<aside> 💡 How to use this template Replace the blue-shaded data points and areas with your own context. This will likely involve data from your HRIS, engagement surveys, hiring statistics, and strategic objectives. Customise the tone and message to directly address your board's motivations and performance incentives.

<aside> 💡

*If you enjoy this there’s two things you should do next:

1. Subscribe to our weekly newsletter (Open Works) - You’ll Love it
2. Check out our Content Pass: Deeper access to additional resources, playbooks, & AI-Powered instant search across our whole content ecosystem* 🔥

• Adam & John | Open Org :open-org--10-:

</aside>

</aside>

1. Executive Summary

• Implementing successful organisational transparency can add £xm to our bottom line annually.
• By increasing transparency in our hiring process and workplace culture we will bolster trust, improve performance and employee experience, elevate talent acquisition and retention, and strengthen our employer brand in the marketplace.
• In short, increasing transparency can help achieve our strategic drivers: growth, profitability, and enhanced service/product quality.

👉 The decision to make is: how much do we invest?

2. Current Challenge

• We face the challenge of attracting, retaining, and engaging the right top talent for our business.
• Inbound applications have increased by 300% in the last 12 months. Quality of fit is low.
• Anonymous employee engagement surveys indicate that 12% of the business are disengaged
• Employee net retention is below where we want it to be and last year of 20 leavers, 14 were regrettable, representing a turnover cost of £420,000
• Additionally, feedback from exit interviews and online reviews from sites like Glassdoor reflect a growing gap between employee expectations and reality.

3. Proposed Solution:

• Implement transparency as a key part of our business strategy, internally and externally.

Internally:

• We will raise the bar on ensuring our employees benefit from increased transparency on decision-making, financial reporting, compensation frameworks, DEI data and the gender pay gap.
• We will create accountability loops between our SLT and employees.

Externally: