Manila Intelligence Hub E&I Strategy Overview

Manila Intelligence Hub (MIH) E&I Vision

• Vision: To create an inclusive and supportive culture at MIH where everyone feels like they belong and have a voice in the organization.
• MIH E&I Strategy: Delivers an integrated and holistic E&I program across all 1800 employees.
• Focus Areas:
  • Employee Experience
  • Leadership Behaviors
  • Affinity Networks
• Goal:
  • Progress towards 50/50 male and female representation across all service lines within MIH.
  • Target 50% women in MIH IT and 50% men in MIH F&A.
  • To increase total country and MIH E&I P&G Survey score above the previous year's score of 84%.
  • To foster a culture of inclusion where "everyone belongs".
• ** Key Initiatives:**
  • Develop new policies and benefits to drive inclusion and belonging.
  • Increase participation in E&I events.
  • Introduce "Advocacy" events focused on individualism and "style" within diversity and inclusion.
  • Increase affinity network advocacy and roles.
  • Systematize affinity network opt-in via Workday (e.g., "Friend of" and men's network).
  • Enhance inclusive leadership behaviors through capability-building.

How to Win

• Create a community where all employees have a "seat at the table."
• Essential Components:
  • Safe and Accessible Space:
    • Establish a safe and accessible space for all employees, especially under-represented segments.
    • Develop essential policies and infrastructure for inclusion.
  • Genuine Engagement and Application:
    • Generate genuine engagement and foster a culture of application.
    • Deliver capability training, E&I series, and E&I Awards with excellence.
  • Affinity Networks:
    • Evolve affinity networks for Women, Men, GABLE, PWD, Neurodivergent individuals, Parents & Caregivers.
    • Foster a culture of support and inclusivity.
  • Open Opportunities for All Talent:
    • Offer open opportunities for all talent.
    • Build talent through the right tools and systems within the organization.
    • Focus on recruitment efforts within Talent Councils.
• Key Leadership Role: Leaders should actively participate and role-model inclusive behaviors.
• Site Integration: Execute targeted actions and activities across all sites (MIH, SMO, CBY) through united and targeted efforts.

FY24/25 Calendar of E&I Activities

• Goal: Create a "drumbeat" leading up to the "We See Equal" event in May.
• Leverage Scale: Utilize the 3,000 Philippines resources to shift from an activity-based approach to an output-based approach.
• Support E&I activities through various programs, systems, and facilities.
• Style: Decision-making should be based on the "PVP" approach (People, Value, Purpose).
• Filipino Leadership Forum: A forum for Filipino leadership. Explore the attributes that allow Filipinos to succeed in the company.
• PWD First-Mover: Implement policies to enable PWD inclusion.
• Accessibility & Interpreter: Provide support services such as interpreters (cost: PHP 1,000 per hour).

Come from State (Baseline)

• June 2024 Baseline:
  • Female representation: 61% in Manager levels, 75% in BTA.
    • Initiatives: Connection/Networking, Support Group on Unique Needs, Women Specific Health Concerns (Wellbing, Talk and Activities), IT - B1 hiring 50/50
  • Male representation: Focus on improving representation.
  • Individualism: Consider "style", socio-economic factors for understanding diversity.
  • E&I from Individual Affinities: Analyze individual affinities and their contribution to E&I.
  • Experienced Hire Adjustment: Support experienced hires transitioning into the P&G culture.
  • Negotiating Neurodiversity: Provide support groups and address challenges related to neurodiversity.

Networks

• Employee Engagement: Prioritize E&I efforts with support from leadership.
• Women's Network:
  • Connect: Organize coffee chats and meetings with LT and female leaders.
  • CARE: Address the overall health and well-being of women.
  • Cultivate: Celebrate the E&I Culture (e.g., E&I month/week).
• Parents & Caregivers Network: Expand activities beyond Halloween and Trick or Treat.
• Neurodiversity & PWD:
  • Policy & Accessibility: Focus on policies, accessibility, and facilities (parking, cafeteria).
  • Awareness: Increase awareness and training for parents and managers.
  • Talent & Career: Support PWD career development and role planning.
• GABLE
  • Men's Network: Gather feedback from Men's Network on how to better integrate different affinity networks.
  • Data-Driven approach: Highlight E&I data facts and statistics.
  • Overall Message: Emphasize that "Everybody Belongs and has a seat at the table."

Future Direction and Initiatives

• Journey & Evolution: Showcase the journey towards E&I.

• Filipino Leader: Explore the elements of Filipino leadership and culture.

• Advocacy and Brainstorming: Foster a sense of collective advocacy and brainstorming.

• Sustainability: Ensure E&I initiatives are sustainable across processes and systems.

• Power of We! Encourage collective voice rather than individual voices. Create a sense of movement.

• P&G Survey Goals: Increase total country and MIH E&I P&G Survey scores.

• Data and Measurement: Track progress through surveys, focus groups, and OCS results.

• Policies and Benefits: Focus on specific policy and benefits related to PWD, such as paternity leave and adoptive parent support.

• External Awards: Evaluate external award criteria and leverage them for internal initiatives.

• Communication & Visibility: Publish an E&I calendar, create interactive booths, and host floor-based gamification workstations.

• External Speakers: Invite external speakers to contribute to E&I initiatives.

• Important Themes:*

• E&I Importance: Clearly communicate the WHY behind E&I.

• Data and Goals: Provide compelling data and clearly define the goals.

• Focus on Inclusion: Always emphasize creating an environment where "everyone belongs."