(April 2021)

Action plan and follow up:\r\n"}}" id="text-e5f6f37b47" class="cmp-text">

行动计划和跟进：

From a recruitment perspective, we have ensured that every job advertisement uses gender-neutral language and includes our clear Diversity and Inclusion Statement. Anaplan seeks to hire the best people who are culture additions and who bring their whole selves to work. We continue to review our best practises for our talent acquisition professionals and update training accordingly. Another way we support this aim is to ensure that our interviewer and assessor pool is gender balanced, wherever possible.

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We are continuing to utilise Textio, an augmented writing platform designed to suggest gender-neutral language and generate consistent and inclusive job descriptions into our hiring process. These tools have created a reliable structure that promotes consistency and gender equity.

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Anaplan is a participant in Paradigm for Parity®, a coalition of CEOs, senior executives, and business academics who are committed to achieving a new norm in the corporate world, one in which all genders have equal power, status, and opportunity. You can read more about our Paradigm for Parity pledge in an interview with CEO Frank Calderoni here, where he shares that we made this pledge because “women and non-binary or non-gender conforming individuals should have a seat at every table and have their voices heard.” We truly believe actively tackling bias in recruitment is a step towards bridging the gender pay gap.

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Anaplan also recognises that the field of technology is historically male-dominated and increasing the number of women entering – and staying – in this sector could address the shortages within the talent pool.

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从招聘的角度来看，我们确保每个求职广告都使用性别中立语言，并包括我们清晰的多样性和包容性声明。Anaplan试图雇用最优秀的文化增加，并将自己的全部自我工作。我们继续为我们的人才获取专业人员审查我们的最佳实践，并相应地更新培训。我们支持此目标的另一种方法是确保我们的面试官和评估者池在可能的情况下保持平衡。

我们将继续利用Textio，这是一个增强的写作平台，旨在建议性别中立语言，并在我们的招聘过程中生成一致而包容的职位描述。这些工具创造了可靠的结构，可促进一致性和性别平等。

Anaplan是Paradigm forParity®，CEO，高级管理人员和商业学者联盟的参与者，他们致力于在企业界实现新规范，其中所有性别都具有同等权力，地位和机会。您可以在接受首席执行官弗兰克·卡尔德罗尼（Frank Calderoni）采访时阅读有关我们的平等承诺范式的更多信息这里，他分享我们做出的承诺，因为“妇女和非二元或非性别符合个人应该在每张桌子上坐下来，并听到自己的声音。”我们真的认为，积极应对招募方面的偏见是弥合性别薪酬差距的一步。

Anaplan还认识到，技术领域历史上是男性主导的，并增加了进入该领域的女性数量并留在该领域，可以解决人才库中的短缺。

Last year, we committed to creating career paths and opportunities for women to ascend into senior leadership positions and retain talent at all levels. We have seen a positive increase in the quartiles outlined, with more women ascending into more senior levels. However, as a by-product of our growth, and the natural movement within the job market due to the ‘great attrition,’ there is still a clear disproportion of women within each quartile. Particularly in the upper-most quartile with a 2.2% decrease of female employees in this category since last year. We plan to work closely with managers and the talent acquisition team to address the lack of gender diversity within the more senior positions on a global scale and to implement structured feedback and support for career progression.

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Last year, we committed to creating career paths and opportunities for women to ascend into senior leadership positions and retain talent at all levels. We have seen a positive increase in the quartiles outlined, with more women ascending into more senior levels. However, as a by-product of our growth, and the natural movement within the job market due to the ‘great attrition,’ there is still a clear disproportion of women within each quartile. Particularly in the upper-most quartile with a 2.2% decrease of female employees in this category since last year. We plan to work closely with managers and the talent acquisition team to address the lack of gender diversity within the more senior positions on a global scale and to implement structured feedback and support for career progression.

We have identified key stakeholders integral to the employee lifecycle within Anaplan who have pledged to close the gap over time – their signatures and roles are included below. In addition to these existing stakeholders, we recognised that this work requires accountability, commitment, and drive, and hired our first Chief Diversity and Inclusion Officer in order to track and support our action plan.

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We pledge to continue reviewing and introducing new programmes and policies that encourage representation and participation of women and diverse groups of people at all levels. As a company committed to addressing the gender pay gap, we work closely with our Women’s Interest Network (WIN) ERG, implementing the best practise working with our employees and leadership cross-functionally.

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We conducted a pilot culture analysis with our C-suite leadership team, establishing clear principles and behaviours. These results helped guide us identifying and tackling contributing factors to the gender pay gap and continuing to build inclusion, equity, and belonging into our culture.

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We look forward to continuing the journey toward gender equity and reporting on what we believe to be a pivotal year for inclusion here at Anaplan.

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We have identified key stakeholders integral to the employee lifecycle within Anaplan who have pledged to close the gap over time – their signatures and roles are included below. In addition to these existing stakeholders, we recognised that this work requires accountability, commitment, and drive, and hired our first Chief Diversity and Inclusion Officer in order to track and support our action plan.

We pledge to continue reviewing and introducing new programmes and policies that encourage representation and participation of women and diverse groups of people at all levels. As a company committed to addressing the gender pay gap, we work closely with our Women’s Interest Network (WIN) ERG, implementing the best practise working with our employees and leadership cross-functionally.

We conducted a pilot culture analysis with our C-suite leadership team, establishing clear principles and behaviours. These results helped guide us identifying and tackling contributing factors to the gender pay gap and continuing to build inclusion, equity, and belonging into our culture.

We look forward to continuing the journey toward gender equity and reporting on what we believe to be a pivotal year for inclusion here at Anaplan.