2011 Corporate Responsibility Report - JPMorgan Chase

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72 “A diverse, talented and motivated workforce is the key to ensuring an exceptional client and customer experience as we grow internationally and expand our U.S. retail footprint. Nothing is more vital to our long-term success than our ability to attract talent from across the globe, while developing and supporting our employees in the pursuit of their goals.” Patricia David, Global Head of Diversity, JPMorgan Chase JPMORGAN CHASE & CO. Supporting an Inclusive Workplace for Our Lesbian, Gay, Bisexual and Transgender (LGBT) Employees For ten years, the Human Rights Campaign’s Corporate Equality Index has served as a barometer to identify the most inclusive, LGBT-friendly companies in the U.S. For the 10th consecutive year, JPMorgan Chase scored 100% on this important index that takes an in-depth look at each company’s policies and practices relating to inclusion, such as health benefits for domestic partners, equal employment opportunities and public support of the LBGT community. We are one of only nine companies to achieve a perfect score every year since the list’s inception — and the only financial institution to do so. In the U.K., our firm has a long-standing relationship with Stonewall, the foremost organization on lesbian, gay and bisexual (LGB) equality issues. Since 2001, JPMorgan Chase has been a member of the Stonewall Diversity Champions Programme of employers committed to fully inclusive practices and workplaces for their LGB employees. We have also been consistently featured in the prestigious Stonewall Equality Index of the top 100 LGB-friendly U.K. employers since its launch in 2006. We were the very first financial services institution to sponsor the Stonewall Annual Equality Dinner and committed funds in support of the “Education for All” campaign against homophobic bullying. In 2011, the firm entered into a further partnership with Stonewall to develop the “Internal Role Model” initiative to bring together talented LGB role models and senior leadership in EMEA to advance and influence LGB policy, thinking and practice at the firm. Driving Results Through Business Resource Groups To further align employee activities with business goals, people and talent priorities, and our global diversity strategy, we repositioned our employee networking groups as Business Resource Groups (BRG). More than 13,500 employees signed up to join a BRG in 2011, a 90% increase in the number of new BRG members from 2010. Today, we have more than 165 active BRG chapters across the United States and in ten international locations, offering leadership and career development opportunities to approximately 35,000 members. Our BRGs host events throughout the year for personal and professional development to promote better understanding among people and increase networking across our lines of business. BRG members also serve as active volunteers, advocates and recruiters in our key markets, connecting the firm’s employees, products and services to the unique communities they represent. Hiring with a Focus on Diversity JPMorgan Chase is deeply committed to hiring and encouraging employees from differing backgrounds, experiences and locations.
We actively recruit a diverse slate of candidates at the college and M.B.A. levels from top schools across the globe, including Historically Black Colleges and Universities in the United States. We also identify highly qualified candidates through our partnerships with a variety of professional associations, including: − Association of Latino Professionals in Finance & Accounting − Council of Urban Professionals − JumpStart − National Association of Black Accountants − Prep for Prep − Out for Undergraduate Business Conference − Reaching Out MBA − The Jackie Robinson Foundation − The Posse Foundation − ThisAbility − Upwardly Global Many candidates begin their career at JPMorgan Chase through one of our Our Business Resource Groups — each of which has sponsorship from a member of JPMorgan Chase’s senior management team — include: • Access Ability, building awareness of the capabilities and contributions of employees with disabilities • Adelante, promoting the development of Latino/Hispanic employees • ASPIRE (Asians and Pacific Islanders Reaching for Excellence) • BOLD (Black Organization of Leadership Development) • NATIONS (Native American Tribes Instilling Opportunities and Network Support) • PRIDE, supporting workplace inclusiveness for lesbian, gay, bisexual and transgender employees internship programs, made possible through our relationships with partner organizations, such as Sponsors for Educational Opportunity and The Robert A. Toigo Foundation. We also have preinternship programs that allow us to attract and develop a strong pipeline of diverse candidates for our internship programs. Once candidates join us as interns or as full-time, entry-level professionals, groups such as our Black Executive Forum — a team of senior black leaders at JPMorgan Chase — mentor and sponsor this junior talent pipeline to help them build successful careers within the firm. Expanding and Diversifying Our Network of Suppliers JPMorgan Chase continues to be a leader in supplier diversity by further developing and cultivating our network of suppliers to include firms owned and operated by minorities, women, military veterans and service-disabled veterans, LGBT and disabled individuals. In 2011, JPMorgan Chase grew total annual spending with diverse suppliers to more than $1.3 billion, exceeding the $1 billion mark for the fourth consecutive year. Our commitment to the use of diverse suppliers is evident in many aspects of our supply chain. From designing and constructing our branches and offices to manufacturing credit cards and marketing our products and services, diverse suppliers are continuously driving significant value and are making noteworthy contributions to JPMorgan Chase. To further assist us in our mission to use diverse suppliers, we continue to maintain relationships with organizations, including but not limited to: − National Minority Supplier Development Council − Women’s Business Enterprise National Council • PNA (Professional Networking Association), collaborative and supportive forum for early career professionals • Sage, an information and development forum offering support to administrative professionals • VETS (Voices of Employees That Served), a forum for military veterans, retirees, reservists, National Guard and their supporters • WIN (Women’s Interactive Network) • WOCC (Women of Color Connections) 2011 CORPORATE RESPONSIBILITY REPORT 73
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2011 CORPORATE RESPONSIBILITY REPOR
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GIVING CONSUMERS NEW TOOLS • Beca
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JPMorgan Chase has always taken res
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TABLE OF CONTENTS Growing The Econo
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GROWING THE ECONOMY “Through the
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In Tyler, Texas, Mentoring Minds, a
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where the recession took an outsize
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education courses, adult literacy o
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“Today, there are 2.7 million imm
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STRENGTHENING OUR COMMUNITIES “We
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With $14 million in financing, we h
Page 23 and 24: STRENGTHENING FOOD SECURITY Produce
Page 25 and 26: to deliver solutions to underserved
Page 27 and 28: TRANS4M Boyle Heights - Los Angeles
Page 29 and 30: IN 2011, THE CORPORATE CHALLENGE SE
Page 31 and 32: HONORING OUR MILITARY AND VETERANS
Page 33 and 34: to every military applicant within
Page 35 and 36: COLLABORATION AND PHILANTHROPY We a
Page 37 and 38: “JPMorgan Chase provides valuable
Page 39 and 40: GIVING CONSUMERS NEW TOOLS “We wa
Page 41 and 42: − Chase customers can send money
Page 43 and 44: HELPING HOMEBUYERS AND HOMEOWNERS
Page 45 and 46: modification, we offer borrowers al
Page 47 and 48: an integral part of the 2012 Super
Page 49 and 50: SUPPORTING EDUCATION “JPMorgan Ch
Page 51 and 52: purchasing a building to renovate o
Page 53 and 54: universities participating in the I
Page 55 and 56: GIVING TO GLOBAL EDUCATION The JPMo
Page 57 and 58: VOLUNTEERISM IN MENTORING, TUTORING
Page 59 and 60: PROMOTING ENVIRONMENTAL SUSTAINABIL
Page 61 and 62: PUBLIC RESPONSIBILTY COMMITTEE OF T
Page 63 and 64: the suitability of the assets and c
Page 65 and 66: that sources sustainably and whose
Page 67 and 68: GREENHOUSE GAS EMISSIONS Scope 1 Di
Page 69 and 70: HELPING OUR PEOPLE SUCCEED “We be
Page 71 and 72: including newly hired employees. We
Page 73: ongoing efforts to strengthen the f
Page 77 and 78: over the next two years as part of
Page 79 and 80: GOVERNANCE, ETHICS, AND ENGAGEMENT
Page 81 and 82: CODE OF ETHICS FOR FINANCE PROFESSI
Page 83 and 84: development, revitalization of low-
Page 85 and 86: Profile Disclosure REPORT PARAMETER
Page 87 and 88: l EC1 Profile Disclosure ECONOMIC D
Page 89 and 90: l EN12 Description of significant i
Page 91 and 92: Training and Education l LA10 Avera
Page 93 and 94: Profile Disclosure l SO1 SOCIETY De
Page 95 and 96: Profile Disclosure FINANCIAL SERVIC
Page 97 and 98: ABOUT JPMORGAN CHASE & CO. JPMorgan
Page 99 and 100: Copyright © 2012 JPMorgan Chase &
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2011 Corporate Responsibility Report - JPMorgan Chase

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