So what's different about JPMorgan?

Diversity isn't just about doing to right thing; it's about competitive advantage. The business case for diversity and inclusion is simple: JPMorgan is a place for talented people from all backgrounds and perspectives because our clients come from all backgrounds and perspectives. Gender, race, sexual orientation, age and physical ability are some of the kinds of differences that make people - employees and clients - unique. Having diversity in our points of view enables us to understand and serve our clients better. As a global organisation serving a diverse client base, building and sustaining an inclusive workforce makes economic sense.

Our commitment to diversity starts at the top. JPMorgan Chase Chairman and CEO, Jamie Dimon, leads the Corporate Diversity Council, a group of leaders from around the globe who are responsible for diversity action plans within each of JPMorgan's businesses. Progress is monitored carefully and a portion of these Council members' compensation is tied to their ability to attract, retain and lead a diverse employee base. We recognise that inclusive leadership is linked to better business performance and high performing teams. Our aim is to embed and institutionalise a more inclusive approach to recruiting, retention, promotion and leadership development of diverse talent and ensure that all of our leaders and people managers take responsibility for this.

What's the point of diversity?

Success. At JPMorgan we see diversity as a key competitive advantage, as we believe that encouraging a working environment which sparks creativity, leadership and exceptional performance is about winning in the markets in which we compete. We can only win by creating and encouraging a culture of inclusion where everyone's opinion counts and all employees have the freedom to deliver their absolute best. This is why we work hard and invest in attracting and retaining a diverse workforce.

Bill Winters, Co-CEO of the Investment Bank heads up the EMEA Inclusive Leadership Council (ILC) and made up of his direct reports to promote a culture of inclusion. Whilst we ensure that our senior management have accountability for ensuring that we are creating a truly inclusive culture at JPMorgan, our employees are also helping us through various forums and Employee Networking Groups (ENGs).

Networking groups are employees who join together to facilitate their career and personal growth. Networking is an essential tool for success in today's work environment, at all levels of the organisation. Our employee networking groups also play a powerful role in a multi-pronged effort to support the bank's diversity initiative by:

• Creating forums that build relationships across the firm through the sharing of common interests
• Reflect the firm's vision, business principles and goals
• Strengthen the firm's ability to attract and retain a diverse workforce by offering professional development and mentoring support for members
• Promote diversity-related education/awareness for all employees in support of the Corporate Diversity Council and business area diversity initiatives
• Support JPMorgan's community involvement and volunteering efforts

In 2006 our various ENG's took part in a number of different activities and initiatives that ranged from support on campus for our graduate recruitment efforts, undertaking large-scale projects with a number of different charities, to, organising and running 'Bring Our Teenagers to Work Day'.

All employees who join an Employee Networking Group (ENG) are free to decide their own level of involvement. This can range from attending an occasional ENG event to being an active member of an ENG Steering Committee. All our ENGs operate a policy of inclusiveness' and are therefore open to any JPMorgan employee in the UK (e.g. employees without a disability are welcome in the AccessAbility network).

Our existing UK Employee Networking Groups are:

• AccessAbility UK
• ANT: The Administrators Network Team
• FLEX: The Flexible Working Networking Group
• PNG: Parents Networking Group
• PRIDE
• SAS: South Asian Network
• UJIMA
• WIN: Women's Interactive Network

Our approach to diversity is a practical response to a business imperative and everyone shares accountability for making it work on every level. But there's another important consideration; a genuine culture of openness and fairplay simply makes this a much better place to work. You can find out more about our support systems and benefits packages on offer under the Rewards & Benefits section.