Experian 2016 Annual Report Download - page 51

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Global employee split
To continue as a high-performing
company, we need to ensure we are
developing our greatest asset – our
people. It is especially important that we
have rich diversity at the senior levels
that are responsible for our strategic
thinking and decision making. However,
like many organisations, we experience
a disproportionate decline in the number
of women employed beyond middle
management levels. At the leadership
level, the split of women to men is 24:76.
While this compares positively with
the FTSE 100 peer group, we have a
number of actions in place to improve
this. A new commitment this year has
been to invest in global membership of
the ‘Everywoman’ network – an online
self-development platform that provides
learning and networking resources to
support women in their lives and careers.
This platform is equally beneficial for men
and will be available to all employees.
The current picture, and our progress
at the leadership level, are shown in the
table opposite, ‘Senior leader diversity
mix’. Details of our Board diversity can be
found in the Corporate governance report.
Global talent and leadership
development programmes
Building a strong talent and leadership
pipeline is a significant part of our
talent agenda and we have a suite of
global programmes to accelerate our
top talent’s development. We revisit
these programmes regularly, to ensure
they deliver the maximum impact, and
continue to add new programmes to
drive our agenda forwards.
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, 31 (29%)
of the 106 participants have received
a notable promotion, of whom 9 (29%)
were women. In total, 26 women (25%)
have participated in our CEO Forum.
High Performance Master Class
Launched in 2016, this externally
facilitated year-long programme is a
targeted offering for talented senior
leaders in our most critical roles globally.
It aims to help leaders create a high-
performance environment and drive
significantly enhanced performance
outcomes over the course of the
programme, and to take these lessons
into the future to help Experian reach its
full potential.
Experian Business Network (‘EBN’)
We launched this development network
for high-potential and diverse emerging
talent in October 2008. In total, 570
employees have been or are currently
part of the EBN. Given the numbers
of participants and the length of time
that the programme has been running,
in 2014 we started to track promotion
rates for participants attending in the
previous two years. Of the 201 people
who attended EBN in the last two years,
18 have been promoted, which is ahead
of the average for Experian. Five of those
promoted were women.
North America 6,700
Latin America 3,100
United Kingdom 4,000
EMEA/Asia Pacific 3,200
Labour 53%
Data 14%
Marketing 11%
IT 8%
Central Activities 2%
Other 12%
Employees by region Global cost profile
23%
UK and Ireland
20%
EMEA/Asia Pacific
18%
Latin America
39%
North America
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Strategic report •Our people