Exhibit 14
 CORPORATE GOVERNANCE  CODE OF BUSINESS
 CONDUCT AND ETHICS
 IntroductionDiamond Management & Technology Consultants, Inc. (Diamond or the Company) is dedicated
to the highest ethical standards and is committed to diligently following both the letter
and spirit of the laws and regulations applicable to the conduct of its business. This Code
of Business Conduct and Ethics (Code) covers a wide range of business practices and
procedures. It does not cover every issue that may arise, but it sets out basic principles
to guide all employees of Diamond and its subsidiaries and affiliates. All of our employees
must conduct themselves accordingly and seek to avoid even the appearance of improper
behavior. The Code also should apply to the Companys agents and representatives, including
directors and outside consultants. As used in this Code, Covered Person shall mean any
employee, officer, agent, representative, outside consultant or director of the Company. All
references to employees in this Code shall be limited to employees, partners and officers of
Diamond.If a law conflicts with a policy in this Code, you must comply with the law; however, if a
local custom or policy conflicts with this Code, you must comply with the Code. If you have
any questions about these conflicts, you should contact the Companys General Counsel or its
Chief People Officer. Those who violate the standards in this Code will be subject to
disciplinary action which may include dismissal from the Company. If you are in a situation
which you believe may violate or lead to a violation of this Code, follow the guidelines
described in Section 15 of this Code.1.
    
    Compliance with Laws, Rules and RegulationsObeying the law, both in letter and in spirit, is the foundation on which Diamonds ethical
standards are built. All Covered Persons must respect and obey the laws of the United States
and all states, cities and countries in which we operate. Although not all Covered Persons
are expected to know the details of these laws, it is important to know enough to determine
when to seek advice from supervisors, managers or other appropriate personnel.2.
    
    Conflicts of InterestCovered Persons must avoid conflicts of interest, both real and perceived. Covered Persons
must recognize that even the appearance of impropriety can be very damaging to the Companys
reputation and, therefore, must abide by the Companys Conflict of Interest policy.A conflict of interest exists when a Covered Persons private interest conflicts in any
way with the interests of the Company. A conflict situation can arise when a Covered Person
takes actions or has interests that may make it difficult to perform his or her Company work
objectively and effectively. Conflicts of interest also may arise when a




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Covered Person, or members of his or her family, receives improper personal benefits as a
result of his or her position with the Company. Loans to, or guarantees of obligations of,
Covered Persons and their family members may create conflicts of interest.It is almost always a conflict of interest for a Covered Person to work (other than in his
or her capacity as a Diamond employee) simultaneously for a competitor, client, vendor or
supplier. Covered Persons are not allowed to work for, or provide services to, a competitor
as a consultant or board member or in any other capacity. Covered Persons and their
immediate families also must not engage in any activity or become involved in any business
relationship, or directly or indirectly acquire an investment interest, that actually
conflicts or appears to conflict with the interests of the Company or its clients. The best
policy is to avoid any direct or indirect outside business connection with our clients,
except on Diamonds behalf in the normal course of business.Under certain circumstances, the acceptance of gifts or personal benefits may result in a
conflict of interest. Covered Persons should review and become familiar with the Companys
gifts policy in Section 5 below. Conflicts of interest may not always be clear-cut, so if
you have a question, you should consult with the Companys General Counsel or its Chief
People Officer. Any Covered Person who becomes aware of a conflict or potential conflict
should bring it to the attention of a supervisor or partner or consult the procedures
described in Section 15 of this Code.3.
    
    Insider TradingIn the course of business activities, a Covered Person may become aware of nonpublic
information regarding the business or operation of the Company or its clients. All
non-public information about Diamond or its clients should be considered confidential
information. Covered Persons who have access to confidential information are not permitted
to use or share that information for stock trading purposes or for any other purpose except
the conduct of our business. To use non-public information for personal financial benefit or
to tip others who might make an investment decision on the basis of this information is
not only unethical but also illegal. If you have any questions, please consult the Companys
General Counsel.4.
    
    Corporate OpportunitiesCovered Persons are prohibited from taking for themselves personally opportunities that are
discovered through the use of corporate property, information or position without the
consent of the Board of Directors. No Covered Person may use corporate property, information
or position for improper personal gain, and no Covered Person may compete with Diamond
directly or indirectly. Covered Persons owe a duty to the Company to advance the Companys
legitimate interests when the opportunity to do so arises.5.
    
    Competition and Fair Dealing; GiftsWe seek to outperform our competition fairly and honestly. We seek competitive advantages
through superior performance, never through unethical or illegal business practices.
Stealing proprietary information, possessing trade secret information that was
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obtained without the owners consent and subsequently misused in any manner, or inducing
such disclosures from past or present employees of other companies is prohibited and may
subject you to criminal charges and/or civil liabilities. Each Covered Person should
endeavor to respect the rights of and deal fairly with Diamonds clients, vendors,
competitors and employees. No Covered Person should take unfair advantage of anyone through
manipulation, concealment, abuse of privileged information, misrepresentation of material
facts or any other intentional unfair-dealing practice.The purpose of business entertainment and gifts in a commercial setting is to create
goodwill and sound working relationships, not to gain unfair advantage with clients or
others. The direct or indirect solicitation or acceptance of any gift or personal benefit,
other than the Permissible Gift exceptions noted below, from a past, present or prospective
client, vendor, competitor or employee of the Company which creates or gives the appearance
of a reward or obligation relating to any aspect of Company business is prohibited. No gift,
entertainment, or other thing of value should be offered, given or provided by any Covered
Person or any family member or agent of any Covered Person to any past, present or
prospective client, vendor or competitor of the Company, unless the gift, entertainment or
thing of value is a Permissible Gift as defined below. Likewise, no gift, entertainment or
other thing of value should ever be accepted by any Covered Person or any family member or
agent of any Covered Person from any past, present or prospective client, vendor or
competitor of the Company, unless the gift, entertainment or other thing of value is a
Permissible Gift as defined below.A Permissible Gift is defined as follows: (1) it is not a cash gift; (2) it is consistent
with customary business practices and shall never include attending adult-entertainment
establishments; (3) it is not excessive in value; (4) it is not, and cannot be construed as
a bribe or payoff; (5) it is not made to improperly influence any government official or
authority, or any Covered Person of the Company or any employee of any past, present or
prospective client, vendor or competitor of the Company, in the performance of their duties
and obligations to their employer; and (6) it does not violate any laws or regulations. If
you are not certain if a gift, entertainment or other thing of value is permissible, please
discuss with the Companys Chief People Officer or its General Counsel.6.
    
    Discrimination and HarassmentThe diversity of Diamonds employees is a tremendous asset. We are firmly committed to
providing equal opportunity in all aspects of employment and will not tolerate any illegal
discrimination or harassment of any kind. Each employee must respect the rights of his or
her fellow employees to fair treatment and equal opportunity, free from prohibited
discrimination or unlawful harassment. Participation in an exclusionary event while on
Company business, such as attending adult-entertainment establishments, is prohibited. Other
examples of prohibited conduct include, but are not limited to, derogatory comments or
adverse actions based on ones religion, gender, sexual orientation, racial or ethnic
characteristics. Sexual harassment in particular may include unwelcome sexual advances,
request for sexual favors, and other verbal, or physical conduct of a sexual nature;
unwelcome sexual flirtations, advances or propositions; verbal abuse of a sexual
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nature; subtle pressures for sexual activities; unnecessary touching of an individual;
graphic or verbal commentaries about an individuals body or sexual orientation; sexually
degrading words to describe an individual; a display in the workplace of sexually suggestive
objects or pictures; sexually explicit or offensive jokes; or physical assault.7.
    
    Health and SafetyDiamond strives to provide each employee with a drug free, safe and healthful work
environment. Each employee has responsibility for maintaining a safe and healthy workplace
for all employees by following safety and health rules and practices and reporting
accidents, injuries and unsafe equipment, practices or conditions.Diamond will not tolerate violence of any kind in the workplace. Violence and threatening
behavior are not permitted. Employees should report to work prepared and able to perform
their duties, free from the influence of alcohol or illegal drugs. The use of illegal drugs
in the workplace will not be tolerated. For additional information, please see Diamonds
Drug-Free workplace policy.8.
    
    Record-KeepingDiamond requires honest and accurate recording and reporting of information in order to make
responsible business decisions. Our employees use the Companys time and expense reporting
system to record their business time and reimbursable business expenses. These must be
documented and recorded accurately. Misrepresenting facts or falsifying records is strictly
prohibited. If you are not sure whether a certain expense is proper and reimbursable, ask
your supervisor or partner. Rules and guidelines are available from the Accounting
Department.All of Diamonds books, records, accounts and financial statements must be maintained in
reasonable detail, must appropriately reflect the Companys transactions and must conform
both to applicable legal requirements and to the Companys system of internal controls. It
is against Company policy to have unrecorded or off the books funds or assets. Business
records and communications often become public, and employees should avoid exaggeration,
derogatory remarks, guesswork, or inappropriate characterizations of people and companies
that may be misunderstood. This applies equally to e-mail, internal memos and formal
reports. Records should always be retained or destroyed according to the Companys record
retention policies. In accordance with those policies, in the event you become aware of
litigation or governmental investigation or believe the same is reasonably likely to occur,
please consult the Companys General Counsel.9.
    
    Confidential InformationAll Covered Persons are required to maintain the strict confidentiality of all confidential,
proprietary or trade secret information entrusted to them by Diamond or its clients, except
when disclosure is authorized by the General Counsel or required by law or regulation. Each
Covered Person will take all necessary precautions against disclosure of confidential
information and will not use or attempt to use confidential information in any manner that
may cause or be calculated to cause injury or loss directly or indirectly to
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the Company or its clients. Confidential information includes all non-public information,
whether written, electronic or verbal, that might be of use to competitors, or harmful to
the Company or its clients, if disclosed. It also includes information that vendors and
clients have entrusted to us. The obligation to preserve confidential information continues
even after a project or your relationship with Diamond ends. Upon termination of a Covered
Persons relationship with the Company, such Covered Person will deliver to the Company all
confidential information and other materials then in his or her possession including without
limitation computer programs, files, notes, records, memoranda, reports, lists, drawings,
sketches, specifications, data, charts and all other documents, materials and things,
whether or not containing confidential information, provided to or prepared by such Covered
Person in connection with his or her relationship with the Company. You also should
reference your Employment Agreement or other applicable agreement for your further
obligations regarding confidentiality.10.
    
    Protection and Proper Use of Company AssetsProper use of Company property (including, but not limited to, electronic communication
systems, information resources, material, facilities and equipment) is everyones
responsibility. All Covered Persons should endeavor to protect Diamonds assets and ensure
their efficient use, guarding against waste and abuse. Theft, carelessness and waste have a
direct impact on the Companys profitability. Any suspected incident of fraud or theft
should be immediately reported to the Companys General Counsel for investigation. Diamond
equipment and resources should not be used for non-company business other than incidental
personal use that does not interfere with Diamonds business activity or productivity and
does not consume more than a de minimis amount of resources. All employees are responsible
for complying with the requirements of software copyright licenses related to software
packages used in fulfilling job requirements.The obligation of Covered Persons to protect the Companys assets includes its proprietary
information. Proprietary information includes intellectual property such as trade secrets,
patents, trademarks and copyrights, as well as business, marketing and service plans,
engineering and all proprietary ideas, methods, designs, databases, records, salary
information and any unpublished financial data and reports. Unauthorized use or distribution
of this information would violate Diamond policy. It also may be illegal and may result in
civil or even criminal penalties. You should keep proprietary documents protected and
secure. Please reference your Employment Agreement or other applicable agreement for your
further obligations regarding protection and proper use of all Company assets.11.
    
    Payments to Government PersonnelThe Company is committed to conducting its activities free from unfair influence of bribery
and to fostering anti-corruption awareness among its employees and business relations
throughout the world. The Foreign Corrupt Practices Act is a United States law that
prohibits giving anything of value, directly or indirectly, to officials of foreign
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governments or foreign political candidates in order to obtain or retain business. It is
strictly prohibited to make illegal payments to government officials of any country.In addition, the U.S. government has a number of laws and regulations regarding business
gratuities provided or made to U.S. government personnel. The promise, offer or delivery to
an official or employee of the U.S. government of a gift, favor or other gratuity in
violation of these laws and regulations would not only violate Diamond policy but also could
be a criminal offense. State and local governments, as well as foreign governments, may have
similar rules. No Covered Person acting on behalf of the Company may provide to any federal,
state or local government employee, elected or appointed official, or accept from any
federal, state or local government employee, elected or appointed official, any gift or
other thing of value, unless prior approval is obtained from the Companys General Counsel.
The Companys General Counsel can provide guidance to you in this area.12.
    
    Waivers of the Code of Business Conduct and EthicsAny waiver of this Code for executive officers or directors may be made only by the Board of
Directors or a Board committee and will be promptly disclosed as required by law or stock
exchange regulation.13.
    
    Reporting any Illegal or Unethical BehaviorCovered Persons are encouraged to talk to supervisors, partners or the Companys General
Counsel or its Chief People Officer about observed illegal or unethical behavior or when in
doubt about the best course of action in a particular situation. It is the policy of the
Company not to allow retaliation for reports of misconduct by others made in good faith.
Covered Persons are expected to cooperate in internal investigations of misconduct. In
addition, if you are personally convicted of violating any criminal statute in any
jurisdiction (other than minor traffic violations), you must notify the Companys General
Counsel or its Chief People Officer no later than two business days after your conviction.
You may be subject to disciplinary action including termination, depending on your
conviction (or for failure to report such conviction).14.
    
    Reporting Threatened or Pending Litigation, Claims or DisputesWhen a Covered Person becomes aware of any threatened or pending litigation, claim or
dispute involving Diamond or any of its subsidiaries, the Covered Person should contact the
Companys General Counsel. Examples of reportable litigation, claims or disputes include,
but are not limited to, the following: (1) a threatened or pending lawsuit to which Diamond
or one of its subsidiaries is a named party; (2) a client complaint or dispute involving
potential liability to Diamond or one of its subsidiaries which is determined by a
supervisor or partner to be material; or (3) a dispute, complaint or threatened litigation
by a party in which Diamond or any of its subsidiaries would be an adverse party. When
reporting the claim or dispute, you should report all known information to allow for a
thorough assessment and proper reporting of the claim or dispute to corporate management.
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15.
    
    Compliance ProceduresWe all must work to ensure prompt and consistent action against violations of this Code.
However, in some situations it is difficult to know right from wrong. Since we cannot
anticipate every situation that will arise, it is important that we have a way to approach a
new question or problem. These are the steps to keep in mind:
 
    
    Make sure you have all the facts. In order to reach the right solutions, we must be
as fully informed as possible.
    
    Ask yourself: What specifically am I being asked to do?Does it seem unethical or
improper? This will enable you to focus on the specific question you are faced with,
and the alternatives you have. Use your judgment and common sense; if something seems
unethical or improper, it probably is.
    
    Clarify your responsibility and role. In most situations, there is shared
responsibility. Are your colleagues informed? It may help to get others involved and
discuss the problem.
    
    Discuss the problem with your supervisor or partner. This is the basic guidance for
all situations. In many cases, your supervisor or partner will be more knowledgeable
about the question and will appreciate being brought into the decision-making process.
Remember that it is your supervisors or partners responsibility to help solve
problems.
    
    Seek help from Company resources. In the rare case where it may not be appropriate
to discuss an issue with your supervisor or partner, or where you do not feel
comfortable approaching your supervisor or partner with your question, discuss it with
the Companys Chief People Officer or its General Counsel.
    
    You may report ethical violations in confidence and without fear of retaliation. If
your situation requires that your identity be kept secret, your anonymity will be
protected. Diamond does not permit retaliation of any kind for good faith reports of
ethical violations. In addition, Diamond maintains a Whistleblower Hotline (detailed on
the Companys intranet), which provides for anonymous reporting of behaviors that
contravene the Companys Code of Conduct, its other policies or applicable laws and
regulations.
    
    Always ask first, act later: If you are unsure of what to do in any situation, seek
guidance before you act.
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DIAMOND MANAGEMENT & TECHNOLOGY CONSULTANTS, INC.
SUPPLEMENTAL CODE OF ETHICS FOR CEO AND SENIOR FINANCIAL OFFICERS
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