Manila P&G Intelligence Hub E&I FY24/25 Strategy Plan PDF

**[VISION]** Enable and support inclusive culture in Manila Intelligence Hub, where everyone *belongs and* has a *seat on the table* with an organization that creates opportunities for all, removes barriers and champions equal representation. Leverage and amplify Philippines E&I strategy to delive...

**[VISION]** Enable and support inclusive culture in Manila Intelligence Hub, where everyone *belongs and* has a *seat on the table* with an organization that creates opportunities for all, removes barriers and champions equal representation. Leverage and amplify Philippines E&I strategy to deliver an integrated and holistic E&I program where we demonstrate inclusive culture and behaviors across our 1800 employees. **WHERE TO PLAY** Consistently add significant value to our business and organization by focusing on 3 areas:  1. Employee Experience 2. Leadership Behaviors 3. Affinity Networks   **GOALS** - Progress towards 50/50 male and female representation within MiH and across service lines within MiH in line with external landscape. 50% women in MIH IT and 50% men in MIH F&A. - Total Country and MiH E&I P&G Survey score \> vs YA (84%). - Re-launch with an integrated E&I approach output-based vs. fragmented, activity/events-based, as all embedded in our culture -- everyone belonging, everyone has a seat a table. - Develop policies and benefits to further drive inclusion and systematically enable belongingness, ahead or at par with external. - MiH participation \>70% for all E&I events October onwards (not per event). - Introduce "Advocacy" event including individualism/tyle as a vector on diversity and inclusion (lead thinking is FitSteps where everyone belongs and particpates). - Increase affinity network advocacy ("friend of") and PWD roles vs. YA. Affinity network opt in ("friend of", men's network in Workday) to systematize. - Inclusive leadership behaviors -- (build capability on this.) - Drive engagement in E&I Award process.   **HOW TO WIN** +---------+---------+---------+---------+---------+---------+---------+ | Create | | | | | | | | a | | | | | | | | communi | | | | | | | | ty | | | | | | | | where | | | | | | | | all | | | | | | | | employe | | | | | | | | es | | | | | | | | have a | | | | | | | | **SEAT* | | | | | | | | * | | | | | | | | at the | | | | | | | | table. | | | | | | | +=========+=========+=========+=========+=========+=========+=========+ | | | | | | | | +---------+---------+---------+---------+---------+---------+---------+ | [Safe | | [Genuin | | [Affini | | [Open | | and | | e | | ty | | opportu | | accessi | | Engagem | | network | | nities | | ble | | ent | | s]{.und | | for all | | Space]{ | | and | | erline} | | Talent] | |.underl | | applica | | | | {.under | | ine} | | tion]{. | | | | line} | | | | underli | | | | | | | | ne} | | | | | +---------+---------+---------+---------+---------+---------+---------+ | | | | | | | | +---------+---------+---------+---------+---------+---------+---------+ | *Build | | *Genera | | *Evolve | | *Open | | a safe | | te | | **A**ff | | opportu | | and | | genuine | | inity | | nities | | accessi | | [E]{.un | | network | | for all | | ble | | derline | | s | | **T**al | | [S]{.un | | }ngagem | | (Women' | | ent | | derline | | ent | | s | | by | | }pace | | and | | Network | | buildin | | for all | | applica | | , | | g | | employe | | tion | | Men's | | in the | | es, | | by | | Network | | right | | esp. | | deliver | | , | | tools | | under-r | | ing | | GABLE, | | and | | epresen | | capabil | | PWD, | | systems | | ted | | ity | | Neurodi | | in our | | segment | | trainin | | vergenc | | Talent | | s, | | gs, | | e, | | Council | | by | | E&I | | Parents | | s | | establi | | Series | | & | | and | | shing | | and E&I | | Caregiv | | recruit | | essenti | | Awards | | ers) | | ment | | al | | with | | to | | efforts | | policie | | excelle | | create | |.* | | s | | nce.* | | better | | | | & | | | | support | | | | infrast | | | | for our | | | | ructure | | | | entire | | | |.* | | | | communi | | | | | | | | ty.* | | | +---------+---------+---------+---------+---------+---------+---------+ | | | | | | | | +---------+---------+---------+---------+---------+---------+---------+ | Driven | | | | | | | | by | | | | | | | | ***lead | | | | | | | | ers*** | | | | | | | | who | | | | | | | | activel | | | | | | | | y | | | | | | | | partici | | | | | | | | pate | | | | | | | | & role | | | | | | | | model | | | | | | | | inclusi | | | | | | | | ve | | | | | | | | behavio | | | | | | | | r. | | | | | | | | | | | | | | | | Execute | | | | | | | | d | | | | | | | | in each | | | | | | | | site: | | | | | | | | MIH, | | | | | | | | SMO, | | | | | | | | CBY | | | | | | | | through | | | | | | | | ***unit | | | | | | | | ed | | | | | | | | and | | | | | | | | targete | | | | | | | | d | | | | | | | | actions | | | | | | | | & | | | | | | | | activit | | | | | | | | ies.*** | | | | | | | +---------+---------+---------+---------+---------+---------+---------+ **FY24/25 Calendar of E&I Activities** - All roads leading to We See Equal in May from drumbeat! - Leverage scale of 3,000 Philippines resources, "fragmented" approach -- activity-based vs. output -based - Supported by programs, systems, facilities etc. - Style -- PVP-based decision making, forum for Philippines leadership -- what takes filipino to succeed in the company. Who is a filipino leader? - First-mover on overall policies to enable PWD - Interpreter -- per hour is 1000 (central fund) -- 2 deaf hires, self-ID PWD [APPENDIX] **Come from State -- June 2024 baseline** [Equality and Inclusion ] - Female representation: 61% in Manager levels, 75% in BTA - Connection/Networking, Support Group on Unique Needs - Women Specific Health Concerns -- Wellbeing, Talk and Activities - IT -- B1 hiring 50/50 - Male representation: still an opportunity - Individualism: personality "Style", socio-economic - Overall E&I from the individual affinities - Experienced hires adjustment into P&G culture - Neurodiversity -- difficult to navigate, support group for the challenges [Networks] Overall: Employee engagement (prioritization, tone from the top) Women's Network 1. Connect -- Coffee Chats, L&L with LT Visit with MiH Female Leaders (across function) 2. CARE -- overall health and well being of women 3. Cultivate and Celebrate the culture -- E&I month/week Parents & Caregivers Network -- beyond Halloween and Trick/Treat Neurodiversity & PWD 1. Policy & Accessibility (Benefits -- Cafeteria, Parking), Facilities, Interpreter 2. Awareness and Capability (Parents and Managers education 3. Talent and Career (Roles available, moves planning, career) GABLE Men's Network \-- Feedback: How do we get the affinity networks together? Get us all together, vs. the silos. Why E&I? - Data facts - Everybody Belongs and with a seat at the table - Journey from before to now to future - Filipino leader: individualism, culture - Advocacy to bring together Brainstorm more - Policies, Benefits, XXX... Sustainable across the processes and systems. - Power of We! Voices heard as a group vs. individually. Movement. - Total Country and MiH E&I P&G Survey score \> vs YA (84%). - Surveys, FGD OCS results - Increase in %age in baseline - Increase in self-ID - Increase in policies/benefits (e.g. parents of PWD) - Paternity leave and adoptive parents -- medical phlicare 18,000 "advocacy" on the steps - External awards criteria and see how we can - Publish calendar - Booths: interactive (one per floor) - Gamification workstations/floors to drive advocacy - External speakers - Why E&I is important. - Compelling data (P&G and external) - Where are we and what's our goal. - What are the affinity groups (each to present) - Calendar of activities - External Speakers (team to provide recommendations) - How E&I enabled them to be successful - How an E&I culture improved the organization's results -- business results / people development / career growth - What's next (booths, games, workday) Introduce plans/pillars Cohesiveness Reach / Attendance Workday update Survey Women Mens PWD/Neurodiversity Parents Gable - Talk to Shaoi on past materials for E&I launch Check with Cel on Men as allies event LT visitor in Nov may be a speaker Food / giveaways for the event Request for volunteers MIH LT inputs: - Advocacy idea -- branding / stepper - Success criteria -- being part of the affinity or friend of the affinity - Male network -- how to make more inclusive - Women's network -- March - 11.11 budget shared with caregiver plan - PWD/neurodiversity -- how can we make technology work for us - Share existing benefits of PWD to drive awareness Booths per floor - One booth per affinity group? - Engaging visuals Gamification - Social media challenge? - Booth visit completion? - Trivia game (e.g. 5 questions?) - P&G products giveaways