35 2012 Scorecard Material Topic

Diversity and Inclusion

Goal

Deliver a diverse and inclusive workplace that supports existing employees and attracts new employees.

2012 Target

• Expand mentoring and networking programs to diverse groups and their allies.

• Continue to integrate diversity and inclusion focus into recruitment, resource planning, performance management and personal career management.

• Increase employee representa- tion for each area of focus.

Employee Engagement

Employ a highly engaged workforce.

• Show continuous improvement in employee engagement score (EEI).

• Provide diversity and inclusion training for all employees in North America.

Provide opportunities for development.

Enhance our global recruitment capabilities.

• Increase investment in training and development.

• Launch TD Opportunities – an online recruitment tool that includes all jobs for North America.

Rating Comments

• Over 6,000 employees participate in networks. Over 140 networking events held in 2012.

• Work is ongoing. 595 employees participated in personal or group mentoring related to their diverse needs.

» Did not meet

Build an Extraordinary Workplace

Made progress

Fully achieved » More detail

2012 Business Highlights

• Continued recognition for TD as a “Best Employer” in Canada.

• Recipient of several awards for TD’s work in diversity and inclusion in Canada and the U.S.

Slight increase in representation of visible minorities in leadership and Aboriginal Peoples. Slight decrease in women in leadership and people with disabilities.

• 2012 EEI results declined slightly. We plan to redesign the survey in 2013.

• Over 37,237 employees have completed the course so far.

• $82 million spent on training and development. 4% increase over 2011.

• Launch completed. We also continued to support the TRIEC Mentoring program and the Career Bridge and Career Edge programs.

• Launch of medical options in U.S. giving employees more choice, lower-cost coverage and the option of spending accounts.

» » 2012 Challenges

» Increased cost of living for employees.

»

» Employee engagement results plateaued for the first time.

2012 Context »

Changes in demographics (such as increased immigration and an aging population) continue to impact the workforce and the prospective labour market, which adds complexity to adapting to working styles, cultural norms and employee expectations.

• Externally recognized as a leader in talent management and leadership development.

• All employees were given an extra day off in 2013.

TD 2012 Corporate Responsibility Report