This document discusses increasing gender diversity in operational and management roles at Team Magenta. It outlines an agenda to define the problem of low female representation, measure current gender diversity statistics, analyze the root causes, and implement solutions to improve gender balance and control progress over time using a Qwiksolver approach. Key actions proposed include examining hiring biases, supporting flexible work arrangements, fostering an inclusive culture, and ensuring leadership commitment to gender diversity goals. Interviews with country managers revealed variability in awareness of and goals around existing diversity programs. The global diversity leader emphasized enabling existing initiatives and not positively discriminating by gender in hiring.

1. Team Magenta
Increasing Gender Diversity in Service Delivery and Professional Services
Operational and Management Roles

2.  Team & Supporter + Belbin
 Qwiksolver
 Define + Measure
 Gender Diversity Outside + Inside
 Analyse + Improve + Control
 Summary
 Q&A
Agenda
2

3. Team & Supporter
3
Business Lead
John Corlett
GM & Head of
Service Delivery
UK & Ireland
LRTF Contact
Sheona Durrant
Head of Business
Performance
Project Sponsor
Paloma Beamonte
Spain President
Large Enterprise
GM Italy and Spain
Alex Duckworth
Technical Lead at JP Morgan Chase Bank
Ana Doynova
Associate Service Delivery Manager
Kristiaan Vermeir
Client Manager Banking and Financial Market
Delia Cartón
Service Delivery Manager
Sanna Samuelsson
Client Manager

4. CO
SH
PL
ME
RI
TW
IM
CF
CO
SH
PMRITW
IM
CF
CO
SH
ME
RI
TW
IM
CF
CO
SH
PRTW
IM
CF
Belbin Profiles
4
Moderator
Timekeeper
CO
SH
PLME
RI
TW
IM
CF
Moderator
Timekeeper
Team Leader
Facilitator
Scribe

5. • old habits
• restrictive management-guidelines
• Imbalance
• Science
• coaching
• talent profiles
• Personalized
• management focus
Increasing Gender Diversity
in Service Delivery and
Professional Service,
Operational and
Management roles
• employee assistance program
• clear responsibilities
• effective information
• training
5
Define
• too few women applying
• Maternity leave & child care
Measure
Analyze
Improve
Control
QwikSolver

6. Define Phase
6
There are too few women in
Service Delivery & Professional Services!

7. Measure Phase
7
Service Delivery
29% Female
71% Male
Professional Services
8%
Fem
92% Male

8. Measure Phase
business impact
8
IMPROVES THE BOTTOMLINE
OF COMPANIES L e a d s t o u n f e t t e r e d
D I S C O V E R I E S
breakthrough INNOVATIONS better FINANCIAL performance

9. Gender Diversity Outside Xerox
9
 re-entry
 tech connect
 take IT forward
 interactive network
 talent pipeline
 Flexibility
 inclusive culture
 Indicators
 HR processes & policies
 C-level commitment
 leadership development

10. Gender Diversity Inside Xerox
10
Joe Wilson
First Xerox CEO
WILSON RULE

11. Interviews with SD- & PS-Country Managers
Germany England France Italy Netherlands
11
Awareness of gender diversity
programs
Yes No
Goals around
gender diversity
Yes No
Female applicants
for positions
Yes No

12. Interview with DAMIKA ARNOLD
Global Diversity & Inclusion Leader
12
“As a woman I want people to realise that I´ve got a job because
I'm good, not because someone had a quota to fill.”
regarding positive discrimination
“So the key thing is not to reinvent the wheel, it is to really focus
on the enablers, things that are already working on a
corporation perspective, and just to enhance those.”
regarding gender diversity targets

13. DIVERS
ITY