Candace Atamanik,

Research Manager, Talent Management Research,

Bersin by Deloitte

Deloitte Consulting LLP

How TD Bank Group Embedded Diversity

and Inclusion Practices to Create a Long-

Term Strategy for Success

Copyright © 2015 Deloitte Development LLC. All rights reserved. 2

• Overview of Current State of D&I

• The TD Bank D&I Story

• Q & A

Agenda

Additional Resources:

• TD Bank Case Study: Banking on an Open Workplace

• Diversity and Inclusion in Canada: The Current State

Copyright © 2015 Deloitte Development LLC. All rights reserved. 3

Largely

homogeneous

with limited

diversity

Compliance Numbers-

based

organization

focused on

affirmative

action goals

Has and

appreciates

employees

who

represent

both

traditional

and invisible

diversity

Understands

value of

diverse

workforce;

begun to

engage

diverse

employees in

talent and

business

initiatives

the diverse

backgrounds

of individuals

to drive value

and business

results;

employees

feel involved,

respected,

valued and

connected

6%

14%

36%

33%

Singular

Embracing

Collaborative

11%

Inclusive Leverages

Source: “The Diversity & Inclusion Benchmarking Report,” Bersin by Deloitte / Stacia Sherman Garr, March 2014.

3

The Current State of Diversity and Inclusion

Our Speakers Today

Ron Puccini Senior Manager

Diversity and Inclusion,

TD Bank Group

Sherri Gray Senior Manager

Diversity and Inclusion,

TD Bank Group

5

How we are building The Better Bank

Diversity and Inclusion at TD November 3, 2015

TD Bank Group

6

At a glance

• Year Founded: 1955

• Headquarters: Toronto, Canada

• Employees: 85,000+

• Assets (in Canadian Dollars):

$945 billion in assets as of October 31, 2014

• Stock Symbol: NYSE/TSX:TD

2002 – 2015 Evolving Landscape

9

• Competition • Political landscape

• Distinct regulatory and compliance requirements

• Vast, diverse continent – evolving demographics

Growth and change

Diversity & Inclusion Journey

10

The Timeline

2014 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013

2014 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013

Awareness Engagement Embedding Foundation

Formal Governance

11

Authentic top down leadership

CEO Bharat Masrani

Diversity Leadership Council Chair: Riaz Ahmed

Led by Senior Executives

Talent & Diversity & Inclusion Office

Corporate HR

Diversity Leadership Council Committees

Headed by Senior Executives

Diversity Leadership Council - established in 2006 to help drive our Diversity Agenda forward. This council comprises of Sr. Executives who meet every 6 times per year to monitor our progress against goals and tactics.

Authentic leadership from the top – Bharat Masrani and the Senior Executive Team often speak to the importance of, and are recognized internally and externally for, their leadership on diversity.

There are over 300 executives dedicated to our diversity & inclusion commitment.

Embedding Diversity & Inclusion

12

All aspects, all levels of the business

DLT

Subcommittees

13 Regional & Back-Office Diversity Councils

Metro Pennsylvania /

New Jersey

Northern New England

and Upstate New York

Metro Carolinas

U.S. Technology Solution

Metro Southern

New England

Mid-South Metro

Corporate and

Specialty Banking

Metro New York

Direct Channels

TD Auto Finance

(Michigan and Texas)

Metro Florida

Bank Operations

Diversity Council Working Groups

(Maximum Five per Diversity Council)

Diversity Council working group lead works directly with subcommittee liaison.

Working Group “Volunteer Pool” = ERG

ERGs (Ideal = One per region / line of business, with one area of focus)

Women in Leadership

People with Disabilities

Visible Minority Leadership

Serving Diverse Communities

LGBTA

Executive leaders determine overarching goals and tactics for five areas of focus.

Subcommittees execute DLT tactics for specific areas of focus to drive enterprise wide changes or activity (e.g., large-scale sponsorships, benefits changes, policy reviews, national award submissions).

In partnership with subcommittee liaison, regional and back-office diversity councils implement subcommittee plans and set goals at a local level.

Each regional diversity council creates working groups to address the 5 areas of focus, with a sub committee liaison for support.

Work in specific areas of focus along with regional / back-office diversity council lead and subcommittee liaison.

US Diversity Council Structure:

Diversity & Inclusion Framework

13

Consistency in approach

Levers

Objectives

The Workforce: Attract, hire, develop and retain the best diverse workforce reflective of the communities we serve

Recruitment and hiring processes

Development

Mentoring

Sponsorship

Resource planning

Accommodation

Leadership accountability

Our People

EE representation/flows

Applicant tracking

Performance and Development Planning (P3)

Resource Planning tracking

Our Culture

The Workplace: Build and maintain a Unique and Inclusive Employee Culture

Visible leadership/development, communication, events

Community investments

Competency in leading/managing a diverse workforce – Having the right conversations

Pulse

Focus groups

360 feedback

Performance objectives and outcomes

The Marketplace: Build the TD brand and capture business opportunity among key diverse segments

Understanding the consumer via cultural insights

Brand and local area business (LOB) Marketing

Community sponsorship

Business development

Enhance the customer experience

Our Customers & Brand

Bank of Choice

Market insights and research

Appropriate Customer Experience measures

Customer/business metrics

Awards

Measures

What we've learned

14

• Power of the business case – D&I is NOT an HR initiative

• Authentic leadership and strong governance are key

• Embed D&I in everything you do

• Metrics – pick the right measures and understand when and how to use them

• Be prepared to make some difficult choices and to hold people accountable – actions must demonstrate values

• Leverage technology, social media

• It takes time – relationships, partnerships, trust

Recognition & Awards

15

Validation we're on the right path

Copyright © 2015 Deloitte Development LLC. All rights reserved. - 16 -

Q & A /

Discussion

Candace Atamanik, Research Manager, TM Research, Bersin by Deloitte Deloitte Consulting LLP catamanik@deloitte.com

Ron Puccini Senior Manager, Diversity and Inclusion, TD Bank Group

Sherri Gray, Senior Manager, Diversity and Inclusion, TD Bank Group

Questions & Additional Discussion