Diversity and Inclusion: Engaging, Developing and Retaining Women

1. Diversity and Inclusion: Engaging, Developing and Retaining Women HR Products & Services Catalogue Executive Summary A No Frills Distillation of Vendor’s Products Thomas A Ference President & CEO Human Resources Mining & Distribution Co Locating, Validating and Accelerating HR  Innovation Office: 219-662-0201 Cell: 630-240-2583 Fax: 219-661-0236 e-mail: tference@hrmdco.com Website: www.hrmdco.com

2. Research confirms that gender diversity in leadership is correlated with higher profits and higher stock price. Yet, in most businesses, the percentage of women at the top is much lower than their percentage overall or at lower levels. • This provider is spearheaded by a business-experienced and noted-author/expert. They deploy a two step process to maximize the benefits of gender diversity. • First, they assess the current state of achieving gender diversity and identify obstacles preventing women from reaching the top. • Second, they help develop solutions including effective training programs to create inclusive leaders and a gender-inclusive culture. • Learning to engage and retain women has significant payback and develops skills that can be applied to other employee groups • This provider frames this issue as the business issue it really is and avoids stereotyping and defensiveness. Programs are well-received by both men and women. Diversity and Inclusion: Engaging, Developing and Retaining Women

3. The assessment phase may include top level discussions with management or an employee survey • The discussions approach assures an understanding of the industry, the organization and where it is in terms of diversity and inclusion particularly with respect to gender. • Assessment may include an employee survey to identify the level of engagement among different groups (including men vs. women) to discover whether women are equally engaged and supported and to identify causes of disengagement or turnover • Depending on assessment results, potential initiatives to increase the engagement and development of women might include: • Training programs to create skills of inclusion (See next slide) • Creation of women’s network, mentoring programs and development programs, • Coaching for key leaders – or those needing additional support, • Use of performance evaluation and compensation programs to assure inclusive leadership behaviors Assessment and Initiatives HRM&DCo

4. Workshops can be provided for the leadership team, for specific work groups or for the entire organization. • Training uses adult-learning techniques, real-world scenarios and light-hearted discussion and exercises. • Programs take a unique approach, enhancing participants’ appreciation of both masculine and feminine ways of working—in both men and women. Stereotypes and defensiveness are avoided. • Workshop content (sample): • Introduce the masculine-feminine continuum • Develop skills for operating in both masculine and feminine ways depending on which is most effective • Gain understanding of the “business case” and obstacles to women reaching the top • Expand appreciation for why inclusive groups make better decisions and get better results • Commitment to actions to apply an expanded understanding • Learning and change are supported by follow-up coaching and discussion groups, allowing participants to apply course material and practice new behaviors in the workplace. Sample Initiative - Workshop Overview HRM&DCo

5. “[XXX, a former executive], is a leading proponent of the notion that recognition and inclusion of the differences in how men and women operate lead to better and more profitable results for an organization. I attended XXX’s program in the [city] office, and can attest to the fact that the program is highly entertaining, eye-opening, and offers a way to move your own practice to a new level of inclusion and excellence.” • “In your workshop, you said many things that I had seen and experienced but hadn’t understood as clearly before. I like that your approach is not ‘pro-women’; it is ‘pro-business’ and is well received by men as well as women. It will make a difference in our firm.” • “The gender dynamics workshop that XXX conducted for our company exceeded our expectations. We walked away with not only a better understanding of how gender differences influence our actions, but tangible steps we could take to leverage those differences to improve our culture and client service. The session made a lasting positive impact on our firm — [the prototypes used to avoid stereotyping] are now part of our everyday lexicon!” • “Very dynamic, well-spoken and very enjoyable.” Sample Feedback

6. This product/service is contained in the HR Specialty Products & Services Catalogue™ • -Operational level details about this particular service provider can be obtained in conference with the vendor • -The HR Mining &Distribution Co. is an independent and contracted representative of the vendor • -Upon your request, we will arrange for an introduction that can range from a simple, quick conference call to a services overview / system demo • -Tom Ference 219-662-0201 (Chicagoland area) or tference@hrmdco.com • -Thank you for your potential interest in this fresh thinking Next Steps