Information Classification: Public

Diversity & InclusionPowering Sustained Engagement, Performance and Growth

G L O B A L D I V E R S I T Y & I N C L U S I O N

2 0 2 0 S T R A T E G Y

2 Information Classification: Public

“Homogeneity and more of the same is not a

strategy for continued leadership and growth. In

an increasingly diverse world, the future belongs

to the inclusive enterprise. That’s the challenge

we’re rising to, and why we are ensuring that

diversity and inclusion are interwoven into our

organizational culture.”

Todd Gibbons

Chief Executive Officer

3 Information Classification: Public

“For those who lead or aspire to lead, we owe it

to ourselves, our colleagues and our stakeholders

to bring an inclusive, world view to every

discussion and decision. We need to lead in a way

that includes everything and everyone, because a

breakthrough idea can come from anywhere or

anyone.”

Yau Cheng

Global Head Of Diversity & Inclusion

4 Information Classification: Public

Diversity & Inclusion | The Business CaseDiversity is our differentiating strength. We owe it to our stakeholders to harness every advantage to drive engagement,

performance and growth – and deliver a distinct BNY Mellon impact.

1Glassdoor, “What Job Seekers Really Think About Your Diversity and inclusion Stats,” 2014 | 2PwC, “Magnet for Talent,” 2017 | 3Bersin by Deloitte, “High-Impact Talent Management,” 2015 | 4Boston Consulting Group, “How Diverse

Leadership Teams Boost Innovation,” January 23, 2018 | 5 Center for Talent Innovation, “Innovation, Diversity and Market Growth,” September 1, 2013 | 6Accenture, “Getting to Equal: The Disability Inclusion Advantage,” 2018

T A L E N T

C L I E N T S

I N V E S T O R S

Drawn to inclusive workplaces where they feel they

belong and authenticity is valued

Expect us to innovate to help them better serve

increasingly diverse markets

Value D&I’s correlation to better business results,

financial returns and risk management

67%

2x

of job seekers said a diverse workforce is important

when considering job offers.1

Companies leading in disability inclusion are 2x as

likely to have higher shareholder returns.6

54%

21%

of women and 45% men, respectively, researched a

company’s D&I policies when deciding to accept a position.2

Gender and ethnically diverse companies are 21% and 33%

more likely, respectively, to outperform financially.5

70%more likely to capture new markets.5

1.7x Diverse and inclusive companies are more likely to

be innovation leaders in their market.3

75%more likely to implement new marketable ideas5

45%Generate up to 45% of total revenue from new,

innovative products/services.4

5 Information Classification: Public

Diversity means:

“Our differences that enable each of us to make

unique contributions.”

Inclusion means:

“A respectful, equitable and welcoming culture

where we feel we belong and our differences

enable us to thrive.”

6 Information Classification: Public

Our Mission and Strategy

BUSINESS IMPERATIVE

Build the best global team Set a high bar for our company

and our people

Ensure our culture is respectful,

equitable and fosters a sense of

belonging

Enable businesses to

optimize and differentiate

performance

DIVERSE TALENT MARKET LEADERSHIP

STRATEGY

INCLUSIVE CULTURE

Mission | Build and strengthen our culture with evidence that Diversity & Inclusion is a business imperative that powers

engagement, performance and growth, and increases value, competitiveness and positive impact across all our

stakeholders

7 Information Classification: Public

Culture and Engagement | Employee and Business Resource GroupsMaturing and evolving…creating value for our people and the enterprise.

• Company-sponsored

• Voluntary, grassroots

• Internal talent focus (primarily)

• Shared common interests

• Opportunities to network and support members

• Liaise with senior executives, upon request

• Company-aligned

• Executive engagement and ownership

• Cross-group teaming, enterprise scale

• Measurable business impact, client engagement

• Formalized governance

• Comprehensive strategy that drives business priorities and

goals

F R O M E R G T O B R G

8 Information Classification: Public

+1.7%+68.2%+6.9%+3.0%+7.6%-7.5%

Percentages above represent change in membership from YE2018 to YE2019

B N Y M E L L O N

employees is a

member of our E/BRGs

Employee and Business Resource Groups | Employee-Led Inclusion

9 Information Classification: Public

Board of Directors33%

New Hires40%

Senior Leaders29%

Global Workforce41%

Women Representation (Global)As of 31 December 2019

Glo

ba

l W

ork

forc

e

U.S

. W

ork

forc

e

New

Hire

s

Exe

cu

tive

Le

ad

ers

1

Se

nio

r L

ea

de

rs2

Mid

-Le

ve

l L

ea

de

rs3

Bo

ard

of D

irecto

rs4

41%

44%

40%

18%

29%

35%33%

• 1 “Executive Leaders” equates to the Executive Committee | 2 “Senior Leaders” include Managing Directors and Directors (S and M grades, inclusive of managers and independent contributors)3 “Mid-Level Leaders” include Vice Presidents (J, K and L grades, inclusive of managers and independent contributors) | 4 Total of 9 Directors, of whom 3 are women

10 Information Classification: Public

Ethnic/Racial Minority Representation (U.S.)As of 31 December 2019

• 1 “Executive Leaders” equates to the Executive Committee | 2 “Senior Leaders” include Managing Directors and Directors (S and M grades, inclusive of managers and independent contributors)3 “Mid-Level Leaders” include Vice Presidents (J, K and L grades, inclusive of managers and independent contributors) | 4 Total of 9 Directors, of whom 3 are ethnic minorities

35% U.S. Workforce

48% New Hires

W O R K F O R C E N E W H I R E S

33% Board of Directors4

B O A R D O F D I R E C T O R S

23.5% Executive Leaders1

(Executive Committee)

23.6% Senior Leaders2

E X E C U T I V E L E A D E R S S E N I O R L E A D E R S

32.4% Mid-Level Leaders3

M I D - L E V E L L E A D E R S

11 Information Classification: Public

Marketplace Recognition | D&I and HR Leadership

Brand Reputation | Strategic awards and accolades help increase brand visibility, position BNY Mellon as an employer of

choice and build pride among our people.

D I V E R S E TA L E N T M A R K E T L E A D E R S H I P

12 Information Classification: Public

T O L E A R N M O R E

To learn more about

Diversity & Inclusion at

BNY Mellon, visit:

www.bnymellon.com/diversity

13 Information Classification: Public

Disclosures & Disclaimers

BNY Mellon is a global investments company dedicated to helping its clients manage and service their financial assets throughout the investment lifecycle. Whether providing financial services for institutions, corporations or individual investors,

BNY Mellon delivers informed investment management and investment services in 35 countries. As of Dec. 31, 2019, BNY Mellon had $37.1 trillion in assets under custody and/or administration, and $1.9 trillion in assets under management.

BNY Mellon can act as a single point of contact for clients looking to create, trade, hold, manage, service, distribute or restructure investments.

BNY Mellon is the corporate brand of The Bank of New York Mellon Corporation (NYSE: BK) and may be used to reference the corporation as a whole and/or its various subsidiaries, generally. This material does not construe a

recommendation by BNY Mellon of any kind. The information herein is not intended to provide tax, legal, investment, accounting, financial or other professional advice on any matter, and should not be used or relied upon as such. The views

expressed within this material are those of the contributors and not necessarily those of BNY Mellon. BNY Mellon has not independently verified the information contained in this material and makes no representation as to the accuracy,

completeness, timeliness, merchantability or fitness for a specific purpose of the information provided in this material. BNY Mellon assumes no direct or consequential liability for any errors in or reliance upon this material.

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