Global Citizenship Report 2017

create mutually beneficial business relationships with diverse suppliers that strengthen the communities we serve and create value for our shareholders. For more information on our Supplier Diversity Program, see the Responsible Sourcing section of this report. In 2017, we also received the New York Law Journal ’s In-House Department of the Year Award for Diversity for the work Citi Legal has been doing to promote the diversity and inclusion agenda both at Citi and in the wider legal community, including our inaugural law firm Diversity and Inclusion Award. Through this award Citi recognizes one of our external law firm partners that demonstrates excellence among its peers through its efforts and achievements in furthering diversity and inclusion. Fair Employment Practices One of our most important strategic advantages at Citi is the wide range of cultures, backgrounds and perspectives that being in 160 countries brings to our work. Our global work- force is our greatest asset, and we strive to maintain an envi- ronment where opportunities to develop are widely available, where people are hired and advanced on their merits and where our employees treat each other with respect. We are fully committed to equal employment opportunity and comply with the letter and spirit of all laws regarding fair employment practices and nondiscrimination. For more information on fair employment practices, see the Human Rights section of this report as well as our Code of Conduct. Compensation Citi takes pride in offering competitive salaries across the regions in which we operate. We design our compensation program based on our Compensation Philosophy , which outlines the five primary objectives that our program and structures aim to achieve. Our approach to compensation also includes ensuring that entry-level employees receive compet- itive wages within the industry. We also offer employees the opportunity to take advantage of formal or informal flexible work arrangements, including part-time work and job sharing. We conduct a robust annual review of compensation, which includes multiple layers of reviews of compensation recom- mendations and pay equity analysis. 2017 Consolidated U.S. Employer Information Report (EEO-1) * Job Categories White Black or African American Hispanic or Latino Asian American Indian or Alaskan Native Native Hawaiian or Pacific Islander Two or More Races Females Executive/Senior Managers 77.9% 1.8% 5.3% 12.4% 0.0% 1.8% 0.9% 31.9% First/Mid-Level Managers 63.5% 5.4% 12.7% 17.3% 0.2% 0.2% 0.8% 39.8% Professionals 54.3% 7.1% 12.3% 24.9% 0.2% 0.2% 0.9% 41.8% Administrative Support 53.8% 16.4% 22.2% 5.6% 0.4% 0.3% 1.3% 72.1% All Others 50.3% 6.8% 23.4% 18.2% 0.3% 0.2% 0.9% 41.1% Totals 55.4% 10.4% 17.0% 15.7% 0.3% 0.2% 1.0% 53.1% CITI’S COMPENSATION PHILOSOPHY Align compensation programs, structures and decisions with stockholder and other stakeholder interests Reinforce a business culture based on the highest ethical standards Manage risks to Citi by encouraging prudent decision-making Reflect regulatory guidance in compensation programs Attract and retain the best talent to lead Citi to success *Data on race/ethnicity may not sum to 100% due to rounding. 40