1. Promoting Inclusion and Diversity Omar Fahoum, Chairman, Deloitte Middle East Global Employer’s Summit 2015 - Bahrain October 07, 2015 Lifting participation in the labor market 1

2. Source: World Bank 26% MENA has the lowest female labor participation in the world 2 Promoting Inclusion and Diversity

3. Even when women are hired, there is high attrition so that very few reach senior level positions Source: Your loss: How to win back your female talent, 2010 3 Promoting Inclusion and Diversity Women occupy 1.5% of boardroom seats in the MENA region

4. Institutions with greatest multiplier effect on advancing women’s economic empowerment A 2014 Deloitte and BIAC survey Promoting Inclusion and Diversity

5. Change is occurring within companies and by government, but is uneven and more can be done. 1.50% of companies have not introduced programs aimed at supporting women (executive advancement and management retention) 2.50% of governments have not taken steps to support these outcomes Potential change agents with multiplier effects have been identified: 1.CEO, board and others in a supervisory role 2.Women self advocating 3.Business programs doing more 4.Government leadership 5.Public debate Change is too slow, and needs the right tone at the top 5 Promoting Inclusion and Diversity A 2014 Deloitte and BIAC survey

6. Most common practices to advance women into leadership positions Introduction of high potential development plans (48%) Workplace flexibility policies (43%) Diversity and inclusive leadership development for current leaders (41%) 6 Promoting Inclusion and Diversity A 2014 Deloitte and BIAC survey Key GCC initiatives …. “Reach”- first DIFC NGO to mentor women in middle management The 30% Club- GCC – companies collaborating to advance women boardroom positions.

7. Companies don’t need a “Diversity & Inclusion program”. They have to implement an integrated, holistic Diversity & Inclusion strategy 7

8. Diversity and Inclusion Continuum Where does your organization fall? The continuum towards a truly “Inclusive Organization” 8 The Mono-cultural Organization is largely homogenous with limited diverse representation. It still only values the majority culture. Mono-cultural Maintaining Status Quo “Why change? If it ain’t broke, Don’t fix it.” The Compliance Organization views diversity as a problem. It is a numbers-based organization focused on affirmative action goals. Compliance Creating a Diverse Workforce “What do we have to do to stay out of trouble?” The Multicultural Organization has a diverse mix of employees with differences in race, gender, age, sexual orientation, etc. Often, this organization has met the challenges of compliance requirements, but it struggles to optimize its diversity. Multicultural Managing a Diverse Workforce “We have a good representation of cultures overall.” The Collaborative Organization has begun to understand the value of a diverse workforce and has taken initial steps to engage diverse employees in talent and business initiatives. Employees feel like diverse opinions are valued. Collaborative Valuing a Diverse Workforce “How can we engage our diverse mix of employees and make sure they feel valued?” The Inclusive Organization leverages diverse backgrounds, capabilities, viewpoints..etc to drive business results and value. Employees feel like diversity, leveraged through inclusion, is integral to business success. Inclusive Leveraging a Diverse Workforce “Have we gathered and capitalized upon everyone’s input? How can we drive value from our diverse mix of employees?” Promoting Inclusion and Diversity

9. 9 A truly inclusive organization adopts multiple engagement strategies Creating an inclusive, diverse culture 5 major elements of engagement 20 key strategies The Simply Irresistible Organization Promoting Inclusion and Diversity

10. 1.Articulate the business case 2.Demonstrate leadership commitment 3.Build and cascade accountability – what gets measured, gets done 4.Highlight how benefits accrue to the entire organization 5.Continue to innovate 6.Engage allies, such as non-minorities and men from the beginning 7.Share best practices Diversity & Inclusion lessons from our experience

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