Diversity in Times of Austerity Janice Power Senior Manager, National Recruitment October 22, 2010

Private and Confidential Agenda Symcor Company Overview What does a Diverse Workforce look like? Why companies invest in Diversity? How to Manage a Diverse Workforce Symcor: Diversity Practices 2

Private and Confidential 3 Long Term Contracts Equipment Real Estate Technology People …a leading North American provider of financial payment processing 1996: The Beginning

Private and Confidential Business Structure Symcor’s Consolidated Business Item Processing Canada 70% of Market share Scope: Check processing & archive Lockbox services Mailroom management Trace services Document management Integrated Statement Services 45% of Market share Scope: Statement print & insertion ePresentment Report print Professional Services Symcor US Scope: Check processing Lockbox processing Statement print & insertion Technology Services Application development and support Computing and network infrastructure Client Services Shared Services (e.g. Finance, HR, Legal, Product Management) Note 1: Excludes Symmetry Document Services Inc.

Private and Confidential 5 Symcor Facts … Vancouver, BC 1 site Calgary, AB 2 sites Winnipeg, MB 1 site Toronto, ON 6 sites Montreal, QC 2 sites Halifax, NS 2 sites Chicago, IL 1 site Los Angeles, CA 1 site Atlanta, GA 2 sites Orlando, FL 2 sites Baltimore, MD 1 site Memphis, TN 1 site Nashville, TN 1 site Miami, FL 1 site Richmond, VA 1 site Durham, NC 1 site Charlotte, NC 2 sites Dallas, TX 1 site Rutherford, NJ 1 site Approximately 7,000 EMPLOYEES who serve over 100 CUSTOMERS Located at over 30 sites across North America Processes over THREE BILLION CHEQUES annually Produces nearly 675 MILLION STATEMENTS annually Receives and processes over 197 MILLION CUSTOMER PAYMENTS annually Manages over 8,600 LOCKBOX accounts

Private and Confidential 6 InsuranceTelco/UtilityBankingRetail Wealth Management Symcor Clients… more than banks

Private and Confidential Diversity in Times of Austerity “…In a time of belt tightening, the optimal use of resources is not just an asset but a question of survival. In this respect, employment equity becomes a powerful tool for management (and marketing) giving a strategic advantage to businesses that uphold its principles.” Canadian National Employment Equity Annual Report,

Private and Confidential 8 What does a diverse workforce look like? A workforce environment that is truly diverse draws upon and respects the unique characteristics, skills and experiences of all employees. Diversity encompasses many individual attributes such as; gender, race, ancestry, language, age, sexual orientation, religion, socio-economic status, disability, thinking styles, opinions and life experiences.

Private and Confidential Why invest in hiring a diverse workforce? According to Human Resource and Skills Development Canada, by the year 2016, approximately two-thirds of the Canadian population aged 15 to 64 will be made up of members from the designated groups. Members of designated groups make up a great pool of skills and talents that organizations must have access to succeed in the competitive, knowledge-based marketplace. Hiring employees from diverse backgrounds broadens the base of qualified individuals for employment. 9

Private and Confidential Why invest in hiring a diverse workforce? A good track record from a diversity perspective can build upon itself, ensuring organizations continue to have the opportunity to hire the best and most qualified candidates. A commitment to equity and diversity in the workplace can help reduce turnover as employees have a greater allegiance with, and affinity to, a work environment where they feel respected and valued. By increasing the wide array of perspectives resulting from diversity an organization becomes more creative, flexible and productive 10

Private and Confidential Why invest in hiring a diverse workforce? With the aging of the Canadian population during the next 20 years as the baby boom generation retires, we will need to fully engage all Canadians of working age in the workforce because the gradual future retirement of the baby boomers will not be fully replaced by the smaller number of boom-echo kids participating in the workforce. Simple replacement leaves no room for growth in labour needs. A growing economy in the period ahead will require full realization of the untapped potential of Canadians of working age 11

Private and Confidential How to Manage a Diverse Workforce Raise Awareness of the value of diversity among your staff and promote it Treat everyone as individuals Look for opportunities to learn Set aside time for team interaction during regular meetings Regularly assess your environment Address concurs immediately Implement diversity management training Implement work/life balance programs 12

Private and Confidential 13 Symcor: Diversity Practices Symcor recognizes the value of a workforce that represents the communities in which we operate. We maintain a workplace free of discrimination where employees have an equal opportunity to utilize and develop their skills. Symcor’s Employment Equity program in Canada, and Equal Employment Opportunity programs in the U.S., support all employees regardless of race, national origin, religion, age, disability, sex, family status, sexual orientation, military or veteran status. Symcor ensures employees have access to services, opportunities for training and professional development, promotion, accommodation for special needs and the best chance possible for a rewarding career

Private and Confidential Accommodation Symcor will accommodate those who require it in a manner which respects their dignity, is equitable, and enhances their ability to compete for jobs, perform their work, and fully participate in employment at Symcor. Symcor works to achieve a workplace free of barriers by providing accommodation for those requiring it, in accordance with human rights legislation, up to the point where it causes undue hardship for Symcor. Symcor periodically reviews workplace policies, rules, practices and procedures to ensure that there are no unintended barriers or systemic issues that might lead to discrimination or impede accommodation requirements. 14

Private and Confidential Hiring and Recruitment Symcor regularly reviews its recruitment and hiring policies and practices to ensure that there are no systemic barriers resulting in discrimination. Symcor ensures the action steps set out in the employment equity plan are being taken. Symcor ensures that reasonable efforts are being made to reach any underrepresented groups in our recruitment process. 15

Thank You Janice Power Contact: