Jennifer Candee, Head of Global Talent Acquisition at SABMiller, discussed the future of talent and called for action from talent leaders. SABMiller employs over 70,000 people across 80 countries and produces over 315 million hectoliters of beer annually. Current global labor trends show a reduction in workforce growth and skills shortages. Candee highlighted gender diversity in engineering and the need to challenge perceptions that discourage women. Partnerships between employers and educators were presented as ways to better align skills with workforce needs and address the critical tipping point around the future of talent.

1. RecFest London June 12, 2014
Jennifer Candee, Head of Global Talent
Acquisition, SABMiller
The Future of Talent –
A Call to Action for Talent Leaders

2. © SABMiller plc 2006
2
70,000+
employees in
SABMiller group
200+
brands owned
across six
Continents across
80 countries
US$6.45 billion
Group EBITA for
the year ended
31 March 2014
US$26.72 billion
Net producer revenue
31 March 2014
315m
Hectolitres of beer
produced
Who we are – scope of our operations
2nd largest
global brewer
Top 20 company listed on
both LSE and Johannesburg
stock exchanges
Every minute of every day, close to 140,000 bottles of SABMiller beer are sold and we have more beer brands in the
world’s top 50 than any other brewer.

3. © SABMiller 2014
 Reduction in the growth rate of the global labour pool from 1.4% to 1% each year
 Older workers blocking younger workers
 The demographics of the global workforce will shift dramatically over the next 20
years
• Young developing countries will add 30% to the labour force by 2030
• Most of this labour force will be unskilled
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Implication: 13% too few skilled workers globally
10% advanced economies; 16% China
Global labour trends

4. © SABMiller 2014 4
Low numbers of
emerging talent
(STEM)
Functional
Succession Gaps
Ageing Workforce /
Mass Exodus
(loss of intellectual
capital)
Gender Diversity
(Diversity and
Inclusion targets)
What keeps me awake at night?

5. © SABMiller 2014
Critical skills shortage
• Highly competitive talent environment
• Small equity talent pool drives up
remuneration and pay cost
• Vacancies open for long periods of time
• Work redistribution results in fatigue and
low morale
• Time to competence extended
• Redirect investments into training &
development
5
11
29
88
75
0
20
40
60
80
100
Equity Non equity
Mechanical
Electrical
The South African Talent Landscape
Female Engineering Talent across S. Africa
Engineering Landscape Comparisons:
S. Africa: 1 engineer per 3200 people
China: 1 engineer per 130 people
Europe: 1 engineer per 250 people

6. © SABMiller 2014 6
Gender disparity in STEM?

7. © SABMiller 2014
Students:
“it’s all about dirty, male, low-paid jobs”
Parents:
Q: how would you feel if your daughter
became an engineer?
A: “I’d hope she would have done something
better with her life, like become a doctor or
lawyer.”
Presentation information in footer 7
Challenging perceptions – haven’t we moved on
yet?

8. McKinsey analysis – Education to employment,
Dec 2012
Are young people prepared
with the right skills needed
for work today?
Educators:
70% say yes
Employers / Young
people:
Less than 50% agree

9. © SABMiller 2014 9Presentation information in footer
Parallel universes vs. integrated
system
Educators
Employers
Youth
Not providing the right
work skills
Not aligning / informing
educators of skills required for
future
Not being educated about skills
pathways. Receive conflicting

10. © SABMiller 2014 Presentation information in footer 10

11. © SABMiller 2014 11
- McKinsey, Education to Employment: Designing a
System that Works, 2012; Changeboard, Feb - April
2014
Commissioned
study 1500
interviews
youth, parents,
teachers
Launched
“School
Power”: STEM
Resources
Employee
Primary school
visits
National Grid
Work
Experience
Program
Female
employee
school visits –
break
perceptions
Careers Lab:
collaboration of
businesses to
partner with
educators
National Grid Program

12. Career Worlds

13. © SABMiller 2014 13
SABMiller and University of Nottingham partnership

14. © SABMiller 2014 14
Brewing community: what issues would this
address?
 Maturing demographic of key technical talent
with succession gaps
 Drive interest of Ph.D. talent to the brewing
industry
 Graduate talent often not aware of large
multinationals like SABMiller could use their
expertise within brewing science
 Drive understanding and thought expertise
 Nuture and engage talent across brewing
sector for supernumery, graduate programs,
and future talent successors.
 Platform to bridge the gap between current
brewing programs and to drive expertise of
thought
Professor Katherine Smart, University of
Nottingham now functions as Group Chief Brewer
of SABMiller.

15. © SABMiller 2014
• Critical Tipping Point
• Future of Talent is pain point top of
boardroom agendas
• Calling on business and talent leaders
to influence / build business cases to
address broader agenda
• Employers and educators in
partnership
• Reverse the stigma of STEM /
Apprenticeships, entry level roles
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Call to Action
“we need to stop moaning and
take collaborative action”
– Steve Holliday, CEO National Grid

16. Thank you
Jennifer Candee
Head of Global Talent Acquisition
Jennifer.candee@sabmiller.com
m +44 (0)7919534486
@jennifercandee
uk.linkedin.com/in/jennifercandee