As Inclusive As Our Brands

2011 U.S. DiversityStewardship Report

2011

2011 U.S. Diversity Stewardship Report2011 U.S. Diversity Stewardship Report Letter from Our Chairman and Chief Executive Officer 3

The Coca-Cola Company’s third U.S. Diversity Stewardship Report includes details on encouraging progress, effective action and clear commitments. It is also the first to include Coca-Cola Refreshments, our largest bottling operation in North America.

Everything we do in terms of diversity is based on a simple, powerful and global premise: Our diversity should be as inclusive as our brands.

Building a diverse and inclusive workforce is central to our 2020 Vision, which calls for us to “achieve true diversity” throughout our business.

Indeed, the real power of diversity is in the incredible synergies that result when different people and cultures come together united behind a common goal of winning and creating shared value. Extraordinary things truly happen.

Diversity has a role in each of our 2020 Vision’s strategic priorities: Profit, people, portfolio, productivity, partners and planet. After all, our 2020 Vision crosses borders, oceans and cultures. Our people must understand, embrace and operate in a multicultural world marked by growing economies and a rising middle class of new consumers.

The only truly effective way to engage with that world of change and opportunity is to ensure our workforce is fully reflective of the people who represent the rich diversity of the markets, communities and people we proudly serve.

We also know this remains a work in progress. And there must be more progress ahead if we’re going to move diversity to the heart of Coca-Cola.

It’s not a journey that happens overnight. Progress tends to come in incremental steps. Today, those steps are accumulating and accelerating, as we move to make diversity not something our business does, but how our business works.

Best regards,

Chairman and CEOThe Coca-Cola Company

Muhtar KentChairman and Chief Executive Officer

Letter From Our Chairman and Chief Executive Officer

Letter from Our Chairman and Chief Executive Officer ........................ 3

Diversity Highlights ................................................................................. 4

Diversity Awards & Recognition ............................................................. 5

Letter from Our Chief Diversity Officer .................................................. 6

Workplace ............................................................................................... 7

Marketplace .......................................................................................... 14

Supplier Diversity .................................................................................. 20

Community ............................................................................................ 22

U.S. Diversity Demographics ................................................................ 28

Looking Forward ................................................................................... 30

Equal Opportunity Statement .............................................................. 31

This third annual U.S. Diversity Stewardship Report provides facts, highlights and personal stories regarding our ongoing diversity work in the U.S. workplace, marketplace, community, and with our suppliers. The report now includes the former North America operations of Coca-Cola Enterprises, acquired in October 2010.

Contents:

2011 U.S. Diversity Stewardship Report2011 U.S. Diversity Stewardship Report 54 2011 Diversity Awards & Recognition

DiversityInc’s Top 50 Companies for Diversity in 2011

Achieved the second-highest score among Fortune 100 companies on the 2011 Hispanic Association on Corporate Responsibility (HACR) Corporate Inclusion Index

The Coca-Cola Company was honored to receive numerous awards and recognition as a company in 2011.

40 Best Companies for Diversity, Black Enterprise magazine

Asian Enterprise magazine’s Ten Best Companies for Asian Americans and Pacific Islanders

Diversity Elite 60, HispanicBusiness magazine

Top 50 Best Companies for Latinas to Work for in the U.S., LATINA Style magazine

Atlanta Gay and Lesbian Chamber of Commerce’s (AGLCC) 2011 Corporate Ally Award

Uptown Professional magazine’s Top 40 Companies in America for Diversity and Inclusion

DiversityBusiness magazine’s Top 50 Organizations for Multicultural Business Opportunities

Universum’s “World’s Most Attractive Employers 2011”: No.12 of Global Top 50 Business, No. 15 of Global Top 50 Engineering

America’s Top Corporations for Women’s Business Enterprises (WBENC)

2011 Diversity Awards & RecognitionThe Coca-Cola Company Diversity Highlights

The Coca-Cola Company Diversity Highlights

5,200Over 5,200 employees were members of our Business Resource Groups in 2011.

42%As of December 31, 2011, 42% of our U.S. workforce was multicultural.

$22.3 million The Coca-Cola Company and The Coca-Cola Foundation directed $22.3 million (or 40%) of

U.S. community giving to multicultural/underserved organizations in 2011.

$766 millionThe Coca-Cola system’s U.S.-based spend was $766 million with diverse businesses in 2011,

an 18% increase over 2010 diverse spend.

16,000The Coca-Cola Company’s U.S. associates volunteered 16,000 hours with

multicultural/underserved organizations in 2011.

167167 leaders of the Company were members of ten (10) Diversity & Inclusion Councils

throughout the U.S., eight (8) of which were formed in 2011.

5,500In 2011, 5,500 Coca-Cola associates in the U.S. self-identified as having served in the military.

101The Coca-Cola Company hired 101 associates in 2011 who self-identified at the time of hire as disabled or disabled Veterans. As part of our 2011 Veteran’s Day Talent Acquisition program,

we partnered with seven (7) Regional Wounded Warriors offices, resulting in 18 new hires.

Footnote: 2011 Diversity data includes, and is reflective of, the acquisition of the North America operations of Coca-Cola Enterprises in October 2010.

100% score in the Best Places to Work for LGBT Equality, Human Rights Campaign

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WorkplaceLetter From Our Chief Diversity Officer

Saloni Desai Product Supply Leadership Associate, CCR

I was born in the city of Ahmedabad in Gujarat, India. I attended a private, English-speaking school until the age of 8, after which I made my life’s biggest move…to New Jersey. While attending school in India, I became fluent in Gujarati and Hindi (Indian national languages); I am still very much in touch with my culture, as I continue speaking, reading and writing in these languages to this day. After continuing my education in the U.S., I chose to attend Georgia Institute of Technology and acquired a Bachelor’s Degree in Industrial Engineering.

In the summer of 2010, I was hired as a Supply Chain Intern at Coca-Cola. While working in the College Park Production Facility’s Quality Department, I became involved in various projects that helped me understand the bottling business in greater detail. This experience gave me a solid understanding of manufacturing, and it related very well to what I had learned in my classes at Georgia Tech. Ultimately, I made the decision that Supply Chain was my passion for a career path. The takeaway from my experience as an intern can be summed up as follows: (1) Form lasting connections with those whom you seek help from, (2) Always be open to growing and learning every day, and (3) Accept all challenges, put forth the best effort and you’ll attain success.

In 2011, I was hired fulltime at CCR as a Product Supply System Leadership Associate via the 2-year rotational University Talent Program. The fact that Coca-Cola is a well-known and respected global brand with a commendable Supply Chain establishment made my decision to join the Company pretty easy! I am happy to be getting an education from the “ground up” in regards to the Supply Chain side of the business. Throughout my first year with the Company, I have rotated through Maintenance, Quality and am currently in Production. This past year, I’ve not only gained an invaluable amount of knowledge from on-the-job training but have also acquired valuable leadership skills.

The University Talent Program (UTP) was launched in June 2009 and is a strategic entry point for high-potential, external talent sourced through colleges and universities throughout North America. The program consists of both leadership associate and summer associate (intern) positions across a number of functions. In 2009, we hired 59 associates; in 2010, we hired 107 associates; in 2011, we hired 133 associates. You’ll notice that we’re growing – and fast!

“My team and I had great success recruiting at the 2011 NBMBAA Conference in Atlanta. In fact, we hired six highly-qualified candidates as a result of our efforts.”

Reginald Goins VP, Market Unit Sales Ops, CCR (Great Lakes Region)

Reginald is a Lifetime Member of the NBMBAA (National Black MBA Association) and was hired 14 years ago by TCCC as a result of attending the NBMBAA Conference.

“Prior to my position as the CEO of the Defense Commissary Agency, I was the Executive Director of the U.S. Army Installation Management Command. I managed base facilities, logistics, programs and services to support the war-fighting mission, and the Well-Being programs

for service members and their families. I led the transformation of the Army installations from what was an extremely decentralized system for over 200 years to a much more centralized operational, facility and budgetary corporate structure – resulting in huge efficiencies and standardization. I was hired to do the same work at Coca-Cola. The positive impacts and success surrounding both transformations have proven to be quite similar – standardization of quality products and services for our customers, with more efficiencies for the Company.”

Philip Sakowitz Director, Business Planning, CCR

Philip is a Military Veterans BRG member who is consulting with our Talent Acquisition team to further define our military recruiting strategy.

Focused on creating a culture where each of our associates can contribute to the Company’s success

Our 2011 Stewardship Report has been developed to provide you with an insider’s look at just a few of the Diversity as Business stories from inside our business…stories that demonstrate some of the important work taking place across the Company, the marketplace, the community and with our diverse suppliers. Behind each of these stories, and countless others, are Coca-Cola associates who contribute valuable time, energy and talent to help us move toward our 2020 Vision of “achieving true diversity.”

Reaching our 2020 Vision is critical to the success of the Company, and the diversity of our workforce is an important component of that Vision. We remain focused on creating a culture where each of our associates can contribute to the Company’s success by generating new ideas, creating breakthrough innovation, and participating in inclusive workplace initiatives that ensure we are leveraging the diverse perspectives of our organization. In essence, we remain focused on achieving true diversity.

Last year, as we welcomed our CCR colleagues, we generated additional focus and support for the successful creation of CCR’s new diversity, inclusion and fairness platform. We are pleased to report that this resulted in some solid early work and accomplishments including the establishment of eight (8) new Diversity & Inclusion Councils in the U.S. (125+ senior leaders driving Diversity & Inclusion regionally across CCR) and the integration of CCR’s Business Resource Groups into our existing Company Business Resource Groups. CCR continued the process of embedding Diversity & Inclusion into its various people processes including Talent Acquisition, Talent Management and Employee Communications, and developed its first set of Diversity & Inclusion metrics. CCR’s Diversity and Inclusion team is off to a great start as the important foundation for success has been put in place.

As noted in previous Stewardship Reports, the Company conducts very comprehensive, analytical fairness studies in regards to compensation, selection, performance management and decisions regarding restructuring on an annual and/or ongoing basis…decisions that affect each of you. The Company began implementing many of those same workplace monitoring programs for CCR associates including fairness studies on performance management, annual incentive awards and the granting of stock options and performance share units.

As we look forward toward next year’s Stewardship Report, we expect continued momentum toward our 2020 People goal of being a great place to work. Until then, we hope you’ll enjoy reading this year’s Report, and the stories and data contained within…and we welcome your feedback and input.

Thank you for continuing to contribute to our ongoing diversity journey.

Sincerely,

Steve BucheratiChief Diversity Officer

InTheirOwn Words

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Diversity and Inclusion Councils Sponsor MicroInequities Training

The Coca-Cola Company engages ten (10) Diversity and Inclusion Councils throughout the U.S. which provide strategy reviews, employee advocacy and develop recommendations for senior management in regards to advancing efforts towards achieving our diversity objectives. Two (2) of our councils, the Corporate and CCNA Diversity Advisory Councils (DACs), have been operating for several years. They are sponsored by our Chairman and Chief Executive Officer, Muhtar Kent, are chaired by executive leaders, and consist of a representative group of employees from all levels, functions and business units within the organization.

In 2011, CCR rolled out eight (8) additional councils in the U.S. – seven (7) Diversity and Inclusion Councils within the Regions and one (1) at CCR Headquarters. These councils are sponsored by Steve Cahillane,

President and CEO of CCR, and members are selected by his executive leadership team. Each council is tasked to drive cross-functional leadership of CCR’s diversity and inclusion priorities to improve our workplace, marketplace and community results.

To help increase diversity and inclusion awareness and capabilities among our CCR associates, the newly-formed councils committed to sponsor the course MicroInequities: The Power of Small™ within each CCR Region.

The course is a dynamic session designed to highlight the effects of micromessages in the workplace. Participants gain insight as to how verbal and non-verbal messages may impact performance, and are provided instruction on how to improve their daily communications, which have an immediate impact on our culture.

Stephen Young Senior Partner, Insight Education Systems

The course is a dynamic session designed to highlight the effects of micromessages in the workplace.

Clockwise: John Quiñones, Isabel Wilkerson, Chuck Shelton, Roland S. Martin

Our Diversity Education program is designed to provide managers and employees with the knowledge, skills and competencies needed to cultivate an inclusive environment – one that leverages unique backgrounds, experiences and perspectives to drive organizational performance.

The blended learning curriculum we offer includes an array of classroom-based, experiential and online courses, speaker series (Diversity and Women’s Leadership Council), and a variety of other diversity-related learning resources to foster a better understanding of our colleagues, our suppliers and our customers…and ultimately lead to greater success in the marketplace.

Our 2011 Diversity Speaker Series included: A 20/20 Vision of Hispanic America with John Quiñones

The Future of White Guys with Chuck Shelton

Changing Race Relations Starts with Personal Commitment with Roland S. Martin

The Warmth of Other Suns: The Epic Story of America’s Great Migration with Isabel Wilkerson

Terry Fitch, Sr. VP, Region Sales Manager, kicked off the first Diversity and Inclusion Council training session in the West Region stating, “I found the MicroInequities training to be an enlightening experience. The training brought to life the notion that if we’re truly going to unleash the power of diversity, we must first become aware of how our own messages are perceived. Only then can we begin to understand how our messages can act in such powerful ways to drive engagement and performance to a higher level.”

With the commitment to sponsor future courses, three (3) of the councils sponsored sessions in 2011. In addition, ten (10) other MicroInequities sessions were hosted throughout the Company during 2011.

The Coca-Cola Company continues to offer MicroInequities: The Power of Small™ and other diversity learning and development opportunities in order to create a more inclusive environment where everyone is valued and may contribute to their highest potential.

Diversity Education

Terry FitchSr. VP, Region Sales Manager, CCR

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Vincenzo ‘Enzo’ PiscopoDirector, Marketing Strategy & Insights, TCCC

I’ve been with the Company for 16 years. In May of 2010, I suffered a spinal cord injury which resulted in permanent damage. After spending approximately three (3) months at Atlanta’s Shepherd Spinal Center, my doctor released me to go back to work – a month early, as I was anxious to be back on the job. No one at work pushed me to come back to the office, but I was ready to return. I wanted my life to be as close to normal as it was before the injury.

A few weeks prior to my scheduled return to work, a senior-level supervisor contacted me to discuss what the Company could do to make my return to work as successful as possible – including swapping positions with a co-worker whose position didn’t require as much travel, and making my office space as physically comfortable as possible. A week before I was scheduled to be back at work, my occupational therapist conducted a site visit of the new office space I’d be working in, recommending that the Company make a few additional tweaks to my office, so as to make it more accessible for me. On my first day back, I was nothing short of amazed…not only had the staff already moved everything from my former office to the new space, but they’d also replicated an almost identical layout! I was able to be productive immediately upon my return.

As I adjusted to my new situation, my managers gave me the flexibility that I needed to go to therapy, doctor’s appointments, etc. There was always an understood ‘professional agreement’ between my managers and me …I would continue to produce and as long as I did so, my office hours would remain as flexible as I needed them to be. The first year was filled with doctor’s appointments, yet I never felt pressured. I continued to produce on the job and was very appreciative of the flexibility the Company was providing me. I honestly feel that I’m as productive now as I was prior to being injured.

The support I’ve received from my co-workers and other Company leaders has been fantastic. I feel as though people genuinely care, and this reinforced what I already knew – that The Coca-Cola Company is truly a great place to work!

I love working for TCCC and don’t see myself working anywhere else. Since being injured, I’ve come to the realization that happiness is a choice…and I’ve chosen to be happy! I live by this ideal each day, and I continue to deliver the message of choosing to be happy to various groups – both internally and externally.

InTheirOwn Words

National Disability Employment Awareness Month was recognized at the Atlanta Office Complex in 2011 with the Limitless Possibilities program.

The Company hosted a vendor fair that included internal and external resources for employees and their families. Two training courses were hosted: Childhood Stress: Helping Your Child Manage 21st Century Demands and Caring for a Loved One with Alzheimer’s Disease.

Works of art in watercolor, oil, acrylics, pastels, pencil, charcoal and colored pencils by Viviana Ziller, a self-taught artist who was born with a congenital defect with both hands, were displayed. Items representing accomplishments by famous people from all walks of life, along with a description of each person with a mention of their disability, were featured in another display.

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African American Developed ‘A Winning Formula’ new hire kit for African Americans....................................................................................................................................................Hosted more than 20 Black History Month ‘Celebrating Us’ events and guests, including: Local artists including Aaron F. Henderson Celebrity chef G. Garvin Poet Brooke Campbell Clark Atlanta Jazz Orchestra and Professor James Patterson ‘Profiles of Success’ panel discussion with BRG Advisory Board members ....................................................................................................................................................Volunteered at the Boys and Girls Club of Chicago’s “Back to School Fair”....................................................................................................................................................Partnered with LGBTA BRG to host a finance seminar....................................................................................................................................................Partnered with women’s linc to host a fall fashion show and charity event....................................................................................................................................................Partnered with Latino BRG and HealthWorks to host Diabetes Academy

Asian Hosted Japanese associates and dignitaries including Dan Sayre, President, Japan Business Unit and Imran Niazi, Coca-Cola Japan Company in Atlanta as part of CCJC’s 2020 Vision Discovery Tour....................................................................................................................................................Attended ASCEND’s national convention and chaired local ASCEND convention.................................................................................................................................................... Served as premier host of Leadership Education for Asian Pacifics (LEAP) Path to Professional Success Program at Georgia Tech Center....................................................................................................................................................Celebrated Asian Heritage Month

Business Support ProfessionalsHosted Administrative Professionals Week activities.................................................................................................................................................... Sponsored The SuperCompetent Admin: 6 Keys to Performing at Your Productive Best workshop....................................................................................................................................................Sponsored year-end peak performance process and career development workshop ....................................................................................................................................................Hosted March of Dimes and Dress for Success events

Business Resource Groups in Action

The Coca-Cola Company’s Business Resource Groups (BRGs) enable associates to participate in professional and personal growth opportunities through training and education, community projects, networking events, cultural heritage month celebrations and project management assignments.

Highlights of 2011 accomplishments by our BRGs included:

Latino (LA VIDA)Rebranded with new look and new logo at Cinco de Mayo celebration....................................................................................................................................................Celebrated Hispanic Heritage Month, which included: Coca-Cola’s 105 years in Latin America and importance to the Company’s growth and

performance represented ‘Coke and Meals’ marketing and artwork by Efrain Cruz displayed Expo featuring Rialto Performance Arts, Latin American Association, NASHMBA, ALPFA,

Credibility and Culture Connect.................................................................................................................................................... Led volunteer activities: Career Day at Bethesda Elementary School, school supply drive for the Latin America Association and American Red Cross Blood Drive

Lesbian, Gay, Bisexual, Transgender and AllyHosted World of Coca-Cola event featuring Don Lemmon and Congressman John Lewis....................................................................................................................................................Helped develop and implement Workplace Gender Transition Guidelines....................................................................................................................................................Sponsor of various Pride Parades and Festivals....................................................................................................................................................Sponsor of local Human Rights Campaign dinner....................................................................................................................................................Hosted Joe Solomonese, President of Human Rights Campaign, regarding best practices.................................................................................................................................................... Sponsored/participated in charitable events including AV200, Atlanta AIDS Walk & 5K Run and Bowl-A-Thon Benefit for Aids Research....................................................................................................................................................Participated in National Lesbian and Gay Journalists Association Conference

women’s lincHosted learning and development opportunities: Coca-Cola’s ‘lead, inspire and connect’ women’s conference TED (Technology, Entertainment and Design) event Marcus Buckingham: Live and simulcast event featuring his new book ‘Stand Out’ ‘Coke Breaks with Leaders’.................................................................................................................................................... Co-developed and led customer experience with female leaders from Wawa, Universal Studios and Cinnabon....................................................................................................................................................Expanded BRG ambassador program including new employee welcome lunches

Military Veterans Newly formed

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African American Marketing

glaceau smartwater® was among the brands at the forefront of the Company’s multicultural marketing programs in 2011. As part of our effort to connect with African American consumers, actor and style icon Idris Elba was featured in an integrated marketing campaign for smartwater that included magazine, digital and out-of-home (billboard) ads. The ads were shot by a fashion photographer and feature the award-winning British actor incorporating smartwater into his daily routine.

While Jennifer Aniston is smartwater’s long-time partner and the face of the brand, smartwater’s partnership with Mr. Elba was its first major multicultural targeted program.

“Elba aligns well with our smartwater attributes,” says Tavia Pitts, Senior Brand Manager, Still Brands, African American Marketing, “and these attributes go beyond his acting accolades and awards to include lifestyle and community philanthropic efforts.”

The partnership allows the Company to invite African American consumers “into the brand in an authentic way,” Pitts continued, noting that in an increasingly global and diverse marketplace, it’s critical to create genuine connections across a range of multicultural groups to help bring our Company’s diversity as business strategy to life in the marketplace.

“We need to make sure our marketing programs for both our large and small brands are relevant to all consumers – particularly multicultural consumers, who tend to be more loyal. This is critical as we move toward our Company’s 2020 Vision.”

smartwater’s other African American marketing efforts this year included partnering with the “Black Women in Hollywood” event, a celebrity-packed gala that celebrated the achievements of African American women in Hollywood during Oscars week. This high-profile program was complimented by additional events targeting African American celebrities, influencers and affluent consumers.

In 2011, The Coca-Cola Company partnered with Black Entertainment Television (BET) to develop a customized ‘Under The Cap’ retail promotion for Coke that offered consumers the opportunity to win a trip to BET’s top-rated 106 & Park television show. During the BET broadcast, the host encouraged everyone to grab a Coke and participate in the ‘Under the Cap’ program. The promotion included a variety of co-branded items displayed in stores as well as information about the program posted on Facebook and Twitter, in text messages, and on website banners. In addition, the Company sponsored BET’s Viewer’s Choice Awards in June 2011. These Summer 2011 promotions motivated more African American teens to drink Coke – a success!

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As a reward for being selected for The Coca-Cola Company’s Club 2011 Balón Rojo program, seventy young men and women had a-once-in-a-lifetime experience as ball kids during the International Soccer Preparation Matches featuring the acclaimed Selección Mexicana.

The Club Balón Rojo program is designed to encourage active, healthy living through soccer clinics conducted by current and former professional soccer players,

education through college-readiness workshops conducted by the Hispanic Scholarship Fund (HSF), and community by requiring participants to be in good standing with their local Boys & Girls Club.

Young people who participated in the 2011 Club Balón Rojo program developed soccer and college-readiness skills, created new friendships and built long-lasting memories. The program will continue in 2012.

The Coca-Cola Tour: Adelante, inspired by The Coca-Cola Company’s 5 BY 20 commitment to empower 5 million women by 2020, was launched in Los Angeles – the nation’s largest Latino market – in November 2011.

The inaugural Coca-Cola Tour: Adelante, a partnership between Coca-Cola, Latina inspirational speaker/media entrepreneur Nely Galán, and Count Me In for Women’s Economic Independence (CMI), featured a speaker series of powerful Latina leaders.

“I would like to thank The Coca-Cola Company and all of the women who were present at the Coca-Cola Tour: Adelante Forum. It’s really hard to be a Latina with a dream and not have mentors, or other women similar to yourself, to look up to. But yesterday, I finally felt as though I belong; I was so happy to be surrounded by all my sisters who had similar dreams and aspirations. And I finally was able to embrace what makes me an ‘outcast’ in my own community. I had such an amazing time and am eager to share what I’ve learned with the rest of the world.”

Elizabeth Martinez The Coca-Cola Tour: Adelante Guest

The tour will continue in 2012, inspiring Hispanic women across the U.S. to unleash their powerful potential and become the new force for social, economic and political advancement of the United States.

The Coca-Cola Tour: Adelante

Club Balón Rojo

Nely Galán, Founder of the Adelante Movement

Hispanic Marketing

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Asian Marketing

Diahann Young was born in Jamaica, lives in Atlanta, and rang in 2011 by celebrating the Chinese New Year in San Francisco.

“The Year of the Rabbit,” she adds, smiling. “Lucky.”

The Coca-Cola North America Diversity Business Development Director

isn’t Chinese. She doesn’t work in Asia. But thanks to a pilot marketing program focused on Asian customers in the Bay Area, she’s been immersed in the Middle Kingdom’s vivid traditions.

“The culture is incredibly alive, and steeped in such history. From the food and the values to the vibrant fabrics and décor…it’s so dynamic,” Young says.

Young and her team were dispatched to San Francisco in 2011 to identify new ways to connect with Asian retailers and consumers. Asians represent 5% of the U.S. population overall, but their numbers reach 30% in San Francisco, given its relative proximity to Asia. That made the city the perfect place for The Coca-Cola Company to give new multicultural marketing programs a trial run.

“As a Company, we’ve launched Asian marketing programs before, of course,” she notes. ”They’ve worked well, but in the U.S. they’ve usually been isolated or finite. Recognizing how important it is to know and understand our multicultural communities, we wanted to raise the bar and connect with Asians on a level we hadn’t yet done. We decided to do something in-language, and something involving culture in a sustained way.”

That something was a series of year-long cultural, retail, media and marketing events focused on the city’s estimated half-million Chinese residents. The program kicked off by sponsoring San Francisco’s annual Chinese Lunar New Year celebration, the largest event of its kind outside Asia. The two-day festival and parade drew thousands of spectators downtown on a rain-whipped afternoon. Marchers wound through the streets behind floats and a Chinese dragon. Area stores carried Coke signage, point-of-sale promotions, in-store samplings and special Year of the Rabbit calendars designed by Asian artists who were sponsored by Coca-Cola.

Young called it an incredible opportunity.

“It was exciting. The Lunar New Year is the number-one celebration for the Chinese…and actually many other cultures. Outside of the in-store promotions during the parade, we had a booth at the festival and we ran our ‘Imagine’ in-language spot while the parade was being broadcast to 1.2 million viewers. There was a run the next day that enabled us to tie in our Live Positively platform with consumers as well.”

Following the Lunar New Year activities, another crucial element of the pilot got underway. It was an experiment resting on the shoulders of Philip Hung, a 33 year-old Market Development Manager and Hong Kong native who first came to the Bay Area as a student in 2000.

In April, after months of planning, Hung set out for San Francisco’s Richmond and Chinatown districts to begin a round of unusual customer visits. While our San Francisco-based sales associates make customer visits all the time, Hung’s were different, as he speaks Mandarin and Cantonese. Through Philip, the Company

was communicating with the city’s Chinese retailers, storeowners and restaurant owners in their native language for the first time. The response was immediate. Philip helped business owners understand details of Company agreements, become more familiar with our range of products and most importantly, was able to spell out the intricacies of how product lineup could ultimately drive their success.

Hung was honored and excited to be a part of the program, saying it demonstrates the importance of being able to parse cultural nuances.

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“I asked my co-workers, ‘What is the reaction when you’re facing a Chinese customer?’ Sometimes the reaction is ‘No, no, no’ and actually I understand the Chinese culture. They say ‘no’, but it may be they are busy.” Hung continued, “This may be the culture. They just say ‘no’, but this is not the fact. You have to go back to see when they have time so they can talk to you, trust you, and you can understand their business.”.................................................................. Young, the pilot program lead, says Philip’s in-language effort has been transformational, helping to strengthen relationships with Chinese customers in an authentic and emotional fashion while aligning with our Company’s overall diversity strategy of integrating workplace, marketplace and community activities.

The Community aspect of the pilot was focused on the Richmond District Community Center. The Coca-Cola Company made a $20,000 donation that enabled the center to build a playground. That also helped to strengthen and improve the neighborhood overall by giving residents and families a new gathering place.

The pilot rounded out with another sponsorship in the fall, the Autumn Moon Festival. It’s the second-most important cultural celebration for the Chinese, and as with the earlier Lunar New Year event, the Company sponsored multiple events and activities.

Looking ahead, Young says, the Company expects to roll out similar pilot programs in other major U.S. cities with high concentrations of Asian customers. There is already a strong connection with Coca-Cola, Sprite and other Company products in the home countries of these Asian consumers, and pilot programs like the one in San Francisco represent an opportunity to build on that loyalty while continuing to diversify our marketplace activities.

Young summed it up, “As we look at this new America, with its amazing diversity of people and communities, we’re always looking at how to engage with our customers and consumers in a meaningful way. I think this Asian pilot is a great example of that. It’s a group of consumers who love us and get us, and who became even more passionate about our products because we’re able to talk to, and connect with them, in way that’s relevant and personal. To me, it’s a win-win.”

The Asian culture is incredibly alive, and steeped in such history. From the food and the values to the vibrant fabrics and décor…it’s so dynamic.

Philip Hung Market Development Manager, CCR

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Each year, The Coca-Cola Company is the premier sponsor for the Atlanta Pride Festival at Piedmont Park, partnering with Delta to help support this large-scale event. Over 250,000 people of all diversities attend and participate in the event, providing an ideal opportunity for TCCC brand exposure as well as the ability for the Company to reach an untapped market.

The Lesbian, Gay, Bisexual, Transgender and Ally (LGBTA) Business Resource Group reached out to the FUZE® brand to help fund the 2011 event and drive a higher level of engagement. The FUZE Team immediately partnered with the LGBTA BRG Pride Committee (and Delta) to help generate awareness for the FUZE brand and help represent the Company. The FUZE Team set up a sampling booth at the event and put roaming KO volunteer samplers in place to distribute FUZE product throughout the weekend. They also

incorporated a FUZE Twister® Game to engage event attendees and inform them about another event attraction – the Silent Disco. Park Tavern, the

primary event facility within Piedmont Park, was transformed into a jet-set paradise…attendees were provided with headsets to be able to listen to dance music without disturbing the surroundings. Melissa Carter, a local Atlanta media personality, hosted the FUZE Silent Disco on Saturday and Sunday. FUZE product was also distributed at the disco location, and Delta created ‘passport’ tickets to drive traffic from their booth over to the Silent Disco location. With the help of promoting the event through social media outlets, the FUZE-sponsored Silent Disco ended up being the “must-see destination” of the entire weekend.

As part of Atlanta Pride’s weekend activities, Sharon Zealey, The Coca-Cola Company’s Chief Compliance Officer, rode in a Coca-Cola-sponsored convertible in front of the KO/Delta Float. “My family was thrilled to join me in representing The Coca-Cola Company at the 2011 Gay Pride Parade. We rode on top of the one of the lead sponsor cars, a bright red Camaro. My partner Huiling and I have

participated in Pride celebrations in the past - but from a totally different vantage point. Our many co-workers and the other parade participants were so positive…it was a very uplifting occasion for us all!”

The Atlanta Pride Weekend was a major success, as the event provided major exposure for the FUZE brand: 6,200 bottles of FUZE were sampled, 50,000 visual impressions were made, and 24,000 social media impressions were attained.

The Coca-Cola Company scored 100% on the Human Rights Campaign’s Corporate Equality Index in 2011 – maintaining a perfect score since 2006.

“My family was thrilled to join me in representing The Coca-Cola Company at the 2011 Gay Pride Parade. We rode on top of the one of the lead sponsor cars, a bright red Camaro.”

Atlanta Pride 2011

St. Pete Pride

The Tampa Chapter LGBTA Business Resource Group partnered with our business leaders to be a Title Level Event Sponsor of St. Pete Pride. The St. Pete Distribution Center and Sales Center provided

event trailers, banners and recycling bins, while the Monster Brand Team distributed full cans of MONSTER energy® and Lo-Carb MONSTER energy®, handed out promotional items and sampled a new product, Worx Energy® Shots, at the event. Participants spun the wheel for their lucky number to receive memorable prizes to add to their Coca-Cola collections. Volunteers, family and friends paraded down the streets, passing out beads to the thousands of people lining the streets of Central Avenue. Over 90,000 people attended this event…what a huge success!

Sharon Zealey Chief Compliance Officer,The Coca-Cola Company

Supplier Diversity 2011 U.S. Diversity Stewardship Report2011 U.S. Diversity Stewardship Report Supplier Diversity 2120

Supplier DiversitySupplier Diversity

“Diversity is critical to our business, and is one of our greatest strengths in the markets we do business with…and with the customers and consumers we serve,” Watson stated.

Coca-Cola Named Among America’s Top Corporations for Women’s Business Enterprises (WBENC) in 2011

For the sixth consecutive year, Coca-Cola has been named among America’s Top Corporations for Women’s Business Enterprises (WBENC). Melody Watson, VP of National Retail Sales, Coca-Cola Refreshments, accepted the honor on the Company’s behalf in March 2012 during the Women’s Business Enterprise National Council (WBENC) 2012 Summit in Baltimore, MD. “Diversity is critical to our business, and is one of our greatest strengths in the markets we do business with…and with the customers and consumers we serve,” Watson stated. “This is a great example of where our Diversity efforts are creating valuable customer relationships and driving our partnership to impact the communities we serve.”

The WBENC program honors U.S.-based companies for leveling the playing field for Women’s Business Enterprises (WBEs) to compete for corporate business. A total of 29 corporations were recognized on the 2011 list for driving best practices that result in productive partnerships with women entrepreneurs as well as valuable product and services for customers. Supplier Diversity Mentoring Program

As part of The Coca-Cola Company’s commitment to diversity, we have established the Supplier Diversity Mentoring Program. The program’s primary objective is to work closely with minority and women-owned (MWBE) suppliers to build strong business partnerships while providing tools to enhance competitiveness and capacity, supporting growth of their business and a sustainable pipeline of qualified diverse businesses for The Coca-Cola Company’s global supply chain.

One of the three companies selected to

be part of the 2011 Supplier Diversity Mentoring Program was EyeMail Inc., founded by Lisa Jones in 2007. EyeMail is a marketing software application that transforms traditional email into a compelling, rich media audio/video experience at a reasonable cost and small file size,

and significantly increases conversion rates – often up to 60%.

Lisa and the EyeMail team were mentored by Company associate John Hardy, Strategic Procurement Manager, throughout the year-long program. In addition, they participated in work sessions and think tanks, attended classes, including ones at Tuck School of Business, and completed scheduled assignments – all to enable EyeMail to further scale and expand its core operations. “The program enabled us to develop a greater understanding of how to market the EyeMail brand and execute those plans to further advance our overall business strategy,” said Lisa Jones, Chief EyeMail Officer. “We also had the opportunity share ideas and collaborate with others through various educational resources.”

Jones continued, “Becoming a mentee in Coca-Cola’s Mentoring

Program has been a defining moment in the historical landscape of EyeMail Inc. As a woman CEO in technology, direct access to world-class internal resources along with educational training forums with mentorship support has been critical in defining EyeMail’s strategic roadmap, sustainability and long-term growth. Additionally, the mentorship program has instilled the unparalleled confidence and belief structure within the EyeMail brand, which is necessary in order to continually evolve into new standards of excellence.”

As a direct result of Coca-Cola’s Mentoring Program, EyeMail Inc. was selected by Microsoft Corporation as a premier MWBE supplier in digital marketing.

Jones concluded, “The Mentoring Program has empowered our company with a new definition of the true meaning of ‘Sharing Happiness’.”

InTheirOwn Words

Lisa S. Jones Chief EyeMail Officer,

EyeMail Inc.

and

John Hardy Strategic Procurement

Manager,TCCC

Three (3) MWBE companies graduated from The Coca-Cola Company’s Supplier Diversity Mentoring Program in 2011. Since its inception in 2002, twenty-two MWBE suppliers have graduated from the program.

In 2011, The Coca-Cola Company also began tracking certified veteran-owned and LGBT-owned vendors.

2011 TCCC/CCNA/CCR Diversity Spend2011 Cumulative Spend - $766 million by Affinity

$308,572,854 {Non-Minority American Female} $161,778,409 {Hispanic American}

$110,856,467 {African American}

$69,079,695 {Asian American}

$43,933,292 {Native American}

$29,042,581 {SBA 8(a)}

$27,231,359 {Veteran}

$11,924,248 {SVC Disabled Veteran}

$4,356,595 {GLBT}

Melody Watson VP of National Retail Sales, CCR

Community 2011 U.S. Diversity Stewardship Report2011 U.S. Diversity Stewardship Report Community 2322

Community Community

Jose Buenrostro is good at lying in wait. The Georgia Perimeter College student and lifelong soccer aficionado is a cagey and relentless defender for Estudiantes, the Atlanta District Amateur Soccer League. He’s skilled enough to have trained with professional teams in Mexico. Each Saturday during soccer season, you’ll find the compact, 20 year-old College Park, Georgia native grass-stained and soaked in sweat. He slices across the field playing a role that’s part athlete and part physicist.

“Every ball that comes our way, we have to time and close the attacking team’s angles perfectly – so that no ball goes through,” Jose says. “The defender is the key to stopping the opposition. We’re the backbone.”

Jose is the team’s captain and an intuitive leader, according to Estudiantes manager Jason Longshore. The two first met in 2006, when the then 14 year-old Jose enrolled in Atlanta’s Soccer in the Streets program, an Atlanta community organization that uses soccer to empower at-risk kids. Longshore works for the group as a coach and Deputy Director.

“Even then, Jose had everyone’s respect and he worked hard,” Longshore says. “The way I like to coach is to encourage the players to take up a lot of the discipline themselves. And Jose was one who was always keen on that. If we were having a bad practice, Jose would say, ‘Come on, we can do better guys!’ and it would pick up. You could see the impact.”

Role model or not, Jose was on the verge of quitting soccer a year ago. He’d lived and breathed the sport since he was ten years old, bonding with his dad over marathon soccer-watching sessions on TV. However, Jose took a critical step in 2011…he enrolled in college. Now he was fighting to balance soccer, his classwork and a restaurant job he’d taken to help pay for school. His growth as a leader – and the daily example he set for his Soccer in the Streets teammates as someone on the collegiate path – was in jeopardy. He knew his minimum wage job wasn’t enough to pay for school. Doubling up on shifts might not be enough either, but he realized he had to drop soccer to try. He was despondent about his circumstances…and then he caught a break.

“The opportunity of a lifetime,” he says.

In 2011, The Coca-Cola Foundation made a $70,000 grant to Soccer in the Streets. The funds allowed the group to launch a program called “School of Life.” It’s a creative and practical approach to empowering teenagers that combines regular, on-field soccer drills, scrimmages and games with classroom lessons focused on teaching young people about the world of work.

“Jose and the other kids in the program inspired this, actually,” Longshore explains. “As he and his teammates got older, they began looking for jobs. After practice, they’d ask the coaches about resumes, cover letters and what to do. A lot of them, particularly Hispanics, would look

Soccer in the Streets

Soccer in the Streets supports 1,500 young people - ages 4 to 19 - every year, and our Company’s effort on their behalf dates back to the group’s beginnings in 1989.

at work as ‘I guess I’m going to work in construction, or maybe in a store.’ They didn’t know of any other possibilities.”

That desire to pull back the curtain on greater opportunities - and teach kids the personal and professional skills required to get there - took shape in the School of Life. The Coca-Cola Foundation grant not only got the program off the ground, it also enabled Jose to quit his restaurant job – and not soccer.

Thanks to the contribution, Longshore was able to hire Jose as both a full-time soccer coach and a School of Life mentor.

“I couldn’t believe it,” Jose says, “I got to combine soccer with working with these kids, teenagers. Every other week, Mondays, we’ll meet in a classroom instead of at the field. We’ll go from resumes and cover letters one time, to how to apply to job or college the next. Simple things too, like the right way to shake hands. And to make eye contact and have confidence.”

For many, it’s also a reality check.

“A lot of them, they think you have to be a famous football player or basketball player to have a good life,” Jose adds, “I know how they feel; I felt the same way. But we show them there’s more, that you can actually go to school, do what you love and still make a living.”

Aside from teenagers in the School of Life program, Jose also works with about 80 kids ages 4-6 from Atlanta’s College Park and East Point neighborhoods. These children enter the Soccer in the Streets program each year, but the youngest group can barely manage the ball, so Jose teaches simple footwork and ball control.

“I get them lined up, mostly,” he laughs, “and we focus on that. They need to know the basic footwork and positioning so as they get older, they’re not going to be intimidated when the ball comes to them.”

Longshore says his organization would like to eventually bring more program graduates like Jose in as employees, and expressed gratitude for The Coca-Cola Foundation’s support of Soccer in the Streets. He says it’s been instrumental in strengthening the Atlanta community at many levels. Soccer in the Streets supports 1,500 young people - ages 4 to 19 - every year, and our Company’s effort on their behalf dates back to the group’s beginnings in 1989. We’ve provided products at games, donations for soccer clinics and other events, and funding for laptops used in the School of Life Classroom, among other contributions.

Longshore says Jose’s story demonstrates the ripple effect of that kind of help.

“You see the ability of an organization like ours to work with a kid like Jose for a number of years, and then prepare kids to work with more kids themselves. It takes someone like Jose, who when he first was accepted to college, was really struggling with how he was going to afford it. And to be able to help with that and bring him on as a coach at a better pay rate – that’s taking a kid from possibly not having chance to go to college, to going to college and hopefully becoming a college graduate. And then Jose would have the ability to pass that knowledge onto younger kids in community - it just keeps building that groundswell of change. And it will change the community for the better.”

2011 U.S. Diversity Stewardship Report2011 U.S. Diversity Stewardship Report 2524 Community Community

CommunityCommunity

Hispanic Scholarship FundIva Croff

Coca-Cola First Generation

Scholarship Recipient

Myss BradleyCoca-Cola First Generation Scholarship Recipient

InTheirOwn Words

InTheirOwn Words

I am a 1982 high school graduate who didn’t attend college until 2007…just short of my 44th birthday. Upon finishing high school, I went directly to work for the Blackfeet Tribe, where I was employed for 22 years. In 2007, I enrolled at Blackfeet Community College to learn how to drive a semi-truck and operate heavy equipment. Although I could have stopped at that point and put my skills toward making good, seasonal money, I wanted more. My goal was to get an education and learn more about my Blackfeet heritage. I was successful in my studies while at Blackfeet Community College but it was also extremely difficult from a financial standpoint. My husband is on disability, and when I left my job with the Tribe, our savings depleted quite rapidly. I went from being the primary breadwinner in my home to near-poverty level in three short years.

Even though it was a struggle financially, I knew I needed a college education. I received the Coca-Cola Scholarship in 2008, and that made my situation much easier. For example, it allowed me to have funds to buy a laptop computer to do homework at home, rather than staying in the college computer lab until the custodians finally locked up each night. I continued to apply for, and receive, the Coca-Cola Scholarship through 2011 and to

this day, I still can’t believe that the Company invested in me, my education, my family and the future of my community.

I graduated from Blackfeet Community College last May with an Associate’s Degrees in Blackfeet Language and Blackfeet Studies, and I was also the class salutatorian. I shared this inspiring story when asked to be the student speaker at the 2011 American Indian Higher Education Consortium (AIHEC) Coca-Cola Scholars’ banquet. After graduation, I was asked by the American Indian College fund to share my story with donors in New York City. Being given those opportunities to speak was an incredible honor! A week after I got back from New York, I was offered an internship at Blackfeet Community College as a language intern. I enjoy the work very much (am still learning to boot!). I am transferring to the University of Montana in Fall 2012 to pursue my B.A. degree in Native American Studies, and then my Master’s in Sociology.

I feel such a strong connection to The Coca-Cola Company as well as the American Indian College Fund. Both organizations have given me such an incredible opportunity to become the woman I truly believe I’m destined to be. I will be forever grateful for the Company’s generosity!

I am a Junior at Spelman College in Atlanta, Georgia. The road to higher education has been a long and hard journey, one paved with both joy and pain. After my father’s death, my family moved from California to Texas in hopes of a fresh start. Things weren’t always easy, but we managed to get by.

I am one out of five children that my mother struggled to raise by herself. She always envisioned something better for all of her children. Education has always been important within my family but it has not been easily attainable. My mother grew up in Watts, California and she was the first out of six children to graduate high school. With the support of my family, I‘ve been pushed toward academic excellence throughout junior high and high school. I am the first person in my family to attend an institution of higher education.

My father’s love for black culture and HBCUs (Historically Black Colleges and Universities) is evident in my decision to attend Spelman College. As a first-generation student within my family, it’s difficult to navigate uncharted territory. The experiences I’ve had, and the knowledge I’ve gained, at Spelman have given me the steam to power my dreams and make my goals attainable. One day, I hope to give back to UNCF in the same way that the organization has given to me.

In 2011, The Coca-Cola Foundation awarded its third $1 million dollar grant over the past decade to the Hispanic Scholarship Fund (HSF). As the inaugural and presenting sponsor of the Georgia (HSF) Annual Golf Tournament, The Coca-Cola Company has helped raise almost $5 million for deserving high school students aspiring to go to college since its inception in 2000.

“As a single parent, working, caring for children and going back to school simultaneously can be a very challenging task. This award is so greatly appreciated because it has eliminated a major financial stressor associated with enhancing my educational background. I assure you that this award will not only benefit me, but will benefit the entire community as well upon my completion of the LVN to BSN program. Thank you so very much!”

Regina Tobar Coca-Cola HSF /Greater Houston Retailers Association (GHRA) Award Recipient

The Coca-Cola Company and The Coca-Cola Foundation provide significant financial and volunteer support for diversity and multicultural community organizations. In 2011, $22.3 million (or 40%) of our U.S.–based community giving was directed toward multicultural/underserved organizations.

The Coca-Cola Foundation contributed $2 million to the Martin Luther King, Jr. Memorial, which is located on the National Mall in Washington.

Despite the tough economic times facing our nation, United Negro College Fund (UNCF) has been able to significantly impact the lives of many African Americans, particularly low-income and first-generation students, because of the generosity of donors such as The Coca-Cola Foundation.

The Coca-Cola Foundation awarded the UNCF a $1 million dollar grant in 2011 in support of a “first generation” scholarship for students who are first in their families to attend a UNCF college or university. Recipients of the prestigious Coca-Cola First Generation Scholarship come from various backgrounds, and all have compelling stories about their need for financial support as they pursue their college degrees. This scholarship impacts not only the individual but, in many cases, the lives of their family members.

The Coca-Cola First Generation Scholarship Program positively impacted the lives of 55 undergraduate and graduate students attending virtually every UNCF member college/university during the 2011 academic year. Each recipient had a uniquely different story and circumstance, but all were in need of financial assistance while pursuing their dreams of a higher education and becoming productive, contributing members of our society.

Support of Multicultural Organizations

2011 U.S. Diversity Stewardship Report2011 U.S. Diversity Stewardship Report 2726 CommunityCommunity

CommunityCommunity

Supplier Diversity Mentoring Program

In February 2011, Katy Wilson, Special Olympics Georgia Athlete, traveled to Washington, D.C. as a member of the Special Olympics delegation participating in Capitol Hill Day. Katy met with members of Congress and discussed the importance of ensuring people with intellectual disabilities remain top of mind when critical decisions affecting the U.S. are made.

In June 2011, Katy spoke at The Coca-Cola Special Olympics Summit, where she raised employees’ awareness of the relationship between Coca-Cola and Special Olympics Georgia. This resulted in a substantial increase of total employee volunteers at the State Games. Through successful experiences with Special Olympics Georgia and The Coca-Cola Company’s support, Katy continues to gain the confidence and necessary life skills to succeed in all aspects of her life and remain an active, contributing and respected member of her community.

Dexter DurranteNational Organization on Disability’s Wounded Warrior Careers Program Graduate

I have served tours in both Iraq and Afghanistan, leading combat engineer units with the 20th Engineer Brigade. I was medically retired from the Army in 2009 following an explosion during a training exercise that left me visually impaired.

Upon retiring, I completed my Bachelor’s Degree in Management at Park University (in 2011) with the assistance of the National Organization on Disability’s (NOD) Wounded Warrior Careers program. Soon after graduation, my NOD Career Specialist assisted in securing transitional employment with the Directorate of Logistics at Fort Bragg.

The NOD Career Specialist provided mentoring and job coaching, working with me and my employer to accommodate my needs as much as possible while on the job.

I was provided with a PDF reading application which integrated with my employer’s software as well as a voice recorder to capture and review phone conversations. This opportunity to re-enter the workplace was essential to my recovery and continued success.

Meanwhile, with support from The Coca-Cola Foundation, my NOD Career Specialist assisted in identifying short-and long-term goals in order to develop a Career Action Plan. I have a passion for helping others and decided that I wanted to enter the field of Visual Rehabilitation Therapy. My Career Specialist assisted in identifying the best graduate programs within this field and helped me with the enrollment process – including soliciting and securing recommendations to join the program. I’m now enrolled in the Visual Rehabilitation graduate

program at Western Michigan University and will begin classes this fall. Upon graduation, I hope to assist veterans and others who are learning to live with visual impairments.

InTheirOwn Words From Left:

Katy Wilson and Kelli Britt, Senior Coach Education & Program Manager, Special Olympics Georgia

Special Olympics Partnership Helps Provide Opportunities to Athletes

During 2011 Sharing Happiness Week,

our associates dedicated 4,575 hours to community service,

donated 20,662 pounds of food,

raised over $29,000 and

collected over 43,000 items for charities…

all in the course of 1 week!

2011 U.S. Diversity Stewardship Report U.S. Diversity Demographics28 U.S. Diversity Demographics 2011 U.S. Diversity Stewardship Report 29

U.S. Diversity Demographics U.S. Diversity Demographics

Total U.S. Workforce December 31, 2011

Total U.S. Hourly Workforce December 31, 2011

Total U.S. Salaried Workforce December 31, 2011

Diversification of Senior Leadership

African AmericanAmerican Indian / Alaskan Native

Asian / Pacific IslanderCaucasian

HispanicTwo or More Races

Other

MenWomen

African AmericanAmerican Indian / Alaskan Native

Asian / Pacific IslanderCaucasian

HispanicTwo or More Races

Other

MenWomen

African AmericanAmerican Indian / Alaskan Native

Asian / Pacific IslanderCaucasian

HispanicTwo or More Races

Other

MenWomen

African AmericanAmerican Indian / Alaskan Native

Asian / Pacific IslanderCaucasian

HispanicTwo or More Races

Other

MenWomen

The Coca-Cola Company and our largest U.S. bottler, Coca-Cola Enterprises (CCE), took actions in 2010 and 2011 to strategically advance our partnership. The Coca-Cola Company has acquired CCE‘s entire North American business, renaming the sales and operational elements of Coca-Cola Enterprises North American businesses to Coca-Cola Refreshments (CCR). Additionally, The Coca-Cola Company has folded the vast majority of its U.S. and Canada businesses into CCR, which is responsible for manufacturing, selling and distributing our products.

Senior Leadership definition:

Corporate and CCNA: Grades 14 and above

CCR: Green and Orange bands

The Coca-Cola Company The Coca-Cola Company

The Coca-Cola Company The Coca-Cola Company

Corporate & CCNA Corporate & CCNA

Corporate & CCNA Corporate & CCNA

CCR CCR

CCR CCR

20% 2

3%

13%

10%

24%

46%

18%

10%

20% 2

3%

13%

7%

58%

51%

72% 7

7%

59%

38%

65%

76%

58%

52%

73%

81%

82% 8

8%

70%

68%

48%

35%

52%

65%

84% 8

9%

73% 7

7%

18%

12%

30% 3

2%

52%

65%

48%

35%

16%

11%

27%

23%

1%

1%

0%

0%

0%

0%

0%

0%

1%

1%

1%

0%

1%

0%

2% 4

%

7%

4%

8%

4%

0%

0%

1%

1%

0%

0%

0%

1%

1%

1%

1%

1%

0%

0%

0% 2

%

18% 2

2%

9%

6%

7%

8%

7%

6%

18% 2

2%

10%

5%

3%

3%

3%

3%

2%

2%

2%

2%

3%

3%

3% 5%

2011 U.S. Diversity Stewardship Report2011 U.S. Diversity Stewardship Report 3130 Equal Opportunity StatementLooking Forward

Equal Opportunity StatementLooking Forward

As we approach 2020, our consumers will continue to be more diverse.

From 2011–2020, over three quarters of non-alcoholic, ready-to-drink beverage growth will be derived from multicultural consumers. As the Company continues to grow its U.S. business in alignment with our 2020 Vision, it is imperative that our workforce be able to both ‘see and seize’ these marketplace opportunities. Moving forward, we must ensure that our Marketplace, Workplace, Community and Supplier Diversity strategies reflect this critical focus.

This is an ongoing journey, and we have much more to do to achieve our 2020 Vision. Thank you to all of our associates, who diligently continue to drive awareness regarding diversity, inclusion and fairness.

BEVERAGE INDUSTRYTODAY IN 2011

MORE THAN THREE QUARTERS OF PROJECTED INCREMENTAL VOLUME GROWTH BETWEEN 2011 AND 2020 WILL BE ATTRIBUTED TO MULTICULTURAL CONSUMERS

4%

Caucasian

African American

Hispanic

Asian / Pacific Islander

16% 16%

63%

The Coca-Cola Company values all employees and the contributions they make. Consistent with this value, the Company reaffirms its long-standing commitment to equal opportunity and affirmative action in employment, which are integral parts of our corporate environment. The Company strives to create an inclusive work environment free of discrimination and physical or verbal harassment with respect to race, gender, color, national origin/ ancestry/ citizenship, religion, marital status, age, disability, sexual orientation, gender identity and/ or expression, genetic information, veteran status or any classification protected by applicable law.

The Company maintains equal employment opportunity functions to ensure adherence to all laws and regulations, and to Company policy in the areas of equal employment opportunity and affirmative action. All managers are expected to implement and enforce the Company policy of nondiscrimination, equal employment opportunity and affirmative action, as well as prevent acts of harassment within their assigned area of responsibility. Further, it is a part of every individual’s responsibility to maintain a work environment that reflects the spirit of equal opportunity and prohibits harassment.

© 2012 The Coca-Cola Company.