1. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce WELCOME @WorkingFamUK #WFConf

2. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce WELCOME Sarah Jackson OBE, Chief Executive, Working Families Hilary Ross, Executive Partner, DWF

3. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Keynote Address: Katja Hall, Deputy Director-General, CBI

4. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Recruitment with flexibility by default Aspirations & expectations: the change in the recruitment landscape Carol Rosati, Global Head Inspire, Harvey Nash

5. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Recruitment with flexibility by default Happy to Talk Flexible Working Sarah Jackson OBE, Chief Executive, Working Families

6. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Recruitment with flexibility by default Case Study Angela Cooke, Diversity & Inclusion Consultant, PwC

7. Working Families 15 May 2015

8. PwC What we do “As professional advisers we help our clients solve complex business problems and aim to enhance their ability to add value, manage risk and improve performance.” Our business areas: Actuarial Consulting Tax Assurance Deals Technology PwC Legal

9. PwC At a glance – PwC UK We have 18,000 people in the UK 854 partners 53 offices across the UK, Channel Islands and the Middle East We have hired about 3,000 people in the last year

10. PwC Why we are talking flexible working at PwC

11. PwC Why we are talking flexible working at PwC Female Millennial: New Era of Talent 97% of both male and female millennials said work–life balance and flexibility is important to them. The future of work: a journey to 2022 29% of people want the chance to take control of their career, what they do and when 53% of people think technological breakthroughs will transform the way people work over the next 5 – 10 years PwC People Engagement Survey We know flexibility is important for our people

12. PwC What is PwC doing?

13. PwC What is PwC doing? Working Families ‘ Happy to talk flexible working’ logo on our UK Careers Homepage PwC Stories of people’s experiences of working flexibly at PwC on website ‘We're open to flexible working arrangements where appropriate’. Job descriptions

14. PwC What PwC is doing? Our external partners

15. PwC What PwC is doing? Enhanced Shared Parental Leave and Pay Agile Ways of Working Toolkit Awarded national award for outstanding commitment to family- friendly working practices Flexible working open to all Unconscious bias training – Open Mind

16. PwC We still have more to do We are on a journey and still have more to do

17. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Recruitment with flexibility by default Q&A Angela Cooke, Diversity & Inclusion and Employee Wellbeing, PwC Sarah Jackson OBE, Chief Executive, Working Families Carol Rosati, Global Head inspire, Harvey Nash

18. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Childcare: not my problem? Introduction to the Employers Guide to Childcare Denise Priest, Director of Employer Partnerships, Bright Horizons Supported by:

19. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Childcare: not my problem? Case Study Regina McEvoy, UK Benefits & Welfare Manager, Thomson Reuters

20. THOMSON REUTERS EXPERIENCE OF CHILDCARE OPTIONS Regina McEvoy UK Benefits Manager

21. THOMSON REUTERS FOOT PRINT Six Business Units: –Financial & Risk –Legal –Tax & Accounting –Intellectual Property and Science –Reuters (reporters/journalists) –Global Growth & Operations 65% of our employees are located in the US, India and UK 83% are located in our Top 10 Countries 49% are located in the top 10 cites, 5 of which are in Asia 21

22. UK CHILDCARE OPTIONS Emergency Backup Care –Ten days per calendar year available to all employees at a subsidized cost Childcare Vouchers –Available until the new scheme is in place. Emergency Time Off for Dependants Maternity/Paternity /Partner/Adoption Leave Policy Parental/Carer Leave Childcare Support Scheme allowance 22

23. EMERGENCY BACKUP CARE BRIGHT HORIZONS Registration by phone or online prior to booking Children from 3 to 14 years old Elder care - adults Allowance of 10 days per calendar year £10 per day for nursery care £30 per day for home care Payments made direct to BH Simplicity 23

24. 2014 Bright Horizons data 285 Employees registered = 5% 322 days of Back-Up Care used 60 Employees have used the service in the last 12 months = 20% 278 days of work saved 24

25. SATISFACTION SURVEY 2012 98% of employees who used the service would recommend to a colleague 100% felt that their children were safe with the carer provided 96% were happy to know that the service was available if they needed 25

26. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Childcare: not my problem? Case Study Jane Maharry, Head of Childcare Services, University of Oxford

27. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Childcare: not my problem? Case Study Hana Searson, Director, Barclays Leadership Academy & Co-Chair of Barclays Working Families Network

28. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Childcare: not my problem? Q&A Regina McEvoy, UK Benefits & Welfare Manager, Thomson Reuters Jane Maharry, Head of Childcare Services, University of Oxford Hana Searson, Director, Barclays Leadership Academy & Co-Chair of Barclays Working Families Network

29. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Older Workers: opportunities and challenges Keynote address Stephen Burke, Director, United for All Ages

30. Employing older workers – win win win? By Stephen Burke Director, United for All Ages www.unitedforallages.comwww.unitedforallages.com 13 May 2015 @united4allages

31. Older workers The trends The benefits The issues The challenges for employers Making work work for all ages United for All Ages, Grandparents Plus, Commission on the Voluntary Sector & Ageing

32. The trends – ageing Britain Changing demographics and social trends Changing working lives Extended working lives Dependency ratios Baby booms and migration Multigenerational workplaces – what’s new? From Wetherspoon to McDonald’s, ASDA to Marks & Spencer, Nationwide to Centrica

33. The ageing workforce in reality 82% of employers have workers over 50 49% have a quarter, 12% half of workers over 50 41% hired someone over 50 in last 12 months Default retirement age abolished Right to request flexible working extended 8.2 million 50-64 year olds in work (almost 70%), 1.2 million aged 65+ are working Four generations now in many workplaces

34. Why employ older workers? Skills, knowledge and experience – managing relationships Transfer of skills and knowledge - mentoring Work ethic – increased productivity, continuity Motivation, loyalty, work satisfaction Easier to manage, more reliable Reduced costs – recruitment/training new staff, early retirement

35. Issues about older workers? Out of date skills, training needs Care responsibilities Poor health Types of work Cost of older workers Imminent retirement, inability to retire Ageism and age discrimination

36. Overcoming barriers Support for carers and grandparents Getting managers on board, at all levels Focus on why – the business case Diversity - customers, workforce, skills mix Access to training and development Flexibility, part-time working Communications styles Leadership, purpose and culture

37. The challenges to employers Retain, recruit, retrain older workers Challenge stereotypes, bias, age discrimination Age, needs and skills audit now and future Apprenticeships for people over 50 Make flexible working a reality Better training for line managers Cross-government strategy on older workers Older workers’ champion scheme across UK

38. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Older Workers: opportunities and challenges Case Study Fiona Cannon, Group Director Diversity & Inclusion, Lloyds Banking Group

39. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Older Workers: opportunities and challenges Sector Insight Ricky Somal, Equality & Diversity Lead, Southern Health NHS Foundation Trust

40. Values Based Diversity Equality, Diversity and Inclusion Values Based Diversity Equality, Diversity and Inclusion From Recruitment to Retirement – High performance from the multigenerational workforce 13 May 2015 | 10:00 to 16:30 | DWF LLP, 20 Fenchurch Street, London Ricky Somal Equality, Diversity and Inclusion Lead Southern Health NHS Foundation Trust

41. Awards and Recognition (Equality, Diversity and Inclusion) Southern Health NHS Foundation Trust 2014 Leading by Example; Southern Health’s Equality Standard cited in national E&D report (NHS Providers) 2014 Equality Standard case study published in Equal Opportunity Review (EOR) Magazine 2014 Personal Fair Diverse (PFD) Organisation Winner Award (enei) 2014/15 National Equality and Diversity Partner (NHS Employers) 2014 International Diversity Champion Winner Award (Diversiton) 2014 UK Baby Friendly Initiative Accreditation (UNICEF) 2014 Top 100 Best places to work (HSJ) 2 ticks - Positive about disability symbol (Job Centre Plus) Sandra Grant, Director of People and Communications 2015 Diversity Leader Award (NHS Employers) Ricky Somal, Equality and Diversity Lead 14 May 2015 Shortlisted for Head of Diversity and Inclusion (Excellence in Diversity Awards) 2014 Shortlisted for NHS Leader for Inclusivity (TVWLA) 2014 Shortlisted for Equality and Inclusion Champion Award (enei) 2014 Highly Commended PFD Champion Winner Award (NHS Employers) 2014 Top 50 Pioneer in Healthcare (Health Service Journal) 2013 Top 50 Pioneer in Healthcare (Health Service Journal) 2013 PFD Champion Winner Award (NHS Employers)

42. 1. Values Based Diversity From Recruitment to Retirement – High performance from the multigenerational workforce Governance and Reporting * Employee Relations Performance * Workforce Engagement * Learning Education and Development * Organisational and Cultural Development

43. 2. Workforce Diversity Scorecard Protected Characteristic% Age16-255.36% 26-3519.37% 36-4524.28% 46-5531.89% 56-6517.07% 66 and above2.01% SexFemale81.41% Male18.59% RaceWhite British84.17% BME13.79%

44. Method – Phase 1 Leveraging metrics and data from multiple data sources in order to help design the agenda Create a Strategic ‘People Engagement Agenda’ to improve the development, engagement and retention of employees within the organisation Deliver focussed engagement initiatives to improve understanding of the workforce and business strategy and Assess the engagement of existing employees through surveys, interviews and provide feedback to the Business and HRBPs on findings. 3. Workforce Engagement

45. Method – Phase 2 Identify employees who have been in the same role for greater than 3 years and partner with the Business and HR Business Partners to identify root causes and agree on a plan to support their development and progression Partner with HR Business Partners to ensure all employees have clear job descriptions and job objectives Conduct on-boarding interviews at intervals for new joiners providing feedback as required to ensure a seamless transition and a rewarding on-boarding experience. Launch of ‘Diversity Moments’ initiative Conduct exit interviews for all leavers and provide thematic feedback and root causes and recommendations to the Business and HR Business Partners

46. 4. ‘Diversity Moments’ ‘Diversity Moments’ is an initiative that aims to embed equality, diversity and inclusion into the clinical and workforce strategy. This initiative includes a series of high impact training opportunities including: 1.Values Based Diversity – Embedding EDI through organisational values 2.Improving Workforce Cultural Capability 3.Understanding the behavioural components of Delivering Excellent Customer Service (DECS) 4.Delivering Person Centred Care for groups protected by the Equality Act 2010 5. Workforce and Customer Engagement train the trainer (EDS2)

47. 5. Equality Suite – EDI Diagnostic Tools The Equality Standard A 5-point integration plan to embed a sustainable service delivery model for equality, diversity and inclusion. With the aim to mainstream the EDS2: services work towards standard criteria and evidence submitted is assessed against a Bronze, Silver or Gold standard. Workforce Engagement, Involvement and Experience In-Depth Review Toolkit This audit toolkit provides a detailed baseline assessment to understand what services have done or are planning to do in key areas, including: obtaining workforce and customer feedback to ensure that people have a positive experience of the organization; and involving employees in the planning, delivery and development of services

48. WRAP Wellness Recovery Action Plan A self-management plan, you develop yourself to maximise your personal wellness

49. NHS Employers The aging workforce – importance of pensions information Evidence suggests that NHS staff make decisions about their pension and retirement planning based on intuition, rather than weighing up the options It is essential that employers provide robust pensions information and signposting to their staff to support them to make informed decisions about working to a later age Employers and staff can enhance their understanding of the retirement flexibilities available to them through the Working Longer Group’s informative factsheets o Employer guide to NHS Pension Scheme retirement flexibilitiesEmployer guide to NHS Pension Scheme retirement flexibilities

50. The NHS Working Longer Group Established in 2012 to investigate the impact of the raised retirement age in the NHS on staff, employers and delivery of patient care The group is a partnership group comprised of employers in the NHS, national trade union leads and health department representatives from England, Scotland, Northern Ireland and Wales The group is delivering a programme of work, including the development of a number of products to support employers and staff to work longer A summary of products to be delivered by the group is shown on the ‘Coming soon from the WLG’ posterComing soon from the WLG Further information about the work of the group can be found at www.nhsemployers.org/wlg or by contacting the team at workinglonger@nhsemployers.org www.nhsemployers.org/wlg workinglonger@nhsemployers.org

51. Ricky Somal Equality, Diversity and Inclusion Lead Southern Health NHS Foundation Trust Human Resources Hawthorn Lodge Moorgreen Hospital Botley Road Southampton England SO30 3JB Tel: 02380 475151 | Mob: 07584 408097 Email: ricky.somal@southernhealth.nhs.ukricky.somal@southernhealth.nhs.uk PID: rickysomal@nhs.netrickysomal@nhs.net Web: www.southernhealth.nhs.ukwww.southernhealth.nhs.uk

52. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Childcare: not my problem? Q&A Stephen Burke, Director, United for All Ages Fiona Cannon, Group Director Diversity & Inclusion, Lloyds Banking Group Ricky Somal, Equality & Diversity Lead, Southern Health NHS Foundation Trust

53. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce Closing Remarks Sarah Jackson OBE, Chief Executive, Working Families

54. Hosted by: Working Families Annual Conference: From recruitment to retirement: high performance from the multigenerational workforce @WorkingFamUK #WFConf