clients and to build a sustainable and strong franchise. Jiro Seguchi, Bank of America Country Executive, Japan A popular event in Australia and Singapore was a screening of Miss Representation," a film that looks at the under representation of women in positions of power from a variety of perspectives. The Asian Pacific D&I Month campaign has exhibited true collaborations and strong partnerships amongst country COOs, D&I council members, Employee Network leads and the communications team across the region, said Goki Muthusamy, who oversees diversity and inclusion across Asia Pacific. Without the support, commitment and efforts of each of these leaders, the campaign would not have been successful.

13 GDIC members who are enterprise executive sponsors for employee networks Asian Leadership Network (ALN) Lesbian, Gay, Bisexual & Transgender (LGBT) Pride Black Professional Group (BPG) Inter Generational Employee Network (IGEN) Mark D. Alexander Chief Information Officer, head of Technology and Operations for Global Welath & Investment Management Paula Ann Dominick Global Compliance Executive Kathleen M. (Kathy) Auda GBAM & International Operational Risk Executive Laurie Readhead Enterprise Chief Information Officer Hispanic/Latino Organization for Leadership & Advancement (HOLA) Military Support & Assistance Group (MSAG) Ather Williams III Head of Global Payments and Global Purna Saggurti Chairman of Global Corporate & GTS Strategy Investment Banking Parent's & Caregivers Network (PCN) Keith T. Banks President, U.S. Trust Native American Professional Network (NAPN) Cassandra Chandler Corporate Compliance Executive Kristen M. Dugan Audit Director George W. Smith Business Banking National Executive Leadership, Education, Advocacy & Development (LEAD) for Women Glenda G. Gabriel Home Loans Neighborhood Lending Executive

14 Core to our culture: Our strategic framework At Bank of America, diversity is core to who we are and how we operate it s part of our DNA. The employee networks are perfect examples of how the bank grows stronger through its commitment to diversity and inclusion. Bank of America s employee networks are formally recognized, bank supported groups made up of employees who share a common dimension of diversity, along with others who support them. Employee Networks form around race, ethnicity, gender, sexual orientation, disability, age and veteran status. The groups are led by employees, and each group develops its own strategic approach, all geared toward contributing to Bank of America in five key areas: Recruiting Employee networks help propel Bank of America forward as an employer of choice. Professional development Employee networks play a role in maximizing Bank of America's global intelligence and leadership capability. Workplace environment Employee networks help create a more inclusive workplace culture. Business strategy Employee networks contribute to Bank of America's competitive advantage. Community involvement Employee networks help Bank of America contribute to a better world. Within these categories, there is a tremendous range of possible activities, partnerships and opportunities, and the leadership and members of the employee networks have shown great creativity and resourcefulness in developing new programs, including the five highlighted here.

15 Recruiting in action: MSAG recruits talent for the bank In the past few years, Bank of America has increasingly recognized the unique value that veterans and reservists bring to the table. Military personnel are self starters, understand logistics and have a serviceand teamwork oriented attitude, all of which help them contribute to the success of the bank. To increase the numbers of military personnel at the bank, the Military Veteran Recruiting Program (MVRP) was tasked with an ambitious goal of doubling the number of veterans hired in one year. This goal was surpassed by the end of the third quarter, thanks to the combined efforts of the MVRP team and the Military Support & Assistance Group (MSAG). Overall for 2012, the bank hired over 1600 veterans. Total veterans at the bank are estimated at 6400 now, with the plan to hire an additional 2000 in Our success is the result of enthusiastic teamwork of both Staffing and MSAG members, reports Staffing Executive Andrew McCartney. The strategic focus on recruiting provides opportunities for members of MSAG chapters around the country to contribute to the bank s objectives. MSAG members are present at career conferences for military personnel held in different states, and also personally recruit veterans and reservists and advocate for veterans applying to work at the bank. MSAG helps recruit from within as well. When active members of the National Guard and Reserves return to the bank after deployment, MSAG often helps them get better jobs through its sponsor/mentor program. This program connects deploying Guards and Reservists with other veterans at the bank to help coordinate and assist with issues as they transition to Military Leave of Absence (MLOA) status, while they're away overseas and when they return to the bank. MSAG has a close relationship with the Wounded Warrior Project, whose mission is to support America s military in their time of need. Along with other activities, the relationship provides opportunities for the bank to recruit veterans. MVRP works with other organizations, including the Transition Assistance Program, Service Academy Career Conference, RecruitMilitary, the Military Spouse Employment Partnership, National Veterans Transition Services, MBA Veterans Conference, the U.S. Chamber of Commerce s Hiring Our Heroes and the Department of Defense s Hiring Heroes. Recruiting in Action: Visit the MSAG Page on the Global Employee Network site. Our members provide guidance to veterans who are looking for a position. We help translate military resumes into corporate speak. We know what most of the vets have been through, and we know what to highlight from their experience. Being a platoon commander, for example, involves an HR function, budget management and, of course, leadership. John Weires, Enterprise Leader, Military Support & Assistance Group

16 Professional development in action: The Atlanta Collaborative Mentoring Program In markets like Atlanta, where there are multiple employee network chapters, and multiple mentoring programs, the senior leaders can find themselves overwhelmed with requests to participate. All of the network chapters in Atlanta, led by the Black Professional Group, joined forces to create a rich, structured mentoring program which provides benefits to mentors and mentees alike. This partnership created a stronger collaboration among the networks while allowing the employee network chapters to focus their energies on other programs for their members. Of the hundreds of network members who apply, about 25 are chosen by a committee of network leaders. Each is paired with a senior leader and embarks on a 10 to 11 month program of mentoring and professional development. The mentees understand they are the ones who drive the relationship with their mentor, and are encouraged to set up regular meetings to discuss issues or topics that they find relevant to their current role, or that will help them plan their careers they need to have a clear understanding of what they want out of the program. "I chose to get involved mainly to gain insight into other lines of business and to better understand the opportunities in different parts of the bank, says Lisa Lavelanet, Vice President, Service Delivery Consultant, a two time mentee in the program. I was looking for help in developing my strategic navigation, if you will input into how to deal with career development issues, as well as guidance on my personal growth in my current role. The professional development part of the program is just as valuable and consists of a series of events held throughout the year. For example, the Market Awareness Panel gave both mentors and mentees the opportunity to share their experiences and provide insight into how to develop a career path and handle career challenges, while Web based virtual sessions focused on building a network, creating a personal brand, crafting an elevator speech and putting together a personal board of directors to help with career planning. Over and over again, I hear from participants that the mentoring program provides more than just professional development. Yes, they're getting specific benefits like becoming a better communicator, but they're also gaining intangibles that play a huge role in career success: increased confidence in their strengths and capabilities that lets them step outside of their comfort zone and take on new challenges. They're able to break through barriers, both professionally and personally. Angela Oliveros, Vice President, Senior Operations Project Manager The Atlanta program continues to evolve: thanks to feedback from mentees, the leadership has implemented the At Your Own Pace series; each month, mentees receive resources and readings around a topic such as leadership, financial health or presentation skills. These resources also provide participants with new topics to address with their mentors. Thanks to its success, the Atlanta program has been replicated in other markets such as Philadelphia, and in 2013, look for collaborative mentoring programs in Michigan; Delaware; Jacksonville, Florida; and Ventura County, California.

17 Workplace environment in action: The LGBT Pride Ally Program Bank of America wants to be an employer of choice for LGBT talent, and to ensure that LGBT employees feel able to be themselves in our organization and are able to bring all of themselves to the workplace. The Ally Program shows them that there's support for LGBT rights throughout the bank. When lesbian, gay, bisexual and transgender people feel they are unable to be out in the workplace, they can experience stress and anxiety and often are not able to fully contribute to the organization or fully succeed in their roles. Cathy Bessant, Global Technology and Operations Executive, executive sponsor for the Ally Program Bank of America has long been committed to providing an inclusive workplace environment for LGBT employees. But there is still an opportunity to build more awareness throughout the bank, to ensure LGBT employees feel comfortable bringing their whole selfto work, and to help the bank attract and support the best talent. Launched in 2013, first in Europe and then in the U.S., Bank of America s Ally Program is a way for straight employees to visibly demonstrate their support for their LGBT colleagues and to contribute to an inclusive environment at the bank for LGBT employees, clients and customers. Visitors to the Ally Program Site can learn more about the program and its supporters, and find out how to become an Ally. The Ally Guide gives tips on how to be an effective, high profile Ally, and Ally Program events give people a forum to talk about their support to their peers and leaders, and to find new ways to help the bank become more inclusive. The Ally Program goals Create an environment where LGBT employees can bring their whole self to work by increasing visibility of LGBT Allies throughout the Bank; clearly defining avenues by Allies can demonstrate support in person and online; and increasing engagement of Allies in LGBT Pride activities. Drive positive change by engaging employees in our Ally initiatives and programs, providing opportunities to participate in educational and volunteer events while learning how to aid and assist the LGBT Community in the challenges they face. Create opportunities for Allies to show support through online systems from locations all around the world without needing to attend events directly if unavailable.

18 Business development in action: ALN works with China Construction Bank After investing in China Construction Bank (CCB) in 2005, Bank of America entered into a strategic assistance agreement with CCB, committing to share best practices and methodologies. The relationship has proved to be so successful that, despite having sold most of the investment, Bank of America has extended the agreement through As part of the agreement, CCB periodically sends its top talent to the U.S. to learn from Bank of America leaders. During these training programs, which last from two to twelve weeks, members of local Asian Leadership Network (ALN) chapters have proved invaluable in providing translation services both reviewing documents for accuracy, and helping to translate at program dinners as well as key insight into cultural expectations that help make the CCB visits productive and positive. CCB associates have taken an interest in the idea of employee networks. In March 2013, the Delaware ALN chapter hosted a networking event for its members and the CCB associates that included an overview of Employee Networks and the role ALN plays at Bank of America. In 2012, ALN s participation in the CCB training was formalized. Now, ALN enterprise leaders can look at the particular needs of a CCB training program and find the right people from different chapters to address those needs. Business Strategy in Action: Visit the ALN Page on the Global Employee Network site. Our association with ALN has been incredibly helpful. When we first started the training program, we realized we had this great group of ALN members who could make the CCB guests feel more comfortable while they're here, and who could also give us some pointers about Chinese culture. And participating in the CCB training program is a great opportunity for the ALN members, too. They get exposure to CCB, they connect with Bank of America senior leaders, and they can meet people who share their heritage. Laura Smith, VP Program Manager, China Construction Bank

19 Community involvement in action: Black Professional Group and National CARES Mentoring Movement Each year, every Employee Network chooses an organization to partner with on a national level. The organization is one whose mission aligns with the specific network and that can offer volunteer opportunities on both the national and local level. The organization receives a grant from the bank but, more important, it benefits from the expertise, energy and dedication of volunteers from the networks. The partnership between the Black Professional Group and the National CARES Mentoring Movement, which began in 2011, is a perfect example of how the Employee Network Grant Program impacts both the network and the organization in profound, positive ways. National CARES Mentoring Movement recruits and connects mentors with local youth serving and mentoring organizations to help guide at risk Black children to academic and social success while also providing infrastructure support and consulting to NCMM affiliates. National CARES was a perfect fit for us not only is it helping children in our communities, but its mission aligns with another focus area for our network: professional development, says Miyoshi West, BPG Enterprise Co Lead. Through CARES, we re looking at the next generation, helping assess what those children are lacking in their lives that would allow them to be the best they could be, to reach their full potential, just as our network helps our members live up to their full potential. Through the partnership, BPG chapters work closely with schools in low income areas, and members connect one on one with children, mentoring them, giving them exposure to the professional world and letting them see possibilities outside of their immediate environment. The program is expanding in 2013 through virtual mentorships. There are so many teammates across the enterprise who would love to give an hour to connect with a student who needs someone to talk to, and virtual mentorships will help create these connections, Miyoshi said. BPG is also providing virtual financial literacy classes to students in schools that may not have resources such as financial training. Visit the BPG Page on the Global Employee Network site. The Black Professional Group s donation will help National CARES and our local CARES leaders ensure fragile young lives Thank you for being a light and a blessing to the children who so need more able, caring adults in their lives like the professionals you send our way. Susan L. Taylor, CEO and founder, National CARES Mentoring Movement

20 Partnerships Along with the numerous benefits that the Employee Networks provide to the bank s workplace environment and culture, there are external benefits as well. Employee networks strike up strong and productive partnerships with a variety of organizations, and these relationships enhance the bank s position as a leader in diversity and inclusion, and create opportunities to recruit top talent and build stronger ties to our communities. Through the Employee Network Grant Program, employee networks partner with national nonprofit organizations, providing funding, volunteer time and expertise to the organizations, on both a national and local level. Bank of America also partners with professional organizations that advance diversity and inclusion in the workplace. These partnerships offer professional development and recruiting opportunities to associates, and also help strengthen our ties to our communities.

21 The Employee Network Grant Program: Coast to coast coverage Bank of America s Employee Network Grant Program was launched in 2007 to give each employee Network in the U.S. the opportunity to identify and sponsor a relevant nonprofit organization. The program was designed to develop the bank s commitment to diversity programs and groups. Initially, the grants were modest in size and mainly focused on local or state organizations, but in 2011, the program was revamped to develop new national philanthropic relationships (and deepen existing ones) that highlight the bank s commitment to the communities we serve. Employee networks (ENs) coordinate volunteer efforts at the national level, partnering with organizations that have a larger impact but that also offer opportunities for employee participation on a chapter level. The grant program aligns with the bank s overall philanthropic strategies as part of the enterprise wide focus on diversity, both as a key business and marketing strategy under Community Affairs, and as one of the Corporate Social Responsibility pillars. The bank s philanthropic efforts address pressing needs related to housing, hunger and jobs with a particular focus on helping low income communities. Last year, our employees volunteered 1.5 million hours, giving their time and expertise to communities large and small and our employee networks contributed to those hours with their grant program partnerships. For more information about the Bank of America Grant Program visit the Foundation Page. Through their partnership with the ENs, the organizations receive a grant from the bank, but more importantly, they have access to a highly engaged, committed team of volunteers and advisors. The program, which is run in partnership with Corporate Social Responsibility, demonstrates the bank s holistic approach to community relationships and diversity efforts.

22 Employee network grant partners Eight of the bank s employee networks have chosen Grant Program partners, national nonprofit organizations that provide rewarding community service and leadership opportunities for associates. The organizations benefit not just from the grant, but from the time and expertise of Bank of America volunteers. The Asian Leadership Network (ALN) partnered with the National Association of Asian American Professionals (NAAAP), which has thousands of members in 27 chapters across North America. NAAAP is dedicated to developing and advancing the careers of Asian leaders by cultivating professional excellence among its members, connecting accomplished professionals for mutual success, engaging its members in community service and working with employers to recruit, retain and promote high achieving individuals. Through the partnership, over half of ALN s chapters partnered with NAAAP locally, covering Boston, Dallas, Southern California and other markets. The Black Professional Group (BPG) partners with the National Cares Mentoring Movement, which helps guide struggling black children to academic and social success. A number of BPG chapters located in markets with a high prevalence of under served youth or low performing schools have been actively engaged with the NCMM Cares Circles, delivering much needed mentoring, guidance and education. BPG members have helped coordinate back to school supply rallies in North Texas, connected with groups of children in Greensboro and provided critical basic finance know how to school children in Los Angeles. In 2013, the Disability Advocacy Network (DAN) teamed up with the National Disability Institute (NDI), a national research and development organization with the mission to promote income preservation and asset development for persons with disabilities and to build a better economic future for Americans with disabilities. NDI and DAN members are joining together to increase awareness on financial wellness for persons with disabilities, both through financial education for persons with disabilities, and through disability awareness training for those who provide financial education and services to persons with disabilities. The Hispanic/Latino Organization for Leadership & Advancement (HOLA) has chosen Feeding America, the nation's leading domestic hunger relief charity, as its grant recipient. Feeding America feeds America s hungry through its network of food banks and engages the country in the fight to end hunger. HOLA chapters have sponsored volunteer events in several markets to support Feeding America s mission. The Leadership, Education, Advocacy & Development (LEAD) for Women network s grant partner is Dress for Success, a national organization that provides disadvantaged

23 The Hispanic/Latino Organization for Leadership & Advancement (HOLA) has chosen Feeding America, the nation's leading domestic hunger relief charity, as its grant recipient. Feeding America feeds America s hungry through its network of food banks and engages the country in the fight to end hunger. HOLA chapters have sponsored Employee network grant partners volunteer events in several markets to support Feeding America s mission. Eight of the bank s employee networks have chosen Grant Program partners, national nonprofit organizations that provide rewarding community service and leadership opportunities for associates. The organizations benefit not just from the grant, but from the time and expertise of Bank of America volunteers. The Leadership, Education, Advocacy & Development (LEAD) for Women network s grant partner is Dress for Success, a national organization that provides disadvantaged women with professional attire, a network of support and career development tools. In 2012, LEAD chapters hosted numerous events across the globe with more than 400 employees in attendance. Among the accomplishments were hosting events to raise money and clothing donations; facilitating clothing drives; recruiting volunteers to provide one on one coaching for Dress for Success clients; and volunteering at other Dress for Success events. The Asian Leadership Network (ALN) partnered with the National Association of Asian American Professionals (NAAAP), which has thousands of members in 27 chapters across North America. NAAAP is dedicated to developing and advancing the careers of Asian leaders by cultivating professional excellence among its members, connecting accomplished professionals for mutual success, engaging its members in community service and working with employers to recruit, retain and promote high achieving individuals. Through the partnership, over half of ALN s chapters partnered with NAAAP locally, covering Boston, Dallas, Southern California and other markets. The Lesbian, Gay, Bisexual & Transgender (LGBT) Pride is working with The Trevor Project, which provides crisis intervention and suicide prevention services to lesbian, gay, bisexual, transgender and questioning youth. A number of LGBT Pride members are volunteering with Ask Trevor, an online resource for young people with questions surrounding sexual orientation and gender identity, and live volunteer opportunities are being developed in key Trevor Ambassador cities such as Los Angeles, New York, San Francisco, San Diego and Washington, DC. The Black Professional Group (BPG) partners with the National Cares Mentoring Movement, which helps guide struggling black children to academic and social success. A number of BPG chapters located in markets with a high prevalence of under served youth or low performing schools have been actively engaged with the NCMM Cares Circles, delivering much needed mentoring, guidance and education. BPG members have helped coordinate back to school supply rallies in North Texas, connected with groups of children in Greensboro and provided critical basic finance know how to school children in Los Angeles. The Military Support & Assistance Group (MSAG) partnered with Fisher House, which provides housing near VA hospitals for military families so they can be close to a loved one during hospitalization for a combat injury or illness. The MSAG chapter in DC/Maryland/Northern Virginia has over 50 volunteers who sponsor monthly themed dinners at the DC Fisher House preparing the meal, decorating the dining room, and spending time with the veterans and their families during a stressful time. In 2013, the Disability Advocacy Network (DAN) teamed up with the National Disability Institute (NDI), a national research and development organization with the mission to promote income preservation and asset development for persons with disabilities and to build a better economic future for Americans with disabilities. NDI and DAN members are joining together to increase awareness on financial wellness for persons with disabilities, both through financial education for persons with disabilities, and through disability awareness training for those who provide financial education and services to persons with disabilities. The Native American Professional Network (NAPN) partners with UNITY (United National Indian Tribal Youth), which works with Native American youth on issues of personal development, leadership and community involvement. Through NAPN s involvement, UNITY now includes financial education as a focus area, primarily through workshops held in a variety of states. At UNITY s National Conference in California, each of the 1200 attendees received a copy of Bank of America s Student Financial Handbook, and volunteers from the bank were on hand to answer questions. The Hispanic/Latino Organization for Leadership & Advancement (HOLA) has chosen Feeding America, the nation's leading domestic hunger relief charity, as its grant recipient. Feeding America feeds America s hungry through its network of food banks and engages the country in the fight to end hunger. HOLA chapters have sponsored volunteer events in several markets to support Feeding America s mission. The Leadership, Education, Advocacy & Development (LEAD) for Women network s grant partner is Dress for Success, a national organization that provides disadvantaged

24 Sponsorships New opportunities for recruiting and professional development Bank of America supports and sponsors a number of professional organizations that share our interest in and commitment to strengthening an inclusive workplace. With these organizations, we participate in conferences and programs and sponsor research, all aimed at building community and supporting career development for people of a variety of backgrounds. These relationships provide our employees with opportunities to gain knowledge and expand their networks, and they also give the bank another way to attract talented recruits. Our current sponsorships include the following organizations: ALPFA: Building Latino Business Leaders: Creates opportunities, adds value, builds relationships for its members, the community and its business partners while expanding Latino leadership in the global workforce. Catalyst: Expanding opportunities for women and business. The Consortium: Strives for the empowerment and recovery of all who seek assistance with behavioral health through the provision of holistic community based services. Executive Leadership Council: To build an inclusive business leadership pipeline and to empower African American corporate leaders to make significant and impactful contributions in the global marketplace and their communities. Human Rights Campaign: Strives to end discrimination against LGBT citizens and realize a nation that achieves fundamental fairness and equality for all. National Black MBA Association: To create educational opportunities and economic growth for African Americans. Out & Equal Workplace Advocates: Educates and empowers organizations, human resources professionals, employee resource groups and individual employees through programs and services that result in equal policies, opportunities, practices and benefits in the workplace inclusive of all sexual orientations, gender identities, expressions and characteristics. For more information regarding conferencing and recruiting visit our Diversity Partnerships and Recruiting page.

25 Overview Directory Open to all employees, the Asian Leadership Network (ALN) provides opportunities for its members through networking, mentor programs, information forums and celebrations of Asian culture. The ALN serves as a resource for employees who are Asian and colleagues who support our mission. Members are committed to fostering an environment that accepts, values and encourages diversity, and that honors the rich traditions that Asian employees bring to the bank. Mission Create a community of Asian American employees in the bank to collaborate on common initiatives such as career development, leadership development, community outreach and cultural education. Each chapter drives ALN s mission and works to eliminate cultural barriers by enhancing Bank of America s corporate culture with Asian American cultural values. Activities The Asian Leadership Network is committed to staying connected and driving awareness among employees across the company, sustaining current leadership levels and pipeline, and building partnerships with external organizations. In 2013, ALN restructured leadership roles across the ALN Enterprise Team to allow for Enterprise and Regional Leaders to engage with Chapter leaders and ensure adequate direction toward day to day chapter activities. The ALN National Team began engaging with Band 1 2 executives to discuss strategy for sustenance of the ALN pipeline and opened communication on discussions at GDIC as they relate to promoting Asian leaders at the Bank. ALN plans to assess current engagement with external organizations to see where there are opportunities to partner together to align strategic goals and promote networking across different organizations. With over 4,800 members and 70+ events in 2012, ALN promotes cultural awareness throughout the year and develops programs for professional development of its members. In February 2013, local ALN Chapters celebrated Lunar New Year across the United States. The Lunar New Year holiday is celebrated in several Asian cultures. This New Year brings in the Year of the Snake, based off the Chinese Zodiac calendar which relates each year to an animal and its reputed attributes, according to a 12 year cycle that the lunar calendar follows. Local ALN Chapters utilized this opportunity to reach out to their local communities through different events and festivals. Through making connections within the community, ALN partners with the Bank s commitment to make interactions easier, make our expertise more accessible, make relationships more human, and share our successes. The first day in May launches Asian Heritage Month each year, marking a time to celebrate the culture, traditions, and history of Asians and Pacific Islanders in the United States. On May 29, 2013, ALN launched the first national speaker series in honor of Asian Heritage Month. The attendance and participation was such a success that ALN will continue to deliver the national speaker series virtually so that all ALN Chapters nationwide can come together to learn, share, and connect. The ALN Southern California and Greater DC Chapters also commemorated Asian Heritage Month by organizing an event at the Pacific Asia Museum in Pasadena, CA, and volunteering at the Asian Heritage Festival in Frederick, MD, respectively. 4,800 members Enterprise s Mark Alexander Paul Critchlow Yuriko Mita Purna Saggurti Enterprise Leaders Urvi Bham Rita Young Contact Us U.S. [email protected] View Image Gallery There are a lot of benefits to being part of an employee network mentoring, networking, making connections, getting leadership experience but more than anything, it's the sense of belonging and the opportunity to learn more about your heritage. That sense of belonging is something we want every new member to feel from the moment he or she walks in the door. Rita Young, co chair, Asian Leadership Network Going forward, ALN plans to continue to focus on carrying out 2013 strategy initiatives, grow the ALN membership base and encourage networking among members because we are better when we are connected.

26 Overview Directory U.S. Florida Maryland New Jersey Arizona Phoenix Raymond Wong Joseph Pasco Louise Nail California San Francisco Duc Phan Christian Aragon s Wynne Lum Michelle Brega Southern California Angela Antonio Mark Chun Fung Der Delaware Wilmington Lawrence Arellano Sudhir Razdan s Munish Pahwa William Wagner Jacksonville Wendy Chen Ajumon Zacharia Khwaja Shaik Patrick Rose Georgia Atlanta Matthew Sinon s Michael Ragunas James Gaittens Illinois Chicago Joseph Yen Emili De La Cruz Jackson Brian Mak s Peter Malecek Raju Patel Baltimore Chris Sheasby Ester Davis Eric Estrada Chris Sheasby Nahid Toulabi Massachusetts Boston Sachin Malhotra Open North Carolina Charlotte Kshama Jobanputra Astrid Martin s Anil Matai Tony Nobili Arvind Ramakrishnan Evelyn Y Tan Caroline Zhu s Etta Denk Kristen Dugan New York Anita Nathan Tom Liu Bryan Weadock Texas Dallas/Fort Worth Kushangi Parikh Thomas Brock Edward Amerson Melissa Gonzalez Washington Seattle Kathleen West Jay Tampinco Jason Shen Nathan Nguyen D.C. Washington Hasan Oberoi Zachary Hauser Jeff Wood

27 Overview Directory The Black Professional Group (BPG) provides opportunities for employees to grow and celebrate African American, West Indian, Caribbean and African cultures. Today, BPG s membership is open to anyone who would like to participate and is interested in helping to fulfill our goals and objectives. BPG also advances the firm s philanthropic initiatives by devoting time and talent to a variety of community based organizations in support of community enrichment, employee growth and business development. Mission To maximize the contributions and enhance the professional development of black employees at Bank of America. We strive to support and leverage the collective talents of employees by taking a leadership role in making Bank of America the employer of choice for talent at every level of the organization. Activities Historically, the Black Professional Group has had a strong natural inclination toward community involvement and volunteering this inclination is almost an innate characteristic of many of the employees who come to BPG. The network partners closely on a national and local level with National CARES Mentoring Movement, and chapters also reach out to their communities through a variety of programs, events and initiatives. 10,500 members Enterprise s Kathy Auda Kieth Cockrell Enterprise Leaders Lynne Fairbanks Miyoshi West Roderick Wilson Contact Us U.S. [email protected] In 2012, BPG began focusing more attention on business strategy and professional development than it had in past years. The network is tackling issues such as how to grow the pipeline of minority talent to increase the number of future Black leaders in the enterprise. Programs such as Own Your Career, launched in February 2013, help members develop and execute their career plans, ensuring that BPG is helping employees as much as it has historically helped the community. View Image Employees can get lost in this organization. They start to think about their potential, and then they don't see any executives above them who look like them. It can be disheartening and intimidating you feel you don't have the camaraderie, the person who understands your challenges and your experience on a daily basis. The Black Professional Group helps employees advance their careers in ways that benefit themselves and the bank. Miyoshi West, co chair, Black Professional Group

28 Overview Directory U.S. Florida New Jersey Rhode Island All/Virtual Diane Dickerson Kari Murrison Open Arizona Phoenix Christian X. Rodriguez TaKisha Porch David Woell California Concord (Northern CA Chapter) Rhonda Carson Jeremy Williams Ameet Seth Los Angeles(Southern CA Chapter) Vera Stewart Malgy Blue Brenton Hamlet Barry Simmons Connecticut Michelle Donaldson Smith Pauline Cuffie Kevin Cunningham District of Columbia Washington/Baltimore Marcel Boyd Denika Palmer Patty Brooks Nobles Delaware Wilmington Michelle Shorter Jacksonville Enjyi Hannans Ricky Bracken Greg Smith FT. Myers(South Florida Chapter) Damita Salters Vania Lagurerre Mark Mestrovich Bernard Hampton Tampa Nicole Simmonds Diswa Malu Roxanne Simmonds Georgia Atlanta Patrice Barton Smith Mary Stokes Aron Levine Illinois Chicago Brian L. Griffin David Roberson Lasandra Pierce Massachusetts Boston Malida Thelusme Monte Foster Michigan Detroit Tiffany Douglas AJ Barkley Hopewell Darryl Rivers John Towey New York New York Laura Egodigwe Ijeoma Emeka Anthony Biniaris North Carolina Charlotte Tiffany Eubanks Saunders Kim Jenkins Piedmont Triad (Greensboro, Winston Salem, High Point) Carol Hall Graves Christopher Porter Derek Ellington Ohio DeAndrea Evans Danielle Sydnor s Christina Crews McLemore Jake Frego Joseph DiNicola Pennsylvania Philadelphia Robert Scott Mehnmah R. Adkins Kevin Nesbit Providence Stephanie Y. Jackson Jennifer K. Turner C. Scott Stevenson South Carolina Takia Williams Kim Wilkerson Texas Dallas Vanetta Hicks Liv Albritten Houston Cordell Guillory Marcus Malonson Shameka Whiting Virginia Norfolk Shimane Newman Rebecca Siegel Americas Costa Rica Jorge White Bains Juan Araya Tony Allen Missouri St. Louis

29 Overview Directory Open to all employees, the Disability Advocacy Network (DAN) is a source of support and information for employees with disabilities, or employees who are family members, friends or caregivers of someone with a disability. Through programs that encourage partnerships, embrace differences and promote creativity, DAN presents opportunities for awareness and education. Mission The mission of DAN is to live and promote (internally and externally) the Bank s commitment to people impacted by disabilities through awareness and education opportunities and volunteer activities in the local communities where our employees and customers live and work. The DAN is also a source of support and information for employees with disabilities, and employees who are impacted by family members, friends or customers with disabilities and is committed to creating opportunities for professional advancement and development through networking, mentoring, and information forums. Activities The Disability Advocacy Network has always worked to make sure Bank of America provides a welcoming environment for employees with disabilities. In 2012, DAN went one step further and launched a focus on recruiting. Through chapter events, networking and partnerships with outside organizations, DAN is helping the bank s overall recruiting goals and building its own visibility within the enterprise efforts that will continue to grow in ,700 members Enterprise s Paula Kelley Alan Wehrenberg Enterprise Leaders Melissa Abich Sean Foster Regional Leaders for EMEA Gary Toner Nnaemeka Ezugwu Contact Us U.S. [email protected] Europe and Emerging Markets (ex Asia) [email protected] Through its partnership with the National Disability Institute (NDI), DAN is providing relevant and rewarding volunteer opportunities for its members. DAN volunteers help disabled people in the community with their tax returns, ensuring they receive their Earned Income Tax Credit. For 2013, DAN is expanding this relationship: in every market where both DAN and NDI have a presence, members will provide financial training for people affected by disabilities, using modules produced by NDI. The special needs trust advisors at Merrill Lynch help the families of disabled people to arrange for ongoing support and care well into the future. DAN chapters provide awareness training and valuable insight to these advisors, helping them better understand the issues and concerns of disabled people and their families. At the chapter level, DAN is working to bring in new members, and to make all members more engaged with the network s activities. In general, chapters can choose particular focus areas based on their members interests autism or Alzheimer s, for example and build events and seminars around these topics. The chapters are also very connected to their communities and typically host major events in October Disability Awareness Month including awareness expos with non profit organizations, seminars, panel discussions and volunteer opportunities. View Image Gallery People tend to come to Disability Advocacy Network when they don't know where to turn for helpperhaps a family member has developed a disability, or maybe the local school has decided to put their child in a special needs class. Someone in the network will have gone through a similar situation and is ready to share their experience and advice. That's perspective the employee probably wouldn't have found if the network wasn't there, and that's a new, positive connection within the organization. Sean Foster, co chair, Disability Advocacy Network

30 Overview Directory U.S. Florida Massachusetts Texas Arizona Phoenix Jim Elwood Rex Richardson Jeff Laux Matthew Young Mairzi Scott California San Francisco Will Henningsen Dan Cutter Open Southern California Roni Zepeda Mason Lee John Berens Delaware Wilmington Larry Kappauf Lynn Day Krystal Cobb Chris Dennis Chip Rossi Jacksonville Matt Cooksey Heidi Dorn Charlie King Georgia Atlanta Scott Hilton Fred McKinney Chris Dubey Illinois Chicago Cheryl Carter Mehul Dhadankar Patricia Zavagnin Valerie Kilgore Boston/Eastern New England Andy Keith Lisa Forsberg Dean Athanasia Maine Belfast(Maine Chapter) Lousie Magoon Jen Pray Smith Kelly Kimble Chip Rossi North Carolina Charlotte Erin Darcy Susan Thomas Greg Hobby New York Madeline Quinn Robert Sensale Diane Shults Paras Kishnani Joanthan Shiff Dallas (North Texas Chapter) Marc Woods Erika Lenk Hatfield Brian Angle San Antonio Rachelle Everett Judy Bollom Open Europe and Emerging Markets (ex Asia) UK London Gary Toner Nnaemeka Ezugwu Open Latin America Costa Rica Raquel Mechoulam Villalobos Mora Miralles Monserrat Silvina Salazar

31 Overview Directory The Hispanic/LatinoOrganization for Leadership & Advancement (HOLA) provides a forum where employees can gain access to professional development resources, mentoring programs and networking opportunities with senior leaders. Mission The mission of HOLA is to create a forum where Hispanic/Latino employees engage, mentor and support one another, cultivating professional leadership development and supporting Bank of America by helping to attract, retain and develop Hispanic/Latino employees. Activities Hispanic/Latino Organization for Leadership & Advancement had an active year. Local chapters found new ways to engage employees, and the network as a whole made strides in developing initiatives that contribute to professional development and business strategy. 6,200 members Enterprise s Keith T. Banks Marlene Potter Enterprise Leaders Robert Martinez Ofelia Munoz Silvina Salazar Contact Us U.S. [email protected] Because they each cover such a wide geography, the Arizona and Los Angeles chapters have often found that it hasn t been practical for a large percentage of employees to attend most events. To address this, the leadership created sub chapters informal chapters that are under the governance of the main chapter, but that provide new opportunities for employees interested in volunteering, attending events, taking on responsibilities and generally contributing to the HOLA mission. The sub chapters have proven a great success and are a wonderful model for other network chapters facing similar challenges. The Las Vegas chapter created a school supply drive that was so successful that four local broadcast networks including Univision captured the results, creating some great PR for the bank. The Charlotte chapter created a robust mentoring program that is being adopted by other chapters. Thirty mentor pairs were chosen across different lines of business, and the program itself was highly structured and focused to ensure it was meaningful to both mentors and mentees alike. The network has developed a virtual chapter designed to reach out to any employee working in any area of the bank. The goal is to offer one professional development webinar a month a great asset for employees, of course, and also an opportunity for chapter leaders to gain wider exposure for the work they do on a local level. HOLA has a growing opportunity to assist the bank s business strategy. The Hispanic community is one of the fastest growing in the U.S., and HOLA which has over 6,000 members across the nation can be the voice of the customer, as well as the voice of the employee. HOLA members can bring their knowledge into the bank for consumer research and product development. For example, the Charlotte chapter ran a focus group for e commerce to understand how Hispanic customers are using mobile banking. View Image Gallery Because I work in e commerce and my team is scattered around the country, I can sometimes feel isolated at my job. HOLA has given me the opportunity to connect with people throughout the organization, including senior leaders. Thanks to HOLA, I'm engaged in the organization, and my network has grown so that I have people to reach out to when I need assistance. Ofelia Munoz, co chair, Hispanic/LatinoOrganization for Leadership & Advancement

32 Overview Directory U.S. Connecticut Massachusetts Ohio All/Virtual Jeannette Ross Tony Vasquez Open Arizona Phoenix Selene Villalobos Martha Nunez Schroeder Yunuen Abad Benito Almanza California Fresno Jaime Gonzalez Adriana Silva Maria "Cony" Rangel Raquel Gonzalez Monterey Cynthia (Cindy) Hawkins Sanda Faith Francisco Gonzalez Deirdre Smallwood SF Bay Area Chapter (San Francisco) Ximena Delgado Monica Serrano Raquel Gonzalez Sacramento Richard Bothun Christi Moore Peter Lendrum San Diego Tony Gonzalez David Crosthwaite Erika Rangel s Angie Lucero Luis Chacon Jacqueline Nadal Janice Ward Karen Spagna Delaware Wilmington Michelle Sorrells Colleen Benjamin Florida Jacksonville Alida Lupari Hilton Nazario Sam Perone South Florida (Palm Beach) Marcela Gallego Steven P. Daigle Javier Arbelaez Mario Diaz Tampa Shirley Morejon Alejandro Goicoechea Rafael Gaztambide s Jackson Jones Victor Rivera Georgia Atlanta Nasha A. Dixon Javier Calvo Anthony Vasquez Illinois Chicago Fernando Pastor Georgina Mayback Michelle Fries Marcus Velasco Boston Elvin Rodriguez Mary Jason Kevin Dolan Michigan Linda Patel Bill Borquez Brett Bernard North Carolina Charlotte James Freedman Rich Robles Jose Ruiz New Jersey Hopewell Leosinda Lebron Melissa Harrell Sal Cucchiara Newark Michelle Feijo Erika Gonzalez Chris Randazzo Nevada Las Vegas Edgar A. Velazquez Melissa Chavez George Smith New York Luisa Cassanello Maria Crisostomo Jeff H. Barker Cleveland Kristen McCoy Amy Watkins James Rufus Rhode Island Providence Randel George Dennis G. Fernandez Keith Jacobson Texas North Texas (Dallas) Claudia Franklin Dee Vargas Jenifer Daidone Susie Johnson Houston Olga Garza Yessenia Cortez Gillian Breidenbach San Antonio Carlos Camacho Margie Hodges Susie Johnson Washington Seattle Jose Zerpa Esther Aguilar Open Virginia Hampton Roads Delicia Durant Patricia Williams Bryan Olson

33 Overview Directory Inter Generational Employee Network (IGEN) is the newest member of our EN family. IGEN was designed to explore generational diversity and dynamics at Bank of America and in the workplace, discuss opportunities and challenges facing members of each generation, gain new skills for interacting across generations and bridge communication gaps which may exist between the generations. At the heart of IGEN is the company brand we re better when we re connected! IGEN also focuses on promoting employee and business growth through partnerships with other employee networks, Bank of America Community Volunteers and Diversity and Inclusion Business Councils. Mission To promote generational diversity as a necessary component of an inclusive corporate environment by raising visibility, driving awareness and encouraging opportunities for employees and the business. Goals To raise awareness of generational diversity and expand our dialogue to drive productive interactions across all generations in the workplace; To leverage generational diversity to promote employee and business growth opportunities; To maintain the focus on generational diversity and its trends; To provide the knowledge critical to attract, retain and develop a generationally diverse mix of employees; What does that really mean? Internally, IGEN can bridge gaps between generations helping develop the relationship between a 27 year old manager and a 67 year old employee, who might be clashing over different expectations and communications styles. Externally, IGEN can identify ways in which to better serve customers and clients, such as in product development to better understand the needs of each generation, or in providing a young call center employee with the right frame of reference and questions to have a successful connection during a collection phone call to an elderly customer. Activities IGEN was launched as a pilot chapter in Atlanta in July After a kickoff event and three virtual events, the chapter boasted almost 400 members by the end of the year and was well on its way to positioning the network as the central point for research and knowledge about inter generational dynamics, both within the bank and externally with clients and through volunteer activities in our communities. In 2013, IGEN is planning to launch several new chapters including Los Angeles and Houston, as well as developing three educational modules: Generations 101 (identifying traits of Traditionalists, Boomers, Generation X, and Generation Y or Millennials ), Communicating Across Generations and Managing Across Generations. In addition to evolving IGEN s business and strategic impacts, chapters will identify and support volunteer activities allowing members to network with clients, community members and teammates from different generations. 375 members Enterprise s John Harris Laurie Readhead Enterprise Leaders Anna Ettin Mary Ann Portt Contact Us For more information Visit the IGEN network homepage IGEN seeks to bridge the differences in communication style and priorities that can arise in the workplace and as we serve our customers and communities. By initiating cross generational conversations IGEN can further our brand commitments to make expertise more accessible and relationships more human. Mary Ann Portt, co chair, Inter Generational Employee Network Expertise in leading multi generational teams is a critical and highly valued skill. Successful leaders need to bridge style differences in communication, coaching and recognition. They need to assist employees career development and achievement in each life stage, and ensure knowledge transfer when appropriate. IGEN can spark conversations and create relationships to achieve these ends. Anna Ettin, co chair, Inter Generational Employee Network Generations 101:

34 Overview Directory U.S. California Los Angeles (launched September 5, 2013) Maria Beckman Pamela Gabriel Matt Dalany Georgia Atlanta Rhonda Bettis Parker Smith Nancy Chastain

35 Activities IGEN was launched as a pilot chapter in Atlanta in July After a kickoff event and three virtual events, the chapter boasted almost 400 members by the end of the year and was well on its way to positioning the network as the central point for research and knowledge about inter generational dynamics, both within the bank and externally with clients and through volunteer activities in Welcome our communities. Did You Know Highlights Partnerships Global Employee Networks In 2013, IGEN is planning to launch several new chapters including Los Angeles and Houston, as well as developing three educational modules: Generations 101 (identifying traits of Traditionalists, Boomers, Generation X, and Generation Y or Millennials ), Communicating Across Generations and Managing Across Generations. In addition to evolving IGEN s business and strategic impacts, chapters will identify and support volunteer activities allowing members to network with clients, community members and teammates from different generations. critical and highly valued skill. Successful leaders need to bridge style differences in communication, coaching and recognition. They need to assist employees career development and achievement in each life stage, and ensure knowledge transfer when appropriate. IGEN can spark conversations and create relationships to achieve these ends. Anna Ettin, co chair, Inter Generational Employee Network Overview Directory Generations 101: Inter Generational Employee Network (IGEN) is the newest member of our EN family. IGEN was designed to explore generational diversity and dynamics at Bank of America and in the workplace, discuss opportunities and challenges facing members of each generation, gain new skills for interacting across generations and bridge communication gaps which may exist between the generations. At the heart of IGEN is the company brand we re better when we re connected! IGEN also focuses on promoting employee and business growth through partnerships with other employee networks, Bank of America Community Volunteers and Diversity and Inclusion Business Councils. Mission To promote generational diversity as a necessary component of an inclusive corporate environment by raising visibility, driving awareness and encouraging opportunities for employees and the business. Goals To raise awareness of generational diversity and expand our dialogue to drive productive interactions across all generations in the workplace; To leverage generational diversity to promote employee and business growth opportunities; To maintain the focus on generational diversity and its trends; To provide the knowledge critical to attract, retain and develop a generationally diverse mix of employees; What does that really mean? Internally, IGEN can bridge gaps between generations helping develop the relationship between a 27 year old manager and a 67 year old employee, who might be clashing over different expectations and communications styles. Externally, IGEN can identify ways in which to better serve customers and clients, such as in product development to better understand the needs of each generation, or in providing a young call center employee with the right frame of reference and questions to have a successful connection during a collection phone call to an elderly customer. Activities IGEN was launched as a pilot chapter in Atlanta in July After a kickoff event and three virtual events, the chapter boasted almost 400 members by the end of the year and was well on its way to positioning the network as the central point for research and knowledge about inter generational dynamics, both within the bank and externally with clients and through volunteer activities in our communities. In 2013, IGEN is planning to launch several new chapters including Los Angeles and Houston, as well as developing three educational modules: Generations 101 (identifying traits of Traditionalists, Boomers, Generation X, and Generation Y or Millennials ), Communicating Across Generations and Managing Across Generations. In addition to evolving IGEN s business and strategic impacts, chapters will identify and support volunteer activities allowing members to network with clients, community members and teammates from different generations. 375 members Enterprise s John Harris Laurie Readhead Enterprise Leaders Anna Ettin Mary Ann Portt Contact Us For more information Visit the IGEN network homepage IGEN seeks to bridge the differences in communication style and priorities that can arise in the workplace and as we serve our customers and communities. By initiating cross generational conversations IGEN can further our brand commitments to make expertise more accessible and relationships more human. Mary Ann Portt, co chair, Inter Generational Employee Network Expertise in leading multi generational teams is a critical and highly valued skill. Successful leaders need to bridge style differences in communication, coaching and recognition. They need to assist employees career development and achievement in each life stage, and ensure knowledge transfer when appropriate. IGEN can spark conversations and create relationships to achieve these ends. Anna Ettin, co chair, Inter Generational Employee Network Generations 101:

36 Overview Directory Leadership, Education, Advocacy & Development (LEAD) for Women offers information, education and networking with other women, enabling members to share best practices and cultivate connections fostering success locally and nationally. Common offerings include panel discussions, mentoring programs, networking events and professional development webinars, as well as volunteer activities and partnerships with Bank of America Community Volunteers and other employee networks. Men are encouraged to become members and participate in LEAD for Women events to show their support for female teammates. Mission To promote professional women s development and to help attract, grow and retain successful women at Bank of America. LEAD for Women provides support and leverages the collective talents of employees to help make our company the employer of choice for female talent at every level of the organization. Activities Leadership, Education, Advancement and Development for Women has in the past focused primarily on professional development and community involvement. In 2012, the network and local chapters put a special emphasis on recruiting. At all hands chapter leader calls, recruiters were invited to talk about opportunities for reaching out to and hiring top female candidates. LEAD for Women chapters held professional development events focusing on topics such as interview skills and resume building; members were encouraged to bring a friend from outside the bank, giving chapter leadership the opportunity to highlight the bank and what it offers, and to possibly recruit qualified candidates. 30,000+ members Enterprise s Glenda Gabriel Laurie Krupa Enterprise Leaders Beth Blanton Brenda Godfrey Vicky L. Waddell EMEA Fernando Vicario Asia PAC Jennifer Taylor Contact Us U.S. [email protected] Europe and Emerging Markets (ex Asia) [email protected] Asia Pacific [email protected] Like many of the networks, LEAD for Women has faced challenges engaging with employees who work in call centers or banking centers or who are not near a chapter location. Two years ago, the network launched a virtual chapter that grew dramatically in 2012 thanks to a series of professional development events that augment the offerings of the physical chapters. In March Women s History Month the New York City chapter teamed up with the Global Banking and Markets Diversity & Inclusion Council to honor 2011 Nobel Peace Prize Laureate Leymah Gbowee. Gbowee is a Liberian peace activist, social worker and women s rights advocate whose leadership of the Women of Liberia Mass Action for Peace played a pivotal role in ending Liberia s civil war in A screening of a documentary on the subject, "Pray the Devil Back to Hell," was followed by an address from Gbowee, who was introduced by Abigail E. Disney, the producer of the film. On September 13, LEAD for Women was recognized as a special honoree by Dress for Success at their annual Women in Business: Making Change breakfast held at the New York Stock Exchange. Laurie Krupa, Managing Director for Global Wealth Management and LEAD for Women, received the award for the bank. LEAD for Women began partnering with Dress for Success several years ago, most notably sponsoring suit drives that have helped women who face challenges getting back into the workforce. In 2012, the partnership was expanded to include professional development, interview coaching, on site volunteer opportunities, fundraising walks and even IT support for local affiliates. In partnership with Women in Banking and Finance, LEAD Australia sponsored two workshops as part of Future Leaders Brand: You, a series focused on helping future leaders build their personal brand. LEAD Australia also hosted a campus event, Set Opportunity in Motion, which brought 50 female undergraduate finance students to the Sydney office for an informative, interactive session on careers in finance, how to present yourself and networking. Looking ahead, LEAD for Women is tackling business development initiatives. Many of the chapters offer financial empowerment education to women in the bank, and these modules may be transformed into client offerings. Network and chapter leaders are also considering programs such as professional development and expert advice for female small business owners. View Image Gallery Leadership, Education, Advocacy & Development for Women gives a better perspective on the bank. I hear what's going on in different areas, and I learn about opportunities I might not otherwise know about. LEAD also gives me a sounding board, women I can turn to when I need help thinking through an issue or who can keep me posted on what's going on in the organization. This is invaluable exposure and experience I wouldn't normally get on the job. Marabeth Blanton, co chair, Leadership, Education, Advocacy & Development for Women Being part of LEAD for Women gives people opportunities that can be incorporated into their development plans for their future. People who step up into leadership roles within the network gain skills they might never have developed in their jobs, in a safe environment with a lot of support. Mary Ellen King, co chair, Leadership, Education, Advocacy & Development for Women

37 Overview Directory U.S. Idaho/East Washington New York Latin America All/Virtual Chapter Chapter Co-Chairs Ramona Ashraf Stephanie Armatas Executive/Local Sponsors Jill A. Calabrese Bain Holly Oneill Arizona Phoenix Brandon M. Simmons Executive/Local Sponsor Shantell Blalock California Los Angeles Nicole Wells Claudia Bodan Mary Beth Moroney s Dorothy Litos Diana Gleason Orange County Mariana Larr Sharon L. Battle San Francisco Marianna Pisano Carlin Walker Open Ventura County Sharon Campbell Anjanette Guerrero s Lori Fitzgerald Margo Messina Debbie Robins Delaware Melonie Fetterman Shelley Waite District of Columbia Washington, D.C. Nanette Duncan Heather M. Chambers s Shelly D. Hilzendeger Bob Landers Illinois Chicago Noemi Rosa Shanna Streeter s Katherine F. Gnapp Audrey Pengelly Maine Belfast Mary Tripp s Belinda Harrington Kate Todd Massachusetts Boston Jeanine Hall Michael R. Sherman Michigan Detroit Dominique C. Lucas Jennifer B. Cooley Teresa M. Debastiani Missouri Kansas City Danielle F. Robinson Cammie Gunnell Open St. Louis Emilie Moody Kimberly O'Neil Myra Mattingly North Carolina Greater Buffalo Lisa Bogart Susan M. Resetarits Long Island Carolina T. Schaefer Kathleen Flock Mary E. Lee Open New York Athena Ole Donna M. Mangubat Connie A. Verducci Ohio Cleveland Carrie McCoy Jeneen S. Marziani Columbus Alexandra Bonsteel Open Rhode Island Providence Theresa Daly Priscilla E. Aubourg s Donna J. Dailey William R. Tommins South Carolina Sherry Wescom s Kim A. Wilkerson Linda F. Woodside Tennessee Christina T. Smith Katlann Smith Diane F. Tate s Costa Rica Kenia Madrigal Artavia Maria Rivera Cespedes Sandra Penn Sims Mexico Mayte Inzunza Open Europe and Emerging Markets (ex Asia) London / England Emma Couper Angela F. Ratliff Fernando Vicario Asia Pacific Australia Tanya M. Irvine Adrienne Bloom Jim Barrett Lennard China Maggie Qiu Hong (Lily) Wu Ben Ko Hong Kong Puja Karki s Ben Ko Debbie Chin India Vertica Saxena Bhaswati Sinha Das

38 Overview Directory The Lesbian, Gay, Bisexual & Transgender (LGBT) Pride employee network provides education, advocacy and visibility for associates, customers and clients, and allies in support of the bank s goal of being the most admired company in the world. Our focus is a truly inclusive environment that encourages people to bring their whole selves to work. Mission To sustain and grow a premier global employee network for lesbian, gay, bisexual, transgender and ally employees, and to provide education, advocacy and visibility for employees, customers, clients and allies. Activities In 2012, Lesbian, Gay, Bisexual & Transgender Pride focused its efforts on workplace environment and community involvement. The highlight of its workplace environment initiatives is a training program created in collaboration with Out and Equal Workplace Advocates. The program focuses on LGBT diversity in the workplace, with the goal of educating and informing leaders and employees on the specific challenges faced by the LGBT community and employees, both inside and outside Bank of America. The programs include training exercises, a terminology Q & A, information on the Employee Non Discrimination Act and a panel of LGBT employees and their allies, sharing first hand experiences about the importance of an inclusive environment. In 2012, sessions were held in Maine, Calabasas and Wilmington, with additional events planned for LGBT Pride organizes the bank s participation at community Pride events, and there is typically strong employee turnout including over 500 participants at the Los Angeles parade in These events bring great positive attention to the bank; participants wear their red bank t shirts and carry signs promoting the bank s accomplishments in workplace inclusiveness, such as corporate equality, domestic partner benefits and the tax equalization credit. At some events the bank sets up a booth to take applications for new accounts and credit cards, and those signing up frequently tell volunteers that they had no idea the bank was so supportive of the LGBT community. In May 2012, Bank of America hosted the second annual Out on the Street, an all day LGBT leadership summit for the Wall Street community, focused on bringing senior LGBT leaders together to discuss vital issues, network and collectively set a forward looking LGBT agenda for Wall Street. Bank of America and Merrill Lynch were well represented at the summit: Brian Moynihan delivered the welcome remarks; Mark Stephanz, Vice Chairman, Global Financial Sponsors for Bank of America Merrill Lynch, moderated the opening plenary; Richard Linebaugh, Managing Director, Global Treasury Services, spoke on a panel discussion; and Alastair Borthwick, Managing Director and Co head of Global Capital Markets for Bank of America Merrill Lynch, hosted the closing cocktail reception. 4,600+ members Enterprise s Paula Dominick Justine Metz Mark Stephanz Enterprise Leaders Michael M Bloch Kevin England Crystal Goguen EMEA De Diego Giorgi Regional Leader for EMEA Daniel Docherty Contact Us U.S. [email protected] Europe and Emerging Markets (ex Asia) regional.diversity Through the diversity training that LGBT Pride does with Out and Equal Workplace Advocates, the bank demonstrates its belief that employees should be comfortable bringing their whole selves to work. There is definitely a financial benefit here for the bank people can give more to their jobs when they can be their true self at work. Crystal Goguen, Enterprise Leader, Lesbian, Gay, Bisexual & Transgender (LGBT) Pride LGBT Pride partners with The Trevor Project, an organization that provides resources to LGBT teens who are at risk of suicide. Through this partnership, LGBT Pride members have a variety of meaningful volunteer opportunities: answering letters from youth and calls on a teen suicide prevention hotline, participating in online Q & A forums, conducting workshops in schools and community organizations, and staffing events. Many of these opportunities are virtual, and are therefore available to Bank of America employees around the country.

39 Overview Directory U.S. Idaho/East Washington New York Latin America All/Virtual Chapter Chapter Co-Chairs Ramona Ashraf Stephanie Armatas Executive/Local Sponsors Jill A. Calabrese Bain Holly Oneill Arizona Phoenix Brandon M. Simmons Executive/Local Sponsor Shantell Blalock California Los Angeles Nicole Wells Claudia Bodan Mary Beth Moroney s Dorothy Litos Diana Gleason Orange County Mariana Larr Sharon L. Battle San Francisco Marianna Pisano Carlin Walker Open Ventura County Sharon Campbell Anjanette Guerrero s Lori Fitzgerald Margo Messina Debbie Robins Delaware Melonie Fetterman Shelley Waite District of Columbia Washington, D.C. Nanette Duncan Heather M. Chambers s Shelly D. Hilzendeger Bob Landers Illinois Chicago Noemi Rosa Shanna Streeter s Katherine F. Gnapp Audrey Pengelly Maine Belfast Mary Tripp s Belinda Harrington Kate Todd Massachusetts Boston Jeanine Hall Michael R. Sherman Michigan Detroit Dominique C. Lucas Jennifer B. Cooley Teresa M. Debastiani Missouri Kansas City Danielle F. Robinson Cammie Gunnell Open St. Louis Emilie Moody Kimberly O'Neil Myra Mattingly North Carolina Greater Buffalo Lisa Bogart Susan M. Resetarits Long Island Carolina T. Schaefer Kathleen Flock Mary E. Lee Open New York Athena Ole Donna M. Mangubat Connie A. Verducci Ohio Cleveland Carrie McCoy Jeneen S. Marziani Columbus Alexandra Bonsteel Open Rhode Island Providence Theresa Daly Priscilla E. Aubourg s Donna J. Dailey William R. Tommins South Carolina Sherry Wescom s Kim A. Wilkerson Linda F. Woodside Tennessee Christina T. Smith Katlann Smith Diane F. Tate s Costa Rica Kenia Madrigal Artavia Maria Rivera Cespedes Sandra Penn Sims Mexico Mayte Inzunza Open Europe and Emerging Markets (ex Asia) London / England Emma Couper Angela F. Ratliff Fernando Vicario Asia Pacific Australia Tanya M. Irvine Adrienne Bloom Jim Barrett Lennard China Maggie Qiu Hong (Lily) Wu Ben Ko Hong Kong Puja Karki s Ben Ko Debbie Chin India Vertica Saxena Bhaswati Sinha Das

40 Overview Directory The Lesbian, Gay, Bisexual & Transgender (LGBT) Pride employee network provides education, advocacy and visibility for associates, customers and clients, and allies in support of the bank s goal of being the most admired company in the world. Our focus is a truly inclusive environment that encourages people to bring their whole selves to work. Mission To sustain and grow a premier global employee network for lesbian, gay, bisexual, transgender and ally employees, and to provide education, advocacy and visibility for employees, customers, clients and allies. Activities In 2012, Lesbian, Gay, Bisexual & Transgender Pride focused its efforts on workplace environment and community involvement. The highlight of its workplace environment initiatives is a training program created in collaboration with Out and Equal Workplace Advocates. The program focuses on LGBT diversity in the workplace, with the goal of educating and informing leaders and employees on the specific challenges faced by the LGBT community and employees, both inside and outside Bank of America. The programs include training exercises, a terminology Q & A, information on the Employee Non Discrimination Act and a panel of LGBT employees and their allies, sharing first hand experiences about the importance of an inclusive environment. In 2012, sessions were held in Maine, Calabasas and Wilmington, with additional events planned for LGBT Pride organizes the bank s participation at community Pride events, and there is typically strong employee turnout including over 500 participants at the Los Angeles parade in These events bring great positive attention to the bank; participants wear their red bank t shirts and carry signs promoting the bank s accomplishments in workplace inclusiveness, such as corporate equality, domestic partner benefits and the tax equalization credit. At some events the bank sets up a booth to take applications for new accounts and credit cards, and those signing up frequently tell volunteers that they had no idea the bank was so supportive of the LGBT community. In May 2012, Bank of America hosted the second annual Out on the Street, an all day LGBT leadership summit for the Wall Street community, focused on bringing senior LGBT leaders together to discuss vital issues, network and collectively set a forward looking LGBT agenda for Wall Street. Bank of America and Merrill Lynch were well represented at the summit: Brian Moynihan delivered the welcome remarks; Mark Stephanz, Vice Chairman, Global Financial Sponsors for Bank of America Merrill Lynch, moderated the opening plenary; Richard Linebaugh, Managing Director, Global Treasury Services, spoke on a panel discussion; and Alastair Borthwick, Managing Director and Co head of Global Capital Markets for Bank of America Merrill Lynch, hosted the closing cocktail reception. 4,600+ members Enterprise s Paula Dominick Justine Metz Mark Stephanz Enterprise Leaders Michael M Bloch Kevin England Crystal Goguen EMEA De Diego Giorgi Regional Leader for EMEA Daniel Docherty Contact Us U.S. [email protected] Europe and Emerging Markets (ex Asia) regional.diversity Through the diversity training that LGBT Pride does with Out and Equal Workplace Advocates, the bank demonstrates its belief that employees should be comfortable bringing their whole selves to work. There is definitely a financial benefit here for the bank people can give more to their jobs when they can be their true self at work. Crystal Goguen, Enterprise Leader, Lesbian, Gay, Bisexual & Transgender (LGBT) Pride LGBT Pride partners with The Trevor Project, an organization that provides resources to LGBT teens who are at risk of suicide. Through this partnership, LGBT Pride members have a variety of meaningful volunteer opportunities: answering letters from youth and calls on a teen suicide prevention hotline, participating in online Q & A forums, conducting workshops in schools and community organizations, and staffing events. Many of these opportunities are virtual, and are therefore available to Bank of America employees around the country.

41 Overview Directory U.S. Florida Maryland Ohio All/Virtual open s Aimee Broadhurst Daniel Docherty Arizona Phoenix Mike D. Ruiz Bobbi M. Reginato California San Francisco Juan G. Herrera Jessica Fisher Carlo Alfonso Ariel Sacote s Maxine (Max) Moir Chris Shepler Southern California Chapter (Los Angeles) Rick Frazier Erin V. Hanson Michael E.S. McCarthy San Diego, Orange & Inland Counties Dustin Lacasse Lauri Smith Steve Mahinfar Open Connecticut Mark R. Pappalardo Constantine (Dean) Andrews Delaware Delaware Valley Stacey Wishowsky Brendon Koronkiewicz Charlotte Simpson Jacksonville Chad Stuck Sarah Katz Anne Jimenez Anjali Besley South Florida Michael H. Kennis Gus Sinibaldi s Fabiola N. Brumley Jeff S. Ransdell Tampa Bay David Bauer Jim E. Martin Kathleen Koch Georgia Atlanta Metro Bradley J. Mallow William N. (Bill) Denton Mark A. Phillips Illinois Chicago Patrick Kubik Leslie Henry s C. John Mostofi Randolph T. Kohler Maine Nelson Charron Sarah Geroux s Andrew Weeks Theresa Andrews Baltimore Metro Joinette Smallwood Lana Hill Ann Balthis Massachusetts Boston Gerald Bligh Kristine R. Millet Gwendolyn A. Fetherston Michigan Melissa M. Summers Stacey L. Fabrie Lawrence G. (Larry) Kloth Sr. Nevada Las Vegas John Leveritt Katheryn (Dawn) Uri Matthew Bachman Johanna L. Blake New Jersey Ray A. Difrancesco Kevin F. Craine New York NYC Metro Karen Chang Mike Wilhelm s Alastair Borthwick Riley O. Etheridge Jr North Carolina Carolinas Chapter (Charlotte) Nick Hernandez Tamara K. (Tammy) Mangum Cleveland Janet Sassano s David P. Farrelly Meredith K. Sonby Columbus Joseph A. Lesko Michelle Baka s Johnathan L. Northup Meredith K. Sonby Pennsylvania Scranton Open Charlotte Simpson Rhode Island Sara Mello Adam A. Bonneville s William F. Hatfield Finale J. Norton Texas North Texas (Dallas) Andy Kivilaan Sheila J. Ford Rodney Ragland Rodney Ragland Virginia Sarah Vroman s Garrett Briggs Patrick J. McCallister Washington Pacific Northwest Chapter (Seattle) Michael J. Bailey s Garrett Briggs Patrick J. McCallister Latin America

42 Mission The Multicultural Leadership Network (MLN) is an Employee Network group based in the Europe and Emerging Markets (ex Asia) regions for ethnic and cultural minority employees and their colleagues/allies. It is a forum where employees within the region can exchange information, celebrate various cultures and discuss issues pertaining to working in a corporate environment. The group is a resource for ethnic minority employees and their colleagues as well as for others who are interested in this subject. Our members are committed to fostering an environment that accepts values, encourages diversity and celebrates the rich cultures that employees within the network bring to the organization. Contribute to our company's growth by continuing to recruit, develop and recognize ethnic/cultural leaders from the network Serve as cultural ambassadors, promote Bank of America Merrill Lynch in the community Attract and retain a multicultural workforce Create a community of associates in the Bank to collaborate on initiatives of common interest such as career development, leadership development, business development and community outreach Eliminate cultural barriers and bridge the Bank s corporate culture with the cultural values represented within the MLN Reflect the diversity of our communities and customers 450 members Enterprise s for EMEA Fabrizio Gallo Sajid Hussein Enterprise Leaders for EMEA Elena Palatnik Siddhartha Gandhi Contact Us Europe and Emerging Markets (ex Asia) [email protected] As a global company, building cross cultural synergies is necessary to our ongoing success. There is a lot we can learn from understanding and appreciating the different cultures of our colleagues and clients alike. Fabrizio Gallo, Enterprise Objectives Expand and communicate with members sharing information of interest and value Promote, support and develop talent in the Bank Increase the leadership skills of our associates through leadership opportunities and expanded responsibilities Mentor associates from the network Contribute to the development of the business by highlighting business opportunities Educate associates and business leaders about cultures represented in the MLN Support local lines of business and market leaders in their diversity and marketing objectives Become a voice of the Bank within our communities Provide a forum for associates to build their networks within the Bank We are fortunate at Bank of America Merrill Lynch to work with colleagues from all over the world. Such cultural diversity puts us on a stronger platform and provides opportunities for learning, creative thinking and building mutual respect. Sajid Hussein, Enterprise Activities Associate development: Provide a mentoring program where MLN members can be mentored by a senior leader or become a mentor to other team mates in either a group or individual setting Networking: Regularly scheduled roundtables with senior leaders, business presentations and other networking opportunities Recruitment: Working closely with the bank s recruitment team to attract diverse talent to the bank Communications: Provide ongoing communication and awareness of MLN through the quarterly newsletters and participation in community development events Community outreach: Provide opportunities for members to participate in community activities and serve on community boards

43 Overview Directory The Military Support & Assistance Group (MSAG) supports enterprise wide efforts to attract, effectively integrate, retain and develop veterans and friends. MSAG supports veteran focused activities, community involvement and the maximizing of veteran contributions that complement Bank of America s growth objectives. Bank of America has provided specialized services to military personnel since 1920 through our Military Veteran Staffing Initiative, our transition assistance partnership with the Veterans Administration in more than110 banking centers worldwide, and military focused support groups and philanthropic organizations nationwide. Mission To support efforts to attract, integrate, retain and develop military veterans and help maximize veteran contributions that complement Bank of America s growth objectives. MSAG chapters serve as a network for veterans and members of their families, active duty and reserve military personnel, and interested employees to work together on issues of common interest and support those affected by service in the armed forces. Activities The Military Support & Assistance Group started a transition sponsor program for reservists in When reservists employed by the bank are called to active duty, the program not only helps them transition to and from their role at the bank, but also helps their families while they re gone. So far, there are 100 volunteers in the program, and it s being used as a model for a new program to help military hires transition into the bank. 4,800 members Enterprise s Cassi Chandler Steve Tighe Enterprise Leaders Dayton Warfle John Weires EMEA Mark Clement Regional Leaders for EMEA Emma Couper Dominic Rutherford Contact Us Americas [email protected] Europe and Emerging Markets (ex Asia) [email protected] MSAG chapters have organized pro bono work on behalf of veterans and have taken part in the bank s home donation programs, with more than 100 homes donated to military and service members and their families to date. In business development, MSAG has used its insight and experience to consult on products and services that benefit military clients, especially in personal banking. The bank s leadership has shown extraordinary commitment to hiring and assisting reservists and veterans, and this commitment has extended to military families as well. An informal network of military spouses has merged with MSAG and brought new perspective on the needs of military families. For instance, if an employee s spouse is in the military and is transferred, the bank makes every effort to relocate the employee and provide assistance with the transition. MSAG members can quickly mobilize on behalf of employees either in the military or with family members in the military. For instance, the Jacksonville chapter learned that Linda Hernandez, an employee in collateral booking services, needed assistance when her husband, a U.S. Army reservist, was headed from Afghanistan to Bethesda for heart surgery. Linda and her family needed to travel to Bethesda for up to eight weeks. The MSAG leadership pulled together network and corporate support, raising over $1500 for Linda and her family and arranging a place for the family to stay through its external partner Fisher House, which offers housing for military families near VA hospitals. View Image Gallery The Military Support & Assistance Group has acted as an advisor to the benefits group on the needs of veterans and reservists. For instance, reserve members were using their vacation time when they were called back to duty that was not the goal of the bank. Now, the bank will continue their pay for up to 90 days when they re mobilized, with differential pay for a year, and will hold their jobs for up to five years. As far as I'm concerned, Bank of America provides the best benefits and workplace environment for reservists. John Weires, co chair, Military Support & Assistance Group

44 Overview Directory U.S. Florida Maryland North Carolina Arizona Phoenix Matt Kontje Edward Boatwright s Carlos Machado Marc Tubbs California Los Angeles Sean Gass Mishael Baskerville Mark Sutton Northern California John Szabo Kevin Broomhead Chris Leupold San Diego Rick Benito Julian Parra Connecticut Hartford Lisa McNulty Doug O'Donnell Kevin McDonnell Delaware Lan Dinh Ngo Kerry Ahern Olivia Fritz Cabot Williams Jacksonville Kristen Fife Kristen Mulrain Felix Mon Tampa Bay Gerald Partney Steve Wilson Jeff Cathey South Florida/Miami Robin Frost Frank Lacosta s Oscar Lanza Jim Chahine Georgia Atlanta Marsha Jens Norris Livingston Donald Carlton Augusta Eleanor Perry Marina Garabedyan David Van Lenten Ora Parish Illinois Chicago Brandy Carney James Holmes s Michael Voulgarelis Paul C Riley Maine Belfast Randy Elden Noreen Dow Baltimore/Washington DC Thaddeus Say Michelle Foy Larry Di Rita Massachusetts Boston Andrew D. Burns Scott Mabel Rob Declement Michigan / Indiana Scott Ward Cathy R. Patterson Larry Kloth Missouri St. Louis Thomas Krewson Scott Gaylord Maureen Bowman New York New York Chris Goodwin s Steve Tighe Paul Critchlow Charlotte Lisa Warfle Mike Wilcox Fayetteville (Eastern NC Chapter) Christina Didion Veronica McFalls Marcus Cox Ohio Krista Bridges Marge Bozzacco s John Zurbuch Eric Christman Rhode Island Luanne Breen Michael Iafrate John Cuddy Texas Dallas / North Texas Will Neinast Brandon Williams s Steven Mason Michael Armondo Virginia Norfolk Jason T. Collins Greg Marples Rebecca Siegel Richmond Jim Hall Jim Kelly Eric Kauders Brian J. King Virtual Charlee Ratliff Connie Bailey

45 Overview Directory The Native American Professional Network (NAPN) was launched in 2009 to aid in the recruitment and career development of American Indians and Alaska Natives at Bank of America. The group works to help to increase awareness of Native American business and cultural issues along with the representation of American Indians and Alaska Natives at Bank of America. Mission The mission of the NAPN is to enhance professional development opportunities for American Indian and Alaska Native employees. The NAPN also seeks to advance the bank s business opportunities in American Indian and Alaska Native communities. Activities The Southwest and Southern California chapters of the Native American Professional Network, located in Phoenix, Los Angeles and San Diego, have had great success with programs designed to provide financial education to Native American youth. These programs give NAPN members rewarding volunteer opportunities and establish closer ties between the bank and Native American communities. NAPN also focused on recruiting in The Northeast chapter was active in the All Ivy Native Council conferences, twice a year events that bring together representatives from all of the Ivy League schools. NAPN members have attended the conferences since 2005, participating in them as speakers, recruiters and sponsors. The events allow NAPN members to scout top talent for the bank, and also bring positive attention to the bank and its policies. For business development, NAPN members have developed a list of Tribal clients and accounts throughout the enterprise that will be used to build a coverage model for future wealth management activities. Members have also worked with product, legal, risk and compliance partners to deliver solutions that respect the unique nature of Tribal governments, and NAPN members regularly share best practices and leverage market knowledge with individuals across the enterprise seeking to do business with Tribes. 900 members Enterprise s Kim Hains Donald Plaus George Smith Enterprise Leaders Dawson Her Many Horses Samuel F. Murray Contact Us U.S. [email protected] The responsibilities of my leadership role in Native American Professional Network work well with my real job in the bank. In my current role supporting a large enterprise group, I m charged with bringing about more collaboration and more engagement with the larger organization. My experience with NAPN dovetails perfectly here I have skills and experience that I probably wouldn t have otherwise developed. Samuel Murray, co chair, Native American Professional Network Through these and other activities, NAPN doubled its membership and developed a higher profile within the bank.

46 Overview Directory U.S. California North Carolina New York All/Virtual Dawson Her Many Horses Samuel Murray Open LA/San Diego (Southern California Chapter) Elke Chenevey MaryAnn Lara Open Charlotte (Southeast Chapter) Josh Porter Open New York Chapter Jeff Carey Open Arizona Phoenix (Southwest Chapter) Manuelito Lanza Open

47 Overview Directory The Parents & Caregivers Network (PCN*) brings together employees with caring responsibilities for children, other family members and loved ones. This Global Diversity and Inclusion Organization supported network is a community of Bank of America employees who share resources and experiences and provide guidance and encouragement in support of their caring responsibilities. Mission PCN's mission is to help make Bank of America the employer and the financial services institution of choice by promoting a supportive environment for employees with children and other caring responsibilities. Provide support, information and resources for employees with children or other caring responsibilities Provide support and information concerning the adoption process Host events and initiatives which assist employees to manage work, family and other caring responsibilities Promote the bank s family friendly policies and benefits Influence the bank s policies and practices in support of employees who have family and other caring responsibilities The Parents & Caregivers Network provides employees with support or advice on a wide range of focus areas: adoption, single parenting, tweens & teens, special needs children and family members, elder care, work/life balance, stress management and more. The network helps employees learn about available benefits and resources within the bank and can also connect employees with external help when necessary. 756 members Enterprise s April Hicks Kristin Dugan Enterprise Leaders for Americas Kathy M Macmahon Meghan Wong Enterprise Leaders for EMEA Amanda Storrie Richard Speight s for Asia PAC Jim Barrett-Lennard - Australia Ben Ko - Hong Kong/China Allen Arakal - India Richard Maloney - Singapore Contact Us U.S. us [email protected] Europe and Emerging Markets (ex Asia) [email protected] Asia Pac [email protected] Parents & Caregivers Network is all about supporting the employees so they can fulfill their caring responsibilities at home as well as perform their job responsibilities at work we re there to help employees find balance in their lives. Kathy MacMahon, co chair, Parents & Caregivers Network

48 Overview Directory U.S. North Carolina Charlotte Kathy Macmahon Meghan Wong Jonathan Cruz s Kristen Dugan April Hicks Europe and Emerging Markets (ex Asia) UK London/England Amanda Storrie Richard Speight Lesley Kumar Asia Pacific Australia Anatoly Kirievsky Alicianne Bradsell Jim Barrett Lennard Hong Kong Mickie Lin Robert Cheng Catherine Lo Dorothy Fung Ben Ko Japan Young Kim Toru Kurihara TBD Korea Jong Hwan Kim Julia Lim Allen Arakal India Hemang Raval Abhinesh Gupta Allen Arakal Singapore Chris Snell Richard Maloney

49 Overview Directory The Young Professionals Network (YPN) seeks to create dialogue and awareness of the opportunities and challenges of a multi generational workplace for employees in Asia. The YPN prides itself on innovations and helps make opportunity possible for young teammates to gain access to career development, mentoring and role models. Mission Helping the bank attract, retain and mentor employees from the different generations in the workplace while paying attention to the employees who have recently joined the bank and industry. Activities The Singapore chapter of the Young Professionals Network which doubled its membership in 2012 hosted a Meet the Managers series, which gave employees the chance to meet senior leaders of the organizations. The June event focused on career management during challenging industry circumstances, while the September event, titled How Did I Get Here?", was a discussion on career development, leadership and changing perspectives on careers in banking. s for Asia PAC Jim Barrett-Lennard - Australia Ben Ko - Hong Kong/China Richard Maloney - Singapore Allen Arakal - India Contact Us Asia Pacific [email protected] Also in Singapore, the YPN chapter partnered with Toastmasters International to continue the activities of the internal Flagmasters club, with the goal of creating a training platform to help employees develop their communication and leadership skills.

50 Overview Directory Asia Pacific Australia Gerald Lundgren Susana Garcia Jim Barrett-Lennard China Paul Chen Zhang Haifan Ben Ko Hong Kong Leonard Lam Denise Wu Ben Ko India Sohit Kapoor Allen Arakal Singapore Sivakumar Manickavasaga Desmond Lim Caroline Leung Richard Maloney