Social Responsibility

As part of the company’s commitment to diversity and inclusion, Experian is celebrating Asian Pacific American Heritage Month through May. This article is by Dacy Yee, VP of Marketing and Customer Relationship Management for Experian Consumer Services and executive co-sponsor for Experian’s Asian American Employee Resource Group (ERG). My parents’ story is not unlike any other immigrant story. At 20 years old, they came to the United States from Hong Kong with nothing but a dream for more opportunity and a better life for their family. Their drive and resilience empowered me from a young age. I got my hustle from my dad; he is the hardest-working person I know. Throughout my childhood, he juggled multiple jobs, from working in Chinese restaurants and bagging groceries to becoming a mechanic. He worked his way from mechanic to owner of a gas and service station, often spending early mornings and late evenings opening and closing the shop. I got my toughness from my mom; she always pushed me to be better by making me believe that I was capable, strong and resilient, and by telling me that I could achieve anything I wanted to in life. My parents showed me what courage and determination meant by leaving the familiar in their home country to move here and maneuver a new, unfamiliar culture. They empowered me to work hard and take risks—to always think bigger. Asian Americans have a unique place in history; from the Chinese immigrants working on the railroad in the 1880s to the Japanese WWII internment camps of the 1940s, there’s something to be said about the Asian American story in this country that has only recently been explored in pop culture and entertainment. There’s the quiet, hard work ethic and driven mentality from my parents’ generation that worked so well in certain countries, but a steady drumbeat of wanting to stand out in future generations after that. This has profound implications for professional environments. The generalizations of the silent model minority have been disputed in recent years. Even more so, there’s much to be discussed as to how we carry our past generational habits into the future and how that shapes who we become. The lessons my parents taught me sometimes translate differently and result in the culmination of stereotypes I’ve tried to avoid throughout my career. Putting my head down and working hard might suddenly mean I’m passive. Thinking twice about challenging authority might translate to being soft-spoken or submissive. As an Asian American professional woman, I’m faced with minute-to-minute decisions of when to speak up, when to fight my battles and when to simmer down. There have been studies showing that there is a real “bamboo” ceiling for Asian Americans trying to reach the C-suite level. In fact, Asian Americans are currently the racial group least likely to be promoted to management positions in the U.S., according to a study in the Harvard Business Review. The question is: how do we break through that ceiling? As a company rooted and driven by data, we are constantly looking at numbers in everything we do. This is why we’re hosting a speaker to walk through his findings about what builds and creates this “bamboo” ceiling and how it affects Asian Americans in the workplace. We need to speak up and share our struggles with each other; as part of Asian Pacific American Heritage Month, we’re hosting a panel featuring our own Asian American leaders and professionals to talk about this very issue. To each other, to their colleagues, to their managers and to the larger Experian community. Finally, we’re going to chart the path forward and lead by example. As members of the Asian American ERG at Experian, we’re going to host more skill-building workshops, have open and candid conversations, and keep each other accountable to our stretch goals and ultimately our professional aspirations. As we celebrate Asian Pacific American Heritage Month, there will be an ongoing dialogue of what empowerment means to us in the workplace. Ultimately, regardless of where you come from and how you identify yourself, the resounding lesson is of empowerment; standing up for what you’re passionate about and leading the way for others who will be following in your path.

It’s an exciting time for all of us at Experian. When I became CEO, just over four years ago, we set a clear path to put an even greater focus on our relationship with consumers and how we can help them in their financial journey. Today, as we prepare to launch Experian Boost, we are marking a major milestone in that commitment. There are more than 100 million Americans who don't have fair access to credit today. These consumers are often overlooked by lenders and forced to rely on high interest credit cards and loans. Too often they find themselves stuck in a never-ending cycle in which the best of intentions and the desire for a better financial future clash with reality. At Experian, we know that a credit score is the gatekeeper to better financial opportunities. It can make or break people’s access to the very things that help them thrive in today’s economy like getting a loan for a family car or access to a credit card with a lower interest rate. Unfortunately, many consumers have credit files that are considered too “thin”. And while they may be paying their utility, mobile phone and cable TV bills on time month after month, this responsible behavior hasn’t been acknowledged or rewarded with a higher credit score. Experian Boost changes this scenario and give consumers the credit they deserve. As a business, we want to ensure that as many people as possible can access and participate in the financial system and we believe everyone deserves a fair shot at achieving their financial dreams. Today’s Experian Boost announcement drives our mission forward by giving consumers more control over their credit score. This industry-first online platform will give consumers an opportunity to instantly improve their credit scores by adding positive telecom and utility payment information directly into their credit profile. Experian Boost is free and will be accessible to every credit-active adult in America. We recently briefed Experian’s Consumer Council, a group of 12 leaders from organizations committed to helping consumers on their financial journey, on Experian Boost with great feedback. Here’s what one of the organizations, the Credit Builders Alliance, had to say: “Limited credit activity and history are key barriers for consumers to achieve their financial goals,” said Dara Duguay, executive director, Credit Builders Alliance. “We fully support initiatives that promote financial inclusion and think Experian Boost could play an important role in overcoming that barrier. We look forward to seeing how Experian’s new platform impacts consumers.” Innovations like this and the modernization of an industry don’t happen easily. I couldn't be prouder of our employees who have been working for past three years to make this platform a reality. We are pioneering a bright future for the world of credit with Experian Boost, a product which is emblematic of the innovation culture we foster at Experian. Experian has a fundamental purpose that is shared by colleagues around the world: to strive to be a champion for the consumer. With Experian Boost, we're bringing our purpose to life and we can’t wait to share it with you. To find out more about Experian Boost, please visit: experian.com/boost.

The following is written by Jan Barratt, Experian. We owe everything to the millions who lost their lives in the Great War, fighting for our freedom.  Without their sacrifice, the world we know would be a very different place. This November marks a whole century since the guns finally fell silent on WW1. It’s only fitting we use this landmark anniversary to remember and celebrate everything they did for us. The Games of Remembrance 2018 is an opportunity to do exactly that. Inspired by a generation’s love of football and its ability to unify, The Games of Remembrance harnesses the power of the beautiful game to remind us all of the immense bravery and sacrifice of millions.  We’re proud to sponsor the Games and to play a small part in helping those memories live on and to commemorate the people who lost their lives in the conflict. Furthermore, we’re thrilled that this year’s celebration comes to Nottingham, a place where Sir John Peace, Her Majesty’s Lord-Lieutenant of Nottinghamshire, and the late Eric Barnes built up Experian from its roots almost 50 years ago. Today, we employ more than 2,000 people across the East Midlands region. We’re proud to be sponsoring the Games of Remembrance, and we are proud to be part of the Nottingham community. We remember.

This article is by Michele Bodda, general manager of Experian Mortgage, and co-sponsor of Experian’s PRIDE employee resource group (ERG) Like most of us in the LGBT+ community, my coming out story is more like an unfinished novel than a tightly worded chapter in a book once read and forgotten on a bookshelf. It unfolded over the years. I wasn’t always confident enough to be fully out, but I never pretended to be something I wasn’t. For me, there wasn’t a day of reckoning or a loud declaration. I arrived at this point over the years, and there were two pivotal incidents that served as catalysts for me. First, after working at Experian for several years, a male colleague stunned me when he said his feelings were hurt that I didn’t trust him enough to bring my whole self to work. I was dumbstruck by his frankness and desire to know the real me. And second, I realized I couldn’t ask my children to go through life with two moms confidently and comfortable if I wasn’t truly authentic in every aspect of my life as well. For me, coming out happens again and again. I will always need the quiet confidence to say, “I’m a mom, a daughter, a friend. I’m an executive. And yes, I am gay.” When Experian asked me to lead our company’s LGBT+ ERG, I took a moment of pause. Yes, this was a big decision, but ultimately, drawing on that confidence, it was an easy decision to make. In light of the 30th anniversary of National Coming Out Day on Oct. 11, I want to assure people wondering if acknowledging diversity is significant, it is. The difficulty some of our LGBT+ colleagues face making daily decisions about where they can be fully present aren’t merely insecurities. They are the realities of being LGBT+. No federal law exists protecting the rights of employees from discrimination based on sexual orientation or gender identity in the United States. In 28 U.S. states, employees aren’t afforded state-level protection for sexual orientation, meaning they can be fired for being lesbian, gay or bisexual, and it’s even worse for transgender members of the workforce. The fear is real for many members of the LGBT+ community – but so is the motivation to seek change and create an inclusive workforce in America. Just imagine working in America if everyone felt as safe as I do to bring their whole selves to work? The mental and emotional energy I expended hiding my whole self from my colleagues many years ago saddens me. Could I have bonded with others quicker, positively affecting team performance and achieving goals faster? Could I have helped someone else know it was OK to be fully themselves at Experian and watched them confidently come into work every day? Today, I’m not raising my voice for myself. I’m raising it on behalf of talented LGBT+ employees across the country and to tell business leaders that the economic results they’ll receive by instilling and nurturing inclusion is worth it. According to research presented at Deloitte’s IMPACT 2017 conference, organizations with inclusive cultures are six times more likely to be innovative, six times more likely to anticipate change and respond effectively, and twice as likely to meet or exceed financial targets. It’s the right thing to do. I feel fortunate to have spent the last 20 years at a company that is overt in saying it’s OK to be who you are: You are not only welcomed here, you belong here.

The following is written by Alison Sharp, Experian. Mental illness affects thousands of people in the UK, their friends, families and work colleagues. In fact, one in four of us will be affected by mental health issues at some stage of our lives. It's hard enough to experience mental health problems, without having to face the judgement, shame and isolation that often surrounds it. Today is World Mental Health Day, an opportunity for us, and others, to help raise awareness of mental health issues. However, our work to change the way people think and act about mental health problems doesn’t stop here. I am proud that our MD, Charles Butterworth, signed the Time to Change pledge last month, to help bring an end to mental health discrimination and show our commitment to supporting mental health awareness. Signing the pledge marks the beginning of a shift to make sure well-being and mental health support becomes the norm for us. I believe that the workplace should be an environment where everyone can thrive, no matter who they are. Experian joins the wide movement of more than 800 organisations that have signed the Time to Change pledge, including E.ON, British Gas, Ernst & Young, Transport for London, Royal Mail, Barclays, Shell, Pepsico, the Church of England, Sunday Mirror, Marks and Spencer, WH Smiths and many NHS trusts, universities, and local authorities. At Experian, we are dedicated to making colleagues feel more support and connected to the help we have, as and when they need it. I truly believe that mental health is something that shouldn’t be brushed off or pushed aside and I hope that if you are suffering, or know someone that is, that you have the courage to reach out for support because after all, it is OK to not be OK.

As the owner of one of those increasingly popular voice-controlled assistants, I get a weekly email from the supplier suggesting new things to ask it to do or help with. Rather conveniently, this week’s update arrived this morning and includes the suggestion: “[Hello], can you do maths?”  I use the word ‘conveniently’ because among the various tasks on my to-do list today is ‘write a short blog about numeracy’. So now I have an introduction. Like literacy, numeracy – understanding and being able to apply numbers – is a vital life skill. They are both key foundations of our education from the earliest of ages and go on to support opportunity and achievement throughout our schooling, into the world of work and beyond. Low levels of numeracy in adult life can be a major obstacle to success. Most employers require at least basic maths skills. And if you struggle with numbers, making successful financial decisions about the money that going to work generates will be very challenging. But this is the reality for many adults today. In the UK, almost half of us possess the maths skills expected of an 11 year old. This is according to National Numeracy, a charity that champions the importance of good numeracy and provides tools to help people improve. So when National Numeracy asked Experian to support the UK’s first National Numeracy Day on 16 May we were delighted to say yes. I’m certainly looking forward to working alongside a number of other big brands as well as numeracy ambassadors Rachel Riley and Martin Lewis. It’s a great fit for Experian, a company with a long track record of supporting initiatives designed to help people make successful decisions, particularly around personal finances. Our learning resource Values, Money & Me is already used in primary-school classrooms around the country to help cement good financial habits from an early age. Similarly, millions of adults track the health of their credit with the help of a free Experian account, and use the built-in eligibility features to secure better deals on financial products. Like others, we firmly believe that maths skills and financial success are closely linked, so we’re delighted to be helping support and promote National Numeracy Day. We’ll be encouraging as many people as possible to tackle the National Numeracy challenge and, where necessary, to take follow-up steps to brush up on their maths skills and, as a result we hope, improve their financial futures. Written by: James Jones, Head of Consumer Affairs, UK&I

Promoting a better understanding about how the credit economy works and improving financial awareness, so that people can take control of their financial situation with positive, proactive decisions, is absolutely fundamental to our business strategy. This is encapsulated through our financial education programmes. In partnership with Young Enterprise, we have created 28 Centres of Excellence for schools to support children’s financial education. And through Experian’s Values, Money & Me, we have created the UK’s first free online teaching resource to help children develop their financial knowledge and abilities. Credit Awareness Week is, then, a natural place for us to continue that focus. And to take that conversation more widely, to our industry partners, for us all to consider how we might find better ways of working, and drive better outcomes for our customers. There’s no doubt that we are living through a period of significant financial uncertainty. At times like this it is important that consumers are aware of all the options available to them from a financial perspective. And we believe your credit score is one of the first things you should look at. It’s perhaps surprising then that our annual Credit Awareness Week consumer survey found that public awareness of credit and how it can be used to help with day to day challenges still remains relatively low, despite some signs of improvement – potentially driven by the widespread availability of free score services. The percentage of people who said they know their current credit score went up from 22% to 26%, while 47% have ever checked their credit report, up from 45% last year. However, there is still much misunderstanding coming through. 39% of those surveyed wrongly believe their own credit score can be affected by a previous resident of their address having a poor credit score, while 14% think, incorrectly, that checking their own credit report and score has an impact on their credit rating. More than a quarter (26%) are also wrong to believe having a high income can affect their score, while 14% are incorrect to think checking their own score has an impact. The number of people who believe that the system needs to provide clearer explanation about how the decision was made when credit is refused has also increased. What the results of our poll tell me is that more needs to be done in promoting a better understanding about all the options available, like the existence of eligibility and comparison services which are designed to help empower people shop around for better deals and, where credit is concerned, avoid damaging their score while they do so. So there is work to do in building a better understanding about how credit works, which is something we are committed to and that’s why we are supporting this campaign. To help, Experian and Credit Strategy have launched an improved ‘credit refusal pathfinder’ [add hyperlink] tool, to help guide people who apply for credit and get turned down. I’d encourage everyone, even those of us who think we know this business inside out, to take a look at the tool. And, in the spirit of building greater trust and transparency with our customers, let’s take this opportunity to have a think about what we in the industry can do to make things clearer for people. Helping them understand how lending decisions are made and empowering them to take control of their financial situation and make better, sustainable choices through affordable access to finance.

As any new employee knows, it takes time to adapt to a new company and set of coworkers. I recently joined Experian’s team of 56 employees in the Netherlands office after hearing about the company’s inspiring work in the community. I was eager to get to know each colleague outside of our daily tasks so I could learn what type of CSR projects could work for our office. Luckily, I arrived just in time to participate in a new volunteer partnership with Stichting Present. Stichting Present is an organization that facilitates volunteering programs to support those facing poverty, poor health and social isolation. This new partnership gave my coworkers and I the opportunity to volunteer in the community. During last year’s holiday season, the Experian team collected personal hygiene items such as shampoo and body wash to donate to homeless individuals or those with mental health issues. This past spring, we spent two full days doing renovations for Stichting Leren Doen, a program that teaches at-risk students how to fix and sell bicycles. The students’ program was, by coincidence, moving into Experian’s old office building, so my coworkers and I helped give the place a makeover – we put in new floors, painted the walls, stairs and desks, installed new computers and completed some electricity work. Working together as a team helped us connect on a deeper level as we served those in need. These experiences have given me the opportunity to get to know and appreciate my colleagues better. For example, during the project, I learned that two of my colleagues had bonded with a young woman with autism who was the only female student of Stichting Leren Doen. Although the young woman was reserved at first, she eventually opened up and mentioned that she walked three hours to and from school every day. My colleagues were surprised by this admission and informed the director of the program. Since Stichting Leren Doen is a bike repair education program, the director presented her with a new bike to help shorten her commute. Her face lit up – she loved it. I cannot imagine a more fitting welcome to Experian. Opportunities like these are exactly why I joined the firm and why I am excited for the opportunities ahead. Giving back to the community is a big passion of mine, and I cannot wait to spend more time volunteering and getting to know my colleagues.   Naomi Hardeveld HR Business Partner, Netherlands

Before you read this blog post, I thought providing you with an introduction to who I am might be helpful. My name is Jennifer Schulz and I am a 46-year-old white American woman whose DNA indicates my ancestors originated mostly from Europe with a very small trace from East Asia. I am married to Bob Roback, my partner in life. I am the mother of two incredibly active boys, ages 8 and 5. I am the bonus mom to our daughter (20) and son (soon to be 18). I am a sister, daughter and friend. I am also the very proud leader of Experian’s Health, Auto and Targeting businesses in North America. As #metoo swept social and mainstream media and drove hundreds of thoughtful articles on a whole host of gender related topics, I found myself reflecting and feeling genuinely grateful to be at Experian. During my interview and onboarding process four years ago, I came to realize that Experian had a great culture full of smart and genuinely caring people. It was – and still is – a culture characterized by a strong client orientation and financial performance, and genuinely wanting to do the right thing. It continues to be an organization with a determined focus on improving its diversity at the top. Our leadership knows that to stay innovative and attract and retain talent we have to make diversity a priority. As the global sponsor of Women in Experian and a member of the North American leadership team, I have had the honor of witnessing the progress the company has made as an organization over the last couple of years. We’ve invested time and resources to build out programs, change policies and make our organization even more inclusive. We’ve made progress around the globe: In the last year, we’ve added two incredibly strong women to our Board of Directors – Caroline Donahue and Ruba Borno. They join Deirdre Mahlan who has been on the Board since 2012. With these additions, women will comprise 27% of our Board. We continue to develop a strong proportion of women through our leadership programs globally. This is feeding our future talent pipeline. We launched Women in Experian in 2016 and now have active programs in every region supporting a range of initiatives including enhancing our parental leave and flexible work policies, creating mentorship and sponsorship programs, examining and addressing pay disparity and requiring our recruiters to present diverse candidate pools. Experian was one of 28 companies globally recognized on the Anita Borg Leadership Index of organizations that show strong representation and development of women technologists. We have continued to develop and adjust family friendly policies in a number of countries, aimed at giving given greater flexibility and choice for working parents and families. Although we celebrate progress, we know that we have more work to do. We need to increase the diversity in our senior leadership ranks. We need to increase the number of women in technology. And, most importantly, we need to continue to keep diversity and inclusion a priority. The other night while I was driving my son to his soccer practice, I received a work call. He sat quietly while I talked for a few minutes, well accustomed to my attempts to balance work and life. When I hung up the call, my son asked me, “What is International Women’s Day?” I answered by telling him (reminder he’s 8) that historically women haven’t always been treated fairly and that this day is about honoring and recognizing all the men and women who are working to make things fairer. He then asked if it was my full-time job. Suppressing a laugh, I said no, it’s not my full-time job but it’s an important part of it. He asked, “Why?” Why? I looked in the rear-view mirror and said, “Because I want to try to make the world better for you, your brothers and your sister.” I believe at Experian we are doing just that … making progress. Our momentum is building and tomorrow will be better. #PressforProgress