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41 LA13 Goals 2013 Goals
Expand mentoring and networking programs to diverse groups and their allies
Rating 2013 Results
383 employees participated in the Corporate Group Mentoring program
2014 Goals
Grow the participation in our mentoring and networking programs by 20%.
Performance Trends: Workforce Diversity in TD (Canada)1,2,3 Labour Market Availability4
Women Overall Senior Management5 Visible Minorities7
Middle & Other Management6 Overall
Senior Management5 Aboriginal Peoples7
Middle & Other Management6 Overall
Senior Management5 People With Disabilities7
Middle & Other Management6 Overall
Senior Management5 Middle & Other Management6 1
Represents the amounts reported to the Canadian federal government as at December 31, 2012. Statistics for 2013 will be reported to the Canadian federal government by June 2014..
2 Includes all Canadian businesses except TD General Insurance as this entity is provincially regulated. 3
Includes full-time and part-time employees. 4 2008 Workforce Availability data is taken from the Labour Pool Availability based on the 2006 Census of Canada. 5
6 7
4.61 1.74 21.29 57.89 ▶ WATCH THE VIDEO
TD’s biggest lesson about diversity and inclusion
2013
61.58% 36.54% 45.71% 28.31% 10.37% 23.51% 1.22% 1.23% 0.81% 5.23% 4.44% 5.18%
2012
62.29% 35.29% 46.58% 28.03% 8.82%
22.13% 1.20% 0.98% 0.90% 5.01% 4.66% 5.16%
2011
63.38% 34.46% 46.83% 27.49% 9.14%
20.79% 1.09% 0.51% 0.78% 3.55% 3.34% 3.06%
See glossary for definition of Middle and Other Management. Data is voluntarily disclosed by employees.
2004
68.11% 23.00% 44.08% 22.71% 3.54%
14.87% 1.06% 0.39% 0.61% 2.00% 1.57% 1.54%
Senior Management includes TD job levels Vice President and above who have signing authority.
More employees felt comfortable sharing their identity at work. A higher number of people with disabilities, for example, self-identified in our Canadian employment equity survey. That comfort level also extended to their growing participation in internal blogs, social media and other employee forums.
+ TD’s 2012 Employment Equity Report (PDF)
» Supplier Diversity
In Focus: Diversity and a Strong Bottom Line
More and more organizations are realizing that diversity isn’t just a matter of corporate responsibility; it’s a competitive asset with real business benefits. “We note a contin- ued positive correlation between achieve- ment in diversity and overall positive stock performance. Both the 2013 and the 2012
TD 2013 Corporate Responsibility Report
DiversityInc Top 50 lists outperformed the S&P 500 over a five-year basis,” says Luke Visconti, CEO of DiversityInc, a leading consultancy in the area that compiles a yearly stock index of the top 50 companies for diversity in America. Inclusion in the index is based on four areas of measure-
ment: CEO commitment, human capital, corporate and organizational communica- tions, and supplier diversity. In 2013, TD Bank earned a spot in the DiversityInc Top 50, with our leadership cited as a key strength: “COO TD Bharat Masrani meets quarterly with resource groups and
personally reviews and signs off on diversity metrics and progress. He chairs the executive diversity council, which meets monthly.” TD’s leadership has long regarded diversity as a key aspect of superior business performance and effective corporate governance.
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