Citi

Our Mission:

Citi works tirelessly to serve individuals, communities, institutions and nations. With 200 years of experience meeting the world's toughest challenges and seizing its greatest opportunities, we strive to create the best outcomes for our clients and customers with financial solutions that are simple, creative and responsible. An institution connecting over 1,000 cities, 160 countries and millions of people, we are your global bank; we are Citi.

The Four Key Principles:

These are the values that guide us as we perform our mission.

Common Purpose One team, with one goal: serving our clients and stakeholders.

Responsible Finance^SM Conduct that is transparent, prudent and dependable.

Ingenuity Enhancing our clients' lives through innovation that harnesses the breadth and depth of our information, global network and world-class products.

Leadership Talented people with the best training who thrive in a diverse meritocracy that demands excellence initiative and courage.

We see diversity as a source of strength. Therefore, we have made it a priority to foster a culture where the best people want to work, where people are promoted on their merits, where we value and demand respect for others and where opportunities to develop are widely available to all - regardless of differences.

Our strategy focuses on four commitments:

• Employer of choice...for our employees
• Service provider of choice...for our clients
• Business partner of choice...for our suppliers
• Neighbor of choice...for our communities

Employer of Choice:

At Citi, we recognize diversity as one of our competitive advantages. In a global marketplace, it is imperative that an organization provide a wide range of ideas and solutions to its clients. A diverse workforce understands clients better and is more creative and innovative on their behalf. In turn, this can mean greater market share and greater returns for our shareholders. To seize this competitive advantage we must foster a workforce with different backgrounds, perspectives and ideas, and provide employees with a wide range of experiences and skills to develop to their full potential.

Citi serves clients from every walk of life, every background and every origin. Our goal is to have our workforce reflect this same diversity at all levels and our employee population be similar in composition to that in our local operating communities. Our strategy is designed around four pillars:

• Management Accountability: management is accountable for ensuring diversity plans are in place in their respective businesses and for measuring progress against these plans;
• Attracting Talent: we recruit through our partnerships with diverse organizations and by ensuring diverse candidates are included on candidate slates for new opportunities;
• Workforce Development: Citi's development and mentoring programs serve to ensure all individuals have an opportunity to grow and excel; and
• Work Environment: we strive to create an inclusive work environment where all our employees are treated with respect.

Our Diversity Operating Council, composed of senior diversity and human resources leaders from core businesses and regions, provides support and accountability. The Council

• regularly reviews progress against our diversity strategy;
• shares best practices across businesses;
• aligns diversity policies globally; and
• develops, promotes and executes global diversity initiatives through the business diversity councils, which focus on dimensions of diversity, including, among others, disability, ethnicity, gender, race and sexual orientation.

Our senior business managers develop diversity plans and are held accountable for progress against those plans. Annually we report progress against our goals to the full Board of Directors.

We recruit entry level employees from diverse backgrounds and strive to present a diverse pool of highly qualified candidates for management and professional opportunities. We build relationships with partners who can help us identify and recruit top talent. These partners include non-profit organizations and the career placement offices at select graduate and undergraduate schools. We also attend various conferences and recruiting fairs sponsored by associations representing diverse populations.

Our Code of Conduct prohibits discrimination and harassment. To foster a culture of acceptance and respect throughout Citi, we offer training to employees on topics such as "Championing Diversity," "Valuing Diversity and Inclusion at Citi" and "Leadership Through the Lens of Diversity."

We encourage employees to become involved as mentors and senior managers are encouraged to mentor employees and to seek out women and minority mentees.

Employee Networks

Citi networks are employee-initiated and -led groups, organized based on affinity and are open to all employees. These groups offer opportunities for networking, mentoring, coaching and community involvement. A key tenet - consistent with Citi's diversity strategy - is that they cross-network and are inclusive of others. One program that several networks are jointly sponsoring on an on going basis is "Learn the Business," a series of presentations to educate members about Citi's products, functions and operations and help them understand career development options.

Recognized networks include:

• African Heritage
• Asian Pacific Heritage
• disABILITY (focused on people with disabilities and the caregivers of people with disabilities)
• Hispanic Heritage
• Identity (employees from different nationalities)
• Military Veterans
• Native American Heritage
• Pride (focused on lesbian, gay, bisexual and transgender communities)
• Roots (multicultural)
• Women's
• Working Parents

At the beginning of 2010 there were 53 employee networks in a total of four countries - Canada, the Republic of Ireland, the U.K., and the U.S. - with a total of approximately 13,500 members. In 2009 the first Military Veteran's network was recognized in New York City.