(April 2021)

Action plan and follow up:

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.

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.

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.

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.

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.

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.