• We are dedicated to increasing diversity within Learning & Development • The L&D team partnered with key business areas our workforce. We want to be able to measure to ensure both a change management journey and progress and have a clear ambition to increase our Developing our people is a primary focus and one of competence across our organization for the most representation of women in our workforce by 1 to our core competencies. Our learning portfolio includes transformational product launch in our company’s 2 percent points year-on-year. This has led to a both user-generated content and formal learning history. Our Nuron Learning Journey won two current proportion of 28 percent of women in our journeys to convey performance-based knowledge different 2023 Brandon Hall Group Awards – GOLD workforce. and application, as well as a predominant focus on for Best Learning Program Supporting a Change learning on the job. The content on our internal learning Transformation Business Strategy, and SILVER for • We believe in fair end equitable compensation. While platform, which has an average of 61,500 views per Best Unique or Innovative Sales Training Program. we consider objective criteria, we do not tolerate week, is largely written by more than 1,200 team discriminatory measures. In 2023, we conducted members across all functions. More than 1,300 team • In 2023, we ran 57 leaders through a new program. our second equal pay analysis, extending our scope members act as community managers to engage with Leading Leaders prepares our Level 5 leaders for to cover all Hilti colleagues worldwide and focusing learners and ensure the transfer of knowledge. the additional challenges that they encounter in on gender in all markets and on ethnicity in the their roles. The course included both theoretical and markets where the data was available. The results • By supporting our team members’ development, practical segments, such as leading an organization have placed us on par with other highly regarded we live up to our ambition to promote more than through business acumen and developing a strategic multinational organizations. Overall, Hilti’s global 80 percent of our team leaders from within. view, eliminating the tendency of leaders to do equal pay gap is 2.46 percent, with our largest Over decades, the Hilti Group’s success is strongly too much work themselves, in昀氀uencing through entities having a gap below 2 percent, and we are connected to our long-term stability in key leadership networking and leading change. closely examining any individual disparities and roles and succession planning. taking proactive steps to rectify them. • In 2023, WIN became embedded in every region. • In preparation for the launch of our new strategy, WIN is designed to support new team members Lead 2030, we held interactive, company-wide throughout their 昀椀rst year, creating deeper bonds training sessions for all our team members. Ignite to Hilti, each other and customers. The WIN model Lead 2030 is an in-person learning session that gives focuses on prioritizing bonding our team members team members the chance to explore, understand, to Hilti, helping them to become engaged, con昀椀dent discuss and internalize our Lead 2030 strategy. and customer-focused account managers.