24 th January 2013 David Micallef Jyoti Chopra

1. Gender Balance in the Workforce 24th January 2013 David Micallef Jyoti Chopra Country Head Luxembourg Global Head of Diversity and Inclusion Information Security Identification: Confidential

2. Gender Statistics and Senior Women in BNYM 2 Information Security Identification: Confidential

3. Diversity and Inclusion | Local Facts, 2012 Executive Ctte 60% women (3 of 5) Board Membership 20% women (1 of 5) Senior Management 47% women (8 of 17) Total Staff 40% women (110 of 273) 3 Information Security Identification: Confidential

4. Diversity and Inclusion | Global Facts, 2012 EC = Executive Committee; OC = Operating Committee; ROC = Regional Operating Committee 4

5. Senior Positions held by Women in Luxembourg Women act as the business head’s of the following functions with responsibility over 80% of our staff base: Audit Compliance Alternative Asset Servicing Operations Corporate Trust Services Fund Accounting and Tax Transfer Agency Legal Human Resources Custody Oversight Staff Delegation 5 Information Security Identification: Confidential

6. Examples of Senior Positions held by Women Globally Karen Peetz – President of BNY Mellon Corporation Jane Sherburne – SEVP, member of Executive Ctte and General Counsel of BNY Mellon Corporation Lisa Peters – SEVP, member of Executive Ctte and Chief Human Resources Officer Helena Morrisey CBE – CEO of Newton Asset Management and founder and Chair of 30 Percent Club in UK. Nadine Chakar – Former Head of Global Investor Services and now spearheading the Bank’s Derivatives 360 product Brenda Trenowden – Head of UK & Ireland Global Client ManagementPresident of City Women’s Network Rosemary Kreisel – CEO of BNYM Hong Kong and President of WIN Asia Sheena Wilson – Global Head of Talent Strategy 6 Information Security Identification: Confidential

7. Specific Women’s Based Initiatives 7 Information Security Identification: Confidential

8. Specific local initiatives aimed at promoting women’s equal contribution to the workplace During the course of the year we normally carry out the following initiatives: International Women’s Day Celebration – breakfast with a Rose sale. Proceeds of which usually go to a women based theme charity such as Femmes en Détresse. Coffee experience - sessions with senior female leaders from the other parts of the global organisation. International cultural events. Pink and Blue day with proceeds for wearing pink or blue clothing going to charity. Progressive Maternity and leave policies Promotion of work/ life balance initiatives 8 Information Security Identification: Confidential

9. Global initiatives aimed at promoting women’s equal contribution to the workplace Recruitment and talent/ leadership development Succession planning Sponsorship and mentoring Global Women’s Network (WIN) and Bowstring Career Expos Affinity Networks Health and Wellness initiatives Women’s Forums, led by Senior Exec Ctte level role models 9 Information Security Identification: Confidential

10. Affinity Networks and Returning Military Business Resource Group | Snapshot Growth in our Affinity Networks has been exponential over the past four years 39 Chapters in 6countries in 2009, to 118 chapters in 20Countries in 2012. Note: Metrics as of December 2012; the concept of ‘membership’ does not exist outside the U.S. so actual participation rates are much higher 10

11. Diversity Awards and Recognition in 2012 | Examples Perfect 100% score (achieved the past six years) Corporate Executives of the Year Top 50 Employers for Women in the UK Corporate Equality Index Group Moraru Sarl Top Company for Gender Equity in Luxembourg The 25 Most Powerful Women in Banking Karen Peetz, President Harlem YMCA Black Achievers in Industry Award Top 25 Women of Power Impacting Diversity Pro Bono Institute Laurie D. Zelon Pro Bono Award Excellence in Practice Champion Award Helena Morrissey, Newton CEO 11

12. The Business Case for Diversity at BNY Mellon . . . 12

13. . . . and potential impact to the bottom line Global Diversity and Inclusion Fuels creativity, inspiration and innovation through diversity of thought, ideas, perspectives, backgrounds, and experiences Increases global market share and client loyalty Stimulates workforce mobility, agility, and leads to talent retention Enhances brand and reputation in the marketplace Fosters organizational interdependence, connectivity and synergy Facilitates cross-border teamwork and delivery of services through diverse client service teams Drives stakeholder and employee engagement and satisfaction Positions BNY Mellon as a premier employer of choice and a magnet that attracts top industry talent 13

14. Our enduring vision and aspiration for Global Diversity and Inclusion: To promote an inclusive and respectful environment that leverages diversity and differences, and recognizes and advances top talent through a culture of meritocracy.

15. Our challenge to you Is your company doing enough to: • Take the time to understand the issue and develop specific actions to support women in the workplace • Educate all employees on the challenges and barriers that women face in some environments • Ensure that gender balance is recognised as a significant factor to improving company performance Consider the following: Put equality at the top of your company’s agenda Develop a clear business case Invest in development programmes for high potential leaders/ future leaders Appoint a Women’s Ambassador within your organisation Establish Women’s forums Include male champions to lead and spearhead initiatives 15 Information Security Identification: Confidential