Bmo Capital Markets

BMO CAPITAL MARKETS

111 West Monroe DIVERSITY LEADERSHIP Chicago, IL 60603 Robye Smith Phone: (312) 461-2418 Vice President, Senior Diversity Fax: (312) 293-4956 Consultant www.bmocm.com Diversity & Workplace Equity–US Email: [email protected] LOCATIONS BMO Capital Markets (parent company, CAMPUS RECRUITMENT BMO Financial Group) has offices in 26 Pippa Rom locations around the world, including 14 Senior Recruitment Partner, Recruitment in North America. International locations & Intake include the United Kingdom, Europe, BMO Capital Markets–US China, Australia and South America. Email: [email protected]

THE STATS Total in the U.S. Total outside the U.S. Total worldwide 2008 2007 2008 2007 2008 2007

Number of employees 7,400 29,000 36,400

Revenue (billions) $1.3 (USD) $10.2 (CAD)

STRATEGIC PLAN AND DIVERSITY LEADERSHIP

How does the firm’s leadership communicate the importance of diversity to everyone at the firm?

Top down communication: BMO Capital Markets senior leadership provides 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 provide great customer experiences, improve productivity and increase company performance.

“We’re building a company that will grow faster than in the past and must grow even more in the future. Leadership in diversity is part of our equation for success.”

—President and CEO, BMO Financial Group, Bill Downe

The organization’s senior-most executives also participate in a transnational tour to detail the year’s strategic objectives.

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 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. The diversity intranet site provides updates to employees on all facets related to diversity and inclusion, i.e., leadership commitment; affinity groups; diversity councils, workplace accommodations (to name a few). In addition, the U.S. diversity council produces a quarterly e-newsletter to keep employees current.

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.

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Who has primary responsibility for diversity recruiting initiatives at your firm, if different from above?

Hewitt Staffing Solutions: www.bmocm.com

Does your firm currently have a diversity committee?

Yes, we have a diversity council.

Does the committee’s representation include one or more members of the firm’s 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 firm’s diversity initiatives in 2008?

There are five senior managers on committee.

During 2008-2009, there were four annual meetings and the three subcommittees met between these meetings.

Subcommittees:

• Retention and promotion,

• Recruitment and career development, and

• Communications and ongoing education.

Diversity committees:

• BMO Capital Markets diversity steering committee (global)

• BMO Financial Group: Chairman’s council on diversity, headed by a BMO Capital Markets executive

• Executive women’s subcommittee

As a global firm, we also have an active diversity council operating in Canada, championed by the co-president of the firm. This council meets monthly and has four active subcommittees.

Does the committee(s) and/or diversity leader establish and set goals or objectives consistent with management’s 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 firm’s management review the firm’s diversity progress/results?

Quarterly. 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 toward these goals on a quarterly basis

How are the firm’s diversity committee(s) and/or firm management held accountable for achieving results?

• Annual performance appraisals

• Executives, including those managing provincially regulated lines of business, are 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 heightened focus to accountability, enabling executives to plan and respond to diversity goals as they do financial goals.

How are the members of the diversity committee or committees involved in diversity activities?

BMO Capital Markets has the U.S. diversity council, comprised of senior executives in Chicago, New York and Houston. Subcommittees have mandates to work on three enterprise and firmwide diversity strategic initiatives—recruitment and career development, retention and promotion, communication and ongoing education, which includes, mentoring, networking, and community awareness and charitable opportunities.

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Recent activities include:

Diversity recruitment and career development:

• The U.S. BMO Capital Markets diversity council aided the organization in expanding its recruitment of minority and female professionals in 2008. Accomplishments included:

• Council members have attended several diversity functions at colleges throughout the country.

• Two graduates were recruited from Morehouse College and joined the Universal Banking Program in the summer of 2008.

• Financially supported scholarship sponsorship programs for recruitment at a Historically Black College & University (HBCU).

• In 2008, hosted Diversity on LaSalle Street for students attending Big 10 Universities and other top Midwest colleges and universities.

Charitable partnerships:

Through corporate giving, volunteer efforts, board memberships and community outreach, BMO Financial Group executes its commitment to diversity, equity and inclusion every day.

• 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 Walk America, YAI The National Association for People with Disabilities, Financial Women’s Association, the Jackie Robinson Foundation and the United Negro College Fund’s (UNCF) annual walk/run/bike and skate-a-thon.

• Equity Through Education, a charitable initiative of BMO Capital Markets, provides scholarships and bursaries to nine charities across North America. This includes 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 $1.6 million was raised in 2008 through the donation of institutional equity trading commissions. In the United States, three organizations benefitted:

(1) The Jackie Robinson Foundation (JRF)

• Provided five scholarships to JRF students

• Hosted a luncheon on a day in the life of an investment banking group—12 scholars. Commodities; Institutional sales; equity research

• Eric Tripp, chairman of the BMO Financial Group’s council on diversity, received the Jackie Robinson Foundation Award for his work in Equity Through Education

• Employees are mentoring JRF students.

(2) Financial Women’s Association (FWA):

• BMO Capital Markets HR conducted a seminar for senior women of Baruch College entitled Shaping and Defining Your Career.

• There are many ongoing partnerships with FWA.

• Ron Redd, panelist for the financial industry, represented BMO at the Jackie Robinson Foundation’s Scholar’s Networking Weekend.

(3) YAI National Association of People with Disabilities

• BMO’s Sr. HR Business Partner sits on the business advisory council

• BMO employs developmentally disabled clients of the YAI who are graduates of their Employment Initiatives Program.

Retention and promotion:

• Lunch and learn series:

• The diversity council sponsored several “Lunch and Learn” sessions that were “bi-city” discussions (New York and Chicago)

Professional women series:

• A Look at Work: Life Balance for Professional Women

• Healthy Choices: A nationally recognized nutrition expert was the guest speaker

• Financial Health 101

• All employee series

• Women in Business: Ellen Costello, CEO of Harris Financial Corp. A discussion on choices, leadership and success

• Personal Finances 101—hosted by a BMO CM employee

• Job shadowing program: Five individuals from our 2008 job shadowing program will start full time positions in summer 2009

Communication and ongoing education

In 2008, the BMO Capital Markets U.S. diversity council produced its first quarterly employee newsletter.

Other partnerships exhibiting commitment to diversity and inclusion:

Executive commitment: Executive speakers supporting The Wall Street Careers Program at Baruch College, The City University of New York, and the University of Illinois—Spring Banquet for minority students in campus-affiliated organizations

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Women:

• Catalyst Connects: Women: 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 Women’s Association, the Jackie Robinson Foundation, and the United Negro College Fund’s (UNCF) annual walk/run/bike and skate-a-thon.

• April 2009: Training session was held on mentoring and networking with female scholars Baruch.

• Financial Women’s Association partnered to host Catalyst Connect.

BMO Capital Markets and Harris N.A. Council of Councils

This national diversity council is comprised of one representative from each local council, including representatives from BMO Capital Markets and the U.S. affinity 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.

RECRUITMENT

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)

A range of schools are contacted for opportunities. Targeted universities include:

• Morehouse • Columbia • New York University • Brown University • Emory • University of Illinois • Indiana University • University of Iowa • University of Wisconsin

Do you have any special outreach efforts directed to encourage minority students to consider your firm?

• Firm’s professionals participate on career panels at school • Outreach to leadership of minority student organizations • Scholarships or intern/fellowships for minority students • 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 Women’s 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

• National Groundhog Job Shadow Day: High school students with disabilities participated in a one-half day educational workshop, one-on- one job mentoring session and briefing and tour of the investment bank trading floors. Encouraging high school students to enroll in courses and participate in school investment clubs is key to early-introduction of considering a career in investment banking

What activities does the firm undertake to attract women and minorities?

• Partner programs with women and minority banking associations: Financial Women’s Association

• 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.

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• Other: Participated in diversity job fairs and career fairs for people with disabilities and veterans. This also includes the Rehabilitation Institute of Chicago’s Career Day, National ABLE’s Career & Resource Fair (Chicago), the Veterans Job Fair (Chicago), Career Concepts USA and The Wall Street Journal Career Conference (Chicago and New York City)

• Internal: The BMO Capital Markets diversity council participates in the diversity job fairs hosted by other internal business group’s diversity councils in the Chicago area.

Do you use executive recruiting/search firms to seek to identify new diversity hires?

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 Services: Women-owned firm

• Aavis Resources: Women-owned firm

Who is in charge of attracting women and minorities to the firm for lateral recruiting?

Managing Director for New York Marietta Bottero and Relationship Manager for Chicago and Houston René Wessels.

Human resources is involved in the recruitment of women, people of color, people with disabilities and veterans and Pippa Rom, senior recruitment partner, recruitment and intake, is responsible for analysts and associates via the universal banking training program.

INTERNSHIPS

Summer Associates Program

Deadline for application for the internship: January 15, 2009

Number of interns in the program in summer 2009: One

Pay: $18,250

Length of the program: 10 weeks

Percentage of interns in the program who receive offers of full-time employment: It is BMO Capital Market’s hope to recruit more than 75 percent of all new hires from this program.

Website for internship information: www.bmocm.com/aboutus/careers

The summer associate program is a 10-week internship program for first-year MBAs. The program includes assignment within one of the firm’s 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 contribution—this 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 nation’s largest companies. In 2008, BMO Capital Markets will accept INROADS scholars for the summer and we will assist with their educational seminars.

Bank-wide Student Training Program

Deadline for application for the internship: In 2009, the application period was January 21st to February 6th. Some resumes are received in November and December of the previous year (i.e., receive applications in the fall of 2008 for the summer 2009 program). Roles are posted online in January and all students are encouraged to apply directly online. It is in the applicant’s best interest to get their application in at the beginning of the cycle. By end of March, most job offers have been made.

Number of interns in the program in summer 2009: 66 students (students in the past have been primarily located in Chicago and Toronto, but students have also been placed in New York, Texas, Vancouver, Halifax, Calgary, etc.)

Pay: This is dependent on the role and the level of student. An undergraduate student could start at approximately $13 per hour. MBA and other master’s students are paid higher amounts than this, depending on the level of work/school.

Length of the program: Student work terms are approximately 10 to 12 weeks long (from early June to late August).

Website for internship information: Applicants can visit www.harrisbank.com/careers or 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.

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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.)

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 student orientation and development seminars. 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. In 2008, 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 mentor—an experienced member of another part of the firm—giving 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.

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 lifetime of opportunities.” The initiative is North American in scope and total funds raised this year matched last year’s—for a total of $1.6 million. Since the program’s inception $5.66 million has been raised. More than 2,000 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: 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.

Website 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 Women’s 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

AFFINITY GROUPS

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 group’s 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 Acción (HPA) was established in 1994. Prior to this, focus group sessions were held to assess the

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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 management’s support, HNG began with 15 members. HNG’s 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, highly selective client-centered organization. Canadian Hispanic employees have joined their colleagues in the U.S., making this a truly North American affinity group.

• Lion’s Pride GLBTS Affinity Group: Lion’s 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. Lion’s 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.

ENTRY-LEVEL/TRAINING PROGRAMS LEADING TO FULL-TIME OPPORTUNITIES AND ROTATIONAL PROGRAMS

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 same—to prepare you to execute against your client’s 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 pitchbook development. Leading industry professionals and professors from top business schools deliver all courses. 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.

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 • Health care • 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 bachelor’s degree, we invite you to apply for an analyst position.

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As an investment banking analyst at BMO Capital Markets, you will find yourself in the center of the action. You’ll 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.

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 tenure—with 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 bank’s 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 tenure—with the many career opportunities that accompany the role. Analysts who choose to pursue outside opportunities often enjoy acceptance into top graduate business schools or receive offers with private organizations.

DIVERSITY MISSION STATEMENT At BMO Financial Group, leadership in diversity is part of our equation for success. We are committed to an inclusive, equitable and accessible workplace, where you can turn your potential into performance. By embracing diversity, we gain strength through our people and our perspectives. We are an equal opportunity employer.

ADDITIONAL INFORMATION

Diversity, equity and inclusion At BMO Capital Markets and Harris, our commitment to diversity unleashes enormous benefits for our customers, shareholders and employees. We recognize that our different perspectives inspire innovation and contribute to our collective knowledge. Our 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 is 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: “Embrace Diversity—Gain strength through our people and our perspectives.”

Explore the Diversity, Equity and Inclusion section at www.bmo.com/careers/diversity to discover how our commitment is lived at BMO Capital Markets–and throughout our company–every day:

• Commitment from the top: The CEO’s 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 turn your potential into performance

Developing an equitable and supportive workplace reflects the diversity of the communities in which BMO Capital Markets does business. Our values and programs are explicitly aligned with strategic initiatives from the top. Their success is carefully measured and connected to performance.

Corporate values: These represent BMO Capital Markets’ core beliefs. They stand as our collective commitment—to each other, to our customers, to our shareholders and to the communities of which we are a part.

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Ethical behavior—First Principles: Annually, all BMO Capital Markets employees must reread 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 is done.

• Flextime allows the individual to shift the standard 7.5-hour workday to begin and end at times the employee and their manager find mutually acceptable.

• Flexible workweek enables the employee to arrange, with their manager, a variation on the standard 7.5-hour day, five-day workweek. 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 off-site facility, is similar to a corporate university and serves as the organization’s strategic training and education base. The IFL includes state-of-the-art classroom facilities as well as hotel facilities and an employee lounge. The primary facility is located in Toronto with satellite locations within the United States. Through the IFL, we offer both classroom- based and eLearning, with a wide variety of programming to support professional development of employees across the organization.

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.