Corporate Center 100 N. Tryon Street Charlotte, NC 28255 Phone: (800) 900-9000 www.bankofamerica.com Locations 6,149 offices worldwide The Stats Employees: 209,718 Revenue: $119.0 billion (FYE 12/07) Contact Information Monika Cox Senior Vice President, Global Corporate & Investment Banking Staffing Executive Diversity URL: www.bankofamerica.com/careers Strategic Plan and Diversity Leadership How does the firm s leadership communicate the importance of diversity to everyone at the firm? is committed to an inclusive work environment where every associate has the opportunity to succeed. We communicate in various ways, as diversity and inclusion is everyone s responsibility. Some of those channels include corporate intranet, e-mails, business-as-usual meetings, town hall meetings, internal TV broadcasts, diversity council meetings, lunch and learns, etc. We have a corporate global diversity and inclusion council. This is a 25-member senior leadership group that crosses all business lines. Each member is appointed to the council by Ken Lewis, chairman and CEO of. This council actively promotes diversity at the bank through various initiatives and helps set strategy and direction. Diversity business councils: Diversity business councils, or DBCs, are formed and sponsored by various lines of business throughout. DBCs help build skills and address diversity and inclusion issues within respective business groups. Council members are senior executives who focus on advising and influencing executive management on achieving business goals through diversity and inclusion. They also recommend strategies to promote diversity through inclusive associate recruiting, retention and development practices. Affinity Groups: s associate affinity groups are a vital part of the company s diversity and inclusion efforts. The affinity groups are informal, banksupported groups made up of associates who have a common identity along with 21
Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition others who support them. The groups meet periodically to network, mentor and encourage each other s development, leadership and success. By giving voice to diverse constituencies within the company and to customers like themselves, the groups assist with maintaining a fair and inclusive workplace. They also can enhance the bank s efforts to bring exceptional, targeted products and services to our customers, clients and shareholders. Team : Team diversity network is another area of the associate diversity network. It touches the lives of co-workers, customers and the neighborhoods around them. It is led by an inclusive group of associate volunteers who plan, organize and implement local events and meetings; participate in cultural activities in the community; exchange cultural information and network. This deepens understanding of and relationships with other associates, helps teach ways to build and encourage an inclusive environment in your business, discover common career issues facing associates across the company, and develop leadership, project management and communication skills through volunteering to plan network events or serving as a network officer We also go to various diversity recruiting conferences throughout the year to recruit top diverse talent. Who has primary responsibility for leading overall diversity initiatives at your firm? Brian Moynihan, global wealth and investment management executive, and global diversity and inclusion council chairman for ; and Geri Thomas, global consumer and small business banking staffing executive, and global diversity and inclusion executive for. Who has primary responsibility for diversity recruiting initiatives at your firm? Jose Garcia, diversity sourcing executive. Does your firm currently have a diversity committee? If yes, does the committee s representation include one or more members of the firm s management/executive committee (or the equivalent)? 22
Vault/SEO Guide to Investment Bank Diversity Programs 2009 If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firm s diversity initiatives in 2007? Total senior managers on committee: 25 Number of diversity meetings annually: Four (quarterly) We also have Team, diversity business councils and affinity groups. Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with management s priorities? Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, formal. How often does the firm s management review the firm s diversity progress/results? Monthly and quarterly. How are the firm s diversity committee(s) and/or firm management held accountable for achieving results? They have targets/goals for which they are responsible for regular progress updates. Are the members of the diversity committee or committees involved in diversity activities? If so, list and describe some of those activities. Executive sponsor of the affinity groups and diversity business councils as well as other councils throughout the organization. External organizations: TOIGO Forte SEO The Consortium 23
Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Recruitment of New Analysts and Associates ON-CAMPUS Please list the schools at which your firm recruits. Ivy League schools Public state schools Private schools Historically black colleges and universities (HBCUs) Hispanic serving institutions (HSIs) Other predominantly minority and/or women s colleges Do you have any special outreach efforts directed to encourage minority students to consider your firm? Hold a reception for minority students Conferences: NSHMBA and NBMBAA, among others Participate in/host minority student job fair(s) Sponsor minority student association events Firm s professionals participate on career panels at school Scholarships or intern/fellowships for minority students PROFESSIONAL RECRUITING What activities does the firm undertake to attract women and minorities? Partner programs with women and minority banking associations Conferences: National Society of Black Engineers (NSBE), National Association of Black Accountants (NABA), Association of Latino Professionals in Accounting & Finance (ALPFA), National Black MBA Association (NBMBAA), National Association of Hispanic MBA s (NSHMBA), Society of Women Engineers (SWE), IT Management Service Forum (ITSMF), National Association of Asian American Professionals (NAAAP), Executive Leadership Council & Foundation (ELC), National Association of Women MBA s (NAWMBA), Women Executives in Financial Services, Disabled Expo, Recruit Military Career Fairs, DISCO International, National Asian Pacific American Bar, The Consortium, GBLT Candidate Five Job Fair/Reaching Out MBA, Robert Toigo Foundation, Thurgood Marshall Leadership Institute Career Fair, National INROADS Alumni Association (NIAA), Asian Diversity Inc. Participate at minority job fairs 24
Vault/SEO Guide to Investment Bank Diversity Programs 2009 Seek referrals from other professionals Do you use executive recruiting/search firms to seek to identify new diversity hires? If yes, list all women- and/or minority-owned executive search/recruiting firms to which the firm paid a fee for placement services in the past 12 months: The bank does not release vendor information. Internships Summer Analyst Program BA Hires; Summer Associate Program MBA Hires Length of the program: 10 weeks Web site for internship information: www.bankofamerica.com/careers Affinity Groups Asian America Leadership Network Black Professional Group Disability Affinity Group LEAD for Women Hispanic/Latino Organization for Leadership and Advancement Pride Resource Group Team Diversity Mission Statement To actively promote an inclusive work environment where all associates have the opportunity to achieve personal success and contribute to the growth of our business. Additional Information At, we respect and value not only differences, but also diversity of viewpoint, experience, talents and ideas. We strive to empower all associates to excel on the job and reach their full potential, and reward and recognize associates based on performance and results. 25
Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition In addition to being the right thing to do, encouraging a diverse, inclusive workplace gives us the business advantage of understanding and meeting the needs of our diverse customers, clients and shareholders. Our diversity also provides fresh ideas and perspectives, which promote ingenuity. is proud to be a leader in supporting diversity and has been widely recognized for its progressive workplace practices and initiatives to promote inclusion We have gained the following recognition for our diversity efforts: accolades in 2008 DiversityMBA No. 1 for hiring diverse MBA grads accolades in 2007 DiversityInc magazine No. 1 company for diversity in Top 50 Companies for Diversity list No. 1 in the Top 10 Companies for Executive Women No. 1 for recruitment and retention No. 3 for Hispanics and GLBT employees No. 8 for Asian-Americans No. 6 on the Supplier Diversity list IT Senior Management Forum (ITSMF) 2007 Organization of the Year Jungle Magazine (publication targeted to MBA and college graduates) In an independent survey: Ranked as one of the top 20 preferred employer s by minority MBAs Top 10 among African-American respondents Top 20 among Asian-American respondents accolades in 2006 America s Top Corporations for Women s Business Enterprises One of 16 corporations recognized for companywide programs offering equal access for WBEs in competing for, and winning, corporate contracts for goods and services 26
Vault/SEO Guide to Investment Bank Diversity Programs 2009 DiversityBusiness.com (B2B Internet web site) One of the Top Organizations for Multicultural Business Opportunities DiversityInc magazine One of the top companies for diversity in its Top 50 Companies for Diversity list No. 5 in the Top 10 Companies for GLBT employees No. 8 in its Top Companies for Supplier Diversity list Savoy Professional Magazine In an annual independent study: Top Five Ideal Employers for African-Americans Black Enterprise magazine One of the 40 Best Companies for Diversity One of the 10 Best Companies for Supplier Diversity Also recognized s Managing Director, Deputy Head of Global Investment Banking Lewis Warren, Jr. as one of the 75 Most Powerful Blacks on Wall Street LATINAStyle magazine One of the top companies for recruiting, retention and advancement opportunities for Latinas. In 2005, No. 1 company for Latinas to work. Hispanic Business magazine No. 1 company for Hispanics in its Top 50 Companies for Hispanics ranking Hispanic Trends magazine Top 50 corporations for supplier diversity (second year) Human Rights Campaign 2006 Corporate Equality Index 100 percent score for its support of gay, lesbian, bisexual and transgender associates National Black MBA Association 2006 Company of the Year award for its commitment to recruiting, retaining and advancement opportunities for blacks in the workplace. National Minority Business Society Named as the top corporation 27
Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition U.S. Banker Global Risk Executive Amy Brinkley, and Global Technology Service and Fulfillment Executive Barbara Desoer named in its 25 Most Powerful Women in Banking issue Fortune magazine Global Risk Executive Amy Brinkley named as one of the 50 Most Powerful Women in Business The Wall Street Journal Global Risk Executive Amy Brinkley named as one of the 50 Women to Watch Women s Business Enterprise National Council (WBENC) One of America s Top Corporations for Women s Business Enterprises Working Mother magazine Recognized as one of the top companies for working mothers for 18 consecutive years. In 2006, was one of the first companies inducted into its Hall of Fame. 28