2021 Environmental Social & Governance Report

partner organizations lead the coalition: Business 
Roundtable, the Society for Human Resource 
Management, Dave’s Killer Bread Foundation, Stand 
Together and the Georgetown University McDonough 
School of Business Pivot Program. By the end of 
2021, nearly 40 large companies had joined SCBC.
PROVIDING A SECOND CHANCE
Approximately one in three working age adults in the U.S. has a criminal record, and as a 
result face economic barriers including hiring discrimination and lost job opportunities. This 
affects individuals and their families and also has broader economic consequences that 
contribute to inequality. Black adults are nearly six times more likely to be incarcerated than 
White adults, and Latino adults are more than three times more likely, meaning the Black 
and Latino communities disproportionately bear the consequences. 
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JPMorgan Chase is giving people with criminal records a second chance by supporting their 
participation in the workforce, communities and local economies. We are making changes in 
our own hiring and recruitment practices, along with advancing a policy agenda that reduces 
barriers to employment for people with criminal backgrounds. 
In addition, we are supporting community organizations that equip people with criminal 
backgrounds with the skills, resources and connections to get on a career pathway. For 
example, in 2021 we committed $12.5 million to help community organizations in cities like 
Los Angeles, New York, Seattle, Chicago, Nashville and Wilmington connect people with 
criminal backgrounds with in-demand, well-paying jobs and other tools to achieve their 
financial goals.
Hiring Programs
We have taken a number of steps to broaden our potential talent pool and create more 
inclusive inroads to careers at our Firm by actively working to reduce barriers to 
employment for individuals with criminal backgrounds. We started in 2018 with the decision 
to “ban the box” by removing all questions about criminal backgrounds from our job 
applications in the U.S. 
Next, we developed a program to work with community and legal aid organizations to 
proactively develop a pipeline of potential employees with criminal backgrounds, whose 
histories fit within industry guidelines, to fill open roles. In 2019, we piloted this Second 
Chance community-based hiring program in Chicago and, in 2021, we expanded the model to 
Columbus, Ohio, with plans to bring it to additional cities. Through the program, we 
collaborate with local nonprofit organizations, which provide job seekers with mentorship 
and training to prepare them for employment opportunities. Our recruiters coordinate 
directly with the nonprofit to identify open roles and potential candidates, who are then 
connected with hiring managers within our Firm. 
Through these and other efforts, we hired approximately 4,000 individuals with criminal 
backgrounds in 2021, approximately 10% of our new hires in the U.S.
Policy Agenda
Through the 
JPMorgan Chase PolicyCenter
, our Firm is developing and advancing 
sustainable, evidence-based policy solutions to help remove barriers to employment for 
people with criminal backgrounds. Our efforts are focused on supporting: 
• 
Reforms to industry hiring rules by working with the Federal Deposit Insurance Corpora-
tion ("FDIC") and Congress to support efforts to modify Section 19 of the Federal Deposit 
Insurance Act rules for people with convictions for certain low-risk crimes to qualify for 
jobs in the banking industry.
• 
Clean Slate automatic record clearing measures in states across the country and the 
Clean Slate Act of 2021, which would allow certain federal records to be sealed. The Firm 
has supported Clean Slate legislation to help clear or seal eligible criminal records and 
open access to jobs in places such as Michigan, Delaware, Connecticut and Virginia – and 
continues to push for measures in New York and Colorado. 
• 
The Fair Chance Act, which was signed into federal law in December 2019 and helps 
qualified workers with arrest or conviction records compete for employment in federal 
agencies and with federal contractors. 
• 
Restoration of access to Pell Grants for incarcerated individuals. Signed into federal law 
in 2020, the Restoring Education and Learning Act allows incarcerated individuals to 
pursue post-secondary education in prison, increasing employment opportunities after 
their release.
• 
The federal Driving for Opportunity Act and state measures which seek to limit driver’s 
license suspensions for unpaid fines and fees unrelated to driving infractions.
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Source: 
https://www.ncsl.org/research/labor-and-employment/barriers-to-work-individuals-with-criminal-records.aspx
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Source: 
https://secondchancebusinesscoalition.org/why-it-matters
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INTRODUCTION
ENVIRONMENTAL
SOCIAL
Feature: Our Commitment
to Racial Equity
Diversity, Equity & Inclusion
Human Capital
Inclusive Growth
GOVERNANCE
ESG REPORT APPENDICES

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Our supplier diversity mission is comprised of three pillars: (1) increasing diversity 
within the JPMorgan Chase supply chain, (2) creating a supply chain that mirrors our 
customers’ demographics; and (3) driving economic growth in the communities in 
which we do business. Supplier development is also a key component of our mission. 
We invest in building diverse suppliers’ capacity and expertise, positioning them to 
successfully do business with our Firm and also with other corporations.
In 2021, our Firm spent approximately $2.4 billion on Tier 1 and Tier 2 diverse 
suppliers, including $1.2 billion with minority-owned businesses and $902 million 
with women-owned businesses.
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In addition, we have a dedicated effort to mobilize our Gold Suppliers – a network of 
over 100 of our most strategic suppliers that have achieved our top supplier 
designation – to promote supplier diversity programs, with an emphasis on Black, 
Hispanic and Latino-owned businesses. As of the end of 2021, nearly 40% of our 
Gold Suppliers had agreed to increase aggregate spend with diverse companies 
globally by more than $6 billion collectively over the next three years.
In 2021, our Firm also committed up to $200 million to be co-invested alongside 
Ariel Alternatives in Project Black to forge a new class of Black, Hispanic and Latino 
entrepreneurs, as well as to nurture and grow minority-owned businesses in the 
Fortune 500 supply chain.
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Tier 1: The amount of spend, or procurement dollars, that the Firm spends directly with third parties that provide goods and services that support its business operations. Tier 2: The amount of spend, or procurement dollars, that the Firm's suppliers spend with their tier 1 suppliers. 
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Businesses that are at least 51% owned operated and controlled by members of an ethnic minority including Black, Hispanic, Asian and Native American.
Business, particularly small- and medium-size enterprises, serves as a key engine of 
economic growth and mobility, especially in low- and moderate-income 
communities. However, minority- and women-owned businesses face systemic 
barriers – including lack of access to capital, networks and tools – when it comes to 
establishing, growing and scaling their companies. Additionally, as 
JPMorgan Chase 
Institute research
has shown, the typical White-owned business has an additional 
week of cash liquidity compared to Black-owned businesses – critical days of buffer 
during stress periods like the pandemic. 
JPMorgan Chase is working to level the playing field for diverse entrepreneurs 
through products, programs, investments and policy recommendations aimed at 
expanding access to resources.