PageGroup and diversity Sarah Kirk, Diversity Director

Diversity is good for business “I and all my colleagues are convinced that celebrating and embracing diversity in all its forms is good for individuals and good for business. “In the most clinical terms the benefits of a truly diverse and integrated employee base can be directly and positively measured on the bottom line.” Steve Ingham Chief Executive, PageGroup

Why is diversity so important to us? Commercial Improved employee morale and engagement Increased attraction and retention of the best talent Enhanced reputation as an employer Improved long term relationships with our clients Reduced costs and increased productivity Marketplace Winning new business better alignment with clients better employee performance Enhanced understanding of markets Enhanced business reputation and profile Increased ability to support our clients

What diversity means to us...

Our diversity story Where women succeed at work Began DI&E global measurement Launched global maternity guidelines Global mentoring Policy reviews Soft launch First global employee engagement survey Began global DI&E awareness training Began pre-/post maternity coaching PageGroup Chairman joins Benchmarking Hard launch External recognition Inclusive Leadership Programme Female Leadership Programme

Global mentoring programme global minisite Pre/post maternity coaching programme Benchmarking – Opportunity Now Policy reviews Partnership with Smart Works Role models and case studies – intranet site Global maternity guidelines Signatory to the ’Voluntary Code of Conduct for Executive Search Firms’ – the 30% Club Joined Women On Boards Everywoman – female leadership programme Yammer group – where women succeed at work

Global Diversity Champion – Stonewall Stonewall ‘Starting out Guide’ #PrideAtPage – working with universities to help us attract the best talent Benchmarks – Stonewall WEI Case studies – allies and LGBT Focus groups Reviewed and rewritten polices Yammer group Appointed senior sponsors and champions – where sexual orientation doesn’t matter

Launched in North America July 2014 Surveyed our fathers population – intranet site Yammer group Fathers – lunch and learns Case studies and testimonials Reviewed paternity policy Specific questions in ‘Have Your Say’ survey for parents/carers Appointed senior sponsors and champions – where families and carers come first

Our people on OpenPage. In their own words... Making it real...

Clear leadership – setting an example Line management – reinforcing the example Employee engagement – living the example Internal communication Employee networks D&I steering committee Partnerships with membership organisations Setting objectives Employee surveys/focus groups Monitoring/measurement Training How did we get to this point?

Outcomes – making a difference Staff turnover: reducing New mothers returning to work: increasing People working more flexibly: increasing Percentage of female new hires: increasing Female top earners and high fliers: increasing Female senior-level managers: increasing Expats in senior country management: reducing Public reporting – accountability Employee engagement: increasing Diversity monitoring: measuring

Recognition: external impact

Support from the top Be led by the operational business, not by HR Measure, report, act on your findings Essential top tips

Any Questions?