Philips Diversity & Inclusion Presentation

1. Veronika Hucke, Global Head I&D
26 February 2015
Driving change systemically:
Philips’ Inclusion & Diversity
Strategy

2. 3 26 February 2015
Content
• Philips overview
• 2011 I&D status
• Agenda setting
• Strategy overview
• I&D in Talent
Management
• Outcomes
• Q&As

4. Early 2011 status: Diversity targets out of reach
3 26 February 2015
5%
5%
5%
0%
10%
2008 2009 2010 2011 2012
Target
Share of female executives Share of executives with
growth market nationality
10%
10%
11%
0%
15%
2008 2009 2010 2011 2012
Target

5. 4 26 February 2015

6. 3 26 February 2015
Aligning business and I&D strategy
• Markets
• Portfolio
• Talents

7. 5 26 February 2015
Understand and address cultural barriers
• Networked
• Western
• Extraverted

8. 13 26 February 2015
Philips I&D Strategy 2012 - 2016
I&D fully embedded in culture
change initiatives
Inclusive talent management Targeted plans for specific needs
Plan
Vision
D&I Framework
Deep leadership commitment

9. 8 26 February 2015
Driving cultural change VIDEO

10. 14 26 February 2015
Talent Management as key enabler for change

11. 12 26 February 2015
Old pool approach did not power I&D
• Pool composition
• Networked culture
• Lack of transparency

12. 18 26 February 2015
New approach supports I&D ambitions
Succession planning
considers MT diversity
requirements
Performance &
potential evaluated
of all employees to
identify succession
candidates.
Dedicated follow up
on diverse talents
External mapping
supplements non-
diverse plans
Targeted measures
to increase inflow of
diverse talents

13. 15 26 February 2015
Support grooming of diverse leaders
E.g.
• Visibility of talents globally
• Follow up on diverse candidates
• Strong succession plans = diverse
• All roles are posted

14. 15 26 February 2015
Outcomes
• D&I systemically embedded in competencies
and key HR processes
• Increased diversity of executive population
o 18% women, up > 60%
o 15% growth market nationals,
up > 70%