1. Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166 11085729(exp1009)MLIC-LD Study of International Employee Benefits Trends Mexico

2. Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166 L0710119824(exp0711) Mexico - Profile MARKET PROFILE  12 rd largest global economy 21  GDP of $1.2 trillion 22  Annual national income per capita: $7,870 23  Rapidly growing economy, the “informal” economy has a sizeable presence  Mix of modern and outmoded industries; GDP: 70% services, 26% industry, 4% agriculture 24  Working age population (ages 15-64) expected to jump from 66.1 million in 2005 to 86.4 billion in 2030 25  Median age: 25.6 years 26  Life expectancy at birth: 75.4 years 27

3. Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166 L0710119824(exp0711) Mexico - Profile BENEFITS AT A GLANCE  A mandatory retirement savings system is paid for by employers, at 2% of wages, and managed in individual investment accounts by registered organizations known as AFORES. 28  To help restore its public employee pension system to solvency, Congress voted to raise, by 2028, the retirement age for civil servants to an average of 59 years from 49.5 years and workers’ pension contributions to 6.125% from 3.5% by 2012—echoing reforms of private-sector pensions approved a decade ago. 29  Mexico has a decentralized national health system, but employees who can afford private care tend to use it and buy insurance for it. 30

4. Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166 L0710119824(exp0711) Mexico – Employer Perspective TOP THREE FINANCIAL CONCERNS AND WORK/LIFE GOALS OF EMPLOYEES INCREASING EMPLOYEE PRODUCTIVITY MEXICO: MOST IMPORTANT BENEFITS OBJECTIVES CITED BY EMPLOYERS THAT OFFER BENEEFITS INCREASING EMPLOYEE JOB SATISFACTION CONTROLLING HEALTH AND WELFARE BENEFITS COSTS ATTRACTING EMPLOYEES REDUCING HUMAN RESOURCES ADMINISTRATIVE COSTS ADDRESSING DIVERSE NEEDS OF EMPLOYEES HELPING EMPLOYEES MAKE BETTER BENEFITS DECISIONS RETAINING EMPLOYEES 99% 91% 85% 83% 70% 79% 75% HELPING EMPLOYEES MAKE BETTER FINANCIAL DECISIONS 70% Percentages have been rounded to the nearest whole number 82% of Mexican employers say they are having difficulty finding suitable talent to fill jobs despite the abundance of general labor. 34 Mexican employers view benefits plans more as tools for increasing employee productivity and job satisfaction than for attracting and retaining workers.

5. Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166 L0710119824(exp0711) Mexico – Employee Perspective TOP THREE FINANCIAL CONCERNS AND WORK/LIFE GOALS OF EMPLOYEES JOB SECURITY MEXICO: EMPLOYEES’ TOP CONCERNS ABOUT FINANCIAL SECURITY ENOUGH MONEY TO PAY BILLS DURING A SUDDEN INCOME LOSS APPROPRIATE HEALTH INSURANCE ENOUGH MONEY FOR CHILDREN’S EDUCATION ENOUGH MONEY TO LIVE ON MORE TIME TO SPEND WITH FAMILY ENOUGH MONEY TO BUY A HOME ENOUGH MONEY SO ONE PARENT CAN STAY HOME WITH CHILDREN 79% 77% 75% 74% 72% 65% 71% 69% RESOURCES AND TIME TO CARE FOR AGING PARENTS OR RELATIVES 61% 52% BEING ABLE TO AFFORD QUALITY CHILD CARE Percentages have been rounded to the nearest whole number The top three concerns of Mexican employees surveyed about financial security are job security, having enough money to pay bills during sudden income loss and having appropriate health insurance

6. Metropolitan Life Insurance Company 200 Park Avenue, New York, NY 10166 L0710119824(exp0711) Mexico - Conclusions Benefits Strategies for Tomorrow, Today Mexico has long opened its borders to multinational investment, and is one of the leading nations in facilitating trade agreements worldwide. But these developments, while boosting domestic economic growth at an enviable rate, can reshape the workplace environment. Mexican employees increasingly exposed to multinational influences will doubtless be drawn into the very human game of drawing comparisons. And in such an increasingly competitive landscape, Mexican employers looking to maintain top-quality workforces will increasingly feel compelled to reassess their own benefits practices:  Offer a greater range of benefits such as health insurance and an employer sponsored savings fund than is standard practice.  Educating employees on the importance of financial planning, insurance and retirement savings can deliver significant benefits to both companies and workers for a minimal investment on the part of Mexican employers.  Voluntary benefits represent a valuable and cost-effective tool for employers.