Survey Goal

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Introduction Throughout this report, the term “diversity” refers only to people of color, 74)'-A'%00=�?��*6-'%2��1)6-'%27���7-%27���-74%2-'7��%8-237�%2(��%8-:)��1)6-'%27�

The diversity scorecard was developed in 2012 to provide a snapshot of each manufacturer’s success at building and sustaining ethnic diversity and inclusion, with a primary focus on people of color.

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Introduction

Throughout this report, the term “diversity” refers only to people of color, specifically – African Americans, Asians, Hispanics/Latinos and Native Americans.

The diversity scorecard was developed in 2012 to provide a snapshot of each manufacturer’s success at building and sustaining ethnic diversity and inclusion, with a primary focus on people of color.

The Scorecard reflects the most visible indicators of an OEM’s commitment to ethnic diversity. The 2017 scorecard is based on OEM responses to the 2016 survey, mailed to the top sales volume OEMs for people of color:

Ford Motor Company Toyota Motor Company General Motors Nissan North America Hyundai Motor America FCA (Fiat Chrysler Automobiles) Honda North America Inc. Subaru of America Kia Motors America Mercedes Benz USA Volkswagen Group of America BMW North America

Scoring Methodology

Scoring is based on four types of data obtained directly from the 2016 Automotive Diversity Survey:

1. Percentages, rather than raw numbers. This helps create a level-playing field for manufacturers, regardless of their size.

2. Growth over time. For this year’s scorecard, growth is based on the percent change: 2014 vs. 2016. It is particularly important to track the percent change over time, given the sales contribution of ethnic people of color to the auto industry. For year-end 2016, African Americans, Asians and Hispanics/Latinos represented 26% of U.S. sales – that’s nearly 1 out of 3 NEW vehicle purchases. In addition, these consumers are contributing more to growth in the auto industry than the general market.

3. Oversight/accountability. For specific scorecard factors, this includes, but not limited to, having established diversity goals, executive compensation tied to diversity goals, tracking performance against diversity goals, and the existence of a diversity board/committee

4. Engagement . Using available ethnic resources to improve performance in the six diversity areas – e.g., Rainbow PUSH/CEF, NAMAD, National Council of LaRaza, NMSDC, 4As, HBCUs, ethnic-owned search firms, national professional associations, etc.

Survey Participants

OEM

FordMotorCompany

ToyotaMotorNorthAmerica

GeneralMotors

NissanNorthAmerica

HyundaiMotorAmerica

FCA(FiatChryslerAutomobilesUS)

HondaNorthAmerica

SubaruofAmerica

KiaMotorsAmerica

MercedesBenzUSA

VolkswagenGroupofAmerica

BMWNorthAmerica(refusedtoreplytosurveyrequest)

Scorecard Factors

�Employment

�Advertising

�Marketing (including Auto Shows)

�Procurement

�Philanthropy

�Dealer Development *�* Under Dealer Development, some data was provided by NAMAD.�

Scoring

Automotive company reflecting best practices for ethnic diversity using

RPC/CEF criteria: Disclosure of goals, initiatives and dollar

investments with some accountability and growth. �

(based on survey and other confidential information provided to RP/CEF)

Some indication of ethnic diversity evident (goals, initiatives,

accountability). Not all dollar investments, key figures and other scorecard factors disclosed either

on the survey or directly to �RPC/CEF

Diversity initiatives and investments non-existent, not disclosed, or did

not provide enough relevant information for scoring; did not

submit a completed questionnaire.

Scorecard Factors

�Employment

�Advertising

�Marketing (including Auto Shows)

�Procurement

�Philanthropy

�Dealer Development *�* Under Dealer Development, some data was provided by NAMAD.�

Scoring

Automotive company reflecting best practices for ethnic diversity using

RPC/CEF criteria: Disclosure of goals, initiatives and dollar

investments with some accountability and growth. �

(based on survey and other confidential information provided to RP/CEF)

Some indication of ethnic diversity evident (goals, initiatives,

accountability). Not all dollar investments, key figures and other scorecard factors disclosed either

on the survey or directly to �RPC/CEF

Diversity initiatives and investments non-existent, not disclosed, or did

not provide enough relevant information for scoring; did not

submit a completed questionnaire.