Mentoring and Sponsorship Web Seminar. Barbara Frankel Senior Vice President, Executive Editor Sept. 16, 2014

Mentoring and Sponsorship Web Seminar Barbara Frankel Senior Vice President, Executive Editor Sept. 16, 2014 1

Assistance 2 For assistance dialing in to the conference, please call 888-259-8414. Basic technical assistance, (can t see slides, can t hear, etc.) use question box. For other assistance, contact Customer Service at 973-494-0506. Thank you! DiversityInc. Reproduction Prohibited.

Send In Your Questions! 3 You may submit your questions via the web by using the text chat box on your screen. Simply type in your question and click send. DiversityInc. Reproduction Prohibited.

2014 DiversityInc Top 50 Companies for Diversity 4 1. Novartis Pharmaceuticals Corporation 2. Sodexo 3. EY 4. Kaiser Permanente 5. PricewaterhouseCoopers 6. MasterCard Worldwide 7. Procter & Gamble 8. Prudential Financial 9. Johnson & Johnson 10. AT&T 11. Deloitte 12. Accenture 13. Abbott 14. Merck & Co. 15. Cummins 16. Marriott International 17. Wells Fargo 18. Cox Communications 19. Aetna 20. General Mills 21. KPMG 22. Target 23. IBM 24. ADP 25. New York Life 26. BASF 27. Eli Lilly and Company 28. Northrop Grumman 29. WellPoint 30. Colgate-Palmolive 31. Kellogg Company 32. Dell 33. The Coca-Cola Company 34. The Walt Disney Company 35. Kraft Foods Group 36. TIAA-CREF 37. Allstate Insurance Company 38. Toyota Motor North America 39. Wyndham Worldwide 40. Rockwell Collins 41. Medtronic 42. Time Warner 43. Verizon Communications 44. Comcast 45. TD Bank 46. Monsanto 47. KeyCorp 48. JCPenney 49. AbbVie 50. Nielsen DiversityInc. Reproduction Prohibited.

Top 10 Companies for Mentoring 5 1.KPMG 2. Sodexo 3. PricewaterhouseCoopers 4. Target 5. EY 6. Abbott 7. Accenture 8. Cleveland Clinic 9. Prudential Financial 10. Johnson & Johnson DiversityInc. Reproduction Prohibited.

Participation Is Crucial 6 % of Managers in Mentoring 35.10% 27.10% 2007 Top 50 2014 Top 50 DiversityInc. Reproduction Prohibited.

Especially at the Top 7 Mentoring Par/cipa/on of Top 3 Levels 96.2% 68% 84.5% 57.3% 79.1% 50% Top 10 Top 50 Level 1 Level 2 Level 3 DiversityInc. Reproduction Prohibited.

Proven Best Practices 8 100% 92% 94% 90% 74% 72% 72% 68% 2008 Top 50 2013 Top 50 Mentoring has measurable goals for assessing success Mentoring has formal follow- up Evaluates mentoring relafonships Communicates benefits of mentoring DiversityInc. Reproduction Prohibited.

How to Increase Mentoring Participation 9 Prove What s In It For Me by showcasing success stories through internal/external communications (AT&T) Use employee resource groups to identify mentees and improve the process (Dell) Mandate cultural-competence training so all participants are comfortable with each other Measure, measure, measure so you know what s working; Include in diversity scorecard to senior leaders (Sodexo) DiversityInc. Reproduction Prohibited.

Is Formal Sponsorship a Reality? 10 Most companies shy away from formal sponsorship preferring organic sponsorship Danger is in people choosing like people Can you legislate advocating for someone? Best Practices Expose high-potentials to senior leadership (Toyota) Link to executive performance, compensation (Deloitte) DiversityInc. Reproduction Prohibited.

A Knowledge - Sharing Approach to Mentoring David Casey VP, Workforce Strategies & Chief Diversity Officer 9.16.14 2014 CVS Health Confidential & Proprietary

Agenda Redefining historical mentoring models Our approach to modern mentoring and knowledge sharing Colleague value proposition Company value proposition Delivering a technology enabled platform Colleague Connect 2014 CVS Health Confidential & Proprietary 12

The Fundamental Question Where can I find the knowledge I need when I need it?

Real Time and Multi-Faceted COLLEAGUE CONNECT ACTIVELY RECOMMENDS AND CONNECTS PEOPLE WITH THE RIGHT INDIVIDUALS AND LEARNING GROUPS THROUGH THE LENS OF ORGANIZATIONAL COMPETENCIES. Colleague Connect is social learning for Communities Modern Mentoring Coaching Cohorts

Mentoring = Knowledge Sharing MULTIPLE LEARNING CONNECTIONS Effective personal learning networks are more than one-to-one connections. This isn t your parents mentoring. COMPETENCY-MATCHED RELATIONSHIPS This system ensures you will be matched with the best learning groups and individuals for your needs or skills. FLUID RELATIONSHIPS You can be a learner and an advisor in various relationships, all at the same time. REAL-TIME LEARNING No more waiting to learn. Get the knowledge, skills and advice you need when you need it. COLLEAGUE-DIRECTED You are in control because you are in the best position to know what areas you want to learn about or advise on. 2014 CVS Health Confidential & Proprietary 15

Colleague Value Proposition I want to learn about other functions I need help with a work problem I want to share what I know I want flexibility to learn and share when it s right for me I need fresh perspectives and ideas I want to control how much time and energy I commit I need to improve my leadership skills I need career advice Get help. Give advice. Find answers. Solve problems. 2014 CVS Health Confidential & Proprietary 16

What It Does For Our Colleagues? Advancement Gain skills and knowledge that will help you further your career. Mobility Connect with others to discover and explore new opportunities. Productivity Solve work-related problems and achieve real-world results. Engagement Build a community of colleagues that you can connect with, support and learn from. Recognition Get the kudos you deserve for your talents, knowledge and skills. Reputation Nurture your personal brand and help shape how people perceive you. 2014 CVS Health Confidential & Proprietary 17

What Role(s) Can Colleagues Play? LEARNING ADVISING NOVICE 0-2 years ADVANCED 2-5 years EXPERT 5+ years Colleagues learn as much about a desired skill as possible. Colleagues continue to learn while sharing the knowledge they have gained. Colleagues who have mastered a skill advise those who need help. 2014 CVS Health Confidential & Proprietary 18

Not In Place Of, But In Conjunction With Career Management Tools Competency Assessment Talent Profile Performance Goal Setting Leadership Development Programs Existing learning/mentoring relationships 2014 CVS Health Confidential & Proprietary 19

Social Media-Like Interface Mobile Friendly 2014 CVS Health Confidential & Proprietary 20

Results to Date 831 Registered Users 73 Active Engagements 48 One:Ones Function/Department Connections Across: Culture/Ethnicity Gender 65.4% 34.6% 45.7% 25.9% 28.4% 56.8% 9.9% 33.3% Same Different Unknown Same Different Unknown Same Different 2014 CVS Health Confidential & Proprietary 21

Thank You 2014 CVS Health Confidential & Proprietary 22

Mentoring and Sponsorship September 2014

About Accenture Accenture is a global management consul/ng, technology services and outsourcing company. We help organizafons assess how to maximize their performance and work with them to achieve their vision We develop and implement technology solu/ons to improve our clients producfvity and efficiency and may run parts of their business UlFmately, we enable our clients to become high- performance businesses and governments We have relafonships with more than 4,000 clients in 120+ countries Nellie Borrero Managing Director Global Inclusion & Diversity Stacey Jones Managing Director Corporate & Recruitment MarkeFng Copyright 2014 Accenture All rights reserved. 24

Working across cultures We equip our people with the tools they need to develop a global mindset and work effecfvely across cultures, either virtually or face to face. Copyright 2014 Accenture All rights reserved. 25

Mentors...each of our 300,00 people has a Mentoring is a brain to pick, an ear to listen, and a push in the right direction. career counselor Copyright 2014 Accenture All rights reserved. 26

Cross- cultural sponsors...serve a role models for individuals and teams Copyright 2014 Accenture All rights reserved. 27 27 27

Employee Resource Groups...provide mentoring and career development

Diversity management courses Customized courses prepare our execufves to manage diverse people and teams effecfvely: Leading a Diverse Workforce Managing Cross- cultural Diversity Working Across Cultures Copyright 2014 Accenture All rights reserved. 29

Key benefit to build career capital 31 percent of professionals mentor or sponsor others in order to increase career capital 18 percent of professionals have a mentor or sponsor in order to increase their own career capital 59% 47% 44% Source: Accenture 2014 International Women s Day Survey 31% 18% 16% 10% I continuously increase my personal and professional network I pursue opportunities to advance and be promoted I get additional training or degree I mentor and sponsor others I have a mentor or sponsor I seek honorary roles, such as a seat on a board or a committee N/A I do nothing to increase my career capital Copyright 2014 Accenture All rights reserved. 30

Open Discussion

2014 Web Seminar Schedule 32 October September 7 18 Disability Hispanic Awareness Heritage Cultural Month Cultural Competence Competence October 14 Diversity Councils November 4 Diversity Metrics November 74 Veterans Diversity Metrics Cultural Competence November 7 Veterans Cultural Competence Please contact customer service at webseminars@diversityinc.com DiversityInc. Reproduction Prohibited.

Thank You for Attending the Web Seminar 33 containing the link to download this presentation for future reference The presentation will be available approximately 72 hours after this event Questions? Call (973) 494-0506 DiversityInc. Reproduction Prohibited.