Experian 2012 Annual Report Download - page 22

20 Experian Annual Report 2012 Business overview
Diversity – expanding our
talent pool
Our employees are drawn from as diverse
a pool as possible. Where we can obtain
employee diversity data, it can be shown that
the Experian employee base broadly reflects
that of the country in which it operates.
Approximately 45% of our employees are
female and 55% male. Around 32% are
classified as white and 20% as non-white,
with the remainder choosing not to
disclose this information or the information
being unavailable.
The overall objective remains to drive
diversity through the talent agenda to ensure
that our future senior leadership team better
reflects our client, investor and general
employee base. The table below outlines the
current picture and highlights the progress
being made. You will find details of our
Board diversity in the corporate governance
statement later in the annual report.
The following are some of the initiatives
designed to drive sustainable change:
Experian Business Network (EBN)
This development forum for high potential
and diverse emerging talent was successfully
launched in October 2008 and now runs
in all major geographies, making it a truly
global forum. To date, approximately 320
employees have been or are currently part
of the EBN, with analysis showing that
approximately 30% of participants have
gained a role promotion while part of the
forum. This promotion rate is three times
that of our employee population. Of the 320
participants, 55% are female and 30% offer
ethnic or cultural diversity to the membership
mix. Additionally, retention rates within the
EBN are over twice that seen across the
Group, indicating that the forum is achieving
its objectives in terms of both the promotion
and retention of diverse talent.
The EBN continues to demonstrate great
strength in the promotion and retention of
diverse talent. There are plans to extend the
EBN concept through the development of
feeder programmes.
CEO Forum
This development forum is designed for
senior talent, with a focus on creating
opportunities for exposure to the CEO
and other senior executives. Members are
selected from the talent pool, with diversity
being actively encouraged. Analysis shows
that, since its creation in 2008, of the 60
participants to date, approximately 25% have
received notable promotion.
A new Executive Success programme is
targeted on our highest potential leaders who
have participated in the CEO Forum events
and have been identified as individuals we
want to further develop. The programme
is designed to enhance the leadership and
business strategy skills that will help them
prepare for future roles in the most senior
levels of management.
FTSE 100 Cross-Company
Mentoring Programme
We continue to participate in this mentoring
programme, which pairs high-potential
female executives with CEO or Chairman
mentors from other, non-competing, FTSE
100 companies.
Entry point hiring
During 2012 a project will commence to
review the level of diverse talent hired
at entry point, with a particular focus on
graduate hires. This will be done with a view
to developing external partnerships to aid
the attraction of ethnically diverse graduate
hires so as to feed the future leadership
talent base.
Our people, our strength continued
Diversity profile of the senior leadership team
September
2008
September
2009
September
2010
September
2011
External
benchmark
(FTSE 100)
Total population 87 87 90 85
Gender (number and
% females) 11 (13%) 14 (16%) 16 (18%) 16 (19%) 17.2%
Ethnic origin
(number and % non
White Caucasian) 6 (7%) 4 (5%) 6 (7%) 8 (9%) 4.1%