Experian 2015 Annual Report Download - page 51

40%18%23%19%
North America Latin America UK and Ireland EMEA/Asia Pacific
Global employee split
people’s experiences of working in Experian,
global guidelines for flexible working and
a new two-way mentoring approach. We
place a particular emphasis on generational
diversity and are taking steps to ‘future
proof’ our culture, so we attract and retain
the best Generation Y talent (people born
between 1980 and 1999), and assure our
future leadership pipeline. We have also
started to use predictive analytics, to
identify trends in our talent pipeline diversity
and better inform our decisions and actions.
Of our global employee base, 44% (7,515)
are female and 56% (9,483) are male.
Around 40% (6,608) classify themselves
as white and 18% (3,161) as non-white. The
remaining 42% (7,229) are not classified,
either because local legislation does not
allow us to request this data or because
employees elect not to disclose it. The
average age of our workforce is 37, with
46% (7,899) classed as Generation Y.
Whilst we focus on diversity across all our
employees, we also want to ensure that
it flows through to our senior leadership
team. The table opposite shows the current
picture and our progress. In particular,
we have increased the representation of
women in the senior leadership team,
although we know further focus is needed
on our female leadership pipeline. Details
of our Board diversity can be found in the
Corporate governance report.
Global leadership programmes
Building a strong talent and leadership
pipeline is a significant part of our talent
agenda. We have a suite of well-established
global talent programmes to accelerate
our top talent’s development and we revisit
these programmes regularly, to ensure they
deliver the maximum impact.
CEO Forum
This development forum exposes senior
talent to the CEO and other senior
executives. We select members from
the leadership succession talent pool.
Since the forum’s creation in 2008, 27
(30%) of the 89 participants have received
a notable promotion, of whom six (22%)
were women. In total, 22 women (25%)
have participated in our CEO Forum.
Executive Success
Launched in 2012, Executive Success
is a more targeted offering for our top
global talent. These are people who have
participated in the CEO Forum and been
identified for further development. The
programme accelerates their leadership
development, to help them prepare
for roles in the most senior levels of
management. Of the 34 participants to
date, eight (24%) have been promoted
during or since the programme, of
whom two (25%) were women. In total,
seven women (21%) have participated in
Executive Success.
North America 6,800
Latin America 3,000
UK and Ireland 3,900
EMEA/Asia Pacific 3,200
Labour 54%
Data 13%
Marketing 11%
IT 8%
Central Activities 2%
Other 12%
EMPLOYEES BY REGIONGLOBAL COST PROFILE
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