Gender diversity. Read more

Equal Employment Opportunity. Read more

Diversity in the senior leadership team

We recognise that, as in many leading FTSE organisations, the Experian leadership team (with 13% female representation) continues to be biased towards white, older males and therefore may not reflect our customer or general employee base. Looking at talent through a ‘diversity lens’ has therefore been identified as a priority area  specifically in 2008 and we have plans to  focus on the area of gender diversity and resulting proposals are being developed with regard to  women’s networking opportunities,  recruitment and the development of mentoring programs for emerging female talent.

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Diversity

At Experian, we respect, value and welcome diversity in our workforce, as well as in our customers, our suppliers and the global marketplace. We have a diverse workforce where talent thrives and where we continually seek to open up more career and development opportunities for all of our people.

We have comprehensive policies ensuring equal opportunities and fair treatment. Specific information here covers:

Gender diversity
Ethnic diversity
Age diversity

Gender diversity



Colleague numbers – full time equivalent Total Male Female % female
UK 3841 2408 1433 37%
US 5577 2803 2773 50%
Serasa 2385 1180 1205 51%
France 2210 860 1350 61%

The table demonstrates the current gender balance in the four principal regions where we collect data.  In general the gender split is very even.

Serasa has undertaken a detailed analysis of the differences in remuneration between men and women at each level in the organization to ensure equality and monitors this on an ongoing basis. 

Ethnic diversity


Where permitted under local legislation in the UK and the US, we monitor the ethnic diversity of staff for the sole purpose of understanding how effectively ourequal opportunities policies are working.  Both cases show a workforce that is broadly reflective of the respective countries’ national ethnic mix, with inevitably some small differences due to statistics. Put these two tables next to each other so less scrolling
   
Ethnicity – US 2007 2008
White 70% 72%
Black or African-American 7% 6%
Asian 15% 14%
Hispanic 8% 7%
American Indian 0% 1%
Hawaiian or Pacific Islander 0% 0%
Two or more races 0% 0%
Ethnicity – UK 2007 2008
White – British 87% 86%
White – non British 5% 6%
Asian / Asian British 4% 5%
Other 4% 3%
TOTAL 100% 100%
   
Comparison data from 2000 US Census: 75% white, 4% Asian 13% Hispanic and 12% black (Figures don’t add to 100 due to the collection process in which people may respond in more than one category)
Comparison data from UK Office of National Statistics, Population by Ethnic Group, 2001:  92% White, 4% Asian, 4% Other
 
   

Serasa has a policy of not collecting such data.  Instead it monitors the effectiveness of its policies through employee survey.  In the 2007 Survey, 89% of staff agreed that “Serasa offers the same treatment to all employees, independent of gender, race, religion and sexual option” and 95% that “Serasa offers the same treatment to all employees, whether or not they are persons with disabilities”

The collection of data on staff ethnicity is not permitted under French law.

Age diversity

The age profile of Experian’s people is as shown in the table, demonstrating that in all territories the most common age represented in our workforce is 25-39, followed by colleagues in the range 40-55.  There are some minor variations between territories, with Serasa having a particularly young team.

  US UK France Serasa  

Age analysis

2007

2008

2007

2008

2007

2008

2007

2008

Total

<25

6%

7%

9%

9%

3%

4%

n/a

17%

9%

25-39

48%

47%

61%

62%

51%

50%

n/a

61%

54%

40-55

38%

38%

26%

26%

41%

41%

n/a

20%

33%

>55

8%

8%

4%

4%

4%

4%

n/a

1%

5%

TOTAL

100%

100%

100%

100%

100%

100%

n/a

100%

100%

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