LGBT LeadershipFrankfurt, October 20, 2017#DiversityatSAP #LifeatSAP #RunProuder

Miguel Castro

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Inclusion increases Customer Satisfaction, drives EmployeeEngagement, and inspires Innovation

85% CEOs whose organizationshave a diversity and inclusivenessstrategy say it’s enhanced performance.PwC, 18th Annual Global CEO Survey

35% Ethnically diversecompanies more likely tooutperform their peersMcKinsey analysis

+3% Companies that embracepro LGBT policies outperform thosewithout them in the stock marketCredit Suisse ESG Research

350million people withdisabilities to enter the workplaceover the next 10 yearsGartner Maverick Research

36% digital leadersmore likely to link financialperformance to diversityOxford Economics

$12 trillion added toglobal economy if gender equityachievedMcKinsey

23% digital leadersmore likely to value diversityand inclusion as key tosuccess

Oxford Economics

Managers most impact employee engagement via diversity and inclusion. (Catalyst)A 1%-point increase in Employee Engagement results in an operating profit impact of € 35 - 45 million (BHCI)

25% The Diversity Inc.Top 50 companiesoutperform stock exchangeperformance by an average of25%.Diversity Inc.

48% Higher operatingmargins generated by genderdiverse management teams.McKinsey

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thousand + SAPemployees in

150+ countries

87

thousand + customersin 180+ countries

355plus SAP colleagues

employed via theAutism at Work

program

130plus nationalities ofSAP employees in

130+ countries

150 33percent womenin the workforce

5generations of

workers creatinga new dynamic

percent womenin leadership

25percent of SAP

employees embraceworkforce diversity

87

* October 2017

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SAP‘s Purpose:Help the world run better and improve people‘s lives

SAP‘s Promise:Drive continuous innovation to help our customers run at their best

SAP‘s Global Diversity & Inclusion Strategy:Enabling people, processes and technology to ensure a bias-freebusiness

What we stand for

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SAP Diversity & Inclusion Portfolio

Gender Intelligence Cross-GenerationalIntelligence Culture & Identity Differently Abled

PeopleCross Topics &

Enablement

Employee NetworkGroups Culture and Ethnicity LGBT Community

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LGBT Inclusion also increases Customer Satisfaction, drivesEmployee Engagement, and inspires Innovation

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LGBT D&I at SAP

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LGBT D&I at SAP

Germany

Netherlands

UK

Spain

US

Mexico

Brazil

Australia

Philippines

Fórum de Empresase Direitos LGBT

I’m an LGBT Ally

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Human CapitalManagementTechnology

Using SAP SuccessFactorstechnology to drive BusinessBeyond Bias

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LEADERSHIP TRUST

At SAP, we need leaders who embody the SAP Leadership Principles;who drive business and people performance to achieve ONE SAP andbecome the most innovative cloud company powered by SAP HANA.

LEADERSHIP PRINCIPLES

Ensure Customer Success Drive SimplicityDevelop Amazing Talent

LEADERSHIP CULTURE AT SAP

Accelerate BusinessTransformation &

Performance

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Leadership development is ajourney, not an event.

Leadership DevelopmentRoadmaps: tailored to theresponsibility anddevelopment needs ofleaders at every level:• Aspiring leaders• First level leaders• Mid level leaders• Executive level leaders• Global and Senior

Executive Team leaders

LEADERSHIPDEVELOPMENTROADMAPS

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LEADERSHIP EXERCISE (1)

1. Self-Reflection: What have been the “ups” and “downs” in your life so far?

2. Self-reflection: How important was your LGBT identity in these moments?

3. In groups: Share among each other your reflection (to the extent that you feelcomfortable) – And choose one from the group to share with everyone.

4. All: Let’s discuss the outcome.

5. Questions:

1. How did you feel in this exercise? Was it uncomfortable?

2. What did you learn?

3. What would be different if we shared more openly with each other?

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LGBT LeadersSome facts and figures

• According to the UK Office for National Statistics (2013), gay people as:• being better educated, with 38 per cent holding a degree.• more likely to be in managerial or professional occupations – 49 % vs 30 %

for straight workers.

• 41% of US LGBT workers and 72% of senior LGBT executives say theyhave not come out openly at work – Credit Suisse ESG Research, 2016

• “The Lesbian Premium” (WEF 2017): Lesbian women earn more thanheterosexual ones in US (+20%), Canada (+15%), Germany (+11%), UK(+8%), Netherlands (+3%) – but still, same as gay men, less thanheterosexual men in all those countries!

• However, in Australia lesbian women earn 28% less and in Greece 8% less.

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What are the main characteristics of gay leaders?The G Quotient

Learnings from: “The G Quotient. Why Gay Executives Are Excelling asLeaders… and What Every Manager Needs to Know“. By Kirk Snyder.

San Francisco, CA: Jossey-Bass 2006.

5-year study: 1.048 employees of non-closeted gay male executives.

Result in: US-Wide G QuotientEngagement 21% 85.30%

Job Satisfaction 45% 81.39%

Workplace Morale 40% 84.82%

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What are the main characteristics of gay leaders?The G Quotient

The seven principles:

1) Inclusion

2) Creativity

3) Adaptability

4) Connectivity

5) Communication

6) Intuition

7) Collaboration

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Ernesto Marinelli, Senior VicePresident, SAP SE

LGBT Leadership at SAPOut Executives and Future LGBT Leaders

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LGBT Leadership at SAPOut Executives and Future LGBT Leaders

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Leaders 2020: The next-generation executiveBy Oxford Economics for SAP SuccessFactors

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LEADERSHIP EXERCISE (2)

Whose success drives you to give your best at work?

• Your Own

• Your Team

• Your Company

• Your Customers

• The World Based on the exercise shared by DennisLayton at the LGBT@Work Conference2016 at the IE Business School inMadrid

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7 Leadership lessons from the CEO of SAP, Bill McDermottArticle in inc.com

1. Lead with a higher purpose

2. Surround yourself with better people

3. Learn from others, but be authentic

4. Don’t mess up the business strategy

5. Make trust as the linchpin

6. Focus on the root cause of success

7. Remember, it’s a work in progress

Thank you!

Miguel CastroSenior Director, Lead for Culture & IdentitySAP Global Diversity & Inclusion Office

miguel.castro@sap,com@MigCastroP

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A successful Portfolio since 2013 and 2016+

Enabling Business Beyond Bias