Implementing a diversity and inclusion strategy that’s aligned at both an organizational and local level can be a daunting task. While this issue is challenging for all geographically dispersed organizations, it can be exponentially difficult for global companies. Hear how Flowserve Corp. designed and implemented an agile diversity strategy that is relevant both for the company at large and at its local offices around the globe. In this session, attendees will learn: • The benefits and challenges of a broadly aligned and locally relevant D&I strategy. • How to operationalize a broadly aligned and locally relevant D&I strategy and plan. • How to achieve broad-based employee inclusion and engagement. Speaker: Bobby Griffin, Global Director of Diversity and Inclusion, Flowserve Corporation

1. Developing a Globally Aligned and
Locally Relevant D&I Strategy
Bobby Griffin
Global Director of Diversity and Inclusion
Flowserve Corp.

2. Defining D&I for Your Organization
Traditional
Dimensions
- Gender
- Ethnicity
- Nationality
- etc.
Expanded
Dimensions
- Thinking style
- Leadership style
- Experience
- Generational Age
- Physical Ability
- etc.
Visible and Invisible Individual Differences
Inclusion is where diversity intersects and impacts the business

3. 3
Relevant Business Drivers
 Create innovative solutions
 Build customer relationships
 Increase productivity and engagement
 Attract, acquire, develop and retain
 Improve service levels and profitability

4. D&I and Organizational Priorities
2014 Flowserve Corporation :: Proprietary & Confidential
Vision
Mission
Values
Strategy
D
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V
E
R
S
I
T
Y
I
N
C
L
U
S
I
O
N

5. Assessing the Current and Aspirational D&I State
Stage 5:
The Way We Do Business
Stage 4:
Strategic Business Imperative
Stage 3:
Integration Into Business Processes
Stage 2:
Adoption of Core Principles
Stage 1:
Compliance
5
-Where You Are
-Where You Want To Be

6. D&I Vision
To create an inclusive and engaging
environment that leverages employee
differences to achieve business results.
D&I Strategic Framework
Culture Talent Marketplace
Bottom Line Impact
D&I Mission
To inspire and challenge employees through driving awareness, developing
capability and integrating diversity into business processes and external
relationships.
Organizational Alignment

7. Advancing D&I Through People Process Integration
7

8. GLOBAL INCLUSION COUNCIL
Asia Pacific Europe, Middle
East, Africa
Latin America North America
Regional Inclusion Councils
Local Inclusion Councils
Employee Resource Groups
Local Inclusion Councils
Employee Resource Groups
Local Inclusion Councils
Employee Resource Groups
Local Inclusion Councils
Employee Resource Groups
Global Alignment and Local Relevance
Broad Employee Inclusion and Engagement

9. Implementing a Plan to Address Opportunities
2014
Execute
• Improve organizational D&I
alignment, focus and clarity
• Operationalize a globally
aligned and locally relevant
D&I approach
• Integrate D&I into key business
priorities and processes
2015
Expand
• Address D&I employee
survey opportunities
• Increase focus on
regional/local business
level D&I
• Set aspirational D&I
goals at the leadership
level
2016
Engrain
• Adjust plan to address
opportunities in 2015
employee survey
• Include D&I in Director
and above PMP
• Targeted D&I leadership
training further down
into the organization

10. 10
Exec
Communications
Leadership Cascades
E-mail and Web-Page
D&I Web Site
Utilizing a Broad Communication Strategy
Proactive and Opportunity Based Communications

11. #/% of diverse candidates in pool
#/% of diverse hires
Scores on engagement survey
questions by demographic groups
Performance ratings of historically
diverse groups compared to
historically non-diverse groups
#/% of diverse employees who
participated in development
Programs
Diverse employee promotion rate
Diverse employee separation rate
#/%
PLAN
ATTRACT
ACQUIRE
ENGAGE
SEPARATE
DIRECT
DEVELOP
ADVANCE
Diversity & Inclusion
Integrated Measures
#/% of business strategy plans that
include diverse talent needs

12. 2011 Flowserve Corporation :: Proprietary & Confidential
12
Organizational Stages of D&I Key Indicators/Milestones: Stage 3
Definition of
Diversity
Definition now contains Inclusion
Focus of
Diversity
Managers can articulate the benefits
Leadership
Support
Leaders support employee involvement in diversity networks
Diversity
Assessment
Diversity score-cards are used to assess progress
Diversity
Infrastructure
An adequately funded diversity function
Diversity
Implementation
Diversity councils exist at the departmental or geographic level

13. Defining Leadership Roles
Demonstrate
Personalize Business Value
- Understand the case for
change
Define Success
- Establish the measures of
success for D&I
Declare Commitment
- Share accountabilities for personal
and organizational D&I success
Communicate the Message
- Effectively communicate the D&I
message
Model Inclusion
- Model inclusive behaviors
Deliver Results
- Provide resources and direction
Define
Declare

14. Broadening Organizational Perspective
Historical Focus
High
Standards
Bar
Desired Focus
High
Standards
Bar
Optimal
Unacceptable