SAICDiversity of Thought – Driving Business Outcomes

Mr. Tony Moraco, CEO – Speaker

February 10, 2017

2

SAIC Inclusion & Diversity Journey

• Diversity and Inclusion strategy launched (Q4 FY16)

• Diversity Council established (Q1 FY17)– Chaired by Tony Moraco– Comprised of diverse mix of key leaders and high-potentials– Council will identify diversity and inclusion success metrics

• Root cause assessment conducted (Q1 FY17)

• Select Business Resource Groups (BRGs) created or expanded with priorities determined (by Q2 FY17)

– Women’s – Veteran Military – Millennial – Individuals with Disabilities – Multi-Cultural– Priorities aligned with community outreach and philanthropic activities

• Increased external engagement and I&D focused training– Advancing Minorities In Engineering (AMIE)– Career Communications Group (CCG)

• BEYA and Women of Color STEM Conferences – Women in Technology (WIT)

The Journey to Diversity Maturity

Diversity and Inclusion Strategy Aligned to People Strategy

Inclusive CultureEffective Leadership

• Ensure we have consistent leadership commitment to driving diversity and inclusion initiatives

• Design a comprehensive leadership development program to build leaders at all levels and ensure we have a diverse leadership talent pipeline

• Enhance the succession management processes to identify and develop talent for key leadership roles with a diversity and inclusion lens

• Design a comprehensive diversity and inclusion strategy that aligns with the business strategy and leverages the intellectual capital of the enterprise

• Expand our external and internal engagement to enhance our reputation and improve our ability to attract and retain diverse talent

• Develop leadership capabilities to foster a culture of transparency and openness to new ideas that drive innovation

• Design and implement a high-touch engagement strategy that instills a sense of shared purpose and community

• Develop a multi-faceted diversity and inclusion communications strategy aimed at raising education and awareness of our employees

• Provide training and resources to frontline leaders on building and sustaining diverse talent

Employee Engagement Competitive Talent

• Develop a diversity recruiting strategy that addresses key gaps in our talent pipeline

• Optimize talent acquisition execution focusing on sourcing and hiring practices that attract diverse talent

• Make targeted investments to develop and retain the diverse talent needed for competitive differentiation

“MOSAIC” - Inclusion and Diversity at SAIC

Definition: made up of different things that together form a picture or pattern

Best Practices in I&D-- Excerpts from Forbes, Fast Company, Mercer, and Deloitte

•Blind audition practices to mitigate unconscious bias resulting in 58% women hired in tech jobs

•Measure what your clients and customers value

•Recognize and reward behaviors

•Encourages diversity of thought to promote a global mindset

•Develop unconscious bias mitigation tactics•Recognize Unconscious bias

Recognize the Shift in Global Understanding

of D&I

Use Multiple Practices and

Measures

Ensure Leaders Model

Diversity and Inclusion

Recognize the Connection

Between Innovation and

D&I• Promote intersectionality where diverse concepts, disciplines, cultures, and industries collide• Align initiatives and work to expected outcomes

Source: GapJumbers – Fast Company – Deloitte – McKinsey – Sodexo

• Intel CEO’s 300 Million Dollar Investment• Pepsico CEO credits diversity as the source of their strength in the market place• Assess, develop leaders for

cultural agility

80% Top 50 companies for diversity outperform the S&P 500 (total annualized revenue) by 29% in one year and 80% in 10 years.---Diversity, Inc

50% Top 50 companies outperform the Dow Jones Industrial Average by 20% in 1 year and 50% over 10 years.---Diversity, Inc

European-listed companies with the highest proportions of women in senior leadership positions and at least 2 women on their boards outperformed industry averages with 10% higher return on equity, 48% higher EBIT, and 1.7 x the stock price growth.- Catalyst

14%14% gap between high- and low-performing organizations when assessing productivity data to determine inclusion success.- Institute for Corporate Productivity

Top 12 Diversity and Inclusion ranked in the Top 12 areas of global importance by CEO's. - Deloitte

Diversity and Performance Facts

SAIC Citizens in Action

https://player.vimeo.com/video/175266563?autoplay=1

Our employees donated over 100,000 volunteer hours in 2016 in their local communities by giving back to our service members, veterans, and their families; promoting health and wellness; reducing our carbon footprint; and cultivating childhood education.

Meet our Panelists

Q&A