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Recruit, Retain and Promote We are committed to continue building a team that is inclusive and representative of our customers and clients. To make progress, we have been evolving the way we bring new colleagues into Citi, including accelerating the use of diverse slates in our recruiting and deepening our capabilities to measure o ur su ccess. In 2021, we expanded the use of diverse slates in our recruiting to have at least two women and/or U.S. minorities in our inter - views for U.S. hires and at least two women in our interviews for global hires. These include candidates at various senior levels, from Assistant Vice President to Managing Director. As of December, nearly 75% of roles that were posted globally included a diverse slate of candidates with at least two women and/or two U.S. minorities. In 2021, we launched a Diversity Sourcing team in the United States to consistently identify diverse talent in the marketplace and accelerate our hiring of diverse talent. We have expanded engagement with exter - nal p artners, i ncluding di versity p rofessional organizations. T hese r elationships h ave enhanced our ability to attract and hire mid- to s enior-level t alent de monstrating C iti’s inclusive cu lture. Campus Recruiting Our campus recruiting program is another important way for us to diversify our employee base, and we have a robust pipeline of talent from HBCUs and other leading universities. • Our Citi ® University Partnerships in Innovation & Discovery (CUPID) Program enables us to accelerate inno - vation projects across Citi by engaging diverse students and developing a robust, diverse pipeline of talent from leading universities (see callout above). • In 2021, we held our third annual HBCU Innovation and Leadership Symposium , which brought together 42 first- and second-year students (58% first years and 32% sophomores) from 15 HBCUs for an introductory, virtual experience focused on helping them understand financial services, gain technical skills and kick off the career-planning process. While we would like the students to consider the possibility of a future with Citi, our primary goal is to provide them with helpful tools on their path to profes - sional success, without regard for industry or profession. • Our Early Insights Programs for college students in their first and second years of undergraduate studies are focused on identifying, mentoring and hiring top diverse talent for summer analyst programs across the firm. These programs provide early exposure to, and education around, Citi’s businesses, technical training, mentorship and culture. • Our Freshman Discovery Day is a two-day exploratory program that helps educate underrepresented minority college freshmen about the various roles in financial services. MILITARY OFFICER LEADERSHIP PROGRAM Our Military Officer Leadership Program (MOLP) focuses on recruiting, developing, training and preparing transitioning service members for mid- to senior-level leadership roles at Citi. Over a two-year time period, candidates rotate three times, giving them a peer network of mentorship and support and a path to a successful career at Citi. “As a former combat veteran, with no direct experience in the financial industry, the MOLP was a great opportu - nity,” said Rob Carter, a graduate of the program who has been with Citi for about five years. “The exposure to different businesses allowed me to find an area within the firm that leveraged the skills I developed during my time in the Army,” says Carter, Senior Vice President in Human Resources and one of the more than 2,400 U.S. employees who have disclosed their veteran status to us. CUPID BY THE NUMBERS The Citi ® University Partnerships in Innovation & Discovery (CUPID) Program embeds students from top universities in innovation activities across Citi. CUPID students — many of them underrepresented minorities — gain exposure to various aspects of our business and help us develop a robust, diverse pipeline of talent. Since we launched CUPID in 2017, we have: • Engaged 3,600+ students and early career professionals • Hired 202 CUPID participants • Hired 43 HBCU students • Worked with 90 colleges and universities, including 38 HBCUs • Hosted 40 events, such as hackathons, competitions and symposiums Contents ESGatCiti SustainableFinance SustainableProgress Equitable&ResilientCommunities Talent&DEI RiskManagement&ResponsibleBusiness Appendices CITI 2021 ESG REPORT 86

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