RecFest London June 12, 2014

Jennifer Candee, Head of Global Talent Acquisition, SABMiller

The Future of Talent – A Call to Action for Talent Leaders

© SABMiller plc 20062

70,000+employees in SABMiller group

200+brands owned across six Continents across 80 countries

US$6.45 billion

Group EBITA for the year ended31 March 2014

US$26.72 billion

Net producer revenue 31 March 2014

315mHectolitres of beer produced

Who we are – scope of our operations

2nd largest global brewer Top 20 company listed on both LSE and Johannesburg stock exchanges

Every minute of every day, close to 140,000 bottles of SABMiller beer are sold and we have more beer brands in the

world’s top 50 than any other brewer.

© SABMiller 2014

Reduction in the growth rate of the global labour pool from 1.4% to 1% each year

Older workers blocking younger workers

The demographics of the global workforce will shift dramatically over the next 20 years

• Young developing countries will add 30% to the labour force by 2030

• Most of this labour force will be unskilled

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Implication: 13% too few skilled workers globally10% advanced economies; 16% China

Global labour trends

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Low numbers of emerging talent

(STEM)

Functional Succession Gaps

Ageing Workforce / Mass Exodus

(loss of intellectual

capital)

Gender Diversity(Diversity and

Inclusion targets)

What keeps me awake at night?

© SABMiller 2014

Critical skills shortage

• Highly competitive talent environment

• Small equity talent pool drives up remuneration and pay cost

• Vacancies open for long periods of time

• Work redistribution results in fatigue and low morale

• Time to competence extended

• Redirect investments into training & development

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Equity Non equity0

102030405060708090

100

11

29

88

75

Mechanical

Electrical

The South African Talent Landscape Female Engineering Talent across S.

Africa

Engineering Landscape Comparisons:

S. Africa: 1 engineer per 3200 peopleChina: 1 engineer per 130 people

Europe: 1 engineer per 250 people

© SABMiller 2014 6

Gender disparity in STEM?

© SABMiller 2014

Students:

“it’s all about dirty, male, low-paid jobs”

Parents:

Q: how would you feel if your daughter became an engineer?

A: “I’d hope she would have done something better with her life, like become a doctor or lawyer.”

Presentation information in footer 7

Challenging perceptions – haven’t we moved on yet?

McKinsey analysis – Education to employment, Dec 2012

Are young people prepared with the right skills needed for work

today?

Educators:

70% say yes

Employers / Young people:

Less than 50% agree

© SABMiller 2014 9Presentation information in footer

Parallel universes vs. integrated system

Educators

Employers

Youth

Not providing the right work skills

Not aligning / informing educators of skills required

for future

Not being educated about skills pathways. Receive conflicting data

© SABMiller 2014 Presentation information in footer 10

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- McKinsey, Education to Employment: Designing a System that Works, 2012; Changeboard, Feb - April 2014

Commissioned study 1500

interviews youth,

parents, teachers

Launched “School Power”: STEM

Resources

Employee Primary

school visits

National Grid Work Experience Program

Female employee

school visits – break

perceptions

Careers Lab: collaboration of businesses

to partner with

educators

National Grid Program

Career Worlds

© SABMiller 2014 13

SABMiller and University of Nottingham partnership

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Brewing community: what issues would this address?

Maturing demographic of key technical talent with succession gaps

Drive interest of Ph.D. talent to the brewing industry

Graduate talent often not aware of large multinationals like SABMiller could use their expertise within brewing science

Drive understanding and thought expertise

Nuture and engage talent across brewing sector for supernumery, graduate programs, and future talent successors.

Platform to bridge the gap between current brewing programs and to drive expertise of thought

Professor Katherine Smart, University of Nottingham now functions as Group Chief Brewer

of SABMiller.

© SABMiller 2014

• Critical Tipping Point

• Future of Talent is pain point top of boardroom agendas

• Calling on business and talent leaders to influence / build business cases to address broader agenda

• Employers and educators in partnership

• Reverse the stigma of STEM / Apprenticeships, entry level roles

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Call to Action

“we need to stop moaning and take collaborative

action” – Steve Holliday, CEO National Grid

Thank youJennifer CandeeHead of Global Talent Acquisition

Jennifer.candee@sabmiller.comm +44 (0)7919534486 @jennifercandee

uk.linkedin.com/in/jennifercandee