Round 1BTALENT / CAREER / CULTURE:

Attract, Onboard & Retain Diverse Talent

Speakers Mayte Cubino Gonzalez / EMEAR Inclusion & Collaboration Lead / Cisco

(Women in Science & Engineering, WISE)

Hilary Lashley-Renison / Strategic Marketing Leader / General Electric

Christina Schelling / Vice President, Talent Acquisition & Engagement / Prudential Financial

Facilitator

• Coach Felicia Scott / Chief EQ Officer / The UpLift! Group

1B. TALENT / CAREER / CULTURE:Attract, Onboard & Retain Diverse Talent

Mayte Cubino GonzalezTechnical Services Manager, Inclusion and Collaboration Ambassador &

EMEAR ERO co-lead (WiSE, CDAN, Conexion)

Cisco Systems

Cisco At-A-Glance

• More than 71,500 employees

• Nearly 70,000 channel partners

• 380 global sites doing business in 165+ countries

• More than 19,000 patents

• 25,000 engineers (35% of our workforce)

• #1 or #2 in most market segments we serve

• More than 180 acquisitions since 1993

• Broad portfolio of integrated products and solutions

• Won Great Place to work YoY in – Portugal, Germany, Poland, UKI, Switzerland, Spain, Italy and Norway

• Fortune 100 best companies to work for and among the Workforce 100 top companies for HR

VISION

AUTHENTICITY

EXECUTION

TEAMRESULTS

TRUST

EXECUTION

RELATIONSHIPS

OPERATIONAL

EXCELLENCE

DIGITIZATION

CULTURE

CRITICAL

THINKING

PASSION

DISRUPTION

TECHNOLOGY

INNOVATION

EXECUTIVE

LEADERSHIPTEAM

KellyKramer

Chief FinanceOfficer

Mark Chandler

SVP & GeneralCounsel

JoeCozzolino

SVP, Services

ChrisDedicoat

SVP, WorldwideSales

Kevin Bandy

Chief DigitalOfficer

RebeccaJacoby

SVP, Operations

FrancineKatsoudas

Chief PeopleOfficer

Dr. Ruba Borno

VP GrowthInitiatives &Chief of Staff

Karen Walker

Chief MarketingOfficer

HiltonRomanski

Chief Strategy Officer

Biri Singh

Chief TechnologyOfficer

PankajPatel

Chief DevelopmentOfficer

CHUCK

ROBBINS

CEO

17

YEARS

3

YEARS

21

YEARS

2

YEARS

20

YEARS

19

YEARS

20

YEARS

NEW

NEW

6

YEARS

14

YEARS

NEW

19

YEARS

$20

Billion

in acquisitions

Began careerresponsiblefor $2.3 million,which is now$47 billion

MATH

MAJOR

20 years withGeneral Electric

Financialstrategy and operationsof Cisco

CNBC CFO Council

One of the 40 Most

Influential Lawyers

of the Decade

25 years

experience

engineering, management, sales and services

Previously:Motorola

Electrical Engineering and MBA

EMEAR

SOLID

GROWTH

far outpacing competitors

Talent development and diversity

Reshaped

and elevated

the role of IT at Cisco

Companyoverall performance

Organizationalstrategy

Innovativeleadership

CIO Hall of Fame

Previously at:Rhea Springs, Salesforce,Accenture

Joined from:

Intel

Ph.D Fellow

PhD and Master of Science in Electrical Engineering

Previously at:

Accountable for a$2B global revenue marketing goal

2014

SirusDecisionsROI Award

Investment portfolio$2 billion

Previously at:

Development and Innovation across Cisco’s$36 Billion

Technology

Portfolio

Previously at:Khosla Ventures,IBM,HP

Local context.BE

The number of female

engineers steadily

decreasing over the

past few years.

• In 2008: 14%

• In 2012: 11%

• In 2013: 8%

Technical female

population

trending down

Lack of focus on

female candidates

resulting in an

inexistent female

pipeline for hiring.

• 0 females hired in

2012-2013

No pipeline for

female hiring Phase 1 (Q1-Q2 FY12)

No female engineers

positioned in the

technical lead path.

• Attrition: after 4

years in average

• Impact by

maternity leave

No profiles for

female tech

leads

• The people

• The culture, team spirit

• Helping our customers

• Learning opportunities (technical)

• Work-life balance

Highlights

• Perceived limited growth

• Lack of business exposure

• Lack of new opportunities in non or less technical environments

Drawbacks

• Internal female support network

• More career development options

• Showcase benefits in recruitment process to attract female employees

Opportunities

Survey results

Increase female

retention

Greater ability to attract future

female employees

Wider range of profiles for

female tech leads and managers

Conclusions

Women success, satisfaction, development and support in technical roles to become the example to follow for future women generation in networking

V

Create a community for Women in our organization where members can benefit from networking, sharing experiences, exposure to different activities for their own development and become role models for new members

INSPIRE & ATTRACT

TALENTDEVELOPMENT OPPORTUNITIES

NETWORKING & OUTREACH

S

Vision & Strategy

Inclusion & Collaboration

Inspire & Attract Grow Engage & Retain

• University events• Referrals• Job fairs and

recruitment/industry events

• Diverse interview panels

• Social media campaigns/blogs

• Run and attend development programs and trainings

• Executive shadowing• Rotations, stretch

assignments, study groups• Mentoring program• Inspirational Interviews• Webinars & seminars

• Leadership opportunities• Increased visibility• Networking• Community outreach and

STEM events• Giving back activities

Innovation

The plan

Outcome

• 100% Diverse Interview Panels

• From 0 to 18 female hires in 2 years

• Great feedback on signature events and trainings created

• Facilitated career moves and external recognition

• Award-winning group internally at Cisco

Attract the Finest Talent

• Attract the best possible talent with the skills we need for tomorrow using the EROs networks internally and externally

Develop and retain Diverse Talent

• Promote and scale focused programs, shadowing opportunities, cross-functional rotations

• Bring to life what a great day @ Cisco looks like

Create an Inclusive and innovative

Culture

• Encourage an environment that places importance on the power of participation and brining unique skills and talents to the table

• Recognize innovative approaches to communities

Key takeaways

Q&A

Round 1BTALENT / CAREER / CULTURE:

Attract, Onboard & Retain Diverse Talent

Thank You!