Sara HoltonGroup Head of Talent & Leadership Development

DARE to address the Gender balance

February 2019

2

Who we are:

RBat a glance

Who we are:

3

RBat a glance

FTSE 20company

headquartered in UK

50+production facilities

worldwide

190+countries our

products are sold in

25 million+products sold daily

40,000+employees

£12.59 billionnet revenue

in 2018

Our two business units are driven by their visions for a healthier and cleaner world.

HealthWe will deliver innovative solutions to put health in your hands

Hygiene HomeWe will create a cleaner world by bringing our innovative solutions to 1 billion homes.

Our visionis a world wherepeople are healthier and live better.

Our purposeis to make a difference by giving people innovativesolutions for healthier lives and happier homes.

Responsibility is at the heart of our culture

5

Achievement

Partnership

Entrepreneurship

Ownership

RESPONSIBILITY

UK is making headlines…

6

And gender balance remains a hot debate…

7

UK Government has taken many steps to address gender balance

8

2015 2016 2017 2018

UK Gender Pay reporting – 2018

9

Under the Gender Pay Gap Reporting regulations companies with more than 250 employees are required to publish:

01 02 03 04

Mean and median ‘pay’ gap

Mean and median ‘bonus’ gap

Proportion of men and women receiving ‘bonus’

Number of men and women by ‘pay’ quartile

The results need to be published by legal entity (over 250) on the Government website and company websites.

No requirement to produce narrative around the data, although many companies do in their gender pay reports.

Only

3/10include details of their gender balance action plans (ie: their pipelines)

Full compliance in 2018(c.10,500 employers), although

14%late responses

10

Mean

vs. UK average of 17.4%

Median

vs. UK average of 18.4%

Our approach to pay is gender neutral by

design

0.1%

12.8%

UK Gender Pay reporting – RB 2017As of 5th April 2017, RB had a median gender pay gap in the UK of 0.1%, lower than the UK national average of 18.4%.

In the spirit of transparency, we included the overall gender pay picture for all RB employees in the UK, even if employed by an entity we are not required to report on.

We believe a diverse business is a better business

11

The best ideas come from a variety of perspectives and backgrounds. It’s how RB innovates and it’s integral to RB’s culture and values.

Improving our gender balance in the UK is a strategic imperative for RB. It starts with our hiring policies through to our leadership development and succession planning.

In the UK, RB employs 78 different nationalities (121 globally).

RB DAREs

12

Our DARE initiative to Develop, Attract, Retain and Engage talented women positively supports work-life balance, dual careers and International mobility.

Enhanced global maternity, paternity and agile working policies and increased support for international transfers.

Introduced tailored leadership development programmes for female managers and a mentoring programme covers more than 60% of senior female leaders and many female middle managers.

All RB senior leadership have diversity targets in their annual objectives which link to reward.

Unconscious bias training

New parents Mentoring

network

Leadership development programme

Lean-in circles

200+ DARE ambassadors

Maternity webinars

LiveyouRBestwork-lifebalance

programme

We are trending in right direction but still have lots to do

13

28%women in RB UK

senior management in 2017

55% of graduates joining RB UK in 2017 were

women

45% of RB UK middle

management in 2017 were women

Retainingfemale talent at

RB UK 87% 2017

01 02 03 04