Diversity Brochure Final

Global Diversity
and Inclusion
When different people come together,
its not just beautiful, its priceless.
Our respect for the differences

in peoples thoughts, skills,
experiences, and backgrounds
is helping drive innovation.
Diversity and Inclusion
When different people come together,

its not just beautiful, its priceless.
At MasterCard Worldwide, we find value in diversity of background, experience
and thought. By supporting a global business, we take a leading role in creating
innovative, efficient and secure solutions for advancing todays global commerce.
See how diversity drives us at mastercard.com/diversity.
MasterCard, the MasterCard Brand Mark and Priceless are registered trademarks of MasterCard International Incorporated. 2012 MasterCard
TABLE OF CONTENTS
A Message from Our Leadership
Diversity at MasterCard
Our Diversity Strategy
Diversity Elements
11
Business Resource Groups
14
Supplier Diversity
20
Global Diversity and Inclusion Council
22
Profiles in Diversity
23
Ryan Beaudry
26
Brian DuCharme
28
Jennifer Rademaker
30
Jos Reyes
32
Olga Thelliyankal and Ravi Aurora
34
Jehu Chesson, Zundra Bryant,

and Betty Mitchem
36
Partnerships 39
Corporate Philanthropy
40
MasterCard Labs
42
Diversity Awards
44
A Message from Our Leadership: Inclusion and Innovation
To all our supporters,

As a company, were keenly focused on innovation and believe that diversity sits at
the root of innovation. Diversity of culture, experience, and thought all drive innovative
thinking. We encourage our employees to express themselves because their expertise
and experience helps us develop innovative, market-specific payment solutions that
deliver real value to people everywhere.
At MasterCard, diversity is part of our DNA and inclusion is what propels us to leverage
our technology and expertise to benefit people of all demographicsfrom the
underserved to the affluent as well as governments and businesses, large and small.
We support growth by continuing to recruit, develop, and retain diverse talent.
We will continue to leverage the experience and expertise inherent in our employeedirected Business Resource Groups to diversify consumer segments through innovative
products and services to meet the needs of emerging markets. We are building a
culture of inclusion that fosters employee engagement, innovation, and productivity
to maximize our business results.
We are proud of the recognition and awards we have received for the advancements
we have made thus far. We believe we are pointed in the right direction and are
positioned well on the continuum of inclusion as we strive to always be a better
company and a better corporate citizen.
As we work toward our vision of a world beyond cash, we remain committed to
ensuring that MasterCard continues to be renowned as an employer of choice
and a trusted collaborator with our customers, vendors, and all other constituents.
Ajay Banga
Noah J. Hanft
Donna Alligood Johnson
President and Chief Executive Officer
Chief Franchise Integrity Officer, Executive

Committee Sponsor of Global Diversity
Chief Diversity Officer
MasterCard Worldwide
SECTION ONE
Diversity at
MasterCard
OUR DIVERSITY STRATEGY:
A PASSIONATE PURSUIT,
AN ENDLESS JOURNEY.
As a global payments company serving more than 210
countries, MasterCard Worldwide regards diversity as much
more than just a corporate priority. It is a business imperative
that we are passionately weaving into the fabric of our
operations. In this era of change, we are committed to
leveraging our employees to drive innovation and realize
a world beyond cash for everyone everywhere.
We place a significant value on diversity because we believe that in order to achieve

MasterCard Worldwides vision of a world beyond cash, we must constantly
understand the evolving payment needs of our customers, consumers, and merchants,
and develop innovative solutions to meet those needs. Diversity in all its forms is the
root of that insight and is at the heart of innovation. With a workforce comprised of
diverse employees and teams that bring many different perspectives to the table, not
only are more ideas generated, but studies have shown that product development
cycles occur faster. Ultimately, that results in greater value for our shareholders.
Diversity has played an important part in business at MasterCard. We have a global
diversity strategy based on our commitment to fostering a culture of inclusion.
Our execution of this strategy has earned us many accolades, including recognition
from DiversityInc., Essence, Hispanic Enterprise, the Human Rights Campaign, and
Working Mother. These accolades inspire us to work even harder, for we view diversity
as a journey, not a destination, and know that considerable progress remains to be
made before we come close to realizing its full potential as a driver of our business.
One day diversity will be part of

the fabric of our organization.
Diversity drives ideas, teamwork,
and positive results.

NOAH J. HANFT, CHIEF FRANCHISE INTEGRITY OFFICER,

EXECUTIVE COMMITTEE SPONSOR OF GLOBAL DIVERSITY
STRUCTURE OF OUR
DIVERSITY STRATEGY
At MasterCard, combining our industry expertise with the diverse insights from
our global workforce is at the core of our diversity strategy. At the foundation
is our dedication to cultivating an environment for all employees that respects
their individual strengths, views, and experiences. We aim to promote increased
engagement, which naturally leads to greater innovation and productivity.
Upon that foundation, we have erected the following three strategic pillars:
SHAREHOLDER VALUE
TALENT
MANAGEMENT
BRAND AND
REPUTATION
BUSINESS
IMPACT
CULTURE OF INCLUSION
DIVERSITY INFRASTRUCTURE
TALENT MANAGEMENT This reflects our commitment to not only hiring employees
with diverse backgrounds and global competencies, but also developing their
knowledge and skills so all employees are fully prepared to deliver the customized,
competitive solutions for which we are known.
BRAND AND REPUTATION This represents our determination to forge partnerships

and seek sponsorships that help strengthen MasterCard Worldwides commitment to
be a global diversity leader.
BUSINESS IMPACT This epitomizes our resolve to leverage our diverse talent pool so
we can identify innovative products and services to meet the needs of the many varied
markets in which we operate.
EXECUTING THE STRATEGY:

THE MASTERCARD COMMITMENT
No strategy can ever be successful without a well-defined
infrastructure to carry out its implementation. MasterCard
has demonstrated that the logic of diversity is internalized
and appreciated by our employees, customers, suppliers, and
everyone else with whom we do business.
Our infrastructure includes:

A Chief Diversity Officer position at the companys senior management level.
A Global Diversity and Inclusion Council that drives the agenda for change and
guides the strategy. The 18-member council, comprised of senior leaders from our
business units, meets every six to eight weeks to review progress against our plan.
A Global Diversity Office to provide a framework that supports business processes
and procedures by considering, integrating, and leveraging diversity globally.
Eight Business Resource Groups (BRGs) to take advantage of the unique attributes
of our employees to create opportunities for growth, innovation, and success. These
self-governed groups act as internal business consultants to provide consumer
segmentation, research, cultural insights, and access to networks.
A Supplier Diversity Program that enhances opportunities for minority-, women-,
veteran-owned, and small businesses that supply goods and services to MasterCard
Worldwide globally.
An annual Summit that brings together more than 150 MasterCard Worldwide
employees from various business units to gain critical insight and input about the
role of diversity outside the company. Participants also share best practices
to leverage diversity for better business results.
10
SECTION TWO
Diversity
Elements
11
Diversity Elements
As a company, we believe diversity

sits at the root of innovation.
Diversity of culture, experience, and
thought all drive innovative thinking.
Thats why we encourage employees
to express their diverse opinions
and ideas. We want them to feel
empowered and to recognize that
their contributions make a difference.

12
AJAY BANGA, PRESIDENT AND CHIEF EXECUTIVE OFFICER
DIVERSITY ELEMENTS:
A COMPREHENSIVE
APPROACH TO
EXECUTING OUR
STRATEGY
Although we may talk about diversity as a single initiative
at MasterCard Worldwide, the reality is that we have
many such initiatives occurring across the company. Thats
because diversity, as a subject, is just too broad and too
important to be addressed in the solitary manner of many
corporate programs. It touches on, and links together, all of
our constituencies, therefore requiring that we constantly
examine it from a variety of angles.
The multiple diversity initiatives currently under way are outgrowths of different
elements within our overarching strategy. On the following pages, we have
highlighted some of those elements that are playing particularly key roles in shaping
how employees, suppliers, and others think about diversity at MasterCard. Our intent
in adopting such a comprehensive approach is to demonstrate how seriously we want
this matter to be regarded by all those with whom we deal. Far from being a trendy
topic that will eventually fade from sight, we foresee diversity only growing as a point
of emphasis in the years to come.
13
Diversity Elements
BUSINESS RESOURCE GROUPS

To compete in todays complex, ever-changing global
marketplace, a diverse workforce is not merely an asset
its a necessity. That is why MasterCard Worldwide has put a
premium on nurturing an inclusive culture where employees
with wide-ranging backgrounds and qualities find themselves
highly motivated, engaged, and connected.
We leverage the unique strengths, views, and experiences of our employees through
our support of Business Resource Groups (BRGs). These self-governed groups are
comprised of individuals who come together based on similar interests or experiences,
such as gender or ethnicity. BRG members help us to identify business programs
that address the needs of diverse consumers by providing feedback on new ideas
and initiatives, partnering with specific organizations, and reaching out to their
communities. In turn, employees in BRGs gain an opportunity to enhance their
cultural awareness, develop leadership skills, and network with colleagues across
all business units and at all levels, including senior leadership.
At present, MasterCard has eight BRGs, with participation in each being voluntary
and open to anyone interested in furthering the groups objectives.
14
EAST consists of employees who have an affinity towards Asia, either by heritage
or a strong interest in Asian affairs. As part of its mission, EAST directs efforts and
programs designed to enhance the understanding among all MasterCard employees
of the overall trends in Asia, and how key dynamics impact our business in the region.
Additionally, the group acts as a resource to provide insight into programs and services
that target and influence the purchasing preferences of Asian consumers, both in the
United States and abroad.
The Latin Network brings together employees of Latin descent, including those
who are Latin American, Spanish, Portuguese, French, and Italian, as well as others
who have an affinity for those cultures. It provides members with an opportunity
for professional development and networking, while creating shareholder value
for MasterCard through its connection to the Hispanic consumer segment and
organizations.
LEADs mission is to facilitate an environment that attracts, promotes, and retains

employees of African descent, including providing them opportunities for professional
growth. LEAD also acts as a resource to provide insight into programs and services that
target and influence the purchasing preferences of this important minority group.
15
Diversity Elements
PRIDE members take a leadership role in fostering an environment of inclusiveness

and respect throughout MasterCard that enables employees to feel comfortable
being open about their lives, regardless of sexual orientation, gender identity, or
expression. The environment is also one where equality of treatment is promoted
and discriminatory behavior is not tolerated. PRIDE further serves the organization
by helping MasterCard explore and implement ways to better reach out to the LGBT
(Lesbian, Gay, Bisexual, and Transgender) community as potential customers, clients,
or employees.
SALUTEs mission is to build a global network of support for active and veteran military
personnel and their families by providing an environment that attracts, engages, and
retains active and veteran military personnel, facilitates a successful transition into
MasterCards corporate culture, and provides opportunities for professional growth
by fostering a military-friendly culture that advances career development.
With approximately 1,400 members in 36 locations across all five of MasterCards

regions, the WLN seeks to advance womens careers and performance through
a culture of mentoring and coaching. By enabling members professional and
personal growth, it provides reputational and financial benefit to MasterCard
and our shareholders.
16
WWAVE incorporates all facets of diversity to engage its members, while at the same
time utilizing their experience, talents, and value to positively impact MasterCard's
business. Additionally, WWAVE utilizes its members to work with the business and
other BRGs to analyze purchasing power, identify new consumer segments, and
develop new ways for MasterCard to best capture our ever expanding markets.
YoPros are focused on developing and utilizing the innovative skills of our young
professionals. As such, the group reflects our belief that diversity encompasses
generational differences and lifestages as much as it does more traditional distinctions,
such as gender and ethnicity. YoPros mission is to create a network of young
professionals that not only informs MasterCard Worldwides business strategy as it
pertains to this segment, but also fosters information sharing and relationship building.
MasterCard Manhattanville College Scholarship

As committed as the BRGs are to the organization, they are also passionate about
making an impact in the community in which we operate. To support this mission,
the BRGs launched the MasterCard Manhattanville College Scholarship in 2011.
This endowed scholarship awards the recipient $5,000 and a paid summer intern
position at MasterCard Global Headquarters in Purchase, New York.
17
Diversity Elements
CANADA
DETROIT, MI
ST. LOUIS, MO
PURCHASE, NY
MIAMI, FL
MEXICO
BRAZIL
18
DUBLIN
LONDON
WATERLOO
PARIS
MADRID
ROME
ISTANBUL
GLOBAL
BRG CHAPTER
LOCATIONS
With more than 2,500 BRG members worldwide,
SINGAPORE
our employees are helping us achieve our goal of

understanding the complex, constantly changing
dynamics of the global marketplace. By leveraging
the unique strengths, views, and experiences of our
employees through BRGs, we create opportunities
for growth, innovation, and success.
19
Diversity Elements
Diversity Elements
SUPPLIER DIVERSITY
GLOBAL
Just as MasterCard Worldwide prizes diversity among our

customers and consumers, so do we consider it a quality
that should be reflected in our choice of suppliers. Not only
does such diversity help to fortify our supply chain, but it
also enhances our brand-building efforts and strengthens
the communities in which we operate.
BRG CHAPTER
LOCATIONS
For all those reasons, we launched the MasterCard Supplier Diversity Program in
the United States in 2001. Although that was several years before we established
our corporate diversity strategy, the program is based on the same commitment
to inclusion that serves as the strategys underlying component.
With this program, we aim to ensure that businesses that are owned by minorities,
women, or veterans, as well as small businesses, have equal access to procurement
opportunities. Additionally, the program allows other suppliers to receive credit for
subcontracting work to minority-, women-, or veteran-owned enterprises, or using
those enterprises to provide goods and services to their own businesses, because
we see that as adding value to MasterCard.
Over time, the benefits of this program have proven to be even more pronounced
than first anticipated, enabling us to enjoy what we believe is a competitive advantage
in our industry. As a result, MasterCard has begun to expand the program beyond
the United States, specifically in the United Kingdom and Canada.
As we expand the supplier diversity program in these regions, we have worked with
and will continue to work with governments, organizations, and others to establish
appropriate diversity definitions and strategies that reflect local culture and society.
MasterCard is both committed to and is aware of the value of a robust supplier
diversity program; as such, we will continue to evaluate regions for potential
expansion as well as enhance and grow our existing initiatives.
See map inside
20
Supplier Diversity Requirements
Canada
To be regarded as a diverse supplier,

a business must meet the following
qualifications:
Be a for-profit enterprise located

in Canada.
United States
in the United States or one of its
trust territories.
Be at least 51% owned by minority,
women, or veteran individuals who
also control the management and
daily operations.
Be recognized by an approved
third-party certifying agency.
United Kingdom
in the United Kingdom.
Be at least 51% owned, operated
and controlled by an ethnic minority
or woman.
MasterCard works with the following
independent agencies to verify the
ownership status of businesses
(Certification). For information on
certification please contact the
following agencies:
Minority Supplier Development UK
WeConnect Europe
Be as least 51% owned, operated

and controlled by an aboriginal,
visible minority, or woman.
MasterCard works with the following
independent agencies to verify the
ownership status of businesses
(Certification). For information on
certification please contact the
following agencies:
Canadian Aboriginal &
Minority Supplier Council
WeConnect Canada
Small Business Supplier Requirements
To be considered a small business
supplier, a business must:
Be a for-profit enterprise that operates
primarily in the United States or makes
a significant contribution to the U.S.
economy through payment of taxes or
use of American products, materials,
or labor.
Be certified by and eligible for
assistance from the Small Business
Administration.
Meet the numerical size standards
defined in the Small Business Size
Regulations.
21
Diversity Elements
GLOBAL DIVERSITY
AND INCLUSION COUNCIL
Perhaps no better indicator exists of the importance that MasterCard Worldwide
attaches to diversity than the stature of the companys Global Diversity and Inclusion
Council (GDIC). Chaired by our Chief Executive Officer, this body acts as essentially a
board of directors that provides direction to the Global Diversity Office for how best
to execute our strategy and ensure it is embedded throughout the organization.
Based at our global headquarters in Purchase, New York, the GDIC consists of
members drawn from all of the companys business regions: Canada; Latin America/
Caribbean; Europe; and Asia/Pacific, Middle East, and Africa. At its meetings, the
council regularly evaluates different programs, partnerships, and other proposals
that are presented as potential means of enhancing shareholder value.
It was through the GDICs work, for example, that we arrived at our decision early on
to expand the more traditional definitions of diversity to include diversity of thought,
experience, and function. Similarly, the councils efforts have led to the formation of,
and funding for, each of our eight Business Resource Groups. Within the GDIC, there
are also three working groups devoted to overseeing specific diversity issues associated
with gender, multiculturalism, and lifestages. Each of the groups has its own executive
sponsor responsible for exploring how our commitment to those issues can drive
employee engagement and business growth.
This represents just one way the council is aiming to uniquely leverage diversity to
enrich MasterCard Worldwides brand and reputation around the globe. We do
not want to simply embrace what others in the marketplace are doing, but rather
capitalize on the very elements that make our company exceptional.
22
SECTION THREE
Profiles in
Diversity
23
Profiles in Diversity
A WORKFORCE THAT
MIRRORS THE WORLD
AROUND US
No matter how it is classified or characterized, diversity
always comes down to people. The worlds population is
an ornate tapestry of individuals, many of whom are the
customers and consumers we strive to serve. In order to
be in the best position to do so, we know we must have
a high-quality workforce that is cut from that same cloth.
At MasterCard Worldwide, we take enormous pride in being a company where

truly the best and brightest choose to work. That enables us to be selective in
searching for employees whose diversity of ideas, skills, and experience mirror
those of the world around us.
In brief interviews on the following pages, we are delighted to feature nine such
individuals for whom the principles of diversity are not just theoretical concepts,
but a way of life. Not coincidentally, they also are recipients of our Global Diversity
and Inclusion Award for how they have made their mark through our Business
Resource Groups, customer involvement, or other activities.
These award recipients were nominated by their colleagues from around the world.
Both the Global Diversity Office and the Global Diversity & Inclusion Council reviewed
the nominations thoroughly. Together, we are proud to recognize these colleagues
for their excellence in diversity.
24
Our goal is to innovate with a

new fervor and sense of purpose.
We want everyone to know that
MasterCard is the place to be
the place where the best people
come to work and innovate.

AJAY BANGA, PRESIDENT AND CHIEF EXECUTIVE OFFICER
25
Profiles in Diversity: Ryan Beaudry
YOPROS ON THE RISE
MILLENNIALS MAKING
AN IMPACT
Through his leadership and dedication, Ryan Beaudry and
the YoPros BRG are creating a broad and long-term impact
on MasterCardboth inside and out. Thanks to their
work, MasterCard is now tapping into the greater YoPro
community for initiatives that drive business results.
You devote a lot of time to the YoPros BRG. What are the benefits of being
a part of this group?
I think it boils down to the importance of having a diverse set of thoughts and a
diverse perspective when it comes to doing business overall. For me personally,
the group has opened up multiple connections across the globe with people who
I would have never worked with; it fosters more of that person-to-person relationship
that I think is valuable when it comes to following a consistent vision or strategy
across any group.
What does being recognized for your diversity efforts mean to you?
Its a testament to the fact that diversityacross generations, across race, across
religion, across sexual orientationis truly meaningful and valuable in supporting
MasterCards growth and evolution. It was an honor for me to receive recognition
for the fact that YoPros at MasterCard are making an impact on the workforce.
26
Our mission is to
strengthen and
diversify a global
network of young
professionals.

RYAN BEAUDRY
What role in the world beyond cash does the YoPros BRG play?
Part of our goal is to have a seat at the table as MasterCard plans strategies for new
innovations. We participated in a series of ideation sessions around launching new
mobile and e-Commerce solutions that take into account the perspective of young
professionals. We also hosted an event on shaping the future of commerce, which
was webcast globally, and focused on that very topicthe world beyond cash and
how we can shape the future of commerce to electronify those transactions that
are typically cash-based today.
Whats next for the YoPros BRG?

One of our goals for the coming years is to expand the reach of MasterCards YoPros
to external organizations, so were beginning to establish connection points with
various young professionals in the communities in which we have chapters. And as
MasterCards culture has expanded, the company has increased recruiting efforts
around individuals who may be new to the workforce, such as college hires, interns,
and MBAs, so part of what were doing as YoPros is working with MasterCards talent
acquisition and talent management teams to develop various mentoring programs.
27
Profiles in Diversity: Brian DuCharme
THE PRIDE OF MASTERCARD
SHOWCASING SUPPORT
IN NYC AND BEYOND
Brian DuCharme is a true ambassador for our brand.
DuCharme and the PRIDE BRG cleverly leveraged
NYC pride parade to promote MasterCard PayPass
in a fun and engaging way.
Congratulations on your award! Tell us about it.

As part of the PRIDE BRG, I was peer-nominated for my leadership in securing
MasterCard as the official card of New York Citys 2011 Pride events. The project
ended up producing 11 million brand impressions for our MasterCard and PayPass
brands, and really helped create a dialogue between MasterCard and the LGBT
community, not only in New York, but all across the country.
What is the PRIDE BRG all about?

Being in PRIDE is great. You dont have to be gay to be a member; you can be a
straight allyweve done a lot of work over the last few years trying to bridge that
gap. So the groups not just about making LGBT employees feel safe at work;
its also about building awareness with straight allies who may know someone who
is gay, and showing them what it means to people to know that theyre supported.
Why do you take such an active role in promoting inclusion at work?

As an openly gay person living in the U.S., its always been important to me to make
sure that I can bring my whole self to work. Throughout my career Ive experienced
places where being out at work was almost impossible; it was actually detrimental
to my career. So I was really looking for a global company that understood and had
appreciation for diverse thoughts and would accept me for who I am. And I found
that at MasterCard. So as a co-chair of the PRIDE BRG, I wanted to be able to create
a platform where MasterCard could be seen and heard as an advocate for diversity
in the LGBT community.
28
Diversity of thought
allows us to
compassionately
build best in class
services that improve
the lives of individuals.

BRIAN DUCHARME
How are diversity and business linked at MasterCard?

Diversity of thought is part of the MasterCard culture and our BRGs are working hard
to help integrate our communities of interestPRIDE and the other seven BRGs
into our product development process. The PRIDE sponsorship was directly linked to
MasterCard business objectives. For six months leading up to the NY Pride events,
we established a calendar of engagements that would help us reach our audience in a
new and personal way. Not mass marketing but focused toward the LGBT community.
What role does diversity have in the world beyond cash?

The world beyond cash is a company goal because we recognize the enormous
benefits that electronic payments have on individuals, communities, and governments.
We serve more than a billion people in 210 countries, so being able to connect with
them by understanding their stories and personal passions makes the mission real
and meaningful.
29
Profiles in Diversity: Jennifer Rademaker
LEADERSHIP IN EUROPE
RECOGNIZING THE
POWER AND INFLUENCE
OF WOMEN
Jennifer Rademaker and the Waterloo chapter of WLN
are making significant progress in the attitudes of women
working with MasterCard. In three short years, research
studies reveal what a positive impact this BRG has had
on MasterCards female workforce in Europe.
Tell us about the European Womens Leadership Network.

We started the European Womens Leadership Network (EWLN) BRG about four years
ago in Europe. We started out developing and hosting events, and also created an
annual survey to women across Europe. Really our main goal is to champion the cause
of promoting and developing women at MasterCard, specifically in Europe.
What impact has the EWLN had on the culture of MasterCard Europe?
When I started at MasterCard Europe five years ago, there were very few women
in leadership positions. Now thats changed, but there is still a lot of room for
improvement. Through the EWLN, Id like to continue to create an environment
where women feel they can get the tools they need to improve their career. And Id
also like to be a champion for things that will help make it easier to retain women in
the workforce, through things like work/life balance, flex time, work from home. We
didnt have these tools five years ago, so I do think the EWLN has been a positive force
in that regard.
30
Working with the

European Womens
Leadership Network
is a labor of love.

JENNIFER RADEMAKER
What impact does the work of the EWLN have on the company as a whole?
I think it makes us a richer business. We know from research that the real purchasers
in the world are women. Its women who buy the clothes for the family. Its women
who do the grocery shopping. Its women who book the holidays. And even if the
woman does not actually make a transaction, she is the influencer of the transaction.
So to not have women in our company would really be missing out on a lot of key
insights, particularly in my area of product development and product management.
What role does diversity have in the world beyond cash?

Were trying to create evangelists out of our employees when it comes to the use of
electronic payments. In September 2011, my team launched an employee promotion
called The Month Without Cash, during which we challenged employees in Europe to
go a month without using cash. This gave us the opportunity to become evangelists,
but also to identify where the difficulties lie with electronic payments, so we can then
address those issues. So having a lot of diverse people using our products in different,
personal ways has been a great learning tool.
31
Profiles in Diversity: Jos Reyes
JOURNEY TO THE AMERICAS
BRIDGING THE
COMMUNICATION GAP
BETWEEN COUNTRIES
Jos Reyes and his Latin Network team recognized the need
for more dialogue between our U.S.- and Latin Americabased employees. Together, they are leveraging cultural
capital and business acumen to add value to MasterCard.
Tell us about the Journey to the Americas program, for which you
were honored.
A lot of people were expressing that they wanted to be more aware of who our
partners in the regional offices in Latin America are. They really wanted to see
the people, and get to know a little more about them, as well as their countries
and cultures. So I worked with the Latin Network BRG in planning live meetings
between offices, and we called it Journey to the Americas. And in these meetings,
the regional offices shared overviews of what they do, information on their countries,
and a cultural profile.
Whats the link between diversity and business improvement?

When you are including all the diversity in your companyall the cultures,
backgrounds, people, thinkingyou impact your business in a positive way.
A good example is: we work with the YoPros BRG, and they bring a lot of different
ways of thinking to the table, and they represent a generation thats driving the
market right now. So we need to understand the way theyand our customers
in their generationthink. And thats what these diversity groups bringways of
thinking that we never considered before.
32
Ideas come better

if a company
embraces diversity
and thinks globally.

JOS REYES
So diversity isnt just about ethnicity then?

Exactly. Its about a lot more than ethnicity, and generation is a part of that. In addition
to YoPros, we also have WWAVE (Workers With Accumulated Valued Experience).
They represent a huge chunk of the population, so thats another group we need to
consider, and think about their feedback in whatever product we are creating.
What role does diversity play in the world beyond cash?

When it comes to the world beyond cash, if we know exactly how a culture is using
and adapting to technology, we will be able to take advantage of that knowledge and
deliver messages and products theyll understand and embrace. For example, were
working to bring person-to-person payments and eCommerce to Brazil; this is new
to them, and were seeing them move from being people who used cash to people
who are using debit more, and we can see that they will embrace using revolving
credit and enjoy the benefits of doing so.
Whats next for you?

Our group was invited to help the LEAD BRG as they develop a Journey to Africa
program. So Ive been coaching and helping them a little bit with information on
how we developed the Journey to the Americas.
33
Profiles in Diversity: Olga Thelliyankal and Ravi Aurora
RISING IN THE EAST
MAXIMIZING TALENT IN A
DIVERSIFIED WORKFORCE
Through joint efforts with the Global Diversity Office and other
BRGs, these recipients are bringing together senior leaders to
discuss not only best practices in the workforce, but also avantgarde issues related to global leadership and development.
How does diversity impact MasterCard as a whole?

Ravi Aurora: MasterCard is now serving more than 210 countries, so diversity is
a business imperative. Its not a nice to have; it is absolutely what youve got to
do, because diversity drives ideas. Whether it is a diversity of creativity, experience,
understandingall of those differences are fundamental to our business. They will
help build a smarter MasterCard.
Olga Thelliyankal: As MasterCard continues to grow and operate in a global
marketplace, its very important to understand global dynamics because that helps
us become more effective in delivering products, solutions, and results. Diversity is
no longer about just being fair and doing whats right; its also about the companys
competitiveness in this global marketplace.
What role does diversity play in the world beyond cash?

Ravi Aurora: Diversity can help us understand consumers, financial institutions,
corporationsall the parties that have a vested interest in paymentsand show them
the vision of a world beyond cash. That can only occur by harnessing the diversity of
perspective, and allowing a dialogue to take place. Then you can begin to understand
what may be important for an Asian consumer versus a consumer of a different
ethnicity, or the needs of a younger consumer versus that of an older demographic.
34
Olga Thelliyankal
Ravi Aurora
Olga Thelliyankal: This is where I feel that understanding diversity and help us
understand the needs of our consumers and customers. The efforts of the BRGs
are a perfect vehicle to enable our vision of a world beyond cash. Our employee
base is a perfect cross-section of all of the different ethnicities and geographies
across the world, and built in ambassadors for the world beyond cash initiative.
Q
A lot of people are working hard to embrace diversity. Are you seeing results?
Ravi Aurora: Absolutely. Not a week goes by where a BRG is not involved in an
activity, and you can see the difference in communication channels from those efforts.
Externally, MasterCards ranking in Diversity Inc.s Top 50 companies jumped up from
31 last year to 15 this year, which is a phenomenal recognition of the efforts that
have been made.
This recognition further reflects

MasterCards commitment to
the Business Resource Groups
and diversity efforts.

OLGA THELLIYANKAL
35
Profiles in Diversity: Jehu Chesson, Zundra Bryant, and Betty Mitchem
MODELS OF DIVERSITY
FASHIONING A
CULTURAL EXPOSITION
Each year, there is lasting buzz around the relevance,
excitement, and inclusiveness shown in the LEAD Black
History Month events. Last years events culminated in
a fashion showa tremendous celebration of all of the
cultures represented by MasterCard BRGs.
Tell us about the events you held to celebrate Black History Month.
Betty Mitchem: Well, we didnt want to treat it just as Black history. We wanted
to make sure we were reinforcing diversity and inclusion of the other BRGs. So for a
cultural finale event to end our Black History Month program, we held a fashion show
that represented all the different types of cultural dress of the other BRG members.
We had dress from countries in Latin America, and we had people modeling African
and Asian garments.
Zundra Bryant: We had a great turn out. One of the most impressive things at
MasterCard is the level of executive support, and they really encouraged people to
attend. Overall it was a great way to celebrate each and every one of us individually
but also recognize collectively how much power we have as a diverse group of
individuals that come together.
Jehu Chesson: This event really would not have been possible without the
participation and enthusiasm of the other BRGs.
36
Jehu Chesson
Zundra Bryant
Betty Mitchem
Why is it important for businesses to recognize diversity?

Jehu Chesson: We all know diversity is key to business success. I personally feel that
diversity leads to innovation of thoughts, ideas, and culture, which can have positive
business impact.
Betty Mitchem: The one thing we know thats inevitable is change. So as a result,
we have to keep figuring out, What do we need to do differently? We have
to come up with diverse ways of understanding what appeals to the masses,
and knowing how to target different regions or different audiences.
Zundra Bryant: Diversity provides the opportunity to collaborate across the
organization; it creates an environment that is conducive to building relationships.
And once you have a personal connection it makes doing business so much simpler,
because youre motivated by more of a common bond.
When you get a diverse group of

creative people togetherthinking,
coming up with innovative ideas
that helps you problem solve better.

JEHU CHESSON
37
Profiles in Diversity: Jehu Chesson, Zundra Bryant, and Betty Mitchem
How is MasterCard a leader in diversity and inclusion?

Zundra Bryant: One of the biggest distinctions is executive support. Its one thing
to have grass roots employees involved; its another thing to have executives who
have made diversity a part of their strategy for growing the company and are actually
putting funds towards diversity initiatives.
Jehu Chesson: MasterCard itself is a global company. We have a global and very
diverse workforce, which in itself shows the organizations strong support for diversity.
How has your work with diversity initiatives impacted your role
at MasterCard?
Jehu Chesson: I have support offices all over the world! I had the situation recently
where I needed some quick translation. So I just picked the phone up and called
someone in a Latin Network that I knew through the BRG, and they were able to
help me. So, right there, that to me is business impact.
Zundra Bryant: I know more of what I dont know. How different countries and
cultures interact with commerce is amazing. And having associates that have grown
up or live in those areas, and having access to them and being connected to them
brings so much knowledge and insight I wouldnt otherwise have because I havent
personally experienced it.
Betty Mitchem: From coordinating and participating in this event, there were at least
four or five people that for months or maybe even sometimes years, I had seen their
name on paper but never really knew who they were. Meeting them really reinforced
networking. Now we actually talk to one another and have built friendships, and are
even more comfortable from a business perspective.
How can people benefit from getting involved in diversity initiatives?

Betty Mitchem: Its a rewarding experience, a way to give back. And in addition,
there are networking opportunities, especially from participating in BRG events.
Zundra Bryant: You get an environment that is conducive to building relationships.
And you get to learn more and beyond what you would just staying within the realm
of your job function.
38
SECTION FOUR
Partnerships
39
Partnerships
PARTNERING
WITH CORPORATE
PHILANTHROPY
The culture of giving back is woven tightly into the fabric at
MasterCard. Not only are our employees generous in their
financial support for causes that are meaningful to them,
they are also extremely active in volunteerism.
In this spirit, MasterCard encourages employees to become involved and active in their
communities, and offers each employee up to two work days (eight hours per day, 16
hours total) per calendar year to engage in eligible volunteer and community outreach
activities. Below are a few examples of programs where MasterCard employees are
making a difference.
NETWORK FOR TEACHING

ENTREPRENEURSHIP (NFTE)
Throughout the course of history, entrepreneurs have been the dreamers and doers
who have driven innovation, fueled growth, and helped to solve societys problems.
So MasterCard has teamed up with NFTE to give young people in at-risk communities
in the U.S. and Europe a chance to unlock their potential by teaching them the
entrepreneurial skills they need to turn their dreams, passions, and visions into reality.
Together, MasterCard and NFTE are also helping their teachers become more effective
by providing them with professional development programs and technical assistance.
40
We take our corporate citizenship

seriously and believe we have
a responsibility to support our
communities.

DONNA ALLIGOOD JOHNSON, CHIEF DIVERSITY OFFICER
JUNIOR ACHIEVEMENT
Around the world, schools are teaching our children to understand the world and
how it works. At MasterCard, we believe they should also have the financial skills
and knowledge that will help them make better decisions in the future. That is why
MasterCard works with Junior Achievement, the worlds largest nonprofit organization
dedicated to giving young people the knowledge and skills they need to own their
economic success, plan for their future, and make smart academic and economic
choices. Additionally, MasterCard employees in Europe, Latin America, and the U.S.
are volunteering thousands of hours in classrooms, sharing their knowledge with
students, and helping them develop fundamental skills to achieve success and
financial security throughout life.
BANKERS WITHOUT BORDERS

A GRAMEEN FOUNDATION INITIATIVE
Starting in rural Colombia, MasterCard has partnered with Grameen Foundation to
provide rural farmers in the most remote, hardest to reach areas with the means to
access timely and relevant information that can improve their quality of life. Through
the collaboration, Grameen Foundation will provide banana and cocoa farmers vital
agricultural, weather, and pricing information via mobile phones, and research the
demand for mobile financial services that are tailored to the needs of the poor.
41
Partnerships
MASTERCARD LABS
At MasterCard, we believe that combining our industry
expertise with the diverse insights of our global
workforce and new technological advancements
drives cutting-edge innovation.
MasterCard Labs, the global Research & Development arm of MasterCard Worldwide,
is dedicated to finding breakthrough innovations for MasterCard that keep pace with
the evolving needs of consumers, merchants, and our customers.
MasterCard Labs focuses on gathering good ideas from many sources and building
out new concepts quickly and cost-effectively. Guided by principles that foster
creativity, openness, collaboration, and speed, MasterCard Labs creates the tools
and environment to help make MasterCard better and faster at innovation.
MasterCard Labs allows MasterCard to ideate, incubate, and test new concepts
quickly and cost effectively, before making a decision as to whether, and how, a
concept should be graduated to production, says Rob Reeg, MasterCard president,
global technology and operations. Supporting innovation is critical to keeping
MasterCard at the forefront of advancing commerce.
MasterCard Labs builds and executes a number of employee programs designed to
drive innovation across the company and inspire the generation of new ideas. These
programs span the product lifecycle, from ideation to accelerating commercialization.
Innovation Express brings MasterCard employees together from business units and
locations around the world for a two-day round-the-clock competition, focused
on solving a specific business challenge. Four teams of developers, designers, and
cross-functional team members collaborate and compete to deliver a new product
prototype, business plan, and demonstration video of how their product works.
Over the past year, MasterCard Labs, in partnership with business owners across
42
the organization, has completed four events with a number of projects now on the
path to commercialization. Employee participation feedback has been very positive,
even with the lack of sleep. Participants are energized not only by the commercial
potential for each concept, but with the opportunity to broaden their exposure
to colleagues from different departments and countries in the MasterCard family.
Additional Innovation Express events are currently being planned.
Innovation Time provides employees with the freedom and resources to work
outside their day jobs on projects that theyre passionate about and are relevant to
MasterCards business. Its an opportunity for employees to network, receive highprofile visibility for their efforts, and compete for great prizes. Projects are judged
semi-annually by executive leadership and regional innovation champions based on
their concepts business impact, technology accomplishment, and creativity. Although
one project is chosen as the winner from each judging event, any project can be
recommended for further development, with MasterCard Labs helping transition
selected ideas to relevant business units. Innovation Time lets employees work on
their individual development as they create real innovations for MasterCard.
Innovation Express and Innovation Time are just two of the many efforts MasterCard
Labs spearheads, driving innovation for todays ever-changing world.
43
50 OUT FRONT ISSUE 2012 | $5.50
June 2012
2012 50 Out Front Companies:
BEST PLACES FOR

DIVERSE MANAGERS
& WOMEN TO WORK
Partnerships
Accenture
Takes the #1 Spot
Movement of
LGBT Diversity
20 Companies Rise;
24 Companies Fall
In the Workplace
4 Case Studies of
Winners & Losers in CPGs,
Financial Services page 18
WHY WOMEN
LEAVE THEIR JOBS
2 Newcomers on List,
3 Up From 25 Noteworthy
Companies List page 44
Participation Up 11% page 38

How We Keep Your Data Secure page 17
IMPAC T OF THE OLD GUARD:
Significant Progress
TOP 50: 36% More Black, Latino,

Asian Senior Execs Vs. Last Year
TOP 10: 21% More Women,

Senior Execs Than All Participants
Are We Pay-to-Play? page 17
Top50.Cover3.indd 60
Jorge Benitez
CEO, United States
Accenture
4/16/12 1:17 PM
DIVERSITY AWARDS
As part of MasterCard Worldwides diversity and inclusion
strategy, we have pledged to build a reputation that positions
our company as a global diversity leaderone where the
best people come to work and innovate.
We are extremely proud of our growing record of awards that not only validate
our strategy, but represent independent assessments of our progress.
The following is a compilation of some of the top honors earned to date:
DiversityInc. Magazine
Oxbridge Careers Guide (UK)
Number 15 on the Top 50 Companies

for Diversity 2012
Employer of Choice 2009
Diversity MBA Magazine

50 Out Front Best Places for Diverse Managers
to Work List 2012
Working Mother Magazine

100 Best Companies for Working Mothers 2008,
2009, 2010, 2011, and 2012
Human Rights Campaign

Best Places to Work for LGBT Equality
2009, 2010, and 2011
Congress of Diversity Executives

CODE Leadership award 2009
Hispanic Enterprise Magazine

Top 50 Corporation for Supplier Diversity
2008 and 2009
44
Poder Magazine
Top 50 Corporations for Hispanics 2009
TECOM Investments (Dubai)

Globalization and Diversification Award 2009
Westchester County (NY)

LGBT Advisory Board
2009 Business of the Year (for consistent and
ongoing support of the LGBT community)
Essence Magazine
35 Great Places to Work for African-American
Women 2008
Legacy Institutions
Remain a Driving Force
Butterfly mural was created by MasterCard employees and is featured in the main entrance
of MasterCard Global Headquarters in Purchase, NY.
mastercard.com/diversity
2012 MasterCard Worldwide

Diversity Brochure Final

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Global Diversity

Our respect for the differences

Diversity and Inclusion

When different people come together,

A Message from Our Leadership

Our Diversity Strategy

Business Resource Groups

Global Diversity and Inclusion Council

Olga Thelliyankal and Ravi Aurora

Jehu Chesson, Zundra Bryant,

Diversity and Inclusion

A Message from Our Leadership: Inclusion and Innovation

To all our supporters,

Donna Alligood Johnson

President and Chief Executive Officer

Chief Franchise Integrity Officer, Executive

Chief Diversity Officer

Diversity and Inclusion

OUR DIVERSITY STRATEGY:

We place a significant value on diversity because we believe that in order to achieve

One day diversity will be part of

NOAH J. HANFT, CHIEF FRANCHISE INTEGRITY OFFICER,

Diversity and Inclusion

BRAND AND REPUTATION This represents our determination to forge partnerships

EXECUTING THE STRATEGY:

Our infrastructure includes:

Diversity and Inclusion

Diversity and Inclusion

As a company, we believe diversity

AJAY BANGA, PRESIDENT AND CHIEF EXECUTIVE OFFICER

Diversity and Inclusion

BUSINESS RESOURCE GROUPS

LEADs mission is to facilitate an environment that attracts, promotes, and retains

Diversity and Inclusion

PRIDE members take a leadership role in fostering an environment of inclusiveness

With approximately 1,400 members in 36 locations across all five of MasterCards

MasterCard Manhattanville College Scholarship

Diversity and Inclusion

our employees are helping us achieve our goal of

Diversity and Inclusion

Just as MasterCard Worldwide prizes diversity among our

Supplier Diversity Requirements

To be regarded as a diverse supplier,

Be a for-profit enterprise located

Be as least 51% owned, operated

Diversity and Inclusion

Diversity and Inclusion

At MasterCard Worldwide, we take enormous pride in being a company where

Our goal is to innovate with a

AJAY BANGA, PRESIDENT AND CHIEF EXECUTIVE OFFICER

Diversity and Inclusion

Profiles in Diversity: Ryan Beaudry

YOPROS ON THE RISE

Whats next for the YoPros BRG?

Diversity and Inclusion

Profiles in Diversity: Brian DuCharme

THE PRIDE OF MASTERCARD

Congratulations on your award! Tell us about it.

What is the PRIDE BRG all about?

Why do you take such an active role in promoting inclusion at work?

How are diversity and business linked at MasterCard?

What role does diversity have in the world beyond cash?

Diversity and Inclusion

Profiles in Diversity: Jennifer Rademaker