Global Citizenship Report 2017

Recruiting for Diversity We are working to ensure that diversity is embraced through- out the hiring process at all levels of the organization. For managing director and director level hires, we are committed to diverse slates and aim to include at least one woman in our interviews and at least one woman or racial/ethnic minority in our interviews for U.S. hires. In 2017, 71 percent of interview slates for managing director and director roles included at least one diverse candidate. We have also continued to use diverse interview panels to promote a broader perspective on hiring decisions. In 2017, 72 percent of managing director level hires were interviewed by a panel with at least one diverse member. In the U.S., to further drive pay equity, several states have enacted laws prohibiting employers from asking prospective employees for their salary history as part of the recruiting process. Citi has not only met those requirements, but also no longer asks any prospective employees across all U.S. states and Puerto Rico for their salary history (including their bonus history). Recruiting Technology and Innovation The Citi Talent and Diversity, Human Capital Reporting and Analytics and Productivity teams worked together to create a holistic data dashboard that allows hiring teams and business leaders to take a data-driven, quantitative approach to hiring, retaining and promoting high performers from underrepre- sented groups at all levels. Whereas much of our diversity efforts were focused on director and managing director levels in the past, the new dashboard allows us to look at diversity gaps across the entire organization. Campus Recruiting and the Next Generation Campus recruiting is an important entry point into Citi for underrepresented groups. We continue to use an Early Identification Program for outstanding female and U.S. minority group talent through pre-interview mentor programs and accelerated interviews. Through the Early ID Program, the Citi Diversity Campus Recruiting team is able to focus on the best diverse talent for our Summer Analyst Program. For the 2017 analyst class, Citi hosted on-campus events in spring 2016 and began providing interview preparation and support in June. Thirty-seven students will be joining Citi in 2018 as summer analysts from that process. We increased female representation in our campus programs to 40 percent in 2017. This representation rate beat our four-year average of 29 percent. We are also beginning to leverage new diversity sourcing platforms so that underrepresented minori- ties are more likely to be included in our talent recruitment process in the U.S. Client and Supplier Diversity The value of diversity to our business extends throughout the value chain, from our employees to our clients and our suppliers. Our workforce reflects the diverse clients and communities we serve. Our clients are deeply engaged in issues related to diversity, and we invite them to participate in activities related to our shared interest. For example, our annual International Women’s Day events celebrate women and promote gender equality. In 2017, we hosted 238 related internal employee events in 100 cities across 75 countries. Additionally, we hosted a number of external events that drew over 1,500 clients. We have targeted increased participation of women-owned businesses in the supply chain as a goal in the coming years. In 2017, we partnered with WEConnect International, a global organization dedicated to the advancement of women-owned businesses and a Citi partner since 2016, to procure an additional $100 million from women-owned businesses over the next three years, especially from firms located in developing markets. The Citi Supplier Diversity Program was created to give maximum opportunity to diverse partners who meet our purchasing and contractual standards. The program works to 51% of our total employees globally are female (106,003 people) 45% of our U.S. workforce are minorities (30,250 people) 24% of our managing directors and directors globally are female (2,325 people) 27% of our U.S. managing directors and directors are minorities (1,330 people) 2017 WORKFORCE DIVERSITY HIGHLIGHTS Citi 2017 Global Citizenship Report 37 CONTENTS    INTRODUCTION    HOW WE DO BUSINESS     SOLUTIONS FOR IMPACT    APPENDICES Conduct and Culture    Digital Innovation    Talent and Diversity     Human Rights    Environmental and Social Risk Management    Operations and Supply Chain