(2021年4月)

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行动计划及跟进:

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，我们确保每个招聘广告都使用中性语言，并包括我们明确的多样性和包容性声明。ananplan寻求雇佣最优秀的人，他们是文化的补充者，能够全身心投入工作。我们将继续审视我们的人才招聘专业人员的最佳实践，并相应地更新培训。我们支持这一目标的另一种方式是确保我们的面试官和评估人员尽可能实现性别平衡。

我们将继续使用Textio，这是一个增强写作平台，旨在建议中性语言，并在招聘过程中生成一致和包容的职位描述。这些工具创造了一个可靠的结构，促进了一致性和性别平等。

anplan是Paradigm for Parity®的参与者，Paradigm for Parity®是一个由首席执行官、高级管理人员和商业学者组成的联盟，致力于在企业界实现一种新的规范，即所有性别都拥有平等的权力、地位和机会。你可以在对首席执行官Frank Calderoni的采访中了解更多关于我们的“平等范例”承诺在这里他说，我们做出这一承诺是因为“女性和非二元或非性别认同的人应该在每一张桌子上都有一席之地，让他们的声音被听到。”我们坚信，积极解决招聘中的偏见问题是缩小性别薪酬差距的一步。

阿纳潘还认识到，技术领域历来由男性主导，增加女性进入并留在该领域的人数可以解决人才库中的短缺问题。

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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去年，我们承诺为女性晋升高级领导职位创造职业道路和机会，并在各级留住人才。我们已经看到了四分之一的正增长，越来越多的女性晋升到更高的职位。然而，作为我们增长的副产品，以及由于“大减员”而在就业市场上的自然流动，每个四分之一的女性比例仍然明显失衡。特别是在最上面的四分之一，自去年以来，这一类别的女性员工减少了2.2%。我们计划与管理人员和人才招聘团队密切合作，解决全球范围内较高级职位性别多样性不足的问题，并实施结构化反馈和职业发展支持。

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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我们已经确定了在Anaplan内部员工生命周期中不可或缺的关键利益相关者，他们承诺随着时间的推移缩小差距——他们的签名和角色包括在下面。除了这些现有的利益相关者，我们认识到这项工作需要问责制、承诺和动力，并聘请了我们的第一位首席多元化和包容官，以跟踪和支持我们的行动计划。

我们承诺继续审查和推行新的方案和政策，鼓励妇女和不同群体在各级的代表和参与。作为一家致力于解决性别薪酬差距的公司，我们与女性利益网络(WIN) ERG密切合作，与我们的员工和领导层跨职能合作，实施最佳实践。

我们与高层领导团队进行了试点文化分析，确立了明确的原则和行为。这些结果有助于指导我们识别和解决导致性别薪酬差距的因素，并继续在我们的文化中建立包容、公平和归属感。

我们期待着继续迈向性别平等的旅程，并报告我们认为这是纳入anplan的关键一年。