Race and DiversityJanuary 19, 2017

2

Welcome

Dan Piepszowski

Detroit Regional Chamber

Session Sponsor:

3

Welcome

Juanita MooreCharles H. Wright Museum

Session Sponsor:

4

Unconventional

Leadership

Nancy SchlichtingHenry Ford Health System

Session Sponsor:

5

Valuing Differences –

A Cross Cultural

Learning Experience

Robyn Brown-Manning

Robyn Brown-Manning, LLC

Richard Brown Jr.

Robyn Brown-Manning, LLCSession Sponsor:

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Comerica Bank’s

Outlook on Diversity

Caroline Chambers Comerica Bank

Session Sponsor:

Comerica

Diversity & Inclusion Programs

Caroline Chambers

Vice President, Diversity Programs Manager

January, 2017

Comerica Diversity Vision

At Comerica, Diversity is embracing an inclusive culture that recognizes, respects and is

sensitive to the differences in our community.

Comerica Statements of Commitment to Diversity & Inclusion (D & I)

These messages are used in communications to employees, customers and the community to

articulate our corporate vision and leadership commitment to Diversity and Inclusion (D & I).

Chairman’s Diversity Statement

"We all know that when we truly reflect the demographics of our markets, we will better serve

our customers, grow our business and build an even stronger organization. It makes good

business sense.“

Ralph W. Babb, Jr. — Chairman and Chief Executive Officer

4

9

Fast growing and/ or

established minority

majority populations in

Comerica primary markets

of TX, CA, AZ, Southern

FL, and Metro Detroit.

Minority Population Growth

2

United States - Multicultural Economy Growth

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■ African American buying power was $910 billion in 2009 and was projected

to top $1.1 trillion by 2014.

Source: Selig Center for Economic Growth

■ The buying power of Hispanics was $978 billion in 2009 and was expected

to exceed more than $1.3 trillion in 2014.

■ Asian buying power was $509 billion in 2009 and was expected to increase

to $697 billion by 2014.

■ Native American buying power was $64.7 billion in 2009 and was expected

to increase to $82.7 billion in 2014.

40% of Gay and 36% of Lesbian households have incomes of more than

$100,000.

■ Women are the fastest growing entrepreneurial segment.

In 2014, African Americans, Asians and Native Americans had a collective

buying power of $2 trillion, a 117% increase over the $916 billion they had

available to spend in 2000.

3

1998 – 2003 The National Diversity Roundtable convened to identify corporate issues, and recommend programs.

Diversity education (training) programs rolled out, and PMP accountability guidelines established.

2004-2015 Diversity was formalized as a Comerica strategic initiative with the establishment of the Chief Diversity Officer

role reporting to the Chairman & CEO.

Comerica Executive Diversity Council approves plans, drives results and monitors progress for corporate Diversity objectives.

Comerica’s Diversity Scorecard is used to track key priorities and results in these areas.

(1) Human Capital (2) Improved Decision Making/Problem Solving

(3) Business Development (4) Supplier Diversity

Accountability for Diversity results driven down through business units.

Colleagues engage in Diversity activities by participating in various team and individual programs.

Comerica has 39 Diversity teams across all markets.

Diversity is recognized as a Core Value, key business driver, and pillar of the Comerica Promise.

2016

• Diversity leadership and management moves to Human Resources as part of the GEAR UP initiative.

Comerica Diversity Program Timeline

5

Education and Awareness – Required and

elective learning, including the Master of

Diversity Awareness Program (MDA).

Engagement and Advocacy – Employee

Resource Network Group (ERNG)

programs.

Business Outreach - Developing business

relationships and referral sources within

diverse communities.

Operations - Supporting Comerica

divisional D & I goals.

Comerica Diversity & Inclusion (D & I) efforts support programs and activities important to our

colleagues, clients and the community. Our programs and team activities support corporate diversity

scorecard objectives.

Diversity at Comerica – Strategic Priorities

6

Employees

Employees

Customers

Employees

and

Customers

Programs and activities are strategically focused on:

EDUCATION

&

AWARENESS

ENGAGEMENT

&

ADVOCACY

BUSINESS

OUTREACH

OPERATIONS

Collaboration

All colleagues have Diversity learning experiences at Comerica. At least one Diversity education

program is included in each employee’s annual learning plan.

EDUCATION

&

AWARENESS

Diversity Education Requirements

New Hire Orientation Video – “The Wanda Show” is a :14 min introduction to

Comerica’s Diversity programs.

Additional required education - Promotes Diversity & Inclusion in decision making

for managers and professionals.

Diversity on The Job – the value of diversity in the workplace (All Employees).

Managing a Diverse Team – (All Managers and Supervisors).

Diversity 301 – Diversity, Bias, Industry examples (All Senior and Exec

Officers).

Annual Diversity Education Requirement – New dimension annually (All

Employees).

• 2016 – topic theme - Physical Disability.

Diversity – Required Education

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Colleagues have access to many elective D & I education options through Local Diversity Awareness

Roundtables (LDARTs), the Master of Diversity Awareness (MDA) program, and Your Talent Center

(YTC). Participation may be individual, or in a group setting.

Local Diversity Awareness Roundtables (LDARTs)

Five (5) market focused teams plan and produce group programs, identify

local speakers, and market centric learning experiences for individuals and

teams.

Coordination with MDA in use of resources and event planning.

Manager approved Diversity program facilitators.

Required sensitive topics facilitator training.

Initial training and annual update required.

Master of Diversity Awareness (MDA)

Program Policy and Document Oversight Committees.

Reviewed and updated options in MDA library.

95% colleague enrollment.

Diversity – Elective Education

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EDUCATION

&

AWARENESS

Night at the Dallas Museum of ArtSpirit and Matter: Masterpieces from the Keir Collection of Islamic Art. Come see it before

it’s gone!

You are invited to a special event hosted by Comerica’s Women’s Forum, Texas Diversity Council and Local

Diversity Awareness Roundtable.

Come join us for an exclusive event where you will have the opportunity to mix and mingle with senior leaders,

get to know other Women’s Forum and Texas Diversity Council members, and take a guided tour of one of the

world’s leading private collections of Islamic Art (only on display until July) – “Spirit and Matter:

Masterpieces from the Keir Collection of Islamic Art.”

WHERE:

DATE:

TIME:

The Dallas Museum of Art

1717 N. Harwood St. Dallas TX 75201

Thursday, June 23, 2016

5:30 – 7:30 p.m. CT

Reservations are required for this event. Click here to RSVP by Thursday, June 16. ** Attendance is limited to the first 100 colleagues to register, so reserve your spot today!

This event is free of charge and includes parking, hors d'oeuvres and beverages. Those who attend will also

be able to receive credit for an MDA elective! Thanks in advance for your participation!

Diversity – Elective Education Program Examples

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Diversity – Elective Education Program Examples

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Diversity – Elective Education Program Examples

CA LDART partnered with

CA Middle Eastern MSI team to

include colleagues in this program to

learn more about the Nowruz Iranian

New Year celebration.

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Comerica Employee Resource Network Groups (ERNGs) provide a welcoming space for employees

to receive support in their professional growth, and to advocate on issues importance to their members.

ERNG Approval Criteria

1. Minimum of 10 core members.

2. Formed for mutual support, discussion, networking, awareness building.

3. All programs open to any Comerica employee .

4. Provide unique insights and perspectives on a variety business issues.

Seventeen (17) ERNG teams represent interests of these communities:

African American, Asian Indian, Hispanic, Middle Eastern, Women,

LGBT&A, Veteran and Quantitative Professionals.

All teams encouraged to extend program invitations to all interested

colleagues.

Diversity - Engagement

ENGAGEMENT

&

ADVOCACY

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Negotiate at Work to Turn Small Wins into Big

Gains with Deborah Kolb

DATE: Tuesday, June 14, 2016

TIME: 10 a.m. PT

Women’s Forum (CA / All markets)

Ongoing Professional Development WebinarsComerica Women’s Forum Programs on Connect

(All markets)

ERNG Program Examples

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CQPN teams in TX and MI hold special events and

networking sessions, discuss topics of professional interest

and support STEM tutoring at local area schools.

ERNG Program Examples

Comerica Asian Indian Association (CASIA) - MI

India Day Celebration and Cricket Match

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ERNG Program Examples

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ERNG Program Examples

CAAN hosts Bing Youth Institute

Mentor recruitment event

CAAN Annual Meeting and Leadership Excellence Awards 16

Initiated idea for banking center posters for

Memorial and Veterans Day observances.

Flag planting paid tribute to fallen soldiers at

DFW and South Florida National Cemeteries.

Supports HR at Hiring Our

Heroes job fairs in all markets.

ERNG Program Examples

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BUSINESS OUTREACH

Comerica Market Segmentation Initiative (MSI) teams inspire colleagues, develop relationships and

attract new business. The MSI teams complement the bank’s one-to-one selling model, and help to

augment the bank’s traditional media outreach. As such, the MSI teams are viewed positively by

external advocacy groups that monitor access to financial services in minority communities.

Nineteen (19) MSI teams conduct outreach programs focused on the

following communities: African American, Asian Pacific, Asian Indian,

Hispanic, LGBT&A, Middle Eastern, Veterans and Women markets.

Tracked Results

$3.8 Billion total tracked since 2008.

Resource to Fair Lending goals to increase minority loan applications.

Customer feedback indicates that MSI activities favorably distinguish

Comerica from other banks.

Diversity - Business Outreach

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Examples of MSI Program Outreach

MI AA team signature program

“The Economy Over Easy” featuring Comerica’s

Dennis Johnson, and business leader Jeanette

Abraham, CEO, JMA Global, LLC.

Ms. Abraham is one of the largest African

American business owners in the country.

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Examples of MSI Program Outreach

The MI Hispanic MSI team

and Mi Gente’ magazine host

more than 100 guests from

across the state for this highly

anticipated event.

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The Business Affairs Diversity team works strategically with other divisions to ensure resources are

leveraged to support corporate goals for recruitment, retention, spending with and outreach to minority,

female, LGBT and veterans markets; and to monitor policies and actions that may pose reputation risk.

HR Talent Acquisition & Learning

Job fairs, and new hire referrals.

Diversity education content selections, diversity PMP alignment.

Employee Relations .

Supplier Diversity

Supplier education and sourcing.

Marketing / Communications

Consult on diversity focused advertising, events and PR.

Internal diversity messages.

Community Outreach

Philanthropic and marketing activities that address concerns of diverse

communities.

Compliance

D & I reporting to regulators and advocacy organizations.

Diversity - Operations / Internal Partnerships

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OPERATIONS

Collaboration

Diversity Programs Recognition

Diversity team activity factors significantly in Comerica’s ranking on national lists for exceptional work in

corporate diversity. Comerica has received several honors for diversity and inclusion practices including:

DiversityInc Magazine - 2016

#2 on Top 10 Regional Companies for Diversity list.

Marks Comerica’s ninth year of placement on Diversity Inc Top Companies list.

Black Enterprise Magazine – 2016

Top 40 companies for Diversity.

Top ratings for Supplier Diversity.

Latina Style Magazine - 2016

Ranked #25 among top 50 companies for Diversity.

Human Rights Campaign, Corporate Equality Index (CEI) – 2015, 2016 and 2017

Rating of 100% for company practices that support equality for the LGBT community.

Comerica Bank receives Community Service Award - 201525

Comerica Ranks Highly in 2015 American

Banker/Reputation Institute Survey

Comerica ranks among the top 10 for Reputation,

Governance and Citizenship.

Related Industry recognition

Overall, Comerica Diversity programs provide opportunities for all colleagues to engage in learning,

and other important aspects of D & I that support corporate objectives.

Comerica is viewed favorably for our D & I practices, and consistently ranks among top companies

by respected rating organizations.

Colleagues regularly express pride in Comerica’s commitment to D & I, and are eager to serve on

diversity teams.

Customers appreciate our commitment to D & I, our personal attention to their interests, and our

appreciation for unique cultural preferences.

The corporate Diversity Scorecard, and demonstrated senior officer dedication are important

indicators of Comerica’s commitment to D & I for colleagues, customers and COIs.

Summary

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Questions

31

Valuing Differences –

Continued

Robyn Brown-Manning

Robyn Brown-Manning, LLC

Richard Brown Jr.

Robyn Brown-Manning, LLC

Session Sponsor:

32

See you tomorrow!

Freedom Hill Banquet & Event Center

14900 Metro Pkwy, Sterling Heights, 48312

Session Sponsor:

Race and DiversityJanuary 20, 2017

34

Welcome

Dan Piepszowski

Detroit Regional Chamber

Session Sponsor:

35

Valuing Differences –

Continued Day 1 Recap

Robyn Brown-Manning

Robyn Brown-Manning, LLC

Richard Brown Jr.

Robyn Brown-Manning, LLC

Session Sponsor:

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The New Macomb County:

Challenges and

Opportunities

Jim Jacobs

Macomb Community College

Session Sponsor:

The New Macomb County

Challenges and Opportunities

Leadership Detroit

Jim Jacobs

President

Macomb Community College

February 20, 2017

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Macomb County's Diversity Took a

Giant Leap During the Last Decade

Diversity Explosion

Generation Gap

Source: U.S. Census Bureau, Population Estimates Program – As Presented from Bookings Institute

40

2,399

2,058

1,450 1,425

889

356

-897-1,180 -1,146

4,9714,735

5,2015,368

5,100

5,636

6,398

5,7505,432

-2,000

-1,000

0

1,000

2,000

3,000

4,000

5,000

6,000

7,000

2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 2009-10

Oakland

Wayne

Domestic Migration for Macomb County Has Been

Driven By Its Neighbors –

Oakland and Wayne Counties

ECONOMIC GROWTH: IT’S ALL ABOUT PEOPLE

67

62

52

62

49

68

45

61

31

26

14

34

-14

12

-17

97

-10

11

-13

3

35

64

56

73

43

80

18

86

4383

28862635

2440

1346

-628

-3238 -3302

-2153-1078

1829

3646

2192

-1014

2379 2376 23332121

17802062

18261505

1142945

17352027 2188

2900

-4000

-2000

0

2000

4000

6000

8000

2000-01 2001-02 2002-03 2003-04 2004-05 2005-06 2006-07 2007-08 2008-09 2010-11 2011-12 2012-13 2013-14 2014-15

Net Migration

Domestic

Immigration

42

18,260

16,372

7,535 7,331 7,1396,752 6,738

5,8205,267

4,3053,407

Iraq India Albania Mexico Lebanon Yemen China Bangladesh Canada Phillipines Pakistan

Source: U.S. Department of Homeland Security Coming to Metropolitan Detroit, 2003-2011

Macomb County Has Served as Home to Many of

the New Immigrants to Southeast Michigan

New Haven

Bruce Twp

ArmadaTwp Richmond

Twp

Memphis

WashingtonTwp

RayTwp

LenoxTwp

ShelbyTwp

MacombTwp

ChesterfieldTwp

Sterling Heights

Warren

Center Line

Clinton Twp

Fraser

Roseville

Eastpointe

St ClairShores Gross

Pointe Shores

HarrisonTwp

Mt. Clemens

New Baltimore

Romeo

ArmadaRichmond

DEARBORN DETROIT

DOMESTIC MIGRATION

HISPANICS

CHALDEAN

MUSLIM

SPANISH

ABANIAN

HMONG

BENGALI

OTHER

INTERNATIONAL IMMIGRATION

Foreign Languages Spoken

in Macomb Schools, 2012

Chaldean 12.6%

Arabic 10.0%

Spanish 28.3%

Albanian 4.7%

Hmong 15.8%

Bengali 7.0%

Other language 21.6%

Estimates of Graduating High School

Seniors in Macomb County Show Small

Year-to-Year Losses

44

12,09411,638

11,34411,022

0

2,000

4,000

6,000

8,000

10,000

12,000

14,000

2012 2013 2014 2015

Manufacturing Accounted for 78.2 Percent of

Total Job Loss in Macomb 2000 - 2010

45

106,415

95,561

89,358 90,449

82,86180,680 80,763

73,76870,228

52,576 51,559

0

20,000

40,000

60,000

80,000

100,000

120,000

2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010

57% was Transportation Equipment Manufacturing

Manufacturing ‘s Share was 41.4% in rest of region

Manufacturing Employment Has Increased by

17.6 Percent Between 2010 and 2012

46

51,55957,271

60,621

0

10,000

20,000

30,000

40,000

50,000

60,000

70,000

2010 2011 2012

Manufacturing’s Share of Private Sector Employment

Has Grown to 24.5 percent in 2012

Other Growth Sectors

include:•Construction

•Health care

•Admin & Waste Services

•Wholesale Trade

•Transportation

•Retail Trade

•Food & Accommodations

Annual numbers represent First Quarter Data

Source: MDCD/Employment Service Agency

Macomb County

Private Sector Trends 2000-2016(1st Quarter – Selected Sectors)

Industry 2000 2010 2015 2016

Construction 17,937 8,695 12,642 13,287

Manufacturing 106,415 51,526 62,006 63,675

Wholesale Trade 11,212 9,292 11,185 10,816

Retail Trade 42,933 36,295 40,484 41,204

Professional &

Technical Workers1,698 2,129 25,519 27,525

Administrative

Support21,194 16,075 -19,393 16,564

Education

Services

1,349 2,521 2,348 2,226

Healthcare &

Social Assistance25,509 23,345 38,484 39,609

Motor Vehicle & Parts Manufacturing Employment

1999 – November 2016

310,700

108,100

166,100

105,100

56,60078,800

153,700

71,400

95,900

1,128,400

560,100

779,500

0

200,000

400,000

600,000

800,000

1,000,000

1,200,000

0

50,000

100,000

150,000

200,000

250,000

300,000

350,000

400,000

U.S

.

Sta

te L

evel

Michigan Indiana Ohio U.S.

*National data follows one month behind State data

Source: BLS, U.S. DOL

Defense/HomeLand Security Growth

Major Assets

• Selfridge Air National Guard Base

• United States Army TACOM Life Cycle Management Command

• Tank and Automotive Research, Development and Engineering Center (TARDEC)

• Michigan Defense Center – Protect and Grow

• Aerospace Tooling and Engineering

MEDIAN HOUSEHOLD INCOME

BY GEOGRAPHIC AREA (2015)

AreaChange in Median Household Income

2005 2010 2015 % Change

Macomb $64,714 $53,442 $54,640 -16.6%

Oakland $77,701 $65,516 $69,998 -9.9%

Wayne $49,616 $42,841 $41,557 -16.2%

Michigan $55,876 $49,369 $51,084 -8.6%

Source: U.S. Census 2000 and American Community Survey 2015

51

28.3

%

29.3

%

25.4

%

18.3

%

28

.1%

29

.3%

21

.3%

13

.9%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

25 to 34 years 35 to 44 years 45 to 64 years 65 years and over

U.S.

Michigan

Macomb

Oakland

St. Clair

Wayne

Macomb County Has Increased College

Graduation Rates But Needs to Continue to Build

An Educated Workforce

52

Macomb County Job Demands by Educational Requirement,

2007–2011, Demonstrate The Need For Post-Secondary

Education

Macomb County’s Workforce and Employment

Totals, Ages 20–64, 2000–2010

Source: MI Labor Market Information Division.

Note: MI LMI employment information is prepared for population between ages 20-64.

This differs from the ACS, which prepares it for the population between ages 16-75 and older.

The New Normal

Growth and divergence: Declining middle class

growth

Less a traditional suburb and more a critical part

of a regional engine of economic growth

Employment opportunities will require post-

secondary education

Leaner municipal and government agencies

The New Macomb Residents

Attracted to the county because of a better

quality of life and more opportunity

Reside in the south end of the county - although

their impact affects the entire county

Their emergence occurs when resources are

stretched thin

Understanding and responding to their needs

will be critical to the future of Macomb County

Questions?

57

Valuing Differences –

Wrap Up

Robyn Brown-Manning

Robyn Brown-Manning, LLC

Richard Brown Jr.

Robyn Brown-Manning, LLC

Session Sponsor:

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Leadership Labs!The Goal

Session Sponsor:

Further develop and refine your

leadership through engagement

and problem solving with

Community Organizations

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Leadership Labs!The Process

Session Sponsor:

• New Leadership Groups

• Addition of a Lab “Coach”

• Balancing the How and What

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Leadership Labs!

Session Sponsor:

Time FramesFebruary

February 16th LD Session - Lab Kickoff

March

March 16th LD Session – Develop Initial Strategy

April

April 13th LD Session – Community Partner Feedback

May

May 19th LD Session - Lab Presentations to the Class

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Upcoming Events

Feb. 16: LD February Session – Public Safety & the

Media, Guardian Building

Apr. 26: LD Day in Lansing

*Registration link coming soon

Session Sponsor: