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MILLERCOORS

3939 West Highland Boulevard

PO Box 482

Milwaukee, WI 53201-0482

Phone: (414) 931-2021www.millercoors.com

LOCATION

Chicago (summer 2009)

DIVERSITY LEADERSHIP

Shannon Mulvihill

TA Manager Campus, G&A

EMPLOYMENT CONTACT

Kristina Skagen

Campus Recruiter

Email: [email protected]

RECRUITING

Please list the schools/types of schools at which you recruit.

Historically Black colleges and universities (HBCUs) Hispanic-serving institutions (HSIs)

Do you have any special outreach efforts directed to encourage

minority students and graduates to consider your firm?

Conferences: National Black MBA Association, National Society ofHispanic MBAs and Asian MBAs

Participate in/host minority student job fair(s) or other minority-focusedjob events: Cololardo Multicultural Career and Internship Fair andThurgood Marshall Scholarship and Career Fair

Internships and fellowships for minority students

Post positions on minority job boards

What activities does the firm undertake to attract minority and

women employees?

Partner programs with women and minority associations

Conferences: National Black MBA Association, National Society ofHispanic MBAs and Asian MBAs

Participate at minority job fairs

Seek referrals from other employees

Utilize online job services

Mentoring programs

Promote diversity and diverse workplace in collateral and on website

Do you use executive recruiting/search firms to seek to identify

new diversity hires?

Yes.

List all women and/or minority-owned executive

search/recruiting firms to which the firm paid a fee for

placement services in the past 12 months:

Wesley, Bartles & Brown

ENGINEERING INTERNSHIPS ANDCO-OPS

Intern Leadership Program

Deadline for application: January to MarchNumber of interns in the program in summer 2008: 43Length of the program: 10 to 12 weeksWebsite for internship/co-op information:millercoors.com/careers/internships.aspx

What could be brewing for you this summer ...At the beginning of the internship, all interns meet for orientation

Orientation incorporates activities and speakers to learn about the overa

THE STATS

Number of employees

Revenue (billions)

Number of minorities and women

Total in the U.S.

2008 2007

8,892

$1.74

4,360

Total worldwide

2008 2007

Total outside the U.S.

2008 2007

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beer business. Throughout the internship, you will have weekly meetings

with your supervisor to discuss performance, goals and projects. To

reinforce our high-performing, results- and values-based culture, you will

receive an evaluation halfway through your internship, as well as a final

evaluation at the end. We have a lot of social and networking evens

planned as well. Interns lead committees with a budget to help plan

additional service, sports and social events. Our internship program is

nationally recognized and part of that has to do with our unique BrewCrew Intern Network, which allows you to network with MillerCoors

employees at various levels across divisions.

Divisions that recruit interns:

Marketing, strategy and commercial planning (must be pursuing an MBA)

HR

Brewery operations

Supply chain

Procurement

Finance

Sales

AFFINITY GROUPS

MillerCoors Shenandoah Brewery: MillerCoors Veterans Group (MCVG)

Hispanic Organization for Leadership Advancement (HOLA)

African-American Employee Network (AAEN)

Lesbian and Gay Employee Resource (LAGER)

Building Relationships and Empowering Women (BREW)

Milwaukee Brewery: African-American Employee Network (AAEN)


Hispanic Organization for Leadership Advancement (HOLA) Asian Employee Affinity Network (ASEAN)

Golden Brewery: Lesbian and Gay Employee Resource (LAGER)


Asian Employee Affinity Network (ASEAN)

African-American Employee Network (AAEN)

Coors Hispanic Employee Network (CHEN)

MillerCoors Veterans Group (MCVG)

Deaf Employee Network (DEN)

Coors Native American Council (CNAC): currently inactive

STRATEGIC PLAN AND DIVERSITYLEADERSHIP

What trends in your industry affect your corporate diversity

goals, strategies and/or internal or external alliances?

Our vision is to become the best beer company in America. MillerCoors

was formed in July 2008 and we see ourselves as a high-potential new

company that is entrepreneurial and very passionate about the bee

business.

How does the firms leadership communicate the importance o

diversity to everyone at the firm?

Diversity town hall meetings

Diversity week with employee affinity groups;

Annual Diversity Summit meeting

Employee electronic communications

Company website

Has the firm undertaken a formal or informal diversity program

or set of initiatives aimed at increasing the diversity of the

firm?

Yes, formal.

How often does the firms management review the firms

diversity progress/results?

Monthly.

How are the firms diversity committee and/or firm

management held accountable for achieving results?

It is a business imperative that is tracked and recognized by senio

management through the ranks.

RETENTION & PROFESSIONALDEVELOPMENT

How do 2008 minority and female attrition rates generally

compare to those experienced in the prior year period?

Lower than in prior years, probably due to soft economy.

Please identify the specific steps you are taking to reduce the

attrition rate of minority and women employees.

Develop and/or support internal employee affinity groups: Minority owomen networks within the firm

Increase/improve current work/life programs

Succession plan includes emphasis on diversity

Strengthen mentoring program for all employees, including minoritie

and women

Professional skills development program, including minority an

women employees

Measure diversity issues separately from employee satisfaction

Provide formal and informal mentoring opportunities to minority an

women employees

Vault Guide to Engineering Diversity Programs, 2010 Editio

MillerCoo

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What programs or initiatives have you found to be most

successful in diversity recruitment and retention?

Minority or women networks within the firm

Increasing and improving current work/life programs

Succession plan includes emphasis on diversity

Strengthening mentoring program for all employees, includingminorities and women

Professional skills development program, including minority and

women employees

Measuring diversity issues separately from employee satisfaction

Providing formal and informal mentoring opportunities to minority and

women employees

DIVERSITY MISSION STATEMENT

MillerCoors people are passionate about the beer business. We always

work to do the little things that make a big difference for our customers.

We share a strong commitment to responsibly brew, bottle and market a

portfolio of great beers that can satisfy all beer drinkers. We believe our

work is well worth doing, because it delivers enjoyment and celebration t

customers. We enjoy our work, because its fast-paced, creative an

service-centered. And our work is fun, because we do it as a team.

MillerCoors serves customers using a three-tier distribution system. Firs

we sell our products to authorized distributors, who in turn sell to retailer

Our distributors have their own long traditions of providing great custome

serviceand great beers to retailers, and ultimately beer drinkers, all ove

America. And they share our commitment to the future.

Theres one other commitment our people share. We believe in diversi

and fair treatment on every front at MillerCoors. That commitment

unflagging. We recognize and appreciate our similarities and o

differences; they bring creativity, innovation and new perspectives to ou

workplace, customers and brands.

President and Chief Commercial Officer Tom Long

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