Investment Bank Diversity Programs

THE VAULT/SEO GUIDE TO
INVESTMENT BANK DIVE R SITY PROG RAMS 2009 EDITION

is made possible through the generous support of the following sponsors:
Customized for: Kayin Barclay (KayinBarclay@gmail.com) Wilberforce University Online Career Library
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PROGRAMS
VAULT/SEO GUIDE TO
INVESTMENT BANK DIVERSITY
2009 Edition
VAULT/SEO GUIDE TO
INVESTMENT BANK DIVERSITY

PROGRAMS
2009 Edition
AMAN SINGH
and the staff of vault
2008 Vault.com Inc.
Copyright 2008 by Vault.com Inc. All rights reserved. All information in this book is subject to change without notice. Vault makes no claims as to the accuracy and reliability of the information contained within and disclaims all warranties. No part of this book may be reproduced or transmitted in any form or by any means, electronic or mechanical, for any purpose, without the express written permission of Vault.com Inc. Vault, the Vault logo, and The Most Trusted Name in Career InformationTM are trademarks of Vault.com Inc. For information about permission to reproduce selections from this book, contact Vault.com Inc., 75 Varick Street, 8th Floor, New York, NY 10013, (212) 366-4212. Library of Congress CIP Data is available. ISBN 13 : 978-1-58131-647-6 ISBN 10 : 1-58131-647-X Printed in the United States of America
ACKNOWLEDGMENTS
Many thanks to the members of the committee of representatives from top investment banks who helped us finalize this survey. Vault and Sponsors for Educational Opportunity would like to thank Martene Sinclair of Credit Suisse, Annemarie Yarwood of J.P. Morgan and Dimple Dhiman of Lehman Brothers for their help with this project. Vault is extremely grateful to Tonya Gayle of SEO for all her guidance and insight and Jessica Connell of Vault for her perseverance and patience. Vault would also like to acknowledge the support of our investors, clients, employees, family and friends. Special thanks also to all the diversity coordinators and communications representatives who helped with the guide. We appreciate your patience with our repeated requests and tight deadlines.
Table of Contents
INTRODUCTION 1
Letter from William Goodloe . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2 SEO Career Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4 How to Use This Guide . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6 Firms Invited to Take the Survey . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9 Vault/SEO Letter to Investment Banks . . . . . . . . . . . . . . . . . . . . . . . . . . . .10
Vault/SEO Investment Bank Diversity Survey . . . . . . . . . . . . . . . . . . . . . . .13
DIVERSITY PROFILES
19
Bank of America . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21 Barclays Capital . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .29 Blackstone Group, The . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .44 BMO Capital Markets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .47 Brown Brothers Harriman & Co. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .63 Capital One Financial Corporation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .68 Citi Markets & Banking . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .72 Cowen & Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .85 Credit Suisse . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .87 Deutsche Bank . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .99 Dresdner Kleinwort . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .106 Goldman, Sachs & Co. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .113 Houlihan Lokey . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .123 J.P. Morgan Investment Bank . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .127 KeyBank . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .138 Lazard Limited . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .148 Lehman Brothers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .150 Merrill Lynch . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .173
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Table of Contents
Morgan Stanley . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .180 National City Corporation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .194 Peter J. Solomon Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .202 Piper Jaffray . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .203 Raymond James Financial . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .204 RBC Capital Markets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .206 Robert W. Baird & Co. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .208 RSM EquiCo Capital Markets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .215 TD Securities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .218 UBS Investment Bank . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .223 Wachovia Corporation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .231 William Blair & Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .236
EMPLOYER DIRECTORY
239
ABN AMRO . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .240 Allen & Company, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .241 BNP Paribas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .242 Broadpoint Securities Group, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .245 Calyon . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .246 Cascadia Capital, LLC . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .250 CIBC World Markets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .251 Deloitte Corporate Finance LLC . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .255 Evercore Partners . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .256 FBR Capital Markets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .257 Gleacher Partners . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .259 Greenhill & Co. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .260 Jefferies Group, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .261 JMP Securities LLC . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .262 Keefe, Bruyette & Woods . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .263 Macquarie Group Limited . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .264
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Table of Contents
Nomura Holdings, Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .265 Rothschild . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .266 Royal Bank of Scotland Group, The . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .269 Sandler ONeil & Partners, L.P. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .270 Stephens Inc. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .271 Thomas Weisel Partners . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .274 Thrivent Financial for Lutherans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .276 WR Hambrecht + Co . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .278
ABOUT THE AUTHOR
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Introduction
Vault.com Inc. is proud to partner with Sponsors for Educational Opportunity (SEO), a top nonprofit organization that trains and develops talented minority youth for professional careers in business and industry, on the fourth annual edition of the Vault/SEO Guide to Investment Bank Diversity Programs. Vault and SEO make ideal partners to bring students, young professionals and educators the most recent, accurate and up-to-date information on investment bank diversity planning, representation, strategies and programs. For this fourth annual guide, 30 investment banks shared their actions and goals in the crucial area of corporate diversity in self-reported profiles. By participating in the guide, companies are not necessarily endorsing Vault or SEO, and there is no requirement that they be, have been or plan to be an SEO partner. Rather, they are expressing their commitment to, and appreciation of, the importance of diversity in the 21st century workplace. We also have included a directory of other top banks that chose not to submit a selfreported profile. The information in these directory entries is basic employment and, where publicly available, diversity information. Again, inclusion in the guide or the directory should not be taken as an endorsement of Vault or SEO. We thank all the participants who participated in the fourth annual Vault/SEO Guide to Investment Bank Diversity Programs and we hope that its readers will find it instructive and useful in evaluating and benchmarking potential employers, peers and partners.
The Editors Vault, Inc.
Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Introduction
Letter from William Goodloe

Dear Reader, In the last few decades, the mission to increase diversity in investment banking has grown from a small, uncertain enterprise to a mainstream practice integral to the recruitment strategies of the leading firms on Wall Street. At SEO, we have been invested in this mission for 28 years, and it is with delight and pride that we present the fourth annual edition of the Vault/SEO Guide to Investment Bank Diversity Programs. The SEO Career Program was founded in 1980 with the support of a number of Wall Street visionaries, in particular John Whitehead, then co-chairman of Goldman Sachs. That first summer, we started small, placing 11 minority interns with four banks. We had no guarantee of successin fact, many doubted whether our interns would be prepared to succeed in the competitive atmosphere of investment banking.
By the end of that summer, all 11 interns received full-time job offers from their firms. Since then, the SEO Career Program has grown beyond our expectations to become Wall Streets single largest source of recent college graduate hires at the analyst level. In 2008, the Career Program screened over 5,000 applicants and selected, trained, and placed 264 interns of color from 104 colleges at 13 investment banks in New York and Hong Kong. If the previous year is any guide, these interns will receive full-time job offers from their firms at virtually the same rate as students recruited directly by the firms from the best colleges in the nation. Although diversity recruitment can truly be said to have entered the mainstream of corporate thinking, much progress remains to be made. The Vault/SEO Guide to Investment Bank Diversity Programs will provide an invaluable source of information to both firms and students alike. With this guide, firms will be able to examine the diversity programs and initiatives of their fellow firms, share best practices and use the information gathered here as a benchmark against which to measure their own diversity efforts. Copies of this guide will also be available at colleges across the nation, allowing talented students of color who are considering a career in the field to make informed decisions in applying for internships and full-time jobs. The number of talented students across the nation is greater than any single organization can hope to reach. This guide will be crucial in expanding the information available to all interested firms and students everywhere.
Vault/SEO Guide to Investment Bank Diversity Programs 2009 Introduction
Finally, if your company is seeking to expand its diversity efforts, we at SEO will be happy to explore how partnering with us can be an effective way to bring highly talented and motivated interns of color into your firm. In addition, to augment your lateral hiring efforts, we can help you reach more than 5,000 SEO alumni who have gained valuable training and experience at our nations most successful investment banks. Details on how to contact SEO are included in this directory. For all of us dedicated to building and strengthening diversity programs in investment banking, this guide will be a great resource. We hope you enjoy it. Sincerely,
William A. Goodloe President, SEO
SEO Career Program
SPONSORS FOR EDUCATIONAL OPPORTUNITY (SEO) is the nations premier summer internship program for talented students of color. The SEO Career Program has expanded from 11 interns placed at four investment banks in 1980 to serving hundreds of exceptional students of color annually. SEO interns are placed in seven of the nations most competitive industries, including investment banking, corporate law, asset management, global corporate finance, information technology, accounting and philanthropy. Since its inception, the SEO Career Program has placed nearly 5,000 black, Hispanic/Latino, Asian and Native American students in rigorous internships leading to full-time job offers. In recent years, more than 80 percent of SEO Career Program interns have received job offers from SEO partner firms after their internships. The SEO Investment Banking Program continues to grow. In 2008, 264 SEO interns were placed in summer analyst positions in corporate finance, sales & trading, research, asset management, and public finance in New York, Stamford, Ct., and Hong Kong. SEO now has 13 investment banking and asset management partners: Bank of America, Barclays Capital, Blackrock, Citi, Credit Suisse, Deutsche Bank, Goldman Sachs, JPMorgan, Lazard Limited, Lehman Brothers Inc., Merrill Lynch, Morgan Stanley and UBS. The orientation and training that SEO Career Program interns receive prepares them to not only meet, but exceed, their greatest expectations for professional performance and personal growth during their summer internships. SEO partners with Almaris ELearning Systems and Zoologic which provide online modules on the Time Value of Money, Securities Markets, Equity Valuation, Corporate Finance, the Fundamentals of Economic Indicators and the Derivation of Financial Statements, Training the Street which provides live instruction in financial modeling and valuation, and Dealmaven which provides both live and online instructions in building integrated financial statements using Excel best practices, as well as renowned professors from
the best business schools in the country, to offer interns a comprehensive skills based training program before their internships begin. In addition, the SEO Summer Seminar Series, featuring presentations by the CEOs and presidents of SEOs investment banking partners, offers interns the chance to meet, learn from and stay in contact with managing directors, partners and recruiting officers from SEO partner firms. Mentoring and alumni support are also integral to the success of the SEO Career Program. SEO provides industry and alumni mentors to all of its interns, who help students navigate through their industry, overcome specific job challenges, balance professional and personal concerns and convert their internships into full-time job offers. In addition, SEO Career Program interns graduate into a powerful network of thousands of SEO alumni in 43 states and 30 countries. SEO alumni are not only thriving professionally but serving their communities as board members, financial contributors, mentors and volunteers. Combined, these resources put SEO interns on the fast track to some of the most financially and personally rewarding career opportunities in the world. For more information on the SEO Career Program, please visit our web site at: www.seo-usa.org. To explore joining SEO as a corporate partner, please contact Barbara Berliner, executive director of the career programs, at (646) 435-9595 or via email at bberliner@seo-usa.org.
How to Use This Guide

Over the past few years, most U.S. companies have devoted increasing resources to diversity initiatives, as well as to the management and administration of these efforts. Nearly all have developed their own unique approach and method of administration. This book was developed to provide students with the essential objective information necessary to meaningfully evaluate investment banks diversity initiatives and programs, as well as to allow investment banks to benchmark their efforts against their peer firms. We hope that the information contained within this guide will enable students to match their interests and career objectives with an appropriate company. The guide format presents the same information for all banks in a user-friendly way, addressing the degree to which several widely-recognized best practices are being incorporated into each banks diversity program. The complete survey sent to each company is printed in the guide. In cases where a bank did not respond to a question, the unanswered question is not reprinted in that banks profile; that question is simply left out. For questions where banks had the option of choosing one or more options to answer a question, we listed the choices the bank chose; to see which answers the bank did not choose, you can refer to the full text of the survey. We encourage you to use the information in the guide as a springboard to ask constructive questions and open a dialogue that will empower you to define your relationship with each bank. For students evaluating potential employers, you may want to consider whether the banks efforts measure up to your personal goals and developmental needs. If a bank was invited but chose not to participate, that bank was included in the directory at the back of this book with basic hiring contact information, and, where available, diversity information from the banks web site. Inclusion in this directory should not be taken as approval of the guide. The survey was developed with the advice and assistance of representatives from three investment banks (Credit Suisse, J.P. Morgan and Lehman Brothers).
Definitions The survey refers to full-time or permanent exempt employees in the U.S. Entrylevel college graduate hires are new full-time, professional hires made directly from undergraduate institutions. Exempt employees are employees who are not temporary, hourly or contract. For this survey, diversity is defined as male and female minorities and white women but does not include gay and lesbian employees. For this survey, minorities are
defined as those whose race is other than white/Caucasian (e.g., AfricanAmerican/black, Latino/Hispanic, Asian and Native American).
Firm Contact Info This section contains basic information, including the contact person for diversity hiring. Offices and revenue, also in this section, give a sense of the size of the banksome would-be bankers prefer larger banks, while others prefer more intimate boutiques.
Strategic Plan and Diversity Leadership Once a bank has committed to work at being more diverse, there are various ways in which the bank can advance that commitment. It may be helpful for the reader to pay attention to what steps the banks management has taken to communicate its diversity commitment widely and to develop a clear action plan for progress. Is diversity progress a goal that has been set with bank-wide responsibility and accountability? Do diversity leaders have a voice on management issues? You can begin to explore some of those issues in this section.
Recruitment Heres where you find out how to get hired at the bank of your choice. This section contains useful information on schools at which the bank recruits (for new analysts) as well as other outreach efforts, including participation in conferences, career panels and scholarship programs. Similar information is available for professional hires, as well as insight on whether the bank uses women and/or minority-owned executive search firms to make hires.
Internships Internships are a key way to be hired by any top investment bank. This section describes the type of internship programs (there may be more than one) offered by the bank, as well as contact information.
Scholarships Many banks offer special scholarship programs for qualified minority students. For banks that offer scholarships, youll find the details, including the amount offered, the deadline to apply and contact information.
Affinity Groups If youre thinking of joining a bank, either as a new analyst or a more experienced associate, you may wish to join an affinity group or employee network, which is an internal organization that addresses the needs and interests of specific minority groups (sometimes including women and gays, lesbians, bisexuals and transsexuals).\
Entry-Level Programs/Full-Time Opportunities/Training Programs Looking for a place to work after graduation may differ from the place where you did your internship. This section gives an overview of the type of entry-level positions at the bank, including training and any kind of educational perks (like tuition reimbursement).
Diversity Mission Statement

Many banks have a kind of guiding credo that shapes their approach to employment diversity issues; youll find it in this section (if the bank has one).
Additional Information This section of the banks diversity profile is comprised of a narrative composed by the bank. There were no requirements regarding what had to be addressed (although we admit to having made a few suggestions). This section offers a great place for the bank to elaborate on some of its answers to the survey questions. In conclusion, we hope that this book assists you in identifying banks that are a good match to your diversity values and needs. Remember, although you can get a quick impression by flipping through these pages and looking at diversity program overviews, and yes/no responses, the most important factor is the commitment of the bank to diversity goals. We hope you find what youre looking for in this guide.
Firms Invited to Take the Survey

ABN AMRO Holdings Allen & Company Bank of America Barclays Capital Blackstone Group BMO Capital Markets BNP Paribas Broadpoint Securities Brown Brothers Harriman & Co. Calyon Securities
J.P. Morgan Investment Bank Keefe, Bruyette & Woods KeyBank Lazard Limited Lehman Brothers Macquarie Group Limited Merrill Lynch Morgan Stanley National City Corporation Nomura Securities Peter J. Solomon Company Piper Jaffray & Co. Raymond James Financial RBC Capital Markets Robert W. Baird Rothschild Royal Bank of Scotland RSM EquiCo Sandler ONeil & Partners LP Stephens Inc. Thomas Weisel Partners Thrivent Financial for Lutherans TD Securities UBS Investment Bank Wachovia Securities William Blair & Company, LLC WR Hambrecht + Co.
Capital One Cascadia Capital LLC CIBC World Markets Citi Markets & Banking Cowen & Company Credit Suisse Deutsche Bank Deloitte & Touche Dresdner Kleinwort Evercore Partners FBR Capital Markets Gleacher Partners Goldman Sachs Greenhill & Co. LLC Houlihan Lokey Jefferies & Company, Inc. JMP Securities LLC
Vault/SEO Letter to Investment Banks
Survey Introduction Welcome to the fourth annual Vault/SEO Guide to Investment Bank Diversity Programs (2009 Edition). In anticipation of questions and comments regarding this survey, we have prepared the following instruction sheet to guide you. Of course, if you still have questions, please do not hesitate to contact us at the phone numbers and e-mail addresses below.
The Process Participation is entirely free of charge. We ask that a representative or group of representatives from your firm complete the attached questionnaire (in MS Word format) within the next eight weeks. You are free to skip any question that you do not wish to answer, but we encourage you to be as thorough as possible. Please note that each firm should complete and return only one questionnaire. Do not handwrite or PDF survey responses. Please e-mail the completed questionnaire to Aman Singh at asingh@vault.com. Please contact SEOs SVP Julian Johnson, at (646) 435-9572 or jjohnson@seo-usa.org, Vaults Project Editor Aman Singh at (212) 366-4212 ext. 213 or asingh@vault.com, or Marcy Lerner, Vaults VP of Content, at (212) 366-3724 or mlerner@vault.com with any questions.
The Timeframe We ask that you please return the completed questionnaire no later than Friday, March 7, 2008. We appreciate your cooperation.
Distribution The Vault/SEO Guide to Investment Bank Diversity Programs will be distributed free of charge to every bank that submits a completed survey, to over 1,000 former and
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current SEO interns, and to the undergraduate career office of approximately 500 colleges and universities in the United States. The guide will also be sold through college and university bookstores and on the Internet. Excerpts from the Guide will also be available free at www.vault.com. At no additional charge, moreover, the entire Guide will be available to Vault Gold subscribers and to the 500-plus colleges and universities worldwide that have subscribed to the Vault Online Career Library.
Instructions Format 1. You may opt not to answer any question on the survey. 2. Please provide all answers in Word via e-mail. Do not fax or PDF your completed surveys. Global Definitions 1. The survey refers to full-time or permanent exempt employees in the U.S. Entrylevel college graduate hires are new full-time, professional or white-collar hires made directly from undergraduate institutions. Exempt employees are employees who are not temporary, hourly or contract. 2. For this survey, diversity is defined as male and female minorities and white women but does not include gay and lesbian employees. 3. For this survey, minorities are defined as those whose race is other than White/Caucasian (e.g., African-American/Black, Latino/Hispanic, Asian and Native American). Section I. For locations, please list all worldwide locations with an investment bank function. Section VI. Though this survey does not include GLBT employees for the purposes of minority definition, you may choose to list any GLBT affinity groups in this section. Section IX. More detail on diversity scholarships for interns, co-ops or entry-level college hires More detail on part-time/flex-time programs More detail on the workings of your diversity committee The names of the minority associations with which you have relationships and the nature of those relationships List and description of diversity awards and honors
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How the firm has communicated to partners the link between diversity and business success If the firm provides financial support or services to minority public interest organizations and if so, the name of those organizations The nature and scope of the firms Equal Employment Opportunity and Prevention of Harassment policy If the firm ties progress on diversity initiatives to compensation in any way
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VAULT/SEO INVESTMENT BANK DIVERSITY SURVEY

I. Firm Contact Info Contact Person: ____________________________________ Title:_____________ Campus & Lateral Diversity Recruiting Leader (name & title): ___________________________________________________________________ Firm Name: ___________________________________________________________________ Address: ___________________________________________________________________
City: ____________________________ State: ___________ Zip: ______________ Phone: _______________ Fax: _______________ E-mail: ___________________ Office Locations (worldwide): ___________________________________________________________________ 2007 Revenues (U.S.) _________________ Total (Worldwide) ________________ Web site address for diversity ___________________________________________ II. Strategic Plan and Diversity Leadership 1.How does the firms leadership communicate the importance of diversity to everyone at the firm? (e.g., e-mails, web site, newsletters, meetings, etc.) ___________________________________________________________________ ___________________________________________________________________ 2. (a) Who has primary responsibility for leading overall diversity initiatives at your firm? Name of person and his/her title: ______________________________________________________________ (b) Who has primary responsibility for diversity recruiting initiatives at your firm, if different from (a)? Name of person and his/her title: _____________________________________________________________
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3. (a) Does your firm currently have a diversity committee?
Yes
No
(b) If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes No (c) If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007?) Total senior managers on committee: _______ Number of diversity meetings annually:________________________________ (d) If you have more than one diversity committee, please list. _____________________________________________________________ 4. Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes No Partially (explain): _____________________________ 5. Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, formal Yes, informal No 6. (a) How often does the firms management review the firms diversity progress/results? Monthly Quarterly Twice a year Annually Does not review/measure progress/results Other, please specify ____________________________________________ (b) How is the firms diversity committee(s) and/or firm management held accountable for achieving results? _________________________________
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7. Are the members of the diversity committee or committees involved in diversity activities? If so, list and describe some of those activities.
III. Recruitment of New Analysts and Associates On-campus 8. Does your firm annually recruit at any of the following types of institutions? (Check all that apply and list the schools). Ivy League schools:_____________________________________________ Public state schools:______________________________________________ Private schools:_________________________________________________ Historically Black Colleges and Universities (HBCUs):_________________ Hispanic Serving Institutions (HSIs):________________________________ Native American Tribal Universities: ________________________________ Other predominantly minority and/or womens colleges: ________________
9. Of the schools that you listed above, do you have any special outreach efforts directed to encourage minority students to consider your firm? Hold a reception for minority students Conferences Please list ____________________ Advertise in minority student association publication(s) Participate in/host minority student job fair(s) Sponsor minority student association events Firms professionals participate on career panels at school Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Other, please specify ____________________________________________
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Professional Recruiting 10. What activities does the firm undertake to attract women and minorities? Partner programs with women and minority banking associations Conferences Please list__________________ Participate at minority job fairs Seek referrals from other professionals Utilize online job services Other, please specify _______________________________________ a. Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes No b. 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:________________________________________________________ ______________________________________________________________ 11. Who is the person in charge of attracting women and minorities to the firm for lateral recruiting?
IV. Internships For the following section, please repeat this template as necessary if you have more than one internship, including those primarily aimed at minority undergraduate students.
Name of internship program ________________ (ie, summer analyst program, SEO program) Deadline for application for the internship __________ Number of interns in the program in summer 2007 ________ Pay ($US) _____________ (indicate if by week, by month, or for entire program) Length of the program (in weeks) _________________ Percentage of interns in the program who receive offers of full-time employment __________ Web site for internship information ________________
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Please describe the internship program, including departments hiring, intern responsibilities, qualifications for the program and any other details you feel are relevant.
V. Scholarships For the following section, please repeat this template as necessary if you have more than one scholarship aimed at minority undergraduate students. Name of scholarship program ___________________________ Deadline for application for the scholarship program _________________ Scholarship award amount ______________________ Web site or other contact information for scholarship ___________________ Please describe the scholarship program, including basic requirements, eligibility, length of program and any other details you feel are relevant.
VI. Affinity Groups For the following section, please repeat this template as necessary if you have more than one affinity group at your organization. Name of affinity group ________________________________________________ Name of affinity group leader____________________________________(optional) Contact information or web site address for affinity group and/or leader ___________________________________________________________________ Please describe the affinity group, including its purpose, how often it meets, web site, etc.
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Vault/SEO Guide to Investment Bank Diversity Programs Introduction
VII. Entry-Level Programs/Full-Time Opportunities/Training Programs For the following section, please repeat this template as necessary if you have more than one full-time, entry-level, rotational or training program at your organization. Name of program_____________________________________________________ Length of program____________________________________________________ Geographic location(s) of program_______________________________________ Please describe the training/training component of this program
Please describe any other educational components of this program (i.e., tuition reimbursement, mentorship)
VIII. Diversity Mission Statement Please provide your companys diversity mission statement if applicable.
IX. Additional Information In a narrative of 500 words or less, please provide any additional information regarding your firms diversity initiatives that you wish to share.
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DIVE RSITY PR OFILES
INVESTMENT BANK DIVERSITY PROGRAMS
Bank of America
Bank of America Corporate Center 100 N. Tryon Street Charlotte, NC 28255 Phone: (800) 900-9000 www.bankofamerica.com
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
Locations
6,149 offices worldwide
Strategic Plan and Diversity Leadership

How does the firms leadership communicate the importance of diversity to everyone at the firm? Bank of America 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 everyones 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 Bank of America. 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 Bank of America. 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: Bank of Americas associate affinity groups are a vital part of the companys diversity and inclusion efforts. The affinity groups are informal, banksupported groups made up of associates who have a common identity along with
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Bank of America
others who support them. The groups meet periodically to network, mentor and encourage each others development, leadership and success. By giving voice to diverse constituencies within the company and to customers like themselves, the groups assist Bank of America with maintaining a fair and inclusive workplace. They also can enhance the banks efforts to bring exceptional, targeted products and services to our customers, clients and shareholders. Team Bank of America: Team Bank of America 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 Bank of America; and Geri Thomas, global consumer and small business banking staffing executive, and global diversity and inclusion executive for Bank of America. Who has primary responsibility for diversity recruiting initiatives at your firm? Jose Garcia, diversity sourcing executive. Does your firm currently have a diversity committee? Yes. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Bank of America
If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? Total senior managers on committee: 25 Number of diversity meetings annually: Four (quarterly) We also have Team Bank of America, diversity business councils and affinity groups. Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes. 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 firms management review the firms diversity progress/results? Monthly and quarterly. How are the firms 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? Yes. 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
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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 womens 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 Firms 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 MBAs (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 MBAs (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
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Seek referrals from other professionals Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes. 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 ProgramBA Hires; Summer Associate ProgramMBA 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 Bank of America

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 Bank of America, 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.
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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. Bank of America 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: Bank of America accolades in 2008 DiversityMBA No. 1 for hiring diverse MBA grads Bank of America 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 Bank of America as one of the top 20 preferred employers by minority MBAs Top 10 among African-American respondents Top 20 among Asian-American respondents Bank of America accolades in 2006 Americas Top Corporations for Womens 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
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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 Bank of Americas 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 Bank of America as the top corporation
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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 Womens Business Enterprise National Council (WBENC) One of Americas Top Corporations for Womens Business Enterprises Working Mother magazine Recognized as one of the top companies for working mothers for 18 consecutive years. In 2006, Bank of America was one of the first companies inducted into its Hall of Fame.
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Barclays Capital
200 Park Avenue New York, NY 10166 Phone: (212) 412-4000 Fax: (212) 412-6795 www.barcap.com
Diversity Leadership
Mark Kurman Head of Diversity, Global Alison Lipman Diversity Manager, Americas
Locations
London (HQ) Additional offices in: Europe, Middle East and Africa: Amsterdam, Birmingham, Dubai, Dublin, Frankfurt, Geneva, Johannesburg, Lisbon, Lugano, Madrid, Manchester, Milan, Munich, Paris, Reading, Zurich
Employment Contact
Jennie Ashley Diversity Recruiter, Americas
Americas: Boston, Calgary, Chicago, Los Angeles, Mexico City, Miami, New York, Portland, San Francisco, So Paulo, Washington DC, Whippany Asia Pacific: Bangkok, Beijing, Hong Kong, Jakarta, Kuala Lumpur, Labuan, Mumbai, Seoul, Shanghai, Singapore, Sydney, Taipei, Tokyo

How does the firms leadership communicate the importance of diversity to everyone at the firm? When we talk about our people, the firm embeds diversity into the conversation. Additionally, Managing Director, U.S. Compliance and Chairperson of the U.S. Diversity Committee, Erin Mansfield is one of the primary communicators of our commitment to diversity. She and Michael Evans, head of global HR (see below), are responsible for ensuring that diversity is part of Barclays Capitals culture and that it is incorporated in the day-to-day business activities at the firm. The importance of diversity is further communicated through our diversity committee, employee networking groups and sponsorships. Employees can access
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Barclays Capital
information via the diversity intranet, e-mails and monthly diversity and employee networks group meetings. Who has primary responsibility for leading overall diversity initiatives at your firm? As the head of global human resources, Michael Evans leads the primary business group responsible for supporting and facilitating all the efforts of the individuals in diversity initiatives throughout the firm. Who has primary responsibility for diversity recruiting initiatives at your firm? Our U.S. diversity team consists of Jennie Ashley, diversity campus recruiter and Alison Lipman, diversity manager. They are responsible for ensuring that diversity related recruiting initiatives are integrated into campus recruiting, experienced hiring, and the overall firm agenda. They regularly reinforce our commitment to diversity with our partners and review how their performance contributes to furthering our diversity agenda. Tara Udut, head of campus recruiting, Americas, and her group work with regional campus recruiting committees as well as targeted campus teams to ensure that diversity is an important business consideration. Each team has an executive charged with ensuring specific focus on diverse student representation. Does your firm currently have a diversity committee? Yes. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes, the committee consists of senior representation from all areas of the firm. If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? Total senior managers on Committee: 10 Number of diversity meetings annually: 12, held once a month Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes, we use a model that focuses our initiatives along three key work streams recruit, develop and retainwith a designated senior manager responsible for progress along each stream.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Barclays Capital
Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, formal. To reiterate, a broad range of staff are committed to initiatives within each of three major work streams. How often does the firms management review the firms diversity progress/results? The U.S. diversity committee meets monthly. Are the members of the diversity committee or committees involved in diversity activities? Yes. If so, list and describe some of those activities. Our management team is active in ensuring that diversity is integrated into the way we do business on a daily basis (i.e., people, policies and practices).
Diversity council members take a leadership/champion role in diversity initiatives (e.g. recruitment, development, etc.) and networking group activity.
Recruiting of New Analysts and Associates

ON-CAMPUS
Please list the schools/types of schools at which you recruit. Barclays Capital actively recruits at the below institutions as well as has strong partnerships with organizations such as: Emerging Leaders, INROADS, NSBE, SEO, SWE, The Consortium, Reaching Out MBA, the NMBAA NYMetro Chapter, and Robert Toigo Foundation. Ivy League schools Public state schools Private schools Historically black colleges and universities (HBCUs) Hispanic serving institutions (HSIs) Other predominantly minority and/or womens colleges
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Do you have any special outreach efforts directed to encourage minority students to consider your firm? Hold a reception for minority students Conferences Advertise in minority student association publication(s) Sponsor minority student association events Firms professionals participate on career panels at school Outreach to leadership of minority student organizations
What activities does the firm undertake to attract women and minorities? Partner programs with women and minority banking associations Conferences Seek referrals from other professionals Utilize online job services Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes.
Internships
Barclays Capital Summer Program Deadline for internship application: January 31, 2009 Web site for internship information: www.barcap.com/campusrecruitment The Barclays Capital Summer Program is designed to provide summer analysts with broad exposure to the Barclays Capital businesses. This program consists of practical work assignments and various other learning opportunities throughout the summer. Through a variety of activities, summer analysts will have the opportunity to network with line professionals and with their peers. The goal of the summer program is to enable the summer analysts to achieve a solid understanding of the strength and capabilities of our global platform, its businesses and its culture. Specific details of the program include: 10-week summer program beginning in early June and ending in early August Day One orientation in an effort to get you acclimated to Barclays Capital
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Technical training (Excel, Bloomberg), communication skills and business-specific training Product knowledge sessions taught by line professionals Social and networking opportunities throughout the summer Mentors provided for all summer analysts Training Barclays Capital believes strongly in giving our graduates the opportunity to grow and develop over their career, and building a strong foundation is the key to making this successful. Our program is designed to provide a broad overview of investment banking and of the position and involvement of Barclays Capitals business and its products. It gives participants a solid grounding in key technical competencies and the skills required to perform in their specific role. Additionally, it is a critical way to embed the graduates into the culture of the firm, while creating a cohort of participants who will continue to network with each other throughout their careers with the organization. This initial training creates a strong platform on which to build more in-depth specialist expertise relevant to your chosen area. The training program takes place in London and lasts approximately five weeks. The Graduate Program takes learning one step further, incorporating practical applications through a variety of case studies, workshops and presentations. Once you have completed the initial training program, you will participate in our continuous professional education program which includes product knowledge sessions, online tutorials and our mentor program. Qualifications Strong-to-superior verbal, quantitative and analytical skills Resourcefulness, team orientation, enthusiasm and an entrepreneurial spirit Proven leadership qualities, a strong work commitment and high ethical standards Minimum GPA of 3.2 Barclays Capital Summer Program offers internships in the following areas:
COMMERCIAL MORTGAGE BACKED SECURITIES (CMBS)

Barclays Capital is looking to hire qualified rising seniors for summer intern positions in commercial mortgage backed securities, which is a business that originates, underwrites, structures, securitizes and trades in commercial real estate loans and commercial mortgage-backed securities.
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The intern position offers exposure to a breadth of real estate capital markets activities, including fundamentals of real estate investing, loan underwriting and structuring, securitization and trading.
COMPLIANCE
At Barclays Capital, our reputation is a key asset of the firm. That is why we place great emphasis on evaluating and managing the regulatory risks that the firm encounters from day to day. The compliance function not only assists business units and their supervisors in complying with the rules and regulations that govern our industry, but also provides expert advice on where the line may be drawn in the future. Compliance is responsible for ensuring that Barclays Capital adheres to the financial regulations that are prescribed by a variety of sources, including regulators, exchanges, central banks, governments and supra-national institutions. We work closely with internal divisions to ensure timely and pragmatic implementation of appropriate systems and controls and then monitor compliance with the regulations as they come into force. We also actively engage with external bodies to ensure that the impact of proposed regulations on the orderly functioning of the market in general, and our firm in particular, is clearly understood. Finally, compliance has a crucial responsibility to safeguard the firms reputation: protecting it against adverse risk as well as enhancing its profile in the eye of public stakeholders.
CORPORATE COMMUNICATIONS
The corporate communications team is responsible for maintaining the firms reputation and public image. The division consists of three main teams: Advertising and brand creates the advertising strategy, manages the advertising campaigns and ensures all internal and external collateral and materials are consistent with the firms visual identity. Internal communications informs and inspires our people to turn strategy into action, sharing views across Barclays Capital and the wider Barclays group. This includes developing appropriate and effective channels for communications,
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including the company Intranet, presentations, newsletters, posters and displaystand material. Media relations handle all media communications. This includes writing and distributing press releases, organizing interviews and briefings, preparing awards submissions, and providing strategic PR planning and advice for the businesses. Working with the corporate communications team will give you a good overall understanding of how a global investment bank operates, and for graduates looking for a career in financial communications or financial PR, a position here will provide great experience. You will need to be a good communicator and be well organized with excellent interpersonal skills.
CORPORATE REAL ESTATE SERVICES (CRES)

Corporate real estate services is a vital strategic discipline because it translates the high-level, strategic change required by senior decision makers into day-to-day reality for people in their work or living space. CRES provides a world-class service, meeting the needs of an increasingly sophisticated range of clients. The success of our business is built on high levels of customer service, staff training and quality facilities. These elements combine together to ensure we deliver a world-class experience around our offices, time after time. Our extensive responsibilities range from property strategy, space management and supply chain management to building maintenance, engineering, administration and contract management.
FINANCE
Finance is divided into two groups: financial control and product control. The financial control group is responsible for the financial records and reporting of our business activity. Providing accurate information, they enable us to react to opportunities and focus on critical business issues. They also provide information to senior management as well as external fiscal bodies. Product control provides explanations of business revenues, attributing any movements to market positions, inherent risk and new deals. It is, like operations, also responsible for ensuring the integrity of the balance sheet for revenue products. This function is key to our reporting and control infrastructure, and the information provided by the group gives us the means to assess business performance. In addition, the group coordinates all global finance controls and procedures.
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Both areas allow you to build a thorough understanding of our business and enable you to add value in the reporting and analysis of financial information. As the function supports different products in a constantly changing marketplace, youll need to be able to respond to that change. Finance requires people with a passion for improving existing processes to deliver a better service. You should be highly analytical and confident under pressure. If you have a proactive approach to resolving problems and the ability to work well in a team, you could well be the ideal person. Opportunities exist for candidates who would like to 1) improve or streamline existing business processes, 2) deliver a highquality, innovative service and add a proactive approach to resolving unstructured problems. Opportunities for placement are New York and New Jersey.
HUMAN RESOURCES
The role of HR is to partner with the business to ensure we maintain our competitive advantage by attracting, developing and retaining the best people. We are responsible for delivering integrated and innovative HR solutions, which allow our people to provide outstanding service to our clients. The HR unit is organized around core business units with client relationship teams who are overall responsible for service delivery and manage the ongoing HR needs of the business. Specialist teams provide specific expertise and project management across a range of HR topics, including compensation, diversity, learning and development, and recruiting. Key requirements for anyone looking for a career in human resources include an understanding of investment banking and the markets we operate in and how to attract and develop talent. You will spend time identifying the human capital issues faced by our business units and working across the HR disciplines to create and execute solutions. You will develop a wide range of competencies, from communicating and influencing to critical thinking and problem solving. You will quickly gain exposure to senior members of the firm as you work on a wide range of both transactional and strategic initiatives. Building relationships so you can advise and consult whilst executing at pace are prerequisites for a role within HR.
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INVESTMENT BANKING AND DEBT CAPITAL MARKETS

This business area exists to provide effective global multi-product solutions for clients seeking to raise capital or manage their risk exposure. As a result, associates within the team work in close contact with our client groups, which are structured by geography and sector. Extensive research, internal briefings and presentations are involved in the search for a client solution. Once these solutions are approved, models are built that provide the client with accurate projections. This role involves creative thinking, maintaining relationships and providing the full range of the firms services to the clientgovernment agencies or corporate clients looking to raise capital. Generating new business is an important part of the role. It demands an understanding of complex products and their pricing, as well as looking at issues from different angles and creating alternative ideas. Looking at the bigger picture in terms of client needs and wider market issues is also important. As such, you may spend your time developing ideas and solutions to pitch to clients. Following that, you may work on live deals involving products such as bonds, equity and credit derivatives, securitization, loans, foreign exchange, interest rates and commodities. Fundamental analysis and research into companies and markets is the starting point in investment banking and debt capital markets. This offers an opportunity to work with teams across the firm, delivering more integrated solutions for our clients and across all areas of financing and risk management services. As relationship management skills develop, you will be given more responsibility for client relationships.
OPERATIONS
Operations is involved in the full spectrum of financial products, from bonds and equity derivatives to swaps and options. Traders execute financial transactions, but it is the operations function that ensures all trades are settled as quickly and efficiently as possible. Operations provide effective cash management and are responsible for ensuring the integrity of the balance sheet. It is also responsible for the global integrity of client data, as well as full compliance monitoring of all transactions. Due to technological progress and globalization, operations is evolvingcertain functions and processes have now been centralized to increase business efficiency and enhance the control environment. E-commerce is also changing the way we work. As more and more clients interface with dealer screens
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in their own offices, they need to be able to call operations directly for support, rather than traders or salespeople. Working in operations involves dealing with established and emerging markets worldwide. This leads to constant dialogue with professionals, both internally and externally. It also presents a unique opportunity as it allows you to see and learn about a significant number of functions throughout Barclays Capital. Initially, you would spend your time familiarizing yourself with departmental functions within the firm. People who work in operations coordinate and streamline all the banks processes. To do this, youd deal with a range of people, internally and externally, across all trading regions. Youd enjoy a high profile within the bank as your advice is needed for all operational matters. As you progress, you would be given responsibility for new projects and initiatives. Managing such initiatives demands creative thinking and the ability to work well within a wider team. Certain skills would be developed through formal education programs and others are better developed on the job, through practical experience. There are opportunities to specialize in one particular product or to build more general expertise across several areas.
RESEARCH
As Barclays Capital is primarily a fixed-income house, research has a bigger profile than at some other investment banks. We believe that original thinking in the analysis of financial information empowers our business and drives our market strategies for clients. So, essentially, the purpose of research is to provide clients and internal teams with a wide range of financial thoughts and ideas to help them to make the best investment decisions. Our research vision is best described as differentiation and integrationwe produce differentiated market analysis and viable investment ideas to a range of clients around the globe, integrated across geographies and financial products or asset classes. To provide this information, our research group is divided into credit research and economics and market strategy. The credit research team provides fundamental analysis as well as strategic and quantitative analysis. The fundamental analysis focuses on individual corporate/financial issuers and sectors and the drivers of investment performance for each. Dedicated research teams cover investment grade, high yield, emerging market, asset-backed and convertible bonds as well as providing equity derivatives research and credit derivatives/index strategies. Credit strategy looks at major
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drivers for the credit market, quantitative model-driven investment strategies and relative value between different asset classes, currencies, maturities, etc. The economics and market strategy team provides commentary on the macroeconomic environment. Our economists issue key global and regional economic data forecasts as well as regular analyses of economic themes. The market strategy group is a recognized leader in foreign exchange and fixed-income strategy, especially inflation-linked bonds research. At Barclays Capital, the research role is essential and is expected to contribute toward revenue generation. As an analyst, we would expect you to gather and analyze data on companies and markets. As you progress, you may be expected to convert that analysis into trade ideas. You would also be expected to write analyses and present findings to clients, as well as colleagues in sales and trading. We look for high levels of analytical capability and a desire for responsibility and firmwide levels of exposure. You would also need the ability to learn to think like a trader or portfolio manager.
SALES
Barclays Capitals global sales force provides corporate and institutional clients with a highly focused, round-the-clock, team-based service. This service includes coverage on rates, credit, foreign exchange, commodities (both precious metals and energy), mortgages and equity derivatives, often with innovative solutions leading to complex structured transactions. As an organization and as a sales team, we need to build strong, effective and continuous global partnerships with clients, keeping them updated on international markets and new products. (Clients vary and may include banks, asset managers, pension funds, hedge funds, central banks, insurance companies and corporatesessentially, institutional clients with capital to invest.) These relationships are not just about selling the firms services; salespeople also act as an intelligence-gathering network. The salesperson is, in many ways, the cornerstone of our business model. Salespeople are responsible for delivering the services of the firm to the client. They also deliver the clients business to the firm. The sales relationship is the means by which we can go both deeper and broader in terms of product penetration with our clients, thus maximizing our revenue potential. Salespeople need to be good communicators and very good at building relationships; they must also have strong analytical abilities.
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STRUCTURING
Sitting between and working in cooperation with derivatives trading and sales, our mission is to develop and deliver customized products and solutions to investors and financial institutions. The global structuring group is split into various product areas, including commodities, credit derivatives, equity derivatives, emerging markets, fund derivatives, FX and interest rates. Structurers are responsible for creating and pricing structured derivatives and assisting in the marketing and execution of transactions. They work closely with salespeople, traders, research analysts and quantitative analysts, and with divisions such as legal, compliance and operations in order to complete a transaction. Structurers learn how the markets work through research and working with traders. Structurers also learn how to build and use pricing models, which requires strong analytical ability and advanced qualifications in technical subjects such as engineering and financial markets.
TECHNOLOGY
For technically capable people with an interest in finance, Barclays Capital presents an opportunity to learn about various aspects of the business. Positions are available for bachelors, masters and doctoral candidates. Openings are located at our offices in New York City (Midtown) and Whippany, New Jersey (candidates should indicate if they have a preference for NJ). Analysts will work as members of various teams on either the application development side or the infrastructure side. You may begin your career in an IT development group working closely with the front office. Analysts in application areas will develop, test and deploy software for many different areas of the firm such as trading, sales, research, risk, finance, clearance and settlements. We also have opportunities in our IT infrastructure area that manage servers, networks and operating systems. Your first rotation could be improving the design and structure of databases, which help to increase the speed and efficiency of the firms day-to-day operations. Our technical environment is quite varied and includes Windows, Unix, C++, Java, C#, VB, VBA, SQL Server, Oracle, Linux, scripting languages, grid computing and real-time systems. Apart from technical knowledge, the analyst role demands a strong sense of initiative and the ability to prioritize workloads. We offer excellent training to those in the technology role and expect them to liaise with traders and product control to optimize their input to the business.
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TRADING
Traders buy and sell financial instruments and must be ready to quote bid and offer prices to clients and counterparties. Our traders work in global markets and global credit products; the two trading businesses cover diverse areas, including commodities, emerging markets, credit and equity derivatives, fixed income, FX, corporate bonds, high yield and asset-backed securities. The success of these businesses is unsurpassed; we have been named Risk magazines Derivatives House of the Year 2005. Traders add value by thinking on their feet, knowing where liquidity lies and building strong client relationships. As part of this, traders work very closely with the sales teams in order to ensure we meet the clients needs. The role of a trader requires significant focus and strong analytical skills. To be a good trader, you need to be well informed; able to read the direction of the market; a quick, accurate decision-maker and have a strong yet measured appetite for risk. As a trader, you would monitor breaking news and price fluctuations and provide analysis and trade ideas. To be successful requires motivation and resilience. Traders are also expected to operate in a team environment while coping in stressful situations; trading requires keeping your head while working in a hectic and dynamic atmosphere. Traders are given a lot of responsibility and expected to rise to the challenge.
Affinity Groups
We have four active employee forums in the Americas and five in the U.K. Americas Barclays Cultural Alliance (ethnicity and cultural networking group) Disability Champions Network (disability networking group) Spectrum (GLBT networking group) Womens Internal Network (womens networking group) UK Cultural Awareness Network (cultural networking group) Disability Awareness Forum (disability networking group) Parents & Family Network (parenting networking group) Spectrum (GLBT networking group) Womens Internal Network (womens networking group)
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Purpose Employee forums are open to all employees and are recognized by the firm for their support of business and diversity goals.

At Barclays Capital, we are committed to providing creative and innovative solutions for our clients, and to achieve our goal of being the premier global investment bank in risk management and financing, Barclays Capital recognizes the importance of attracting, retaining, and developing diverse world class professionals. We recognize, foster and reward merit, whilst continuing to value and leverage diversity to offer our clients creative and innovative solutions. The firm has worked to embed diversity in all areas, and strives to:
Build a workforce that reflects the communities in which we live and work so that we are best able to meet the needs of our clients. Ensure that the unique talents of each employee are fully utilized, and that all applicants, employees and clients are treated equally regardless of race, religion or belief, gender, age, disability, sexual orientation, gender identity or nationality. Cultivate a working environment that encourages dignity and respect where all employees feel that they can fully contribute to the growth and success of the firm without experiencing harassment or discrimination. Enhance our ability to attract and retain clients and employees by leveraging our reputation for fairness, transparency, integrity, and consistent delivery of best-inclass solutions and services. Diversity is a business imperative; by embedding diversity into all aspects of our culture, we maximize the opportunity to achieve continued business growth and success.
At Barclays Capital, we have built our name in the industry as a result of our strong track record. We have focused primarily on the debt markets and, in the past ten years, our reputation has grown due to our strength and our people. The firm seeks to distinguish itself by the skills and excellence of its debt capital markets, origination, sales, trading, research and advisory services supported by the Barclays balance sheetone of the strongest in the global banking industry.
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Barclays Capital has the support of an AA rated parent bank with a balance sheet of over $1.5 trillion. With offices in 29 countries, the firm employs over 10,000 employees. Barclays Capital acts internationally as intermediary and adviser to major corporations, financial institutions and governments, and has the global reach and distribution power to meet the needs of issuers and investors worldwide. Competitive Advantages Focused clients needs; understanding the whole value chain they operate in Global in scope and offering a broad product set Flat structure allowing for early exposure to senior management Meritocracy which allows people to excel at their own pace Culture of innovation and performance Rigorous and disciplined approach to market, credit and operational risk If we are seeking to be a truly international firm, with a diverse client base, then we need to configure ourselves to look a lot like the people we are serving. The only way we can compete for and retain the best talent in the industry, around the world, is to have a culture that can attract and retain people from all sorts of backgrounds. Our focus on diversity is important not only because its the right thing to do, but also because it is just good business.Bob Diamond, President Barclays PLC
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Blackstone Group, The

345 Park Avenue New York, NY 10154 Phone: (212) 583-5000 Fax: (212) 583-5712 www.blackstone.com
Contact Information
www.blackstone.com/careers
Locations
New York, NY (HQ) US Atlanta Boston Los Angeles International Hong Kong London Mumbai Paris Tokyo
Entry-Level Programs/Full-Time Opportunities/Training Programs

FULL-TIME PROGRAM
New Associates Associates are typically recruited directly out of MBA programs and receive a broadbased exposure to the full spectrum of financial and strategic issues. The relatively small size of each group offers associates the opportunity to work closely with senior members of the firm and to have extensive client interaction. Candidates who receive an offer will begin their employment in early August. New Analysts Analysts are typically new college graduates who will have the opportunity to participate in many aspects of a project due to the relatively small size of the professional staff and deal team. This also provides strong exposure to the firms senior professionals. Typically, responsibilities include financial analysis, computer modeling, research, competitive analysis, and development of client presentations. Candidates who receive an offer will begin their employment in early July with an intensive three-week training program covering the basics of accounting, corporate finance, financial modeling, an overview of corporate history and operations, as well as a review of Blackstones technology systems and database capabilities.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Blackstone Group, The
Recruiting ProcessNew Analysts/New Associates First-round interviews typically begin in late September/early October and are held on campus if we visit your school or in our offices if we are not able to visit your school. After first-round interviews are concluded, selected students are invited to our offices for additional meetings during which they meet with various members of the relevant group. Please check with your career services office to determine if we will be visiting your school. If we will be, please consult with your career services office for application instructions and deadlines. If we will not be visiting your school, please submit an application online by early August prior to your senior year in college if you are an undergraduate student or second year in business school if you are in an MBA program. Experienced Hires
For professionals at various stages of their careers, we offer a challenging, fast-paced environment. The number of experienced hires sought each year varies, depending on market performance and the firms expected growth. Recruiting ProcessExperienced Hires For professionals at various stages of their careers, we offer a challenging, fast-paced environment. The number of experienced hires sought each year varies, depending on market performance and the firms expected growth. While there is no formal process for recruiting experienced hires, when positions become available we review the online applications and contact selected candidates in order to schedule interviews in our offices.
Internship Program
Blackstone typically offers internships only during the summer. Summer analyst positions are designed for rising college seniors, and summer associate positions are designed for rising second-year MBA students (or students with one year left of an advanced degree). Summer interns take on many of the responsibilities that full-time analysts and associates assume. They have the opportunity to participate in many aspects of projects and are often staffed on a number of assignments at one time. Due to the relatively small size of the professional staff, teams are typically small and Summer
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Blackstone Group, The
Interns are therefore expected to take on important and integral roles. Candidates who receive an offer will begin their summer employment in early June. The Internship Program is 10 weeks in length. Recruiting ProcessInternships First-round interviews typically begin in late January/early February and are held on campus if we visit your school or in our offices if we are unable to visit your school. After first-round interviews are concluded, selected students are invited to our offices for additional interviews during which they will meet with various members of the relevant group. Please check with your career services office to determine if we will be visiting your school. If we will be visiting your school, please consult with your career services office for application instructions and deadlines. If we will not be visiting your school, please submit an application online by late November of your junior year if you are an undergraduate student or first year in business school if you are in an MBA program.
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BMO Capital Markets

111 West Monroe Chicago, IL 60603 Phone: (312) 461-2418 Fax: (312) 293-4956 www.bmocm.com
The Stats
Revenue 2007: $1.4 billion (USD-US); $9.3 billion (CDE-worldwide)
Locations
BMO Capital Markets (parent company, BMO Financial Group) has offices in 26 locations around the world, including 14 in North America. International locations include the United Kingdom, Europe, China, Australia, and South America.
Robye Smith Vice President, Senior Diversity Consultant Diversity & Workplace EquityU.S. E-mail: robye.smith@harrisbank.com Stephanie Petti Vice President, Professional Development BMO Capital MarketsU.S.

How does the firms leadership communicate the importance of diversity to everyone at the firm? Top down communication: BMO Capital Markets senior leadership provide frequent updates and context on what is taking place throughout the organization. Their messages not only inform, but also help employees take proactive measures to enhance customer experiences, improve productivity and increase company performance. The organizations senior-most executives also participated in a transnational tour to detail the years strategic objectives. Senior executives across the organization also participate in fireside chats with groups of employees across the firm. Bottom up communication: BMO Capital Markets has an effective employee driven diversity council with members from across the line of business. The council employs a classic bottom up communication style as it interacts monthly with senior executives. The diversity council also participates in a larger council of councils forum with the parent company where employees can offer feedback and discuss important issues with the most senior executives of the organization. Frequently, employees participate in Lunch and Learns initiated and organized by employee affinity groups (employee resource groups organized by issue, i.e., gay, lesbian, bisexual and transgender, Latino, Asian-American, African-American) that feature
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition BMO Capital Markets
senior executives on topics such as career paths and the importance of finding and being mentors. Communication vehicles: One of the most proven and effective methods for communicating messages to employees is through the Intranet, which is updated with relevant company news every day. BMO Capital Markets also utilizes company magazines, which feature current articles and updates to policies and programs. A local weekly e-newsletter, Harris Highlights, keeps employees abreast of company news, events, employee milestones and educational programs taking place within the organization. Feedback mechanisms: Recognizing that communication is a two-way street, senior executives encourage employees to provide feedback in several ways. In informal settings, senior leaders meet with employees at all levels and discuss strategies and initiatives for the upcoming year. Even more valuable, these tours provide a forum for employees to discuss what has actually been happening in their specific areas and what is at the forefront of their minds. Employees can also provide feedback confidentially through the annual employee survey. 360 Feedback from managers and peers is used throughout the organization to evaluate performance, and career development opportunities are closely aligned with the business goals and personal objectives of each employee. An annual employee survey measures capital markets employees engagement with the firm and provides feedback on diversity initiatives. Additionally, the chairman of the parent organization initiated a feedback mechanism called The Watercooler where employees (including those from Capital Markets) can address their concerns openly with the option of anonymity. Who has primary responsibility for leading overall diversity initiatives at your firm? Yasmin Meralli, vice president, diversity and workplace equity. Who has primary responsibility for diversity recruiting initiatives at your firm? Hewitt Staffing Solutions: www.bmocm.com Does your firm currently have a diversity committee? Yes. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 BMO Capital Markets
If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? Total senior managers on committee: Two Number of diversity meetings annually: Four (and the subcommittees meet between these meetings) If you have more than one diversity committee, please list. BMO Capital Markets Diversity Steering CommitteeGlobal BMO Capital Markets Hiring Committee As a global firm, we also have an active diversity council operating in Canada, championed by the president of the firm that meets monthly and also has four active subcommittees.
Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes. 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 firms management review the firms diversity progress/results? To ensure continued progress, the leadership provided from the top of the house is supported by a comprehensive infrastructure, which includes goal setting, monitoring and evaluation. Through an extensive suite of online management information reports, the CEO and all BMO executives are able to monitor progress towards these goals on a quarterly basis How is the firms diversity committee(s) and/or firm management held accountable for achieving results? Via annual performance appraisals, executivesincluding those managing provincially regulated lines of businessare accountable for the achievement of these objectives. Since 2006, we began laying the foundation for an enhanced reporting process to embed diversity results consistently into the human capital quadrant of line of business Performance Trackers so that executives can expediently monitor achievement of diversity results as they monitor overall financial performance. Embedding diversity results into the Performance Tracker brings a
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heightened focus to accountability, enabling executives to plan and respond to diversity goals as they do financial goals. Are the members of the diversity committee or committees involved in diversity activities? BMO Capital Markets has several diversity councils within the business units, specifically; its U.S. diversity council is comprised of three local councils in Chicago, New York and Houston. Subcommittees operating as local councils support enterprise and firm-wide diversity strategic initiativeshiring, mentoring, career development, networking and community awareness and charitable opportunities. Recent activities include: Our employees have been involved with tutoring and mentoring young people in our communities and many participate in a number of charitable walks and runs throughout the year, including the March of Dimes WalkAmerica National Association for People with Disabilities, Financial Womens Association, the Jackie Robinson Foundation, and the United Negro College Funds (UNCF) annual walk/run/bike/and skate-a-thon. Through corporate giving, volunteer efforts, board memberships, and community outreach BMO Financial Group executes its commitment to diversity, equity and inclusion every day. Equity Through Education, an initiative of BMO Capital Markets to provide scholarships and bursaries to women, minorities and people with disabilities. The initiative by design is meant to turn one day of trading into a lifetime of opportunities for the recipients. A total of $1.5 million USD was raised in 2007 through the donation of institutional equity trading commissions. Financially supported scholarship sponsorship programs for recruitment at Morehouse College, a historically black college and university (HBCU) Hosted Diversity on LaSalle Street for students attending Big 10 Universities and other top midwest colleges and universities Hosted The Jackie Robinson Foundation, Financial Womens Association Executive Speakers supporting The Wall Street Careers Program at Baruch College, The City University of New York, and the University of IllinoisSpring Banquet for minority students in campus-affiliated organizations BMO Capital Markets and Harris Council of Councils This national diversity council is made up of one representative from each local council, including representatives from BMO Capital Markets and the U.S. affinity
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groups. This unique forum provides opportunities for sharing information, training and awareness sessions, and best practices. The forum freely allows employees interaction with senior executives to discuss strategy, celebrate achievements and identify new opportunities, thus resulting in a unified and consistent approach across the organization. The council of councils is an essential communication vehicle and supports our corporate strategy that by getting it right with each other we will in turn get it right with our customers, who will in turn reward us with more business.

ON-CAMPUS
Please list the schools at which your firm recruits.
A range of schools are contacted for opportunities. Targeted universities include Brown University, Columbia, Emory, Morehouse, Indiana University, New York University, University of Illinois, University of Iowa, University of Michigan and University of Wisconsin. Do you have any special outreach efforts directed to encourage minority students to consider your firm? Firms professionals participate on career panels at schools Relationships with on-campus affinity groups - Outreach to leadership of minority student organizations: through minority campus career services centers and through relationships with student organizations - Scholarships or intern/fellowships for minority students: Provide monies for the Morehouse College Annual Scholarship Fund, Financial Womens Association, and The Jackie Robinson Foundation Other: - In partnership with the Office of Minority Students at Baruch College in New York City, conduct mock interviews with the minority students to help them improve their interviewing skills in a highly competitive environment and recruitment of summer interns from the Baruch College Wall Street Careers Program (Top 20 Finance Students) City University of New York - Three-day Shadow Program focused on giving minority undergraduate students the opportunity to shadow corporate and investment bankers
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What activities does the firm undertake to attract women and minorities? Partner programs with women and minority banking associations: Financial Womens Association, Illinois Bankers Association, American Bankers Association Conferences: National Black MBA Association, HACE Career Conference (Hispanics), Security Industry Association; National Society of Hispanic MBAs Participate at minority job fairs: Asian American Career Fair (Chicago and New York City) Seek referrals from other professionals: BMO Capital Markets has an internal Employee Referral Program that rewards employees when referrals are hired and retained. BMO Capital Markets also sources from professional groups such as the Investment Analyst Society of Chicago and the New York Society of Security Analysts. We also utilize online job services such as Monster, Craigslist and Hot Jobs. BMO Capital Markets also engages with university alumni associations and college boards such as www.foxcollege.edu. Other: Participates in diversity job fairs and career fairs for people with disabilities and veterans. This also includes Career Concepts USA and The Wall Street Journal Career Conference (Chicago and New York City) Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes. 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: Salem Temporary Serviceswomen-owned firm Aavis Resourceswomen-owned firm Kevin Johnson & Associatesminority-owned firm Who is the person in charge of attracting women and minorities to the firm for lateral recruiting? Marietta Bottero, managing directorhuman resources is involved in the recruitment of women and minorities in New York. Meg Doyle, relationship manager, is involved in the recruitment of women and minorities for Chicago and Houston, and Stephanie Petti, vice president, professional development, is responsible for analysts and associates via the Universal Banking Training Program.
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Internships
Summer Associates Program Deadline for application for the internship: January 15, 2008 Number of interns in the program in summer: Fivesummer 2008 Pay: $18,250 Length of the program: This is a 10-week internship program for first-year MBAs. Percentage of interns in the program who receive offers of full-time employment: It is BMO Capital Markets hope to recruit more than 75 percent of all new hires from this program. Web site for internship information: www.bmocm.com/aboutus/careers The Summer Associate Program is a 10-week internship program for first-year MBAs. We hope to recruit more than 75 percent of our new hires from the program. The program includes assignment within one of the firms sector coverage or product groups, training opportunities, and professional mentoring. The program is unique because the summer associates work as active members of deal teams and immediately make a contributionthis is a highly valued experience for the MBA candidate and for the firm. BMO Capital Markets also has a partnership with INROADS. The mission of INROADS is to develop and place talented minority youth in business and industry and prepare them for corporate and community leadership. INROADS seeks high performing Black/African-American, Hispanic/Latino and Native American Indian students for internship opportunities with some of the nations largest companies. In 2008, BMO Capital Markets will accept INROADS scholars for the summer and we will also assist with their educational seminars. Bank-Wide Student Training Program Deadline for application for the internship: In 2008, the application deadline was February 29th. Some resumes are received in November and December of the previous year (i.e. we receive applications in November 2007 for the Summer 2008 program). Roles are posted online in February and all students are encouraged to apply directly online. By mid-March, those applications received are sent directly to recruiters. It is in the applicants best interest to get their application in at the beginning of the cycle.
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Number of interns in the program in summer 2008: 116 students (students in the past have been primarily located in Chicago and Toronto, but students have been placed in New York, Texas, Vancouver, Halifax, Calgary, etc.) Pay: This is dependent on the role or the level of student. An undergraduate student starts at approximately $13 USD per hour. MBA students are paid higher amounts than this, depending on the level of work/school. Length of the program: Student work terms are approximately 10 weeks long (from early June to late August). Web site for internship information: Applicants can visit www.bmo.com/careers to search for open positions in the Bank-wide Student Training Program. Use the keywords BWSTP or Bank-wide Student Training Program in searches. The Bank-Wide Student Training Program (internship program) includes most business groups in both Canada (BMO Financial Group, BMO Harris Private Banking, BMO Bank of Montreal) and the U.S. (Harris, BMO Harris Private Banking.) Student roles are designed to be both challenging and engaging. The interns work in a specific BMO Capital Markets Group, with their team and hiring managers, i.e., investment banking, equity listed sales training, institutional equities sales, equity research, commodities derivatives, finance, and investment and corporate banking. What makes the Bank-Wide Student Training Program unique? The opportunity to network with many other North American students working in meaningful roles across the entire organization. Students in the Bank-Wide Student Training Program are at both the undergraduate and graduate levels and represent many colleges and universities across Canada and the United States Participation in a BMO Financial Group/BMO Capital Markets Student Orientation and Development Conference. Meet and interact with other Bank-Wide Student Training Program students, as well as experienced employees and executives while learning about the structure and strategy of BMO/BMO Capital Markets. In 2007, activities included a business challenge competition, orientation to the organization, networking and much more. Partnership with a mentor. Interns may have the opportunity to be matched with a mentoran experienced member of another part of the firmgiving them exposure to a wide range of career opportunities and business practices. Mentors can also assist interns with issues relevant to making the transition from school to work, thus supporting their development as financial service professionals
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Scholarships
Equity Through Education was launched in 2005 to support the notion that gaining an education is a means of improving lives: One day of trading can mean a life time of opportunities. The initiative is North American in scope and total funds raised this year matched last yearsfor a total of $1.5 million. Since the programs inception, $4.1 million has been raised. More than 1,300 individuals have benefited from the program through scholarships, bursaries, mentoring programs and job search strategy forums. In 2007 BMO Capital Markets donated $600,000 to three U.S. organizations that support and promote education and diversity. These organizations include: The Jackie Robinson Foundation (JRF) Deadline for application for the scholarship program: March 31, 2008 Scholarship award amount: Through its Education and Leadership Development Program, the Jackie Robinson Foundation provides scholarships of up to $7,200 annually to minority high school students showing leadership potential and demonstrating financial need to attend an accredited four-year college or university of their choice. Web site or other contact information for scholarship: www.jackierobinson.org JRF is a public, not-for-profit, national organization founded by Rachel Robinson in 1973 as a vehicle to perpetuate the memory of Jackie Robinson and his achievements. The foundation provides education and leadership development opportunities for students of color with strong capabilities but limited financial resources. YAI/National Institute for People with Disabilities Network The proceeds from Equity Through Education will be used to fund its various educational programs for people with disabilities. Financial Womens Association The proceeds from Equity Through Education will be used to fund a BMO Capital Markets college scholarship for an undergraduate student with financial need and academic promise at Baruch College and The University of the City of New York
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Affinity Groups
For all information pertaining to affinity group related questions, please contact Robye Smith at or visit www.bmocm.com.
U.S. AFFINITY GROUPS:

African-American League of Professionals The African-American League of Professionals stemmed from the Black Resource Team formed about 30 years ago. When BMO Capital Markets created its mandate regarding the diversity advisory councils, the Black Resource Team opened their affinity group to everyone and formed the African-American League of Professionals. This groups mandate is to contribute to the success of BMO Capital Markets and BMO Financial Group by fostering an environment for employees of African descent where recognition, mentoring, career and personal development are consistently promoted through education, networking and community involvement. Asian-American Coalition of Employees In 1998, a group of Asian-American employees at BMO Capital Markets formed AACE, the Asian-American Coalition of Employees at BMO Capital Markets. Their mission statement is to foster an environment that facilitates personal growth and professional advancement for Asian-American employees in ways that complement the overall goals of BMO Financial Group. AACE does this by scheduling periodic events to provide an informal social setting for Asian-American employees across the organization and has developed a successful mentoring program. Hispanic Networking Group The Hispanic Networking Group (HNG) was set up as an employee-based organization to support the career development and advancement of Latino employees. Hispanic Profesionales en Accin (HPA) was established in 1994. Prior to this, focus group sessions were held to assess the current issues and concerns of BMO Capital Markets Hispanic workforce. Recruitment, performance management, career development/training and recognition of Hispanic employees were among the top issues that surfaced during these focus group sessions. In addition, focus group participants voiced a strong desire to form a BMO Capital Markets supported networking group to address these issues. Soon after, with managements support, HNG began with 15 members. HNGs mission statement is to advocate and assist in the recognition, development and advancement of Hispanic employees in order to support BMO Capital Markets in becoming a highly focused,
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highly selective client-centered organization. Canadian Hispanic employees have joined their colleagues in the U.S., making this a truly North American affinity group. Lions Pride GLBTS Affinity Group Lions Pride is an informal group of gay, lesbian, bisexual, transgender and straight (GLBTS) employees. It seeks to be a forum for GLBTS employees to come together for support, mentoring, networking and career development within BMO Capital Markets and BMO Financial Group. Lions Pride ensures that GLBTS employees are treated equally and fairly in all matters and to bolster the success of all members in all business relationships with the GLBTS community. It also acts as a liaison to management and employee relations for information, issues and concerns of GLBTS employees.

The Foundations in Universal Banking Training Program All analysts and associates start their careers with us by completing the Universal Banking Training Program (UBTP). Although classes may differ by level, the goal is the sameto prepare you to execute against your clients business ambitions. The program includes: Training: The eight-week Foundations in Universal Banking course helps you make the transition from theory to practice. Training courses encompass core investment and corporate banking skills, including (but not limited to): accounting, valuation and modeling, evaluating credit risk, and pitch book development. All courses are delivered by leading industry professionals and professors from top business schools. You will also learn about our strategy, culture and have plenty of opportunity to network with your colleagues. Business sector involvement: Once you have completed training, you will have the opportunity to work within two or more industry or product groups. During this time you will join deal teams and build practical skills and experience. Upon completion, you will be invited to join an industry or product group. Through this process you will gain exposure to a broad cross-section of the business while maintaining the opportunity to specialize at a later point in your career. Regardless of your path, the UBTP will prepare you to take on greater levels of responsibility, and thoroughly prepare you for future endeavors.
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BMO Capital Markets is dedicated to the continuing professional development of our team members. Ongoing professional development keeps you up to date on industry knowledge while helping you refine professional, technical and banking skills. BMO Capital Markets also utilizes informal mentoring at all levels throughout the organization. Full-time positions With offices in San Francisco, Atlanta, Denver, Los Angeles, Boston, Chicago, Houston and New York, BMO Capital Markets offers opportunities within the following product groups: Mergers and acquisitions Equity capital markets Loan products Debt capital markets Global treasury services Leveraged finance Industry Sector Coverage Teams We offer analysts and associates the opportunity to develop broad and deep industry knowledge in these sectors: Business services Commercial and industrial Energy and power Financial institutions Financial sponsors Food and consumer group Healthcare Media, communications and technology Real estate and construction BMO Capital Markets Invitation to Investment Banking Analysts If you are currently pursuing, or have recently completed your bachelors degree, we invite you to apply for an analyst position. As an investment banking analyst at BMO Capital Markets, you will find yourself in the center of the action. Youll be right in the middle of unique and complex transactions at all stages, working closely with internal experts to build relationships with our clients and help them meet the complex financial needs of their businesses.
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Day-to-day, you may find yourself engaged in industry research, company research, financial modeling, analysis and valuation, coordinating a pitch together with a client coverage team and prospective product group, drafting a presentation and participating in internal review beat up sessions. The investment banking analyst role is a two- to three-year commitment for those seeking practical, hands-on experience prior to pursuing a graduate degree. Those who display exceptional competence and maturity are eligible for a promotion to associate at the end of their tenurewith the many career opportunities that accompany the role. Those who choose to pursue outside opportunities often enjoy acceptance into top graduate business schools or receive offers with private organizations. BMO Capital Markets Invitation to Investment Banking Associates If you are currently pursuing or have recently completed your MBA or other advanced degree, we invite you to apply for our associate positions. Associates become members of one of our investment banking or product teams. In this role, you will receive significant, hands-on deal execution experience, which will prepare you to lead deal teams and new business projects as a vice president. Investment banking associates will be engaged in managing the efficient, effective execution of all key aspects of client transactions. Specific responsibilities may include qualitative and quantitative financial modeling, generating corporate finance ideas and strategies, conducting business, industry and capital markets research, ensuring that all material is accurate and complete, participating actively in client meetings and preparing pitch books to support ongoing sector business development initiatives. BMO Capital Markets Invitation to Corporate Banking Analysts As a corporate banking analyst you will assist in the development and analysis of all types of credit/financial information to support the banks lending decisions. Much of your time will be spent analyzing financial statements, developing projection models, researching industry trends, completing risk analysis, preparing credit packages used to make loan decisions and assisting in the management of the portfolio. You will also present your findings and opinions concerning credit worthiness. Analysts who display exceptional competence and maturity are eligible for a promotion to associate at the end of their tenurewith the many career opportunities that accompany the role. Analysts who choose to pursue outside opportunities often
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enjoy acceptance into top graduate business schools or receive offers with private organizations.

We are committed to creating a diverse workforce and an equitable, supportive workplace.
Diversity, Equity and Inclusion At BMO Capital Markets and Harris, our commitment to diversity unleashes an enormous potential for our customers, shareholders and employees. A diverse workforce mirrors the communities in which we do business and helps us understand our customers needs. We understand that our success is built on the relationships we have with our customers and that our diversity inspires innovation and contributes to our collective knowledge. We recognize that our success as a financial services leader is built on and driven by the unique talents, skills and experiences that each employee brings to our organization. In our view, diversity of perspectives leads to robust decision-making, creative ideas and innovative solutions. We value your perspective. This commitment to diversity is central to the way we work together and with our customers, and is reflected in the following statement from our values: We draw our strength from the diversity of our people and our businesses. Explore the following sections at: www.bmocm.com to discover how diversity, equity and inclusion are lived out at BMO Capital Markets every day Commitment from the Top: The CEOs Council on the Equitable Workplace Getting Involved: Diversity Councils and Affinity Groups Attracting Top Talent: Sponsorships, Internships and Intake Programs Creating an Inclusive Workplace: Support to Help You be Your Best Developing an equitable and supportive workplace reflects the diversity of the communities in which BMO Capital Markets does business are explicitly aligned with strategic initiatives from the top. Their success is carefully measured and connected to performance.
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Corporate Values: These represent BMO Capital Markets core beliefs. They stand as our collective commitmentto each other, to our customers, to our shareholders and to the communities of which we are a part. Ethical BehaviorFirst Principles: Annually, all BMO Capital Markets employees must re-read and sign a declaration attesting to their continuing compliance BMO Capital Markets ethical guidelines, First Principles: Working with Integrity. It sets out rules, procedures and expectations about ethical behavior. Employee Assistance Program (EAP): BMO Capital Markets offers EAP services to employees, pensioners and their families. These services include personal counseling, childcare services, eldercare services, management consultation, trauma response, group support and solutions and information and resources. Flexible Work Arrangements: Flexible work arrangements are employee-initiated, manager-approved arrangements that provide the opportunity for flexibility in determining when, where or how the work gets done. Flextime allows the individual to shift the standard 7.5-hour work day to begin and end at times the employee and their manager find mutually acceptable. Flexible work week enables the employee to arrange, with their manager, a variation on the standard 7.5-hour day, five-day work week. For example, one can compress the week into fewer but longer days, or stretch it out over shorter days in a six-day week. Permanent part-time enables the employee to set up, with their manager, a regular schedule in which they work less than BMO Capital Markets standard hours. Job sharing enables the employee to arrange, with their manager, to share a job with one or more other permanent employees. Flexplace/telecommuting enables the employee to work in another location, outside the office. For example, the employee could relocate to another BMO Capital Markets office, or set up a home office, where some or almost all of their regular work is completed. Institute for Learning: The Institute for Learning (IFL), an offsite facility, is similar to a corporate university and serves as the organizations strategic training and education base. The IFL includes state-of-the-art classroom facilities as well as hotel facilities and an employee lounge. There are satellite locations within the United States and employees are able to utilize the Toronto location as well.
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Annual Employee Survey: BMO Capital Markets uses an Annual Employee Survey (AES) to measure employee attitudes and opinions about workplace issues. The AES plays a key role in ensuring that the employee voice is heard. Diversity Index (DI): The DI is a compilation of questions within the AES that enables BMO Capital Markets to measure how well employees think we are doing in the area of diversity, inclusion and workplace equity. These efforts enable managers to further assess and prioritize their diversity action plans and strategies.
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Brown Brothers Harriman & Co.

140 Broadway New York, NY 10005 Phone: (212) 493-8945 Fax: (212) 493-7287
Rachel Walden VP, Director of Talent Development & Diversity
Locations
US Boston Charlotte Chicago Dallas Jersey City New York Palm Beach Philadelphia International Dublin Hong Kong London Luxembourg Tokyo Zurich
Contact Information
Laura Scherban Director of Human Capital Management

How does the firms leadership communicate the importance of diversity to everyone at the firm? BBHs employee handbook outlines very clearly BBHs commitment to diversity and equal employment opportunities. In addition, BBHs commitment to diversity is constantly reinforced throughout the entire recruitment processfrom stressing our diversity efforts to external vendors, to conveying the importance to hiring managers. Who has primary responsibility for leading overall diversity initiatives at your firm? Patricia Fallon, managing director of human resources. Who has primary responsibility for diversity recruiting initiatives at your firm? Laura Scherban, director of human capital management. Does your firm currently have a diversity committee? No. Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Brown Brothers Harriman & Co.
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 firms management review the firms diversity progress/results? Annually. How are the firms diversity committee(s) and/or firm management held accountable for achieving results? There are annual reviews of promotions and compensation recommendations in which management reviews the progress of minorities and women within BBH. Senior managers challenge direct line managers to review when statistics do not show progress.

ON-CAMPUS
Please list the types of institutions and specific schools at which your school recruits. Public state schools: Rutgers University, Baruch College Private schools: Connecticut College, Fordham University, Northeastern University, Bryant College, Holy Cross College, Boston College, Stonehill College, St. Peters College, Pace University Do you have any special outreach efforts directed to encourage minority students to consider your firm? No.
What activities does the firm undertake to attract women and minorities? Minority job fairs as well as reinforcing the commitment to diversity with vendors when we sign contracts and begin searches. Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Brown Brothers Harriman & Co.
Internships
Brown Brothers Harriman offers summer internship programs in our New York, New Jersey and Boston locations. Students are selected via an interview process for a specific role, then participate in a number of networking events throughout the summer.

Banking and Finance Training Program Length of program: 18 weeks Geographic location(s) of program: New York The Brown Brothers Harriman Banking and Finance Training Program is an 18-week intensive program for new undergraduate hires in corporate banking and treasury. The program includes class instruction, case studies and presentations by BBH business leaders. Classes are conducted by instructors from top business schools. Subjects include financial accounting (introduction and advanced), money and banking, and corporate finance. All participants are joined with a mentor to give additional guidance and professional insight. Corporate banking analysts will attend our 18-week banking and finance training program, after which they will join one of the regional or product specialty groups within the corporate banking group, under the leadership of a senior relationship manager. Initial responsibilities will include: Financial analysis in support of new business initiatives Credit analysis, including preparation of financial spreadsheets and written credit reports Client relations support As their experience develops over time, analysts are expected to take on relationship management and business development responsibilities. Tuition reimbursement and additional internal training classes are available. Investor Services-Client Service Training Program Length of program: Two and a half weeks Geographic location(s) of program: Boston
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Brown Brothers Harriman & Co.
This program is designed for new hires new to the industry and will run for two-anda-half weeks with each day including a full day of training. Incorporated into the program are different learning modules that include a variety of two- to three-hour training sessions. Modules include the basics of investment products, the global trade process and the fund accounting process at BBH. Tuition reimbursement, on-the-job training and additional internal training classes are available.
WORK/LIFE BALANCE
Brown Brothers Harriman has thrived for almost 200 years on the strength of its people. Our employees innovative ideas, commitment to quality and excellence and focus on client service have all contributed to the success of the firm. Attracting the best people and providing them with a supportive environment in which they can grow, develop and contribute to the firms success in a meaningful way has been and will continue to be a primary focus of the firm. This supportive environment is, in part, achieved by our offering a suite of benefits, programs and resources to our employees. Whether our employees are working to balance their work and personal life, are looking for a way to give back to the community, are seeking information about elder care services, or are looking for ways to save money through payroll deductions or profit sharing plans, BBH offers the resources to help. Achieving our mission is accomplished through our people. We believe that our people deserve a premier environment in which to work with the appropriate benefits, programs and resources. We intend to support our employees and their changing needs for years to come.
FLEXIBLE WORK ARRANGEMENTS GUIDING PRINCIPLES

We value our employees, and our support of FWAs reflects our trust in them. We seek to be an employer of choice, attracting the best people and retaining employees who are committed to the firm. We recognize that there are differences among BBH employees and encourage creativity and initiative in addressing employee needs while simultaneously meeting or exceeding client expectations.
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Excellent client service is critical to our continued success. At BBH, we are committed to achieving excellence and consider flexible work arrangements to be part of our business strategy that supports superior client service. FWAs need to fit with our business priorities and the nature of the job. FWAs support the individuality of BBH employees without compromising teamwork, collaboration and mutual flexibility. Ongoing communication and collaboration of employees, managers and work groups is critical in all aspects of our business, including the effective implementation of FWAs. A mutual give and take occurs as needed, without taking advantage of an employees or a managers willingness to make periodic schedule adjustments in accessibility.
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Capital One Financial Corporation*

1680 Capital One Drive McLean, VA 22102 Phone: (703) 720-1000 www.capitalone.com/careers
Rob Keeling Vice President of Diversity
Contact Information
Lisa Metrinko Senior Recruiting Manager Phone: (703) 720-3665 E-mail: lisa.metrinko@capitalone.com www.capitalone.com/careers
*Capital One Financial Corporation (www.capitalone.com) is a financial holding company whose subsidiaries collectively had $87.7 billion in deposits and $148.0 billion in managed loans outstanding as of March 31, 2008. Headquartered in McLean, VA, Capital One has major operations throughout New York, New Jersey, Connecticut, Texas, Louisiana, Kansas, Massachusetts and
Virginia. It is a diversified bank whose principal subsidiaries, Capital One, N.A., Capital One Bank (USA), N. A., and Capital One Auto Finance, Inc., offer a broad spectrum of financial products and services to consumers, small businesses and commercial clients. A Fortune 500 company, Capital One trades on the New York Stock Exchange under the symbol "COF" and is included in the S&P 100 index.

ON-CAMPUS
Please list the schools/types of schools at which you recruit. Ivy League schools: Brown, Cornell, Harvard, Stanford, University of Pennsylvania Other private schools: Duke, Notre Dame, Carnegie Mellon, Boston College, Columbia, Dartmouth, Emory, Georgetown, Johns Hopkins, MIT, Vanderbilt Public state schools: University of Virginia, Virginia Tech, Georgia Tech, UTAustin, University of Michigan, University of Maryland, Case Western, Penn State, Indiana University, George Washington University, University of Chicago, University of Illinois, Ohio State, Rutgers, University of Illinois, University of North Carolina, Purdue, Washington University, William & Mary, University of Florida, University of Wisconsin
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Do you have any special outreach efforts directed to encourage minority students to consider your firm? Advertise in minority student association publication(s) Sponsor minority student association events Firms employees participate on career panels at school Mentoring programs Post positions on minority job boards
What activities does the firm undertake to attract minority and women employees? Conferences: HBS Women in Business Conference and Harvard Women in Business Intercollegiate Business Convention Participate at minority job fairs: NAACP, NSBE, NBMBAA, NSHMBA, National Association of Women MBAs, Reaching Out, MEAC/SWAC job fair, SWE Seek referrals from other employees Utilize online job services Mentoring programs Post positions on diversity job boards Promote diversity and diverse workplace in collateral and on website Do you use executive recruiting/search firms to seek to identify new diversity hires? No.
Internships
Capital One Summer Intern Program Deadline for application: March 15th Pay: Based on full time competitive salary Length of the program: 10 weeks Percentage of interns/co-ops in the program who receive offers of full-time employment: 90 percent Web site for internship/co-op information: www.capitalone.com/careers/campusrecruiting.shtml
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Capital One Financial Corporation
Heres your chance to take an active role in meaningful, challenging projects from your first day. As an intern, youll interact with our business leaders in our fast-paced environment. Youll learn how our people use our test-and-learn approach to drive innovation. Youll also be introduced to Capital One University, our unique in-house learning program.
WHAT YOU CAN EXPECT:

Training & DevelopmentLearn how to utilize your analytical and quantitative skills, along with the soft skills which are necessary to be a successful financial services professional, from our award-winning Capital One University. Executive Speaker SeriesHear from the senior-most executives at Capital One as they share their history and vision and offer guidance as you start your career. MentorshipDevelop relationships with an executive sponsor and a peer mentor to learn more about Capital One and begin creating your professional network. Fun & NetworkingDevelop relationships with your intern peers, associates and executives at Capital One through planned social events for all the interns and within your individual groups. Associate Presentations & DiscussionsHear from associates around Capital One as they discuss their projects and roles, and share how to be successful within a premier financial services organization.
YOUR PROJECTS MAY INCLUDE:

Spearheading analysis on a cross-functional team to develop effective revenue strategy Developing capacity models and designing reporting to improve cost management Testing trade-off revenue and credit losses and making recommendations for optimal outcome Identifying business opportunities to increase transactional volume from existing customer base Analyzing customer responses to particular combinations of product terms
Affinity Groups
Five Associate Networks: African American Network Asian Network
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Capital One Financial Corporation
Hispanic Network GLBT (Lesbian, gay, bisexual and transgender) Network Womens Network Capital Ones associate networks have shared objectives of recruitment, retention, development and community outreach. These networks provide support in the form of programs, resources and tools that enable our associates to achieve their full potential in an environment that values the differences we each bring to the workplace. Diversity Councils Across Capital One, several diversity councils have formed within specific lines of business to drive our diversity strategy at the local level. From education to flexible work arrangements and mentoring to advancement, our diversity councils bring together business leaders to ensure success.

Our CEO, Rich Fairbank drove the creation and articulation of our company-stated values. These values center around the primary values of Excellence and Do The Right Thing. Diversity is a key principle in our values: Best People (Value diversity of people) Open (Value diversity of ideas) And the overarching Respect for Each Other attribute The performance management system at Capital One is based on our company-stated values and includes Lives the Values as one of our core competencies. Clearly, the values are woven throughout our business communications, interactions and processes and are at the core of our culture.
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Citi Markets & Banking

388 Greenwich Street New York, NY 10013
Patricia David Managing Director Head of Diversity Citi Markets & Banking Global Wealth Management Fatimah Gilliam Director of Diversity Recruitment Graduate Recruitment
Locations
100 countries throughout Africa, Asia Pacific, Europe, Japan, Latin America, Middle East, Mexico and North America

How does the firms leadership communicate the importance of diversity to everyone at the firm? Citi Markets & Banking regularly communicates the importance of diversity to all employees through a variety of communication vehicles, including but not limited to: Company intranet sites and e-mail Employee publications, videos, newsletters, etc. Employee meetings, events (e.g., town halls, presentations), training Diversity committees and employee network groups Who has primary responsibility for leading overall diversity initiatives at your firm? Managing Director, Head of Diversity, Citi Markets & Banking and Global Wealth Management, Patricia David. Who has primary responsibility for campus diversity recruiting initiatives at your firm? Director of Diversity Recruitment, Graduate Recruitment Fatimah Gilliam. Does your firm currently have a diversity committee? Yes. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes.
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If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? Citi Markets & Banking senior management reviews efforts on a quarterly basis. The Citi Markets & Banking Diversity Operating Committee, comprised of senior business and human resources leaders from our core businesses, support functions and global regions, meets on a monthly basis to review progress against the diversity strategy, share best practices and align efforts globally. Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes. 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 firms management review the firms diversity progress/results? Quarterly. How is the firms diversity committee(s) and/or firm management held accountable for achieving results? There are several ways in which we ensure management accountability for progress against goals. Citi Markets & Bankings senior management team reviews overall efforts and results on a quarterly basis. At the parent company level, the office of the chairman and CEO reviews results on a quarterly basis and senior management reports annually to Citis board of directors. Are the members of the diversity committee or committees involved in diversity activities? Yes. While the wide range of activities in which committee members get involved are far too numerous to list, a short representative sample includes: Target recruiting events, both on-campus and internally organized efforts, throughout the year. Mentoring programs, including both one-on-one and one-to-many relationships. A great example is our family sponsor program. This concept is popular in many of our divisions. Senior managers typically are assigned a group of targeted employees from various functional areas. The group meets regularly with senior management over a specified time period, and one-on-one meetings also take place.
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The program strives to foster exposure, networking and mentoring opportunities for the targeted group. Our networking initiatives are extensive. Senior managers and diversity committee members have an excellent track record of personally attending these types of functions. Training and career development programs are offered to many employees via our diversity committees efforts, and where possible senior managements participation (e.g., as advisors or mentors) is a core component of the programs. Sponsorship of external organizations whose efforts support our diversity strategy offers us many opportunities to attend external conferences, networking events, etc., or to contribute to their organizational development by assigning our professionals to corporate advisory councils, board seats, etc. Our senior managers and diversity committee members have consistently demonstrated their support by becoming personally involved to help us build and benefit from our strategic partnerships.

ON-CAMPUS
Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Brown, Columbia, Cornell, Dartmouth, Harvard, Princeton, University of Pennsylvania and Yale Public state schools: Baruch College, New Jersey Institute of Technology, Rutgers, SUNY-Stony Brook, Texas A&M, UC Berkeley, UCLA, University of Florida, University of Illinois, University of Michigan, USC, University of Texas and UVA Private schools: Boston College, Carnegie Mellon, Duke, Emory, Georgetown, Hofstra, Holy Cross, Johns Hopkins University, MIT, Northwestern, Notre Dame, NYU, Stanford, St. Johns University, Stevens Institute, Syracuse University and the University of Miami Historically black colleges and universities (HBCUs): Howard, Morehouse, Spelman, and FAMU Other predominantly minority and/or womens colleges: Wellesley College and Barnard College
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Do you have any special outreach efforts directed to encourage minority students to consider your firm? Hold receptions for minority students Sponsor minority student association events and conferences Firms professionals participate on career panels at school Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Mentoring programs
What activities does the firm undertake to attract women and minorities? Partner programs with women and minority banking associations Conferences: The Consortium, Forte, MBA JumpStart, MLT, NAWMBA, NBMBAA, NSBE, NSHMBA, Out for Undergraduate Business, Rainbow Push, Reaching Out, SHPE, SWE, Toigo, Whitney M. Young, and other campus diversity conferences organized by campus organizations. Participate at minority job fairs Seek referrals from other professionals Utilize online job services Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes. Who is the person in charge of attracting women and minorities to the firm for lateral recruiting? It is imbedded in our culture that every recruiter is responsible for identifying and recruiting top women and minority candidates.
Internships
Summer Analyst Program Deadline for application for the internship: January 2009 Length of the program: 10 weeks Web site for internship information: www.oncampus.citi.com
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Citi Markets & Banking offers a 10-week internship in the following departments: Corporate banking Investment banking Global capital marketssales and trading, capital markets origination, public finance, quantitative trading and analysis Global transaction services Finance Operations Technology Responsibilities and admission vary by division. Candidates who meet the following criteria will be considered for the summer analyst program: You are currently a junior pursuing a baccalaureate degree You have maintained a minimum cumulative GPA of 3.5
Scholarships
Citi Scholars Program Deadline for application for the scholarship program: January 2009 Scholarship award amount: Up to $7,500 The Citi Scholars Program aims to identify innovative leaders who excel in the classroom and in their communities to join the summer analyst program. Recipients will be granted a paid 10-week internship opportunity during the summer before their senior year and are eligible to receive a one-time award of up to $7,500. Individuals will be selected for the program on a competitive basis. We search for a combination of academic and leadership excellence coupled with experiences and personal qualities that indicate an individuals potential to thoroughly benefit from the program and excel in the field of financial services. Applicants must be a junior pursuing a baccalaureate degree and have maintained a minimum 3.5 cumulative GPA.
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Affinity Groups
Citis employee networks are employee-initiated and employee-led groups, focused on diversity segments (e.g., African Heritage, Hispanic Heritage, Asian Pacific Heritage, Women, Pride, Working Parents, People with Disabilities) that provide their members with an opportunity to share common experiences and build awareness of diverse cultures and communities. Each network is about the diverse communities that each country focuses on in their diversity strategy, not exclusively for those who identify as members of the particular diverse community. Therefore, each network is open to all employees in the country in which they are recognized across all Citi businesses in that country. Employee networks focus on: Cross-business networking opportunities Fostering employee growth and development through guest speakers, mentoring and panel discussions Assisting the businesses in recruiting a diverse workforce Partnering with Citis community relations departments on volunteerism and community outreach projects Working with external network groups and professional organizations to foster relationships within the company Currently there are over 45 recognized networks in cities across the U.S. and five in London.

Corporate Banking Analyst Program Length of program: Two years Geographic location(s) of program: Atlanta, Chicago, Houston, New York and San Francisco The Global Corporate Bank (GCB) is a leading provider of financial services to toptier multi-national clients around the globe, serving the financial needs of the worlds preeminent corporations and financial institutions. Our relationship bankers have a comprehensive understanding of the wide range of complex financial issues facing our clients. Combined with an appreciation of the broad set of services offered by Citi, this understanding allows us to effectively deliver innovative solutions to our clients, wherever they are located.
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Global Corporate Banks relationship bankers partner with product specialists to provide a full array of corporate banking solutions, from cash management, foreign exchange, trade finance, custody, clearing and loans, to capital markets, derivatives, and structured products. They also partner with our investment bankers to deliver investment banking capabilities to our relationship clients. Our analyst training begins at the end of June in New York with 10 weeks of intensive classroom training, led by senior banking professionals and experts in the industry. Our programs are interactive, analysts work in teams on case studies and exams are held at the completion of each module. Placement occurs during the training program. The training program will cover: Overview of the corporate banking business Financial accounting and corporate finance Modeling and technical training Credit and risk analysis Investment Banking Analyst Program Length of program: Two years Geographic location(s) of program: Chicago, Dallas, Houston, Los Angeles, New York, Palo Alto, San Francisco, and Toronto Training begins in mid-July in New York with five weeks of intensive classroom training, led by senior banking professionals in the firm as well as by outside advisors. The training program will cover: An overview of the investment banking business Accounting, finance and corporate finance Computer and information resources Financial modeling In addition to classroom training, a number of social events are organized to allow networking between analysts in the program and senior banking professionals. All analysts are also assigned to both a junior and senior mentor.
GLOBAL CAPITAL MARKETS

Capital Markets Origination Analyst Program Length of program: Two years (option for a third year) Geographic location(s) of program: New York
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Analysts come to New York in July for an intensive introduction to Citis global businesses. During the first weeks of the program, analysts study concepts in corporate finance, accounting and financial modeling along with analysts from our investment banking division. Our goal is to help analysts develop a network, introduce them to the firms resources and teach them how to use those resources to serve our clients. Subsequently, capital markets origination analysts begin a two-week intensive training course that focuses on financial products, securities analytics, bond math, credit and the businesses that are housed within capital markets. Finally, we prepare capital markets structuring and origination analysts for the securities industries licenses, NASD Series 7 and Series 63. After analysts successfully complete the formal training program in New York, they join their chosen capital markets origination group.
Sales & Trading Analyst Program Length of program: Two years Geographic location(s) of program: New York Full-time analyst training begins each year in early July. Following three weeks of orientation and classroom training, analysts rotate for four weeks through various products areas that are participating in the program. It is during this stage that analysts gain exposure to the senior professionals who will serve as mentors throughout the two-year process. Placement occurs when each analyst is matched with an appropriate job. Our goal is to ensure that every analyst is placed in a job that best pairs their skill sets and personal interests with the needs of the firm. Analysts will be required to pass the appropriate licensing examinations including the Series 7, 63, 55 and 3. Once these obligations are fulfilled, analysts will work on their assigned desks performing a variety of functions and adding more and more value as they develop. There is no single job description for a sales and trading analyst, as managers will assign different responsibilities as they see fit. For the second year of the program, analysts are given the opportunity to work in a new area, thus developing a broader knowledge base and network within the firm. Global Transaction Services Analyst Program Length of program: Two years Geographic location(s) of program: Chicago, Los Angeles, Miami and New York
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Global Transaction Services (GTS) provides innovative banking solutions to financial institutions, corporate clients and public sector entities around the world. The consultative approach and focus on relationship banking enables GTS to help clients address strategic, financial and operating issues such as working capital and liquidity management, asset management, treasury integration and exposure to risk management. The breadth and depth of experience in GTS, both in-country and cross-border, along with their extensive proprietary network and position as service leader across the financial markets, are unrivaled in the industry. The analyst program offers an initial six-week boot-camp style training period where analysts will gain in-depth training in accounting, credit/risk and financial analysis. Additionally, all analysts are assigned senior and junior mentors. Finance Analyst Program Length of program: Two years Geographic location(s) of program: New York Citi Finance acts as a strategic partner across all sectors and works closely with many of the global management teams in markets and banking, the global consumer group, global wealth management, Citi alternative investments, and the corporate center. The Citi Finance team encompasses a variety of specific functions including treasury, strategy, business development, planning and analysis, audit and risk review, as well as controllers. The analyst program offers a five-week training in New York, including two weeks of accounting, one week of finance, one week of computer skills and a one week overview of the Citi businesses and the finance functions. Classes are taught by a combination of Citi professionals and public accounting and business school professionals. Additionally, each analyst is assigned an analyst buddy as well as junior and senior mentor. Information Technology Analyst Program Length of program: Two years Geographic location(s) of program: New York and New Jersey The information technology analyst (ITA) program will begin in July with two weeks of intensive training conducted by in-house trainers and featuring special presentations by technology executives. Analysts will be provided with the skills that will enable them to be successful at Citi. A sampling of topics that will be covered in the initial training and continuing education throughout the two-year program typically include:
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Introduction to firm resources and services Writing for results Time management Understanding the performance review process/setting career objectives Economic update/networking Understanding work styles Introduction to work styles Introduction to global markets Microsoft project fundamentals Presentation skills Conflict resolution skills Influence skills In addition, managers (in consultation with our in-house technology training and development managers) may develop a personalized technology education curriculum that will enable analysts to expand their current technology skill set. Additionally, our analysts are assigned junior and senior mentors. Operations Analyst Program Length of program: Two years Geographic location(s) of program: New York, Delaware, Tampa and Buffalo The operations analyst (ITA) program will begin in July with two weeks of intensive training conducted by in-house trainers and featuring special presentations by operations executives. Analysts will be provided with the skills that will enable them to be successful at Citi. A sampling of topics that will be covered in the initial training and continuing education throughout the two-year program typically include: Orientation Career planning/networking Effective business writing Fixed income securities and markets Brokerage operations DISCpersonal profile systemcommunication for influence Equity options/interest rate options Interest rate futures/swaps Credit derivatives/structured credit products Delivering business presentations Project management
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Put the extra in extraordinary service Organizational awareness Foreign exchange products Budgeting essentials: creation to application Change management: who moved my cheese Managing client relationships/communication strategies Selection and hiring Goal and objective setting Delegating: giving and receiving feedback Coaching methodology Performance appraisal and skills practice Managing effective meetings

At Citi, we believe that diversity greatly enhances our business proposition for our employees, customers and shareholders. We are committed to a culture of inclusion and opportunity. Employer of Choice Citi values a work environment where diversity is embraced, where people are promoted on their merits and where people treat each other with mutual respect and dignity. Around the world, we are committed to being a company where the best people want to work, where opportunities to develop are widely available, where innovation and an entrepreneurial spirit are valued and where employees are encouraged to fulfill their professional and personal goals. Provider of Choice Citi strives to deliver products and services to our customers that reflect both our global reach and our deep local roots in every market where we operate. The diversity of our employees enables us to better understand our customers, while the breadth of our product offerings allows us to serve them better. Business Partner of Choice Citi works to create mutually beneficial business relationships with minorities, women, veterans and people with disabilities. We recognize that working with a wide range of professionals, suppliers and consultants strengthens the communities we serve while creating value for our shareholders.
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Neighbor of Choice Citi believes it has a responsibility to make a difference in the neighborhoods in which we live and work around the world. We reach out to and form partnerships with nonprofit organizations, civic groups, educational institutions and local governments representing the diverse nature of these communities.
Our Commitment to Diversity With a team of over 50,000 talented employees in approximately 100 countries, our Citi Markets & Banking is already remarkably diverse. Every day, that diversity helps us deliver best-in-class ideas and innovative solutions to our clients, and the results of our collective efforts are extraordinary, both in terms of our income and rankings.
Because our people are our strongest competitive advantage, we work hard to create a workplace with an emphasis on inclusion, innovation and merit, rooted in our shared responsibilities to our clients, each other and our franchise. Our commitment to promoting diversity extends across all of our businesses and in every region in which we do business. With strong support from our senior management and employees, we are making great strides to: Ensure management accountability for progress Strengthen recruiting practices that will attract diverse talent at all levels of the organization Implement workforce development programs that provide all employees the tools and opportunities to build rewarding careers Create a positive, inclusive work environment rooted in a respect of individual differences Citis strong commitment to diversity has earned us recognition and accolades, including: Top 50 Companies For DiversityDiversityInc magazine 40 Best Companies For DiversityBlack Enterprise magazine 50 Best Companies For Latinas To Work For In The U.S.LATINAStyle magazine 100 Best Companies For Working MothersWorking Mother magazine 100 percent Corporate Equality Index CompanyHuman Rights Campaign (HRC) 2007 Best Companies for Multicultural WomenWorking Mother magazine
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Despite our significant progress, the potential for growth is enormous. We are proud of our record of accomplishment in this important area, and we believe more than ever that our diversity is a key factor in achieving our goal to be the most respected global financial services company, and we believe that embedding respect for diversity in everything we do will help us get there.
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Cowen & Company

1221 Avenue of the Americas New York, NY 10020 Phone: (646) 562-1000 Fax: (646) 562-1741 www.cowen.com
The Stats
Employees 2007: 525 2006: 537 Revenue FYE 2007 Net Income: $(11.32) million
Locations
US Boston New York San Francisco

Nearly 90 years of success on Wall Street, through every conceivable market environment, is a testament to Cowens tradition of attracting and retaining highly talented people. The best people in any industry want to work for a firm that is committed to quality, engenders trust with its clients, encourages risk-taking and rewards its people for creating and delivering successful ideas to its clients. Cowen continues to benefit from professionals being some of the most highly regarded individuals in their disciplines. Importantly, while Cowen is large enough to provide every essential support to create success in ones chosen pursuit, it is still of a size that an individual can make an impact on the firms success. Cowen actively recruits individuals from both the undergraduate ranks as well as the graduate ranks across the U.S, in the following areas: Investment Banking: Be at the forefront of key growth industries, working to help you meet the financing and capital-raising needs of corporate clients. Research: Join us for the rare opportunity to work alongside leading analysts in a number of todays fastest growing industries. Institutional sales and trading: Join our team of sales and trading professionals and share their success based on depth of experience, strong client relationships and dedication to the business. For any inquiries about career opportunities at Cowen, please visit our web site at www.cowen.com. Cowen is an equal opportunity employer.
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Credit Suisse
11 Madison Avenue New York, NY 10010 Phone: (212) 325-2000 Fax: (212) 325-6665 www.credit-suisse.com
Julie Kalish Vice President & US Head of Firmwide Campus Recruiting
Locations
Worldwide
Contact Information
Ligia Gomez Diversity Recruiter E-mail: ligia.gomez@credit-suisse.com

How does the firms leadership communicate the importance of diversity to everyone at the firm? Credit Suisse utilizes a variety of communication methods to convey the importance of diversity, including events, programs, newsletters, marketing brochures, e-mail memorandums, meetings and a web site on the company intranet. Who has primary responsibility for leading overall diversity initiatives at your firm? Credit Suisses commitment to diversity and inclusion begins with the most senior executives at the bank who manage diversity and inclusion as a business. Accordingly, Managing Director and Credit Suisses Global Head of Diversity and Inclusion Angie Casciato, reports directly to the chief executive. Who has primary responsibility for diversity campus recruiting initiatives at your firm? Vice President, U.S. Head of Firm-wide Campus Recruiting Julie Kalish. Does your firm currently have a diversity committee? Global diversity and inclusion includes the successful implementation of many initiatives set by Credit Suisses diversity advisory board, which is responsible for setting and advancing our global diversity strategy. Does the committees representation include one or more members of the firms management/executive committee? Ms. Casciato chairs this board, the members of which include managing directors from across the businesses and from all regions.
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How many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? The diversity advisory board consists of 27 members and meets quarterly. In addition, each division has a diversity advisory council to implement the Banks overall diversity and inclusion strategy. These members spend thousands of hours throughout the course of the year. Total senior managers on committee: 27 Number of diversity meetings annually: Four Does the committee and/or diversity leader establish and set goals or objectives consistent with managements priorities? Cultivating and fostering an inclusive workplace is a top priority and an integral part of Credit Suisses business strategy. We believe that diversity breeds innovation. As such, corporate citizenship integrates with business strategy. The business driver is very clearthe first step in helping our clients meet their goals is making sure our employees meet theirs. 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 firms management review the firms diversity progress/results? Quarterly.

ON-CAMPUS
Please list the schools/types of schools at which you recruit. Ivy League schools Public state schools Private schools Historically black colleges and universities (HBCUs) Hispanic serving institutions (HSIs) Other predominantly minority and/or womens colleges
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Credit Suisse
Do you have any special outreach efforts directed to encourage minority students to consider your firm? Hold a reception for minority students Conferences: National Black MBA Association, Reaching Out, Out for Undergraduate Business, National Association of Women MBAs, Society of Hispanic Engineers, National Association of Black Accountants Advertise in minority student association publication(s) Participate in/host minority student job fair(s) Sponsor minority student association events Firms professionals participate on career panels at school Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students
What activities does the firm undertake to attract women and minorities? Partner programs with women and minority banking associations Conferences: National Association of Women MBAs Participate at minority job fairs Seek referrals from other professionals Utilize online job services Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes. Who is the person in charge of attracting women and minorities to the firm for lateral recruiting? Director, Lateral Recruiting Lauren St. Pierre.
Internships
Summer Analyst Program and SEO program Deadline for application for the internship: January 5th Length of the program: 10 weeks Web site for internship information: www.credit-suisse.com/careers
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Credit Suisse Overview As one of the worlds leading banks, Credit Suisse provides its clients with investment banking, private banking and asset management services worldwide. Credit Suisse offers advisory services, comprehensive solutions and innovative products to companies, institutional clients and high-net-worth private clients globally, as well as retail clients in Switzerland. Credit Suisse is active in over 50 countries and employs approximately 48,000 people. Credit Suisse Groups registered shares (CSGN) are listed in Switzerland and, in the form of American Depositary Shares (CSR), in New York. Investment Banking Credit Suisse offers a broad range of investment banking and securities products and services to meet the needs of institutional clients, companies and government bodies. Private Banking
Credit Suisse provides expert advice and a comprehensive range of investment products and services tailored to the complex needs of high-net-worth individuals globally as well as private and business clients in Switzerland. Asset Management Credit Suisse serves clients by offering products across the full range of investment classes, from equities, fixed income and multiple-asset class products to alternative investments. Qualifications for all Internships Credit Suisse is noted for the diversity of its employees, but seeks candidates with a common set of abilitieshighly motivated and creative individuals who have demonstrated academic achievement, specifically in finance and accounting and have the ability to work independently and as a member of a team. We look for intelligent, driven and hardworking candidates with consistent leadership involvement in school activities and athletics, and a solid interest in the financial sector. Interested candidates must be between their junior and senior years at a four-year college or university. Please apply though the career center and at www.creditsuisse.com\standout.
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Program Structure Credit Suisses Summer Programs begin with an intense one-week training period in New York. The training curriculum varies by program, but summer analysts will participate in a capital markets overview, accounting classes, a bond math review and a library tour. Youll be trained on Bloomberg and learn Credit Suisse technology systems and databases. Your learning experience will continue through the summer speaker series, where youll hear from senior employees across the divisions. In addition, you will participate in networking events and firm-wide events that will help ensure that you are exposed to all the areas within the bank and understand the big picture of a global investment bank. You will also enjoy interacting with the other summer analysts and full-time employees at a variety of social events throughout the summer. To help you determine your strengths and plan your career, summer analysts are matched with mentors, who provide advice and guidance throughout the summer. Summer Analyst: Investment Banking Our ten-week Summer Analyst Program for rising college seniors gives you outstanding exposure to business and the financial services industry. Whether you are working alongside a full-time analyst or staffed as the only analyst on a deal team, our summer program gives you the tools you will need to jumpstart your career in finance and investment banking. Responsibilities may include analyzing companies using financial modeling and valuation techniques, examining the impact of a transaction on a clients capital structure and analyzing the consequences of a merger or acquisition. Summer analysts will be placed directly into an industry or product group. As a summer program participant, you will have the opportunity to work on deals in your group/desk, gaining hands-on experience and working on all aspects of advising and transacting business for our clients. Summer analysts are formally reviewed at the mid- and endpoints of the summer and offers are made on the last day of the program, enabling you to return to school with a full-time position secured. Our U.S. regional breadth offers unique opportunities to execute transactions from conception to close, which differentiates Credit Suisse from our competitors. Summer Analyst: Alternative Investments Credit Suisse Alternative Investments (AI) is a leading global alternative asset manager involved in private equity, hedge funds and related activities. The AI
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businesses include the fund and alternative solutions hedge fund of funds groups Quantitative Strategies and Volaris, as well as a diverse family of private equity funds, including leveraged buyout funds, mezzanine funds, core and opportunity real estate funds, secondary funds, CDOs and fund of fund businesses. Credit Suisse AI is also the worlds leading placement agent in alternative assets, raising capital for third-party managers through its private fund group and real estate private fund group. The AI businesses have a 20-year history of strong investment performance, with leading market share positions. The funds that typically hire are multi-manager portfolios, leveraged investments, real estate private fund group, private fund group, strategic partners and funds management. Summer Analyst: Global Markets Solutions The Global Markets Solutions Group (GMSG) is a global innovative coverage initiative focused on delivering creative financial solutions to our clients. The group combines originations efforts across equity capital markets (ECM), debt capital markets (DCM), private placements and structured origination. GMSG professionals coordinate with industry and coverage bankers to provide a single interface for all of the firms capital markets, funding and structured products. Summer analysts are placed directly onto a desk within a product area of global markets solutions group. As a summer program participant, you will have the opportunity to develop your analytical skills by using various financial techniques, gain hands-on experience and interact with both internal and external clientele. Summer analysts are formally reviewed at the mid and endpoints of the summer. Summer analyst opportunities vary per product area and will be available in our New York office. Summer Analyst: Fixed Income or Equity Sales and Trading The fixed income and equities departments at Credit Suisse offer two separate, 10week summer programsone in equity sales and trading and one in fixed income sales and trading. If chosen for a first-round interview, students will interview for both the equity sales and trading and the fixed income sales and trading programs please only drop your resume once for these programs. Second-round interviews are held separately and will be equity-specific or fixed income-specific. This will be determined based on your first-round interviews. In both programs, youll spend one week in training, followed by three three-week rotations on either fixed income or equity desks.
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Sales rotation: Youll spend three weeks working within one sales product area. In equity, this rotation will give you the chance to work with the coverage sales, institutional sales, international sales, automated execution systems, prime services, convertible sales or derivative sales teams. In fixed income, youll work with the corporate, structured products, interest rates, structuring, global foreign exchange, emerging markets, CDO group or derivatives sales teams. Trading rotation: Youll spend three weeks working within one trading product area. In equity, it will include the cash trading, derivative trading, program trading, international sales trading and exchange traded funds teams. In fixed income, these groups include the corporate, structured products, interest rates, global foreign exchange, emerging markets, or interest rate products trading teams. Sales or trading rotation: Youll spend your final three weeks on one of the above-mentioned sales or trading desks in either fixed income or equity. These programs are a great way to become familiar to the sales and trading arena, as well as the overall investment process, gaining a broad and varied view of several potential career paths. Summer Analyst: Equity Research If youre a dynamic undergraduate looking for an intense and valuable introduction to the equity research arena, the Equity Research Summer Analyst Program may be for you. By working with one of our top-ranked senior research analysts, youll gain an in-depth understanding of company analysis as well as the overall investment process. You will also have exposure to other divisions at Credit Suisse, including Credit Suisse global sales force, equity traders and institutional clients. We offer our summer analysts a solid one-week training program to provide you with the skills to join one of our outstanding research teams. Throughout the summer, you may work on projects involving financial analysis and investigative research. Equity research summer analysts also have the opportunity to learn financial modeling and forecasting skills and to help produce research reports. In order to fully understand equity researchs role at Credit Suisse, every summer intern will spend time with equity salespeople and equity traders. In addition to your day-to-day responsibilities, youll be assigned an industry-specific project to work on throughout the summer. Summer Analyst: HOLT The HOLT division of Credit Suisse is offering a summer internship program, based in Chicago, for undergraduate students interested in learning and applying advanced business strategy analysis and buy-side valuation methodologies.
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Through theoretical and applied research, HOLT has developed a framework that better explains the dynamic relationship between corporate financial performance and stock market pricing. HOLTs central premise is that the stock market sets prices based on cash flows, not traditional accounting measures of corporate performance. As a summer analyst, you will gain exposure to multiple global industries, interact with numerous areas of the bank, engage in strategic initiatives for key clients around the globe, carry out in-depth analysis of the factors underlying corporate financial performance and valuation, enhance your ability to structure and present persuasive analyses, and gain financial analysis skills of leading investment management and management consulting firms. Summer Analyst: Real Estate Finance and Securitization The Real Estate Finance & Securitization Groups (REFSs) main product areas fall into the broad categories of real estate and real estate-related financial products commercial mortgage-backed securities, for example. This group operates in a principal capacity as well as providing investment banking services to corporate clients, institutions and publicly traded real estate companies. REFS is organized into several operating teams: Origination Group: Organized on a geographic basis in both the New York and Los Angeles offices, origination teams invest in debt and equity and combination financing for office, industrial, retail, hotel and multi-family, single tenant and other property types. Loans can be made for whole loan sale, securitization or balance sheet purposes. Investment banking: Provides advisory services for companies and institutions regarding their real estate activities. The work involves sale mandates, securitization, mergers and acquisitions, and other transactions. Structured finance: Focuses on securitization transactions and other financially engineered exits for REFSs investments. Trading: Encompasses several units involving whole loans, commercial mortgagebacked securities (CMBS) and derivatives. As a summer analyst, you will develop your understanding of the field by working on a variety of transactions. Summer analyst positions are located in New York.
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Summer Analyst: Information Technology The IT Analyst Apprentice Program provides a learning and working experience at an accelerated pace. Analyst Apprentice Participants (AAP) will join us to work at Credit Suisses Global Information Technology organization in business analyst development, infrastructure, and strategic IT roles. As a second-year or penultimateyear student, AAPs will work full-time during the summers and a minimum of two days per week, up to 19 hours, during the school semesters. Whatever your role, youll make a genuine contribution as part of a program that aims to give a thorough introduction to our IT division and at the same time giving you great on-the-job training. The areas you could be part of include web and software development, software engineering, quality assurance, planning & engineering, change management, client relationship management, networking, databases, system administration, software support and business analysis.
Throughout your tenure, your performance will be thoroughly evaluated. If you meet our expectations and you are also interested in a career with us, you may be offered a full-time position upon graduation on one of our formal hiring programs.
Scholarships
Douglas L. Paul Scholarship Deadline for application for the scholarship program: December Scholarship award amount: $5,000 Web site or other contact information for scholarship: Diversity.Recruiting@credit-suisse.com Credit Suisse will offer $5,000 scholarships to a number of college sophomores of African, Latino and Native American descent. Recipients of the scholarships will be selected based on their academic excellence, leadership abilities and interest in the financial services industry. In addition to monetary resources, Doug Paul Scholars will have the chance to participate in our 10-week rotational program in New York. This program provides students with an educational opportunity to learn about the various areas of an investment bank, with rotations in equities, fixed income and investment banking. Scholars will receive a stipend for the duration of the 10-week program. During the program, students are given mentors to provide valuable insight into Credit Suisse, Wall Street and financial services.
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Affinity Groups
Credit Suisse Employee Networks Credit Suisses Global Employee Networks bring people together from across the bank to share information, ideas and experiences. These diverse groups help employees balance their work and personal lives and promote career development through networking, informal mentoring, education and access to senior management. Activities include panel discussions, lecture series, seminars, presentations and study groups, as well as workplace support groups that raise awareness of a wide array of diversity issues. Every sitebased network is inclusive and open to all Credit Suisse employees who wish to participate. Americas Womens Network The AWN is dedicated to developing careers, attracting talent, cultivating client relationships, and promoting camaraderie between women. The mission is to support career development through educational and relationship building opportunities, to win business and to advance Credit Suisses diversity and inclusion strategy. Multicultural Resource Network The vision of the Multicultural Resource Network is to understand and convey the importance of diversity within Credit Suisse while leveraging the collective knowledge of our multicultural work force. Establishing an effective network, serves as a catalyst for educating employees on our cultural differences; promotes and celebrates diversity within the bank; and fosters networking and professional development opportunities. Open Network The vision of the Credit Suisse Open Network is to support a diverse, inclusive and open environment that enables lesbian, gay, bisexual and transgender (GLBT) professionals to maximize their professional growth and contribution to the Banks success. Family Network The Family Network provides holistic programming around the various aspects of family responsibilities including, but not limited to, caring for children, parents and grandparents. The Network supports employees by hosting programs, discussion sessions and speakers with topics relevant to: Future and Expectant Parents, Parents of Infants and Toddlers, Parents of Middle School/HS, Parents of Children With Special Needs, Elder Care.
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Diversity and inclusion at Credit Suisse is about an inclusive culture across the bank where employees differences are valued and leveraged for the benefit of the business, employees are given opportunities to realize their full potential and all employees are treated with dignity and respect. Diversity and inclusion supports our business as it provides a competitive edge in attracting and retaining talent, diverse perspectives lead to innovative solutions for our clients and diversity and inclusion strengthen client relationships. Global diversity and inclusion is an integral part of Credit Suisses business strategy. Our approach leverages diversity and inclusion to attract, develop and retain top talent, continues to promote a culture of respect for individual differences, which breeds innovation and draws talent and ideas from around the world, and gives us a distinct competitive advantage which creates new and compelling business opportunities. This has enabled us to win business, strengthen relationships with existing clients and create inroads to new clients.
Credit Suisse is dedicated to attracting, developing and retaining the best people in the industry. We bring together individuals of different genders, races, ages, nationalities, religions, sexual orientations and disabilities to create a world-class team of financial service professionals. At the core of the Credit Suisse philosophy of inclusion is the firms global dignity at work policy, a set of conduct guidelines that apply to all employees worldwide. This policy ensures that diversity, inclusiveness and dignity in the workplace are everyones responsibility. These enduring values are part of the very fabric of our business. They shape the way we hire, develop and promote employees, and they guide us in the way we treat one another.
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Deutsche Bank
60 Wall Street New York, NY 10005 Phone: (212) 250-2500 www.db.com/careers
The Stats
Employees 2007 US: International: 2006 US: International: Revenue 2007: 2006: 13,088 65,203 11,369 57,480 30.7 Billion 28.5 Billion
Locations
New York San Francisco Boston Los Angeles London Frankfurt Paris Hong Kong Singapore Tokyo Deutsche Bank has offices in more than 75 countries around the world.
Employment Contact
Mark Chamberlain Vice President, Diversity Resourcing
Experienced Hire Contact

Felicia Ivey Vice President, Professional Resourcing

How does the firms leadership communicate the importance of diversity to everyone at the firm? Senior managers of the banks divisions send out regular communications on diversity and there is also an annual nomination process for Leadership in Diversity Awards. Employees can nominate themselves or fellow employees for this award to recognize the work they have done to promote diversity at Deutsche Bank. DB management also provides financial and personal support to the three affinity groups encouraging them to further their agenda and enhance the DB experience for women, minorities and members of the LGBT population. Who has primary responsibility for leading overall diversity initiatives at your firm? Seth Waugh, CEO of DB in the U.S. Does your firm currently have a diversity committee? Yes.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Deutsche Bank
If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes. If yes, how many executives are on the committee, and in 2007, what was the total number of hours collectively spent by the committee in furtherance of the firms diversity initiatives? The diversity committee is headed by DBs CEO for the Americas and includes senior managers from across the firm. Number of diversity meetings annually: We meet at least quarterly. Does the committee and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes.
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 firms management review the firms diversity progress/results? Quarterly.

ON-CAMPUS
Please list the schools/types of schools at which you recruit. Ivy League schools: DB recruits at all the Ivy League Schools Other private schools: DB recruits at a large number of private and public schools across the country Historically black colleges and universities (HBCUs): Morehouse, Spelman, Howard Hispanic serving institutions (HSIs): Florida International University Other predominantly minority and/or womens colleges: Smith, Mount Holyoke, Wellesley
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Deutsche Bank
Do you have any special outreach efforts directed to encourage minority students and graduates to consider your firm? Conferences: Toigo, National Black MBA Association, National Society of Hispanic MBAs, Society of Hispanic Professional Engineers, The Forte Foundation, Financial Womens AssociationWall Street Exchange, MBA Jumpstart Advertise in minority student association publication(s) or other minority-focused publications Participate in/host minority student job fair(s) or other minority-focused job events: DB has participated in minority student job fairs at a number of schools and has also participated in minority job fairs focusing on experienced candidates. Sponsor minority student association events Firms employees participate on career panels at school Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students
What activities does the firm undertake to attract minority and women employees? Partner programs with women and minority associations Conferences: Toigo, National Black MBA Association, National Society of Hispanic MBAs, Society of Hispanic Professional Engineers, The Forte Foundation, Financial Womens AssociationWall Street Exchange, MBA Jumpstart Participate at minority job fairs Seek referrals from other employees Utilize online job services Other: DB holds events on occasion where DB employees invite external women and minorities in for networking receptions with our line managers and recruiters to explore employment opportunities for these external candidates. Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes.
Internships
Summer Analyst Programs including INROADS DB has a number of summer analyst programs that students can apply to.
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Deadline for application: The application deadlines vary by school, but generally take place from January to March. For INROADS students who have not applied at one of our target schools, DB conducts a separate interview day for INROADS students on site at Deutsche Bank. Pay: Compensation for the programs is competitive with all the other major New York investment banks. Length of the program: The programs start in early June and last for 10 weeks. Web site for internship/co-op information: All students must apply through the DB website, www.db.com/careers. BA Interns are hired into the following areas: Asset management Finance Global banking (corporate finance) Global markets (sales, trading and research) Global technology and operations Human resources Legal, risk and capital Private wealth management
Scholarships
Deutsche Bank has scholarship programs at Howard, Morehouse and Spelman for undergraduates. Students apply in their sophomore year. The scholarships are designed for students who have achieved academic success and who are interested in careers in the investment banking industry. Deadline for application for the scholarship program: Winter Scholarship award amount: Varies
Affinity Groups
Deutsche Bank has three main affinity groups: The Multicultural Partnership Group: The MCP Group is committed to creating an inclusive work environment that attracts, develops and retains a multicultural workforce that supports the Banks efforts to meet the unique needs of our globally diverse clients. The group is actively involved in DBs recruiting efforts and intern
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programs, and many members of MCP volunteer to be informal mentors for summer interns and newly hired employees. The Rainbow Group: The Rainbow Group promotes the professional development of lesbian, gay, bisexual and transgender (GLBT) employees. RGA supports DBs efforts to attract and retain a diverse workforce by sending representatives to the Out and Equal Conference, the Out for Undergraduate Conference and the Reaching Out Conference (MBAs) each year Women on Wall Street: Women on Wall Street or, WOWS, provides opportunities for women at DB to enhance their skills, get real-world career advice, and connect to a strong network of colleagues in Deutsche Bank and in the financial industry. Over 2,000 people attend the annual WOWS conference to discuss the issues facing women in the workforce today. This annual conference has proved to be a catalyst for change on Wall Street and is a highly anticipated and oversubscribed event every year.

Full-time Analyst Programs DB has a number of full-time analyst programs that students can apply to. Generally, most of the students accepted into the full-time programs were former summer analysts, but there are opportunities for additional hiring in the fall semester of the senior year. Deadline for application for the scholarship program: The application deadlines vary by school, but generally take place in October and November of the students senior year. Length of the program: The programs generally start in July and include training in New York and/or London. Scholarship award amount: Compensation for the programs is competitive with all the other major New York investment banks. Web site or other contact information for scholarship: All students must apply through the DB website, www.db.com/careers. BA Interns are hired into the following areas for full-time employment: Asset management Finance Global banking (corporate finance) Global markets (sales, trading and research)
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Global technology and operations Group audit Human resources Legal, risk and capital Private wealth management

Deutsche Bank has been at the forefront of investment and retail banking in Europe for over 130 years. Its global footprint has now extended to cover over 76 countries and 13 million clients, providing a range of financial services to corporations, governments, agencies and private individuals and institutions. Some may be surprised to learn that the bank has been established in the Americas since the nineteenth century and began independent operations in the U.S. in 1978. In 1999, Deutsche Bank acquired Bankers Trust, broadening its product range and increasing its immersion in the U.S. marketplace. As a further show of commitment to the U.S. market, in October 2001 Deutsche Bank obtained a U.S. listing for its shares on the New York Stock Exchange and now employs 20 percent of its staff in the Americas. At Deutsche Bank, we are committed to recruiting, retaining and developing diverse talent. We think of diversity in its broadest sense, embracing all of those differences that make up the exciting, challenging world in which we live. These include age, culture, ethnicity, gender, nationality, personality type, physical ability, religion, sexual orientation and work style. Diverse perspectives foster innovation and creativity. They enable us to build teams with a unique range of capabilities that can win the trust of our most demanding clients. They enhance our ability to respond to global business issues and provide innovative, superior solutions. Thats why, for us, diversity is a business imperative, improving performance for clients, employees and shareholders alike. Recognizing diversity is important, but not enough on its own. That is why we have invested in diversity, embedding it into the fabric of our organization. Deutsche Bank leverages its diversity and fosters a work environment that attracts, develops and retains a diverse pool of talent. Our global graduate recruitment strategy aims to provide the bank with a diverse graduate pipeline. We partner with a number of organizations and student clubs on the graduate and undergraduate levels to source diverse talent. Through our internship programs, we offer talented minority and female students at the high school and undergraduate levels the opportunity to experience the world of investment banking by partnering with several minority organizations in var-
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ious regions. Many of our sponsorships and activities are educational and aimed to increase industry awareness, enabling us to perform outreach to a truly diverse audience who may not have previously considered a career in banking. We provide opportunities for an open exchange of experiences and ideas across all levels of the bank through our employee networks. For further information on our diversity initiatives and our firm, please visit our website at www.db.com\careers.
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Dresdner Kleinwort
1301 Avenue of the Americas New York, NY 10019 Phone: (212) 969-2700 Fax: (212) 969-7977 US.Jobs@dkib.com www.dresdnerkleinwort.com
Contact Information
Frances A. Lyman Director, Recruitment E-mail: Fran.Lyman@dkib.com
The Stats
Employees: 5,500

How does the firms leadership communicate the importance of diversity to everyone at the firm?
Quarterly town hall meetings E-mail communication Quarterly diversity meetings Who has primary responsibility for leading overall diversity initiatives at your firm? Carrie Guillory, director and diversity committee chairperson. Who has primary responsibility for diversity recruiting initiatives at your firm? Frances A. Lyman, directorrecruitment. Does your firm currently have a diversity committee? Yes. Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, informal. How often does the firms management review the firms diversity progress/results? Quarterly.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Dresdner Kleinwort

ON-CAMPUS
Please list the schools at which your firm recruits. Ivy League schools Public state schools Do you have any special outreach efforts directed to encourage minority students to consider your firm? Conferences Participate in/host minority student job fair(s) Firms professionals participate on career panels at school Outreach to leadership of minority student organizations
What activities does the firm undertake to attract women and minorities? Conferences Participate at minority job fairs Seek referrals from other professionals Utilize online job services Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes.
Entry-Level/Full-Time/Training Programs/Summer Opportunities

Capital Markets and Global Banking Capital Markets and Global Banking full-time resume submission deadline: November 30, 2008 Capital Markets and Global Banking summer internship resume submission deadline: January 15, 2009 Cover letter and resume should be sent to: US.JOBS@dkib.com. E-mail subject header should indicate first and last name, school attending and position, i.e., John Doe, UniversityGLOBAL BANKING Summer Analyst
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Dresdner Kleinwort
CAPITAL MARKETS (CM)

CM positions are available in New York. CM Summer Associate (12-week program) and CM Associate Within capital markets, we recruit into trading, sales and structuring roles across the different divisions. Traders are decision makers; they need to be numerical and possess a thorough understanding of market dynamics to allow themselves to manage risk and reap rewards. Salespersons are sophisticated in determining the needs of the clients and identifying solutions with the products and services of the firm. Structurers have a dual function: take ideas that salespersons synthesize from the Street and incorporate them into a product that can be sold directly to the client or traded by the traders. Requirements for full-time and summer: Dresdner Kleinwort is looking for candidates with an MBA from a leading university and with an outstanding academic record which places them in the top percentile of their class. A background in finance, economics or accounting is preferred. It is to the applicants advantage to have at least one year of professional experience in the front office trading environment. The individual must be able to work independently and alongside senior traders, salespersons and structurers. As a trading associate, one must be able to assess and execute trading ideas based on current market view and position. Sales associates need to have excellent interpersonal skills, exceptional product knowledge to effectively articulate solutions and ability to build institutional client relationships. Structurers are required to possess strong analytical and quantitative skills to evaluate opportunities and creatively provide value-add financing alternatives. CM Summer Analyst (12-week program) and CM Analyst Requirements for full-time and summer: Dresdner Kleinwort is looking for undergraduates from a leading university and with an outstanding academic record which places them in the top percentile of their class. A strong academic and professional background in finance, economics or accounting is preferred. Previous internships that provided exposure to market dynamics are highly considered. We are looking for candidates who are inquisitive and tireless in their pursuit of product knowledge and relationship management experience. We prize individuals who are committed to undergo the steep learning curve in order to grow within the firm.
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GLOBAL BANKING
Global BankingInvestment Banking (GBIB) Global banking positions are available in New York. GBIB Associate Financial associates at Dresdner Kleinwort are responsible for all aspects of analysis and presentations relating to mergers, acquisitions, restructurings, divestitures, leveraged buyouts, privatizations and corporate finance. Associates are expected to be proficient with the fundamental analytical principles of mergers and acquisitions and general corporate finance. Associates will participate in structuring and negotiating M&A transactions and financings, and will gain increasing experience and responsibility as they develop expertise in these areas. In addition, associates will play a significant role in the firms new business efforts and ongoing client relationships.
Requirements: Dresdner Kleinwort expects to hire exceptionally accomplished, self-motivated individuals with the capability to work effectively in the high pressured yet rewarding, environment of investment banking. The firm requires and expects the highest ethical and professional standards of its employees. An MBA or similar level qualification is preferred together with two years minimum work experience, preferably in investment banking or a related field. The firm is looking for students with an outstanding academic record that places them in the top percentiles of their class, as well as demonstrated leadership ability through involvement in extracurricular activities such as student government, athletics, and cultural and entrepreneurial activities. Global Banking Summer Associate Summer associates at Dresdner Kleinwort are responsible for all aspects of analysis and presentations relating to mergers, acquisitions, restructurings, divestitures, leveraged buyouts, privatizations and corporate finance. The Summer Associate Program is intended to provide participants with a firm understanding of the fundamental analytical principles of mergers and acquisitions and general corporate finance. Summer associates will participate in structuring and negotiating M&A transactions and financings (including client interaction), and will gain increasing experience and responsibility as they develop expertise in these areas. Requirements: Dresdner Kleinwort expects to hire exceptionally accomplished, self-motivated individuals with the capability to work effectively in the high pressured, yet rewarding, environment of investment banking. The firm requires and expects the highest ethical
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and professional standards of its employees. An MBA or similar level qualification is preferred together with two years minimum work experience, preferably in investment banking or a related field. GBIB Analyst Financial analysts at Dresdner Kleinwort are responsible for all aspects of analysis and presentations relating to mergers, acquisitions, restructurings, divestitures, leveraged buyouts, privatizations and corporate finance. Specifically, analysts are required to be proficient within a short period of time with fundamental accounting principles and various financial modeling and valuation techniques. It is expected that analysts will have significant opportunities to interact with clients and to take on additional responsibilities based on performance. Requirements: Dresdner Kleinwort expects to hire exceptionally accomplished, self-motivated individuals with the capability to work effectively in the high pressured, yet rewarding, environment of investment banking. The firm requires and expects the highest ethical and professional standards of its employees. A background in finance, economics or accounting is preferred. The firm is looking for students with an outstanding academic record that places them in the top percentiles of their class, as well as demonstrated leadership ability through involvement in extracurricular activities such as student government, athletics, and cultural and entrepreneurial activities. GBIB Summer Analyst Summer analysts at Dresdner Kleinwort are responsible for all aspects of analysis and presentations relating to mergers, acquisitions, restructurings, divestitures, leveraged buyouts, privatizations and corporate finance. The summer analyst program is intended to provide participants with an introductory understanding of the fundamental analytical principals of mergers and acquisitions and general corporate finance. Requirements: Dresdner Kleinwort expects to hire exceptionally accomplished, self-motivated individuals with the capability to work effectively in the high pressured, yet rewarding, environment of investment banking. The firm requires and expects the highest ethical and professional standards of its employees. A background in finance, economics or accounting is preferred. The firm is looking for students with an outstanding academic record that places them in the top percentile of their class, as well as demonstrated leadership ability through involvement in extracurricular activities such as student government, athletics, and cultural and entrepreneurial activities.
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In order to foster diversity throughout its North American operations, Dresdner Kleinwort has established a North American diversity committee. The diversity committee has been charged with identifying current needs and recommending practices and initiatives to promote diversity. The diversity committees focus is the recruitment, retention and promotion of a diverse workforce and the creation of a work environment that is equally hospitable to all employees regardless of gender, race, ethnicity, language, religion, physical abilities or sexual orientation.
Overview of Dresdner Kleinwort
Dresdner Kleinwort is the investment bank of Dresdner Bank AG and a member of the Allianz Group. We provide a full range of services to corporate, institutional and government clients worldwide through our capital markets and corporate finance and advisory business lines. The firm employs 5,500 people globally with significant operations in London, Frankfurt, New York, Tokyo, Sao Paolo and Moscow. This global reach enables us to offer opportunities world-wide. Dresdner Kleinwort operates an integrated business model, the elements of which are: Leading capital markets expertise An international cross-border advisory platform Innovative risk management solutions across all asset classes Strength in the home markets of Germany and the U.K., with an international presence and capability in key product areas to support a global client base One of the first investment banks to remove traditional barriers between product and service lines, Dresdner Kleinwort delivers tailor-made solutions to clients business problems and financing needs. The bank, backed by the resources of one of Europes leading financial institutions, fosters an entrepreneurial culture that serves the interests of its clients. On June 29, 2006, the firm changed its name to Dresdner Kleinwort. Our new name, Dresdner Kleinwort, embraces two great assets. First, the strength and strategic importance that comes from being part of the Dresdner Bank Group. Second, the enduring values that are rooted in our distinguished heritage. Together they reconfirm our international status.
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Dresdner Kleinwort now comprises two divisions, capital markets and global banking, through which we continue to offer a full array of advisory, financing and trading services. Our intention is to create an organization that is more focused, more flexible and fully committed to providing inspiring solutions that can truly add value. Dresdner Kleinworts size is viewed as a distinct advantage as it means that the bank is: Agile Flexible Innovative Creative Able to provide tailored solutions to our clients. Able to provide greater opportunities and a wider range of experiences for our people and a chance to make a significant contribution.
Dresdner Kleinworts core values are: Communication Client first Teamwork Excellence Creativity Professionalism
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Goldman, Sachs & Co.

85 Broad Street New York, NY 10004 Phone: (212) 902-1000 Fax: (212) 902-3000 www.gs.com/careers
The Stats
Employees 2007: 30,522 2006: 26,467 Revenue 2007: $45,987 million 2006: $37,655 million
Locations
US Atlanta, GA Boston, MA Chicago, IL Dallas, TX Houston, TX Jersey City, NJ Los Angeles, CA Miami, FL New York, NY Philadelphia, PA Princeton, NJ Salt Lake City, UT San Francisco, CA Seattle, WA Tampa, FL Washington, DC West Palm Beach, FL
Chief Diversity Officer

Edith Hunt Managing Director
Employment Contact
Gina Moore Associate Recruiter
International Auckland Bangalore Bangkok Beijing Buenos Aires Calgary Cayman Islands Doha Dubai Dublin Frankfurt Geneva Hong Kong Johannesburg London Madrid Melbourne Mexico City Milan Monaco Moscow Mumbai Paris So Paulo Seoul Shanghai Singapore Stockholm Sydney Taipei Tel Aviv Tokyo Toronto Zurich
Diversity Campus Recruiting Team Leader

Lance LaVergne Vice President, Global Head of Divesity Recruiting

Who has primary responsibility for leading diversity initiatives at your firm? Edith Hunt, managing director. Does your firm currently have a diversity committee? Yes. In 1990, Goldman Sachs formed the firmwide diversity committee (FDC) to support and promote an inclusive work environment that recruits, retains, develops and rewards the best and brightest individuals and successfully supports a diverse workforce. Today, the FDC is led by our Chairman and CEO Lloyd Blankfein. It consists of members of the firms management committee and other senior leaders. The FDC meets
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on a quarterly basis. In addition, we also have regional diversity committees focusing on their particular regions in the Americas, Europe and Asia. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes. If yes, how many executives are on the committee, and in 2007, what was the total number of hours collectively spent by the committee in furtherance of the firms diversity initiatives? Total executives on committee: 24 Does the committee and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes. One of the firmwide diversity committees (FDC) goals is to continue to promote an environment of mutual respect, cooperation and professionalism, and foster the teamwork essential to the firms commitment to excellence. One of our most successful tools in driving our diversity initiatives throughout the firm has been the commitment and involvement of senior management. The FDC is not only accountable for diversity activities throughout the firm, but it is also a body that encourages serious debate and discussion on important diversity-related issues. To date, the FDC has helped develop numerous programs, including those that enable employees to manage personal commitments, enhance career development and heighten sensitivity to diversity issues in the workplace. These programs range in scope from flexible work arrangements to generous family leave policies, and from mentoring programs to training programs. Each year, the office of global leadership and diversity (GLD) works with the FDC to create specific, measurable and actionable initiatives for the firm to focus on. These priorities align with the firms overall business principles and vision for diversity. In 2008, our diversity priorities include: Go live with the divisional and regional accountability scorecards Continue to ensure sufficient opportunities for senior management engagement in divisional and regional diversity initiatives Continue to enhance the diversity and inclusion curriculum to explore the full spectrum of diversity topics and audiences (i.e., religion, age, disability) Develop and continuously improve professional development curriculum for targeted populations across all levels Drive business case and other key messages into senior level communications and broaden overall diversity communications platform throughout firm
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Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, formal. Goldman Sachs office of global leadership and diversity directs the firms diversity strategy and translates the firms diversity commitments into specific actions. Aligned with both the executive office and human capital management, the office of global leadership and diversity is led by Edith Hunt, a managing director, and is driven by a central team that works collaboratively with divisional and regional leadership and diversity managers who ensure our diversity efforts are supported, coordinated and effective across the globe. The office of global leadership and diversity seeks to drive leadership, commitment and accountability from top to bottom. In order to fulfill this commitment, a structured set of annual priorities are set and division and region heads are held responsible for achieving them as well as communicating them in key forums. Ultimately, the FDC is responsible for the state of diversity at Goldman Sachs and answers to our board of directors. The office of global leadership and diversity employs a focused strategy that seeks to create real change and traction by: (1) affecting cultural transformation, (2) advancing leadership and management skills across the firm, and (3) integrating diversity considerations into our key business and people processes such as: recruiting, training, career development, compensation, promotions, succession planning and other key retention strategies as a means to achieve our objectives. To accomplish this, we leverage four key catalysts: (i) Leadership commitment, (ii) Education and training, (iii) Communication and involvement, and (iv) Accountability To drive our diversity efforts deeper into our organization, Goldman Sachs has developed and implemented various formal systems, which focus on short- and long-term priorities as well as measuring progress. These leading initiatives have played a significant role in advancing our diversity efforts. Each year, division and region heads are responsible for presenting a diversity plan for their population to the firmwide diversity committee. The plan must align with the firms annual diversity priorities and
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include a summary of successes, a review of their impact on the targeted population and new priorities for the coming year. This exercise requires division heads and managers to evaluate their own performance and formally commit to next steps for their respective populations. At year-end, each of our division heads are explicitly evaluated on their diversity efforts (looking at a range of indicators) so that in their performance review and compensation process they are held accountable by the firms CEO. Through our senior leaders analyses, each division and region head meets with our chairman and CEO to discuss the status of our high potential women and minorities and to develop specific action steps to ensure we are broadening the pipeline and each professionals potential is maximized. These meetings are followed up on periodically, prior to key people processes such as promotion and compensation, to ensure that our decisions are consistent with the performance of the talent we identify. The executive office and division heads invest significant time to ensure that the right people are discussed and follow-up responsibilities are completed. Career development committees in each division and region ensure that managers are held accountable for diversity results. Led by each divisions senior leadership, CDCs meet to review and provide clear development opportunities for our people across all professional levels. Through CDCs, divisional management proactively works to identify successors, mentor relationships, stretch assignments, mobility opportunities and potential for individuals career advancement. How often does the firms management review the firms diversity progress/results? Quarterly. How is the firms diversity committee and/or firm management held accountable for achieving results? Senior management reports to the board of directors annually on the state of the firms diversity initiatives. The internal communications group focuses on reinforcing the culture of Goldman Sachs, keeping our people informed about news of the firm, our viewpoints on the global markets, our diverse businesses and management announcements. We use a variety of channels to communicate information throughout the firm, including GS Web (the firms official intranet site), To All memorandums, firmwide voice mails, global town halls and briefing toolkits.
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The office of global leadership and diversity partners with the internal communications group to ensure that diversity messages are communicated effectively firmwide. As such, critical diversity messages are woven into senior leaderships announcements as well as in Town Halls. Key communications vehicles managed by GLD include: Global leadership and diversity web site: Goldman Sachs global leadership and diversity internal web site provides a visible, informative and globally inclusive forum to share diversity-focused messages. The site, global in scope, is comprised of a homepage that highlights articles from each region as well as separate sections dedicated to the Americas, Europe and Asia. The web site also houses all affinity network homepages globally. It is accessible via a direct link off the firms GS Web. GLD Newsletters: Goldman Sachs distributes formal Global leadership and diversity newsletters to employees across the globe. These newsletters inform people about current initiatives and events such as history and heritage months, encourage them to become involved in affinity networks and highlight best practices and accomplishments across the firm. In addition to the GLD web site, we also highlight diversity-related initiatives and events on GS Web, the firms global internal web site.

ON-CAMPUS
Please list the schools at which your firm recruits. Ivy League schools: Brown University, Columbia University, Cornell University, Dartmouth College, Harvard University, Princeton University, University of Pennsylvania, Yale University Private schools: Boston College, Carnegie Mellon University, Duke University, Emory University, Georgetown University, Lehigh University, Massachusetts Institute of Technology, New York University, Northwestern University, Pace University, St. Johns University, Stanford University, Syracuse University, University of Chicago, University of Notre Dame, University of Southern California, Vanderbilt University, Villanova University Public state schools: City University of New YorkBaruch College, Rutgers University, University of CaliforniaBerkeley, University of Indiana, University of Michigan, University of North CarolinaChapel Hill, State University of New YorkBinghamton, University of Puerto Rico Mayagez, University of Puerto RicoRio Piedras, University of Texas, University of Virginia
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Historically black colleges and universities (HBCUs): Hampton University, Howard University, Morehouse College, Spelman College Womens colleges: Barnard College, Bryn Mawr College, Mt. Holyoke, Smith College, Wellesley College
What activities does the firm undertake to attract minority and women employees? Partner programs with women and minority associations Conferences: American Indian Science & Engineering Society, Association of Latino Professionals in Finance and Accounting, Consortium for Graduate Studies in Management, Hispanic Alliance for Career Enhancement, National Association of Black Accountants, National Association of Women MBAs, National Black MBA Association, National Society of Black Engineers, National Society of Hispanic MBAs, Society of Hispanic Professional Engineers, Society of Women Engineers Participate at minority job fairs Seek referrals from other employees
Internships
Summer Analyst Program Deadline for application: Winter 2008 (varies from school to school) Length of the program: 10 weeks Web site for internship/co-op information: www.gs.com/careers Summer analysts join a 10-week comprehensive program where they are given the opportunity to learn critical business skills while gaining fundamental experience in their respective divisions. Goldman Sachs seeks highly motivated candidates who have demonstrated outstanding achievements in academic and extracurricular activities. We are looking for self-motivated team players who have excellent organizational and communication skills. While a background in finance or accounting is not required, candidates should have an interest in business and financial markets. The following divisions hire summer analysts: Finance (includes controllers, tax, treasury, credit, market and operational risk) Global investment research Human capital management Investment banking/corporate finance
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Investment managementasset management Investment managementprivate wealth management Global compliance Legal and management controls Merchant banking/private equity Operations Securities Services Technology
Scholarships
Scholarship for Excellence Deadline for application for the scholarship program: December 2008 Scholarship award amount: $5,000sophomores, with an opportunity to be considered for an additional $10,000 in their junior year; $10,000juniors Web site or other contact information for scholarship: www.gs.com/careers The Goldman Sachs Scholarship for Excellence Program was established in 1994 and is an integral part of our diversity recruiting effort, helping to attract undergraduate students of black, Hispanic and Native American heritage to careers at Goldman Sachs. Students of all majors and disciplines are encouraged to apply. Recipients of the scholarship will receive: Sophomores$5,000 scholarship to cover tuition and fees, and upon successful completion of summer internship, an opportunity to receive an additional award and an offer to return for a second summer internship. Juniors$10,000 scholarship to cover tuition and fees An internship as a summer analyst in which the scholarship recipient will gain insight into the financial services industry, the firm and our unique culture Exposure to senior level managers and participation in firmwide networking opportunities Eligibility: The following are criteria we consider when selecting our scholarship recipients: Black, Hispanic or Native American heritage Minimum cumulative grade point average of 3.4 or above, on a 4.0 scale Interest in the financial services industry Community involvementservice to campus and community
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Demonstrated leadership and teamwork capabilities
Affinity Groups
At Goldman Sachs, we recognize that our ability to maintain and strengthen our edge requires a diverse workforce that can offer the widest possible range of perspectives. Through our diversity efforts, we work to provide a supportive and inclusive environment where all individuals, regardless of age, gender, race, religion, national origin, sexual orientation, gender identity, disability or other classification or characteristic, can maximize their full potential. Our affinity networks are an important part of the firms diversity strategy because they serve as a forum to share ideas, concerns and successes, and provide opportunities for professional development. The primary focus of the networks are to: Promote the firms business principles Foster leadership development and offer guidance on career management Increase the engagement and retention of historically underrepresented groups and women Facilitate relationship-building between Network members Create business development opportunities Enhance recruitment efforts for historically underrepresented groups and women Raise awareness, share ideas and create a sense of collaboration and community among everyone at Goldman Sachs Raise the visibility of our leadership and diversity commitment to external communities The firm currently sponsors the following networks in the Americas: Asian Professionals Network Gay and Lesbian Network Goldman Sachs Womens Network Firmwide Black Network Firmwide Hispanic/Latin Network Each network operates on a firmwide level and has chapters in divisions where greater interest and participation exists. Members of the firms management committee and partnership committee sponsor each firmwide network. Network members meet on an ongoing basis and participate in network events throughout the year. Each network also organizes and participates in history and heritage months throughout the year. Every network has an internal web site which serves as a source of information for all Goldman Sachs employees on the networks mission, leaders, key initiatives and events.
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Full-time Analyst Program Geographic location(s) of program: Opportunities are available in the majority of our global offices. The main purpose of the analyst program is to provide analysts with critical business skills while gaining fundamental skills in their respective divisions. Goldman Sachs seeks highly motivated candidates who have demonstrated outstanding achievements in academic and extracurricular activities. We are looking for self-motivated team players who have excellent organizational and communication skills. While a background in finance or accounting is not required, candidates should have an interest in business and financial markets. Goldman Sachs hires full-time analysts for the following divisions: Finance (includes controllers, tax, treasury, credit, market and operational risk) Global compliance Global investment research Human capital management Investment banking Investment management Legal and management controls Merchant banking Operations Securities Services Technology Please visit our web site for specific divisional overviews at: www.gs.com/careers.

Goldman Sachs aims to be the employer, advisor and investment of choice by attracting and retaining the best and most diverse talent. Through our leadership and diversity efforts, including the affinity network program, we work to provide a supportive and inclusive environment where all individuals, regardless of gender, race, ethnicity, national origin, sexual orientation, gender identity, disability or other classification can maximize their full potential, which in turn leads to strengthening the firms position as a leader in the industry. The firms commitment to diversity is evident at the most senior levels and is driven down through the firm by way of our Seventh Business Principle:
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We offer our people the opportunity to move ahead more rapidly than is possible at most other places. Advancement depends on merit and we have yet to find the limits to the responsibility our best people are able to assume. For us to be successful, our men and women must reflect the diversity of the communities and cultures in which we operate. That means we must attract, retain and motivate people, from many backgrounds and perspectives. Being diverse is not optional; it is what we must be. We know that to manage diversity well, we have to manage people well. We realize that successful formal processes have a particularly positive influence on women, historically underrepresented groups and non-U.S. nationals. The office of global leadership and diversity reinforces our culture of meritocracy by advancing leadership and management skills, and integrating diversity considerations into our key business and people processes such as recruiting, training, career development and other retention strategies.
At Goldman Sachs we recognize that having a diverse workforce encourages increased creativity and innovation. This is crucial to improved performance and continued business success. To that end, we are committed to creating an environment that values diversity and promotes inclusion. Goldman Sachs recruits individuals from diverse cultures and backgrounds. The result is a wealth of talent and creativity where exceptional individuals work together to provide a world-class service to a broad spectrum of corporate, government, institutional and private clients. In our search for outstanding individuals, we partner with organizations promoting diversity. Through our work with INROADS, Sponsors for Educational Opportunity, The Jackie Robinson Foundation and The Forte Foundation on Disability and others, we increase our commitment to recruiting women, students from ethnic minorities and those with disabilities. Further, we have initiated and managed a number of programs designed to increase awareness of the firm and our industry. These programs allow us to offer academic scholarships, educational opportunities, summer internships and full-time positions to many outstanding students. Not all of these students have a finance or business background; we actively seek candidates from a broad array of academic disciplines and concentrations such as liberal arts, applied math, sciences and engineering, in order to reach a wide spectrum of strong candidates. We invite you to take a closer look at our firm and learn more about the different programs and opportunities available to you by visiting our web site at www.gs.com/careers.
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Houlihan Lokey
1930 Century Park West Los Angeles, CA 90067 Phone: (310) 553-8871 Fax: (310) 553-2173 www.HL.com
The Stats
Employees: 800+
Employment Contact
www.HL.com
Locations
US Atlanta Chicago Dallas Los Angeles Minneapolis New York San Francisco Washington International Beijing Frankfurt Hong Kong London Paris Tokyo

Who has primary responsibility for leading overall diversity initiatives at your firm? The operating committee. Who has primary responsibility for diversity recruiting initiatives at your firm? Director of Recruiting Cynthia Bush. Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes. Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes. While the program is informal, we do actively recruit at several diversity schools.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Houlihan Lokey

ON-CAMPUS
Please list the schools at which your firm recruits. Ivy League schools: A variety including the University of Pennsylvania, Cornell University, Columbia Business School, Columbia University, Princeton University and Stanford University Public state schools: A variety including University of Virginia, University of Southern California, University of WisconsinMadison, and the University of Texas Private schools: A variety including University of Notre Dame, Georgetown University, Emory, and NYU Historically black colleges and universities (HBCUs): Morehouse College and Howard University
Do you have any special outreach efforts directed to encourage minority students to consider your firm? Conferences Participate in/host minority student job fair(s) Sponsor minority student association events Firms professionals participate on career panels at school Outreach to leadership of minority student organizations
What activities does the firm undertake to attract women and minorities? In addition to the above, we: Partner programs with women and minority banking associations Seek referrals from other professionals Utilize online job services Other: conduct workshops
Internships
Summer Analyst and Associate Program Deadline for application for the internship: Depends on school, but typically January and February Number of interns in the program in summer 2007: 60
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Pay: Prorated full-time base salary Length of the program: 10 weeks Percentage of interns in the program who receive offers of full-time employment: Ideally 100 percent Web site for internship information: www.careers.hl.com The internship program is structured to give each student an opportunity to explore the areas that interest him or her the most, whether that be in a general sense (corporate finance, financial restructuring, financial advisory) or a more product-grouporiented one (health care, aerospace, finance). The interns are considered to be part of the deal teams and accordingly accompany the teams to meetings both in and out of the office. They are mentored and guided throughout the summer to give them the best possible summer internship experience.

Orientation and Technical Training Length of program: Three weeks Geographic location(s) of program: New York All analysts and associates begin their careers with an orientation and training program. Orientation consists of two days of senior management presentations allowing new employees to understand the firm strategically; orientation also represents an opportunity to meet financial staff at all levels. Technical training is three weeks and includes accounting, modeling, financial valuation techniques, research skills, credit, capital markets, M&A and distressed situations/restructuring, as well as specific group training and internal work processes. Following the classroom training, analysts return to their respective offices and group and complete instruction to take the Series 7/63; they are then quickly exposed to live deals to gain relevant training and experience. In addition, the firm provides ongoing educational opportunities in the form of a speaker series.
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J.P. Morgan Investment Bank

270 Park Avenue New York, NY 10017 jpmorgan.com/careers
Locations
Over 50 countries

How does the firms leadership communicate the importance of diversity to everyone at the firm?
ITS NOT ABOUT CHECKING OFF BOXES

How diversity really impacts our firm Its important to recognize what we mean by commitment to diversity. As far as were concerned, its not just about doing the right thing. Were driven to build the most talented, entrepreneurial and diverse workforce possible, but not just so we can check off a few boxes in a questionnaire. For us, its about recognizing and appreciating the strength of the individual and the impact each individual can make on our organization. At J.P. Morgan, weve been helping our clients do business for over 200 years with a steadfast philosophy to conduct only first-class business in a first-class way. The commercial agility and creativity that drives this strategy has everything to do with our peoplewe search far and wide to find individuals who are willing to leverage their unique skills for collective success. Its up to us to provide an inspirational, free-thinking place where it can all happenwhere people can go to work and maximize the opportunities provided. Because this requires ongoing effort and perseverance, we make inclusion and diversity an integral part of how we manage our business, and these beliefs will always be championed at the highest level of our organization. All very interesting, you might say, but will it compel you to join us? Youll join because of the prestige of our business and our reputation as an innovator in global banking. Youll join for the quality of our training and the quality of the work to be done. Youll join because we offer a world-class internship program
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ranked in the top 10 of BusinessWeeks 50 Best Internships. But isnt it great to know that your contributions will be recognized and applauded because they originated from a fresh voice and an individual perspective? Who has primary responsibility for leading overall diversity initiatives at your firm?
ALL THE WAY TO THE TOP

How our firm champions diversity initiatives Our business is firmly committed to creating an inclusive culture of fair play, of equal opportunity and of respect for the individual. As our Chairman and CEO Jamie Dimon says, We are morally, programmatically and institutionally committed to inclusiveness and diversity. Jamie Dimon leads the corporate diversity council, a group of senior leaders from across the firm, including the investment bank, who set the vision and strategy for diversity firmwide.
Progress on diversity objectives is reviewed each month by executive management, and regularly by the board of directors. Whats more, our leaders understand that they are personally accountable for making measurable and sustainable progress. Their involvement spans from recruiting across the broadest possible talent pool to nurturing an environment where every employee has the opportunity to reach his or her full potential. This includes everything from individual mentoring and development sessions to hosting lunches or acting as a senior sponsor for employee networking groups. Mark Settles, a managing director, leads our firms diversity recruiting initiatives. Previously, Settles was head of the U.S. Short Term Fixed Income Product Team in our asset management business and was a specialist in central bank reserves management. In his current role, Settles mission as diversity recruiting executive is to help our firm attract, hire and retain top diverse talent. Reporting directly to Jamie Dimon, he partners with our business leaders, human resources, and diversity and staffing professionals on such efforts as growing our recruiting partnerships at colleges and with professional organizations and looking at internal mobility of top talent to ensure diverse candidates are considered for the broadest slate of opportunities.
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WHY YOU SHOULD JOIN: THE HOT SIX
Who better to tell you the reasons to join J.P. Morgan than J.P. Morgan people themselves? We asked our colleagues why theyve come and why they stay: they gave us the same six reasons again and again. They are listed here in no particular order; they are all equally important to usthats what makes us unique: 1. Our scale, scope and prestige This is where youll benefit from our global success. Suffice to say that, with thousands of the worlds finest minds across the investment bank in over 50 countries, you could be doing business just about anywhere. Precisely what youll be doing will depend on your own goals, professionally and personally. Our goal is to become the best investment bank in the world. Well expect the same level of ambition from you. 2. Our reputation as a business innovator This is where youll think in new ways. Innovation has driven us from the earliest days and continues to drive us now. New products, new ways of servicing our clients, new partnerships, and new ways of doing business. Were the bank that built corporate America, rescued the New York Stock Exchange, created the worlds first billion-dollar corporation, invented the concept of relationship banking, and pioneered derivatives. Today, we combine unprecedented global leverage in the markets with an entrepreneurial zeal that allows us to explore every facet of our industry. 3. The quality of training and development This is where youll never stop learning. Training doesnt automatically cease as soon as you finish being a graduate. We take continual development very seriously. Your trainers will include professors from the worlds best business schools and over 500 of our senior people and leaders. The theoretical and the practical are combined here like nowhere else. No wonder were told that our training and development programs are the best in the industry. 4. The chance to make a personal impact This is where you can make a name for yourself. Its our firm belief that the individual can only flourish as part of the team, for the benefit of all involved. On the job, your responsibilities and contributions will be substantial, and development and promotion are often rapid. Rewards are significant. But if youre only in it for the money, then youre probably not the kind of person were interested in. Those who do best
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are those whose motivations lie elsewherein the thrill of the deal, in new ways of doing business, in client satisfaction. Our best performers love their work, and work as part of an outstanding team. 5. The exceptional quality of work This is where youll master complex challenges. Never underestimate how important quality of work is. Youll be given opportunities every dayand right from the very start. Youll enjoy exposure to a quick-flowing pipeline of varied and high-quality work. With us, you can work on the worlds top deals, manage money for sophisticated investors, make complex trades or launch cutting-edge products in global finance. The challenges you face will test you professionally and drive you to develop personally. And if youre anything like us, you wouldnt have it any other way. 6. The spirit of cooperation and teamwork This is where youll inspire, support and connect. Our success depends on our open, intellectually honest culture. Before too long, well expect you to inspire your colleagues. But let them inspire you, too. Dont be afraid to ask for help. Enjoy your work. Build life-long friendships. And always remember that its all about the team. After all, youll be part of the best there is.
Internships
If you want to know what its like to work at J.P. Morgan, work at J.P. Morgan. Joining as an intern will expose you to what a career here will be like and can also help you get a head start in building your network at a leading global firm. Our 10-week summer internships are known for the high quality of work and training, giving summer analysts and associates exposure to many of the same skills and responsibilities as their full-time colleagues. In addition to the formal training (led by the same experts and J.P. Morgan people who conduct full-time training), on-the-job experience like this is invaluableinterns know first-hand what to expect when they join J.P. Morgan fulltime. Its one of the reasons why the vast majority of our interns return to J.P. Morgan as full-time analysts and associates. All interns benefit from a formal mentorship program. Mentors guide interns throughout their internships and advise them with regular feedback. Each intern is paired with at least two mentors in the business, including one senior executive.
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We hire rising seniors, juniors and sophomores for our summer analyst program. We hire first-year MBAs into our summer associate programs. Our summer internships last about ten weeks. On our online Media Zone, you can view photos and videos of real interns and our unique summer events. Visit jpmorgan.com/mediazone.
THINGS WE THINK YOULL WANT TO KNOW ABOUT...

Get a head start: We offer internships for freshman and sophomores J.P. Morgan Investment Bank offers a 10-week summer analyst opportunity in New York designed for exceptional college freshmen and sophomores who are able to demonstrate how they add to the diversity of J.P. Morgan. You will work on the same projects and be given the same opportunities as rising senior summer analysts. Plus we host professional development events and networking opportunities especially designed for you. Internships are available in investment banking, sales and trading and research. You must have a minimum 3.5 GPA.

Appearing at a university near youopportunities for undergraduates and MBAs J.P. Morgan Investment Bank has entry-level, full-time and summer internship programs for undergraduates and MBAs in: Investment banking Sales and trading Research As you can imagine, one of the best ways to learn about our programs is to visit our web site, which provides detailed descriptions. There is even a jargon buster for those unfamiliar financial terms you might not use every day. The investment bank visits a variety of top campuses across the United States, including historically black colleges and universities. The ideal way to get to know us is to attend our events and chat with our people. You can find out about events on your campus, this fall and throughout the year, by checking out www.jpmorgan.com/careers.
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Scholarships
Scholarships for Undergraduates and MBAs Recognizing and rewarding exceptional students and people with unique experiences and diverse backgrounds is a fundamental part of strengthening our global reputation and capabilities. We want to recruit more top students to help build on this, and thats where you come in. Here are some opportunities for you to take advantage of: The Launching Leaders Undergraduate Scholarship is for top black, hispanic and Native American sophomores. All Launching Leaders Undergraduate Scholarship winners receive summer analyst positions in addition to awards of up to $10,000. That money goes directly to you. For more information and to apply, visit jpmorgan.com/launchingleaders. The Launching Leaders MBA Scholarship gives talented black, hispanic and Native American students positions in our prestigious summer associate investment banking program as well as $40,000 toward first-year tuition feesmoney that goes directly to you. And, if you accept a full-time position with us, the scholarship will continue into your second year. For more information and to apply, visit jpmorgan.com/launchingleaders. J.P. Morgan Chase UNCF (United Negro College Fund) Scholars Program: This is a program thats dedicated to finding academically strong, undergraduate students who have a commitment to diversity. Each year, we select up to 20 students to join the program, and they can expect to receive up to $10,000 in scholarship money as well as a guaranteed summer internship. You can apply through the UNCF web site: uncf.org/internships. Meet us on campus and visit us at our offices One of the best ways for you to learn more about working at J.P. Morgan is to meet us at campus events. We try to visit campuses often, and our people are enthusiastic about meeting students in person. We host exclusive events at our offices for you to get a first-hand look at what its really like at J.P. Morgan. The Launching Leaders Experience The Launching Leaders Experience is a chance for top college freshmen to see firsthand what we do at the investment bank: we host a visit for select black, hispanic and Native American students at our New York offices where students can meet and jobshadow some of our top bankers, traders, sales people and research analysts, as well
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as participate in interactive and educational activities. To learn more, visit www.jpmorgan/launchingleaders. Winning Women Our Winning Women events are held at our global headquarters in New York. Here, the top female students interested in an internship in investment banking, sales and trading or research can meet some of the leading female players in the business and hear how theyve personally contributed to our success. We give students the opportunity to get involved in interactive skills sessions, network with exceptional people, and participate in job shadows with our best people in one or more business groups. To learn more, visit www.jpmorgan.com/winningwomen. Proud to Be At our Proud to Be event held at our New York headquarters, select GLBT students interested in investment banking, sales and trading and/or research can meet our business leaders face-to-face and learn more about what its really like to work at J.P. Morgan. Its an ideal way to find out what we do and get top tips on how to successfully join the investment bank as a summer analyst. To learn more, stay tuned for application information at your school and visit www.jpmorgan.com/proudtobe.
GET INVOLVED, RESPONSIBLY

These days, all organizations talk about corporate social responsibility. But to us, this means more than a token gesture: its a long-standing commitment to the world around us. That commitment is a part of who we are and how we do business. It affects the investments we make and the way that we think. Our commitment is ongoing. We recently began the renovation of our New York headquarters with the goal of Platinum Leadership in Energy and Environmental Design certification. Weve also invested in alternative energy projects to help our clients reduce carbon emissions, and we took the lead in developing The Carbon Principles. There simply isnt space here to tell you about our commitment to the environment, but you can read more at www.jpmorgan.com/climatechange Were equally proud of our work with people. Thats why we created a dedicated investment banking unit to support microfinance and social enterprises around the world and encourage our own people to become actively involved. While a career in investment banking can be an intense lifestyle choice, many of us contribute our time to benefit others. From community initiatives and social events for the elderly to coaching unemployed people with job applications, we help in practical ways, where it matters.
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HOW YOU CAN HELP US AND GET INVOLVED:

Give-it-away: Vote for a nonprofit to receive $30,000 from JPMorgan Instead of spending our annual campus give-away budget on J.P. Morgan Chasebranded yo-yos or pens, were giving it away, channeling the money saved and donating it to a deserving charity. By going to our website, you can vote for one of several nonprofit organizations to benefit from our cash contribution of $30,000. To learn more, visit www.jpmorgan.com/giveitaway. Good Venture Case competition Good Venture is not your traditional case competition: Students form teams and present an investment case for a nonprofit of their choice to a panel of senior J.P. Morgan representatives. Last year, the winning teams nonprofit received a $25,000 donation from our firm. We support Good Venture as part of our wider commitment to direct action in the community. We give substantial amounts to philanthropic causes, but some of our most effective community initiatives are inspired and led by J.P. Morgan people who simply want to make a difference. To learn more, visit www.jpmorgan.com/goodventure Valued partnerships J.P. Morgan has strong partnerships with various talent organizations for diverse students, including Sponsors for Educational Opportunity (SEO), as well as the Robert Toigo Foundation, MBA Jumpstart and the Consortium for Graduate Study in Management, who all work with MBAs. We are committed partners with these organizations and get involved in things like sponsoring events, mentoring, and of course, we have hired members and alumni. Our 20-year partnership with SEO demonstrates our commitment. Over 430 SEO Career Program participants have held internships at our company since 1988, many of whom have become full-time employees. In fact, J.P. Morgan has the highest number of SEO alumni on Wall Street. We also get involved in various industry-wide organizations and conferences, such as Out for Undergraduates, INROADS (undergraduate), Disability Mentoring Day (undergraduate), J.P. Morgan Chase Smart Start Program (undergraduate), National Black MBA Conference, National Hispanic MBA Conference, National Association of Black Accountants (NABA) Convention and Reaching Out MBA Conference, which attracts gay, lesbian, bisexual and transgender students. For the most updated information on how you can get involved with J.P. Morgan, come to our campus events and visit www.jpmorgan.com/careers.
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Affinity Groups
LETS TALK
We join forces with our Employee Network Groups Right now, we have over 70 employee networking groups. These are initiated by and for J.P. Morgan employees all over the world who share cultural heritage, gender, age or interest. Access Ability, for instance, provides a voice for employees with disabilities and a useful resource on the latest disability issues. The group AsPIRE is an employee forum for Asians and Pacific Islanders that focuses on career and professional development, community involvement and networking. AdelanteSpanish for forwardis a firmwide Hispanic/Latino networking group with close to 2,500 members. Here is just a sample of some of our employee networking groups that you can join at J.P. Morgan Chase: The Investment Bank Black Leadership Forum: The Investment Bank Black Leadership Forum promotes black leadership at all levels of the investment bank through concentrated and continuous efforts. The Steering Committee focuses on the areas of recruiting/mobility, retention, communications, networking and strategic partnerships. The Investment Bank Womens Network: The Investment Bank Womens Network is a grassroots organization formed to address the needs and issues of women in the front office areas of the investment bank in North America. The committees goal is to work together, and with management, to help attract, retain, develop, and promote women across the businesses. PRIDE: PRIDE supports an inclusive environment within the firm which consistently allows lesbian, gay, bisexual and transgender (GLBT) colleagues the opportunity to build successful careers and reach their greatest potential. PRIDE aims to serve as a resource to the local and national GLBT communities and to assist the firm in building business within the GLBT marketplace. Women Who Trade: Women Who Trade (WWT) fosters communication among female traders at J.P. Morgan Chase and supports the recruitment and retention of female traders. WWT holds biweekly meetings, which include market discussions, women-related discussions, informal networking and special events. Team IB: Team IB is a global employee volunteer program for investment bank colleagues that provides a formal structure for supporting the charitable causes our
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people most care about. Colleagues can sign up and participate in volunteer projects and philanthropic efforts together. To date, investment bank employees have engaged more than 3,000 colleagues and raised almost $2 million on behalf of various charitable causes globallyfrom malaria prevention in Africa to premature birth prevention in the United States. These are just a handful of examples, of course. The point is that our employees are given many different high-profile forums to network and exchange ideas, with full support from our senior management. Building powerful relationships across the firm, they also have access to volunteer opportunities in the community, together with support for career development and mentoring. Its a popular concept: over 20,000 employees across the world are currently taking part in at least one group.
FEELING GOOD
Awards, accolades and the future All in all, we understand that the best and brightest people come from many different backgrounds and cultures, but they share a will and a desire to achieve. By seeking out these candidates, and celebrating and nurturing their individual strengths, well stand apart from our competitors and be recognized by our clients as the best in the business. Much of our vision has already been put into practice and has been recognized by external partners. In 2008, we were ranked No. 5 on the latest list of Top 50 Companies for Diverse Managers to Work in DiversityMBA. We are ranked in the Top 50 Companies for Diversity by DiversityInc magazine and have been on this list for the last eight years. We are also one of the Top Companies for Multicultural Women according to Working Mother magazine in 2008 and previous four years running. At the annual Out and Equal Workplace Summit, we were awarded the 2006 Outie Award for Workplace Excellence. In 2006, Black Enterprise recognized three JPMorgan employees in its issue Top Blacks on Wall Street. In 2008, J.P. Morgan Chase Investment Bank was named in the top 10 of BusinessWeeks 50 Best Internships. And, Vault voted J.P. Morgan Chase best training program out of all Investment and Commercial Banks for 2008.
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As proud as we are of our achievements and recognitions, theres always more that can be done. Well encourage you to share your interests and help raise the standards on all sides, and well give you the challenges, experiences, development and support that you need to fulfill your potential. After all, thats how well achieve ours.
LEARN MORE
For more details on our summer opportunities and to read candid profiles of our people visit www.jpmorgan.com/careers.
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KeyBank
127 Public Square Cleveland, OH 44114 Phone: (216) 689-6300 www.key.com/careers
The Stats
Employees 2007: 18,934 2006: 20,006 Revenue 2007: $5.1 billion 2006: $5.0 billion
Locations
Cleveland, OH (HQ) 955 locations nationwide
Contact Information
Margot James Copeland Executive Vice PresidentDirector Corporate Diversity & Philanthropy Chief Diversity Officer

How does the firms leadership communicate the importance of diversity to everyone at the firm? At Key, we are developing a workforce and way of doing business that reflects the diversity of our customers and communities. We do this by recruiting and developing top talent that blends participation of minorities and women into the management of our business. We go beyond compliance to commitment, and we celebrate diversity at Key in many ways. In addition to quarterly diversity scorecard meetings between corporate diversity and executives, Key business networking groups, our Diversity Thought Leadership Series and Instant Insight articles on Keys intranet, we offer training, mentoring programs and partnerships to our employees and to our communities. Our goal is for employees to embrace diversity and value the differences that make each of us unique. Who has primary responsibility for leading diversity initiatives at your firm? Executive Vice President-Director Corporate Diversity and Philanthropy, Chief Diversity Officer Margot James Copeland. Does your firm currently have a diversity committee? Yes.
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Does the committees representation include one or more members of the firms management/executive committee? Yes. How many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? The executive council is charged with diversity leadership responsibilities, including diversity metrics. The council is chaired by KeyBanks CEO, Henry Meyer. Total Executives on Committee: 10 executives serve on the management committee Does the committee and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes. Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, formal and informal. How often does the firms management review the firms diversity progress/results? Quarterly. How is the firms diversity committee and/or firm management held accountable for achieving results? At KeyBank, our diversity commitments are measured and tied to compensation. Quarterly meetings occur between corporate diversity and HR directors, HR relationship managers, and line of business directors to consistently discuss commitments and diversity metrics. Additionally, meetings occur on a quarterly basis with executive management. Commitment and accountability is demonstrated by Keys CEO, Henry L. Meyer, III in the following ways: Personally signs off on executive compensation tied to diversity; Chairs diversity council; Appoints members of diversity council; Meets regularly with employee-resource groups; Has personal quote about diversity on corporate website; Makes sure corporate vision statement incorporates diversity; Personally reviews and signs off on diversity metrics and progress; Personally signs off on goals and achievements for supplier diversity;
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Has senior advisory position at not-for-profit or educational organization that focuses on people of color or people with disabilities or GLBT people.

ON-CAMPUS
Please list the schools/types of schools at which you recruit. KeyBank recruits at a variety of campuses across the country, including HBCUs and public and private institutions. If we do not visit your campus, please submit your resume through our website at www.key.com/careers. Do you have any special outreach efforts directed to encourage minority students and graduates to consider your firm?
Conferences: National Black MBA Association, National Society of Hispanic MBA Other: KeyBank/Ohio State University Fisher College of Business Minority MBA Student Case Competition Key Bank and the Fisher College of Business established one of the nations most recognized minority MBA case competitions. The competition allows students to hone their communication and team-building skills while learning from executives who serve as judges and moderators. The competition involves 16 teams each year, comprised of three presenting members from a variety of leading institutions. Key develops a never-before-used case topic addressing issues with business and diversity implications at either a national or international level. KeyBank Leadership and Creativity Symposium The symposium is designed for top, under-represented undergraduate business and economics students from around the country, with particular emphasis on HBCUs. The institute will provide three days of intensive workshop modules on topics such as leadership, creativity, product innovation, entrepreneurial thinking and persuasive communication. Each participating school can nominate up to two underrepresented undergraduate students in either their junior or senior year.
We celebrate diversity at Key in many ways. We offer training, mentoring programs and partnerships to our employees and to our communities.
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Training Diversity TrainingValuing DifferencesReinforces basic diversity concepts and provides skill-building exercises; training focuses on understanding oneself and others, cultural conflicts, resolving diversity conflicts, workplace behavior, managing diverse relationships and dealing with inappropriate humor in the workplace. Weatherhead Executive Experience (Key Diversity Leadership Challenge)Provides diversity training for senior-level executives as part of the Weatherhead executive experience. Diversity Thought Leadership SeriesOffers senior executives and managers forums where renowned corporate leaders and human relations experts present issues about cultivating an inclusive work environment and its impact on economic growth. Mentoring Mentoring helps employees confront barriers, providing exposure to critical decision-making and helps build relationships in informal and formal organizational networkshere, minority and female employees receive professional development coaching from executives. Employee Leadership Diversity CouncilsGroups of employees in various Key districts that promote diversity awareness and inclusion at Key with efforts such as publicizing community events that support their regions diverse population and hosting diversity speakers and activities. Board of InclusionComprised of senior level managers who represent various lines of businesses and strengthen our efforts to attract and retain a diverse workforcewe recognize the need for a diverse set of talents to be a leader in todays marketplace. Partnerships Partnering with various diversity organizations and institutions helps us identify and attract a diverse workforce. Our partnerships include: National Black MBAThe National Black MBA Association, Inc. is a nonprofit organization of minority MBAs, business professionals, entrepreneurs and MBA students. National Society for Hispanic MBAsNational Society of Hispanic MBAs is a nonprofit organization whose mission is fostering Hispanic leadership through graduate management, education and professional development to improve society. INROADS ProgramAn international, world-class nonprofit organization that helps to recruit, source and develop talented young people of color.
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EsperanzaServes the educational needs of Clevelands Hispanic community since 1983 and offers programs for elementary, middle school and high school students. United Negro College FundOldest and most distinguished higher education assistance organization in the United States. Historically black colleges and universities (HBCU)We have partnerships with the following nationally ranked HBCU colleges and universities: Hampton University, Morehouse College and Spelman College. Diversity Hiring CoalitionActive member of the Diversity Hiring Coalition in Maine where resources are shared to help Maine employers to increase, support and retain racial and ethnic diversity in the workplace.
Internships
Summer Analyst Internship Program
Deadline for application: Fall semester Pay: Competitive Length of the program: Approximately 10 weeks Web site for internship information: www.key.com/careers KeyBanks summer internship programs provide undergraduate students with an opportunity to get hands-on experience, network and gain valuable insight into their chosen field. Interns will be given significant responsibilities and will be exposed to Keys culture through executive speakers and professional development workshops. Our internships prepare students for consideration for opportunities in our Key National Bank or corporate finance rotational analyst programs or our KeyBanc capital markets analyst positions. We expect our internship programs to be an excellent source for hiring full-time employees. Key is looking for students with strong academic experience who are team-oriented and demonstrate outstanding initiative and leadership. Exceptional interpersonal skills and an ability to learn quickly in a fast-paced environment are also a requirement. Depending on their academic experience and Keys business needs, students will be considered for placement in: KeyBanc capital markets Investment banking Debt capital markets Equity capital markets corporate finance Planning and forecasting
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Line of business finance (community and national bank) Accounting
Scholarships
Key Foundation Scholarship Program at Morehouse College Scholarship award amount: $5,000 Web site or other contact information for scholarship: www.morehouse.edu Description of the program: Provides $5,000 each to Morehouse College students who are enrolled as business, economics, or computer science majors. Candidates must be prepared to participate in a summer internship within the financial services industry. Key Scholarships via Cleveland Scholarship Program
Scholarship award amount: $2,000 Web site or other contact information for scholarship: www.cspohio.org Description of the program: Key Scholarship provides $2,000 per year for business majors from the Cleveland area. Anne Gillespie Scholarship Scholarship award amount: $5,000 Web site for scholarship: www.clevelandschoolofthearts.org Description of the program: Supports one year of undergraduate study for a deserving graduate of the Cleveland School of the Arts. Key Minority Medical Student Scholarship at the Cleveland Clinic Scholarship award amount: Full medical school tuition Web site for scholarship: www.clevelandclinic.org/cclcm/ Description of the program: Provides full tuition for one minority medical student each year. It is designed to help attract and retain minority students who would like to pursue careers as physicians.
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Affinity Groups
At KeyBank, we realize that diversity means appreciating the unique talents and perspectives each of us brings to the workplace, while drawing on similarities to achieve common goals. One way we have built on our progress in this arena is through the formation of our Key business networking groups: African-American Asian Executive Womens Network GLBT (Gay, Lesbian, Bisexual and Transgender) Hispanic/Latino Jewish Cultural Disability
These groups harness the knowledge and experience of employees who represent different dimensions of diversity and provide important benefits including: Helping Key recruit and retain top talent Enhancing business development efforts Developing the professional and leadership skills of members Helping broaden and deepen employee and community relationships and networks

National Bank Rotational Analyst Program Length of program: Approximately 21 months Key National Bank (KNB) is a leader in offering innovative financial products for middle market and large corporations. In our analyst program, you will refine your current business skills, learn new ones, and apply them as you identify corporate finance and capital markets solutions for our clients. You will also gain exposure to Key executives through networking opportunities, speaker series, case reviews and rotational assignments. Youll hone your skills during a 12- to 14-week initial training program in financial accounting, corporate finance theory, cash flow analysis, credit/risk analysis, financial modeling, valuation, business writing, and more. You will receive information on KNBs business to help you select a rotational focus area or track in KeyBanc capital markets, real estate capital and corporate banking services
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or victory capital management. You will also present a case study to executive management at the culmination of your training. To develop your skills in credit, sales, business analysis and corporate finance, you will rotate within your track with rotations that may include: Institutional banking Real estate capital Commercial banking Syndicated finance Global treasury management Equity capital markets Fixed income Portfolio management Bank capital markets
Youll gain a holistic view of the KNB operating units and their products. You will partner with colleagues to gain foundational understanding of client presentations, negotiations, financial analysis, product capabilities, loan documentation, credit presentations, closing, servicing and monitoring processes. You will use your credit skills to perform quality analyses on credit clients. In addition, you will actively participate in client planning sessions, research and analyze data, and present analytical information. Corporate Finance Analyst Program Length of program: Approximately 21 months KeyBanks finance organization provides financial insight, performance analysis and advice to KeyBanks lines of business and support areas. The finance organization serves to protect and enhance shareholder value, ensure the integrity of our financial records and act as trusted advisors who proactively generate actionable ideas and insightful analysis. As part of the analyst program, you will develop your financial skills and learn new ones that will enable you to become a trusted financial advisor to our internal clients. You will complete a foundational training program of up to 12 weeks that includes classroom training and self-study to sharpen your financial accounting, finance theory, cash flow analysis, financial modeling, valuation, internal partnering and business writing skills prior to beginning department rotations. You will complete department rotations throughout the various businesses in the Finance organization including line of business decision support, planning and forecasting, investor relations, strategic planning, accounting, treasury, tax and corporate sourcing (procure-
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ment). Department rotations begin upon completion of the foundational training program. The department rotation is completed in 18 months to two years. A member of the finance organizations executive team and previous program participants will formally mentor you while in the program. Upon successful completion of the program, opportunities for placement will be offered based on your career interests, skills, and program performance. KeyBanc Capital Markets Investment Banking Analyst Length of program: Approximately 24 months Analysts work with industry and other product group bankers in cross-functional teams originating and executing a wide variety of advisory and private capital mandates. Analysts act as the primary day-to-day leaders for analytical support, including financial statement analysis and model development, valuation analysis, industry research, and the preparation of various presentations and documents including descriptive memoranda, management presentations, new business and other. Analysts interact daily with other bankers and clients, prospective buyers/money sources, attorneys and accountants. Experienced analysts learn to play more of an associate role in helping manage transactions and interface directly in presentation, negotiation, capital-raising and closing. They play a central role in coordinating the activities of all team members. Additional responsibilities include supporting senior bankers in developing junior analysts and helping with special projects to further develop the practice. The position is a two-year commitment; exceptional analysts are invited to stay for a third year, and top ranking analysts are eligible for promotion to associate in the merger group or in other groups within Key.

KeyBanks corporate diversity vision is to be recognized by our employees, customers, stakeholders, and peer companies as the most admired financial services organization in the practice of diversity management and inclusion. Diversity drives strategic business advantages by instilling value for inclusive environments that guide Key employees to respectfully capitalize on similarities and differences to reach their full potential. Diversity drives business advantages through a three-fold strategic approach: Workforce development Economic inclusion Products and services
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This approach is rooted in Keys values of teamwork, integrity, leadership, accountability and respect.
Awards and Honors: Top 50 Companies for Diversity, DiversityInc, 2007 Twenty Great Employers for New Graduates, Fortune magazine, 2007 Best Companies for GLBT Equality, Human Rights Campaign (www.hrc.org), 2008
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Lazard Limited
30 Rockefeller Plaza New York, NY 10020 Phone: (212) 632-6000
www.lazard.com/Careers/Careers.aspx
The Stats
Employees 2007: 2,460 2006: 2,181 Revenue 2007: $2.01 billion 2006: $1.6 billion
Locations
39 offices in the North America, Europe, Australia, South America and Asia

Each year, Lazard visits leading universities and business schools throughout the U.S. and Europe.
Analysts Individuals typically join our Analyst Training Program directly out of college. The program is two years in length, with potential promotion to senior analyst offered to exceptional performers. Analysts begin by participating in an intensive six-week training course taught by outside experts and Lazard bankers. Analysts then become integral members of the financial advisory practice, joining small transaction teams which provide financial advisory services to the firms clients. Assignments fall into a range of categories, including mergers and acquisitions, divestitures, general and strategic advisory services, corporate restructurings and capital markets. Due to our small size and significant transaction volume, Lazards analysts are expected to assume unusually significant levels of responsibility requiring a high degree of maturity, self-confidence and technical aptitude. Day-to-day responsibilities of an analyst include financial analysis and modeling, company and industry research, preparing client presentations and interacting with senior bankers and clients. Lazard offers an unparalleled opportunity to work as part of small client teams on major strategic assignments. We consider providing meaningful exposure to senior bankers and client representatives an important part of the analyst experience. Candidates should be top academic performers who are willing to work hard in an unstructured environment that values initiative, creativity, maturity and enthusiasm for
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learning. Academic backgrounds may vary, so long as candidates are comfortable with financial concepts and enjoy quantitative work. Summer Analysts Summer analysts typically join Lazard after completing their junior year of college. Our program provides those students considering a career in investment banking with an opportunity to explore the industry while making a real contribution to the firms success. Summer analysts participate in an ongoing training program which includes classes taught by Lazard bankers. These sessions teach the fundamentals of investment banking with a particular emphasis on modeling and relevant analytical techniques. This training supplements the experience gained by working as part of active transaction teams. How to Apply
For schools included in our campus events calendars, please check with your careers services office for specific application guidelines. Interested candidates from all other schools should submit their cover letters and resumes to: Lazard P.O. Box 5497 New York, NY 10185-5497 You may also e-mail your resume with a cover letter to a specific business group: Asset Management: lamrecruiting@lazard.com Financial Advisory: banking.support@lazard.com Finance: generalrecruiting@lazard.com Internal Audit: generalrecruiting@lazard.com No phone calls or faxes please. We strive to attract the best candidates based on ability, qualifications and business need. Web site address for employment: www.lazard.com/Careers/Careers.aspx
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Lehman Brothers
745 Seventh Avenue New York, NY 10019 Phone: (212) 526-7000
The Stats
Revenue 2007: $19.3 billion (worldwide)
Locations
New York (HQ) Regional headquarters in London and Tokyo and a network of offices around the world.
Dimple Dhiman Vice President, Global Diversity Recruiting
Diversity Lateral Recruiting Team Leader

Erika Irish Brown Senior Vice President, Head of Diversity Lateral Recruiting
Employment Contact
Anne Erni Managing Director, Chief Diversity Officer
Diversity URL
www.lehman.com/who/diversity

How does the firms leadership communicate the importance of diversity to everyone at the firm? The Firms leadership communicates the importance of diversity utilizing all avenues available, including: Divisional town hall meetings General e-mails to all employees from senior leaders Awards and recognition e-mails Postings to the firms intranet (known as LehmanLive) and global home page The Lehman Brothers Quarterly Newsletter Invitations to diversity events Periodic diversity fact sheets Recruiting updates Diversity-related poster series displayed in office elevators and floor lobbies, and various brochuresincluding the global diversity and inclusion brochure.
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Who has primary responsibility for leading overall diversity initiatives at your firm? Managing Director and Chief Diversity Officer Anne Erni. Who has primary responsibility for diversity recruiting initiatives at your firm? Managing Director, Global Head of Recruiting and Programs Larry Band and Senior Vice President and Head of Diversity Lateral Recruiting Erika Irish Brown. Does your firm currently have a diversity committee? Yes. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes. If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? There are approximately eight members of the executive committee who are directly involved with global diversity initiatives and serve as advisors and ex officio members of the networks. Total senior managers on committee: 54 Number of diversity meetings annually: The councils meet three times during the year. Global diversity council Americas diversity council European diversity committee Asia diversity council Equities diversity council Investment banking diversity council Investment management diversity council Legal/Compliance/Audit diversity council Finance diversity council Operations diversity council Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes.
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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 firms management review the firms diversity progress/results? Twice a year. How is the firms diversity committee(s) and/or firm management held accountable for achieving results? Lehman Brothers holds all managers, including those at the most senior levels of the organization, accountable for diversity. Each business division is responsible for developing an annual diversity plan which addresses their particular opportunities and defines measurable action steps for achieving results. Regional CEOs and the Firms president review the diversity plans. Our performance management system and 360 degree review process incorporate criteria on diversity practices for all employees. Are the members of the diversity committee or committees involved in diversity activities? Executive Sponsorship is a key component of Lehman Brothers diversity strategy. Members of the firms executive committee work with each of the employee networks. Through their involvement, they champion the networks efforts in recruiting, education and awareness initiatives. Examples include: Jasjit Bhattal, chief executive officer, Asia, has held events for the Asia Pacific diversity council and employee network leaders to highlight their commitment to diversity. He also recently met with female senior managers in Asia to discuss strategic direction. Steve Lessing, head of Client Relationship Management and an executive sponsor, hosts informal gatherings, professional development sessions, client events and award celebrations for The Latin American Council (TLAC). Tom Russo, chief legal officer and vice chairman of Lehman Brothers Inc., hosts informal gatherings to discuss career advancement for Lehman Brothers Asian Network (LBAN) members. Scott Freidheim, co-chief administrative officer, regularly speaks to employees globally on diversity initiatives and recently hosted events in Hong Kong for senior women to address the firms strategy and issue concerning gender in the workplace.
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Ted Janulis, sponsor of Lehman Employees of African Descent (LEAD), supports professional development and commercialization events for several networks.

ON-CAMPUS
Does your firm annually recruit at any of the following types of institutions? Ivy League schools: Brown University, Columbia University, Cornell University, Dartmouth College, Harvard University, University of Pennsylvania, Princeton University and Yale University Public state schools: Baruch College, North Carolina A&T State University, Rutgers University, Stony Brook University, University of California Berkeley, University of California Los Angeles, University of Florida, University of Michigan, University of Maryland, University of Puerto Rico, University of Texas at Austin and University of Virginia Private schools: Boston College, Bryn Mawr College, Carnegie Mellon University, Duke University, Franklin & Marshall College, Georgetown University, George Washington University, Haverford College, Massachusetts Institute of Technology, Middlebury College, New York University, Northeastern University, Northwestern University, Pace University, Rider University, Rochester Polytechnic Institute, Rochester Institute of Technology, St. Johns University, St. Louis University, Stanford University, Swarthmore College, University of Miami, University of Notre Dame, Villanova University Wake Forest University and Washington University in St. Louis Historically black colleges and universities (HBCUs): Morehouse College and Spelman College Other predominantly minority and/or womens colleges: Barnard College Do you have any special outreach efforts directed to encourage minority students to consider your firm? We hold several receptions for minority students Conferences: Consortium, Toigo, Forte, MBA Jumpstart, National Black MBA NBMBAA, National Society of Hispanic MBAs NSHMBA, Out for Undergraduate Business Conference, Reaching Out Conference, Society of Hispanic Engineers SHPE, National Society of Black Engineers NSBE, Society of Women Engineers SWE and Management Leadership for Tomorrow ML4T Advertise in minority student association publication(s)
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Participate in/host minority student job fair(s) Sponsor minority student association events Participate in diversity career panels at schools Maintain and execute aggressive outreach to leadership of minority student organizations Provide scholarships and fellowships for minority students Other: Resume and interview skills workshops
What activities does the firm undertake to attract women and minorities? All of the firms diversity initiatives are aimed at attracting, hiring and retaining qualified diverse candidates and employees. In 2005, the firm hired a full-time diversity lateral recruiting team which concentrates solely on identifying top female and minority candidates for new job openings at Lehman Brothers. The group focuses on hiring qualified individuals into front, middle and back office positions at the analyst level and above. Diversity campus recruiting efforts leverage external sources such as: Sponsors for Educational Opportunity (SEO) 85Broads TOIGO Management Leadership for Tomorrow (MLT) National Black MBA Association (NBMBAA) National Society of Hispanic MBAs (NSHMBA) National Association of Black Accountants (NABA) Association of Latino Professionals in Finance and Accounting (ALPFA) National Association of Securities Professionals (NASP) In addition to external sources, employees work with through the networks to make referrals from their alma maters. Networks participating include: Womens Initiatives Leading Lehman Lehman Employees of African Decent The Latin American Council Lehman Brothers Asian Network Lehman Brothers Disability Working Forum Lehman Brothers Gay and Lesbian Network
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For lateral diversity recruiting, all internal recruiters assist hiring managers in sourcing diverse candidates through various professional and non profit organizations including: Financial Womens Association 85 Broads Toigo Foundation Americas Job Bank Hot Jobs Alumni networks: Columbia Business Schools African American Alumni Association. We also utilize alums of external partnershipsTOIGO, SEO, NSHMBA as well as the Financial Womens Association, Womens Bond Club and Asia Society to source and refer candidates. Hiring managers are encouraged to post all new openings internally and externally for all employees and others to have the opportunity to apply and to ensure that there are multiple qualified candidates considered for open positions before extending the offer. The lateral recruiting team also attends annual conferences for the Lehman participates in various professional career fairs including: Annual Diversity Career Expo sponsored by the National Association of African Americans in Human Resources (NAAAHR) and WorkplaceDiversity.com Hispanic Alliance for Career Enhancement (HACE) Women for Hire Wall Street Business and Disability Council TOIGO Foundation Annual Career Fair for Fellows and Alumni Lehman Brothers was the first investment bank to offer an on-ramp program. Lehman Brothers Encore first launched in November of 2005 in New York and is our corporate response to the Harvard Business Review research Off-Ramps and OnRamps published in March 2005. This study, of which Lehman Brothers was one of the sponsors, focused on how difficult it is for women to re-enter the workforce after having taken time off to have children, care for elderly parents, or address other life responsibilities. Since that time, Encore has been held three times in New York, twice in London and one time each in Tokyo and Hong Kong. On November 2007, the firm hosted the third annual Lehman Brothers Encore halfday professional development and networking event in New York for approximately 66 off-ramped individuals interested in returning to Wall Street. Gathered for a
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unique half-day experience, participants visited Lehman Brothers looking for a possible on ramp in their professional careers. The attendee list included employees who formerly worked at Lehman Brothers and former employees of other financial services entities. Many candidates were sourced through employee referrals, though a fair amount applied on their own through the Lehman Brothers website. The Encore event included networking opportunities, and informational sessions with hiring managers where specific divisions and roles were discussed. 100 percent of those attending indicated a desire to pursue opportunities at Lehman. Encore has become truly global. To date, there have been 39 hires from the Encore program20 in the U.S., 14 in the U.K. and Europe and five in Asia. Do you use executive recruiting/search firms to seek to identify new diversity hires?
Yes. Who is the person in charge of attracting women and minorities to the firm for lateral recruiting? Senior Vice President and Head of Diversity Lateral Recruiting Erika Irish Brown.
Internships
Lehman Brothers Summer Analyst programs provide motivated college juniors with an internship position in one of six programs: Investment banking Capital markets Investment management Finance Operations Information technology These summer analyst programs offer an exciting opportunity for talented individuals interested in obtaining exposure to the financial services industry. In all programs, weekly workshops and seminars are provided to expose analysts to all areas of the firm. Summer analysts are assigned junior and senior mentors to provide guidance throughout the summer. They also benefit from contact with employees at all levels of the firm through group events and informal functions. Summer analysts are provided with detailed feedback twice during the summerfirst, midway through
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the program and then at the end. The divisions look upon the summer analyst programs as a primary source for hiring full-time analysts, and accordingly students are encouraged to apply to the summer analyst program for any division. What we look for in a Summer Analyst: Students currently pursuing an undergraduate degree in their penultimate year of graduation Record of distinctive academic performance Distinctive problem-solving skills Strong professional presence to include self-confidence and maturity Marked leadership potential Strong initiativethe ability to make things happen Ability to contribute in team-based environment Investment Banking Summer Analyst Program
Pay: Competitive Length of the program: Eight weeks Web site for internship information: www.lehman.com/ruready The Investment Banking Division (IBD) summer analyst program is managed as two separate sequential summer programs (term one and term two). Each program is eight weeks, with the exact term coinciding with the summer vacation schedules of our participating schools. Summer analysts are provided with a hands-on opportunity to work as a full member of a client team on a variety of projects and transactions. Summer analysts go through an initial one-week training program that is designed to introduce them to the firms unique culture, and reinforce the skills necessary for a successful career in banking. They have the opportunity to attend presentations and networking events throughout the summer that will enable them to learn more about the different groups and meet colleagues across different areas of the firm. Group Placement Process Summer analysts are assigned to a single industry, product or geography group for the summer. Group assignments are based on a matching process between your preferences, balanced against the needs of the groups. Equities, Fixed Income and Prime Services Summer Analyst Program Pay: Competitive Length of the program: Eight weeks Web site for internship information: www.lehman.com/ruready
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The Capital Markets Division summer analyst program is managed as two separate sequential summer programs (term one and term two). Each program runs for eight weeks, and the exact term maps to the summer vacation schedules of our participating schools. Summer analysts are provided with training and then placed in either an equities, fixed income or capital markets prime services business. Summer analysts are also assigned a manager who is responsible for tracking his/her performance while in the program. In addition to initial training, summer analysts attend presentations and networking events throughout the summer which will enable them to learn more about the different groups and meet colleagues across different areas of the firm. Group Placement Process Before beginning the summer program, summer analysts are asked to complete a placement questionnaire and rank, in order of preference, the areas in equities, fixed income and capital markets prime services which they are interested in working in during the summer. Placement decisions are made by the capital markets program management and recruiting teams and are based on business demands and individual preferences. Investment Management Summer Analyst Program Pay: Competitive Length of the program: 10 weeks Web site for internship information: www.lehman.com/ruready The Investment Management Division (IMD) summer analyst program is an eightweek program which begins in late May commencing with a three-day training program. This is a direct placement program designed to provide experience in one or two of the four areas in the division: Investments and research Client advisory and solutions Strategy and business management Private investment management At the end of the summer, individual business groups extend direct offers for the fulltime program to exceptional performers. Summer analysts, experience a full schedule of training, business presentations, social events, mentor events, group breakfasts/lunches and more.
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Group Placement Process Summer analysts spend their entire summer in one or two business groups in the division. Placements are based on your preferences, balanced against the overall business needs of the groups. Finance Summer Analyst Program Pay: Competitive Length of the program: 10 weeks Web site for internship information: www.lehman.com/ruready The finance division summer analyst program is a ten-week program that provides the opportunity to work with experienced professionals, obtain insight into the work and culture of the firm, and build marketable skills. Summer analysts also have the opportunity to contribute as valued members of the group to which they are assigned.
To ensure that summer analysts receive the best possible development experience, we supplement on-the-job experience with a comprehensive training curriculum. The curriculum spans professional skills and industry knowledge that will enable summer analysts to achieve success within the finance division. The modules include: Presentations on communicating and operating effectively within the finance industry Management-led overviews Presentations by internal and external experts on relevant financial products and market topics New York Stock Exchange tour Group Placement Process Placement decisions are made based on business needs and skill sets demonstrated during the interview process. Placements are made into the following groups: Accounting and external reporting Equity product control Fixed income product control Global interest control Investment management finance Tax compliance Treasury management
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Operations Summer Analyst Program Pay: Competitive Length of the program: 10 weeks Web site for internship information: www.lehman.com/ruready The operations division summer analyst program is a ten-week program in which interns are trained, placed in a business and encouraged to develop skills on an ongoing basis. Summer analysts have the opportunity to contribute as a full and valued member of the team to which they are assigned, and assume responsibilities similar to those of a first-year analyst. To ensure that summer analysts receive the best possible exposure to the division, we supplement on-the-job experience with a comprehensive curriculum designed to enhance professional skills and, industry knowledge and provide development opportunities. This training includes attending management-led overviews and presentations by internal and external experts on relevant financial products and market topics, and a tour of the New York Stock Exchange. Group Placement Process Summer analysts are placed into one area for the entire ten-week program. Similar to the full-time operations analyst program, placement decisions are made based on business needs and individual preferences; skill sets that you demonstrated during the interview process are also taken into account. Placement decisions are made based on business needs in the following groups: Equity operations Fixed income operations Investment management division operations Information and exposure management Clearance and custody services Operations control Business analysis group Information Technology Summer Analyst Program Pay: Competitive Length of the program: 10 Weeks Web site for internship information: www.lehman.com/ruready The Information Technology (IT) division summer analyst program is a ten-week work experience offered to students in their junior year who are majoring in computer sci-
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ence, electrical engineering or management information systems. Summer analysts join either an application development or infrastructure technology team and take an active role in developing the technology that drives our businesses. Weekly meetings, social events and seminars provide exposure to senior management of the division and the business. Summer analysts gain valuable experience while meeting new people and learning new skills. IT summer analysts attend a weekly breakfast speaker series where senior managers address varying subjects on technology on Wall Street. Additionally, they have an opportunity to network with their managers and colleagues throughout the summer and to hear about different areas in technology. Group Placement Process All summer analysts are placed directory in a specific group and begin working in their group on the first day of the program. Placements include:
Equities technology Fixed income technology Investment management technology Operations technology Enterprise information services (EIS) Enterprise architecture services (EAS) Infrastructure engineering and support (IES) Finance technology Risk technology Corporate advisory technology Investment banking technology Human resources technology Capital Markets Prime Services technology
Affinity Groups
To help achieve our diversity goals, the firm endorses employee networks. Networks are encouraged to meet as often as necessary. Network meetings take the form of steering committee meetings, sub-committee meetings, town halls, general events and monthly network leader meetings with the global diversity and inclusion office. Network leaders are routinely invited to present to the firms CEO on issues relevant to their constituencies and the firm.
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In the U.S., Europe, Asia and India there is active participation in one or more of the following networks: Lehman Brothers Asian Network (LBAN): LBAN enhances professional development opportunities, increases awareness of various Asian cultures and fosters collaboration among our colleagues globally. Lehman Brothers Disability Working Forum (LBDWF): LBDWF works both to develop a strategy to educate and raise awareness about disabilities, and to develop relationships with external disability-related organizations. Lehman Brothers Gay & Lesbian Network (LBGLN): LBGLN is committed to enhancing the firms profile in all places where we conduct business and ensuring that the firm is the employer of choice for lesbian, gay, bisexual and transgender (LGBT) people. To achieve this mission, LBGLN will work to maintain a positive and inclusive environment at the firm, sustain an atmosphere where GLBT employees are respected and valued, provide a community and career development network to GLBT employees, and build greater awareness beyond our network on issues important to the GLBT community. Lehman Brothers Multicultural Network (LBMCN): LBMCN works to embrace and enrich the cultural fabric of the firm by providing a supportive environment for the firms black and ethnic minority employees to enhance career development and retention. Lehman Employees of African Descent (LEAD): LEAD is dedicated to promoting diversity and inclusion at the firm through recruiting, mentoring, philanthropy, cultural initiatives and educational programs. LEAD is committed to helping every employee have an impact, engage their passion and achieve their greatest career potential. Lehman Brothers Employee & Family Network (LEAF): LEAF aims to provide education and support for employees who are caregivers of all ages and family situations. The Latin American Council (TLAC): TLAC works to create career, educational and social opportunities for Latin American/Hispanic professionals within Lehman Brothers. TLAC seeks to help Lehman Brothers identify, retain, and develop the firms Latin American/Hispanic talent by fostering an environment for professional and personal advancement that contributes to the firms growth and continued success.
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Womens Initiatives Leading Lehman (WILL): WILL works to encourage, inspire and support women in their career development at Lehman Brothers, with the goal of attracting and retaining women who can contribute to the firms long term success.

Investment Banking Analyst Program Length of program: Two to three years Geographic location(s) of program: New York, Los Angeles, Menlo Park, Chicago, Houston The Investment Banking Division (IBD) analyst program is a two-year program (with a third-year option) which encompasses training, group placement and professional development on an ongoing basis. Analyst program managers guide the group placement process and monitor career development by facilitating the feedback, review and the advancement processes. Analysts perform a wide variety of roles. Most assignments involve some form of financial analysis, including those necessary for debt and equity financings, mergers and acquisitions, divestitures and strategic financial advisory. Analysts have the opportunity to work with colleagues at different levels and from different areas within the firm, as well as to attend client meetings with senior bankers. As experience grows, so does the level of responsibility. The IBD analyst program targets candidates with a high level of academic and leadership achievement, who are able to withstand the rigors of a rapidly changing and demanding, but ultimately rewarding environment. In return, we strive to provide exceptional professional exposure and the opportunity to work with some of the most talented bankers in our industry. Group Placement Process New York analysts are hired into the generalist pool and then participate in the group placement process. New analysts attend a series of group presentations and networking events during the initial training program. These events provide the opportunity to learn about each group and meet bankers from a variety of business areas. Program managers will then place analysts in a group by matching preferences and skill sets, with the specific business needs of the groups.
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Analysts in other regional offices in the U.S. who are directly placed into specific groups do not participate in the group placement process. Pre-placed regional analysts begin working in their groups directly after completion of the initial training program. Following the group placement and the completion of the initial training program, analysts attend group-specific training, which corresponds to the industry/product group in which they will work. Training The initial training program for the U.S. IBD analysts is a four- to five-week program held in New York. The primary objectives of the training programs are to: Provide an overview of Lehman Brothers products and businesses Develop an understanding of the role of the analyst and the nature of investment banking work Enhance finance/technical skills essential to investment banking Introduce Lehman Brothers specific technologies and internal processes Promote social interaction and networking among offices and regions Some of the topics that will be covered include: Accounting Corporate finance/valuation Financial modeling Capital markets Computer training Regulatory training Overview of the Investment Banking groups Equities, Fixed Income and Prime Services Analyst Program Length of program: Two to three years Geographic location(s) of program: New York The Capital Markets analyst program is a two- to three-year program which encompasses training, placement in a business within capital markets (unless directly placed) and professional development on an ongoing basis. Analysts are assigned a program manager who is responsible for their career development while in the program. The program manager guides the rotation and group placement process, and monitors career development by facilitating the feedback, review and advancement process.
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Rotation and Group Placement Process Prior to participating in the initial training program, analysts and senior analysts hired as generalists will rotate through businesses in the equities, fixed income and capital markets prime services divisions before being placed in a permanent position within the firm. Analysts who are directly hired into specific positions (typically in real estate, structured finance, public finance and analytics) do not participate in the rotation process. The generalist rotation process begins with career fairs, where generalists will learn about the various equities, fixed income and capital markets prime services businesses seeking to hire analysts. Following the career fairs, generalists will follow rotation schedules, consisting of several four-hour interactive rotations through various desks, enabling them to explore different roles and functions within all three divisions. Upon completing these intensive and interactive rotations, placement decisions are made by the regional heads of the equities, fixed income and capital markets prime services divisions, based on overall business needs, appropriate fit and analyst preferences. Once placement decisions are made, analysts participate in an eight-week training program, after which they begin working on their assigned desk. From this point forward, progress is carefully managed by the analysts program manager. Training Capital Markets analysts undergo a seven- to eight-week sales, trading and research initial training program, held in New York. Instructors include both Lehman Brothers speakers and third-party consultants. The general curriculum includes the following modules: Overview of Lehman Brothers Divisional overviews Strategy Culture Capital markets fundamentalsaccounting and bond math Divisional product training in equities, fixed income and capital markets prime services Regulatory certification training for the NASD Series 7 and Series 63 licensing exams Investment Management Analyst Program Length of program: Two to three years
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Geographic location(s) of program: New York, with some positions available in Chicago and other branch offices The Investment Management Division (IMD) analyst program is a two- to three-year program in which analysts are placed in diverse jobs across three groups in the division: Investments and research Client advisory and solutions Strategy and business management Rotation And Group Placement Process Our program is primarily a direct hire program. Throughout the interview process we determine the best fit for analysts within our division and we extend offers for a specific group placement; this allows analysts to prepare for the position as necessary during the final year of school. In some cases we may hire a few generalist analysts. For generalists, group placements will be determined upon an analysts arrival at the Firm, and after a period of rotations through various investment management businesses. Training The investment management analyst initial training program is an eight-week program held in New York. Beginning with the One Firm training, IMD analysts join their associate colleagues for a week and one-half of division-specific training, designed to provide a thorough understanding of the division and how its diverse business units work together. In addition, IMD analysts receive intensive investment analysis initial training. Topics include: Financial statement analysis Building integrated financial statement forecasts Power Excel a modeling Valuation and portfolio performance analytics US IMD analysts receive training for the Series 7 and Series 66 securities licensing exams. This training takes place over the course of two weeks and finishes with analysts sitting for both exams.
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Finance Analyst Program Length of program: Two years Geographic location(s) of program: New York and New Jersey The finance division analyst program is a two-year program consisting of three eightmonth rotations through the finance division. The program begins with an orientation to Lehman Brothers, followed by a three-week comprehensive training curriculum. The curriculum is designed to provide analysts with the professional skills, industry knowledge and development opportunities that will enable analysts to achieve success within the finance division. Rotation and Group Placement Process At the end of training, analysts are assigned to the first of three rotations. Placement decisions are made based on business needs and the skill sets demonstrated from the time as a summer analyst or during the interview process. Placements are made into the following groups: Accounting and external reporting Equity product control Fixed income product control Global interest control Investment management finance Tax compliance Treasury management Training The U.S. finance analysts are required to complete an online training course before the program begins and upon joining, the program offers three weeks of initial training. The general curriculum for the first two weeks includes the following modules: Investment banking overview Bond math Accounting Fixed income and equity markets overview Derivatives and structured products Instructors include both Lehman Brother speakers and third party consultants, who cover topics such as communication skills, Microsoft Excel and Access training. The program also includes team-building events, diversity events and employee round-
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tables. The third week is held in conjunction with capital markets training. Additional training courses are held periodically throughout the two-year program. Operations Analyst Program Length of program: Two years Geographic location(s) of program: New York, New Jersey The operations analyst program is a two-year program in which encompasses training, placement in a business and professional development on an ongoing basis. The program begins with an orientation to Lehman Brothers, followed by a comprehensive overview of our capital markets business and professional development training curriculum. The program is designed to provide the professional skills, industry knowledge and development opportunities that will enable analysts to achieve success within the operations division. Group Placement Process
During orientation, analysts learn about the various placements that are available within the operations division. Placement decisions are made based on business needs and individual preferences. After one year of successful performance in the initial placement, analysts are eligible to explore other opportunities within the operations division to include, but not be limited to: Equity operations Fixed income operations Investment management division operations Information and exposure management Clearance and custody services Operations control Business analysis group Training Following an initial orientation to the firm, operations training includes a comprehensive overview of our capital markets business and professional development training curriculum. Additionally, training courses are held periodically throughout the two-year program. They cover topics including: In-depth overviews of all operations departments Brokerage operations processing I and II Debt Securities I and II
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Introduction to equities, introduction to forwards and futures, introduction to options, introduction to swaps Compliance 101 Managing operational risk Effective teamwork In addition to these classes, we encourage analysts to enroll in courses offered to the entire capital markets division. These courses are added periodically to the general training curriculum for operations employees. Information Technology Development Program Length of program: Three months Geographic location(s) of program: New York, London, Tokyo and India The Information Technology (IT) analyst program is an excellent platform to begin a career at Lehman Brothers. The Technology Development Program (TDP) consists of an initial training program in which all new IT analysts participate. It is designed to help analysts develop as highly skilled IT professionals who will partner with our businesses to help drive the productivity of the firm and enable the businesses to meet their strategic objectives. Group Placement Process IT analysts can expect to work in one of the following roles: Infrastructure support and engineering Systems development and support Analysts are directly placed into a specific group and begin working in their group immediately after completion of the IT analyst training program. Training Initial training typically begins in July of each year, and the curriculum includes the following modules: Introduction to working at Lehman Brothers Capital markets and corporate finance seminars Technical skills training Divisional technology presentations Professional development classes Team-building and networking activities Final project and presentation
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Instructors include both Lehman Brothers speakers and third-party consultants. Analysts spend the last five weeks of training on a final project sponsored by a Lehman technology group. The project is designed to integrate all aspects of training and help ease the transition into an analysts future technology group. The training culminates with a formal presentation for the CIO and other IT senior managers discussing the architecture, business requirements, and development challenges of the project. Additional training that the division makes available includes: technical, project management and business analysis skills classes, and a wide array of capital markets training.

Chairman and Chief Executive Officer, Richard S. Fuld Jr.s statement on diversity and inclusion:
At Lehman Brothers, we have achieved momentum across our businesses and regions because we have built a culture where our people come together as a team to deliver all of the firms resources to our clients. Our firm has come a long way by many measures. One of the greatest changes is in the wide variety of perspectives and backgrounds of our people today. We have made substantial progress in recruiting and developing the very best people, creating a diverse and inclusive culture and establishing ourselves as leaders in the community. To reach our next level of success, we must continue to foster a culture that is full of opportunity, where exceptional people want to build their careers. Our commitment to being a world class organization goes hand in hand with our commitment to building a truly diverse and inclusive culture, and to ensuring that all employees are valued for their unique abilities and contributions and their diversity of thought and perspective. Our diversity efforts are integral to strengthening our One Firm culture and to delivering on the firms client-focused strategy. A truly diverse and inclusive culture enables us to deliver the best service and products and to generate the most innovative ideas for our clients. There are remarkable opportunities for us to take this firm to its next level of success. I am confident that the people here at this firm and those who will join us in the time ahead will help us build on that success.
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At Lehman Brothers we are committed to attracting, retaining and developing the best people from the broadest backgrounds, and to nurturing our inclusive culture that fosters employee development and contributes to our commercial success. Each of our employees comes from a unique background; each brings a diverse perspective to the firm based on his or her variety of life experiences. This variety of thought and perspective is of intrinsic value to us in our talent evaluation process. To assist in the retention and development of our people, we emphasize tools such as networking opportunities, mentoring programs, employee and management education and training, and corporate citizenship. Following are a sample of our employee programs: Employee networks in all geographic regions open to all employees. Over 7,000 employees globally are network members. Over 10,000 employees participated in at least one network event in 2007. Networks provide employees with informal mentoring and networking opportunities as well as a formalized program which was rolled out to all employees globally in 2007. The firm and its networks partner with over 70 diversity related community organizations each year, either through financial or volunteer sponsorship. These include both community organizations: Robin Hood, Harlems Children Zone, Girl Scouts among others; and professional organizations: New York Womens Foundation, National Association of Asian Professionals and The Hispanic Federation; among others. In summary, why are diversity and inclusion such imperatives at Lehman Brothers? In very simple terms, its because they are commercial imperatives for our business. We are part of a very competitive industry, where firms succeed or fail based solely on the quality of the ideas and solutions that their employees bring to their clients. To succeed, Lehman Brothers has to attract the very best people from 100 percent of the available talent pool. We need to make sure that each and every one of our employees feels welcomed and valued in an environment where they can reach their potential and do their best work. Anything less and we are not giving our clients our very best. At Lehman Brothers, diversity is an integral part of our vision, and we pride ourselves on bringing together diverse groups of people who work to produce extraordinary out-
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comes for our clients, shareholders and our firm. We integrate diversity into every aspect of our businessfrom working with our clients to managing our workforce. Were focused on making a great firm even better. At Lehman Brothers, you will find what you want, a place where individual approach and perspective are celebrated, the need to find life balance is valued, and creative solutions are the norm.
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Merrill Lynch
4 World Financial Center 250 Vesey Street New York, NY 10080 Phone: (212) 449-1000 www.ml.com/diversity
The Stats
Employees 2007 US: International: 2006 US: International:
48,700 15,500 43,700 12,500
Locations
US Chicago Houston Los Angeles New York Palo Alto San Francisco International Hong Kong London Mumbai Singapore Tokyo Toronto
Revenue (Global) 2007: $11,250 million 2006: $33,781 million
Elton Ndoma-Ogar Head of Global Markets & Investment Banking Diversity Recruiting
Contact Person
Jennifer Sutton Global Markets & Investment Banking Undergraduate Diversity Recruiter Phone: (212) 449-4238 Fax: (212) 449-7502 E-mail: j_sutton@ml.com

How does the firms leadership communicate the importance of diversity to everyone at the firm? E-mail, web site, meetings, newsletters, professional networks, town halls, quarterly meetings Who has primary responsibility for leading overall diversity initiatives at your firm? Subha Barry, managing director and head of global diversity and inclusion. Who has primary responsibility for diversity recruiting initiatives at your firm? Within each business, there is a diversity recruiting team responsible for diversity recruiting.
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Does your firm currently have a diversity committee? Yes. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes. If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? Total senior managers on committee: Approximately 70 Number of diversity meetings annually: Firmwide council meets twice a year. Dedicated councils for each business and region meet more frequently. External advisors are aligned to each region.
If you have more than one diversity committee, please list. Six subcouncils: Each division has a diversity council and each region (outside of the Americasthree) has a council. Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes. Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, formal and informal. How often does the firms management review the firms diversity progress/results? Quarterly. How is the firms diversity committee(s) and/or firm management held accountable for achieving results? Through regular reporting to the board of directors public policy and responsibility committee. Are the members of the diversity committee or committees involved in diversity activities? Yes. Business development initiatives, recruitment and retention, communication and branding, and employee networks.
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ON-CAMPUS
Please list the schools/types of schools at which you recruit. Private schools Public state schools Historically black colleges and universities (HBCUs) Hispanic serving institutions (HSIs) Do you have any special outreach efforts directed to encourage minority students to consider your firm? Hold a reception for minority students Conferences: NABA, ALPHA, Ivy Native, UNCF, and HACE Advertise in minority student association publication(s) Participate in/host minority student job fair(s) Sponsor minority student association events Firms professionals participate on career panels at school Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students
What activities does the firm undertake to attract women and minorities? Partner programs with women and minority banking associations Conferences: NBMBAA, NSHMBAA, NABA, ALPHA, TOIGO and Reaching Out Participate at minority job fairs Seek referrals from other professionals Utilize online job services Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes. Who is the person in charge of attracting women and minorities to the firm for lateral recruiting? The diversity group in each division, the recruiters for each division and members of the firms employee professional networks.
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Internships
Merrill Lynch Global Markets & Investment Banking Sophomore Rotation Program Deadline for application for the internship: Early January Pay: Comparable to analyst pay Length of the program: 10 weeks Web site for internship information: careers.ml.com/sophomore Merrill Lynch Summer Analyst Deadline for application for the internship: January Pay: Comparable to analyst pay Length of the program: 10 weeks Web site for internship information: ml.com/careers Merrill Lynch offers nine summer intern opportunities in the U.S.: global markets, investment banking, global wealth management, research, operations, technology, chief financial office, human resources, and compliance. Interns are called summer analysts. Their responsibilities vary by groups but are similar to those of recent graduate full-time hires in those groups. For these roles, we look for exceptional student candidates who are in their junior year and are interested in a full-time position following graduation. Students must have excellent academic records, possess solid leadership, team and communications skills, and demonstrate high interest in the financial services industry. Refer to ml.com/careers for specific responsibilities and qualifications for each group.
Scholarships
Merrill Lynch Award for Distinction Deadline for application for the scholarship program: Early January Scholarship award amount: $12,500 Web site for scholarship: www.ml.com/careers/scholarships Open to diverse sophomores and juniors. Please visit www.ml.com/careers/scholarships for more details.
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Affinity Groups
Ten Employee Professional Networks Asian Pacific Professional Network Black Professional Network Disability Awareness Professional Network Hispanic Professional Network Lesbian, Gay, Bisexual, and Transgender Professional Network Native American Professional Network Parents and Carers Professional Network (EMEA and PacRim) South Asian Professional Network Womens Professional Network Young Professional Network (Pac Rim only)
The Merrill Lynch professional networks are employee-driven, local networks, organized regionally both across and within business groups. They are an integral part of Merrill Lynchs global diversity and inclusion strategy, as they strengthen interaction, raise awareness, share knowledge, assist in the firms recruiting and retention efforts, promote personal growth, and serve as a forum for professional development. Membership in each network is open to all employees at all levels in the organization. The overall network objectives include six areas of strategic focus: Client/community partnership Representation Leadership commitment Financial impact Workplace culture Learning and development Client/Community Partnership Support community-sponsored initiatives Partner with business on diverse client events Leverage contacts to participate in community outreach programs that support business development Create opportunities for ML volunteerism in the community Representation Partner with business groups to facilitate programs that support recruitment and retention
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Facilitate the identification, mentoring and advancement of employees Assist in the orientation of new diverse hires Leadership Commitment Engage senior executives at events, programs and activities Financial Impact Support multicultural business development Workplace Culture Promote cultural awareness through dissemination of educational information and network events Learning & Development Professional and personal development for members Career advancement opportunities/advocacy Web site: ml.com/diversity

Merrill Lynch has nine full-time entry level programs in the following groups: Chief financial office Compliance Global markets Global wealth management Investment banking Operations Research Technology These programs range from two to three years and include a training component at the beginning of the program. The training component varies by business area and is a combination of formal and classroom instruction, assignments, social activities, and a mentor program that provides guidance and direction Geographic Locations: New York; Hopewell and Jersey City, N.J.; Jacksonville, Fla.; Houston; Los Angeles; San Francisco; Chicago; and Palo Alto.
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Merrill Lynch actively seeks to employ the highest caliber people from around the world, drawing from all genders, religions, nationalities, races, ages, ethnicities and sexual orientation, regardless of disabilities. By providing exceptional resources and an inclusive, high-performance work environment, Merrill Lynch ensures that employees are able to maximize their professional potential while delivering extraordinary value to clients and creating competitive advantage for our firm and its shareholders.
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Morgan Stanley
750 Seventh Avenue 30th Floor New York, NY 10019 Phone: (212) 761-4000 E-mail: diversityrecruiting@morganstanley.com
The Stats
Revenue 2007: $28.0 billion
Marilyn F. Booker Managing Director & Global Head of Diversity
Locations
Asia Pacific Europe Japan North America
Employment Contact
Adebola Osakwe Head of Diversity Recruiting
Experience Hire Contact

Khalida Ali and Rebecca Allen
Diversity URL:
www.morganstanley.com/about/community/diversity/index.html

How does the firms leadership communicate the importance of diversity to everyone at the firm? The firm uses all mediums to promote our diversity recruiting efforts, including web sites, brochures, videos, trainings, meetings, events and presentations. Who has primary responsibility for leading overall diversity initiatives at your firm? Managing Director and Global Head of Diversity Marilyn F. Booker. Does your firm currently have a diversity committee? Yes. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? No. Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes.
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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 firms management review the firms diversity progress/results? We are in constant dialogue with our managers regarding their progress on diversity. How are the firms diversity committee(s) and/or firm management held accountable for achieving results? Morgan Stanley has had a formal diversity program since the early 1990s. We have always had a top-down approach with diversity being strongly supported by senior management and the importance cascading into the ranks of our firm. We recognize that advancing diversity is smart business and we consider diversity efforts as part of a menu of factors in evaluating our managers contributions and overall performances.
Are the members of the diversity committee or committees involved in diversity activities? Yes. The diversity committee members are involved in mentoring, training, campus and lateral recruiting efforts.

ON-CAMPUS
Please list the schools/types of schools at which you recruit. We currently recruit at over 60 undergraduate institutions in all of the below listed categories. Our calendar of school visits, events, career fairs and activities is available through our campus web site at www.morganstanley.com/careers. Ivy League schools Public state schools Private schools Historically black colleges and universities (HBCUs) Hispanic serving institutions (HSIs) Native American tribal universities Other predominantly minority and/or womens colleges
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Do you have any special outreach efforts directed to encourage minority students and graduates to consider your firm? All of the below as well as Day in the Life programs, resume writing workshops, job shadowing, leadership training and networking events. Hold receptions for minority students Participate in conferences Advertise in minority student association publication(s) Participate in/host minority student job fair(s) Sponsor minority student association events Firms professionals participate on career panels at schools Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority and female students
What activities does the firm undertake to attract minority and women employees? On an annual basis, we participate in over 50 recruiting events targeting women and minorities: Partner programs with women and minority banking associations Conferences: Columbia Black Business Student Association Conference, Columbia Women in Business Conference, Graduate Women in Business National Conference, Harvard African-American Student Union Conference, Harvard Womens Student Association Conference, Kellogg Black Management Association Conference, Kellogg Womens Business Association Conference, Lesbian and Transgender Students, MBA Jumpstart, National Black MBA Association Conference, National Society of Black Engineers Conference, National Society of Hispanic MBAs Conference, Reaching Out MBA Conference, Society of Hispanic Professional Engineers Conference, Society of Women Engineers Conference, Stanford Black Business Student Association Conference, Stanford Women in Management Conference, Stanford Hispanic Business Student Association Annual Jerry I. Porras Latino Leadership Conference, Stern Women in Business Conference, University of Chicago African-American MBA Association DuSable Conference, University of Chicago Women in Business Conference, Wharton Women in Business Conference and Fair, Wharton Whitney Young Conference, Stern Association of Hispanic and Black Business Students Conference Participate at minority job fairs Seek referrals from other professionals
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Utilize online job services Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes. 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: Advanced Staffing, Inc. Aquent Artemus Suarez, Blaine & Associates, Inc. Brooke Career Systems International CavalryHR, Inc. Coleman & Company Contemporary Services, Inc. CTI Professionals Inc. Diamond Consultants LLC Eileen Finn & Associates Evins Personnel Consultants Evins Temporaries Express Personnel Services Express Professional Staffing Flex Execs Inc. Fulcrum Network, Inc. Goodman Resources, Inc. Gould Mccoy Chadick Ellig Greene-Levin-Snyder HR Management Solutions, Inc. dba Hr Now! Innovations Psi Marchese & Associates, Inc. Maximum Management Corporation Newport Personnel, Inc. Rivers Consulting & Staffing Roi Institute, Inc. Rowlette Executive Search The All-Star Group Companies, Inc. The Ned Herrmann Group The Quigg Corporation dba Vandover The Wylie Agency
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Victory Media, Inc. Women For Hire Who is the person in charge of attracting women and minorities to the firm for lateral recruiting? Managing Director and Global Head of Diversity Marilyn F. Booker.
Internships and Co-ops

Morgan Stanley offers the following internships: General summer analyst programs Morgan Stanley MBA Fellowship Program Richard B. Fisher Scholarship Program Sponsors for Educational Opportunity (SEO) Women in Technology Scholarship Program Pay: Competitive Length of the program: 10 weeks Percentage of interns in the program who receive offers of full-time employment: 70 to 80 percent Web site for internship information: www.morganstanley.com/careers Richard B. Fisher Scholarship Program (RBF) The Morgan Stanley Richard B. Fisher Scholarship Program is a competitive scholarship/internship program established in 1993 to provide outstanding Hispanic, black and Native American undergraduates with a one- or two-year financial award for exceptional academic achievement. The undergraduate students selected also receive the opportunity to gain exposure to the investment banking industry through a summer internship at the firm in investment banking, research, investment management, prime brokerage, global capital markets, sales and trading, technology, operations and finance. The Institutional Equity Division Womens College Fellowship Program In an effort to fulfill our aspiration to attract exceptional students, this program provides outstanding undergraduate women with: A financial award for exceptional academic achievement, A summer internship in Morgan Stanleys sales and trading division the summer prior to graduation, and A meaningful relationship with one of the premier firms in the industry.
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A summer internship in our sales and trading division is a great opportunity for students to experience the excitement of working in finance and in the markets. It is a 10week program that offers unique insight into the firms trading floor environment. Among other things, summer analysts learn about how we interpret our research to produce actionable trading ideas and how we pitch these ideas to clients to execute trades across a wide range of asset classes. Some of the components of the summer program include classroom-based product and technical training, individual and group assignments, workshops (including a trading game and selling skills), senior management speakers series, mentor/buddy support and networking events. Morgan Stanley MBA Fellowship Program The Morgan Stanley MBA Fellowship Program provides a monetary award and mandatory paid summer associate internship between the first and second years of the recipients MBA program. Morgan Stanleys goal is to build and maintain a workforce that is diverse in experience and background but uniform in reflecting our standards of integrity and excellence. Consequently, our recruiting efforts reflect our desire to attract and retain the best and brightest from all talent pools. MBA students of black and Hispanic descent are eligible to apply for the program. Women in Technology Scholarship Program The Morgan Stanley Women in Technology Scholarship Program is a competitive scholarship program established to provide outstanding women with: A financial award for exceptional academic achievement, Opportunity to gain exposure to an exciting career in information technology, and A meaningful relationship with one of the premier firms in the financial services industry.
Scholarships
Richard B. Fisher Scholarship Program Deadline for application for the scholarship program: January 2009 Scholarship award amount: $7,500 toward junior year, renewable for senior year Web site or other contact information for scholarship: Adebola Osakwe at adebola.osakwe@morganstanley.com The Institutional Equity Division Womens College Fellowship Program Deadline for application for the scholarship program: January 2009
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Scholarship award amount: $10,000 for sophomores toward their junior year, renewable for senior year Web site or other contact information for scholarship: Amanda Field at Amanda.Field@morganstanley.com Morgan Stanley MBA Fellowship Deadline for application for the scholarship program: April 2009 Scholarship award amount: Full tuition Web site or other contact information for scholarship: Khalida Ali at khalida.ali@morganstanley.com Women in Technology Scholarship Program Deadline for application for the scholarship program: February 2009 Scholarship award amount: $15,000 for juniors toward their senior year Web site or other contact information for scholarship: Terisa Kretzmann at terisa.kretzmann@morganstanley.com
Affinity Groups
In 2005, our firm established seven Employee Networking Groups (ENGs): American-Indian Asian Black Latino Pride Women Working Parents ENGs are firm-sponsored organizations which are designed to bring together employees with similar goals and interests and to have these groups support the firms overall mission of recruiting and developing the most diverse workforce possible. The firm recognizes the importance of employee networks and the rich resources that can be reaped for both employees and the organization through the exchange of ideas and relationship building. The Morgan Stanley ENGs play a significant role in: Partnering with the firm in the recruitment and retention of talented individuals Providing the opportunity for employees to further develop their leadership skills Providing additional avenues for networking and career development Providing additional opportunities for cross-divisional networking and learning
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Contact information or web site address for affinity group and/or leader: www.morganstanley.com/about/community/diversity/index.html

Your Opportunity as a Morgan Stanley Analyst Morgan Stanley analysts are graduates who may not have extensive job experience or knowledge of the financial world. They come from a wide variety of backgrounds and interestsbut all are high achievers who share integrity, intellectual curiosity and the desire to work in a congenial atmosphere with like-minded people. Each part of Morgan Stanley designs its own analyst program, taking a comprehensive approach to make you an effective professional. After a brief period of classroom training your instruction comes on the job, often working with more experienced professionals.
Entering Morgan Stanley through one of our analyst programs quickly launches your career. Whatever part of the firm you join, you may be taking on responsibility more quickly than you ever thought possible. You will be building on Morgan Stanleys global presence and longstanding reputation as a financial industry leader. And you will be growing a personal network of colleagues who may well become your lifelong friends. Your Opportunity as a Morgan Stanley Associate As an associate, you come to Morgan Stanley with several years of professional experience, an MBA or other advanced degree. You are well prepared to put your knowledge to work at a firm that is a worldwide leader, in a collegial atmosphere where you can make an impact quickly. Each part of Morgan Stanley designs its own associate program to make the most of your skills and interests. After a brief, intensive training period you will be working with more experienced professionals who will rely on you for client, product or business responsibilities. Your education will continue and you may be encouraged to broaden your skills by spending time in other regions or parts of our business. Morgan Stanley offers you an unsurpassed platform for building your career. Our global reputation, broad presence and deep understanding of the financial world will keep you intellectually challenged. And you will find that the quality of our people makes our firm personally as well as professionally rewarding.
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Analyst/Junior Associate Programs Length of program: Varies by division Geographic location(s) of program: Location of the analyst positions varies by division Research As a junior research associate (RA) you will play an essential role in assisting the Morgan Stanley research team in maintaining and enhancing our global research reputation. Your work will be both qualitative and quantitative, and your findings will greatly affect reports that will be disseminated throughout the business. You will be analyzing companies and industry trends to help formulate assumptions on how well, or how poorly, a stock will do. You will be responsible for conducting analysis on companies you cover in industries that peak your interest. All of your work will be guided by your lead analyst, who is considered to be the firms industry expert.
Sales and Trading Morgan Stanleys sales and trading analyst class is treated as a top priority because we know it will produce the future generation of leaders for the firm. Analysts have the opportunity to develop and master the analytical, quantitative, and interpersonal skills they will need to succeed. The divisions flat organizational structure and open trading floor allow analysts opportunities to collaborate with more experienced colleagues and learn from senior sales and trading professionals. The fast-paced, intense environment requires an aptitude for quickly analyzing and interpreting complex information. Morgan Stanleys sales and trading division has a two-year analyst program. While the program is for two years, many of our outstanding analysts are asked to stay on to continue a full career at Morgan Stanley. Technology The Technology Training Program is designed to develop highly skilled and motivated technologists who partner with our businesses to solve complex problems through the use of technology. Trainees are recruited globally for a particular officeNew York, London, Hong Kong, Tokyo, Budapest, Shanghai, or Mumbai. The broad and comprehensive skills acquired during the 15-week program allow you to be placed in challenging roles throughout Technologysuch as business application development, application infrastructure development and enterprise engineering. We currently have over 3,000 IT professionals employed globally, covering all major business development and support functions.
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Investment Banking Analysts have long been viewed as essential to Morgan Stanleys investment banking excellence. The firm was the first on Wall Street to introduce an analyst program when it hired two women out of Smith Colleges undergraduate program in 1972. Since then, the investment banking analyst program has developed into one of the most successful and competitive on Wall Street. Considering the global head of the IBD analyst program is a former IBD Analyst herself, we are confident that analysts will have a rewarding experience. From initial public offerings to mergers and acquisitions, analysts are exposed to the different components of the investment banking business. Analysts see firsthand how GCM functions and also learn hands-on how to model a complex financial scenario. Analysts develop a comprehensive skill set including financial modeling, valuation techniques and strategic planning. Analysts become masters of multitasking, usually working on several assignments simultaneously. The depth and breadth of experience analysts gain during their tenure is matched only by the high level of responsibility they are entrusted with so early in their careers. Analysts are hired into the IBD analyst program, then placed into one of the following business units: banking, mergers and acquisitions or real estate. During the two-year program, analysts work on a variety of corporate transactions and take significant responsibility for the delivery of elements of their projects. Morgan Stanleys lean deal team structure affords analysts the opportunity to work closely with senior officers on a variety of projects. The work is challenging and analysts are encouraged to roll up their sleeves, dig into financial statements, and think creatively. In addition, analysts may attend client meetings and be asked to speak to pages of a presentation they have worked on. Morgan Stanley analysts are expected to pursue their assignments with excellence, a collaborative spirit, and by upholding the highest ethical standards. Investment Management The MSIM analyst program is a minimum two-year commitment that allows individuals to be placed on a range of teams across our business. Analysts may assume significant responsibilities, have the potential to contribute directly to business objectives, and regularly interact with key business leaders. MSIMs investment teams offer our clients global investment experience across the spectrum of traditional financial assetsstocks, bonds and money market instrumentsand alternative investments private and liquid markets, senior loans and absolute return strategies. The investment team members include portfolio managers, portfolio specialists, research analysts (fundamental and quantitative) and strategy specialists. Analysts will work closely with members of the investment teams learning about their approaches to research and portfolio construction. MSIMs sales, marketing and product development teams work in partnership with the investment teams to offer products and services that are tailored
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for distinct client segments, including the institutional and intermediary markets. The sales teams cultivate relationships with both current and prospective clients; the marketing team is responsible for providing tools and services that promote our investment capabilities to prospective clients, educating our clients about our diverse strategies and empowering the sales force to win business and market share. The product development team analyses and reviews product opportunities, leads projects to modify the existing product line and conducts industry research on competitor products and platforms to assess competitive positioning and pricing. Analysts will support strategic initiatives, conduct research and analysis of products and clients, and provide recommendations to build sales and revenue. Operations Morgan Stanleys operations division is responsible for the post-execution trade processing and internal controls from trade entry through settlement and custody. Operations is also responsible for proprietary and customer transactions of both primary and secondary trading in listed and over-the-counter transactions in commodities, equity and fixed income securities, and structured derivatives. Opportunities are available to work closely with colleagues in the fixed income, commodities, equity, and prime brokerage businesses to process complex transactions to solve operational problems, respond to business issues and client needs, assist in risk management, conduct revenue analysis, and participate in firm re-engineering projects. Analysts are engaged in daily operations activities and also have opportunities to tackle a variety of special projects. Operations activities include desk/trade support, client service and relationships, transaction exception handling, settlement and reconciliation, risk management and control, corporate actions, and collateral management. Analysts are also engaged in developing, producing, and analyzing operational performance metrics to help identify areas in need of improvement. Various project roles provide opportunities to understand the front-to-back business processes and supporting technical infrastructure to engineer solutions that enable growth of new products/services or reduce costs and risk. Public Finance As a public finance analyst, you will get hands-on experience in how capital is raised to fund public sector and non-profit projects, including how municipal bond issues are structured and how the tax-exempt market works. You will get to work in a fastpaced and intense environment where you will learn to analyze and interpret complex information in a timely manner. You may work primarily with municipal entities (states, counties, cities, authorities, and agencies) on general infrastructure projects or in close collaboration with our industry specialists. In the process, you will gain valuable knowledge of the fixed income markets and transaction execution skills, which will prepare you for any number of careers in financial services. Morgan Stanleys
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public finance division has a two-year analyst program. While the program is for two years, many of our outstanding analysts are asked to stay on to continue a full career at Morgan Stanley or encouraged to look at the firms other divisions for new opportunities.

Diversity is an opportunity. Morgan Stanley is only as effective as the people we employ. Our professionals have made Morgan Stanley a preeminent global financial services firm. More than 46,000 diverse and talented employeesworking in more than 600 offices in 33 countriesoffer our clients the finest thinking, products and services to help them achieve even the most challenging goals. Therefore, our commitment to diversity in all aspects of our franchise begins with our most valuable resourceour people. To maintain our position of leadership, we continually seek the broadest knowledge possible of the global markets in which we operate. Our workforce must consist of the most talented and creative individuals who represent a crosssection of our global community. Different perspectives allow us to retain our competitive edge and to provide the best service possible to our clients in accordance with the Morgan Stanley heritage of doing first-class business in a first-class way. At Morgan Stanley, we value and embrace differences. Our commitment to diversity permeates all levels of our organization. By fostering a corporate culture that is open and inclusive, our employees can achieve their individual professional goals. Morgan Stanleys success rests on the talents and passion of our people, who share a common set of values and bring excellence and integrity to everything they do.
For Morgan Stanley to remain a preeminent global financial services firm, continuous development of our people is critical. Our business principleslead with integrity, put clients first, win in the marketplace, think like an owner and keep your balancecontinue to attract and develop the most diverse and exceptional individuals who shape and strengthen our business culture. We focus on enhancing the careers of our employees by offering a variety of educational and professional development programs. In addition to our Minority Business Exchange, one of our minority-focused development programs, Morgan Stanley has numerous career development programs designed specifically for women. Our internal womens conferences focus on enhancing the professional skills of our female employees. Many of the senior women at Morgan Stanley are active participants in these conferences and share their best practices on developing skills ranging from business development to networking and mentor-
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ing to marketing to technical skills. Some of these events include our Global Womens Managing Director Conference, our Womens Business Exchange, our Divisional Womens Leadership Conferences and our Leadership and Networking Initiative (LANI). In 2005, our firm launched seven Employee Networking Groups (ENGs): American Indian, Asian, Black, Latino, Pride, Women and Working Parents. The ENGs are an important addition to our firm because they allow our most powerful resourceour peopleto meet each other, share interests and share in the community spirit of Morgan Stanley. Morgan Stanley is committed to providing a workplace environment that encourages respect for work/life balance. These life-enhancing services are as broad-based and varied as the workforce they support. Our firms policies and programs respond to the needs of employeesaddressing physical and emotional health, working parent concerns and general needs for increased flexibility in order to navigate the different spheres of life. Our firm supports employees in meeting this challenge by providing a wide range of services such as child and elder care, adoption assistance, flexible work arrangements, health and fitness, parental leave, employee networking groups, resource and referral programs, free onsite Lamaze classes, college admissions counseling through College Coach, personal and career development and more. Our many initiatives are a testament to our recognition that there is a vital connection between work and our employees lives away from Morgan Stanley. We take diversity seriously in all aspects of our businessincluding the companies that supply us with the wide array of products and services that enable us to serve our customers. Our program identifies women- and minority owned companies that can offer cost-effective solutions to our business needs. Working with women- and minorityowned businesses not only foster strategic and mutually advantageous business relationships, but have the added benefit of stimulating economic development and strengthening the communities in which we do business. We look to develop longstanding relationships with partners who are visionaries and whose creativity, ethical business practices and entrepreneurial spirit will keep Morgan Stanley at the forefront of the financial services industry. 2007 Awards In December 2007, G.I. Jobs magazine named Morgan Stanley one of the Top 50 Most Military-Friendly Employers In December 2007, the National Veteran-Owned Business Association and Vetrepreneur magazine recognized Morgan Stanleys supplier diversity initiatives for veteran-owned businesses In October 2007, Morgan Stanley was named one of the Best Companies for African Americans by Family Digest magazine
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In September 2007, Hispanic Business magazine named Morgan Stanley one of the top 60 Diversity Elite companies for Hispanics In September 2007, Morgan Stanley scored a perfect 100 percent on the Human Rights Campaigns annual Corporate Equality Index In September 2007, Working Mother magazine named Morgan Stanley one of the 100 Best Companies for Working Mothers In August 2007, LATINA Style magazine named Morgan Stanley one of the 50 Best Companies to Work for in the U.S. In June 2007, Westchester magazine named Morgan Stanley as one of the 10 Best Places to Work In May 2007, Asian Enterprise magazine named Morgan Stanley as one of the Top Companies for Asian-Americans In April 2007, Essence Magazine named Morgan Stanley one of the 25 Great Places to Work for Black women In February 2007, Hispanic Magazine named Morgan Stanley one of the Top 100 Hispanic-Friendly Firms on the annual Corporate 100 list In February 2007, Hispanic Trends Magazine named Morgan Stanley one of the Top 50 Corporations for Supplier Diversity In January 2007, the Women Presidents Educational Organization awarded Morgan Stanley a Certificate of Appreciation for womens supplier diversity initiatives Conclusion We are deeply committed to maintaining a diverse workforce at Morgan Stanley and to providing a workplace that nurtures, challenges and inspires. Each and every individual in our franchise has his or her own distinct identity forged from a unique set of abilities, life experiences, interests, talents and backgrounds. Our environment, which welcomes differences, allows the varied resources of our people to help us achieve our firms goals and aspirations. Through the success of our inclusive, collaborative efforts, we are a preeminent global financial services firm dedicated to providing our clients the finest thinking, products and services to help them achieve even their most challenging goals. At Morgan Stanley, diversity is not an obligation its an opportunity. We firmly believe that diversity is an opportunity to meet challenges, effect change and achieve goals.
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National City Corporation

1900 East Ninth Street Cleveland, OH 44114
The Stats
Revenue 2007: $7,031,000,000
Locations
Florida Illinois Indiana Kentucky Michigan Missouri Ohio Pennsylvania Wisconsin Also serving customers in selected markets nationally.
Contact Information
Terri Hamilton Brown Senior Vice President & Director, Corporate Diversity Phone: (216) 222-8230 Fax: (216) 222-0153 E-mail: terri.brown@nationalcity.com Sheri Papay Assistant Vice President & Manager, University Relations Phone: (216) 222-2469 E-mail: Sheri.Papay@nationalcity.com
Diversity URL:
www.nationalcity.com/aboutus/pages/ diversity.asp

How does the firms leadership communicate the importance of diversity to everyone at the firm? External web site Internal diversity web site Community relationships, sponsorships Annual Diversity Summit: National Citys annual diversity and inclusion conference Diversity leadership council Who has primary responsibility for leading overall diversity initiatives at your firm? Senior Vice President and Director of Corporate Diversity, Terri Hamilton Brown. Who has primary responsibility for diversity recruiting initiatives at your firm? The talent strategy and sourcing department is responsible for all recruiting efforts with assistance from corporate diversity and university relations for focused efforts on minority recruitment.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 National City Corporation
Does your firm currently have a diversity committee? Yes. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes. If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? Total senior managers on committee: 17 Number of diversity meetings annually: Four Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities?
Yes. The office of corporate diversity was established in 2005 to develop a corporate wide strategy to advance diversity and inclusion throughout National City. Corporate diversity, supported by executive leadership from the diversity leadership council, partners across the organization to build infrastructure, initiatives, and relationships that support our business objectives and promote market growth. Our diversity framework focuses on four strategic areas: Increasing representation Understanding diversity Managing diversity Aligning diversity strategy with business objectives 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 firms management review the firms diversity progress/results? Quarterly. How is the firms diversity committee(s) and/or firm management held accountable for achieving results? The diversity council reports to the office of the chair.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition National City Corporation
Are the members of the diversity committee or committees involved in diversity activities? Yes. If so, list and describe some of those activities. Our commitment to diversity and inclusion is integrated into all facets of our business and involves all members of our team. The diversity leadership council, chaired by Vice Chairman Jeff Kelly and comprised of 17 executive leaders from all core lines of business and staff units, sets the vision and the strategic objectives of the office of corporate diversity. The diversity leadership council meets quarterly. Council members serve as executive sponsors for employee-focused initiatives, participate in diversity recruiting, and serve on community and civic boards.

ON-CAMPUS
Please list the schools/types of schools at which you recruit. Public state schools: Bowling Green State University, Kent State University, Miami University, Ohio State University, Ohio University, University of Cincinnati, Wright State University, Illinois State University, University of Illinois Champaign Urbana, Central Michigan University, Michigan State University, Western Michigan University, Indiana University, Purdue University, University of Kentucky, University of Louisville, Penn State University, University of Pittsburgh, University of Missouri Columbia, University of Florida, Florida State University, Florida Atlantic University, University of Central Florida Private schools: Case Western Reserve University, Bradley University, Washington University, Marquette University Historically black colleges and universities (HBCUs): Hampton University, Howard University, Clark Atlanta University, Morehouse College, Spelman College, Florida A & M University, Central State University Do you have any special outreach efforts directed to encourage minority students to consider your firm? Receptions for minority students Conferences: National Black MBA Association Annual Conference, The Consortium (for Graduate Study in Management), The National Society of Hispanic MBAs Outreach to leadership of minority student organizations
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Advertise in minority student association publication(s) Participate in/host minority student job fair(s) Sponsor minority student association events Firms professionals participate on career panels at schools Scholarships or intern/fellowships for minority students
What activities does the firm undertake to attract women and minorities? Sponsor programs with women and minority organizations Participate at minority job fairs Seek referrals from other professionals Utilize online job services Community relationships and networks
Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes. Who is the person in charge of attracting women and minorities to the firm for lateral recruiting? The talent strategy and sourcing department leads National Citys recruiting efforts with support from corporate diversity and university relations.
Internships
National City Corporate Internship Program (i.e. summer analyst program, SEO program) Deadline for application for the internship: February Number of interns in the program in summer 2007: 12 Pay: $14 per hour Length of the program: 12 weeks Percentage of interns in the program who receive offers of full-time employment: Eight percent full time/50 percent to return for the summer of 2008 Web site for internship information: www.nationalcity.com/undergrad Interns are provided with the opportunity to become engaged in meaningful work and gain exposure to several facets of the financial services industry. Our goal is to prepare students for full-time opportunities upon graduation. Working with organizations
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such as INROADS and other minority-focused organizations on college campuses, National City continues to fill its pipeline with diverse talent.
Scholarships
Current scholarship programs include UNCF, Michigan State University CAMP Program, Cleveland State University Link Program, and the National Black MBA AssociationCleveland Chapter Deadline for application for the scholarship program: Varies Scholarship award amount: Varies The goal of our scholarship programs is to support the academic achievement of talented students who have an interest in the financial services industry and to leverage that relationship to broaden our pool of diverse employment candidates. Additionally, we provide meaningful internships to prepare students for full-time career opportunities upon graduation. Several scholarship programs are offered, and most are established to support minority students.

Corporate Audit Program Length of program: 15 months Geographic location(s) of program: Cleveland, Ohio National Citys corporate audit development program helps participants develop the skills and insights necessary to become a future leader within our corporation. Participants gain experience with actual audits and work within several business areas through rotational assignments. In the process, participants build a solid network of co-workers and senior-level mentors while gaining a thorough understanding of our business and the financial services industry. Program details As a member of our corporate audit team, participants assist with high-priority issues, evaluate compliance with established controls, and participate in business and system development projects. For 15 months, participants work on a tour of assignments in business units that may include: Commercial and retail banking
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Operations Lending Treasury Brokerage Information services Accounting COIS Associate Leadership Program Length of program: 18 to 24 months Geographic location(s) of program: Cleveland, Ohio At National City, our corporate operations and information services network is constantly evolving. Guided by Six Sigma principles, we ensure that our customers are getting the best products, service and delivery, and that our employees have the tools they need to do whats right for their customers. Our leadership programs help us develop the talent to always stay on the leading edge. Program details When participants join the 18- to 24-month COIS associate leadership program, they are introduced to our organizations culture and environment and familiarized with our processes and systems. The program consists of up to five rotations, diverse in location and assignment, intended to give participants a broad and well-rounded understanding of our infrastructure, while enhancing their technical and leadership skills. In addition, challenging work assignments, classroom instruction, self-study and online learning will enhance the participants development process. The participants rotational manager will also provide coaching, mentoring and performance feedback. The COIS associate leadership program participants rotate through the three following areas to broaden their experience and help develop their career paths: Corporate operations: This rotation focuses on learning back-office operations. It empowers participants by offering the opportunity to work with and influence others. Information services (and IS Technical Track): The Information Services rotation centers on technical development, with an emphasis on active participation and preparation for advanced information services leadership opportunities. Lending services: This rotation provides the opportunity to learn project management through on-the-job experiences. Participants work on technical enhancements and improvements for many of our lending services systems.
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Retail Development Program Length of program: 24 months Geographic location(s) of program: Ohio, Pennsylvania, Indiana, Illinois, Michigan, Kentucky, Missouri, Florida National Citys retail development program (RDP) is a training program that equips participants with the skills to become leaders in banking. Participants learn what it takes to manage and grow market share in one of more than 1,400 National City branch locations and deliver our diverse array of financial products and services to households and small businesses alike. The participants customer service, sales, management and leadership capabilities will grow stronger each day, as he/she takes on a broad range of challenging assignments. Program details The RDP is a comprehensive training and development program with four major components: Customer ServicesLearn and apply our operational procedures while practicing exceptional customer service. Sales and ServiceLearn features and benefits of our consumer deposit, lending and investment products, and develop insight into customer needs and behaviors. Then recommend the products that best fit those needs. Advanced SalesDevelop creative sales strategies for consumer, investment, and small business clients to build and expand customer relationships. ManagementEnhance leadership skills, focus on professional development, and effectively oversee branch activities and overall performance. Participants gain critical on-the-job experience and take on meaningful assignments to augment their advanced classroom and online training. Its all designed to help participants develop key competencies for long-term career success. After completing the program, participants will be qualified to take on a professional investment sales or branch management role in our retail branch network.
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Diversity Statement
We are dedicated to an inclusive workplace where the diversity of our people drives our success.
National City is committed to building an inclusive business environment where the diversity of our people contributes to our business success, promotes employee engagement, and is aligned with our brand promise and our commitment to customer service excellence. At National City, diversity and inclusion are not just the responsibility of one office or one group of individuals: Talent Strategy and Sourcing meets National Citys needs by attracting diverse talent from the communities in which we do business. Womens Business Development supports the National City sales force in developing relationships with women entrepreneurs and executives. Nationally, women are starting businesses at twice the rate of men and are a valued customer segment. Multicultural Marketing works to understand the unique needs of our customers. Current initiatives include targeted outreach to African-American, Polish and Hispanic markets. Supplier Diversity and Development (SDD) is committed to economically strengthening and growing women-, minority- and veteran-owned businesses (WMVBEs) by identifying and sourcing diverse vendors to meet our day-to-day purchasing needs. National City Community Development Corporation (CDC), formed in 1982, was the first bank-owned CDC to revitalize low- and moderate-income neighborhoods by making loans and equity investments in residential and small-business commercial real estate. Learning and development facilitates learning opportunities to grow the capacity of National Citys diverse talent One of the most powerful ways we demonstrate our commitment to diversity and inclusion is the annual National City Diversity Summit. An internal conference focused on diversity and inclusion, the Diversity Summit draws representatives from across the corporation to exchange best practices, network, report, and celebrate the continued progress of the organization in becoming more inclusion-focused.
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Peter J. Solomon Company

520 Madison Avenue New York, NY 10022 Phone: (212) 508-1600 www.pjsc.com
Contact Information
E-mail: careers@pjsolomon.com
Locations
New York, NY

Financial analysts work in small deal teams with two or more senior members of the firm to analyze and execute mergers and acquisitions and principal investment transactions. Analysts work closely with clients and perform financial modeling and valuation analyses. A formal training program is offered to all financial analysts during their first month at the firm. Because of our entrepreneurial nature, PJSC encourages our analysts to assume increasing levels of responsibility commensurate with their progress. As a result, PJSC believes our analysts develop important client and deal experience earlier than their peers at larger, more structured investment banking firms. Men and women with excellent academic records, who have demonstrated leadership skills, will be welcome at our firm. Send cover letter and resume to the attention of: Diane M. Coffey, Managing Director Peter J. Solomon Company 520 Madison Avenue New York, NY 10022 Web site address for employment: www.pjsolomon.com/careers/index.html
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Piper Jaffray
US Bancorp Center 800 Nicollet Mall, Suite 800 Minneapolis, MN 55402 Phone: (612) 303-6000 Phone: (800) 333-6000 E-mail: applicant@pjc.com www.piperjaffray.com/info3.aspx?id=251
The Stats
Employees (2007): 1,230
Contact Information
Employment Services Representative 800 Nicollet Mall Minneapolis, MN 55402-7020 Phone: (800) 333-6000
Locations
US Boston Chicago Los Angeles Menlo Park Minneapolis New York San Francisco International Hong Kong London
Web site:
piperjaffray.recruitmax.com/ENG/candidates
Entry-Level Programs/Full-time Opportunities/Training Programs

At Piper Jaffray, it is our people who make the difference for our clients. We are proud of our more than 110-year legacy and unique culture, which continue to attract and retain the best and the brightest. We emphasize a partnership culture where all employees have the opportunity to make a significant contribution to our firms performance and work together to provide the best our firm has to offer to each and every client. Our guiding principles remain the foundation for our firm and culture. At Piper Jaffray: Our clients come first We respect and value the individuality of every employee We are committed to a high-quality work environment We believe in contributing our time, talent and resources to our communities Our guiding principles are also the foundation for the long-term relationships we establish with clients. In these relationships, we think of ourselves as guidestrusted advisors who are totally committed to our clients success. Piper Jaffray is an equal opportunity employer.
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Raymond James Financial

880 Carillon Parkway St. Petersburg, FL 33716
The Stats
Revenue 2007: $3.1 billion 2006: $2.63 billion
Locations
2,200 offices worldwide, with major offices in: US New York Southfield International Brussels Buenos Aires Cannes Geneva Lausanne London Meerbusch Montevideo Nice Paris Vancouver British Columbia Zurich
Diversity Team Leader

Meisha Ann Martin Assessment Leader
Contact Information
Missy McPherson Recruiting Manager
Diversity URL:
www.raymondjames.com/careers/ diversity.htm

ON-CAMPUS
Please list the schools at which your firm recruits. Public state schools: University of South Florida, University of Florida, University of Central Florida, Florida State University, St. Petersburg College Private schools: University of Tampa, University of Miami, Eckerd College Historically black colleges and universities (HBCUs): Bethune Cookman, Florida A&M University, Spellman, Morehouse and Atlanta Clark University Do you have any special outreach efforts directed to encourage minority students to consider your firm? Conferences: Atlanta Consortium, National Black MBA Conference, NSHMBA, Harvard Undergraduate Women In Business Conference Outreach to leadership of minority student organizations
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Internships
INROADS Deadline for application: See INROADS site at www.inroads.org Number of interns in the program in summer 2008 (internship): Eight Pay: Varies Length of the program: 10 to 12 weeks Web site for internship/co-op information: www.raymondjames.com/careers/students.htm Information Technology Intern Program Deadline for application: Can apply any time of the year, rotating start dates Number of interns in the program in 2008: 26 Pay: $15 per hour; paid on 15th and last day of month Percentage of interns in the program who receive offers of full-time employment: 30 percent Web site for internship/co-op information: www.raymondjames.com/careers/students_int.htm Assistant to the Chairman Deadline for application: See web site for details Number of interns in the program in 2008 (internship): One Pay: Varies based on year and experience; paid on 15th and last day of the month Length of the program: Two-year program Percentage of interns/co-ops in the program who receive offers of full-time employment: 50 percent Web site for internship/co-op information: www.raymondjames.com/careers/students_assistant_to_the_chairman.htm
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RBC Capital Markets

Royal Bank Plaza 200 Bay Street Toronto, Ontario M5J2W7 Phone: (416) 842-2000 Fax: (416) 842-8033 www.rbccm.com www.rbc.com/uniquecareers/ diversity/index.html
Contact Information
Investment BankingAssociate and Summer Associate Program & Analyst and Summer Analyst Program Michael McHenry (New York office) Den Gels (San Francisco office) Web site: www.rbc.com/careers
Locations
76 offices in North America, UK, Europe, Asia and Australa
Internships
If you are currently a college freshman, sophomore or junior and eager to obtain handson experience with a leading investment bank, a summer internship with RBC Capital Markets is a great place to get your start. We are looking for confident, driven and intelligent students with an ability to self motivate and an appetite for success. Listed below are the departments that are seeking candidates through our web-based application system. Please note that this is not representative of every opportunity offered through RBC, and that some business lines may not be included in this site. You may not apply to more than one position. Global investment banking Alternative assets group Client and marketing strategy (global equity) Compliance Fixed income and currencies Futures clearing group Legal Technology group
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Diversity at RBC Capital Markets means ensuring that we bring together employees with different backgrounds, experiences and ideas. Diverse thought leads to innovation and creativity, which are critical to our continued success. Diversity means attracting and retaining the best and brightest talent out there. We are committed to building a workforce of uniquely talented individuals who will be treated fairly and with respect. When we say diversity is one of our core values, it is not just rhetoric. We mean it. Our organizational history demonstrates support for our diversity strategies over a span of two decades. Early work with equal employment measures continues today and will continue to do so until RBC workforce representation reflects the communities in which we work and live. Over 20 years of diversity work have helped us understand how diversity enables us to meet our strategic priorities. By creating a workplace that is open and flexible, we want you to feel that your ideas are seriously considered within your work environment. After all, encouraging innovative ideas is how organizations and their employees grow and achieve their goals. As our workplace and markets change, we continue to build on our strong foundation of leveraging diversity. Thats important, because diversity provides the basis for behaviors we look for at RBC in serving our clients and in working with each other.
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Robert W. Baird & Co.

777 E. Wisconsin Avenue Milwaukee, WI 53202 Phone: (800) RW-Baird
The Stats
Revenue (Worldwide) 2007: $729 million 2006: $656 million
Locations
More than 85 worldwide
Contact Information
Joan Young Manager of Recruitment, Investment Banking
Diversity URL
www.rwbaird.com/diversity

How does the firms leadership communicate the importance of diversity to everyone at the firm? Firm leadership is active in communicating the importance of diversity to the entire firm at all levels, from events geared toward all associates to more intimate senior management and department meetings. The firms diversity initiatives were discussed during Chairman, President and CEO Paul Purcells keynote address at Bairds annual meeting for all associates in May 2006. It was also the topic of a 2006 quarterly Baird Business Update for associates led by Paul Purcell and Mary Ellen Stanek, managing director and chief investment officer of Baird advisors. At that event, an in-depth discussion of Bairds diversity initiatives was followed by an open Q&A. In addition, the firms commitment to diversity is reiterated in the 2006 Annual Report. Periodic emails and memos from Paul Purcell, articles in our online employee newsletter and postings on Bairds internal siteBaird Webcontinue to keep associates informed of progress on the diversity front. Who has primary responsibility for leading overall diversity initiatives at your firm? Paul Purcell, Bairds chairman, president and CEO, is committed to supporting diversity initiatives at our firm. As part of that commitment, Baird established a diversity steering committee, a group of 10 senior leaders at the firm charged with developing a firmwide diversity strategy, in 2005. The committee is chaired by Mary Ellen Stanek, managing director and chief investment officer of Baird advisors. The committee selected 20 thought leaders from throughout the firm to form the business diversity coun-
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cil, which provides direction and feedback on the firms diversity efforts. The council is co-chaired by Laura Thurow, senior portfolio analyst, and Rodney Tyson, director of business development. Who has primary responsibility for diversity recruiting initiatives at your firm? Bairds Business Diversity Council, along with the diversity steering committee, is responsible for diversity recruiting initiatives. Does your firm currently have a diversity committee? Yes. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes. If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? Total senior managers on committee: All 10 members of the diversity steering committee are senior management. Number of diversity meetings annually: The diversity steering committee meets quarterly. The business diversity council meets monthly. Joint meetings are held as needed. If you have more than one diversity committee, please list. As mentioned above, Bairds diversity steering committee was formed in August 2005. This committee identified 20 associates from across the firm to create our business diversity council. Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes. 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 firms management review the firms diversity progress/results? Ongoing.
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How is the firms diversity committee(s) and/or firm management held accountable for achieving results? As part of their year-end reviews with Paul PurcellBairds chairman, president and CEOmanagers are asked a series of questions related to the firms diversity initiatives, including what they are doing to promote and develop a diverse population. Are the members of the diversity committee or committees involved in diversity activities? At Baird, helping associates achieve balance between work, home and community involvement is a key tenet of our culture. Members of our diversity steering committee and business diversity council lead by example; and many are involved with outside activities that showcase their broad commitment to diversity and creating opportunities for women and minorities.

ON-CAMPUS
Please list all the schools/types of schools at which you recruit. Ivy League schools: Top 20 Ivy League schools Public state schools: Top 20 state schools Private schools Historically black colleges and universities (HBCUs): Hampton College, Morehouse College and Spelman College Do you have any special outreach efforts directed to encourage minority students to consider your firm? Participate in/host minority student job fairs Sponsor minority student association events Firms professionals participate on career panels at school Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Additional initiatives and programs are currently in the developmental stage
What activities does the firm undertake to attract women and minorities? Partner programs with women and minority banking associations
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Participate at minority job fairs Seek referrals from other professionals Utilize online job services Baird has established the Robert W. Baird & Co. Fellowship at the University of Chicago Graduate School of Business. The fellowship is dedicated to inspiring women to pursue leadership careers in the financial services industry by increasing their access to exceptional business education, highly regarded mentors and key business networks. Baird has also formed a partnership with the Women in Business student organization at the University of Wisconsin. Bairds platinum sponsorship of the organization provides funding to support scholarships, programming and guest speakers. Baird also partners with various graduate schools to sponsor events for women and minorities. Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes. 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: Baird uses A Source for Professionals, Elite Human Capital and Group II, all womenowned executive search/recruiting firms, as well as Consultis of Milwaukee, a minority-owned executive search/recruiting firm.
Internships
Bairds Summer Internship Program Deadline for application for the internship: Various Number of interns in the program in summer 2007: 75 Pay: Varies by position Length of the program: Varies Web site for internship information: www.bairdcareers.com Each year, Baird hires summer interns to work in our Milwaukee and Chicago offices in various business units as well as branch offices throughout the firm, as well as branch offices throughout the firm. We recruit interns from local universities, diversity job fairs on college campuses and through INROADS, a nonprofit career development organization that trains and develops talented minority students for corporate and community leadership. Over the years, we have hired students from the IN-
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ROADS program. Bairds Summer Internship Program received the 2006 Corporate Sponsorship of the Year Award from INROADS. In 2008, Baird Corporate Recruiter Dana Ernst was recognized by INROADS as the Business Coordinator of the Year. Beginning in 2008, a total of $10,000 in scholarship funds will be awarded to interns through the Baird Summer Internship Scholarship Program. Cristo Rey Jesuit High School internship Program Number of interns in the program: Seven Length of the program: During the school year Baird participates in the Cristo Rey Jesuit High School Internship Program, which gives students the opportunity to experience life in the business world while earning money toward tuition. Students spend one day each week and one extra day per month working for participating firmsincluding Bairds Chicago and Cleveland offices where they gain experience to list on college applications and future resumes. Cristo Rey students working at Baird also learn about the financial services industry and career options in the field. Cristo Rey students who complete the internship program have been offered positions at Baird while they complete their college education.
Scholarships
The Robert W. Baird & Co. Fellowship at the University of Chicago Graduate School of Business Scholarship award amount: Full tuition The fellowship is dedicated to inspiring women to pursue leadership careers in the financial services industry by increasing their access to exceptional business education, highly regarded mentors and key business networks. By leveraging matching funds for the Graduate School of Business, the fellowship includes full tuition as well as the opportunity to work with Baird mentors and a paid Baird summer internship. Baird Scholarships Awarded through the University of Wisconsins Women in Business Student Organization Scholarship award amount: $1,000 The scholarships were created to inspire women to pursue leadership careers in the financial services industry. They include a one-time grant of $1,000 to be used for tuition or school-related expenses, as well as the opportunity to interact with a Baird mentor.
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Robert W. Baird Honors College Scholarship Fund at the University of Wisconsin-Milwaukee The scholarships were created to help students in the Honors Collegedeserving women and minorities especiallyrealize their goals. To qualify for the academically competitive program, students must complete 21 credits of specialized liberal arts-oriented honors coursework and graduate with a 3.5 or better to receive the universitys high distinction. Baird Summer Internship Scholarship Program Scholarship award amount: $250, $500 or $1,000 The scholarships were created to help students who participate in Bairds summer internship program. Beginning in 2008, a total of $10,000 will be awarded to Baird interns based on their participation in the internship program, GPA, performance, letters of recommendation and community service.

Bairds Commitment to Diversity Baird is committed to diversity for our clients, for Baird associates and for the communities in which we live and work. This commitment is in keeping with our culture of integrity, our genuine concern for clients and fellow associates and our respect for the individual. Our commitment to diversity includes providing opportunities for every individual to advance professionally and personally regardless of gender, race, color, age, religious affiliation, nationality, sexual orientation or physical ability, which are just some of the differences that make each of us unique. Responsibility for creating a diverse organization begins with our executive management team and continues throughout our entire organization. Baird recognizes that a diverse team allows us to better understand our clients and associates needs and enhances our ability to develop creative solutions for how those needs can best be met. We have created an environment where differences are understood, respected and valued and where diversity unites, rather than divides, us. Baird has long been active in helping individuals of all backgrounds achieve their personal best. For our associates, this includes initiatives in work/life balance, leadership training, recruitment, scholarships, internships, mentoring and networking. Baird and our associates also support a wide variety of community initiatives aimed at promot-
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ing diversity. Our community involvement allows us to play an active role in shaping the communities in which we live and work today and want to serve in the future. Bairds culture, our ability to attract, retain and develop the best talent, and our passion for achieving superior results for our clients and associates are all crucial to our success. These are among the many reasons why we are committed to the continued pursuit of a culture of diversity that focuses on our clients, our associates and the communities we serve.
Baird is committed to being a great place to work for all associates, regardless of gender, race, color, age, religious affiliation, nationality, sexual orientation or physical ability. These efforts have earned Baird awards and recognition from a variety of third parties. Baird has been named to the Fortune 100 Best Companies to Work For list for five consecutive years and has also been recognized by the following publications for having a great place to work: Milwaukee Magazine, the Business Journal Serving Greater Milwaukee and Corporate Report Wisconsin.
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RSM EquiCo Capital Markets

575 Anton Boulevard, 11th Floor Costa Mesa, CA 92626 Phone: (888) 543-0711 E-mail: info@rsmequico.com
Contact Information
Scott Ryder SVP of Operations & Chief Compliance Officer Phone: (714) 327-8687 Fax: (714) 327-8793 E-mail: sryder@rsmequico.com
Locations
Costa Mesa, CA (HQ) Boston Chicago New York London

How does the firms leadership communicate the importance of diversity to everyone at the firm? E-mails, internal newsletter, meetings. Who has primary responsibility for leading overall diversity initiatives at your firm? SVP Operations and Chief Compliance Officer Scott Ryder. Does your firm currently have a diversity committee? Yes. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes. If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? Total senior managers on committee: One Number of diversity meetings annually: Four Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes.
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Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, informal. How often does the firms management review the firms diversity progress/results? Quarterly. How is the firms diversity committee(s) and/or firm management held accountable for achieving results? Diversity strategy and results are key components of our performance review process. Are the members of the diversity committee or committees involved in diversity activities? Yes. Hector J. Cuellar, our president (and a Mexican-American) is actively involved in MALDEF (Mexican-American Legal Defense and Educational Fund) and serves on the organizations national board of directors. Charlene Davidson, one of our senior managing directors, is involved with Women in Business and the mentor program at the UCLA Anderson School of Management.

ON-CAMPUS
Do you have any special outreach efforts directed to encourage minority students to consider your firm? Firms professionals participate on career panels at school.
What activities does the firm undertake to attract women and minorities? Partner programs with women and minority banking associations Seek referrals from other professionals Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes.
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Internships
Summer Analyst Program Deadline for application for the internship: February-March Number of interns in the program in summer 2007: Five Length of the program: 12 weeks RSM EquiCo Capital Markets internship program is open to students enrolled in undergraduate and graduate programs. Applicants must demonstrate a keen desire to learn about the investment banking industry and to develop their careers in the industry. Interns are assigned to a deal team and work on a variety of projects (e.g., pitch books, marketing documents, industry research, financial modeling, etc.) based on business needs and the individuals skill sets and interests.

Analyst Training Program Length of program: Varies Geographic location(s) of program: Costa Mesa, CA Please describe the training/training component of this program: RSM EquiCo Capital Markets offers a comprehensive training program for new hires and a continuing education program for members of the deal teams. The training programs have four main components: (1) An instructor-lead classroom training; (2) A self-paced, computer-based online training; (3) Mentoring; and (4) A hands-on interaction with senior members of deal teams Please describe any other educational components of this program: Tuition reimbursement
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TD Securities
31 West 52nd Street New York, NY 10019 Phone: (212) 827-7000 Fax: (212) 827-7248
Contact Information
Lindsay Calautti Recruitment Manager, US E-mail: recruiter@tdsecurities.com
Locations
US Chicago Houston New York International Calgary Dublin Hong Kong London Mexico City Montreal Seoul Singapore Sydney Taipei Tokyo Toronto Vancouver
Diversity URL:
www.tdsecurities.com/careers www.td.com/hr/diversity.jsp

What trends in your industry affect your corporate diversity goals, strategies and/or internal alliances? Fostering diversity is not just the right thing to doits essential to our success. Diversity is about having the best employees. That means tapping into every available talent pool when recruiting employees and being an employer of choice so we can attract and retain great people. You cant have a true performance culture if youre not choosing and developing employees from all population groups. For TD, employment equity and diversity go hand in hand. Its about creating a workplace where everyone can do his or her best work, unhindered by barriers based on cultural or ethnic background, gender, age, physical disabilities, family status or sexual orientation. It means respecting each other as articulated in our Guiding Principles, and attracting and keeping the best talent and the most diverse and creative thinkers. Who has primary responsibility for leading diversity initiatives at your firm? The diversity leadership council: Our commitment to diversity starts at the most senior levels at TD. Reporting directly to the president and CEO, we have a diversity leadership council (DLC) made up of senior business leaders across TD, who are responsible for setting TDs overall strategy for diversity and overseeing its progress. The DLC champions diversity across TD by driving enterprise-wide diversity initiatives and working with businesses and support groups to embed diversity into their
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business plans. Our diversity leadership council has created subcommittees, chaired by executives, to drive action plans for each of our key priorities. Monthly reporting is provided back to the DLC on initiatives in progress. Diversity communications and training: On an ongoing basis, TD communicates to employees about the companys diversity commitments, policies and initiatives. We do so in an effort to reinforce our messaging about diversity and to ensure that employees have easy access to information, are knowledgeable about our diversity program, and understand its importance to the success of our organization. In addition to formal diversity awareness programs, diversity information is included on TDs intranet site, in management training programs, and in orientation material. Professional development for minority and women employees Leadership growth for designated groups: Expanding leadership opportunities for women is one of TDs key priorities and a Diversity Leadership Council subcommittee is dedicated to this. We review and identify high potential women for promotion and titling through the Executive Resource Planning process. Leadership growth for visible minorities is another priority for us, and a company-wide symposium was recently held in which TDs visible minority leaders networked, shared career experiences and explored ways of expanding leadership prospects. To help more women and visible minorities advance to leadership positions, we are offering networking opportunities, establishing a more structured mentoring approach, providing more career resource planning and increased transparency around the process, delivering greater support for flexible work arrangements, including flexible location and job-sharing, and creating a more comfortable experience for women who use our leave of absence programs.

ON-CAMPUS
Please list the schools/types of schools at which you recruit. Ivy League schools: Columbia University, Cornell University Public state schools: The Pennsylvania State University, University of Michigan, McGill University (Canada), University of Waterloo (Canada), University of Western Ontario (Canada), Wilfred Laurier University (Canada) Private schools: Boston College, Emory University, George Washington University, New York University
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Do you have any special outreach efforts directed to encourage minority students to consider your firm? TD Securities fosters its commitment to diversity by advertising in minority and student association publication, outreach and support of minority organizations and participation in minority job fairs. TD Securities works with minority organizations and student clubs through out the year to sponsor student events and conduct skill building workshops for diverse student groups.
What activities does the firm undertake to attract women and minorities? Expanding opportunities for women and minorities to succeed at TD Securities is a key priority. Twice a year TDs Women in Leadership events bring together senior women and men across the bank and provides a forum to discuss issues impacting TD Securities. In addition to the Women in Leadership programs, TD Securities partners with women and minority banking associations, seeks referrals from professionals, utilizes online job services and relies on agencies to provide a diverse pool of candidates.
Internships
Summer Analyst/Associate Program Deadline for application for the internship: January or February (depending on school) Length of the program: 12 weeks Web site for internship information: www.tdsecurities.com/careers Summer analysts and associates assume similar responsibilities to their full-time counterparts and are looked upon as a vital resource. In a variety of capacities, interns gain exposure and insight to different business models and industry dynamics. The internship provides students with broad exposure to the firm and more specific experience in a particular business. Each summer intern is assigned to a specific business group for the duration of the summer. We do everything to ensure that the summer offers the opportunity to have a meaningful experience through deal exposure or involvement in a project or some combination thereof. The experience is supplemented with lunches and learning sessions, business group presentations, networking opportunities with senior management, and other activities to enhance understanding and allow for a broader understanding of TD Securities as a whole.
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Full-Time Analyst/Associate Training Program Length of program: Six weeks Geographic location(s) of program: New York (including a stint in Toronto) Description: In accepting a position with TD Securities USA, full-time analysts and associates enter into one of Wall Streets most robust training programs. The six-week program commences in the summer and includes courses in financial modeling and valuation, accounting and financial statement analysis, capital markets fundamental analysis, credit risk analysis, and a review class to help new analysts and associates prepare to obtain the Series 7 license as part of the regional training program scope and strategy. Upon the conclusion of the formal new hire training program, TD Securities supports ongoing education for all employees, including tuition reimbursement for degree programs, licenses and designations, as well as professional development certificates. New York analysts and associates also join their colleagues in Toronto for a three-day global orientation program. This head office program is an opportunity to network with senior executives as well as new analysts and associates globally and provides an introduction to TD Securities.

Diversity at TD is about providing a supportive environment that recognizes differences and allows everyone to achieve their potential. At TD Bank Financial Group, we believe that diversity is key to our success in the competitive global marketplace. By embracing people with a wide range of unique experiences and abilities, we embrace the world. We open the door to innovation and cultivate positive change. We make our business stronger. We strive to build a culture of inclusionone that respects and recognizes the individual skills and perspectives of every employeeand to create and succeed in a workplace where all employees have the opportunity to reach their full potential. As part of our team, you will be treated fairly and recognized and rewarded for your ability. Youll have access to opportunity for career growth and promotion. Youll work in a culture that actively supports respect and tolerance. Through our respect in the workplace program, for instance, we strive to eliminate harassment by building a greater awareness of issues and, just as important, having an established process to respond to complaints.
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At TD Bank Financial Group, youll also benefit too from our strong commitment to employment equity. Employment equity means we break down the barriers to job opportunities whether they are accidental, unintentional or systemic. Our policy is simple. We hire, train, develop, promote and compensate everyone on the basis of ability, potential and performance. We have a long-term commitment to the removal of discriminatory or arbitrary barriers. And we keep a constant eye on our workplace to ensure employment equity is upheld. At TD Bank Financial Group, we want you to feel at home. We want you to excel, to connect with others at work, to grow and to discover.
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UBS Investment Bank

299 Park Avenue New York, NY 10171 Phone: (212) 821-3000 www.ubs.com
Mona Lau Global Head, UBS Group Diversity Milton Irvin Global Head, Investment Bank Diversity & Inclusion Cecelia Holloway Americas Head, Investment Bank Diversity & Inclusion
Locations
UBS operates in over 50 countries and from all major international financial centers. The main offices worldwide include: US Chicago New York Stamford Weehawken International Basel Hong Kong London Tokyo Zurich
Diversity URL
www.ubs.com/diversity

How does the firms leadership communicate the importance of diversity to everyone at the firm? Our leaders are very committed to diversity and it is communicated in a number of ways: town halls, videos, brochures, e-mails, memos, intranet sites, diversity events and newsletters. Who has primary responsibility for leading overall diversity initiatives at your firm? Managing Director, Global Head of Group Diversity Mona Lau. Who has primary responsibility for diversity recruiting initiatives at your firm? Executive Director, Head of Investment Bank Campus Recruiting, Americas Andrea Beldecos and Executive Director, Head of Investment Bank Professional Recruiting, Americas, Kathleen Gioffre. Does your firm currently have a diversity committee? Yes. If yes, does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes.
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If yes, how many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? Total senior managers on committee: Five Number of diversity meetings annually: 12 UBS has several diversity committees: diversity advisory council, executive diversity council, regional diversity boards and the minority leadership council. Our regional diversity boards are in 10 locations globally, comprising senior managers across businesses in the U.S., U.K., France, Germany, Italy, Spain, Switzerland, Asia and Australia. In addition, we have a number of diversity committees at the business-unit level. Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes.
Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, informal. How often does the firms management review the firms diversity progress/results? Senior management reviews diversity progress on an ongoing basis. The regional diversity board chairs meet annually with CEO Marcel Rohner to measure progress, discuss regional diversity plans and priorities, and share best practices. How is the firms diversity committee(s) and/or firm management held accountable for achieving results? Diversity is one of the 10 core values at UBS. Execution of the diversity strategy is an integral part of the performance review process. Diversity is a mandatory competency in our performance measurement and management system. All managing directors are required to submit personal diversity objectives each year. Are the members of the diversity committee or committees involved in diversity activities? Yes, the members are involved in diversity activities through recruiting, mentoring programs, training programs, retention programs and community service. Global: Career development programs for women and minorities; global professional recruiting breakfast series to educate and encourage search firm partners to diversify
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candidate slates; multiple employee networks globally; actor-based diversity training mandatory for all managing directors and executive directors Australia: UBS Young Women Leadership Academy for 25 public high school students U.S.: Annual Womens Leadership Conference, Mentoring Up program, Pilot Workshop for All Bar None Steering Committee, Womens Career Development China: UBS Women in Financial Services Conference for 75 female executives and clients Germany: Segment marketing activities to build female, Latin American and mature client bases; Womens Business Network conference APAC: Womens Development Alliance program for high-potential women in Japan
Switzerland: Cross-cultural workshop on how to effectively manage global teams; workshop on how to attract women branch managers; hosted industry-wide womens leadership conference U.K.: Interbank Campus Recruiting events for undergraduate female, GLBT and minority students; a disability working group, with representation from all business areas; UBS participates in the annual Race for Opportunity benchmarking survey, which is designed to measure the extent to which organizations are working to promote racial equality and a diverse and inclusive culture

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 womens colleges
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Do you have any special outreach efforts directed to encourage minority students to consider your firm? Conferences: Hispanic Alliance for Career Enhancement, National Black MBA Association, National Hispanic Business Association, National Society of Black Engineers, National Society of Hispanic MBAs, Reaching Out GLBT MBA Conference, Society of Hispanic Engineers, Society of Women Engineers and The Thurgood Marshall Professional Conference Participate in/host minority student job fair(s), receptions and educational events Sponsor minority student association events Firms professionals participate on career panels at school Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Partner with organizations like LEAD, MBA JumpStart, MLT, the Robert Toigo Foundation and SEO Advertise in minority student association publication(s)
What activities does the firm undertake to attract women and minorities? Partner programs with women and minority financial services associations: 100 Women in Hedge Funds, Corporate Council Women of Color, Financial Services Industry Exchange, Financial Womens Association, Minority Corporate Council Association, National Association of Investment Companies, New America Alliance, Urban Financial Services Coalition, Women @ Work, Womens Bond Club, Women in Technology International Conferences: Black Data Processors Association, Linkage-Diversity Conference, National Black MBA Association, National Society of Black Engineers, National Society of Hispanic MBAs, Society of Hispanic Engineers Participate at minority job fairs: HACE, New York Times Job Market Diversity Career Fair, Rainbow PUSH Coalitions Wall Street Project, Urban Financial Services Coalition, Wall Street Journal Executive Diversity Career Fair, Women at Work, Women for Hire Actively seek referrals from other professionals and current employees Utilize online job services Engage diversity focused executive search firms for senior level recruiting Host on-site diversity recruitment networking events Partner with Wharton Executive Education to host the UBS/Wharton Career Comeback Programa three-day workshop for women re-entering the workforce
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Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes.
Internships
Business Summer Programs Our business summer programs include: Investment banking Sales and trading (equities and fixed income, currencies and commodities) Operations Information technology Financial control Equity research The presidents sophomore internship program Legal and compliance Deadline for application for the internship: End of January Length of the program: 10 weeks Web site for internship information: www.ubs.com/graduates The summer internship program lasts approximately 10 weeks. Each internship program includes business-specific training. In addition to the experience and education acquired on the job, interns have the opportunity to participate in a speakers series covering different areas of the bank, educational seminars and various social and networking events. Individuals must be team-oriented, self-motivated and have a high standing in their undergraduate program as well as participation in extracurricular activities.
Scholarships
Diversity Scholarship Deadline for application for the scholarship program: Late fall Web site: diversityrecruiting@ubs.com
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Affinity Groups
All Bar NoneWomens Network The mission of the network is to promote the recruitment, retention and advancement of women at UBS. It also provides networking, mentoring and leadership opportunities that encourage the professional and personal development of all employees. The Cultural Awareness NetworkMulticultural Network This network raises awareness of the broad diversity of cultures within UBS and our business presence around the world, fosters an environment that leverages the culture of our members, and provides a forum to promote cross-cultural understanding among all employees. League of Employees of African Descent
A forum to strengthen diversity within UBS by helping members grow professionally through training and development, career management, and networking opportunities. This employee group ultimately strives to promote the recruitment, advancement and retention of employees of African descent within UBS in the Americas. UBS PrideLesbian, Gay, Bisexual, Transgender (GLBT) UBS Pride maximizes all employees contributions by creating and sustaining an GLBT-friendly environment where people are comfortable being open and honest about their individuality. Working Parents Network This network was established to provide a discussion forum and support group for mothers and fathers and to support the retention and advancement of working parents by addressing work/life issues in order to create a more productive environment for all UBS employees.

Full-Time Training Programs We offer full-time programs in investment banking, equities, fixed income, currencies and commodities, information technology, financial control, risk, and operations. Length of program: Typically six weeks to two years
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Geographic location(s) of program: UBS has full-time training programs in various locations around the world. UBS has a number of entry-level full-time opportunities which cover the building of technical skills as well as the essential skills in their individual areas. They also gain knowledge of UBS and a support network. Employees will take part in the social and networking opportunities with fellow graduates as well as senior management. Also, UBS provides educational courses focusing on personal and professional effectiveness skillspresentation, influencing, time management skills, etc.

UBS will only achieve its global business objectives if we respect and promote differences in background, perspectives and expertise. This, in turn, will promote creativity and innovation and create business opportunities. Creating a culture of diversity and inclusion is critical to the success of our global business.
At UBS, we promote a work environment that encourages all of our employees to excel and advance. Employee networks and councils, talent development programs and a broad range of work/life balance options all play a part in creating an inclusive and friendly atmosphere. UBS has a top-down leadership with 10 regional diversity boards globally. These regional diversity boards are comprised of senior management across businesses that provide strong leadership, commitment, vision and global strategy, but local priorities for each region. UBS and its senior leaders take great pride in the strength and global reach of UBSs employee networks around the globe. Recruitment, retention, advancement and promotion of an inclusive environment are the key deliverables of the 17 networks, which include the League of Employees of African Descent, Cultural Awareness Networks, many global womens networks (including All Bar None in the U.K. and U.S., and the Womens Business Network which operates in Germany and Switzerland), and networks formed for the gay and lesbian employee population, such as UBS Pride. UBS has essential training for senior management focusing on managing in a diverse environment. UBS also presents workshops tailored to women and minorities that focus on cultivating skills and strategies for success. The workshops provide an op-
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portunity to learn and share tips for responding to the challenges inherent to the financial industrys fast-paced, demanding environment. UBS has also integrated diversity into all key human resources and business processes, which include recruiting, orientation, training and development, objective-setting, promotion process, high-potential employee selection and the succession planning processes. The challenge of running a global firm and supporting work/life balance offers UBS the opportunity to actively promote flexible work arrangements where feasible, including telecommuting and job shares. Child care options are also available in many locations. This has been recognized by Working Mother magazine (100 Best Companies) and the Human Rights Campaign (score of 100). Partnerships with organizations and foundations demonstrate UBSs continuing commitment to attracting a diverse pool of talented future employees. UBS is proud to support Sponsors for Educational Opportunity, the 100 Black Men, Alumni Athlete Network, A Better Chance, Capital Chance, Executive Leadership Council, the Hispanic Scholarship Fund, INROADS, Management Leadership for Tomorrow, National Black MBA Association, National Society of Hispanics MBAs, the Windsor Fellowship and many others. As a global firm, community affairs must exemplify its broad approach; UBS has met the challenge through outreach programs around the world, including Africa, the Americas, Asia-Pacific and Europe. UBSs key partnerships in the Americas region include After School Matters, the Childrens Aid Society, the Coalition for the Homeless, the Committee for Democracy in Information Technology, the Juvenile Diabetes Research Foundation and the Stamford Public Schools. At UBS, we strongly believe in diversity. Diversity is one of our core values and our achievements have been tremendous because we welcome diverse backgrounds, thoughts and ideas. We invite you to learn more about diversity and inclusion within our firm by visiting www.ubs.com/diversity.
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Wachovia Corporation
One Wachovia Center 301 South College Street Charlotte, NC 28288-0013 www.wachovia.com Wachovia Securities One North Jefferson Street St. Louis, MO 63103 www.wachoviasec.com Evergreen Investments 200 Berkeley Street Boston, MA 02116 www.evergreeninvestments.com
Contact Information
E-mail: jobs@wachovia.com; jobs@evergreeninvestments.com Web site: www.wachovia.com/careers; www.wachovia.com/campus

How does the firms leadership communicate the importance of diversity to everyone at the firm? Wachovias corporate intranet houses a section called Wachovia Diversity, accessible from the homepage, where the CEO talks about the importance of creating a diverse and inclusive workplace. Employees can also find Wachovias core values statement, diversity strategies for the current year and diversity resources on this site. In addition, twice a year, the CEO provides an update on diversity to all employees through e-mail, intranet and over Wachovias internal television network. Who has primary responsibility for leading diversity initiatives at your firm? Director of the Leadership Practices Group Rosie Saez and Head of Diversity, Engagement and Inclusion Kim Spivey Does your firm currently have a diversity committee? Yes. Does the committees representation include one or more members of the firms management/executive committee (or the equivalent)? Yes. How many senior managers are on the committee, and how often did the committee convene in furtherance of the firms diversity initiatives in 2007? The corporate diversity council includes nine members of Wachovias operating committee as well as several other senior leaders from across the corporation.
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Does the committee and/or diversity leader establish and set goals or objectives consistent with managements priorities? Yes. Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes. Wachovia has a long-term commitment to changing our culture and integrating diversity into all aspects of our business. In addition to the corporate diversity council, the office of diversity, engagement and inclusion was created as a center of expertise to support the culture change process. Wachovias culture change strategy focuses on raising the awareness and skill level of all employees to understand and manage their own behavior around diversity, helping individuals understand and manage themselves as members of many groups and examining behaviors and norms of all business and human resource systems to ensure inclusion, equity and fairness.
How often does the firms management review the firms diversity progress/results? All line of business leaders meet with the CEO annually to review their performance in implementing and executing the corporate diversity strategies. In addition, an internal employee engagement survey that measures satisfaction, commitment and engagement is conducted to provide employees across all identity groups an opportunity to honestly share their experiences and perspectives. How is the firms diversity committee and/or firm management held accountable for achieving results? Our CEO is the chairman of the corporate diversity council. Also, the council is advised by the director of leadership practices and a senior consultant from the office of diversity, engagement and inclusion.

ON-CAMPUS
Please list the schools/types of schools at which you recruit. Ivy League schools: Harvard University, Princeton University, University of Pennsylvania, Cornell University, Columbia University. Other private schools: Duke University, Wake Forest University, Vanderbilt University and others.
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Public state schools: University of North Carolina, University of Virginia, University of Texas, University of Florida and others. Historically black colleges and universities (HBCUs): Morehouse College, Spelman College, Hampton University, Howard University, Johnson C. Smith University and others. Hispanic serving institutions (HSIs): University of Texas-San Antonio. Do you have any special outreach efforts directed to encourage minority students to consider your firm? Hold receptions for minority students Conferences: National Society of Hispanic MBAs, National Black MBA Association, Thurgood Marshall Career Fair, TOIGO, Forte, Reaching Out MBA, The MBA Forum for Women and others. Advertise in minority student association publication(s) Participate in/host minority student job fair(s) Sponsor minority student association events Firms employees participate on career panels at colleges and universities Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students
What activities does the firm undertake to attract minority and women employees? Sponsor programs with women and minority associations Conferences: National Association of Black Accountants, Black Data Processing Associates,, Association of Latino Professionals in Finance & Accounting, National Society for Hispanic Professionals, National Association of Asian American Professionals and others. Participate in minority job fairs Seek referrals from other employees Utilize online job services Do you use executive recruiting/search firms to seek to identify new diversity hires? Yes.
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Internships
There are a variety of internship programs in eight different lines of business. The specific programs vary each year and are updated on our web site in early January. Please visit www.wachovia.com/campus for details. Deadline for application: February 1st Pay: $12 to $18 per hour for undergraduate programs based on class year and varies slightly by line of business. Length of the program: Eight to 10 weeks Percentage of interns/co-ops in the program who receive offers of full-time employment: Varies by line of business. Web site for internship/co-op information: www.wachovia.com/campus
Scholarships
A variety of scholarships are available. Scholarship award amount: $500 to $2,000
Entry-Level Programs/Full-time Opportunities/Training Programs

There are a variety of entry-level associate and analyst programs in eight different lines of business. The specific programs vary each year and are updated on our web site in August and January. Please visit www.wachovia.com/campus for details. Length of program: Three to six month rotations in various areas, two to three year placements, or permanent placement depending on the program. Geographic location(s) of program: In every location within the Wachovia footprint. Training programs range from from six weeks of initial training to ongoing training, depending on the program.

Teamwork. Synergy. The collective ideas and insights of our employees forge our solid and unified vision for success. At Wachovia, we treat people with respect, recognize them for their individuality and provide opportunity for advancement based on performance. Race, gender, gender
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identity, sexual orientation, work/life status, ethnic origin, culture, spiritual beliefs and practices, age, education level, physical ability, veteran status and other differences make us unique as individuals and enhance our company as a whole. Our Corporate diversity council, led by the CEO, guides the Wachovia diversity commitment. The council meets regularly to: Define corporate diversity objectives Raise awareness and sensitivity to diversity within our company Determine the state of affairs within our company and prescribe strategies and action plans when needed Ensure that corporate diversity strategies and actions are implemented effectively Update and improve diversity commitments on an as-needed basis Reinforce the principles and practices of diversity at Wachovia Our commitment to diversity is also felt outside of our company. Today, we have outreach programs in place that have a significant effect on the communities we serve. These include community development products and services, purchasing programs with minority-owned firms, womens financial advisory initiatives, and products and services for underserved diverse customer groups. Wachovia is an active participant in the INROADS internship program. If interested, please contact your local INROADS office for more information.
National Diversity Recruiting Partner Alliances Association of Latino Professionals in Finance and Accountingwww.alpfa.org Black Data Processing Associateswww.bdpa.org/portal National Association of Asian American Professionalswww.naaap.org National Association of Black Accountantswww.nabainc.org National Black MBA Associationwww.nbmbaa.org National Society for Hispanic Professionalswww.nshp.org National Society of Hispanic MBAwww.nshmba.org Urban Financial Services Coalitionwww.ufsc.org
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William Blair & Company

222 West Adams Street Chicago, IL 60606 www.williamblair.com
The Stats
Employees 2007: 975+ Revenue 2007: $699 million
Locations
US Chicago, IL (HQ) Boston Dallas Hartford Indianapolis New York San Francisco International London Shanghai Tokyo Zurich

William Blair & Company values the leadership and opinions of all of its employees and strives to create a more diverse work environment. To support this philosophy, we begin by attracting and retaining the most talented and qualified individuals to the firm, regardless of race, gender, religion, age, nationality, disability, or sexual orientation. Our recruitment practices include building relationships with diversity organizations such as the Posse Foundation, the Toigo Foundation, the New America Alliance and the National Association of Securities Professionals. We also actively participate in various womens groups including the Entrepreneurial Womens Network and the Professional Womens Club of Chicago. Further, we are targeting diverse groups of candidates by attending diversity job fairs, including the National Society of Hispanic Professionals, and we regularly post open positions to diversity job boards, including Women in Pensions, Friends of Wall Street and Hispanic Today. William Blair & Company was included in a March 2008 Crains Chicago Business listing of the Best Places to Work. More than 250 companies applied, each with over 100 Chicago-area employees, and the best 20 were listed, with William Blair & Company ranked No. 7. William Blair & Company was also named as one of the Best Places to Work in Illinois in 2006 by a partnership of The Business Ledger, Best Companies Group, of Harrisburg, Penn., the Society of Human Resource Managers-Illinois State Council and the Illinois State Chamber of Commerce. The survey and award program were designed to identify, recognize and honor the best places of employment in Illinois, benefiting the states economy and workforce. The Best Places to Work in Illinois awards were
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presented to 15 companies in two categories: 10 medium-sized companies (25-250 employees) and five large-sized companies (more than 250 employees), with William Blair & Company being one of the five large-company award winners. In the October 2004 issue of Chicago magazine, William Blair & Company was highlighted as one of the 25 Best Places to Work. The firm was ranked No. 18 and earned the seventh-highest employee score. The article emphasized the firms employee ownership, collegial atmosphere and flexible work schedule. William Blair & Company supports professional business efforts such as: Chicago Summer Business Institute: William Blair & Company annually finances business internships for inner-city high school students, sponsored by the city of Chicago. Cristo Rey Jesuit High School Scholarship Program: William Blair & Company provides students of this primarily Hispanic high school the opportunity to have real job experiences, which allow the students to earn a large portion of their tuition costs. The students fill entry-level positions within the firm on a part-time basis and are compensated on an hourly basis. William Blair & Company Scholarship Program: For the past seven years, William Blair & Company has provided scholarships for two children each year from Brown Elementary School, located on Chicagos West Side. Portfolio managers at the firm invest the money and provide financial counseling through the high school years to encourage these children to graduate and use the funds for college. Neighborhood Rejuvenation Partners: William Blair & Company acted as an agent to raise nearly $20 million for Neighborhood Rejuvenation Partners, for the redevelopment of the South Side after the project buildings are razed.
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INVESTMENT BANK DIVERSITY PROGRAMS

E M PLOYE R DIR ECTORY
ABN AMRO
Gustav Mahlerlaan 10 1082 PP Amsterdam, The Netherlands Phone: + 31-20-628-9393
Contact Information
www.abnamro.com
Locations
3,870 offices in 53 countries

ABN AMRO is committed to providing equal opportunities in employment. We will not discriminate between applications for reasons of gender, race, religion, color, nationality, ethnic origin, sexual orientation, marital status, age or disability. ABN AMRO employs about 99,000 full-time staff members in 53 countries and is committed to embracing diversity. At ABN AMRO, diversity is about each individual coming to terms with his or her attitudes, beliefs and expectations about others and gaining comfort with difference. We are on a journey to become a truly inclusive and equitable organizationone that makes full use of the contributions of all employees. In addition to diversity being a moral and social responsibility, we believe this is also steeped in good business sense. An environment where all employees feel included and valued yields greater commitment and motivation. We not only benefit from the creativity that diverse perspectives can inspire, but also the greater productivity and competitive advantage that comes from being an employer of talented employees from all walks of life. ABN AMRO was acquired by the consortium of Fortis, RBS and Santander in October 2007.
This information is taken from publicly available sources.
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Allen & Company, Inc.

711 Fifth Avenue, 9th Floor New York, NY 10022 Phone: (212) 832-8000 Fax: (212) 832-8023
Locations
New York, NY
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BNP Paribas
787 Seventh Avenue The Equitable Tower New York, NY 10019 Phone: (212) 841-2000 Fax: (212) 841-2146 www.bnpparibas.com www.careers.bnpparibas.com
The Stats
Employees: 140,000 Revenue (2006): 27.9 billion
Gill Somerset Global Head of Diversity
Locations
2,200 locations in 85 countries worldwide
Contact Information
E-mail:
campusrecruiting@americas.bnpparibas.com
Internships
We offer year-round internships and a summer internship schemethese are primarily for students in their penultimate year of study. If youre in or about to enter your final year at university, youll probably want to join us via our analysts route. We also have a dedicated associates program for those whove undertaken an MBA, as well as opportunities for PhDs. Whichever route is right for you, youll ideally already have some work experience, although this isnt always essential. Well also be looking for a genuine interest in finance together with plenty of initiative, enthusiasm, creativity and common sense. You should be comfortable with technology, numbers and analytical thinking. And because we have a very collaborative culture, self-confidence, motivation, great communication skills and respect for others are all key.
LONG-TERM INTERNSHIPS
What it involves Our long-term internships last between six and 11 months and are offered in all business areas, including fixed income, corporate finance and equity and derivatives. Ideally, youll be in your penultimate year of university and studying towards a bachelors, masters or equivalent degree. These internships are designed to give you valuable work experience and a real insight into our industry, our business and our culture. It also means that you can make an informed choice if you decide to apply for a graduate position with us.
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What youll need A strong academic background in any subject is important, although subjects like economics, finance, maths, sciences and computer sciences are particularly relevant. Fluency in English is essential in all locations and other languages would be useful. If youve already gained some experience in the financial sector, so much the better. SUMMER INTERNSHIPS What it involves Offered predominantly in fixed income, corporate finance, equity and derivatives and IT, our U.K. summer internships are for penultimate year students, last eight weeks and take place from July to September. In the U.S., they last 12 weeks, from June until the end of August. Ideally, youll be a second year university student. Although shorter than our long-term internships, these internships offer real scope to get involved in business projects, as well as help you make an informed choice if you decide to apply for a graduate role. What youll need Youll obviously need to be free over the summer, so any holidays will have to be taken either before or after your internship. Beyond that, well be looking for a strong academic background in any subject, although subjects like finance, economics, math, sciences and computer sciences are particularly relevant. Fluency in English is important in all locations and other languages would be useful. Previous finance experience would also be advantageous.
ANALYSTS
What it involves Wherever you join us, youll be assigned to a specific business and a specific role. Find out what each part of our business expects from their analysts in our business areas section. What youll need Achieving success in the world of investment banking takes a lot of drive and commitmentand plenty more besides. Youll need at least a 2.1 degree or equivalent in any discipline, although degrees in math, finance, economics, sciences, engineering and computer science are the most relevant. You could also be studying or about to complete a higher level qualification, such as a masters. Fluency in English is essential in all locations and other languages would be useful. And with
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entrepreneurial flair, youll thrive in our dynamic, client-focused and fast-moving organization.

A DIVERSE BUSINESS As an international group, BNP Paribas is defined not just by our breadth of service lines, but also by the diversity of our people. By bringing together people from different backgrounds, were able to incorporate multiple viewpoints and, as a result, drive truly innovative solutions.
Weve been promoting microfinance since 1993 and further stepped up our efforts in 2006 with a group-wide microfinance business. Recognized as an effective weapon in the fight against poverty, microfinance involves the provision of financial services to those who wouldnt normally have access to them. The BNP Paribas Foundation strives to preserve and promote cultural heritage and support artistic expression. It also provides funding for state-of-the-art medical research as well as for innovative projects in the areas of education, social solidarity and disability.
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Broadpoint Securities Group, Inc.

One Penn Plaza, 42nd Floor New York, NY 10119-4000 Phone: (212) 273-7100 E-mail: info@broadpointsecurities.com www.broadpointsecurities.com/career s.shtml
The Stats
Employees: 211 Revenue: $47.1 million
Contact Information
Human Resources Fax: (518) 447-8115 E-mail:
careers@broadpointsecurities.com
Entry-level Programs/Full-time Opportunities/Training Programs

Broadpoint Securities Group, Inc. is an entrepreneurial firm committed to helping clients meet their financing and investment objectives in all market conditions. We distinguish ourselves in our industry by providing clients with creative capital raising solutions; dedicated expertise in the equity and asset-backed trading markets; and insightful investment advisory and venture opportunities. At Broadpoint, we are guided by the knowledge that clients have a choice in their professional financial partners. We believe that our industry and product focus combined with a personal ethic of dedication and accountability enable us to bring extraordinary depth of knowledge and experience to our clients. If you would like to consider becoming part of the excitement at Broadpoint or one of its subsidiaries, please contact us by fax or email.
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Calyon
1301 Avenue of the Americas New York, NY 10019 Phone: (212) 261-7000 Fax: (212) 459-3170 E-mail: hr@us.calyon.com www.clamericas.com
Contact Information
www.clamericas.com
Locations
13,000 employees in 58 countries
Entry-level Programs/Full-time Opportunities/Training Programs

Calyon helps build professional careers. opportunities including: The bank offers a wide variety of
VIE programs in the groups subsidiaries in the United States, Asia, Western, Central and Eastern Europe and Africa. Internships in France and abroad in all of Calyons operational, functional and cross-divisional businesses. Student opportunities (apprenticeships and pre-professional positions) that provide real-life experience of workplace life and projects. Calyon also recruits from and partners with universities and other educational institutions. It participates actively in the most important student career days and forums. VIE PROGRAM Because of the emphasis Calyon puts on international development and on placing recent graduates in its teams, the VIE program is a real springboard for a career within the group. With operations in 58 countries, Calyon guarantees a unique professional experience. Every year, Calyon has about 100 VIE positions available in the United States, Asia, Western Europe, Central and Eastern Europe and Africa for young European students
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who have completed five years at university in its subsidiaries. The assignments are highly varied: assistant seller/trader, M&A, management control, corporate credit analysis, project finance, IT/project development, market risk analysis, and more. The positions provide a path to an initial position in another country and real responsibilities in the host company, under a special civil servant status: VIE interns fall under the authority of the local French Embassy. Working in a different cultural environment, VIE interns develop foreign language skills, discover new horizons, learn about other cultures, and gain familiarity with various organizational and management patterns.
Internships
An internship at Calyon provides the opportunity for students to contribute to professional projects, while sharing in the companys values and culture. It is an opportunity for valuable interaction, and provides an excellent way to learn about the banks business lines while gaining a better understanding of theory. Calyon sets great store by the quality of the assignments. Calyon offered more than 600 internships for 2007. Given the highly technical nature of the assignments, intern recruitment is particularly oriented toward those who have completed Bachelors +4/5 studies. All Calyon internships are governed by three-way agreements signed by Calyon, the student and the students educational or training institution. Calyon offers many opportunities for internships in all its core businesses (corporate finance, capital markets and investment banking) as well as all support functions (IT, risk, human resources, finance and audit). Possible internships include: Assistant traderEquity derivativesExotic trading AssistantForex structuring Middle office internshipmarket parameters model Intern for telecom structured finance Assistantaircraft finance business line Market risk analysis Risk analystspecialized finance Analyst/Developerprocess management tools Assistant consolidation analyst
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Upon joining Calyon, interns are fully involved in reaching the companys goals and are tutored by their intern supervisor. From the moment of arrival, a student is treated as a co-worker in every way. An internship at Calyon gives students a valuable, confidence-building experience. It may also lead to future employment at the bank. Internships are an important transition between the education and business environments and an ideal way to acquire the necessary competencies and experience to succeed in the job market. STUDENT POSITIONS For the last two years Calyon has implemented a dynamic policy of taking on sandwich course students. For 2007, more than 83 such contracts were executed (vs. 54 in 2006). The students alternate between periods of classroom education in the students own institution and on-the-job training. These positions take place over one or two years, depending on the length of the students course of study. As a real staff member, the student follows an operational and professional training while earning a salary. Among the most valuable educational experiences a student can have, these positions provide students with a way to become full-fledged business professionals upon the completion of their classroom and practical training. Student career days and forums Calyon maintains a high profile among students, encouraging them to explore careers in corporate and investment banking and offering them VIE internships and student employment contracts. Every year, the group participates in student career days and forums, creating a solid connection with tomorrows leaders. Web site address for employment: www.calyon.com/hr/job-opportunities-on-line.html

Calyon is a signatory of the Diversity Charter, and is committed to respecting and implementing the charters key principles. In particular, the bank undertakes to combat discrimination in all its forms and to ensure that its workforces reflects the diverse make-up of French society.
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DIVERSITY CHARTER Encouraging pluralism and seeking diversity through recruitment and career management is a catalyst for progress. It makes our company more efficient and improves staff-management relations. And it can have a positive impact on our image among customers, suppliers and consumers, both in France and globally. This company has adopted a Charter of Diversity to reflect our commitment to cultural, ethnic and social diversity within our organization in France. Under the terms of the charter, we commit to: 1. Raise awareness of and give guidance in non-discrimination and diversity issues for all managers and employees involved in recruitment, training and career management. 2. Comply with and promote the principle of non-discrimination in all its forms and at every key stage of the human resources management process, especially hiring, training, promotion and career progression. 3. Endeavor to reflect in our workforce the diversity of French society particularly its cultural and ethnic diversityat all skill levels. 4. Inform all our employees about our commitment to non-discrimination and diversity, and tell them about the practical outcomes of that commitment. 5. Discuss the preparation and implementation of our diversity policy with personnel representatives. 6. Include a chapter in the annual report that describes our commitment to nondiscrimination and diversity, giving details about the action we have taken, the practices we promote and the results we achieve.
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Cascadia Capital, LLC

701 Fifth Avenue, Suite 2600 Seattle, WA 98104 Phone: (206) 436-2500 Fax: (206) 436-2501
Contact Information
E-mail: jobs@cascadiacapital.com www.cascadiacapital.com
Locations
New York, NY Seattle, WA
Cascadia Capital is an Equal Opportunity Employer.
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CIBC World Markets

300 Madison Avenue New York, NY 10017 Phone: (212) 856-4000 Fax: (212) 667-4590 E-mail: employment@us.cibc.com
The Stats
Revenue (2006): CAN$2.7 billion
Employment Contact
Jackie Koppel, Director, Resourcing
Locations
New York, NY (US HQ) US Atlanta, GA Baltimore, MD Boston, MA Chicago, IL Denver, CO Houston, TX Los Angeles, CA Menlo Park, CA Salt Lake City, UT San Francisco, CA Seattle, WA Toronto (World HQ) International Beijing Calgary Hong Kong London Montreal Ottawa Tel Aviv Tokyo Shanghai Singapore Sydney Vancouver Winnipeg
Workforce
Senior management representation rates and goals (as at Dec. 31, 2006)
Rate (%) Women Visible minorities
Persons with disabilities
Goal (%) 29.0 10.9 5.4 0.5 25.1 8.2 1.9 2.6
Aboriginal peoples
Workforce representation rates and goals (as at Dec. 31, 2006)

Rate (%) Women Visible minorities
Persons with disabilities
Goal (%) 68.2 21.8 3.9 1.6 62.4 20.9 3.9 1.6
Aboriginal peoples
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ON-CAMPUS
At CIBC World Markets, we know youve worked hard to get to where you are today. Thats why well work even harder to get you the skills and experience you deserve to discover your career direction and make the most of your potential. Were a firm with diverse offerings and clients with big dreams and pressing deadlines. With a variety of training programs and job opportunities, an unflagging entrepreneurial spirit and a passion for talent, CIBC World Markets may be the perfect place for you to explore the vast possibilities to turn your potential into confidence and success. If you are: Adaptable and a team player Committed and demonstrate initiative Focused on developing a breadth of skills Trustworthy and accountable Yearning to make an impact
LIFE @ CIBCWM
CIBC World Markets is dedicated to fostering employee commitment and excellence in a supportive environment that celebrates diversity and a strong spirit of corporate giving. Creating a safe and healthy work environment where you can balance your work and personal life effectively is a top priority for us. Our workplace policies and practices are designed to support the varied personal circumstances of all employees. CIBC continues, for example, to offer maternity, parental or adoption leave, as well as other forms of compassionate and family-care leave. CIBC World Markets is committed to diversity in our workforce and equal access to opportunities based on merit and performance.
Affinity Groups
CIBC is committed to building a workforce that reflects the clients and communities we serve. Our eight affinity groups, representing more than 2,200 employees, have helped create a workplace that provides equity and opportunity for everyone. By the end of 2006, CIBC had met or exceeded workforce representation goals for the four designated employment equity groups: women, members of visible minorities,
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Aboriginal peoples and persons with disabilities. Representation goals are based on national labor market availability rates provided by Statistics Canada for each designated group. We are focused on maintaining and growing our representation levels for all groups.

Be proud of where you work At CIBC, we are focused on creating a winning culture for our clients, for our employees and for our communities. Winning means living by our valuesTrust, Teamwork, Accountabilityand creating value for all who have a stake in CIBC. Our Vision is to be the leader in client relationships. To get there, we have made commitments to each of our stakeholders. To Clientshelp our clients achieve what matters to them To Employeescreate a work environment where people can excel To Communitiesmake a real difference To Shareholdersgenerate the highest total return for shareholders CIBC recognizes that the quality and caliber of employees are critical factors to achieving our vision of being recognized as the leader in client relationships, so we work hard to create an environment where all employees can excel. CIBCs global commitment to workplace equity and diversity is reflected in the following: Employment decisions are based on merit; capabilities, attributes and individual performance are the key criteria for hiring and promotion. The value placed on diversity of our workforce, where differences such as gender, racial or ethnic origin, age, religious belief or disability present no barriers to individual opportunity. Providing a work environment that is inclusive and non-discriminatory and establishing effective mechanisms for responding to the individual accommodation needs of employees and job candidates. Striving toward achieving accessibility in its systems and physical workplaces. Meeting local regulatory requirements in all jurisdictions where we do business.
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CIBCs global policies further reflect this commitment. These include global hiring and global workplace accommodation policies, and the global policy and guidelines/procedures on harassment in the workplace.
In the U.S., CIBCs specific regional policy regarding employment and the workplace is laid out in the following equity employment opportunity policy: CIBC USA is committed to a policy of recruiting and employing the individuals who are best qualified to perform the duties of each position regardless of age, race, creed, color, national origin, religion, sexual orientation, gender identity, gender expression, military status, sex, disability, genetic predisposition or carrier status, marital status, citizenship or any other legally protected condition. All employees are treated in a non-discriminatory manner with respect to all terms and conditions of employment. In addition, CIBC USA is committed to providing a work environment that is free from sexual harassment. All employees are expected to comply with and reinforce these principles when carrying out their day to day responsibilities. In 2007, CIBC convened its second National Employment Equity and Diversity Congress. The Congress reviewed the accomplishments of the first year of the current three-year plan and identified key strategies for year two. June 2007 marked CIBCs 15th annual Diversity Month. During the month, CIBC employees organized more than 150 events, including panel discussions, employee workshops, open houses and cultural festivals. On CIBCs board of directors, women hold five of the 17 positions. As part of our ongoing board renewal program, we regularly assess the skills and characteristics of CIBC Board members against current and anticipated needs, enabling the board to maintain the appropriate skill set to oversee CIBCs businesses and performance.
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Deloitte Corporate Finance LLC*

600 Renaissance Center, Suite 900 Detroit, MI 48243-1704 Phone: (313) 396-3000 Fax: (313) 396-3618
Contact Information
www.investmentbanking.deloitte.com
Office Locations
Detroit (HQ) Chicago Los Angeles New York
*Deloitte Corporate Finance LLC (DCF) is a wholly owned subsidiary of Deloitte Financial Advisory Services LLP (Deloitte FAS). DCF provides deal execution and lead financial advisory services to large corporate, middle market, private equity and venture capital firms. DCF, Deloitte FAS, their affiliates and their related companies maintain a presence in key U.S. and global financial centers. All investment banking products and services within the United States are provided exclusively through DCF.
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Evercore Partners
55 East 52nd Street New York, NY 10055 Phone: (212) 857-3100 Fax: (212) 857-3101
Contact Information
Analyst Recruiting E-mail: analystrecruiting@evercore.com Experienced Hire Recruiting E-mail: recruiting@evercore.com
Locations
London Mexico City Monterrey New York San Francisco
Evercore Partners is constantly seeking talented and team-oriented colleagues to join our firm. Throughout our organization, we provide career advancement and leadership opportunities that allow intelligent and highly motivated individuals to succeed.

The analyst and associate positions at Evercore are designed to provide highly motivated individuals with a broad range of experience in strategic advisory, mergers and acquisitions and private equity. The firm seeks bright, mature individuals with the desire and flexibility to work in a boutique advisory and investing environment. In addition, individuals must demonstrate the ability to work on several projects concurrently and possess the desire to learn and work hard. Prospective candidates will work on a variety of assignments including: acquisition advisory, private equity, restructurings, recapitalizations, divestitures, partnerships and joint ventures. As part of the team assigned to these projects, individuals will be responsible for a variety of tasks including: preparing for and attending client meetings, financial modeling, valuation issues, industry analysis, due diligence and new client development. Analysts and associates typically work as part of small teams and have close interaction with senior client contacts as well as partners within the firm. If interested in becoming an analyst, please submit a resume and cover letter to analystrecruiting@evercore.com. For more experienced professionals, please send a resume and cover letter to recruiting@evercore.com. If interested in a position in our London office, please submit a resume and cover letter to recruit.europe@evercore.com. This information is taken from publicly available sources.
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FBR Capital Markets

1001 Nineteenth Street North Arlington, VA 22209 Main Phone: (703) 312-9500 Toll free: (800) 846-5050 Fax: (703) 312-9501
Contact Information
E-mail: hr@fbr.com
Locations
US Boston Dallas Houston Irvine New York San Francisco Virginia International Sydney London
Internships
Our internship program provides students with the opportunity to gain valuable experience in the securities industry while introducing top talent to FBR. We believe a strong internship program is the best way to recruit future FBR leaders. Our program is designed to allow students to build on their academic foundation through challenging work assignments in a fast-paced environment. Interns will learn about the latest trends and technologies and become acquainted with the academic and professional requirements of their chosen career. Internships are usually available in the following areas: Asset management Research Investment banking Institutional sales Accounting/finance Corporate marketing and communications Human resources Information technology Legal/compliance FBR is looking for highly motivated students who are interested in exploring future career paths in a realistic work environment. Interested students majoring in finance, business administration, accounting, computer science or human resources are encouraged to apply.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition FBR Capital Markets
Friedman Billings Ramsey is an equal opportunity employer.

FBR Capital Markets seeks and attracts diverse, qualified individuals who are results-driven, self-motivated team players. Our management structure fosters open communication and the flow of ideas across all levels of the organization. Our team-based culture allows us to act quickly in response to client needs, offering solutions that address both problems and opportunities in innovative ways. The overall spirit of the organization is dynamic and entrepreneurial. Employees enjoy an environment that is fast-paced, demanding and rewarding. We recognize individual contributions and provide opportunities for advancement and professional growth. We encourage employees to further develop their skills and knowledge through tuition reimbursement and ongoing training and development programs.

The diversity of FBRs employees is a tremendous asset. We are firmly committed to providing equal opportunity in all aspects of employment and will not tolerate any illegal discrimination or harassment of any kind. Examples include derogatory comments based on racial or ethnic characteristics and unwelcome sexual advances. The Code of Conduct, as it relates to discrimination and harassment, complements the discrimination and harassment policies described in the companys Employee Handbook.
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Gleacher Partners
660 Madison Avenue New York, NY 10021 Phone: (212) 418-4200 Fax: (212) 752-2711 www.gleacher.com
The Stats
Total Employees: 50
Contact Information
Associate Recruiting: Phone: (212) 418-4200 Fax: (212) 752-2834 E-mail: associate.recruiting@gleacher.com Analyst Recruiting: Phone: (212) 418-4200 Fax: (212) 846-4910 E-mail: analyst.recruiting@gleacher.com www.gleacher.com/contact/index.html
Locations
US Atlanta, GA Greenwich, CT New York, NY International London

Gleacher recruits on a limited basis and looks for a highly select group of individuals with outstanding analytical abilities, strong communication and interpersonal skills, high personal integrity and an ability to thrive in a fast-paced and entrepreneurial work environment. The firm provides all its professionals with a broad set of transactional experiences across industries and disciplines. Assignments include the execution of mergers and acquisitions, divestitures, takeover defense, special committee assignments, leveraged buyouts, corporate restructurings and bankruptcies and joint ventures and partnerships.
259
Greenhill & Co.

300 Park Avenue New York, NY 10022 Phone: (212) 389-1500 www.greenhill-co.com www.greenhill-co.com/careers
The Stats
Employees: 201 Revenue (2006): $291 million
Contact Information
E-mail: nyanalystrecruit@greenhill-co.com
Locations
US New York International Frankfurt London

Greenhills New York office offers both full-time and summer analyst opportunities. The New York analyst program is two years long and strong performers are offered the opportunity to remain with the firm as a third-year analyst. Exceptional performers may be offered a direct promotion to associate after three years as an analyst. For full-time analyst positions, the firm conducts interviews on campus at a limited number of universities during October and November of each year. If Greenhill does not recruit at your school, please submit a cover letter and resume to nyanalystrecruit@greenhill-co.com and the firm will contact you if interested. The New York office also offers summer analyst opportunities for undergraduates in the summer before their senior year. Interviews for summer analyst positions typically occur in February and March. Applicants should submit a cover letter and resume to nyanalystrecruit@greenhill-co.com. We will contact you if interested.

Much of Greenhills strength lies in the skills and commitment of its professionals at all levels. We particularly encourage excellence, collegiality within and between our various offices, diversity and dedication to the firm and its clients.
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Jefferies Group, Inc.

520 Madison Avenue New York, NY 10022 Phone: (212) 284-2300 www.jefferies.com/cositemgr.pl/html/ Careers/index.shtml
The Stats
Employees 2006: 2,254 Revenue 2007: $2,718.9 million
Locations
US New York Atlanta Boston Calgary Chicago Charlotte Dallas Denver Houston Jersey City Los Angeles Nashville New Orleans Richmond San Francisco Short Hills Silicon Valley Stamford Washington
International London Dubai Frankfurt New Delhi Paris Shanghai Singapore Tokyo Zurich

For positions within investment banking, please send your cover letter and resume to the following: eastcoastrecruiting@jefferies.com.
A commitment to social responsibility and diversity With an expanding global network of more than 25 offices in six countries spanning three continents, contributing to society and promoting a diverse work force is important to us. Our educational grant program, now in its 25th year, supports the education of the children of Jefferies employees, and has granted nearly 650 scholarship awards. At Jefferies, we believe that every employee is one-of-a-kind, with a unique perspective and outlook. We seek to enrich our firm by recruiting individuals from diverse cultures and backgrounds with wide ranging experience and academic achievement from all over the world. As a result, we are able to pool our collective insights and intelligence to provide fresh and innovative thinking for our clients. This information is taken from publicly available sources.
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JMP Securities LLC

600 Montgomery Street Suite 1100 San Francisco, CA 94111 Phone: (415) 835-8900 Toll free: (877) 263-1333 Fax: (415) 835-8910
The Stats
Employees 2007: 194 Revenue 2007: $23.8 million
Locations
San Francisco (HQ) Boston, Chicago, New York
Contact Information
E-mail: resumes@jmpsecurities.com Note: The subject line of any email message sent must begin with the word Resume, or the submission will not be received and reviewed.
262
Keefe, Bruyette & Woods

The Equitable Building 787 Seventh Avenue, 4th Floor New York, NY 10019 Phone: (212) 887-7777 Fax: (212) 541-6668
The Stats
Employees: 529 Revenue 2007: $427.5 million 2006: $406.6 million
Locations
US Atlanta Boston Chicago Columbus Hartford New York Red Bank Richmond San Francisco International London
Contact Information
E-mail: recruiting@kbw.com
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Macquarie Group Limited

No. 1 Martin Place Sydney, 2000, Australia Phone: +61-2-8232-3333 Fax: +61-2-8232-7780 Primary US address: 125 W. 55th Street New York, NY 10019 Phone: (212) 231-1000 Fax: (212) 231-1010
The Stats
Employees US: Over 1,200 International: Over 12,000
Locations
US: 19 International: 25 countries
Contact Information
www.macquarie.com/us/about_macquari e/index2.htm

Positions at all levels become available from time to time in the areas of: Business analysts, property analysts, equities sales analysts, valuers, asset managers, institutional stockbrokers, traders Project managers, project finance analysts, structured finance executives, corporate advisors, product developers and product managers Business managers, relationship managers, sales executives, finance managers Accountants, lawyers, prudential and compliance managers, operational risk consultants, tax managers Marketing communications executives Recruitment executives, remuneration consultants, human resource managers
264
Nomura Holdings, Inc.

1-9-1 Nihonbashi, Chuo-ku Tokyo 103-8011 Japan Phone: +81-3-5255-1000 2 World Financial Center Building B New York, NY 10281 Phone: (212) 667-2310 www.nomura.com/Americas
The Stats
Employees: 14,668 Revenue (2006): $15.79 billion
Contact Information
Human Resources Phone: (212) 667-2310 Fax: (212) 667-1016 E-mail: nomurajobs@us.nomura.com Web site address for employment: www.nomura.com/americas/careers/ index.shtml
Locations
Offices in the Americas, Asia and Europe
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Rothschild
1251 Avenue of the Americas, 51st Floor New York, NY 10020 Phone: (212) 403-3500 Fax: (212) 403-3501 www.us.rothschild.com
The Stats
Employees: More than 2,000 worldwide Revenue (2006): $10 million
Contact Information
E-mail: recruiting@us.rothschild.com
Locations
40 offices in over 30 international cities, including: New York London Paris Singapore Sydney Tokyo Toronto

The opportunities for Rothschild graduates are extensive. The Rothschild environment encourages graduates to perform to their optimum ability, without stifling their individualism. There are opportunities for rapid promotion and high rewards for individual and team performance. Graduates at Rothschild are expected to respond to the demands made by the business and our clients from an early stage, especially by developing innovative ideas and creating new business opportunities. Overall, we recruit for the long term and our aim is to develop successful individuals who will help shape the growth of the business in the future and be involved in all aspects of the business around the world. Thats why we invest considerable time and effort in recruiting talented graduates. Rothschild is not hierarchicalyou will find yourself being given a lot of responsibility very early on. But there is also a great deal of research and analysis to do, writing papers which provide the senior bankers with the information on which to base their advice. You will also be called upon to do a great deal of financial modeling: valuing companies and businesses, and investigating the likely effect on a company of an acquisition or disposal. This will require long hours and flexibility, as you are required to produce detailed analyses at short notice, and strong teamworking skills.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Rothschild
ANALYST Analysts begin our program by participating in an intensive six-week training program covering topics from basic accounting to capital structures, credit, valuation and M&A modeling. Training also includes case study projects and presentations with senior bankers and training in London with the international class of analysts. During the two-year program, analysts will focus on a broad range of corporate advisory and project financing assignments. Day-to-day responsibilities will include: financial analysis and modeling, company and industry research, preparing client presentations and contributing to team discussions and client meetings. Qualifications Due to the nature of our business being an independent platform, analysts are expected to assume high levels of responsibility at an early stage. Rothschild will consider candidates from all disciplines who have demonstrated both academic and professional achievement. The candidate should possess a high degree of maturity and self-confidence. Candidates should be highly motivated individuals with strong analytical, quantitative, writing and communication skills and computer literacy. Previous experience with basic accounting, finance and economic concepts is also helpful. ASSOCIATE Associates will focus on a broad range of corporate finance advisory assignments, including mergers and acquisitions, corporate restructurings and reorganizations and private equity. Associates will work with multiple project teams analyzing companies, markets and transactions and help to prepare for client meetings. Qualifications Candidates should have at least two to three years experience as an Investment Banking analyst. Rothschild will consider candidates who have demonstrated academic achievement and possess excellent analytical skills, leadership and teaching skills as well as polished written and verbal presentation skills. Rothschild is a fast-paced environment where candidates must assume a high level of responsibility, think on their feet and have the ability to move quickly from one priority to another. EXPERIENCED HIRES We strive to attract the best talent based on ability, qualifications and the needs of our business. We look for knowledgeable professionals, preferably those with experience in our key product areas, including:
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Rothschild
Mergers and acquisitions Corporate restructurings Debt capital markets Private placements Project finance For all of the above mentioned programs, interested candidates should send their resume and cover letter to recruiting@us.rothschild.com or alternatively mailed to: Rebekah Leger Manager, Campus & University Relations Rothschild Inc. 1251 Avenue of the Americas 44th Floor New York, NY 10020 Fax: (212) 403-3573 recruiting@us.rothschild.com

Rothschild is committed to supporting the principle of equal opportunities and opposes all forms of unlawful or unfair discrimination on the grounds of color, race, nationality, ethnic origin, gender, marital status, disability, religion, age, sexual orientation or criminal background. Our aim is to recruit, train and promote the best person for the job and to create a working environment free from unlawful discrimination, victimization and harassment and in which all employees are treated with dignity and respect. Diversity is important for Rothschild since the bank is based on intellectual, rather than financial capital. People are therefore our most important assets. To continue to provide our clients with innovative and creative ideas, we need a diverse workforce which is able to respond to the demands of our clients, who themselves are increasingly more diverse. To this end, we look to recruit and develop successful individuals who will help shape the business, and will be involved in all aspects of the business around the world. This information is taken from publicly available sources.
268
Royal Bank of Scotland Group, The

36 St. Andrew Square Edinburgh Midlothian, EH2 2YB, Scotland United Kingdom Phone: +44-131-556-8555 Fax: +44-131-557-6140 1 Citizens Plaza Providence, RI 02903 Phone: (401) 456-7000 Fax: (401) 456-7819
The Stats
Employees: Over 170,000 globally
Locations
Over 50 countries in spanning Europe, North America and Asia Pacific
Internships
For penultimate year students, our ten-week summer internships in finance, human resources, internal audit and risk offer a great opportunity to learn about the RBS group, and what its like to work here. During the internship, youll get business training, combined with hands-on work experience and a great opportunity to network and meet new people.
269
Sandler ONeill & Partners, L.P.

919 Third Avenue, Sixth Floor New York, NY 10022 Phone: (212) 466-7800 Toll-free: (800) 635-6851 Fax: (212) 466-7888
The Stats
Over 250 employees
Contact Information
Amanda Zeller E-mail: azeller@sandleroneill.com
Locations
Atlanta Boston Chicago New York San Francisco Affiliate in Memphis, TN
Internships
For those seeking a summer internship, embarking on full-time careers or for seasoned professionals, Sandler ONeill offers exceptional opportunities for growth, development and rewards. Whether serving on the professional or administrative side of our business, employees at every level enjoy the frankness, decisiveness and sense of shared ownership that defines us. What sets us apart is our singular focus on financial services, our reputation for thought leadership, and our passion for building relationships that build value for our clients and our firm. If those values resonate with you, we invite you to explore how you might contribute to our success while building an exciting career.

Sandler ONeill is committed to maintaining a workplace which attracts, welcomes and retains talented professionals irrespective of their race, creed, color, gender, national origin or sexual orientation. We actively seek talented applicants at all levels who not only possess the technical and relationship-building attributes our clients demand, but who will by their presence enhance the diversity and mutual understanding that defines a high-performing workplace environment.
270
Stephens Inc.
111 Center Street Little Rock, AR 72201 Phone: (501) 377-2000 Toll Free: (800) 643-9691 Fax: (501) 377-2666
The Stats
Over 70 employees
Contact Information
PO Box 3507 Little Rock, AR 72203-3507 Fax: (501) 377-2111 Email: resume@stephens.com
Locations
US Atlanta Austin Baton Rouge Boston Charlotte Columbia Conway Dallas Evanston Fayetteville Hot Springs Houston Memphis Miami Nashville New Haven New York Oklahoma City Richmond St. Petersburg Washington, DC Jackson
International London

The investment banking group of Stephens Inc. actively recruits outstanding students from top undergraduate and MBA programs across the country. Our recruiting process is designed to place highly qualified individuals in our Little Rock, Atlanta, and Dallas offices. Beginning professionals are utilized as generalists and are offered an opportunity to work in each of our product and industry groups prior to deciding on a particular area of focus. We believe this broad exposure to investment banking, coupled with high levels of responsibility, allows beginning professionals to be a part of a unique learning environment. Stephens offers two career building programs: UNDERGRADUATE/ANALYST PROGRAM Nowhere are analysts a more vital part of the deal team than at Stephens. Because of our small deal teams and flexibility, our analysts are encouraged to take on additional responsibilities based on their unique skill sets. In fact, many of our second year analysts are assigned duties which are normally reserved for associates.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Stephens Inc.
Our analyst program is generalist in nature, and therefore our analysts are exposed to many different types of industries, business models and financial products. Moreover, by virtue of our relationship with Stephens Capital Partners, the holding company responsible for managing Stephens investments, our analysts play a critical role in the evaluation and service of potential and existing portfolio companies, thus exposing them to the private equity arena. Analysts have a broad array of responsibilities including detailed financial analysis and the preparation of custom models for various types of transactions. Analysts also play an important role in the preparation of presentation materials as well as the due diligence process. These tasks are executed alongside our veteran bankers as well as the senior management teams of our clients. While at Stephens, our analysts develop invaluable financial skills and business judgment. As such, they have many choices available to them at the end of the program. Among the most popular are top MBA programs, leading private equity firms, and other positions in the field of finance. Also, analysts at the top of their class are often asked to stay on at Stephens in various departments and capacities. In fact, as a testament to our programs success, former analysts occupy many senior positions across our entire firm. Qualifications Strong candidates for the analyst program should have: Earned a bachelors degree with outstanding academic achievement Demonstrated an interest in finance either through their formal education or previous work experience Completed at least two semesters of accounting A high level of personal integrity and work ethic The ability to work well on small teams Strong verbal and written communication skills Undergraduate Recruiting Calendar Investment banking analysts are hired through an interview process that takes place on selected campuses and Stephens offices early in the fall semester. Interested candidates from schools not participating in our on-campus recruiting should send rsums directly to Stephens.
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Stephens Inc.
Undergraduate Contact Information Interested candidates should send a cover letter and rsum to: Analyst Recruiting Stephens Inc. 111 Center Street, Suite 2400 Little Rock, AR 72201 Full-Time Positions Associates will work on a variety of merger and acquisition and corporate finance transactions in numerous industries. Often an associate will work on several transactions or projects at the same time, each with a different product, industry and transactional focus. Associates will work closely with managing directors, senior vice presidents, and vice presidents and have responsibility for managing the deal process.
Specific job responsibilities typically include: Coordinating the activities of analysts working on the transaction Creating new business proposals/presentations Detailed financial analysis and modeling Due diligence with respect to a clients business, industry, financial results and projections Preparing internal memorandums for the various committees that review and approve transactions Qualifications We look to hire high energy individuals who have strong interpersonal, accounting and finance skills. We prefer to hire candidates who already have or are about to receive their MBA. We look for individuals with relevant work experience, including credit analysis, public accounting, and investment banking. Associate contact information Interested Candidates should send a cover letter and rsum to: Associate Recruiting Stephens Inc. 111 Center Street, Suite 2400 Little Rock, AR 72201 This information is taken from publicly available sources.
273
Thomas Weisel Partners

One Montgomery Street San Francisco, CA 94104 Phone: (415) 364-2500 Fax: (415) 364-2695 www.tweisel.com
The Stats
Total Employees: 650 Revenue (2007): $289 million
Contact Information
E-mail: jobs@tweisel.com; campusrecruiting@tweisel.com
Locations
US San Francisco, CA (HQ) Baltimore Boston Chicago Cleveland Denver New York Palo Alto Portland Silicon Valley International Alberta, Calgary; London Mumbai Switzerland Toronto
Internships
The summer associate position in investment banking provides an opportunity to work on small, focused deal teams within the corporate finance and mergers and acquisitions disciplines. Summer associates are primarily engaged in client relations involving deal generation and execution. They work on multiple deals across multiple industry groups and manage the analytical product to be presented to clients. The summer associate position provides an excellent opportunity to build a strong relationship with Thomas Weisel Partners prior to graduation from business school, as well as a strong understanding of what a full-time position in investment banking entails. The summer program begins in June and lasts approximately 10 weeks. As a summer associate, you are reviewed at the midway point and the end of the summer program. The purpose of the mid-term review is for you to receive constructive feedback on your performance and to gain a clear understanding of what you would need to do to be considered for a full-time associate position. At the end of the summer, you will receive a final review and learn whether you will be offered a full-time associate position with the firm. We recruit individuals who are distinguished by their work experience, academic achievements and leadership accomplishments. Candidates must have two to three
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Thomas Weisel Partners
years of investment banking, accounting, consulting, legal or similar experience and should possess self-confidence and strong quantitative and communication skills.

We recruit nationally from a broad range of schools. For more details regarding oncampus events, please contact your career center.
275
Thrivent Financial for Lutherans

Appleton Office: 4321 N. Ballard Road Appleton, WI 54919-0001 Phone: (800) 847-4836 Minneapolis Office: 625 Fourth Avenue S. Minneapolis, MN 55415-1624
Contact Information
www.thrivent.com/careers E-mail: mail@thrivent.com
Internships
CORPORATE INTERNSHIPS If you have the energy, ideas and passion to succeed, well support you every step of the way with valuable opportunities to:
Engage in challenging and fulfilling work in an environment where relations and performance matter Gain hands-on experience in the financial services industry that will enhance your resume Learn from other professionals and benefit from a team experience Be paid for your internship, earn while you learn Cultivate a professional network that will be beneficial after graduation Understand the difference between Thrivent Financial and other financial services organizations Be part of a values-based, action-oriented organization devoted to giving back to the community What we look for We attract people who are excited about making a difference. The people we look for: Want to grow with our organization Have values consistent with those of our organization Want to make a difference for our members and their communities FIELD INTERNSHIPS If you have the energy, ideas and passion to succeed, well support you every step of the way with valuable opportunities to:
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Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Thrivent Financial for Lutherans
Gain hands-on experience in the financial services industry that will enhance your resume Learn from other professionals and benefit from a team experience Develop personal financial-management skills Earn commissions and bonus potential after meeting entry requirements Obtain a state life and health insurance license Cultivate a client/professional network that will be beneficial after graduation Understand the difference between Thrivent Financial and other financial services organizations Receive top-notch training and continuing guidance from a personal mentor Be part of a values-based, action-oriented organization devoted to giving back to the community Position yourself to launch into a full-time career as a financial associate Where can you go after your Internship?
An internship in a regional financial office can give you the edge you need to take your career wherever you want it to goeven faster. Youll be able to get a jumpstart on a full-time financial associate career where your can: Set your own schedule Follow your own career path Enjoy independenceand local team support Have the security of financing programs to help you get started Live your values by making a difference in peoples lives
277
WR Hambrecht + Co.
539 Bryant Street San Francisco, CA 94107 Phone: (415) 551-8600 Toll-free: (877) 828-5200 Fax: (415) 551-8686 E-mail: info@wrhambrecht.com
The Stats
Employees: 125
Contact Information
E-mail: info@wrhambrecht.com Web site address for employment: www.wrhambrecht.com/ind/about/employ
Locations
San Francisco, CA (HQ) US Boston New York Philadelphia

WR Hambrecht + Co. is an entrepreneurial full-service investment bank serving the financial services, software, Internet, health care, technology, real estate and branded consumer industries. The company was founded by Silicon Valley pioneer William Hambrecht, and is active in investment banking, online brokerage services, private equity, mergers and acquisition advisory services, research, trading and underwriting. The firm has developed a number of innovative auction products, including OpenIPO, OpenFollowOn and OpenBook to bring transparency, efficiency and fairness to the capital formation process. Please check our web site for current job openings.
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About the Authors

About the Editor Aman Singh is an associate editor at Vault. She is a graduate of New York University and currently lives in New Jersey with her fianc. About Vault Vault is the leading media company for career information. The Vault Career Library includes 120 titles for job seekers, professionals and researchers. Our team of industry-focused editors takes a journalistic approach in covering news, employment trends and specific employers in their industries. We annually survey 10,000s of employees to bring readers the inside scoop on industries and specific employers. Popular Vault finance career titles include
Vault Guide to Finance Interviews Vault Guide to the Top 50 Banking Employers Vault Career Guide to Investment Banking Vault Career Guide to Investment Management Vault Career Guide to Hedge Funds Vault Guide to the Top Financial Services Employers For a full list of titles, go to www.vault/com/finance About SEO SPONSORS FOR EDUCATIONAL OPPORTUNITY (SEO) is the nation's premier summer internship program for talented students of color. The SEO Career Program has expanded from 11 interns placed at four investment banks in 1980 to serving hundreds of exceptional students of color annually. SEO interns are placed in eight of the nation's most competitive industries, including investment banking, corporate law, asset management, global corporate finance, management consulting, information technology, accounting and philanthropy. Since its inception, the SEO Career Program has placed nearly 4,000 Black, Hispanic/Latino, Asian and Native American students in rigorous internships leading to full full-time job offers. In recent years, more than 80 percent of SEO Career Program interns have received job offers from SEO partner firms after their internships.
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THE VAULT/SEO GUIDE TO

INVESTMENT BANK DIVE R SITY PROG RAMS 2009 EDITION

The medias watching Vault! Heres a sampling of our coverage.

2008 Vault.com Inc.

INVESTMENT BANK DIVERSITY

INVESTMENT BANK DIVERSITY

2008 Vault.com Inc.

Vault/SEO Investment Bank Diversity Survey . . . . . . . . . . . . . . . . . . . . . . .13

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Table of Contents

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Table of Contents

ABOUT THE AUTHOR

The Editors Vault, Inc.

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Introduction

Letter from William Goodloe

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Introduction

William A. Goodloe President, SEO

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Introduction

SEO Career Program

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Introduction

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Introduction

How to Use This Guide

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Introduction

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Introduction

Diversity Mission Statement

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Introduction

Firms Invited to Take the Survey

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Introduction

Vault/SEO Letter to Investment Banks

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Introduction

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Introduction

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Introduction

VAULT/SEO INVESTMENT BANK DIVERSITY SURVEY

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Introduction

3. (a) Does your firm currently have a diversity committee?

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Introduction

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Edition Introduction

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Introduction

Vault/SEO Guide to Investment Bank Diversity Programs Introduction

DIVE RSITY PR OFILES

INVESTMENT BANK DIVERSITY PROGRAMS

Strategic Plan and Diversity Leadership

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Bank of America

Recruitment of New Analysts and Associates

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Bank of America

Diversity Mission Statement

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Bank of America

Strategic Plan and Diversity Leadership

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Barclays Capital

Recruiting of New Analysts and Associates

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Barclays Capital

COMMERCIAL MORTGAGE BACKED SECURITIES (CMBS)

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Barclays Capital

CORPORATE REAL ESTATE SERVICES (CRES)

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Barclays Capital

INVESTMENT BANKING AND DEBT CAPITAL MARKETS

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Barclays Capital

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Barclays Capital

Diversity Mission Statement

Vault/SEO Guide to Investment Bank Diversity Programs 2009 Barclays Capital

Blackstone Group, The

Entry-Level Programs/Full-Time Opportunities/Training Programs

BMO Capital Markets

Strategic Plan and Diversity Leadership