Mack Institute PresentationDebbie Lynch November 9 2018

Introduction to

AnsellEvery day millions of people aroundthe world depend on Ansell in theirprofessional and personal lives.

With Ansell they always know they are protectedand can perform better – because our categoryexpertise, innovative product, trusted brandsand advanced technology give them peace ofmind and confidence that no other company candeliver.

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LEADERSHIP VISION MISSION VALUES

$1.5B* global & innovative market

leader specializing in safety products &

solutions in a highly fragmented $15B

market

To be the world’s best at providing safety

solutions to customers globally, by helping customers use our

leading products and services to achieve better results while

operating safely

Providing innovative solutions for safety,

well-being and peace of mind, no matter

who or where you are

• Integrity• Trustworthiness• Agility• Creativity• Passion• Involvement• Teamwork• Excellence

Ansell is a Safety Company

*Based on FY18 results for HGBU & IGBU

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Ansell – A Global Leader in Protection Solutions

INDUSTRIAL HEALTHCARE

MECHANICAL>$400m

CHEMICAL>$250m

EXAM & SINGLE USE~$400m

SURGICAL & HSS>$250m

LIFE SCIENCES>$100m

* F18 continuing Adjusted EBIT margin excludes transformation costs and impact of change to useful life on development costs to generally expense as incurred.

$774M Revenue16%* EBIT Margin52% of total

Sales $716M Revenue12%* EBIT Margin48% of total

Sales

$1.5B Revenue / 13%* EBIT Margin

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Our Global Presence in Manufacturing

Ansell manufacturing is a source of competitive advantage with continued investments under way. Ansell’s 13 manufacturing plants support our large sales force to deliver value to the user.

- Malaysia- Vietnam- Korea- China- Thailand

- Sri Lanka- Mexico- Portugal- Lithuania- Brazil

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Our Commitment to the Growth of People

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eLearning Facilitated Learning Leadership Mind/Body Wellness

Facilitator by J&J’s Human Performance Institute, Corporate Athlete is a 1-day program to help drive engagement and performance through effective energy management

Completely digital approach (online app) for creating the daily habit of

mindfulness

Online source for all home grown eLearning programs on topics such as compliance, unconscious bias,

and mentoring

Discounted access to eCornell learning programs

Skillsoft is Ansell's primary source for eLearning including online

courses on leadership techniques, communication skills, and project

management

• A 3-day program facilitated by Wilson Learning with pre-work and post-work

• Primarily targeted at people managers

• Available in Thai, Chinese, Spanish, Portuguese

• 6-day program delivered over six months, with each day followed by a day of on-site coaching

• Primary audience is plant supervisors

• Available in Sinhalese, Thai and Bahasa with 3rd party facilitators for Sri Lanka and Malaysia

Leadership Competencies support a development discussion between

employee and manager and will be further integrated into performance

management and selection

A feedback program that’s provides comprehensive development

feedback aligned to our Leadership Competencies. Available in

Spanish, Portuguese and Chinese

We empower employees to travel with confidence and

receive important updates.

Global Supervisor Program

Global Manager Development

The Women’s Leadership Forum (WLF) helps to provide women with

the tools needed to develop in preparation for larger roles.

Leadership Competencies

Ansell360

LDPAnsell partners with Wharton to bring in graduate students for a customized leadership development program

Ansell is Continuing Our Commitment in Corporate Social Responsibility/Sustainability

CORPORATE SOCIAL RESPONSIBILITY

“Corporate Social Responsibility is the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of the local community and society at large.”

-- World Business Council for Sustainable Development

To lead our industry in responsible environmental, social (Human Rights and Community) and governance (ESG) practices, demonstrating our commitment to sustainable growth.

Our ESG principles fundamentally underpin the way we conduct business globally and how we build relationships with our stakeholders.

As Ansell moves beyond certification to continuous self-improvement, we find inspiration in meeting the safety needs of our customers and in making positive contributions to our stakeholders.

ANSELL CSR MISSION

CSR MATURITY

ANSELL PHILANTHROPY PARTNERSHIPS

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Talent Management in Shifting Markets

• Source: October 2018 Gartner ReimagineHR conference

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The Global Talent Crunch

• Source: Korn Ferry, the global talent crunch. https://infokf.kornferry.com/rs/494-VUC-482/images/Korn_Ferry_The_global_talent_crunch.pdf?mkt_tok=eyJpIjoiTkdRMk1UVm1NRFU0WkdFdyIsInQiOiJaUUw1bW9yemVGSmx6Qk84ME1uS3ZER2huZnhBUFRVSTFPWGxSKys3U0tlUGhvSWR5QTZZbHA3OWpCUTV5bkZaSFdtOE1SYUlRWTg4Wk11NmNSQWdYY09rWjM0dVdrbGczVUxHWStKczZibHZaK0tNOU82XC9TUWprMndGNkp6bTYifQ%3D%3D

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Acute global talent shortages are clearly a looming threat,and they’re driven by a shortage of skills rather than ashortage of people.

Hierarchy and Networks Will Co-Exist

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Rutgers, SMLR Center for HR and Leadership development

Traditional Hierarchy

Leadership In a the Digital Age

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Our leaders will need to think, act and react differently in a digital world (Deloitte)

Cognitive Transformation BehaviouralTransformation Emotional Transformation

Conceptualizing possibilities in a virtual world

Adapting to constantly shifting power and influence

Tolerating an environment with risk and ambiguity

Handling ever increasing cognitive complexity

Collaborating with easeacross many different teams

Showing resilience in face of constant change

Making decisions quickly without all information Try, fail, try again

Having the confidence to take the lead in driving

change

Talent in the Digital Age

• Identifying the new roles and skills needed- By 2025, 75% of the workforce will be millennials (1)

- Do we currently have the critical talent we need to execute on our business strategy?- Buy, Build or Borrow the talent?- What skills do we need to preserve, enhance, eliminate or add?- How do we reskill the workforce to fill the new roles we need?

• Opportunities to Embrace- Onboarding Excellence, frequent feedback- Challenging work assignments, visibility to key leaders, flat structures, networks- Development on-the-job, discussion and action planning on career gaps, knowing

career aspirations- Internal mobility for key, complex roles, build the bench with university talent- Recognition & Rewards- Flexible workforce and workplace- Diversity & Inclusion- AI and analytics

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1. Source: Andrew Nash, “National Population Projections: 2016-Based Statistical Bulletin,” Office for National Statistics, 26 October 2017

Let’s have a dialogue

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