BNSF Employee Resource Groups

1. BNSF Employee Resource Groups Diversity Council Updates October 25, 2012

2. Council Initiatives • Deliver awareness messages that influence positive workplace behavior on a quarterly • basis; minimum of three times per year • Short “burst” messages that include tips, takeaways, and/or handouts • Utilizing opportunities to address workplace hot spots and issues • Establish and maintain regular communication with local Leadership Team and HR • advisor in order to surface workplace issues around building trust, showing respect, • Accepting differences, etc... • Serve as a channel of communication with leaders in the division or work location; establish and utilize close-loop process • Interface with other councils, HR advisor, and Corporate Diversity throughout the year; council roles identified and participatory • Provide consistency with tools and resources • Conduct at least two celebration/recognition events a year • Focus on linking events to “accepting individual differences and finding ways to build on them • Survey to determine effectiveness; share results with closing the loop process • Partner with field HR and Corporate Diversity with rollout of R.E.D. campaign

3. Role of the Councils • Activities of Diversity Councils will be internally focused and designed for the benefit of employees. Responsibilities include: • To represent their work location on the council • To be available to the work group to assist in resolving workplace tensions relating to work place tensions and non-EEO issues • Make educational or informational presentations to the work group • Must be a change agent which requires the courage to privately addressinappropriate workplace conduct • May be called upon to represent the council at Regional Diversity Council Meeting • Identify different manners in which to celebrate and promote diversity with the work group • Maintain confidentiality of sensitive issues discussed at council meetings

4. Not the role of the Council • Collective Bargaining Issues • Any behavior (reported or observed) that violates BNSF’s Violence in the Workplace policy. This includes, but is not limited to threats, assaults on other employees or destruction of property. • Any repeated complaints about the same individual’s behavior after the individual has been counseled or any situation which has escalated after the first attempt at handling. • Any complaints of harassment because of a protected EEO class • Any complaints of class-wide or far-reaching discrimination

5. Strategy and Structure Update 2011 – Growth • Division leadership and HR/Corporate Diversity partnership • Awareness of council strategy while expanding reach and understanding council role(s) • Identify communication opportunities resulting in knowledge repositories/toolkits • Multi council strategy session to ignite council linkage and share best practices 2012: Strategy • Hands on knowledge sharing • Strategic framing by location with meaningful activities identified • Closing the loop with stakeholders sharing findings, addressing, and measuring results 2013: Results • Consistent methodology for measuring results • Continuation of all of the above • It takes a village concept

6. Employee Resource Groups-The Fit

7. Council Locations Birmingham Memphis California Texas Chicago Seattle Gulf Southwest Kansas City Topeka LMIT/Argentine Tulsa Twin Cities

8. What We Were And Are Still Experiencing? • People still disrespecting others by: • Making offensive comments • Telling inappropriate jokes • Inappropriate physical contact

9. What Is RED? • REDstands for RespectEveryDay • The term was created by a group of union employees as a means to let someone know that their behavior or actions has crossed the line and it is time to stop. • Team felt that everyone knows red means stop. “All RED” has even more significance as it means stop – do not move forward. • Using the term “All RED” is a non-confrontational avenue to notify someone or receive notification that behavior is/may be offensive.

10. History of RED • The military uses the term “red light” to let someone know they are crossing the line or exhibiting disrespectful behavior. • Red Board-A fixed signal to stop (RR terminology). • 2009 focus groups with Galesburg Safety Committee. • In an attempt to mirror the military’s process and leverage what red means in the railroad industry, theREDconcept was born.

11. Why is it Important? • Helps ensure a respectful environment where everyone feels valued. • When people feel valued they are safer as their mind is focused on tasks and not upset about something someone said or did. • Lastly, may save someone from disciplinary action or termination.

12. When Should RED be used? Whenever anyone is displaying conduct or saying something that would be disrespectful or inappropriate in the workplace. • Examples are: • Discussing • Sex • Religion • Politics • Spreading rumors or sharing personal information about another individual • Uses profanity • Demeans a person or class of people • Violates your personal space • Uses a negative tone

13. R.E.D. Update Strategy: Bring about awareness; notifying others of offensive or inappropriate behavior; peer level intervention. Impact: More employees are speaking up, less inappropriate behavior with increased communication between union leaders and BNSF leaders; greater engagement. Step 1: Communication: local chairs, leadership, diversity council • HR representative/council delegate meets with leadership to introduce program using RED Overview deck; provide group with RED Q & A • HR/council delegate and leadership meet with local union representatives to introduce the initiative and get their thoughts as to if they feel it would be beneficial; using the RED Union Leadership Overview presentation Step 2: Timeline and rollout • If the group deems the program beneficial, a strategy and timeline are created using the approved presentation, dates for rollout, who will participate, format, who will communicate and how • Initial communication comes from Union along with support from key stakeholders Step 3: Marketing • Suggest utilizing: Mini message during job/safety briefings, posters, pens, cards, etc. All material costs should be charged to facility cost center • As a follow-up, send out monthly reminders of RED; could include comments by FLS at shift briefing, new posters, messages from leaders in newsletter/magazine, etc. • A key element of marketing is the support from local leadership promoting the program and support from local diversity councils

14. 2010 - Current rollout: Chicago Argentine LMIT Topeka GOB Twin Cities Alliance, Nebraska Kansas City (Car Dept.) Temple California 2012/2013: California Chicago - 14th Street Gulf/Texas Northwest Southwest Springfield Texas Gulf RED Awareness: Stickers, writing pads, posters throughout location Quarterly newsletters featuring RED RED pen pullout message RED logo card: “RED – Respect Every Day – Think about it!” Awareness bracelet Customized T-shirt with logo Diversity Council Blitz’s Town Hall Meetings Meet and Greets - Health Fair’s Division events Council Best Practice Sharing: Monthly co-chair calls Regional Meeting Diversity Council SharePoint R.E.D. Update-Where Are We

15. Transformation at Work:The Southwest Division Diversity Council • 2012 Accomplishments:  • “Just Say Thanks” blitzes (Belen/Clovis/Winslow) – council discussing with employees the importance of recognition and a positive message to alleviate tensions, blitzes are held in conjunction with management and union support; web recognition tool and recognition box rollout, • Joint Diversity Council meeting with California Division in Needles; Invited Kansas division to Clovis meeting on 10/10 • Council members presented at SWE division exempt staff meeting • Meet & Greets at Clovis/Phoenix/Needles – survey collection continued Red Rollout/Just Say thanks rollout • Southwest Division website has a “diversity library” with presentations available on diversity issues • Have initiated closed loop meetings with local representatives attending to discuss our initiatives and progress • Diversity and Inclusion Poster Contest under way – no submissions to dateDiversity council updates have been requested during exempt weekly safety calls • RED rollout update:  • All major terminals, Zone 5 mechanical, new hire classes, roadmaster meetings, and production gang startup with the majority of the division covered • RED has become a common term with training available on diversity library • Meet/Greet Blitzes to date: • Three stand-alone meet and greets (Clovis/Phoenix/Needles), 4 meet & greets with just say thanks blitz Belen/Clovis/Winslow/Gallup), 2 formal closed loop meetings, we began the formal closed loop meetings in August – up to that point we handled individual issues as they arose with the local team • 2012 results and 2013 strategy: • 1,450, Surveys collected:  355, Production gang start-up:  150, Exempt staff meeting: 150, Roadmasters meetings 60, Meet & Greets / Blitzes:  735 • 2013 - The Southwest council will be incorporating meetings on days when there are safety meetings to gain involvement of local employees from all crafts, exempt and scheduled.

16. Diversity Council Updates

17. Diversity Council Updates

18. Diversity Council Updates

19. 2012/2013 Focus • Alignment • Diversity Councils continue to focus on strategy and key components with customization by location • Corporate and field HR groups have a shared objective to enhance council effectiveness; reflective of a strong partnership • Major focus-listening for workplace derailers, partnering and closing the loop with local leaders with feedback, issues, peer • initiatives, peer-to-peer messages on respect in the workplace; community advocacy focus is understood and reflective with • council membership/RED campaign participation at such events • Reduced variability in councils through high touch approach of corporate/field HR in 2011, with 2012 focus on locations with • Opportunities include enhanced closing the loop process/methodology • Execution • Multiple Meet/Greets and diversity blitzes during safety briefings • Continued roll out “Respect Pass It On” campaign using pilot approach to re-enforce respect developed by HR with local union • leaders, scheduled employees and local leadership at determined locations • Created new council on the Southwest (Southwest Council), Northwest (Seattle), with Kansas City, Gulf and Texas locations • continuing to increase membership and focus on council strategy while building employee engagement • Monthly co-chair calls focus on sharing best practices. Profession development with focus on Diversity and Inclusion, and the • council SharePoint repository to share ideas, presentations, and additional information • Deploying material such as pens, cards, wristbands, and poster ideas (contest concept) for councils to use to reinforce respect • messages

20. BNSF Contact Information • Teresa Beman, Manager Human Resources & Diversity • Teresa.Beman@BNSF.com • 817-352-6007 • Ed McFalls, AVP-Human Resources & Diversity • Ed.McFalls@BNSF.com • 817-352-1690