CITI INDIA

As part of Citi’s firm-wide effort to transform the way we think, how we work together, and what we deliver to our clients, we are creating a culture of excellence in which we hold ourselves accountable. We all share a responsibility to uphold the highest standards of ethics and professional behavior, act with integrity in everything we do, and hold ourselves accountable for our actions as individuals, as team members and as an organization. To that end, Citi’s Accountability Framework links conduct and risk management performance to year-end performance evaluation and compensation decisions. This framework applies to all Citi employees, including senior leadership.

Our Affinities and Networks in Action: 2020

Our Employee Network chapters serve as local branches of our Affinities and are initiated and led by employees. They offer professional development, mentoring, networking and community engagement opportunities to members and colleagues. Consistent with our inclusive culture, Employee Network chapters are open to all Citi employees, whether or not they identify with a particular Affinity. Each of our nine Affinities is co-chaired by a member of our CEO’s leadership team. In 2020, the number of our global employee network chapters increased to 198 chapters (from 179 in 2019) with approximately 44,000 colleagues globally.

We highlight a few examples of the efforts in 2020, when the COVID-19 pandemic forced most activities to be virtual or remote. Many of the programs focused on issues of racial justice.

Asian Heritage condemned the rise in anti-Asian violence and racism toward the Asian American and Pacific Islander (AAPI) community since the start of COVID-19 on behalf of the Executive Management Team. The Affinity also launched a new series of virtual lunches with Affinity leaders for high-performing Asian talent at the Vice President level.

Black Heritage led the first “Let’s Talk About Racism” global event featuring CEO Mike Corbat and CFO Mark Mason, a series of candid discussions that focused on race, Citi’s representation goals and what employees can do to take an active role in fighting injustice and inequality.

Pride hosted its first ever Leadership Development Program for LGBTQ+ colleagues, in collaboration with Out & Equal Workplace Advocates, with over 300 colleagues participating globally and open to all, regardless of level, location or job.

Disability established an accountability team dedicated to providing increased access to assistive technologies for Citi colleagues, including tools related to vision, hearing, neurodiversity, learning, mobility and mental health.

Families Matter offered webinars and resources focused on supporting families during the pandemic and balancing work and life while working from home.