At Tate & Lyle, our approach to diversity & inclusion goes beyond just compliance; we view diversity & inclusion as a driver of business performance, growth and innovation. We expect all our employees to play a role in making us a truly diverse and inclusive organisation where all differences are respected and all contributions are valued.

To this end, in 2011 we established a Diversity & Inclusion Council whose members represent a broad cross-section of our employees from different regions and businesses across the company. The primary objectives of the council are to understand the challenges and opportunities for Tate & Lyle, to raise awareness of diversity issues, and to support the business in realising our goal of becoming a truly diverse and inclusive organisation.

In 2011, the council has three main areas of focus:

1) Raising awareness of diversity issues and fostering an inclusive culture. This will include developing a communications programme targeting all managers to raise their self-awareness of inclusive behaviours, providing them with appropriate information and material, and supporting their efforts to build and lead teams that are more diverse.

2) Putting in place recruitment practices and policies to ensure more diverse recruitment.

3) Bi-annually reviewing employee demographic data including gender, nationality and ethnicity (where available) to track our progress.

The Board of Tate & Lyle PLC has considered Lord Davies’s independent review into Women on Boards and comments as follows:

We believe Board composition is a key element of Board effectiveness and each member, and potential member, of our Board must be able to demonstrate the skills, experience and knowledge required to contribute to the effectiveness of the Board. Subject to that overriding principle, we believe that the Board’s perspective and approach can be greatly enhanced through gender, age and cultural diversity. It is our policy to consider overall Board balance and diversity when appointing new directors.

With regard to the specific issue of gender diversity, the Board currently comprises the Chairman, two executive directors and six non- executive directors. Female representation (1 director) equates to 11% of the Board. Subject to our overriding principle detailed above, we aim to maintain female representation on the Board at the current level and increase it if appropriate candidates are available when Board vacancies arise. We are also committed to using, wherever feasible, executive search firms who are signatories to the Executive Search Firms Voluntary Code of Conduct.