2024多元、公平和包容灯塔+Diversity,+Equity++and+Inclusion++Lighthouses+2024

CentrefortheNew

EconomyandSociety

Diversity,Equity

andInclusion

Lighthouses2024

WRLD

ECNMIC

FORUM

INSIGHTREPORT

DECEMBER2023

Images:GettyImages,Unsplash

Contents

Foreword4

Executivesummary5

Introduction6

1.1Currentcontext6

1.2DEILighthouseProgramme7

1.3CommonsuccessfactorsacrossDEI8

Lighthouseinitiatives

1

DEILighthousesandhighlightedcases9

2.1DEILighthouses9

2.2Additionalhighlights25

Appendix32

Contributors35

Endnotes37

Disclaimer

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Forum’sinsightandinteractionactivities

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furtherdebate.

©2023WorldEconomicForum.Allrights

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Diversity,EquityandInclusionLighthouses20242

ThisreportbuildsontheworkoftheDiversity,

EquityandInclusionLighthouseProgramme,

anannualefforttosurface,highlightandscale

impactfuldiversity,equityandinclusion(DEI)

initiatives,organizedbytheWorldEconomic

Forum’sCentrefortheNewEconomy

andSociety.

TheLighthouseProgrammeisdesignedto

pragmaticallyidentifyproven,effectiveDEI

initiativesfromcompaniesacrossindustriesand

geographiesandtosharekeylessonslearned

withbusinessandpublicsectorleadersaround

theworld.Theaimistoequipleaderswithbest

practicestohelpfocusDEIeffortsonwhat

worksbest,andultimatelyshapemoreresilient

andinclusiveeconomies.

Thereportprovidesasnapshotofthecurrent

DEIfrontierandrecentdevelopmentsintheDEI

space.Italsofeaturesdetailedcasestudiesof

the2024cohortofDEILighthouseinitiatives

selectedbyanexpertpanelonthebasisof

havingachievedsignificant,quantifiable,

sustainedandscalableimpactforoneor

multipleunderrepresentedgroups.Inaddition,

thereportpresentsasetof“highlighted”

initiatives,whichcontainpromising

orinnovativedesignprinciples.

Diversity,EquityandInclusionLighthouses20243

December2023

SiljaBaller

Head,Diversity,Equity

andInclusion,World

EconomicForum

Diversity,EquityandInclusionLighthouses2024

Foreword

Astheworldtransitionsinto2024,itcontinuestocontendwithamultitudeofchallenges.Economicvolatility,geopoliticaltensionsandhighlevels

ofinequalitypersist,whilethetechnologyand

greentransitionriskcausingeverwidersocialandeconomicchasms.

TheWorldEconomicForum’sGlobalGenderGap

Report2023highlightsthelongroadaheadtoclosetheeconomicgendergap,whichcurrentlystandsat169yearstoparity.Economicgapsfacedby

peopleofcolour,peoplewithdisabilitiesandpeopleidentifyingasLGBTQI+areequallysignificantandoftenmoresointheirintersections.Amidthese

complexities,fosteringdiversityandinclusioninthebusinessworldandcountries’economiesisbecomingincreasinglycriticalforrevivinggrowth,acceleratinginnovation,reducinginequalitiesandbolsteringresilience.

TheInternationalMonetaryFund’sprojectionsofafurtherglobaleconomicslowdownin2024underscoretheurgencyofaddressingsystemicinequities.Withinthiscontext,thebusinesscommunitypossesses

significantleveragetoproactivelydesignandsupportmeasuresthatpromotemoreresilient,vibrant

andinclusiveeconomies.Researchconsistently

demonstratesthelong-termbenefitsofinclusive

policymakingandsustaineddiversityandinclusionprogrammes,makinginclusionnotjustamoral

imperative,butalsoastrategiconethatpromotessustainablegrowthandresilienceinthefaceofglobalrisksandchallenges.

In2020,therewasasignificantshiftinthe

corporatesector’sapproachtodiversity,equity

andinclusion(DEI),withmoreorganizationsmakingpubliccommitmentsandestablishingambitious

diversitygoals.Threeyearson,throughcrisis

setbacksandrecovery,progresshasbeenmade,butthejourneyisfarfromover.Reportingremainsinconsistent,andimmediate,individualoutcomesneedtobeturnedintoculturalandeconomy-

wideshiftsnecessarytodismantlebarriersfor

marginalizedcommunitiesandinsodoing,unlockgreaterprosperityforeveryone.

Toaccelerateprogress,theWorldEconomic

Forum’sCentrefortheNewEconomyandSocietylaunchedtheDEILighthouseProgrammein

2022,anannualeffortdesignedtopragmaticallyidentifyimpactfulcorporateDEIinitiatives.The

firsteditionoftheprogramme,runincollaborationwithMcKinsey&Company,identifiedacohort

ofeightDEILighthouses.Initsseconditeration,theCentrehasidentifiedanewsetofseven

corporateinitiativesthathaveresultedinsignificant,quantifiable,scalableandsustainedimpactfor

oneormultipleunderrepresentedgroups.The

ambitionistocontinuegrowingthisrepositoryofDEILighthouses.

TheCentrefortheNewEconomyandSocietyiscomplementingtheDEILighthouseProgrammewithagrowingportfolioofinsightproducts,

actioninitiativesandleadershipcommunities.

TheGlobalGenderGapReport,nowinits18th

year,benchmarksglobal,nationalandindustry

gendergaps,whileGenderParityAcceleratorsareimplementingpublic-privateactionplanstoadvancewomen’seconomicempowermentacross14

economies.TheGlobalFutureCouncilontheCareEconomycontributesactionablethoughtleadershiponrethinkingcare,andtheGlobalGenderParity

Sprint2030providesaglobalplatform,bringing

togetherbusinesses,governments,internationalorganizationsandotherstakeholderstoacceleratechange.Further,thePartneringforRacialJusticeinBusinessinitiativeisaglobalcoalitionof55

organizationstobuildmorecoordinatedandrapidprogressonadvancingracialandethnicequity.

TheCentrealsocollaborateswiththeValuable500ontheinclusionofpeoplewithdisabilitiesandLGBTQI+advocacyorganizationstodriveLGBTQI+inclusion.

WearedeeplygratefultothemembersoftheDEI

Lighthouseindependentexpertpanel–Dominic

Arnall,PorterBraswell,ElizabethBroderick,CarolineCasey,SarahKateEllisandLuanaGénot–for

theirleadershipinselectingthe2024cohortofDEILighthouses.Wealsothankthemembersofthe

CentrefortheNewEconomyandSocietyAdvisoryBoardandthemorethan180partnersofthe

Centrefortheircommitmenttothediversity,equityandinclusionagenda.

Wewouldfurtherliketoexpressourgratitudeto

FernandoAlonsoPérez-ChaoandElisabethPipicfortheirleadershipofthisproject,aswellastoourcolleaguesAttilioDiBattistaandEoinO’Cathasaighfortheirsupport.

Theinitiativespresentedinthereportarea

testamenttothepowerofcorporateactionand

thetransformativepotentialofDEIeffortsinshapingaresilientandinclusiveglobaleconomy.Weinviteleadersfrompublicandprivatesectorstojoinusonthisjourney,championingandstewardingdiversity,equityandinclusioninthebusinessecosystem.

Together,wecanshapeaneconomicfuturethatprovidesopportunitiesforall.

Diversity,EquityandInclusionLighthouses20244

Executivesummary

ShapinganinclusiveglobaleconomybyscalingimpactfulcorporateDEIinitiatives.

TheDiversity,EquityandInclusionLighthouse

Report2024providesanoverviewofthelatest

trendsandemergingbestpracticesinfostering

diversity,equityandinclusion(DEI)inorganizationsworldwide.IthighlightstheimportanceofDEI

bothfromavaluesandeconomicperspectiveandshowcases“Lighthouse”initiativesthatareleadingthewayasimpactfulDEIpractices.

ThereportunderscoresthecriticalroleofleadershipindrivingDEIinitiativesandtheneedforasystemic,integratedapproachtoDEI,ratherthanisolated

programmesorinitiatives.Italsoemphasizestheimportanceofdataandtransparencyintracking

progressandcreatingaccountabilitymechanismsfororganizationsandleaderstoadvanceDEIoutcomes.

TheLighthousesectionofthereportprofilesinitiativesfromcompaniesthathavemadesignificantstridesinbuildingmorediverseandinclusiveorganizations,providingactionableinsightsandlessonslearnedtoall,nomatterwheretheyareontheirDEIjourney.

ThereportisalsointendedtobearesourceforanyorganizationcommittedtomakingDEIacorepartofitsstrategyandculture.Itisdesignedtooffer

inspirationandbuildingblockstothosebeginningtheirDEIjourneyandinsightsfromthefrontierforthoselookingtotaketheireffortstothenextlevel.

Diversity,EquityandInclusionLighthouses20245

Introduction

Amideconomicvolatility,organizationscontinueinvestinginDEI,fosteringresilienceand

innovationforsustainableeconomicgrowth.

1.1

Currentcontext

Currentgloballandscape:challenges,globalinequalitiesandsystemicgaps

Amidslowingeconomicmomentumandongoing

geopoliticalshocks,thecurrentglobalcontext

remainsvolatile.Wealthandincomegapscontinuetowiden,trustininstitutionsiseroding,andsystemicandsystematicgapsineconomicopportunities

forunderrepresentedgroupspersist.1Theongoingtechnologicalandgreentransformationsarecreatingnewcentrifugalforcesandwillreinforcehistorical

patternsofinequalityifleftunchecked.

TheInternationalMonetaryFund(IMF)projects

globalgrowthtoslowin2024.2Thisnear-term

outlooktogetherwithgreatereconomicvolatility

predictedforthelongertermaswellasuncertainty

aroundnewsourcesofgrowthisadding

disproportionatepressureonthemostvulnerable.TheWorldEconomicForum’sGlobalGenderGapReport2023indicatesalongroadof169yearstoclosetheeconomicparticipationandopportunitygapbetweenmenandwomen.3Economicgapsforpeopleofcolour,individualswithdisabilitiesandLGBTQI+individualsalsoremainsignificant.

Atthesametime,anddespitecrisissetbacksandgrowingpolarizationinsomepartsoftheworld,anincreasingnumberofcompaniesareinvestingsignificantresourcestobuildmorediverseand

inclusiveorganizations,proactivelyembedding

andsupportingmeasuresthataddresssystemicinequity.Takentogether,theseeffortsarebuildingthefoundationsformoreresilienteconomiesthatincludeemployees,consumersandbusiness

ownersfromallsocietalsegments.

Theeconomiccasefordiversity,equityandinclusion

Extensiveresearchunderscoresthelong-termbenefitsofinclusivepolicy-making,businessstrategiesandsustaineddiversityprogrammesintheprivateandpublicsectors.4Morediverseleadershipteams

makehigherquality,morefact-baseddecisions,andtendtobemoreinnovative,5developingproducts

andsolutionsthatreachawiderrangeofpeople.Inaddition,organizationswithamorediverseworkforceare

moreadaptabletochange

6andthusmorelikelytoleadtransformations.

Companiesthatprioritizeequityandinclusionare

alsomorelikelytoattractandretaintoptalent,

resultinginahigher-performingworkforce:recent

researchsuggeststhatorganizationswithinclusiveculturesare3.8timesmorelikelytoharnessthe

fullpotentialoftheiremployees,andtoexperiencelowerturnoverratesasemployeemoraletends

tobehigher.Additionally,researchshowsthat

inclusivedecision-makingprocessesbuildteamsthatoutperformhomogenousandhierarchicalones.7

Thereisgrowingrecognitionamongbusinessesthatequitycanonlybeachievedthroughshared

accountability,intentionalityandproactive

partnerships.Intoday’sglobalizedworkforceandinterconnectedeconomy,embracingDEIisnotjustamoralimperative,butalsoastrategiconethat

promotessustainablegrowthandbuildsagileandflexibleorganizationscapableofweatheringglobalrisksandchallenges.

Progressmade,challengesahead

In2020,therewasasignificantshiftinthecorporatesector’sapproachtoDEI,withmoreorganizationsthanevermakingpubliccommitments,establishingambitiousdiversitygoalsandtakingastanceon

societalissues.Morethanthreeyearson,some

progresshasbeenmade.Recentresearchby

Bloomberg8showsthattheyearafterBlackLivesMatterprotests,theS&P100addedmorethan

300,000jobs,outofwhich94%wenttopeopleofcolour.The2023FutureofJobsSurveyindicatesthatovertwo-thirdsofsurveyedorganizations

currentlyhaveaDEIprogrammeinplace.9

However,progressreportinghasbeeninconsistent,andimmediate,individualoutcomesstillneedto

beturnedintoculturalandeconomy-wideshifts

necessarytodismantlebarriersformarginalized

communitiesandinsodoing,unlockgreater

prosperityforeveryone.ThecorporatelandscapehasbeenchallengingforDEIleaders,with60%ofchiefdiversityandinclusionofficers(CDIOs)atS&P500companiesleavingtheirpositionsbetween

2018and2021.10As2023comestoanend,

theriseinpolarizationinsomeregionsandother

emergingtrendsareleadingexecutivesandDEI

practitionerstore-centreapproaches,reinforcing

theneedformoreclarityontheinitiativesthatwork,

Diversity,EquityandInclusionLighthouses20246

andtheneedfororganizationstoactcollectivelytocreatelong-lastingandmeaningfulimpact.

TheDEILighthouseProgramme

AsthebusinessandeconomicrationaleforDEI

remainsstrong,andanincreasingnumberof

organizationsaretrailblazinginnovativeapproachestobecomemorediverseandinclusive,theyincrease

theiradaptabilitytochange,11andthustheir

likelihoodtoleadeconomic,technologicaland

societaltransformation.Tosurface,highlightand

scaletheseefforts,theWorldEconomicForum’s

CentrefortheNewEconomyandSocietyannuallyinvitessubmissionsintotheDEILighthouse

Programme.Theeffortisdesignedtopragmaticallyidentifycorporateinitiativesthathaveresultedin

significant,quantifiableandsustainedimpact.

1.2

DEILighthouseProgramme

Introductiontotheprogramme

Initssecondedition,theDEILighthousereportshowcasessevenimpactfulDEIinitiatives,aimingtoequipleaderswiththenecessaryinsightsto

contributetofasterDEIimpactacrosstheglobalbusinesscommunityandpolicy-makingspace.

2022-2023trendsobserved

AstheDEILighthouserepositorycontinuestogrow,onetrendobservedisthediversityofgeographyinDEIeffortsacrossthecorporateecosystem.Boththe2023and2024DEILighthousereportsincludebold,innovativeandimpactfulinitiativesthateitherhaveaglobalreachand/ororiginatefromorganizationsaroundtheworld,includingfromAustralia,Ecuador,Germany,HongKongSAR,India,Japan,the

Netherlands,Sweden,Türkiye,theUnitedKingdomandtheUnitedStates,withsubmissionscoming

fromanevenbroaderrangeofcountries.This

geographicaldiversityunderscorestheglobalnatureoftheDEImovementandtheuniversalrelevanceofitssocialandeconomicgoals.

Thefocusontheworkforceremainsasignificant

trendacrossbothDEILighthousecohorts.Many

oftheinitiativessubmittedandselectedinthepasttwoyearsareinternalandworkforce-focused,

underscoringtheunderstandingthatinternal

changeprecedesexternalimpact.OrganizationsarerecognizingthattodriveDEIexternally,theymust

firstcultivateaninclusivecultureinternally.However,itisimportanttonotethatbusinesseshavemany

moreleversattheirdisposaltotakeawhole-of-

businessapproach,includingensuringtechnologicalfairness,inclusiveinnovationprocesses,marketingandbranding,externalpartnershipstoadvocateforchangeandsupportthecommunitieswithinwhichtheyoperate,aswellasbuildingdiverseandinclusivesupplychains,amongothers.Byleveragingtheseadditionalareas,businessescanextendtheirimpactbeyondtheirimmediateworkforceandcontributetobroadersocietalchange.

Finally,thesubmissionssuggestthatgenderparitycontinuestobeakeysystematicimpactfocusin

DEI.Thisislargelyduetoitsdatadimension,as

genderdataisrelativelyeasytocollectandanalyse,

Diversity,EquityandInclusionLighthouses20247

makingitanaturalstartingpointformanyDEI

initiatives.Furthermore,womenconstitute50%

oftheworldpopulation,andeffortstoachieve

genderparityhavebeenongoingforalonger

period,lendingacertainmaturitytothisdimension.However,DEIencompassesmorethangender,

andtherefore,asDEIinitiativesmature,itiscrucialtobroadenthefocusandstriveforinclusionand

equityacrossotherdimensions,includingracialandethnicequity,LGBTQI+inclusion,andinclusionofpersonsofdisabilities,amongotherdimensionsofhumandiversity.Organizationsareencouragedtosubmitinitiativesacrossalldimensionsofdiversityintothe2025DEILighthousecycle.

ProcessandmethodologyforidentifyingDEILighthousesandassociatedsuccessfactors

FollowingacallforsubmissionsbytheWorld

EconomicForum’sCentrefortheNewEconomyandSociety,anindependentpanelofDEIexperts(seeAppendixforthegroupofexpertswho

formedthisyear’spanel)withdiversebackgroundsandexpertiseselectedthe2024cohortof

Lighthousesandhighlightsagainstthefollowingpredeterminedcriteria:

–Significance:assessingthemagnitudeof

impactbasedonchangeagainstabaseline,

numberofpeopleaffectedrelativetothesizeof

thetargetpopulationand/ortheorganization’ssize,degreeoftransformativeimpactonthetargetgroup(s).

–Quantifiability:assessinguseofmetricsto

measureanddrivefurtherimpact,basedona

cleardefinitionofthemetrics,regularityoftracking,andtheuseofmetricstowardsaccountability.

–Scalability:assessingfuture-impactpotentialwithinorbeyondtheorganizationbasedontheset-upoftheinitiative,howtheinitiativehas

beenscaledtodate,andthefuturetargetsanddefinitionofapathforward.

–Sustainability:assessingthesustainabilityoftheinitiativeandpotentialforlong-termimpact,basedonthelengthoftimethattheinitiative

hasbeenrunning,theinitiativestructureandgovernance,andtheextenttowhichthe

organizationismainstreamingtheinitiativeintoitscorebusinessstrategy.

ThepanelidentifiedsevenDEILighthouseinitiativesbasedonthecriteriaandhighlightedsixadditionalinitiativeswithspecificprinciplesforleaderstolearnfrom.Additionally,buildingonthepreviouseditionoftheDEILighthouseProgramme,aDEI-focusedteamhasidentifiedanumberofsuccessfactors

commonacrosstheLighthousecases.

1.3

FIGURE1

CommonsuccessfactorsacrossDEILighthouseinitiatives

Fivecommonsuccessfactorstendtomark

theinitiativesthatyieldthemostsignificant,

scalable,quantifiableandsustainedimpactfor

underrepresentedgroups.Whilethereisnoone-size-fits-allsolution,theseelementscanhelpsetupanorganization’sDEIinitiativesforsuccess.

FivecommonsuccessfactorsacrossDEILighthouseinitiatives

Solutiondesignedforcontext

Developsolutionsthataddresstherootcauses,withscalabilityinmind

Integratechangesintokeyprocessesandwaysof

working,soimpactissustained

Equipandencourageemployeesto

contribute

Holdseniorleadersaccountablefor

outcomes,notjustinputsoractivities

Modelandlead

desiredchange,

startingwiththeCEOandseniorleaders

Ensureresourcesforlongevityinthebudget,expertiseandtimeline

Meaningful

definitionof

success

Setclearand

quantifiable

aspirations(whatandbywhen)

Articulateaclear

caseforchangethatmovesemployeestoaction

Rigorous

trackingand

coursecorrection

DefineKPIsand

implementrigoroustrackingprocess

Usedataand

feedbacktocourse-correctasneeded

Nuanced

understandingofrootcauses

Understandthe

problemwithadeepfactbase

Identifythe

rootcauses

Getinputfromthetargetpopulation,initiallyand

throughout

Prioritizeand

sequence

problemareas

Accountable

andinvested

businessleaders

Setinitiativeasacorebusinesspriority

Diversity,EquityandInclusionLighthouses20248

2

DEILighthouses

andhighlightedcases

SurfacingandscalingsuccessfulDEI

initiativesacrossthebusinessecosystem.

2.1

DEILighthouses

ThissectiondetailseachofthesevenDEI

Lighthouseinitiativesselectedbytheindependentexpertpanelformeetingpredeterminedimpact

benchmarks.Giventhatthereisnoone-size-fits-

allsolutionforadvancingDEIanddrivingenduringimpact,theintentionofthissectionisnottoprovidealistofinitiativestoreplicate,buttoillustratekey

elementsofwhatcontributedtoeachinitiative’s

impact.The“keyactions”portionofeachcase

providesareal-lifeexampleofthecommonsuccessfactorsoutlinedinSection1ofthisreport.The

casescanserveasreferencepointsforwhatworkswhenconsideringhowtoimproveDEIeffortswithinthecontextofanorganization.

ThesevenLighthousecasesvarybyaspiration,targetpopulationandothercharacteristicsasfollows:

–Initiativegeography:globalreach(4),Ecuador(1),HongKongSAR(1),US(1)

–Initiativescope:external(2),internal(5)

–Targetpopulation:women(4),LGBTQI+

people(1),traditionallyunderrepresentedgroups(1),parents(1)

–Typesofsolutions:financialinclusionforwomenandwomenentrepreneurs,womeninsales,

womenonboardsofdirectors,womenCEOs,reboardingprogrammeforparents,self-ID

campaign,andsenseofbelongingandinclusion.

Theexpertpanelalsohighlighted“stand-out”

approachesfromsixothersubmissions.Snapshotsofeachofthesehighlightsfollowtheseven

Lighthousecaseprofilesandprovideadditional

real-lifeexamplesofinitiativesdesignedtoimproveDEIoutcomesforunderrepresentedgroups.

Diversity,EquityandInclusionLighthouses20249

FIGURE2DEILighthouses2024

Organization

HKE

香、、巷父-易

INGKA

Description

Impactsnapshot

ClosingthefinancinggapbetweenmenandwomeninEcuadorbychanginginternalpolicies,designing

productsandservicesspecificforwomen,andissuinggenderbondsforwomenentrepreneurs.

Increasingrepresentationofwomeninsalesthrough

effortsputtowardsattraction,retentionanddevelopmentofwomeninthefunctionaswellasthefacilitationofaninclusiveworkplace.

AdvancinggenderdiversityinboardsofissuerslistedonHKEXbybanningsingle-genderboardsandregulatingminimumboardgenderdiversityrequirementsofissuersandlistingapplicants.

Achievinga50/50genderbalanceandpayequityacrossalltheirbusiness.

Areboardingprogrammetoensurethatallcolleagues

(menandwomen)arewellsupportedfromleavesgreaterthan12weeksbyprovidingthemwithstructuralsupportandresourcestoensuresuccessfulre-entryand,by

doingso,reducingattritiongapsbetweenthemandtherestofthefirm.

PromotingLGBTQI+inclusionandawarenessbylaunchingaglobalself-IDcampaign,leveragingtechnologicaltoolsandtrainingsthatincentiviseself-IDacrosstheentirebusiness.

Increasingsenseofbelongingamongunderrepresentedgroupsbyconnectingemployeeswithinternalcoachesandthoughtpartnersforconfidentialdiscussions,

whichhelpovercomesystemicbarriersaffecting

theirexperience,career,orsenseofbelonging.Thisprogrammealsousesanonymizedfeedbackfrom

thesediscussionstoidentifyinsightsthatcandrive

systemicchanges,withtheultimategoalofimprovingorganizationalcultureandfosteringastrongersenseofbelonging.

–BetweenDecember2020andMay2023,companyhasclosedthefinancinggapbetweenmenand

womenby16%.1

–Currently,womenrepresent48%oftheir4millioncustomers.

–Inthemicrofinancesegment,womenrepresent56%ofcustomers.

–Representationofwomenseniormanagersin

thesalesfunctiongrewfrom9%in2020to19%in2022.

–Percentageoffemaledirectorsonboardsoflistedissuersincreasedfrom14.4%in2020to17.3%(asofDecember2023).

–Percentageoflistedissuerswithnofemaledirectordecreasedfrom31.5%in2020to20.2%(asof

December2023).

–50.2%ofallmanagerpositionsacrossthecompanyareoccupiedbywomen.

–48%ofcountryCEOpositionsareoccupiedbywomen,comparedto28%in2013.

–61.6%ofmanagerpositionsreportingtoCEOincountrymanagementteamsareoccupiedbywomen.

–Paygendergapcurrentlytracksunder5%acrossorganization,inalllevels.

–Sinceprogrammestart,sawa20%declineinattritionamongEUconsultantmothersreturningfromleave.

–Since2019,1,100Europeanparentshave

benefittedfromtheprogramme(600Europeanconsultantmothers).

–Overthepastyear,scaledprogrammetoalltheiroffices.Todate,morethan1,500colleagues

globallyhavequalifiedtousetheprogramme.

–12,475employeesgloballyacross33countrieshavevoluntarilyself-IDedtheirsexualorientationandgenderidentity.

–About63,000employeesgloballyacross71

countrieshaveupdatedhowtheirnameisdisplayedtotheirpreferredname.2

–7,400employeesgloballyacross36countriessharedtheirpronouns.

–Since2020,theprogrammehassupportedover2,400employees,withaprovenhighdegree

oftransformativeimpactattheindividuallevel.

Additionally,Salesforceutilized1:1engagementstoshareanonymizedfeedbackwithb