MFHAReport to the Community

Profiles in Diversity Leadership

20102011

LETTER FROM THE PRESIDENT 1MFHA OVERVIEW 2 FOUNDING COMPANIES 4MFHA BOARD OF DIRECTORS 5FEATURED COMPANIES 7-49 ARAMARK 7 BOB EVANS FARMS, INC. 10 BRINKER INTERNATIONAL 13 BURGER KING CORPORATION 15 THE COCA-COLA COMPANY 18 CRACKER BARREL OLD COUNTRY STORE 20 DARDEN RESTAURANTS 22 DENNY’S, INC. 25 DUNKIN’ BRANDS, INC. 27 GENERAL MILLS, INC. 29 HYATT HOTELS & RESORTS 31 KIMPTON HOTELS & RESTAURANTS 33 MCDONALD’S CORPORATION 36 MORRISON MANAGEMENT SPECIALISTS 38 PEPSICO FOODSERVICE 40 SODEXO 43 SYSCO CORPORATION 46 YUM! BRANDS, INC. 48MFHA CORPORATE MEMBER WEBSITES 50DIVERSITY RESOURCES 51

CONTENTS

www.mfha.net

Multicultural Foodservice &Hospitality Alliance

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LETTER FROM THE PRESIDENT

Dear Community and Industry Leaders,

I am pleased to share with you the 3rd Annual MFHA Report to the Community. This Report was developed to showcase the programs of MFHA and to communicate our industry’s commitment to diversity & inclusion.

Companies featured in this report are active members of MFHA and leaders on diversity in our industry. Information about our member companies and upcoming MFHA events and programs can be found on our website at www.mfha.net.

Since 1996, The Multicultural Foodservice & Hospitality Alliance (MFHA) has been helping individuals and organizations create career and entrepreneurial opportunities for multicultural talent in the restaurant, foodservice, and lodging industry.

MFHA is committed to building relationships and sharing our success stories with multicultural communities. The food and hospitality industry offers tremendous employment and entrepreneurial opportunities. We want community leaders, educators, elected officials, and consumers to know about these opportunities.

I encourage you to learn more about our industry and the companies who are leading our diversity effort by visiting their websites. We have included a list of our members for your convenience.

Finally, I encourage you to support these companies as customers. They have invested in our vision of a more multicultural industry and they deserve your support. Let us know what you think of the Report by emailing me at gerry.fernandez@mfha.net.

Thank you and I hope to see you soon.

Sincerely,

Gerald A. Fernandez President

Who We Are: MFHA is a membership based organization comprised of leaders in the food and hospitality industry who believe that sound diversity management practices will help individuals and companies grow.

What We Do:MFHA works to promote the business benefits of diversity & inclusion while helping its members attract, develop and retain multicultural talent.

How We Do It:MFHA delivers workshops, conferences, programs and publications that:

• Educate the industry and our members on how to build diversity management capabilities, competencies and capacity to better retain talent

• Advocate for our industry by telling the public about career and business opportunities that exist with member companies for minority talent

• Connect people with opportunities to network and receive professional development coaching to help advance their careers

Our Goals:• Embrace and leverage diversity & inclusion as a business opportunity• Promote an accurate view of the industry and its career and business opportunities in

minority communities• Deliver professional development coaching for minorities in the industry to help advance

their careers Our Events & Programs:• Diversity Network Professional Development Series • Conference Events• Showcase of the Stars™ career exploration events • Diverse Leadership Reception

Our Publications & Services: • Annual Report to the Community • Diverse Career Annual • QuickVue English/Spanish Workplace Language Guides • Diversity & Inclusion Seminars

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MFHA OVERVIEW

MFHA Diversity Networks - Professional Development Series The MFHA Diversity Networks are led by a group of MFHA members and member companies that organize local events and help deliver MFHA programs in specific regions including: Atlanta, Chicago, Dallas and Minneapolis.

Each Network, with input from the MFHA team, identifies regional issues relevant to diversity & inclusion on which MFHA can add value.

Throughout the year, the Diversity Networks develop and host a Professional Development Event Series.

These events will:• Advance industry professionals’ career development• Provide strategic networking• Offer local leadership development opportunities• Strengthen and grow the MFHA community

MFHA Conference EventMFHA has been conducting national and regional educational conferences and symposia since 1998. Over the years, MFHA has delivered cutting edge topics and showcased world class speakers.

Showcase of the StarsTM

Showcase is a live, in-person career exploration event targeted primarily to minority high school and college students. Select events also target adult professionals transitioning into new careers. This award-winning program informs participants from diverse communities about the tremendous career opportunities that exist in the food and hospitality field by showcasing successful professionals from all segments of the industry.

Goals of Showcase of the Stars™:• To educate, motivate and inspire students to pursue careers in the industry• To communicate the vital message for students to stay in school, aim high and believe in

their dreams• To convey the fact that the hospitality field offers a good quality of life and excellent earning

potential• To demonstrate that diversity is valued and needed in the industry

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MFHA OVERVIEW

FOUNDING COMPANIES

Throughout its existence, MFHA has promoted diversity management as an important business practice across all segments of the food and hospitality industry.

When MFHA was formed in 1996, many companies lacked fully functioning diversity initiatives. The following companies led the charge and made the commitment to create and fund MFHA.

American Express

Avado Brands

Bethune Cookman College

Brinker International

The Coca-Cola Company

Darden Restaurants, Inc.

Elliot Associates

Fair Oaks Farms

Flagstar (Denny’s)

Friendly’s Ice Cream

General Mills, Inc.

Hyatt Hotels & Resorts

Marriott Management Services (Sodexo)

McDonald’s Corporation

Metromedia Restaurant Group

Nabisco Foodservice (Kraft)

The National Restaurant Association

Quality Croutons

Restaurant Hospitality Magazine

State Fair Foods (Sara Lee)

T.G.I. Friday’s (Carlson Restaurants Worldwide)

U.S. Foodservice

Westin Hotels (Starwood Hotels & Resorts)

Yum! Brands, Inc.

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MFHA BOARD OF DIRECTORS

MFHA OFFICERS

BOARD OF DIRECTORS

Paul LeechSecretary At Large

Roy JacksonVice Chair

Coca-Cola North America

Vice PresidentNational Sales

Wendy DavidsonTreasurerAt Large

Tony MitchellChair

Morrison Management Specialists

Chief Financial Officer

Brinker InternationalAnnette Green

Director Diversity and Inclusion / Executive

Recruitment

CBRL Group, Inc.Paul SealDirector of

Diversity & Outreach

Burger KingAndrea Marquez

ManagerDiversity &

Multicultural Relations

Darden Gene Lee

President Specialty Restaurants Group

Creative Printing Services

Sheldon RossVice President

ARAMARKNicole Johnson-Reece

Vice PresidentGlobal Diversity &

Inclusion

Nation’sRestaurant News

Michele FoodsMichele Hoskins

Founder and Chief Executive Officer

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Palm Restaurant GroupBetsy MercadoVice President

Human Resources

Pepsi Cola North America

Maurice CoxVice President

Corporate Development and

Diversity

Ecolab, Inc.Jim MillerPresident

Institutional Division

North America Sector

Dunkin’ Brands, Inc.Christine Deputy

Senior Vice PresidentHuman Resources

General Mills, Inc.Hank Malin

Vice President HR, Bakeries &

Foodservice Division

Wendy’s International

Frances WrightVice President

Human Resources, Talent Management

& Ethics

Yum! Brands, Inc.Terrian Barnes

Global Diversity & Inclusion Officer

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MGM MirageDebra NelsonVice President

Corporate Diversity, Communications & Community Affairs

Kimpton Group, Inc.Alan Baer

Senior Vice PresidentHuman Resources

Gould IdeasAlan GouldConsultant

Sysco CorporationAlbert Gaylor

Vice PresidentIndustry Relations and

Diversity

SodexoArie Ball

Vice PresidentTalent

Acquisition

MFHA BOARD OF DIRECTORS

ARAMARK

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

At ARAMARK, our mission is to be a company where the best people want to work…people from all backgrounds, perspectives, and experiences. That mission is reflected throughout our organization, from our executive offices to our operations at ballparks, universities, elementary schools and beyond. We are comprised of a rich mosaic of individuals - who together make us what we are as a company. Our focus areas for Diversity and Inclusion are:

Talent and CultureHire, retain, and develop a workforce that reflects the marketplace we serve and maintain a workplace culture that values and leverages differences.

Clients and PartnersStrengthen our competitive position to meet the needs, requirements, and desires of our clients/customers through alignment with the changing demographics of the marketplace.

CommunityDemonstrate our commitment to corporate partnership through support of key community segments that align with our business goals.

Diversity CouncilsARAMARK’s support for Diversity and Inclusion starts at the top. Our senior leadership team forms the Executive Diversity Council which spearheads any companywide changes made on behalf of ARAMARK’s diversity strategy.

This team works closely with ARAMARK’s Strategic Diversity Council which is comprised ofleaders from each ARAMARK line of business who serve as internal ambassadors of our diversityand inclusion strategy. Together, the Executive and Strategic Diversity Councils work each day tolead and model ARAMARK’s commitment to diversity.

Talent AcquisitionAs we look for talent to join ARAMARK’s ‘One Best Team,’ we are continuously developing a poolof diverse candidates at all levels. The recruitment process within ARAMARK is driven by adedicated team of Talent Acquisition professionals who employ innovative sourcing channels toidentify and attract candidates who should consider ARAMARK as a viable career destination.

ARAMARK also leverages our Regional Staffing Centers to attract and hire new talent.Located in 10 major cities across the country, the Regional Staffing Centers partner closely withlocal community organizations to identify job candidates who can support ARAMARK’s recruitingneeds.

Talent Training & DevelopmentLeveraging differences is a core leadership competency for which all ARAMARK leaders are heldaccountable. Leaders receive training as part of ARAMARK’s corporate leadership developmentprograms. The intent of the diversity components is to encourage managers to create anenvironment where they can utilize the differences of their employees to benefit ARAMARK asa company. To this end, we provide Diversity Training which is intended to increase employeeawareness of ARAMARK’s diversity strategy and its importance to our business. All of ARAMARK’s 13 salaried employees participate in this training within the first 90 days of employment.

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Strategic Partnerships: ARAMARK’s Commitment to Supplier DiversityARAMARK looks for high-performance companies offering superior quality, reliability and value. We are committed to pursuing, developing and supporting strategic partnerships with businesses owned and operated by minorities and women, as well as small disadvantaged organizations who share our values.

ARAMARK is a member of the National Minority Supplier Development Council, the Multicultural Foodservice & Hospitality Alliance, the National Urban League and the Women’s Business Enterprise Council.

External Diversity Partnerships: An Integral Part of ARAMARK’s Diversity StrategyAt ARAMARK we understand how teamwork and strategic alliances increase our ability to serve our employees, clients, customers, and the community. As part of our diversity strategy, weare continuously building strong partnerships with organizations that serve the diverse needs andinterests of our key constituencies, and we believe that supporting these organizations firmlydemonstrates our commitment to diversity and inclusion.

We also believe that these diversity partnerships should be win-win relationships—supporting thegoals of each organization along with ARAMARK’s business goals. These partnerships provideARAMARK with various opportunities to support our business and diversity goals through talentacquisition and development, employee engagement and networking, new business development, branding and communication, benchmarking and research, and the pipeline creation of diverse suppliers.

AtARAMARKweareproudtobeaffiliatedwiththefollowingorganizations:• Catalyst• Congreso Latinos Unidos• Diversity Inc.• Diversity Best Practices• Hispanic Association of Colleges &

Universities• Hispanic College Fund• Institute for Diversity in Health Management• Multicultural Foodservice & Hospitality

Alliance• National Association of Asian American

Professionals• National Council of La Raza• National Hispanic Corporate Council

• National Society of Minorities in Hospitality• National Urban League• Out and Equal• Urban League of Philadelphia• Women’s Foodservice Forum

Also a member of: • National Minority Supplier Development

Council• The Multicultural Foodservice & Hospitality

Alliance• The National Urban League• The Women’s Business Enterprise Council

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DIVERSITY CHAMPION

Nicole Johnson-ReeceVice President

Global Diversity & Inclusion

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AWARDS & RECOGNITION• Joan O’Shaughnessy, CEO, ARAMARK Ireland, was named to a list of “Women Worth

Watching” in the September/October issue of Profiles in Diversity Journal. • ARAMARK Germany received Profiles in Diversity Journal’s “Innovations in International

Diversity” award for the innovative approach it has taken to advance diversity in the workplace and in the communities it serves.

• ARAMARK Ireland’s team at Mayo General Hospital was awarded the Irish Hospitality Institute Diversity Award for 2009. The team was recognized for promoting Equality in the Contract Catering Industry & for their work towards Integration & Diversity in the workplace.

• Named one of the “40 Best Companies for Diversity” by Black Enterprise magazine for the fourth consecutive year.

• Recognized as one of the country’s Top Employers by “Karriere” (Career) magazine.• Named the 2007 Multicultural Foodservice & Hospitality Alliance (MFHA) “Corporate

Champion.”• Dennis Maple, President, ARAMARK Education, was named one of 2008’s “100 Most

Influential Blacks in Corporate America” by Savoy Professional magazine.

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

At Bob Evans Farms, Inc. diversity is a key value in our business model. We believe in accepting and celebrating the differences of our employees, distributors and consumers. By offering an open environment to diversity, we are able to utilize unique perspectives and strengths that prepare our company for explosive growth.

Our Best Brand Builders are values that give our company a foundation for every action we take while performing our jobs. Our first Brand Builder is to “win together as a team.” To successfully win together, we must work together. Collaboration of a diverse team is critical to our success. By incorporating our team’s differences, we are driving innovation and actively evolving our brand.

Our diverse workforce offers us the advantage of recognizing other cultures and ideas and prepares our company to serve our current and future customers. The diversity of our workforce is composed of differences in race, gender, sexual orientation, education, professional experience, religion, disability, nationality and age. At Bob Evans Farms we are actively working to increase the diversity of our workforce to foster a competitive advantage for our company.

Recruitment: We are actively recruiting diverse part-time and full-time employees through numerous outreach programs. Bob Evans Farms routinely attends local career fairs which are sponsored by and facilitated through a variety of profit and non-profit organizations. These events are commonly advertised locally through newspaper, television, radio and state agencies. In addition, Bob Evans Farms has begun working with the local chapter of the National Association of Black Accountants (NABA) to source candidates for various accounting and finance openings.

Training/Education: At Bob Evans Farms we offer numerous diversity training and education programs that promote a common respect and understanding of inclusion throughout all levels of the organization.

The Manager in Training Program provides all MITs with an introduction to diversity class. The course was recently revised to include sections on the benefits of diversity, identifying stereotypes and bias, the business case for diversity and open discussions on the topic.

General managers and area coaches attend a two-hour diversity session every 18 months in the field. Common scenarios that arise in the restaurants and the diversity impact of these instances are discussed openly. General managers and area coaches explore how culture, policies and procedures can exclude certain groups of people and how to rectify these issues. The managers and coaches also participate in numerous affinity exercises.

AffinityGroup:Women of Bob Evans (WOBE) was started in 2007 by Mary Cusick, senior vice president of Bob Evans Restaurants Marketing and Kathy North, senior vice president of Bob Evans Restaurant Operations. This organization is available to all women employees at Bob Evans Farms. Corporate programs are offered as well as regional manager programs. WOBE’s goal is to provide female employees with the chance to network and collaborate with one another for their own professional development.

BOB EVANS FARMS, INC.

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AWARDS & RECOGNITION• In 2009 Bob Evans Farms Operation Feed campaign received the Most Meals Per Capita

award (250- 999 employees) from the MidOhio Foodbank. With a number of fun activities like a Dodge Ball tournament, a corporate contribution and participation in Foodfight 6.30, Bob Evans employees raised 327 meals per employee.

• In 2009, City Year Columbus awarded Bob Evans Farms the Martin Luther King Jr. Dreamer Award. The award notes: “For your belief in the young people of City Year and the Heroes Program. Your commitment has made it possible for thousands of young people to become active committed citizens.”

• In 2009 Bob Evans Farms Operation Feed campaign received an “outstanding award” from the MidOhio Foodbank.

• In 2007 MidOhio Foodbank - Operation Feed Campaign honored Bob Evans Farms with their Director’s Choice Award.

Community Involvement/Outreach: We proudly support numerous organizations that support a diverse audience including; the Columbus Urban League, Mid-Ohio Foodbank, YWCA Columbus, The Women’s Fund, Women in Foodservice, Komen for the Cure-Columbus, United Negro College Fund, West Virginia Black Heritage Festival, Who’s Who in Black Columbus, Jewish Family Services, Ohio State University’s Office of Minority Affairs, Todd Anthony Bell Lecture Series and the King Arts Complex.

We host numerous outreach programs throughout the year that give back to our community and consumers. We hosted a community awareness breakfast for the Columbus Sickle Cell Organization, and also hosted a luncheon for the Columbus United Way Key Club, a leading group of influential African-American business people in the community.

Diversity in Leadership: Our senior leadership leads by example in diversity efforts and inclusion, working with a top-down approach.

Our Chairman and CEO Steven A. Davis is a proponent of diversity in the community. Since joining Bob Evans Farms three years ago, he has been the keynote speaker for The Columbus Urban League, The Executive Leadership Council, the United Negro College Fund Kick-Off and the INROADS National Leadership Event.

Harvey Brownlee, president and chief Restaurant Operations Officer serves on the Board of the Columbus Urban League.

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DIVERSITY CHAMPIONS

Steve DavisChairman and

Chief Executive OfficerBob Evans Farms, Inc.

Herbert BillingerExecutive Vice President Operations, Productivity

Mimi’s Café

Harvey Brownlee President &

Chief Restaurant Operations Officer

Maria LaneVice President

Human Resources Mimi’s Café

DIVERSITY DATA

Bob Evans Farms employs 13,605 full-time employees and 37,660 part-time employees

More than 50% of full-time and part-time employees are female

Female employees: 30,166 Male employees: 21,099

Executives and senior managers who are women: 31

Managers and supervisors who are women: 1,244

40% of our Board members are diverse

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BRINKER INTERNATIONAL

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

Diversity Statement: DIFFERENCES = STRENGTHWe believe in celebrating differences that make a good company great and in leveraging individual strengths to create an innovative, inclusive and unified team.

LPFW – Leadership Principles for Women Mentorship Program• The objective of this program is to attract, develop and elevate high-potential women leaders

for future development.• LPFW is intended to provide opportunities for women leaders to create networks and develop

mentoring relationships with other leaders at Brinker.• LPFW was implemented in 2006 after a group of women leaders got together at the Women’s

Foodservice Forum Conference and decided to create a program in which all women leaders within our restaurants could benefit and grow.

Community Engagement Model – Implemented 2005Our Restaurant operators have the potential to serve as community ambassadors, keeping our Diversity & Inclusion team abreast of community needs and opportunities as well as keeping our restaurants relevant within our changing communities.

Our involvement in Community Groups and Chamber of Commerce activities are ways to promote business development, networking and mentoring and allow us to connect with minority-owned businesses.

It is extending our spirit of hospitality to the Community at large.

Brinker provides a Community Engagement Model Guide to each of our restaurants so that they can build relationships with the community. We are involved and share our resources and knowledge to help the community members and organizations to improve the future of the community.

Supplier Diversity - Dedicated head count since 2006Our company has a robust and growing MWBE program in place. This has been accomplished by networking and benchmarking with other SDPs – sharing what works, what does not, and dialoguing new ideas. Our primary focus is our commitment to increase spending with certified MWBEs.

Give Back NightsChili’s Give Back Nights started as a way for our restaurants to partner with their communities. We start this program by linking up with a local organization to raise funds. It’s a simple fund raiser that provides a percentage of proceeds back to our partner in the community and gives awareness to the group we are supporting. This has truly shown to be a success with Giving Back to the community!

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DIVERSITY CHAMPIONS

AWARDS & RECOGNITION• HRC Corporate Equality Index – Best Companies for GLBT Employees and Consumers

(2009)• 2008 Award Winner, Ernst & Young’s Celebration of Diversity Award – Most Innovative

Corporate Diversity Program• 2008 Finalist, Ernst & Young’s Celebration of Diversity Award – Workplace of the Year• FORBES Magazine - 400 Best Companies in America (2002-2008)• National Retail Federation – Top 100 U.S. Retailers (2007)• National Restaurant Association – Texas Restaurant Neighbor Award (2007)• Savoy Magazine – Top 100 Companies for Blacks in Corporate America (2007)• U.S. Chamber of Commerce – Alfred P. Sloan Award for Business Excellence in Workplace

Flexibility (2006)• Chain Leader Magazine – Best Place to Work (2006)• Fortune Magazine: Most Admired Companies (2001 - 2008) Top Companies for Women (2005 & 2006) Top 30 Companies for Minorities (2005 & 2006)

Annette GreenDirector

Diversity & Inclusion

Carin Stutz Senior Vice President Strategic Operations

Marie Perry Vice President Investor

Relations/Treasury

Kelly ValadeSenior Vice President

PeopleWorks/Shared Service

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BURGER KING CORPORATION

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

DIVERSITY AND INCLUSION“Our Way” Of Doing Business the Right WayOur culture enables us to focus on the people we work with – our employees, franchisees and suppliers – and the more than 11 million guests we serve every day in our restaurants. Diversity, to us, connotes those factors that make each of us different such as our age, gender, race, culture, way of thinking and sexual orientation. Inclusion defines how we view diversity and how we make everyone in the BURGER KING® family feel valued and respected.

We incorporate diversity and inclusion into our business strategies not only because it makes good business sense but because it is the right way to conduct business. As much as we’ve charted our global business expansion, we have also mapped out a dynamic inclusion strategy that is woven into every facet of our business, providing the greatest return for years to come.

Inclusion is critical to “how” we continue to progress and transform; it reflects the skill of leveraging our diversity effectively to achieve our goals, drive our strategy, and enhance our culture. We integrate its benefits into every part of our business when we:

• Recruit, retain, and develop qualified employees from diverse backgrounds;• Create a work environment where people of every age, background, nationality and culture

can thrive both personally and professionally;• Integrate respect for diversity into the daily interactions between our employees and

leadership;• Value our current franchisees and embrace new qualified diverse partners;• Create business opportunities in our system for qualified suppliers owned by women and

minorities; and• Maintain an ever-expanding tradition of good corporate citizenship with a commitment to the

communities in which we live and do business

1) INCLUSION STEERING COMMITTEETo help chart the course of our inclusion journey, Burger King Corp. (BKC) has established an Inclusion Steering Committee chaired by our chairman and CEO and composed of senior level company executives. This internal committee meets every six weeks to review the progress made toward set goals under our inclusion strategy for each fiscal year.

2) DIVERSITY ACTION COUNCILIn addition to our Inclusion Steering Committee, BKC has partnered for many years with aDiversity Action Council (DAC), which serves as an independent, working advisory body to help formulate and evaluate business goals related to BURGER KING®‘s diverse franchisees, suppliers, guests and employees and various other ethnic business communities. The DAC is also chaired by our chairman and CEO and is composed of several BKC executive team members, representatives from the BURGER KING® system’s Minority Franchisee Association, the International Hispanic Franchisee Association and the Asian Franchisee Association as well as independent community leaders. The DAC collaborates with BKC on how to maximize our inclusion strategies into the company’s overall business practices and culture.

3) ANNUAL BONUSESAnnual bonuses for senior management (officer and director level employees) are tied to the performance of their people and inclusion objectives. These objectives, which make up one third of their variable compensation, are intended to ensure women and minorities participate in training, promotion and retention opportunities, and that the company’s annual inclusion objectives are being satisfied. 15

4) MENTORING PROGRAMBKC participates in mentoring programs that develop minority-owned businesses. One example is BKC’s participation in the Urban Partnership for Prosperity Program (UPP), an initiative created by The Beacon Council and the Miami-Dade Chamber of Commerce. BKC participated in the UPP and partnered with Foster Construction of South Florida, Inc., a small general contracting firm that sought insight into different corporate functions. After two years in the UPP program, Foster Construction of South Florida, Inc. submitted the winning bid to build a BURGER KING® restaurant in Homestead, Florida and successfully completed construction in January 2009.

5) WOMEN’S LEADERSHIP FORUM (WLF) MENTORING PROGRAMThis world-class mentoring program provides employees with one-on-one time with seniorBurger King Corp. employees in one-on-one relationships. The Mentoring Committee of the company’s Women’s Leadership Forum developed and structured the program. Under it, members interview mentors and mentoring candidates, determine matches and monitor the progress of participants. The program seeks to:

• establish a professional relationship between two people, one more professionally experienced than the other;

• provide an avenue for a mentor to help a mentee work toward mutually agreed upon objectives; and,

• promote personal development, career planning, job enrichment, and potential for professional advancement.

AWARDS & RECOGNITION• Savoy Magazine’s 2009 Top 100 Companies to Work for• Diversity Inc.’s 25 Noteworthy Companies • Diversity MBA Magazine - “Top 50 Companies for Diverse Managers to Work” • One of the “40 Best Companies for Diversity” by Black Enterprise • Innovations in Diversity Award by Profiles in Diversity Journal • Honorable Mention by LATINA Style - 50 best companies for Latinas to work in the United

States

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DIVERSITY CHAMPIONS

John ChidseyChairman &

Chief Executive Officer

Julio RamirezExecutive Vice President

Global Operations

Robert PerkinsVice President

Inclusion & TalentManagement

Amy WagnerSenior Vice

President of InvestorRelations & GlobalCommunications

Anne ChwatExecutive Vice President

& General Counsel

Chuck FallonPresident

North America

Pete SmithExecutive Vice President

& Chief HumanResources Officer

Jose TomasVice President

Human Resources

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POSITION ON DIVERSITY

DIVERSITY PROGRAMS

At The Coca-Cola Company, diversity means we are as inclusive as our brands. Our strategic framework is focused on The Five C’s:

CommitmentEngage and inspire our System around Diversity as Business (a marketplace and workplace imperative)

Communication Build employee awareness, understanding and support for the business case for diversity

Culture Create a diverse and inclusive environment where we welcome and leverage differences

Consumption Win in the marketplace by appealing to diverse consumers with our brands

Community Invest in nonprofit organizations and educational institutions that advance the Company’s diversity-related community engagement priorities

Our Diversity Speaker Series was started five years ago to promote a deeper and broader understanding of diversity across our employee population. We feature a different speaker every 4-8 weeks to engage our employees on a different aspect of diversity, inclusion and fairness. They are also broadcast live to field locations and are available on our Intranet for employees who may have missed the event due to travel.

Our Diversity Education curriculum has been in place since 2005. We do not believe in the “magic” of one diversity training program, so we have been working to develop a broader curriculum. The program now consists of five education programs for employees, with more in development.

Our Employee Affinity Groups were started over ten years ago, and have created a powerful “viral” effect on our diversity, inclusion and fairness efforts. Each affinity group annually creates a three-year business plan focusing on its organization can positively impact the marketplace, the workplace and the community.

Each year, our senior leaders conduct 25-30 Diversity Roundtable discussions with employees, seeking to gain greater insight into employee ideas and concerns and engaging them in dialogue that will support the development of the Company’s annual People and Global Diversity business plans.

THE COCA-COLA COMPANY

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DIVERSITY CHAMPIONS

AWARDS & RECOGNITIONAmong the many we received in 2009 are the following:

• #17 ranking on DiversityInc’s Top 50 Companies for Diversity, the seventh consecutive year in the Top 20

• Black Enterprise’s “Top 40 Companies for Diversity” list• 100% Rating from the Human Rights Campaign• Ranked #3 in the 2009 Corporate Inclusion Index by the Hispanic Association for Corporate

Responsibility• #22 on the Most Admired Companies for Minority Professionals list as voted by the readers of

US Black Engineer, Hispanic Engineer and Women of Color magazines• One of Ten Companies Working for Hispanics as selected by Hispanic Magazine• America’s Top Corporations list for Women’s Business Enterprise• Latina Style’s Top 50 Corporations for Latinas• Diversity/Careers in Engineering & Information Technology - Best Companies for Diversity list• Hispanic Enterprise - One of Top 50 Companies for Supplier Diversity

Sandy DouglasPresident

North America

Yolanda White Assistant Vice President

African-American Marketing

Lauventria RobinsonVice President Diversity Business Development

Steve BucheratiChief Diversity Officer

Reinaldo PaduaAssistant Vice President

Hispanic Marketing

Roy JacksonVice President National Sales

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CRACKER BARREL OLD COUNTRY STORE

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

At Cracker Barrel Old Country Store®, Inc. (“Cracker Barrel”), we think a key to our success is welcoming diversity in our company, our country stores, our restaurants, our communities and our world. We are committed to creating an inclusive environment where all people are valued and respected. Our Mission is clear and simple…Pleasing People. This mission is at the center of everything we do.

Diversity Education Programs: Diversity infuses richness and nurtures strength in the workplace, focusing on respect for all human differences, including age, cultural, ethnic, racial, international, linguistic, gender, socioeconomic, educational, religious, sexual orientation, and ability.

Cracker Barrel is committed to attaining excellence through diversity which requires the development of an environment free from discrimination and harassment and a workforce equipped with culturally competent skills. Our diversity educational programs are designed to foster the acquisition of these skills through the dissemination of cultural and historical knowledge, exploration of values, participation in communication and team-building exercises, and analysis of scenarios.

Employee Resource Groups: In 2007, Cracker Barrel launched its first Employee Resource Group. These voluntary networks help with recruiting and retaining employees, guest relations, community relations, employee satisfaction and increased profitability, and are directly linked to the company’s overall strategic plan. We currently have three Employee Resource Groups:

Women’s ConnectAfrican American Awareness Network (AAAN)Cracker Barrel GLBT

College Scholarship Programs: Through our Cracker Barrel Foundation, we award 50 scholarships each year to our employees or to children of our employees. Additionally, Cracker Barrel partners with several organizations to offer scholarships to qualified individuals. Our external scholarship programs include partnerships with the following organizations:

Florida Fund for Minority Teachers, Inc.Jobs for Tennessee GraduatesTom JoynerSpelman College, Cracker Barrel Endowed Heritage Scholars ProgramFisk University Florida A&M UniversityUniversity of South Florida, Sarasota/ManateeUniversity of Central Florida

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AWARDS & RECOGNITION• 2009 - For the tenth consecutive year, Cracker Barrel, is listed in the FORTUNE magazine

annual ranking of “America’s Most Admired Companies”• August 2009 – For the 19th consecutive year, a consumer poll in Restaurants & Institutions

magazine ranks Cracker Barrel the “Best Family Dining Chain”

Community Outreach: Cracker Barrel is committed to improving the quality of life and enhancing the vitality of the communities in which it operates. To promote literacy in the communities we serve, Cracker Barrel initiated a new elementary school literacy program, Rockin’ Reader. This program is now operating in 225 schools in 29 states.

Each year a designated portion of our corporate giving goes to support predominantly diverse organizations like: NAACP, National Urban League, Congressional Black Caucus, 105 Voices of History (HBCU National Concert Choir), to name a few national organizations. In addition, we also proudly support numerous local community organizations.

DIVERSITY DATA

• Minorities and women and make up 30 % of Cracker Barrel’s Board of Directors

• Minorities and women represent over 37% of our Corporate Officers

DIVERSITY CHAMPIONS

Doug BarberExecutive

Vice President & Chief Operating

Officer

Mike WoodhouseChairman,

President & Chief Executive Officer

Paul SealDirector

Diversity & Outreach

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Terry MaxwellSenior

Vice President Retail

Norm HillPresident

Cracker BarrelFoundation

DARDEN

POSITION ON DIVERSITY

DIVERSITY AND INCLUSION PROGRAMS

Even though we have a common vision, we embrace and celebrate our individual differences. We are strengthened by a diversity of cultures, perspectives, attitudes and ideas. We honor each other’s heritage and uniqueness. Our power of diversity makes a world of difference and we are focused on making our culture a more competitive advantage.

“We are committed to fostering diversity and being inclusive because we’re convinced that we learn and grow together as people, and as a business, by bringing meaningful differences to the table and then understanding and embracing those differences.”

ClarenceOtis,ChairmanandChiefExecutiveOfficerDarden

Diversity and Inclusion Learning ExperienceDarden has a best in class Diversity and Inclusion training program: “Diversity Learning Experience.” Our diversity and inclusion training is a multi-layered curriculum that builds as individuals grow within the organization. At each layer, the program takes the learning to a higher level and builds an organization of diversity leaders. All Executives, Directors, Restaurant General Managers/Managing Partners, Restaurant Managers and Restaurant Support Center Managers are required to attend these multi-day sessions. This program has been in place for 11 years and continues to evolve.

Diversity and Inclusion AccountabilityAt Darden, we understand that “what gets measured gets done” and equally important is leadership accountability for “How” we achieve our results. To that end, all officers are required to have at least one diversity and inclusion objective as part of their Performance Management Process (PMP). They are held accountable for these goals and their bonuses reflect the results. Monthly update reports are provided as a tool for tracking progress. We also measure much more than representation, such as Engagement, Retention and Development of People of Color and Women. In addition, every restaurant manager and Restaurant Support Center team member is held accountable through our PMP process for the leadership competency: “Values and respects diversity.”

Employee NetworksDarden currently has six Employee Networks and an Employee Club at our Restaurant Support Center. The launch of our newest network, Pride Alliance, was a huge success and engaged LGBT employees as well as Allies. These groups are strategically aligned with our business goals and support Darden’s growth goals, and they provide opportunities for individuals to grow their leadership skills. Each of these company-funded networks is supported by a team of Senior Executive Advisors who provide guidance and ensure the networks have the resources necessary to be successful.

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AWARDS & RECOGNITION• CEO Clarence Otis named among 100 Most Powerful Executives in Corporate America by

Black Enterprise Magazine – 2009• Latina Style magazine Top 50 Companies for Latinas – Multiple years (most recent 2009)• National Restaurant Association Faces of Diversity Inspiration Award – 2007• Women’s Foodservice Forum President’s Award: Paula Shives – 2006• Women’s Foodservice Forum Leadership Award: Valerie Insignares – 2006• DiversityInc Recognition – Multiple years in different levels (most recently in 2009)• Black Enterprise Magazine Top Companies for Diversity – Multiple years (most recent 2009)

Supplier DiversityDarden is dedicated to providing opportunities for diverse suppliers, allowing them to develop and grow. We believe that by supporting the growth of these businesses, we are contributing to the economic vitality of the United States. To this end, we strive to give businesses of diverse ownership an equal opportunity to compete with all other suppliers. We also ask our vendor partners to commit to supporting minority- and women-owned businesses through our Tier 2 measurement program.

Community OutreachDarden has a long history of contributing to the well-being of the communities we serve through corporate and in-kind contributions and grants from the Darden Restaurant Inc. Foundation.

One of the main ways that we demonstrate our commitment to the community is through Darden’s Recipe for Success program. Recipe for Success enables and empowers youth to pave their own path to success by providing them with the tools and information necessary to navigate the process of postsecondary education. Recipe for Success supports and honors youth working toward their individual goals while inspiring others to follow in their footsteps.

We work closely with the following organizations to deliver on the objectives of the Recipe for Success program:

• Asian Pacific Islander American Fund• Boys & Girls Clubs of America• College Summit• Hispanic College Fund• UNCF

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DIVERSITY CHAMPIONS

Patrick HynesSenior Director

Purchasing

Sylvia Doggett-JonesVice President

Culture and Inclusion

Daisy NgSenior Vice President

Human Resources

Julio Suárez Director

Diversity Outreach

DIVERSITY DATA

% Total Employees % of Managers

Women 52% 38%

Minorities 42% 24%

Supplier Diversity

% Spent with Minority and Women-owned businesses 12.2%

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Gene LeePresident

Specialty Restaurants Group

Denny’s, Inc.

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

At Denny’s, we believe diversity is critical to our success. Diverse teams generate new ideas, produce better solutions, and help drive innovation. We demonstrate diversity leadership in many ways. We integrate diversity into the way we support our employees, serve our guests, give back to our communities and generate returns for our shareholders.

Community

Denny’s awards scholarships to 30 Hispanic StudentsDenny’s has announced that through its partnership with the Hispanic College Fund, Inc. (HCF), it has awarded the Denny’s Single Parent Scholarship to 30 Hispanic students across the country. Denny’s eight year partnership with HCF has helped more than 400 Hispanic students by providing over $660,000 in scholarships. To qualify for the scholarship, students must be a single parent and demonstrate that they are seriously pursuing a college degree as a full-time student and are in good academic standing with a minimum grade point average of a 3.0.

Denny’s and The Tom Joyner Foundation Denny’s is committed to education and helping individuals from diverse backgrounds achieve academic success during their educational pursuit. Throughout 2009, Denny’s and the Tom Joyner Foundation have awarded a total of $78,000 in scholarships to a deserving single parent student attending Tom Joyner Foundation’s Historically Black Colleges & Universities (HBCUs) “School of the Month.” This joint partnership is a reflection of Denny’s and the Tom Joyner Foundation’s shared belief that a commitment to higher education is the key to a better workforce and improved conditions for all communities.

Community OutreachAt the heart of Denny’s Diversity efforts are our local franchise owners and their employees. Together we are able to approach each community we serve and recognize the unique qualities of our customers. Year after year we support local initiatives including: Toys for Tots, Muscular Dystrophy, United Way, and Special Olympics to name a few.

Supplier DiversityImpacting local minority businesses Denny’s marked its 3rd Annual Minority Business Enterprise Summit in Greenville, SC. The MBE Summit was held on October 8th, 2009 at the Greenville Marriott. This event was created by Denny’s in 2007 to offer local minority businesses a venue to engage in one-on-one dialog with Denny’s purchasers and some of its major suppliers, along with other major corporations, in an effort to expand business opportunities to minority-owned businesses. The MBE Summit also offers a series of beneficial workshops to assist minority businesses in various areas of leadership and growth. We are proud to call the MBE Summit a signature event for Denny’s. It offers us a great opportunity to showcase our support for diversity in the local community and to develop new business relationships. Since the inauguration of Denny’s Supplier Initiative in 1995, the company has spent over $1 billion with minority- and women-owned businesses nationwide.

Franchise Denny’s Franchise Open House ProgramDenny’s strives to create strategic partnerships that will contribute to the growth and success of the brand and further exemplify our commitment to Diversity. In 2009, we launched our first Franchise Open House Program on October 20th at Denny’s Headquarters.

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This one-day program was designed to attract future minority franchisees to Denny’s by sharing our mission, and vision, while promoting the brand. We appealed to qualified minority candidates across the board through advertisements and special invitations. The participants enjoyed a delicious President’s Fresh Start Breakfast with our Executive Committee. The Executive Committee, along with the Development, Marketing, Training, and Operational Support Teams, shared valuable insights and key highlights of the brand. The attendees also enjoyed a taste of Denny’s with a fabulous luncheon prepared by our very own Product Development Team. Currently, 128 minority franchisees own 610 Denny’s restaurants.

DIVERSITY CHAMPIONS

AWARDS & RECOGNITION• Asian Enterprise magazine ranked Denny’s as one of the “Top 10 Best Companies for

Asian-Americans” every year since 1999• Black Enterprise magazine ranked Denny’s at the top of its list of “Best 40 Companies for

Diversity” in 2006 and 2007• Hispanic Business Magazine ranked Denny’s among the “Top 50 Companies for Diversity” in

2005, 2006 and 2007 in its survey of “Top 40 Companies for Hispanics”• Family Digest magazine selected Denny’s from over 700 U.S. companies as one of the Top 7

in the nation for African-Americans in 2004, 2005 and 2006

Nelson MarchioliPresident &

Chief Executive Officer

Michelle HuntDirector of

Supplier Diversity

April Kelly-DrummondDirector of

Corporate Diversity

DIVERSITY DATA• Purchases with minority- and women-owned businesses ranges annually from 10% - 15%

of total purchases • Minorities make up 59% of Denny’s total workforce and 41% of overall management• Over 40% of franchise restaurants are minority-owned• 44% of Denny’s Board of Directors consist of minorities and women

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DUNKIN’ BRANDS, INC.

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

For Dunkin’ Brands it’s all about our guests. We strive to understand the needs of the guests that come into our restaurants every day, and to provide them with great tasting products that they love. And our guests are incredibly diverse. They represent a vast array of cultures, experiences and tastes. This means diversity and inclusion has to be a way of life in our organization.

At Dunkin’ Brands we understand that in order to succeed in the marketplace we must not only reflect the diversity of our guests in our employees, franchisees and suppliers, but we must also ensure that diversity is inclusive in cultivating ideas that actively contribute to every aspect of our business.

The following are the areas of focus on Diversity & Inclusion at Dunkin’ Brands:

Employees and CareersWe recognize that people are one of our greatest assets and a key factor in the success of our brands. We are committed to attracting, developing and retaining the best talent to fill each and every job in the corporation, and we believe that our team should reflect the diversity of our guests and the communities we serve.

It is our goal to make sure that our organization is a great place to work for current and future employees of all backgrounds. We pride ourselves on having an open, honest and respectful work environment that contributes to personal and business growth.

We value working with diverse individuals. We believe that combining different backgrounds, experiences, beliefs, personalities, knowledge, skills and ideas creates enriching experiences for our employees, increases creativity and innovation, thereby increasing sales and providing our company with a competitive edge.

With these goals in mind, we make every effort to foster an environment where diversity and inclusion is nurtured. To attract the best possible talent, we partner with minority and women recruiting organizations, industry and grassroots organizations, diversity job fairs, state employment agencies, and university affinity groups. We are constantly reviewing and improving our benefits, including development/retention programs and career growth opportunities to ensure that Dunkin’ Brands remains a great place to work.

Some of our benefits include partner benefits, paid personal time and paid time to do volunteer work in the community.

Supplier Diversity We are committed to welcoming business partners who, like our guests, are very diverse. We understand that to be competitive and delight the guests in our restaurants, we must provide them with the products and service that they expect and deserve. By having a diverse supplier base, it will help us to ensure that we are in sync with the needs of all our guests.

We also understand that having a diverse supplier base improves the economic cycle of our guests. Those business owners and their employees are among the biggest fans of our coffee, baked goods, ice cream-related products and visit our stores often.

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DIVERSITY CHAMPIONS

We are currently developing our supplier diversity initiative to include minority and women-owned businesses to further strengthen and advance our commitment to franchisee profitability.

Franchisee DiversitySince its inception, Dunkin’ Brands has had a rich history of partnerships with minority franchisees in the United States and around the world. Minorities have been at the heart of our brands’ growth and success. Many of our minority and women franchisees are successful and recognized entrepreneurs, true leaders in their communities. Our franchisees get involved with their communities and play an integral role in expanding economic opportunities in their areas.

Dunkin’ Brands is committed to fostering and growing the diversity of our franchise system.Our steady and strategic growth in existing and new markets provides new opportunities to develop additional business partnerships with minority operators and investors.

Srini KumarChief Brand Officer

Baskin-Robbins Worldwide

Jesse SchlueterDirector

Corporate & Franchisee Organization Development

Nigel TravisChief Executive Officer

Christine DeputySenior Vice President

Human Resources

Christine RileyDirector

Corporate Social Responsibility

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GENERAL MILLS, INC.

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

At General Mills, we strive to strengthen our culture of inclusion because we believe that it is essential to our competitive business advantage. It is important for General Mills’ employees to reflect our diverse consumer base which includes people of various backgrounds and lifestyles. A diverse workforce benefits all of our employees which, in turn, benefits our businesses around the world. Diversity drives innovation, productivity, retention and growth within the company and ensures that each employee can reach his or her full potential in an inclusive work environment. General Mills views diversity as a way of doing business and an opportunity to enrich our culture and help develop the economies of our communities.

Caring for our communities is a fundamental value at General Mills. We have a rich legacy of sharing our financial resources, our breakthrough ideas and our championship people with our communities. By reaching out to others, we work to improve the quality of life in our communities in many ways.

Nourishing Lives: General Mills is committed to helping our consumers become healthier, both in product changes and innovations but also through education. General Mills provides tips and guidance on healthy nutrition to the growing Spanish-speaking population in the United States, many of whom are new to the country. The company’s Qué Rica Vida (“what a rich and wonderful life” in Spanish) magazine and website – published entirely in Spanish – is distributed quarterly to homes, stores and community venues. In 2009, an additional condensed version reached 600,000 households as a newspaper insert. The initiative also includes a grass-roots program that is offering nutrition lessons to thousands of Latinas at community centers through a program called Mente Sana en Cuerpo Sano (Healthy Mind, Healthy Body). The classes initially will be available in Chicago, Houston, Los Angeles and northern California. Qué Rica Vida has also tapped Karla Martínez, co-host of Univision’s “Wake Up America” morning TV show, to do a series of 30-second segments offering cooking and nutrition tips.

Nourishing Communities: In fiscal year 2009, we donated nearly $90.7 million to communities across the U.S., Canada, Mexico, China, and many other countries. In addition to our corporate donations, we encourage our employees to volunteer in their communities. A recent survey found that 82% of U.S. employees volunteer. We also serve our communities by providing leadership training to community organizations. The forum, which started in 2004, provides Twin City community leaders an opportunity to learn about effective communications, negotiations, and other key leadership skills to help them run their organizations more effectively and serve people better.

Another way we support our communities are our efforts to support the development of minority-owned businesses with grants to the Metropolitan Economic Development Association (MEDA) in addition to providing board leadership. Our chairman and CEO Ken Powell also hosts a luncheon each year for local Minority Business leaders in an effort to provide them with mentorship and development. General Mills also provides a training forum for local Minority Business Leaders so that they can partake in General Mills’ Leadership development training free of charge.

EmployeeNetworks&DiversityCouncils(Affinity): The first employee network dedicated to diversity was created in 1990. In 1996 we formalized our employee network structure. We currently have 7 networks: Black Champions Network, Hispanic Network, Asian Heritage Network, South Asian American Network, Betty’s Family (GLBT), American Indian Network, and our Women in Leadership group. In addition to our Women in Leadership group, 10 functional women’s groups are also supported, allowing women to connect more closely with other women in their own function for development and support. We also sponsor 9 Diversity Councils which are aligned with our functions and business units. Each of these councils generates tremendous value because of their close proximity to the business.

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AWARDS & RECOGNITION2009 & 2010 Awards• World’s Most Admired Companies, Fortune

magazine• 100 Best Companies to Work For, Fortune

magazine• 100 Best Corporate Citizens, Corporate

Responsibility Officer magazine• Training Top 125, Training magazine• Best Places to Work, Glassdoor.com• 100 Best Companies for Working Mothers,

Working Mother magazine• Top 10 in National Corporate Reputation

Survey, Harris Interactive• 40 Best Companies for Diversity, Black

Enterprise magazine• World’s Most Reputable Companies, The

Reputation Institute, Forbes• World’s Most Ethical Companies, The

Ethisphere Institute

• Best Companies for Multicultural Women, Working Mother magazine

• Top Companies for Executive Women, National Association for Female Executives

• Top 50 Companies for Diversity®, DiversityInc• 50 Best Companies for Latinas, LATINA Style

magazine• Best Places to Launch a Career,

BusinessWeek magazine• Global Top Companies for Leaders, Fortune

magazine• “Diversity Elite 60”, Hispanic Business

Magazine • Alfred P. Sloan Award for Business Excellence

in Workplace Flexibility• Best Employers for Healthy Lifestyles, National

Business Group on Health

Mentoring: Our Diversity Mentoring Program, established 14 years ago, provides the opportunity for new employees of color to learn from a cross-functional senior-level partner to support their development and integration into General Mills. More than 100 new hires participate in either traditional mentoring or circle mentoring each year. In addition to this program, many of our functions and business units provide formal mentoring programs.

DIVERSITY CHAMPIONS

Susan KujavaDirector

Industry RelationsBakeries & Foodservice

Kenneth CharlesVice President

Diversity & InclusionGeneral Mills, Inc.

Stephanie BallDirector

Human ResourcesBakeries & Foodservice

Hank MalinVice President

Human ResourcesBakeries & Foodservice

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HYATT

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

We recognize that embracing and achieving true diversity and inclusion among our employees and clients is an ongoing process with exceptional opportunities for business and personal growth. Hyatt’s commitment is best evidenced by our focus on company-wide initiatives. Our initiatives, which include five key elements - commitment, accountability, measurement, development and communication - maintain and enhance Hyatt’s brand for our employees, guests and owners.

Hyatt’s Supplier Diversity program was launched at the beginning of 2000. We created a benchmark with 9% procurement with minority- and women-owned vendors. We tied goals to our executives’ incentive compensation plans. The result: at the end of 2009, our procurement with minority and women vendors has been sustained at 24%.

We introduced a Creating an Inclusive Culture class in 2007. All of our managers go through this mandatory 3-hour class. It provides the next level of diversity and leadership development for our managers and supervisors, allowing them to focus on the conscious and subconscious messages they send that are critical to driving associate morale, performance and productivity. It also provides a forum to discuss challenges and opportunities when dealing with a diverse workforce, work environment and guests.

We expect that by focusing on these messages, our managers and supervisors develop skills and techniques necessary to gain our employees’ loyalty and trust while creating an environment that attracts and retains talent. Additionally, it helps them develop a self-reflective action plan to create a more inclusive team.

Hyatt Hotel Fund for Minority Lodging Management Students is an endowment fund which is now over $1,000,000. This fund was established in 1988 and it seeks to honor the best and brightest minority students enrolled in hospitality management programs. Last year we gave scholarships to 19 students. Thus far, the fund has granted over 250 scholarships totaling over$500,000.

AWARDS & RECOGNITION• DiversityInc Magazine - 25 Noteworthy Companies 2010• Human Rights Campaign - 100% score on Corporate Equality Index and recognized as one

the 2010 Best Places to Work for the LGBT Equality• Latina Style Magazine – 2010 Honorable Mention for Hispanic Women in the Workplace• Hispanic Trends Magazine - Top 50 Corporations for Supplier Diversity• The Black Collegian Magazine - Top 100 Employer 2010• Savoy Professional Magazine - Top 100 Companies to Work for African-Americans 2010• Equal Opportunity Magazine – A Top 50 Employer - 2009 Readers’ Choice• Careers & the disABLED Magazine - A Top 50 Employer - Readers’ Choice• Hispanic Business Magazine - Top 60 Diversity Elite 2010 Best Companies, Best Practices• Council of State Administrators of Vocational Rehabilitation (CSAVR) recognized Hyatt for its

commitment, training and employment of people with disabilities

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DIVERSITY CHAMPIONS

Chuck FloydChief Operating Officer

North America Operations

Salvador MendozaVice President D&I

North America Operations

Susan SantiagoGeneral Manager

Hyatt Regency Aruba Casino & Spa

Paul TangVice President

Managing DirectorHyatt RegencyGrand Cypress

Doug PatrickSenior Vice President

Human ResourcesNorth America Operations

Tom SmithVice President Rooms

North America Operations

DIVERSITY DATA

Management: All Employees: Supplier Diversity (end of 2009):Women – 39% Women – 51% Women – 10%Minority – 39% Minority – 60% Minority – 14%

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KIMPTON HOTELS & RESTAURANTS

POSITION ON DIVERSITYKimpton Hotels & Restaurants strive to create a workforce as diverse, inclusive and multifaceted as its customer base. The company is committed to a culture that acknowledges, understands, accepts, values and celebrates differences among people, including differences in personality, lifestyle, workstyle, education, experience, as well as race, ethnicity, age, religion, physical ability, sexual identity, gender identity and gender. Kimpton respects diversity by hiring and nurturing individuals with an array of talent, experience, perspective, and backgrounds that will recognize the needs of, and provide exceptional service to our guests.

The mission of the Kimpton Diversity and Inclusion Board is to foster inclusion through outreach and education, in order to broaden understanding, encourage diversity and capitalize on our potential. This board consists of both hotel and restaurant management staff who advise Kimpton senior management on the unique needs of diverse employees and guests, including increasing the number of minority senior leaders at Kimpton through recruiting and mentoring, overseeing KPRIDE, KWG, other Employee Networking Groups, and any other Diversity and Inclusion-related needs at Kimpton.

EMPLOYMENT NON-DISCRIMINATION ACTKimpton proudly supports the Employment Non-Discrimination Act, the federal bill which would prohibit discrimination against employees on the basis of sexual orientation, gender identity, and disability in the private sector. Lesbian, gay, bisexual and transgender employees are not currently protected under federal law from being fired, refused work or otherwise discriminated against.

EMPLOYING A CULTURE OF DIVERSITY AND INCLUSION Just as our architecture and interior designs stand out in a crowded marketplace, our employees are becoming legendary in their individualized approaches to care. This arises from a culture of inclusion that recognizes and welcomes individuality and encourages each employee to be the most authentic person he or she can be. The management at Kimpton works hard to create an environment where employees can feel free to be themselves on the job.

KIMPTON GENDER IDENTITY POLICY In 2007, Kimpton added transgender to its inclusiveness policy, making it clear that Kimpton respects individuals regardless of how they choose to identify themselves. Kimpton will hire a candidate for a job whether the candidate lives as a man, woman or any gender designation in between. Additionally, Kimpton has adopted health and welfare plans to support employees who want to address their gender-identity issues.

INDUSTRY ASSOCIATIONS Kimpton is a sponsor and Alan Baer, Senior Vice President of People and Culture is on the Board of Directors for the Multicultural Food Service & Hospitality Alliance which supports increasing minority involvement in jobs and diversity in suppliers and vendors, as well as the National Society of Minorities in Hospitality, which supports diversity in the hospitality industry.

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DIVERSITY PROGRAMS

AWARDS & RECOGNITION• The Human Rights Campaign has given Kimpton 100% on the Corporate Equality Index for

six consecutive years as well as the Workplace Innovation Award for 2009• Center for Companies That Care 2010 Honor Roll List• Kimpton Hotels & Restaurants supports the National Lesbian & Gay Journalists association

and was highlighted as one of the platinum sponsors and long-time supporters of the NLGJA (National Lesbian & Gay Journalists Association)

• The National Restaurant Association honored Kimpton Hotels & Restaurants with the 2008 Faces of Diversity Award

• Kimpton was honored as one of Fortune’s Best Companies to Work For in 2009• Kimpton was listed as one of the best companies to work for by the Advocate Magazine,

a magazine geared towards the LBGT market• Best Hotel Collection in PlanetOut Travel Awards 2009/2010

Highlights, Milestones & Programs• Domestic Partner Benefits added to medical benefit plan (1997) • KPRIDE (Kimpton’s Gay and Lesbian Employee Network) formed (2004)• KWG (Kimpton’s Women’s Group Employee Network) formed (2009)• Kimpton created a Diversity Board focused on recruiting minority candidates, creating a

minority mentor program and developing employee resource groups (2007)• Diversity poster contest for employees in its 6th year • Kimpton created and/or maintained ten regional advisory boards across the country,

comprised of employees. (2007)• The company established guidelines for supplier diversity. (2008)• Kimpton introduces diversity training by senior leaders. Every senior leader is required to

offer diversity training; full training program developed, including PowerPoint presentations in English, Chinese and Spanish.

• Kimpton partners with Dress for Success as exclusive hospitality sponsor, committed to raising funds and exposure for the non-profit organization (2004)

• Kimpton is founded; Bill Kimpton creates a practice of hiring the best talent he could find, resulting in a long standing history of women and minorities in senior executive positions. (1981)

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Kimpton’s culture statement is: a unanimous commitment of self-leadership, creativity and high performance through team and personal development. Because Kimpton’s culture stresses individuality, employees enjoy a healthy sense of freedom when it comes to taking care of guests, and for those with managerial duties, taking care of employees too.

DIVERSITY CHAMPIONS

Niki LeondakisChief Operating Officer

Alan BaerSenior Vice President People & Information

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Other regional Kimpton accolades include:• Boston Business Journal’s “Best Places to Work 2009” list • Chicago’s 101 Best and Brightest Companies to Work For 2008/2009• Crain’s New York, “Best Places To Work” list; number four ranking• Dallas Business Journal’s “Best Places to Work in Dallas/Fort Worth” list • Number two ranking on Oregon Business Magazine’s “100 Best Places to Work For” list • Phoenix Business Journal’s, 2009 “Best Places to Work in the Valley” list• Number one ranking on Washington Business Journal’s “Best Places to Work in Greater

Washington 2009” list• San Francisco Business Times, # 2 out of Top 100 Best Places To Work 2009• Oregon 100 Best Places to Work For, Oregon Business Magazine 2010 #4• Oregon Magazine 100 Best Green Companies to Work for in Oregon 2009

McDONALD’S CORPORATION

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

In her book, None of Us is as Good as All of Us, McDonald’s Chief Global Diversity Officer Pat Harris states that,”Global Inclusion & Intercultural Management is about moving from awareness to action, seeing differences as strengths and valuing all cultures ... on both sides of the counter.” We believe that leaders hold themselves accountable to learning about, valuing and respecting individuals within our global 3-legged stool. We create the environment and opportunity for everyone to contribute their best. We cultivate relationships that enhance internal and external brand trust. We have the courage to be in the presence of discomfort that results from an inclusive and diverse environment.

We are growing from a culture of diversity, where we have successfully brought in diverse talent, to inclusion, where we can utilize the unique talents and skills of our diverse workforce. Our adoption of global inclusion and intercultural management reflects the fact that we are a global organization that has a myriad of cultures within our system that we need to be aware of, have knowledge about, have skills to manage, and ensure that our behaviors match our values. Three areas that have been crucial in helping us move to global inclusion and intercultural management are our Intercultural Learning Practice (diversity education), Employee Business Networks, and our External Relationships.

In the Intercultural Learning Practice, we have maintained and updated many of our signature career development classes and have added classes that help our employees manage, and be managed, by individuals who may be different from them. The classes give our employees the skills to be effective in a multicultural and intercultural world….on both sides of the counter.

Our Employee Business Networks are true stewards of the business. They not only exist to help their members grow as McDonald’s employees, but they also are exploring opportunities in which they can help the company grow sales, improve our image, and be good corporate citizens. Each of our Business Networks has a national infrastructure and the support of local and national Company leadership. Our Business Networks include African-American, Hispanic/Latino, Asian/Pacific Islander/Middle Eastern, Gay/Lesbian/Allies, and Women’s’ networks. The company also has a Working Mothers Council resource group. Each network has an approved business plan with measurable goals and accomplishments.

Our external relationships are part of the McDonald’s legacy, dating back to our Founder, Ray Kroc. His concept of “Community Trust Banking” or being good corporate neighbors, is part of how we do business every day. Our Owner/Operators are true Brand Ambassadors, as are the thousands of employees that they hire. From volunteering and hosting Teachers Nights to serving on Boards of Directors, our franchisees and employees are giving back to the community every day. From a national perspective, we identify key organizations and leaders with whom we can align and support. These organizations understand our corporate values and have demonstrated their ability to positively impact the larger community. The Arches shine the brightest in those communities in which we have strong relationships.

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AWARDS & RECOGNITION• Cultural Diversity At Work, Germany• Disability Matters Award – Springboard Consulting• Best Companies for Latinas – Latina Style• 30 Best Companies for Diversity – Black Enterprise Magazine• Top 60 Best Companies for Diversity – Hispanic Magazine• Top 12 Companies for Latinos – Hispanic Magazine• “Managing Diversity” by Great Place to Work Institute Denmark• 50 Top Franchises for Minorities – Minority Franchising• 2008 EOWA Employer of Choice for Women - Australia• “5 Best Employers for Equal Opportunities” in Greece• Corporate Image Award – Congressional Black Caucus Foundation

DIVERSITY CHAMPIONS

Don ThompsonPresident

McDonald’s USA

Jim SkinnerChief Executive Officer

Pat HarrisGlobal

Chief Diversity Officer

DIVERSITY DATA

• Over 30% of our Senior Leadership team consists of women

• Over 25% of our Officers are minorities

• 40% of our Owner/Operators are minorities

• Nearly 40% of our supplier spend is with women and minorities

• Over 60% of our total workforce are women and minorities

• The President of McDonald’s largest area of operations, the United States, is a woman

who actually started as a Crew Person

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MORRISON MANAGEMENT SPECIALISTS

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

Morrison Management Specialists, a member of Compass Group, is the nation’s only specialist dedicated exclusively to providing food, nutrition and dining services to the healthcare and senior living markets through its two operating divisions: Morrison Healthcare Food Services andMorrison Senior Living.

Morrison prides itself on its commitment to developing and retaining great people, its passion for great food, and its deep desire to deliver great service experiences and, of course, great results.

Women’s Leadership Network is dedicated to advancing the company’s ability to attract, develop and retain women at all levels. The objectives of the WLN, a formal network for women, include creating networking and educational opportunities for women; developing leadership skills; recognizing and celebrating the contributions and achievements by women in the organization, and supporting those women in senior management roles. The WLN has been implemented for two years and has nine operating chapters nationwide with over 600 members.

Morrison Diversity Action Council (MDAC) is an internal organization structure initiated byCEO Scott MacLellan more than two years ago. The Council of associates is charged with driving diversity and inclusion throughout Morrison at all levels. The Council also ensures the diversity management process is an integrated process characterized by:

• Strategic thinking and planning assessment• Changes in culture, systems and practices• Education and training

The council continuously develops and implements action plans to target specific focus areas including:

• Recruitment: identify opportunities to attract and recruit diverse talent• Development: identify high-potential associates and ensure they are groomed to pursue

advancement opportunities if they choose• Enhanced communication of diversity initiatives throughout the company• Achieving and sustaining a competitive advantage

Diverse Recruitment Panel – Morrison ensures that each candidate considered for a senior management position is interviewed by a diverse panel of associates. This practice encourages and promotes objective/non-biased hiring practices at the senior level.

Diversity is one of Morrison and Compass Group’s guiding principles. We recognize diversity and inclusion is more than embracing similarities and differences; it’s an opportunity to grow our business by leveraging the experiences, backgrounds, thoughts, abilities and expectations that our associates, clients and customers bring to the organization. We recognize, value, and respond to the differences that make each of our clients, customers and associates unique. Also, we believe everyone has a voice and the power to make a difference.

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DIVERSITY CHAMPIONS

AWARDS & RECOGNITION• Morrison was named by Training Magazine as one of Top 125 Companies in the country that

excel in Training & Development, including diversity training (2009)• Noel Gayle, Vice President Technology Morrison Management Specialist named to the Board

of Directors of the Georgia Minority Supplier Development Council (GMSDC)

Raj PragasamVice President

Human Resources

Scott MacLellanChief Executive

Officer

Vincent BerkeleyCompass Group

Chief Diversity Officer

Tony MitchellChief Financial

Officer

As part of their ongoing commitment to Supplier Diversity, Compass Group and its NorthAmerican purchasing division, Foodbuy LLC, delivered over $458M in purchasing volume and joint venture revenue with small, minority- and women-owned businesses in FY’09.

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PEPSICO FOODSERVICE

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

As a global leader in convenient foods and beverages, PepsiCo must meet the diverse needs of consumers in communities around the world. To achieve this, our company strives to be as diverse as the consumers we serve, not only by mirroring the racial, ethnic and gender diversity of those markets, but also by recruiting and supporting employees with different abilities, and employees with a broad range of experiences and perspectives. A diverse and inclusive work environment makes PepsiCo a place where our associates feel valued and motivated to unleash the power of innovation -- the lifeblood of our company.

PepsiCo’s diversity initiatives have been formulated to ensure that we attain our core value of diversity as a competitive advantage.

Nurturing Talent: Our Greatest Sustainable Advantage

PepsiCo does this on four levels: Building Diversity and Inclusion Capability PepsiCo supports its commitment to foster a diverse and inclusive workplace with initiatives that build individual capability. Formal diversity training is only part of what we require for all 198,000 PepsiCo associates worldwide. In addition, all employees must be certified though the company’s annual Code of Conduct policy. Further, employees get personal coaching from supervisors and they learn through hands-on experiences on the job.

Encouraging Performance-Driven Behavior Through Accountability In 2007, we changed how we evaluate individual performance, giving equal weight to the achievement of business results and people results. People results include incorporating inclusion-related goals for all managers such as diverse recruitment, improved retention and employee development. These are key components of our efforts to build and maintain a more inclusive culture.

Beyond salary and bonuses used to motivate people managers, diverse and inclusive behaviors are recognized with the Harvey C. Russell Inclusion Award. This honor is presented to the top-performing associates at all levels of the business in recognition of their distinctive achievements in diversity and inclusion. The award is named after Harvey C. Russell, who broke America’s color barrier when in 1962 he became a vice president of PepsiCo -- the first African-American vice president at a Fortune 500 company.

PepsiCo’s top diversity award is the Steve Reinemund Diversity and Inclusion Leadership Legacy Award, which honors senior leaders who lead teams and champion diversity and inclusion over time. The award, named for our former chairman who was a relentless proponent and advocate for diversity, is presented to leaders who move PepsiCo to new levels of diversity and inclusion accomplishments and behaviors.

Ensuring Governance and Maintaining Feedback To make the most of talent sustainability within the company while ensuring the greatest reach with consumers, suppliers and communities, PepsiCo’s diversity and inclusion initiative is supported by a robust management leadership, governance and board structure.

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For more than a decade, PepsiCo has operated with a combination Board of Director oversight, external advisory Board input and very active internal diversity councils. In particular, the company’s external advisory boards, which today include the African American Advisory Board, Latino/Hispanic Advisory Board and, in Canada, the Asian Advisory Council, have played a particularly critical role. They offer counsel and advice to management on a broad range of social, cultural and business issues, including marketing, hiring, supplier development and diversity. Driving Supplier Diversity PepsiCo and its bottler community achieved 2008 spending of approximately $1.25 billion with U.S. minority-owned and women-owned suppliers, marking the sixth consecutive year of double-digit growth in supplier diversity spending.

PepsiCo realizes that strong supplier diversity helps us deliver our long-term procurement objectives, making us more competitive in the marketplace and creating mutually beneficial relationships where we do business. This extends to our commitment in promoting employment and partnerships with community organizations, as well as our financial involvement with minority- and women-owned businesses.

AWARDS & RECOGNITION• PepsiCo was among The 2009 DiversityInc 2009 Top 50 Companies for Diversity®• Black Enterprise magazine named PepsiCo one of 40 Best Companies• Working Mother magazine named PepsiCo one of the Top 20 Best Companies for

Multicultural Women• Asian Enterprise magazine named PepsiCo among its Best Companies for Asian Pacific

Americans• Human Rights Campaign named PepsiCo as one of the Best Places to Work for GLBT

Equality and gave PepsiCo 100% on the Corporate Equality Index• Latina Style magazine named PepsiCo among the Businesses for Latinas• Hispanic Business magazine named PepsiCo to its Top 60 list of best companies• Diversity Business named PepsiCo as one of America’s Top 50 Organizations for

Multicultural Business Opportunities• American Indian Chamber of Commerce named PepsiCo Corporation of the Year• Women’s Business Enterprise National Council named PepsiCo among its Top Corporations

for Women’s Business

In 2009, the company ranked #10 on DiversityMBA’s 2009 Best Places for Diverse Managers to Work list. PepsiCo is among the 2009 DiversityInc Top 50 Companies for Diversity®. Diversity Business named PepsiCo as one of America’s Top Organizations for Multicultural Business Opportunities.

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DIVERSITY CHAMPIONS

Indra K. NooyiChairman & ChiefExecutive Officer

PepsiCo

Maurice CoxVice President

Diversity & InclusionDevelopment

PepsiCo

Mikal DurhamSenior Vice President PepsiCo Foodservice

Ron ParkerSenior Vice President

Global Chief Diversity &Inclusion Officer

PepsiCo

DIVERSITY DATA

2009 Diversity and Inclusion Statistics Total Women % People of Color %Board of Directors 12 4 33 4 33Senior Executives 12 2 17 2 17Executives (U.S.) 2,325 770 33 480 21All Managers (U.S.) 10,685 3,980 37 3,105 28All Employees (U.S.) 58,340 790 25 18,730 32

At year end we had approximately 203,000 associates worldwide.*Includes full-time employees only.

Supplier DiversityPepsiCo and its bottler community achieved 2009 spending of approximately 1.3 billion with U.S. minority-owned and women-owned suppliers, marking the sixth consecutive year of double-digit growth in supplier diversity spending.

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SODEXO

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

Diversity & Inclusion MissionAt Sodexo, diversity and inclusion is a business imperative and ethical and social responsibility grounded in our core values of team spirit and the spirit of service and progress. In our continuing effort to attain an inclusive organization, we embrace, leverage, and respect the diversity of our workforce, our clientele, and the communities in which we live, work, and serve.

Our Commitment to Diversity & InclusionJust as Sodexo is a leader in the food and facilities management industry, we are committed to promoting and fostering equal opportunities in all operations of our company. Sodexo believes that diversity and inclusion is a fundamental and indispensable objective which strengthens our company, maximizes the investment of our shareholders, and prepares us to lead in the 21st century. Sodexo is fully committed to ensuring not only compliance with the equal opportunity laws, but also a deeper commitment to the principle that diversity and inclusion will help us realize our greatest potential as a company, and maximize the potential of all our employees.

Integrated Diversity Strategy Sodexo’s integrated diversity strategy links all of our initiatives to the organization’s overarching diversity and inclusion goals. The strategy sets expectations and drives initiatives and opportunities for our employees, customers, clients, shareholders, and the communities we serve.

Employee Network GroupsThe 3,500 members of Sodexo’s eight Employee Network Groups bring our culture of diversity and inclusion to life. They are a catalyst for ensuring a fully inclusive and open environment that provides opportunities for all employees to contribute to our business success. Network Group members receive unique networking and learning opportunities and can acquire practical project management skills. Network Group officers and committee members receive hands-on leadership development that expands beyond their regular job responsibilities.

Flexible Work ArrangementsImproving the quality of daily life begins with a fully engaged and inspired workforce ready to deliver outstanding results. Sodexo’s Flexible Work Arrangement program gives managers at all levels the opportunity to align their career with their personal priorities through flexible work options including flextime, job-sharing and telecommuting.

Spirit of MentoringSodexo’s Spirit of Mentoring initiative is designed to prepare employees, at all levels of the organization, for future leadership roles and underscores the value Sodexo places on development, success, and retention. The initiative offers three mentoring tracks. IMPACT is the formal year-long structured mentoring program. Peer2Peer is an informal program offered by the Employee Network Groups, and BRIDGE is an informal mentoring relationship developed within each business line.

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Champions of DiversityAcross the company our employees are embracing Sodexo’s commitment to diversity in many ways, from the smallest of efforts to large-scale regional activities. Through our award-winning Champions of Diversity program, employees are honored for going above and beyond to advance diversity and inclusion at Sodexo.

Supplier DiversitySodexo is committed to providing small businesses, including minority- and women-owned companies, with growth and development opportunities. Every year, Sodexo continues to increase the number of small and minority- and women-owned business enterprises that provide us with products and services that meet our high standards of quality, competitive pricing, and service.

Cross Market Diversity CouncilWith the objective of leveraging diversity and inclusion for greater business growth, Sodexo formed the Cross Market Diversity Council or CMDC. Council members collaborate in operationalizing Sodexo’s integrated diversity and inclusion strategy across the organization and vertically within their respective divisions. Council members serve as thought leaders in both a strategic and advisory capacity while also driving implementation activities across the organization at a regional level to enable integration of our corporate diversity and inclusion plan.

Strategic Partnerships & AlliancesSodexo is committed to diverse strategic partnerships that offer substantial value and advance our primary mission of equality, education, health and wellness, leadership, and community development. We currently have partnerships or alliances with over 65 civic and community-based organizations.

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DIVERSITY CHAMPIONS

AWARDS & RECOGNITIONCelebrating SuccessEvery year Sodexo’s strategic diversity and inclusion efforts result in numerous awards, honors, and recognitions including:

• Sodexo was ranked No. 1 on the 2010 DiversityInc Top 50 Companies for Diversity® list• Sodexo was ranked No. 3 for Blacks: DiversityInc• Sodexo was ranked No. 2 for Latinos: DiversityInc• Top 10 Companies for People with Disabilities: DiversityInc• Sodexo was ranked No. 1 for Recruitment and Retention: DiversityInc• Sodexo was ranked No. 1 for Executive Women: DiversityInc• Sodexo was ranked No. 5 for Global Diversity: DiversityInc• Faces of Diversity Award in the category of Inspiration• Corporate Equality Index and Best Places to Work – 100% Rating: Human Rights Campaign• Best Companies for Hourly Employees: Working Mother Magazine• Top 40 Best Companies for Diversity: Black Enterprise Magazine• Top 20 Best Corporations for Asian Pacific Americans: Asian Enterprise Magazine• Top 60 Companies for Hispanics: Hispanic Business Magazine

George ChavelPresident &

Chief Executive Officer

Sodexo’s Office of Diversity provides dedicated leadership to the organization’s diversity and inclusion efforts.

Dr. Rohini AnandSenior Vice President &Global Chief Diversity

Officer

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SYSCO CORPORATION

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

Diversity. It Matters at Sysco!

Sysco is the global leader in selling, marketing and distributing food products to restaurants, healthcare and educational facilities, lodging establishments and other customers who prepare meals away from home. Its family of products also includes equipment and supplies for the foodservice and hospitality industries.

Message from the President and CEO - “Creating and maintaining an inclusive environment that elicits the very best from our associates is essential to our continued success at Sysco. At Sysco, we promote diversity at every level within our organization and believe that employing the very best talent from all groups within the communities in which we live and do business enables us to better serve our customers.”

Workforce - Sysco is proud of the significant and growing presence of women and people of color in our workforce and in leadership roles. Over one quarter of our employees are people of color, and one fifth are women. We’re proud of the fact that talented professionals of all backgrounds view Sysco as a place of unlimited opportunity where they can make a difference.

Diversity Awareness - Any efforts to improve diversity among our workforce would be incomplete if it did not involve our most important partners in this mission: our operating companies. In addition to our Corporate offices, we maintain 177 operating companies across North America. We are proud of the diversity and accomplishments of these operating companies. Sysco offers diversity training and informative diversity and inclusion sessions and articles to promote awareness and education.

Diversity Recruiting - In order to ensure that our workforce and leadership are reflective of the communities and customers we serve, we have developed progressive diversity recruiting strategies and tools. Sysco understands that to remain competitive we must be proactive in recruiting the best and brightest diverse talent.

S.T.E.P. - When we encourage career advancement among our diverse workforce, it not only helps motivate individuals to succeed it also creates a richer work environment of opportunity for everyone and inspires associates across the organization. This is the reason why Sysco created the System to Entry-Level Promotion Program or Sysco S.T.E.P. Sponsored by the Corporate Diversity Department, S.T.E.P. is designed to help motivated associates at our operating companies across the nation advance their careers at Sysco as far as their abilities will take them.

Sysco’s Diversity Internship Program- To be reflective of Sysco’s customer base and workforce, we initiated the Sysco Diversity Internship Program. The Diversity Internship Program is a summer program that exposes highly motivated college students to Sysco, while simultaneously increasing Sysco’s diversity talent pipeline. It allows Sysco the ability to preview diverse college talent for potential future employment. Additionally, students build networks and gain relevant knowledge, skills and experience in the foodservice industry. Sysco’s internship program is specifically designed to allow students the ability to integrate academic theory and workplace experience. It is where the classroom intersects the business world.

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DIVERSITY CHAMPIONS

Supplier - Diversity plays an important role in every aspect of our business. Minority and women business owners are often pioneers, forging new paths into industries that were once inaccessible to them. Minority and women business enterprises pave the way to a broader palette of products and services, as well as providing new ideas and new ways of doing business. Diversity affords Sysco business the opportunity to draw on a world of new and diverse experiences.

Al GaylorVice President

Industry Relations & Diversity

William “Bill” DeLaney President and

Chief Executive Officer

Karen Lashley Coordinator of Diversity

Toni WatsonSenior Director of Diversity

Cheryl HendersonSenior Manager of Diversity

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YUM! BRANDS, INC.

POSITION ON DIVERSITY

DIVERSITY PROGRAMS

Diversity is more than a philosophy at Yum!. It is one of our founding principles. The global power of Yum! is that we believe in all people and are building a culture where everyone can and does make a difference. We believe that the more our company reflects the global marketplace in which we operate - including all levels of our workforce, our suppliers and our franchisees - the greater we can satisfy our customers. We actively seek diversity in others to expand our thinking and make the best decisions. We go full out every day with positive energy and personal accountability - in our restaurants, in our restaurant support centers, and around the globe - to make diversity and inclusion a way of life at Yum!

Yum! Brands, Inc. (NYSE:YUM)

Yum! Brands, Inc., based in Louisville, Kentucky, is the world’s largest restaurant company in terms of system restaurants, with more than 36,000 restaurants in over 100 countries and territories. The company is ranked #253 on the Fortune 500 List, with revenues in excess of $10 billion in 2008. Four of the company’s restaurant brands - KFC, Pizza Hut, Taco Bell and LongJohn Silver’s are the global leaders of the chicken, pizza, Mexican-style food and quick-service seafood categories, respectively. Outside the United States, the Yum! Brands system opens about four new restaurants every day, making it the largest retail developer in the world.

Global Talent Management: At Yum!, we coach and support every individual to grow to their fullest. The chairman and CEO personally reviews diversity progress throughout the year to identify and accelerate development of next generation talent at every managerial level. All brands, including Yum! Restaurants International (YRI), have leadership initiatives focused on developing diverse talent and all senior leaders serve as mentors. Moreover, our sustained multi-tiered relationships and founding partnerships with the Multicultural Foodservice & Hospitality Alliance and the Women’s Foodservice Forum are helping us grow diverse talent within Yum! and across the industry.

Commitment to Minority Entrepreneurship: Yum!, in partnership with Unified Foodservice Purchasing Coop (UFPC), has increased its spending with women and minority suppliers from less than 1% to over 9% in eight years. This initiative has been led by brand and function heads as well as the SEED Team, an employee network focused on building the impact of minority and women-owned enterprises (M/WBEs) in key areas of our business. Yum! is a founding member of the Women’s Business Enterprise National Council and is a long-time supporter of the National Minority Supplier Development Council as well as key Hispanic, African-American and Asian business development organizations.

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Building Community: Over 25% of Yum!’s annual corporate giving goes to support predominantly minority communities. Each year Yum! partners with our multicultural customers through high impact programs like: College Black Expos, KFC Pride 360°, the NCLR Charter School Arts Grant, Organization of Chinese Americans (OCA) Youth and College Programs, the American Indian College Scholarship Fund, lead sponsorship of the National NAACP Youth and College Division, creation of the Hispanic Enterprise Hispana Leadership Summit, and a strategic partnership with the National Urban League’s Young Professionals and Urban Influence Magazine, among others.

DIVERSITY CHAMPIONS

AWARDS & RECOGNITION

DIVERSITY DATA

• Fortune Magazine’s “Top 50 Employers for Minorities” and “Top 50 Employers for Women”• “40 Best Companies for Diversity” by Black Enterprise Magazine for the past five years• “Corporate 100 Companies Providing Opportunities for Hispanics” by Hispanic Magazine• “Top 50 Corporations for Supplier Diversity” by Hispanic Enterprise Magazine• One of Business Week’s “Top 15 Companies for In-Kind Corporate Philanthropy”• MFHA’s National Corporate Champion Award• Corporate Responsibility Officer magazine’s “100 Best Corporate Citizens” list for two

consecutive years• National Society of Hispanic MBA’s “2009 Brillante Award for Corporate Excellence” recipient

• Over 25% of Yum!’s annual corporate giving goes to support predominantly minority communities• 63% of Yum!’s annual scholarship dollars go to students of color and 36% to female students• More than 50% of Yum!’s U.S. workforce are ethnic minorities• More than 50% of Yum!’s new hires in the U.S. are ethnic minorities• More than 40% of Yum!’s restaurant managers and above store employees are ethnic minorities• Nearly 50% of Yum!’s U.S. workforce is female• Yum!’s spend with minority and women business enterprises is 9%

Terrian BarnesYum! GlobalDiversity and

Inclusion Officer

Sandi KarrmannYum! Restaurants

InternationalChief People Officer

Javier BenitoKFC ExecutiveVice President

Marketing and FoodInnovation

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MFHA CORPORATE MEMBER WEBSITESAmeristar Casinos, Inc. www.ameristarcasinos.comARAMARK www.aramark.comBaldwin Richardson Foods Company www.brfoods.com Bama Companies, Inc., The www.bama.comBob Evans Farms, Inc. www.bobevans.comBrinker International www.brinker.comBuca, Inc. www.bucadibeppo.comBuffalo Wild Wings, Inc. www.buffalowildwings.comBurger King Corporation www.burgerking.comCampbell Soup Company www.campbellsoup.comCharlie Brown’s Steakhouse www.charliebrowns.comChick-fil-A www.chick-fil-a.comChoice Hotels International www.choicehotels.comChurch's Chicken www.churchs.comCintas Corporation www.cintas.com Clipper Corporation www.clipper-corp.comCoca-Cola Company, The www.coca-cola.comCorvirtus www.corvirtus.comCracker Barrel Old Country Store, Inc. www.crackerbarrel.com Culver’s www.culvers.com Darden www.darden.comDenny's, Inc. www.dennys.comDineEquity, Inc. www.dineequity.comDot Foods, Inc. www.dotfoods.comDunkin' Brands, Inc. www.dunkinbrands.comDreyer’s Grand Ice Cream, Inc. www.dreyersinc.comEat’n Park Hospitality Group www.eatnpark.comEcolab www.ecolab.comElliot Group, The www.theelliotgroup.comFOCUS Brands, Inc. www.focusbrands.comGeneral Mills, Inc. www.generalmills.comGolden Corral Corporation www.goldencorral.comHeinz North America www.heinz.comHyatt Hotels & Resorts www.hyatt.comJohnson & Wales University www.jwu.eduJohnson Food Group, LLC not availableKellogg’s Company www.kelloggs.comKimpton Hotels & Restaurants www.kimptonhotels.comKraft Foods Inc. www.kraftfoods.comLand O’Lakes, Inc. www.landolakes.comLittle Lady Foods www.littleladyfoods.comMarriott International, Inc. www.marriott.comMcCain Foods Limited, Inc. www.mccain.comMcDonald’s Corporation www.mcdonalds.comMcLane Company www.mclaneco.comMGM Mirage www.mgmmirage.comMorrison Management Specialists, Inc. www.iammorrison.comNation’s Restaurant News www.nrn.comNational Restaurant Association Educational Foundation www.nraef.orgOakwood Temporary Housing www.oakwood.comPalm Restaurant, The www.thepalm.comPeople Report www.peoplereport.comPepsiCo Inc. www.pepsico.comPerkins & Marie Callender’s, Inc. www.perkinsrestaurants.comRaising Cane’s USA, LLC www.raisingcanes.comSignature Breads, Inc. signaturebreads.comSodexo www.sodexo.comSplenda Food Service www.splendafoodservice.comSysco Corporation www.sysco.comUnilever www.unilever.comU.S. Foodservice www.usfoodservice.comValdes Engineering Company www.valdeseng.com Walt Disney Parks & Resorts disney.go.comWegman’s Food Markets www.wegmans.comWendy’s International www.wendys.comWyndham Worldwide Corporation www.wyndhamworldwide.comYum! Brands, Inc. www.yum.com

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DIVERSITY RESOURCES

American Hotel & Lodging Association - AH&LACornell Center for Hospitality Research DiversityInc.National Restaurant Association - NRAPew Research Center Selig Center at the University of Georgia Society for Human Resource Management - SHRMSouthern Poverty Law CenterU.S. Census Data

MFHA Diversity Wheel

Industry & Diversity ResourcesAsian

National Association of Asian American Professionals - NAAAPOrganization of Chinese Americans - OCAU.S. Pan Asian Chamber of Commerce - USPACC

Black 100 Black Men – 100 Black Women

National Association for the Advancement of Colored People - NAACPNational Urban League - NUL

LatinoLeague of United Latin American Citizens - LULACNational Council of LaRaza - NCLR National Society of Hispanic MBA’s - NSHMBA

OtherNational Minority Supplier Development Council - NMSDCNational Sales Network - NSNNational Society of Minorities in Hospitality - NSMH

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