Empowering a Future Workforce

Dell Technologies approach to

remote leadership and diversity

Gary Burton - Dell Technologiesg.burton@dell.com

Navigating our “new normal”

Leadership, Diversity and inclusion –

Driving Human Progress

Covid Secure !! – The Return to work

Navigating our new normal

C U L T I V A T I N G I N C L U S I O N

We’ll have a larger remote workforce, expanding

talent pools and reduce the environmental impact.

The Remote Workforce

1- Do it “light” – quickly expand the work from

home strategy

2- Do it right – team members having the right

mix of technology

3- Drive further innovation

Passenger vehicles account for nearly 30% of greenhouse gas emissions

Environmental Impact

30%

Navigating the new normal: 10 tips for connecting council employees

1 - Put employees first.

2 - Conduct a technology audit.

3 - Consider simplifying IT consumption

4 - Security must be at the core of your strategy

5 - Promote secure collaboration

6 - Policies need to be defined and adopted across an organization

7 - Enabling leaders

8 - Communicate, communicate, communicate

9 - Review office space design and suitability

10 - Consider how your office population will connect with your remote workers

UPHOLDING ETHICS & PRIVACY

A D V A N C I N G S U S T A I N A B I L I T Y

T R A N S F O R M I N G L I V E S

C U L T I V A T I N G I N C L U S I O N

Social Impact – Our Vision for 2030:

9 Internal Use - Confidential

85%Enterprises agree that diversity results in the most innovative

ideas. ( Forbes Survey, 2016)

39%Higher customer satisfaction in inclusive workplaces. (Gallup Workplace

Studies, 2017)

66% and 89%Two-thirds of IT employers said they face a moderate to extreme

skills shortage and 89% said skills shortages are negatively

affecting business in areas such as productivity, employee

satisfaction and staff turnover. (Staffing Industry Analysts, 2018)

14.3%The number of women in the labor force will grow by 14.3%

compared to 10% for men (women 60% vs men 40%

graduating). (Diversity Inc.)

The “CxO Reality”

-29%Overall, companies in the bottom quartile for both gender and

ethnic/cultural diversity were 29% less likely to achieve above-

average profitability than were all other companies. (McKinsey &

Company, 2018)

33% and 21%Companies in the top quartile for racial and ethnic diversity are

33% more likely to have financial returns above their respective

national industry medians. Companies in the top-quartile for

gender diversity are 21% more likely to have financial returns

above their respective national industry medians. (McKinsey & Company,

2018)

$21.6 TrillionGlobally, women will spend over $18Tr in 2018. Asians, African-

Americans and Native Americans are the fastest growing “buying

power demographic” representing an estimated $2.2 trillion in

U.S. buying power in 2016, a 138 percent gain since 2000.

Hispanic U.S. buying power” was $1.4 trillion in 2016. (Univ. of GA,

2017)

Dell Technologies’ investment to advancing STEM initiatives globally

70 million

By 2030 there will be a potential global tech

labor shortage of

4.3 million

89% of IT employers are already experiencing the negative

effects of skills shortages on their business

C U L T I V A T I N G I N C L U S I O N

Build and attract the future workforce

Develop & retain an empowered workforce

Scale for maximum impact

Build and Attract the Future Workforce

• Embracing differences to

bring diverse employees

together to innovate, create

a safe and inclusive culture,

promote personal and

professional growth, and

drive business impact

• An internal community that is

more engaged, productive, and

innovative

• Leadership & Development

Programs for Women

• Employee Resource Groups

(ERGs) driving business impact

across the company

• Strategic Partners and Programs

empowering minorities

• Org-wide foundational learning to

drive awareness and positive

change at all levels of employment

• ML/AI Initiatives to mitigate bias

along the talent continuum to

provide a fair and equitable

pathway for advancement

100%Dell Technology leaders are

trained to recognize and combat

unconscious bias that can

unintentionally harm work culture

and business performance

WE DO THIS BY: THE RESULT IS: WE OFFER:

Develop and Retain an Empowered Workforce

• Expanding opportunity to

all by leveraging

innovative technology,

initiatives and

foundational learning to

mitigate bias, preparing the

workforce for the future

and driving equity in the

workplace

• A workplace that is more

accessible, equitable and

attractive to a diverse talent

pipeline

• Expanded talent pipeline for underrepresented minorities

• New STEM Programs geared to creating and attracting a talent pool of underrepresented demographics (women and minorities) in tech

• ML/AI Initiatives to mitigate bias to create a fair, equitable pathway for individuals to enter STEM

$12M+Funding to advance women of

color graduating with computing

degrees by 2025

WE DO THIS BY: THE RESULT IS: WE OFFER:

WE DO THIS BY: THE RESULT IS: WE OFFER:

• Collaborating externally to

develop meaningful

partnerships with

customers and

organizations that share

our values in order to grow

and sustain our business

• Stronger customer alliances

and an external community

that recognizes, respects and

embraces our shared values

• Top-down commitment and

leadership around Diversity &

Inclusion internally and

industry-wide

• External partnerships with

companies that share key

values

• Advocacy and public policy

influence via internal/external

partnerships

• Focus on internal partnerships

that empower sales, engage

customers, and create growth

opportunities

43%Companies with the most

ethnically/culturally diverse boards

worldwide are more likely to

experience higher profits

Scale for Maximum Impact

Dell’s Current Programs

Many Advocating Real Change – Dell has trained 95% of

executives and have a goal to reach all people managers and

employees through this unconscious bias foundational

learning.

Project Align – helps women and under-represented

minorities from other disciplines to get a MS in Computer

Science, Data Science or Cybersecurity.

Project Immersion – immerses young talent at MSI/HBCUs

in the latest Dell Technologies thought leadership and tech to

enhance their career outcomes.

Reboot Representation – Dell Technologies is a founder of

this coalition that aims to double the number of women of

color graduating with computing degrees by 2025.

Dell Career Restart – this re-entry program is focused on

bringing educated and successful professional women (from

non-/STEM backgrounds) back into the workforce after time off.

Solar Labs – this program harnesses the power of the sun to

bring technology to students even when electricity is not available.

Employee Resource Groups – Dell has 13 ERGs with 300+ chapters around the globe spanning 60+ countries and connecting team members with common interests or backgrounds.

Diversity Leadership Accelerator Program – proactive program aimed at accelerating the readiness of next gen diverse leaders.

Autism @ Work Employer Roundtable/Neurodiversity Hiring program – Dell Technologies is part of the Autism @ Work Employer Round Table for its inclusive hiring practices.

Catalyst’s CEO Champions for Change & CEO Action for Diversity & Inclusion – coalitions of CEOs from industry-leading companies to share best practices and support commitments around diversity.

Tri-Caucus Foundations – partnerships with public policy and advocacy groups to promote diversity in the tech industry.

WiT Consortium – The Consortium is brings together select partners with expertise, knowledge, and resources to develop scalable, technology-powered solutions for more girls and women to thrive in tech.

Inclusive Leadership – Our View

C U L T I V A T I N G I N C L U S I O N

• Harnessing diversity effectively to power their teams. Research shows that more diverse teams perform better, bring more creative solutions to the table.

• Fostering inclusion in their teams and ensuring everyone understands the importance of inclusivity. Employees are happier and more fulfilled when they are included.

• Leveraging on differences: differences are recognised and used to strengthen the team (this is best done in an open, trusting environment)

Impact of Inclusion and Inclusive

Leadership

C U L T I V A T I N G I N C L U S I O N

• Empowers individuals to maximise their potential and be the best they can be • Ensures everyone feels valued and respected, and feels able to contribute their ideas • Instils a shared vision and goals, in line with business objectives • Stays alert and checks/manages biases • Promotes open communication with team members • Exhibits empathy towards team members, and an ability to put themselves in someone else’s shoes • Considers the nuances of diversity (e.g. different genders, cultures, personality types, etc.), is attuned to them and considers them when structuring and communicating with the team and in how work projects are managed

What does it mean to be an inclusive

Manager

C U L T I V A T I N G I N C L U S I O N

Gender Inclusivity

Flexible Work Arrangement

Multi Generational

Inclusivity

C U L T I V A T I N G I N C L U S I O N

Delltechnolgies/socialimpact

The Return to Work – Covid Secure ?

Physical Return to Work Solutions

Social distance monitoring and alerts of people movement

Greater oversight on PPE inventory management

Ability to guide customers and partners though common areas

Effective monitoring of workplace layout and efficiency

Real time insights on staff and customer well being in workplace premises

New complex operating environments and changes to business models

New protocols for deep cleaning and sanitisation

Rethinking Real Estate footprints

Increased levels of governance and communication to all layers across the business

Increased risk assessments

New health assessments for employees

Pandemic Challenges OutcomesPandemic Solutions in Health & Safety

Creating a secure and safer environment

23

Four solutions which deliver a number of outcomes for physical workplaces. These solutions are currently being developed and tailored to

several clients. There is a considerable strategy, change management and business readiness level of activity that will be required to

implement and embed these solutions in the variety of workplaces.

• Health and Safety

4

TestingThermal Vision

TrackingIdentification

1 2 3

Test Assess Segregate