We constantly evolve how we attract, retain and develop talent to meet our expectations for ethical conduct and perpetuate our culture of learning and leadership.

What's happening?

As the financial sector becomes more digital, banks seek talent and skillsets beyond traditional finance and recruit from a variety of backgrounds. The integration of Millennials into the global workforce is also having a profound effect on the way businesses operate. Today's talent seeks flexible work arrangements and employers with a clear social purpose.

What Citi is doing

To ensure our expectations of people are clear and reflect our vision and values, we rolled out a new Mission and Value Proposition this year and rewrote our Leadership Standards. These standards are now embedded in recruitment, selection, performance management, talent identification, promotion practices and leadership development programming.

At Citi, we hold ourselves to the highest possible ethical standards and we strive to do the right thing for our clients, employees and shareholders.

What's ahead?

To learn more about Citi's commitment to developing our workforce and talent, download our 2015 Fact sheet.

What Citi is doing

Onboarding Sets Up New Managers for Success

The New Manager Experience (NME) is the first time Citi has taken a global approach to onboarding newly hired and newly promoted managers. The program provides onboarding; leadership expectations; an overview of information, systems and resources available on Citi For You, our global Human Resources intranet; a path to building manager capabilities; and "how-to" guidance on basic management tasks. Approximately 1,600 newly hired and 5,400 newly promoted managers participate each year through in-person and virtual facilitator-led classrooms, social learning, networking with peers and just-in-time digital resources.

Asia's Inspiring Women Leaders Program

Asia's Inspiring Women Leaders Program (IWLP) is a six-month program that focuses on developing high-potential female leaders. Instituted in 2015, more than 50 women have participated, with great engagement from senior leaders across Asia Pacific. IWLP covers topics including building presence and impact, authentic leadership and risk taking, and is delivered through classroom and virtual sessions. The program has mentoring, peer coaching and career discussions with managers built in. We plan to continue to embed it to build a female talent pipeline for senior roles at Citi.

Global Community Day

On Saturday, June 13th, 2015, Citi marked its tenth annual Global Community Day, our flagship employee engagement campaign symbolizing Citi's commitment to enabling progress through service. More than 80,000 Citi colleagues and friends participated in 1,200+ events across 93 countries and territories and 487 cities in an effort to make an impact in local communities where Citi colleagues and customers live and work. In the 10 years since its inception in 2006, volunteers have served more than 2 million hours at over 11,000 events around the world. For more information, view our 2015 Global Community Day Initiative.

We believe learning is part of work. On-the-job experiences, collaboration and exposure to others encourage employees to engage, innovate and maximize their potential.

76%

In our annual Voice of the Employee Survey, employee satisfaction increased to 76%, a new high

Our Progress

Each year, we take approximately 10,000 leaders through our core leadership curriculum. We closely align our learning and development programs with Citi's talent priorities and business strategy, and use active learning techniques and technology to increase engagement, access, scale and impact.

For more details on Citi’s performance against our Citizenship Strategy, download our Citizenship Performance Summary.

For a list of awards and recognition Citi received in 2015 for our citizenship activity, click here.