anplan的第一份多元化、公平和包容报告

Diversity, equity, inclusion and belonging are vital to Anaplan’s business, which is built on the power of connection and collaboration. As Anaplan grows, the strength of our culture is increasingly critical to our success, and as we enter our next chapter as a company, we want to accelerate our journey to foster a workplace culture where everyone can thrive and be their authentic selves. We know that true progress cannot be made until we ground ourselves in where we are and the work we need to do to increase representation and create an equitable and rewarding experience for all of our employees.

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That is why I am pleased to share Anaplan’s inaugural Diversity, Equity and Inclusion report. This report reflects our commitment to making Anaplan a more diverse, equitable and inclusive company where people feel they belong. Our recent transition to becoming a private company doesn’t change that. As Anaplan readies itself for the opportunity ahead, now is the time to share our data publicly and hold ourselves accountable for making progress. It’s not only the right thing to do for our people, but it’s the best thing to do for our business.

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Impactful inclusion and equity programs ultimately start and end with data. While data isn’t enough on its own to drive change, it’s foundational — without it, there is no accountability. Our report outlines the framework for our inclusion, equity and belonging (IEB) strategy; highlights our programs; and underscores the areas where we need to improve. It shares a snapshot of our workforce data as of the end of our 2022 financial year and will serve as a benchmark for future reports.

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There are many areas where we feel we are innovating and making progress, but there are also areas where we must improve. Representation of women and people of color among our workforce is not where we want it to be. While we conduct compensation analysis and adjustments twice per year to address gaps, we have work to do to narrow the gender pay gap in parts of our EMEA region. Increasing the number of women in leadership roles is key to our pay equity strategy, so we introduced a new leadership development and coaching program for employees who identify as women called The Women Achieve at Anaplan program.

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In today’s fast-changing, dynamic market, we know that publishing an annual report is not enough. We wanted a way to integrate real-time DE&I metrics into more of our business decisions, so we created an IEB dashboard in the Anaplan platform. Like many other organizations, we review our financial, go-to-market and product metrics continuously, but we weren’t doing the same with our workforce. When I joined Anaplan in 2021, my team and I made it our mission to make our workforce data more transparent, accessible and consistently leveraged to inform decision making across the business. Workforce data from across Anaplan’s HR systems integrate and feed into the IEB dashboard in real time, creating a streamlined and automated process for analyzing data at multiple intersectional points. The dashboard makes it possible for us to include a real-time workforce demographic profile page in Anaplan’s quarterly business review, enabling healthy conversations about our progress and challenges and helping my team create the business case for investments in programs that will drive outcomes.

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You can read our full Diversity, Equity and Inclusion report here. This first report is just the beginning, and in the coming years, we anticipate it will evolve to share more metrics and stories about our people, culture and partnerships. Our report is just one stepping stone in our IEB roadmap, but it plays a foundational role in driving a sustainable strategy. While this work never ends, I am excited for the path forward.

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Media contact: press@anaplan.com.

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多样性、公平、包容和归属感对anplan的业务至关重要，因为它是建立在联系和协作的力量之上的。随着anplan的成长，我们文化的力量对我们的成功越来越重要，随着我们作为一家公司进入下一个篇章，我们希望加快我们的旅程，培养一种每个人都能茁壮成长并做真实自我的工作场所文化。我们知道，真正的进步是不可能取得的，除非我们立足于我们所处的位置，我们需要做的工作是增加代表性，为所有员工创造公平和有益的体验。

这就是为什么我很高兴与大家分享anplan的就职典礼多样性、公平和包容报告．这份报告反映了我们的承诺，即让安普朗成为一个更加多元化、公平和包容的公司，让员工有归属感。我们最近转型成为一家私营公司并没有改变这一点。随着anplan为未来的机遇做好准备，现在是时候公开分享我们的数据，并对我们取得的进展负责。这不仅对我们的员工来说是正确的，对我们的业务来说也是最好的。

有影响力的包容和公平项目最终始于数据，也终结于数据。虽然数据本身不足以推动变革，但它是基础——没有数据，就没有责任。我们的报告概述了我们的包容、公平和归属感(IEB)战略框架;突出我们的项目;并强调了我们需要改进的领域。它分享了截至2022财年末的劳动力数据快照，并将作为未来报告的基准。

在许多领域，我们觉得我们正在创新和取得进步，但也有我们必须改进的领域。在我们的员工队伍中，女性和有色人种的代表性并不是我们想要的。虽然我们每年进行两次薪酬分析和调整以解决差距问题，但我们仍需努力缩小欧洲、中东和非洲地区部分地区的性别薪酬差距。增加女性领导职位的数量是我们薪酬平等战略的关键，因此我们为自认为是女性的员工推出了一个新的领导力发展和培训项目，名为“anplan的女性成就”项目。

在当今瞬息万变、充满活力的市场中，我们知道仅仅发布年度报告是不够的。我们想要一种将实时DE&I指标集成到更多业务决策中的方法，所以我们在anplan平台上创建了一个IEB仪表板。像许多其他组织一样，我们不断地审查我们的财务、进入市场和产品指标，但我们并没有对我们的员工做同样的事情。当我于2021年加入anplan时，我和我的团队将使我们的员工数据更加透明、可访问并始终如一地为整个业务决策提供信息作为我们的使命。来自anplan人力资源系统的劳动力数据可以实时集成并输入到IEB仪表板中，从而创建了一个简化的自动化流程，用于分析多个交叉点的数据。仪表板使我们能够在anplan的季度业务回顾中包含实时的劳动力人口统计资料页面，使我们能够就我们的进展和挑战进行健康的对话，并帮助我的团队为推动成果的项目投资创建业务案例。

你可以阅读我们完整的多元化、公平和包容报告在这里．第一份报告只是一个开始，在未来几年，我们预计它将逐步发展，分享更多关于我们的员工、文化和伙伴关系的指标和故事。我们的报告只是我们IEB路线图的一个垫脚石，但它在推动可持续战略方面发挥着基础作用。虽然这项工作永远不会结束，但我对前进的道路感到兴奋。

媒体联络:press@anaplan.com．