1. PageGroup and diversity Sarah Kirk, Diversity Director

2. 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

3. 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

4. What diversity means to us...

5. Our diversity story... 201220132014 2015 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

6. Global mentoring programme Women@Page global minisite Pre/post maternity coaching programme Benchmarking – Opportunity Now Policy reviews Partnership with Smart Works Role models and case studies Maternity@Page – 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 Women@Page Yammer group Women@Page – where women succeed at work

7. 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 Pride@Page Yammer group Appointed senior sponsors and champions Pride@Page – where sexual orientation doesn’t matter

8. Launched in North America July 2014 Surveyed our fathers population Parents@Page – intranet site Parents@Page 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 Parents@Page – where families and carers come first

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

11. 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?

12. 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

13. Recognition: external impact

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

15. Any Questions?