1. The Staffing Strategy Connection CareerXroads Colloquium Diversity Practices “Quick “ Survey December 2006 (56 Respondents)

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6. The Staffing Strategy Connection 1. National Diversity Job Fairs and Special projects/partnerships. 2. Strong diverse candidates will be introduced to more hiring managers and have an opportunity to look at more opportunities to try to ensure the successful closure of that candidate. 3. We are in the beginning stages of a formal campaign. We do have some affinity teams however at this state they're not gender/race based but rather ADA and sexual orientation based. Our approach will be inclusive of all areas of diversity. 4. (1). Heavier recruiting event emphasis on diversity related activities. (2). Increased grant funding to diversity oriented schools to develop improved Intelligence Community skills/applicants from "funded" schools. (3). Started becoming higher sponsors at selected diversity events. (4). Started Arab American recruiting initiatives designed to introduce parts of (our firm) to targeted heritage communities. 5. We utilize career fairs, both college and professional, and internal employee referral program to assist in recruiting diversity and non-diversity candidates. 6. We do not have any formal diversity efforts. We do sponsor candidates so that drives our diversity hiring. However, we are focused on diversity hiring as part of our MBA efforts - target women and minorities. 7. We have a diversity recruitment specialist whose role is to attract diverse job seekers to BP in general -- that means association events, job fairs, networking events, etc. This position reports into (another function), not recruiting, though.

7. The Staffing Strategy Connection 8. We have established important recruiting relationships with a number of historic black colleges and universities and Hispanic serving institutions. We have developed relationships with the National Association of Black Accountants, the Association of Latino Professionals in Finance and Accounting and the National Asian American Society of Accountants. These relationships are important to our outreach efforts at colleges and universities where student chapters exist and through their national and regional conferences which we sponsor and recruit. We also provide summer and winter internships to optimize the learning experience while providing a hands on experience in our profession. We participate in the INROADS organization, the largest internship placement organization for minority students in the world. These efforts are led by our 'Chief Diversity Officer' who interacts closely with the National Recruiting Team. 9. Unfortunately, we are right at the beginning of forming a diversity strategy so none of these best practices would apply. We are actually planning to add a diversity section to our site but this is still in the design stage. Niche recruitment sites, diversity events, target events on campus working with the diversity organization(s). We have an Inclusion team in HR that evaluates our EE01 information and helps identify those areas to target. They also work directly with the community identifying areas we can target for events. 11.More time and attention per search is given to diversity efforts. More willingness to hire ahead of need for diverse talent. More willingness to use 3rd party recruiters to source diverse talent than for other individuals. 12.We have regional Diversity Councils that align to the territories we serve. They play a big role in the diversity outreach in their respective areas. They provide suggestions for recruiting and assist when possible.

8. The Staffing Strategy Connection 13. Not that different from anyone else... however, I strongly encourage everyone to remember that diversity is NOT about the color of your skin or your sex--- rather, about many things that we often can't identify just by looking at a candidate. I also don't encourage an environment that focuses on "quotas" for the same reason. 14. Honestly this is an area we need additional focus on coming out of a major staffing org transition. We are using our limited budget to become a strategic partner with SWE and reach out on campus and virtually to HBCUs and diverse student orgs. 15. This is an area we are emphasizing even more in the future. We measure our recruiter metrics on how well they do in "diversity hires and not just diversity slates". Slates are a KPI and hires are the true measure. 16. We have a Diversity Council chaired by our CEO and includes his lead team. The Council manages four prongs of diversity; Talent Management (Staffing, Employee Resource Groups and Development), Marketing, Communications and Supplier Diversity. 17. Nothing really. We are in the midst of initiating a new office of talent management which we hope will address these issues. 18. Participation at diversity conferences, networking events. Use of diversity job boards. 19. The network groups within our company are quite active and provide interview coaches to anyone that asks for them but primarily designed to assist diverse candidates. Interview coaches are offered at the time the invitation for on-site interviews go out.