Developing a Globally Aligned and Locally Relevant D&I Strategy

Bobby GriffinGlobal Director of Diversity and Inclusion

Flowserve Corp.

Defining D&I for Your Organization

TraditionalDimensions- Gender- Ethnicity- Nationality- etc.

Expanded Dimensions- Thinking style- Leadership style- Experience- Generational Age- Physical Ability- etc.

Visible and Invisible Individual Differences

Inclusion is where diversity intersects and impacts the business

3

Relevant Business Drivers

Create innovative solutions

Build customer relationships

Increase productivity and engagement

Attract, acquire, develop and retain

Improve service levels and profitability

D&I and Organizational Priorities

2014 Flowserve Corporation :: Proprietary & Confidential

VisionMission

Values

Strategy

DIVERSITY

INCLUSION

Assessing the Current and Aspirational D&I State

Stage 5: The Way We Do Business

Stage 4: Strategic Business Imperative

Stage 3: Integration Into Business Processes

Stage 2:Adoption of Core Principles Stage 1:

Compliance5

-Where You Are-Where You Want To Be

D&I VisionTo create an inclusive and engaging environment that leverages employee differences to achieve business results.

D&I Strategic Framework

Culture Talent Marketplace

Bottom Line Impact

D&I MissionTo inspire and challenge employees through driving awareness, developing capability and integrating diversity into business processes and external relationships.

Organizational Alignment

Advancing D&I Through People Process Integration

7

GLOBAL INCLUSION COUNCIL

Asia Pacific Europe, Middle East, Africa

Latin America

North America

Globally

Aligned Locally RelevantRegional Inclusion Councils

Local Inclusion Councils

Employee Resource Groups

Local Inclusion Councils

Employee Resource Groups

Local Inclusion Councils

Employee Resource Groups

Local Inclusion Councils

Employee Resource Groups

Global Alignment and Local Relevance

Broad Employee Inclusion and Engagement

Implementing a Plan to Address Opportunities

2014Execute

• Improve organizational D&I alignment, focus and clarity

• Operationalize a globally

aligned and locally relevant D&I approach

• Integrate D&I into key business priorities and processes

2015Expand

• Address D&I employee survey opportunities

• Increase focus on regional/local business level D&I

• Set aspirational D&I goals at the leadership level

2016Engrain

• Adjust plan to address opportunities in 2015 employee survey

• Include D&I in Director and above PMP

• Targeted D&I leadership training further down into the organization

10

Exec Communicati

onsLeadership CascadesE-mail and Web-Page

D&I Web Site

Utilizing a Broad Communication Strategy

Proactive and Opportunity Based Communications

#/% of diverse candidates in pool

#/% of diverse hires

Scores on engagement survey questions by demographic groupsPerformance ratings of historically

diverse groups compared to historically non-diverse groups

#/% of diverse employees who participated in development Programs

Diverse employee promotion rate

Diverse employee separation rate #/%

PLAN

ATTRACT

ACQUIRE

ENGAGE

SEPARATE

DIRECT

DEVELOP

ADVANCE

Diversity & Inclusion Integrated Measures

#/% of business strategy plans that include diverse talent needs

2011 Flowserve Corporation :: Proprietary & Confidential12

Organizational Stages of D&I Key Indicators/Milestones: Stage 3Definition of

DiversityDefinition now contains Inclusion

Focus of Diversity Managers can articulate the benefits

Leadership Support Leaders support employee involvement in diversity networks

Diversity Assessment

Diversity score-cards are used to assess progress

Diversity Infrastructure An adequately funded diversity function

Diversity Implementation Diversity councils exist at the departmental or geographic level

Defining Leadership Roles

Demonstrate

Personalize Business Value - Understand the case for change

Define Success - Establish the measures of success for D&I

Declare Commitment - Share accountabilities for personal and organizational D&I success

Communicate the Message - Effectively communicate the D&I message

Model Inclusion - Model inclusive behaviors

Deliver Results - Provide resources and direction

Define

Declare

Broadening Organizational Perspective

Historical Focus

HighStandards

Bar

Desired Focus

High Standards

Bar

OptimalUnacceptable