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Business Case: Sara Lee Young Professionals (SLYP) Affinity Group April 10, 2008

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<ul><li>Steering Committee </li></ul><ul><li>Adam Dickens – PMP Help Desk Coordinator – OD COE </li></ul><ul><li>Sarah Hultquist – Analyst, Talent Acquisition </li></ul><ul><li>Jason Laws – Employee Involvement, Community Investment </li></ul><ul><li>Saverio Spontella – Assistant Brand Manager - Marketing </li></ul><ul><li>Nick Statler – Senior Manager HR </li></ul>SLYP Introduction <ul><li>Potential Executive Sponsors </li></ul><ul><li>Tom Hayes </li></ul><ul><li>Melissa Napier </li></ul><ul><li>Jon Harris </li></ul>

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Executive Sponsor <ul><li>Potential Executive Sponsors </li></ul><ul><li>Tom Hayes – President of Foodservice </li></ul><ul><ul><li>Very enthusiastic </li></ul></ul><ul><ul><li>Technologically savvy </li></ul></ul><ul><ul><li>Enjoys innovation </li></ul></ul><ul><li>Melissa Napier – SVP Internal Audit </li></ul><ul><ul><li>Youngest executive </li></ul></ul><ul><li>Jon Harris – SVP Global Communications </li></ul><ul><ul><li>Strong ties to young professionals </li></ul></ul><ul><ul><li>Young at heart </li></ul></ul><ul><ul><li>Endless energy </li></ul></ul><ul><ul><li>As a steering committee, we intend to select our executive sponsor via an interview process. During each candidate’s interview we will assess: </li></ul></ul><ul><ul><li>Their desire to be our sponsor </li></ul></ul><ul><ul><li>Their availability to be our sponsor </li></ul></ul><ul><ul><li>Passion for our cause </li></ul></ul><ul><ul><li>Overall potential to drive SLYP </li></ul></ul>

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<ul><li>“ Age is an issue of mind over matter. If you </li></ul><ul><li>don't mind, it doesn't matter.” </li></ul><ul><li>- Mark Twain </li></ul>

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Summary

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The Millennial Generation <ul><li>Mature (Veterans, Silent Generation) Born 1909-1945 16% Baby Boomers Born 1946-1964 26% Generation X (Xers) Born 1965-1977 22% Generation Y (Millenials, Echo Boomers) Born 1977-1995 36% </li></ul>The age range of the U.S. workforce spans approximately 60 years and is usually broken out into the following categories: SLYP

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The Millennial Generation <ul><li>Generation born between 1977 and 1995 </li></ul><ul><li>Seventy-five million in the US </li></ul><ul><li>By 2015, Millennials will make up one-third of the electorate </li></ul><ul><li>The Millennial generation is the most educated generation in history </li></ul>SLYP

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The Millennial Generation <ul><li>Characteristics and Values of the Millennial Generation </li></ul><ul><li>in the Workplace </li></ul><ul><li>Team-oriented environment </li></ul><ul><li>Sense of achievement/recognition </li></ul><ul><li>A company that has community service/volunteer programs </li></ul><ul><li>Mentoring, coaching, and feedback </li></ul><ul><li>A defined career-path </li></ul><ul><li>Value work content over money </li></ul><ul><li>Loyal and hardworking when see value in tasks </li></ul><ul><li>Want connection to others, especially other millennials </li></ul>SLYP

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Key Issues <ul><li>Our workforce is rapidly aging, as a nation and a company </li></ul><ul><li>Sara Lee rarely utilizes the opportunity provided by entry-level positions </li></ul><ul><li>Young employees in the CPG industry perceive a lack of career opportunity </li></ul><ul><li>Sara Lee has opportunity to include lower level employees in succession planning </li></ul><ul><li>Sara Lee has an opportunity to better engage young professionals </li></ul>

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Develop Young Talent = (+) bottom line <ul><li>Organizations that develop talent internally realize a positive ROI through: </li></ul><ul><ul><li>Effective succession management </li></ul></ul><ul><ul><li>Stronger employee development </li></ul></ul><ul><ul><li>Higher employee engagement and retention </li></ul></ul><ul><ul><li>Lower recruiting costs </li></ul></ul>

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Benefits of Developing Talent Internally Total Cost of Turnover for Various Positions

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Addressing a shrinking workforce Workforce by Age, 2006 <ul><li>The workforce will continue to shrink over the next few years as the Baby Boomers reach retirement. </li></ul>In addition to the rapid growth rate of older individuals still in the workforce, the retirement of the Baby Boomers will cause the percentage of U.S. retirees per worker to rise by more than 52% by 2025 Workforce Projections, 2006-2016

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Working Effectively Across Lines of Difference <ul><li>The good news is that the differences among the generations aren’t as wide as they may seem at first. </li></ul><ul><ul><ul><li>Where there are differences, generations can learn from each other. </li></ul></ul></ul><ul><li>Mixing generations makes good business sense. </li></ul><ul><ul><ul><li>Studies have shown that a diverse mix of genders, ethnic backgrounds, and ages in senior management teams corresponds to superior corporate performance . </li></ul></ul></ul><ul><ul><ul><li>One study with more than 1,000 executives found that organizations that include senior managers under the age of 40 show a greater success pattern than those with exclusively older top executives. </li></ul></ul></ul>

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Loss of Young Professionals <ul><li>Young Professionals leave before they get the chance to be promoted </li></ul>Most Frequent Reasons that Employees in the Consumer Goods Industry Leave their Job (U.S. Employees Ages 23-29, N=29) Reason for Leaving Percent of Participants Indicating Reason Was a Contributing Factor in Their Decision Insufficient opportunities for career advancement 55.2% Poor people management 41.1% Insufficient personal development opportunities 37.9% Insufficient work/life balance 31.0% Total compensation not competitive 31.0% n = 826

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Background <ul><li>In fall 2007 we met with a few potential stakeholders (i.e. HR, Minority Forum, Women’s Network and Recruiting) </li></ul><ul><li>In January 2008 we had a kick-off meeting to gauge interest and had 35 people show up </li></ul><ul><li>Since January we formed a steering committee to create the business case we are presenting today </li></ul>

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Why create an Affinity Group? <ul><li>Great Benefits </li></ul><ul><ul><li>Affinity networks are advantageous for recruitment efforts, “providing a built-in comfort zone for diverse new hires. Candidates get the feeling that they can come here and immediately have a group of people they have a lot in common with.” </li></ul></ul><ul><li>Affinity groups play a direct role in recruitment </li></ul><ul><li>Affinity groups can boost organizational competitiveness by providing valuable insight into the needs and wants of certain segments of the marketplace. “Look at them not just as employees but as potential customers.” </li></ul>

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Benefits for Young Professionals <ul><li>Allows YP to interact with others they normally wouldn’t have contact with </li></ul><ul><ul><li>Fosters a holistic understanding of the business </li></ul></ul><ul><ul><li>Better able to meet business objectives through cross-functional relationships </li></ul></ul><ul><li>Creates environment that allows YP to “bring their whole selves to work” </li></ul>

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Who We Are <ul><li>The SLYP Affinity Group targets employees of the Millennial Generation, but is open to all </li></ul><ul><li>non-union employees who support our efforts. </li></ul><ul><li>Regular Members: members of the identified constituency (i.e. Millennials) </li></ul><ul><li>Associate Members: individuals that support the mission of the group </li></ul>SLYP

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SLYP Mission ATTRACTS Young Talent DEVELOPS Young Talent <ul><li>Collaborate with HR and managers when building training and development programs </li></ul><ul><li>Partner with professional organizations to keep up to date with best practices </li></ul><ul><li>-Provide valuable viewpoints on company projects and policies </li></ul><ul><li>Implement social networking events </li></ul><ul><li>Create programming in line with Young Professionals’ values </li></ul><ul><li>Provide an added vehicle for young innovative ideas </li></ul><ul><li>Serve as a resource for marketing when targeting millennials </li></ul><ul><li>Make Sara Lee a sought after place of employment for young professionals </li></ul><ul><li>Increase awareness and serve as a resource for research on hiring young talent </li></ul><ul><li>Communicate the value of hiring young professionals </li></ul>Sara Lee Young Professionals Mission To provide a voice for Sara Lee Young Professionals and to foster a culture that: RETAINS Young Talent

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The Millennial Generation - Diversity <ul><li>The network of SLYP is directly aligned with our organizational goals for driving a diverse culture. </li></ul><ul><li>Millennials are the most diverse generation in history </li></ul><ul><ul><ul><li>61% White </li></ul></ul></ul><ul><ul><ul><li>17% Hispanic </li></ul></ul></ul><ul><ul><ul><li>15% Black </li></ul></ul></ul><ul><ul><ul><li>4% Asian </li></ul></ul></ul><ul><ul><ul><li>In comparison 84% of Americans over the age of 65 are white </li></ul></ul></ul>SLYP

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What We Bring To The Table <ul><li>Expansive pool of networks </li></ul><ul><ul><li>Recruitment </li></ul></ul><ul><ul><li>Professional trends </li></ul></ul><ul><li>A new “voice” </li></ul><ul><li>Innovation </li></ul><ul><li>Help drive business results </li></ul><ul><ul><li>Help better reflect our customer base (e.g. Ballpark) </li></ul></ul><ul><ul><li>Partner with HR/D&I long term strategies </li></ul></ul><ul><li>Enthusiasm! </li></ul>

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Looking to the Future <ul><li>Potential Partnerships: </li></ul><ul><ul><li>Existing Affinity Groups </li></ul></ul><ul><ul><ul><li>Sara Lee Women’s Network </li></ul></ul></ul><ul><ul><ul><li>Minority Forum </li></ul></ul></ul><ul><ul><ul><li>GLBT </li></ul></ul></ul><ul><ul><li>Sara Lee Community Investment and Foundation </li></ul></ul><ul><ul><li>Recruitment </li></ul></ul><ul><ul><ul><li>Campus Recruiting – Go back to your Alma Mater! </li></ul></ul></ul><ul><ul><ul><li>Mentoring Program for recently recruited college grads </li></ul></ul></ul>SLYP

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Looking to the Future <ul><li>Potential Programming: </li></ul><ul><ul><li>Kick-off in DG with Senior Leaders and all interested in membership </li></ul></ul><ul><ul><li>Speaker Events </li></ul></ul><ul><ul><ul><li>Your role as a young professional at Sara Lee </li></ul></ul></ul><ul><ul><ul><li>Managing your finances and investments </li></ul></ul></ul><ul><ul><ul><li>How to build your personal network </li></ul></ul></ul><ul><ul><ul><li>How to give yourself a competitive edge </li></ul></ul></ul><ul><ul><li>Professional Events (possibly in tandem with other organizations) </li></ul></ul><ul><ul><li>Philanthropic Events (PPP projects) </li></ul></ul><ul><ul><li>Social Networking Events </li></ul></ul>SLYP

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Steps to creating an environment conducive to Young Professionals: <ul><li>Steps to creating an environment conducive to </li></ul><ul><li>Young Professionals: </li></ul><ul><li>Create awareness of SLYP within company </li></ul><ul><li>Educate hiring managers on the value of hiring young professionals by replacing the practice of buying talent </li></ul><ul><li>I ncorporate young professional viewpoints on company projects and policies </li></ul><ul><li>Work to drive definition of career paths to the lowest level in the company </li></ul><ul><li>Translate SLYP values into an enhanced recruitment process </li></ul><ul><li>Provide young professionals leadership development opportunities </li></ul>

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Take-Aways

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<ul><li>&quot;The real voyage of discovery consists </li></ul><ul><li>not in seeking new landscapes, </li></ul><ul><li>but in having new eyes.&quot; </li></ul><ul><li>- Marcel Proust </li></ul>

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<ul><li>Thank you! </li></ul>

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Appendix

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<ul><li>“ Business Case: Creating a GLBT Network”. Sara Lee GLBT. July 2007 </li></ul><ul><li>CNNMoney.com </li></ul><ul><li>YoungVoterStratgies.org </li></ul><ul><li>USATODAY.com </li></ul><ul><li>Corporate Leadership Council </li></ul>SLYP Works Cited

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Connecting Across Generations <ul><li>24/7 </li></ul><ul><li>Capacity for multi-tasking </li></ul><ul><li>Global connections </li></ul><ul><li>Goal and achievement orientation </li></ul><ul><li>Competitive </li></ul><ul><li>Civic-minded </li></ul><ul><li>Open-minded on diversity </li></ul><ul><li>Desire for structure </li></ul><ul><li>Entrepreneurial </li></ul><ul><li>Independent </li></ul><ul><li>Thrive on diversity </li></ul><ul><li>Desire high levels of responsibility </li></ul><ul><li>Constantly looking for creative outlets </li></ul><ul><li>Quickly move on if employers fail to meet needs </li></ul><ul><li>Impatient </li></ul><ul><li>Value personal growth </li></ul><ul><li>Want to be involved </li></ul><ul><li>Team orientation </li></ul><ul><li>Value company commitment and loyalty </li></ul><ul><li>Believe in sacrifice for success </li></ul><ul><li>Uncomfortable with conflict </li></ul><ul><li>Follow tradition and status quo </li></ul><ul><li>Favor obedience over individualism </li></ul><ul><li>Understand how to “make do” </li></ul><ul><li>Age = seniority </li></ul><ul><li>Advancement through hierarchy </li></ul><ul><li>Command and Control </li></ul><ul><li>Sense of duty and honor </li></ul><ul><li>Natural leaders </li></ul>Work styles <ul><li>OKC bombing </li></ul><ul><li>Columbine </li></ul><ul><li>9/11 </li></ul><ul><li>Iraq </li></ul><ul><li>Corporate scandals </li></ul><ul><li>Internet </li></ul><ul><li>Play Station and X-Box </li></ul><ul><li>Demolition of Berlin Wall </li></ul><ul><li>Challenger disaster </li></ul><ul><li>O. J. Simpson </li></ul><ul><li>Clinton sex scandal </li></ul><ul><li>Dot-com boom and bust </li></ul><ul><li>Nintendo </li></ul><ul><li>Vietnam war </li></ul><ul><li>Civil Rights </li></ul><ul><li>Assignations of JFK, MLK and Robert Kennedy </li></ul><ul><li>Man on the moon </li></ul><ul><li>Watergate </li></ul><ul><li>Television </li></ul><ul><li>Women’s liberation </li></ul><ul><li>Sexual revolution </li></ul><ul><li>Great Depression </li></ul><ul><li>WWII </li></ul><ul><li>Holocaust </li></ul><ul><li>Hiroshima </li></ul><ul><li>Radio and movies </li></ul>World events <ul><li>Older parents </li></ul><ul><li>Family vacations </li></ul><ul><li>Dining out </li></ul><ul><li>Children of divorce </li></ul><ul><li>Latch-key kids </li></ul><ul><li>Increase in divorce rate </li></ul><ul><li>Dual-income families </li></ul><ul><li>Family focused </li></ul><ul><li>Single income household </li></ul>Family focus 1981 – 2000 1965 – 1980 1946 – 1964 1922 – 1945 Born between Echos, Nexters, Generation Y Baby bust X’ers The Me Generation The Sandwich Generation The Silent Generation, Traditionalists, Seniors Also known as Millenials Generation X Baby Boomers The Veterans Characteristic

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Connecting Across Generations (cont’d.) <ul><li>Tuition reimbursement </li></ul><ul><li>Flexible spending accounts for dependent care as opposed to retiree medical coverage and long-term insurance </li></ul><ul><li>Flexible and portable </li></ul><ul><li>401K saving rather than pensions </li></ul><ul><li>Flexible health insurance options </li></ul><ul><li>Assistance with repayment of student loans </li></ul><ul><li>Visible and short-term savings plans </li></ul><ul><li>Financial education programs </li></ul><ul><li>Expand EAP programs to address child care, elder care, single-parent families and sandwich families </li></ul><ul><li>Include financing of long-term custodial care </li></ul><ul><li>Expand medical benefits beyond managed care </li></ul><ul><li>Innovative return-to-work programs following medical LOA </li></ul><ul><li>Flexible working environment </li></ul><ul><li>Health and wellness programs </li></ul><ul><li>Gym facilities and health club benefits </li></ul><ul><li>Lifelong learning opportunities </li></ul><ul><li>Broaden EAP programs to include grief counseling </li></ul><ul><li>Part-time opportunities </li></ul>Benefits desired <ul><li>High levels of diversity </li></ul><ul><li>High levels of responsibility </li></ul><ul><li>Manager quality </li></ul><ul><li>Independence in making decisions </li></ul><ul><li>Creative input </li></ul><ul><li>Rapid results </li></ul><ul><li>Flexibility in work hours </li></ul><ul><li>Unique work experience </li></ul><ul><li>Professional interests rather than company interests </li></ul><ul><li>Require signs of employer commitment to develop loyalty </li></ul><ul><li>Teamwork and duty </li></ul><ul><li>Group discussions </li></ul><ul><li>Increased responsibilities </li></ul><ul><li>Respect </li></ul><ul><li>Recognition </li></ul><ul><li>Honoring long-term value to the company </li></ul><ul><li>Personal touch </li></ul><ul><li>Handwritten notes as opposed to email </li></ul>Motivated by <ul><li>Value honesty and integrity in leaders </li></ul><ul><li>Desire challenge, growth and development </li></ul><ul><li>Want to work with people they “click” with </li></ul><ul><li>Enjoy fun and somewhat irreverent workplace </li></ul><ul><li>Want to be treated with respect for ideas </li></ul><ul><li>Work/life balance is key </li></ul><ul><li>Mobile and flexible </li></ul><ul><li>Computer savvy </li></ul><ul><li>Desire immediate feedback </li></ul><ul><li>Desire honesty </li></ul><ul><li>Enjoy variety </li></ul><ul><li>Learn by doing </li></ul><ul><li>Learn visually; need visual stimulation </li></ul><ul><li>Prefer casual dress </li></ul><ul><li>Tend to focus on results </li></ul><ul><li>Want work to be fun </li></ul><ul><li>Seek opportunities for emotional fulfillment and meaning in their lives </li></ul><ul><li>Believe achievement comes after paying one’s dues </li></ul><ul><li>Like to mentor others </li></ul><ul><li>Honest </li></ul><ul><li>Straightforward </li></ul><ul><li>Tactful </li></ul><ul><li>Loyal </li></ul><ul><li>Hard workers </li></ul><ul><li>Dependable </li></ul>Employment characteristics Millenials Generation X Baby Boomers The Veterans Characteristic

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Trends in Promotion Organizations promote approximately 10.5% of their workforce annually. Figure 3: Time on the Job Needed to be Eligible for Promotion (N=1145)

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Networking <ul><li>Young Professionals provide a large pool of referrals and other networking opportunities </li></ul>Channels Most Used and Trusted by Employees Ages 23-29 in the Consumer Products Industry: Most utilized channels Most trusted channels 1. Non-targeted, third party online site 1. Current employee of the organization 2. Magazines or newspapers 2. Use of the organization’s products or services 3. Organization Website 3. Friends/family 4. External search firm 4. Job ads through a non-targeted, third party online site 5. Friends/family 5. Organization website