| 2009 OBJECTIVES | Achieved |
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| Senior leadership to participate in a workshop to develop the inclusion agenda for their business. Senior leaders to lead two events with employee groups to develop action plans to address culture, barriers and improvements. |
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| Executive Committee to review the Operational Framework and supporting policies and processes to identify potential improvements required to develop a more inclusive culture. Any changes to be included in the updated July 2009 version of the Operational Framework. |
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| Senior leadership to develop one personal objective on inclusion during the first half of 2009 for implementation in the second half of the year. |
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2010 OBJECTIVES
Develop a global working climate which embraces Diversity and Inclusion:
- create a plan to deploy the Diversity & Inclusion Maturity Matrix (D&IMM) by end Q1 and meet the 2010 milestones towards desired end state to be achieved by year end 2015.
Diversity data during 2009 remained consistent with 2008 figures. During 2009 we conducted a number of activities to develop our inclusion agenda including launching a global Diversity & Inclusion Working Group, piloting a Diversity & Inclusion Maturity Matrix and reviewing our Operational Framework to ensure it reflects the Company’s commitment to inclusion and to ensure it encourages the behaviours and culture needed to underpin our Code of Conduct.
Ethnic diversity data is currently collected in the Kingdom of Saudi Arabia (KSA), South Africa, the UK and the US. Due to legislation in Sweden we cannot report ethnic diversity data for this business. We do not collect ethnic diversity data for our businesses in Australia or India.
2009 ETHNIC DIVERSITY (% IN SOUTH AFRICA, THE UK AND THE US)
2009 ETHNIC DIVERSITY (% IN KSA)
2009 GENDER DIVERSITY (%)
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