Uh then let's start. So, first of all, uh we would like to say a few words about our company, Looft. So it is a global, a truly global company because we are present in more than 20 countries.We have 46 cities uh where our offices are located and we are constantly enlarging our global presence and in new more countries to our lack of map, let's say. So among the recently opening locations such as Spain, Portugal, Egypt and Turkey, uh speaking about L soft, it is part of the DXC technology company and it's a digital strategy and software engineering firm with the global client base consisting primarily of large multinational corporation.

Uh So we provide our clients with the solutions to drive innovation and uh being a multinational global company means that uh all our employees have a chance to work on interesting international pro uh projects uh with experienced teams. Uh They have the chance to demonstrate their abilities.

We learn from each other, share their knowledge and best practices, apply cutting edge solutions to their day to day work. Uh They can team up with the world-class specialists and uh the possibility to improve their foreign languages. As a multinational company, we use Eng English as our main one. So still people who are have ability to relocate to another location, they have the opportunity to start learning local language learners with advancing their English skills. So uh

just a second, maybe you want to switch to presentation mode and we still see the cover page.

OK. Yeah, I thought it was just a slide show already. It all done. Can you see it now or not?

Yeah, but we can still see the slides on the left side of the uh screen and the nodes?

Oh OK. Just a second. So let me just share my screen for a second.

So we have to say that Allah is employer branding. I am human resources. So we apologize for any technical inconvenience. Just uh

yeah. OK. Let me just start sharing it again and maybe uh it would work better.

I will let you know how it looks like.

Is it better?

No, it's the same. But let's let's move forward. Maybe you can minimize the window on the left side of the screen. So that uh

yeah, so I think it's a maximum but yeah, so so you can see it right now. OK, great. Uh Yes. So maybe it's just I can also click on. Ah OK. OK. Anyway, sorry for that. Uh Moving forward. Uh We would like to share a few words about the core industries where our company specializes in. Uh so it includes uh banking and capital markets. So we are working with the large multinational um banking firms uh and the insurance and investment companies. We also have additional stream uh for automotive business uh which has been uh development since 2005. And we are partnering with the global leaders on the market. And uh we have a dedicated group called cross industry solutions, which includes uh various um industries under this umbrella, including oil and gas, retail and logistics, healthcare, mass media, and communication, and information technologies for general public. So, and uh yeah, this is the main uh focus areas.

And uh speaking about technologies uh of the spec and uh skills of the specialist we are hiring uh for our uh projects. Uh They are the following uh displayed uh here including all the hottest tech technology that are now popular on the market and uh moving forward. I wanted to share a few words about our job interview stages. Uh So we have a classic hiring process. So you can um just after our presentation, you can head to our courier website. So you can find the location uh where you are present and then uh look through the vacancies available there. So after applying for a vacancy, you would be uh scheduled an interview with the recruiter afterwards, uh would be uh fo uh followed by technical interview, interview with the project manager. And then depending uh whether you're applying for uh one client account or several ones.

Uh There would be uh dedicated interviews with the clients. But also we have recently introduced a new, um a new program which is called the Advanced Hiring, uh which is uh really accelerated into your process. And uh it allows a person to join Looft without uh choosing a particular project from the very beginning. Uh He or she would like to work on. Uh But um this uh this uh this program uh allows you to pass through uh less stages of the interview, uh um interview stages. Uh So, and after that, you would receive an offer after receiving that uh the onboarding process starts. So you can get uh familiar with the company and start um while being already with us, you can start searching for the projects and uh selecting the ones that uh you like the best. Uh also simultaneously, there would be held some training and the upskilling um upskilling um prog projects are taken on so that you can also, you know, um enlarge your skills and uh be ready for the future work. And uh but you know, it is uh this program is currently limited to this set of technologies uh which is listed here. So please be aware of that and moving forward to some benefits that our company provides.

Uh So we have um uh an internal mobility practice that allows employees to um choose different projects across different verticals or horizontal uh departments. And uh it also allow us to build a career and develop your skills in, you know, different areas. So that if you have been working for one project for some time, then you would like to switch, you can easily apply for this opportunity. And uh the dedicated team would start uh offering you a new roles that fit your current skills and knowledge. Uh We also have a global relocation program available for our employees so that even if you are not located in the country of presence uh of lack of presence, you have an opportunity to apply for a job vacancy. And our team might uh be able to support with the uh relocation depending on your role skills and uh you know, experience and also this option is valid for all lack of employees who would like to change their location, um who have been working with Lockett for some time and just want to change the allocation for some reasons.

And um we have quite an interesting approach uh which is called work from anywhere. Basically, it uh uh it allows our employees the majority of our employees to work remotely. And uh basically, yeah, for from anywhere. So this is also um this is also could be beneficial uh for people, especially not located in the large cities of certain countries, but still they have an ability to work for le from wherever they are located uh in terms of trainings and um development opportunities. Uh We have um a dedicated department which offers uh various courses for self development, uh professional training courses, uh cooper operation with our internal uh trainers and coaches. We also have uh dedicated programs for you to succeed at the program manager and to move on a higher positions in your careers, career, uh career stages. So we have a dedicated leadership academy and others. We also uh have a special mentoring program which allows people who would like to move to the manager's position to be matched with a person from the management team who would be guiding and you know, um supporting employee on this journey. Uh Besides, we offer English language classes uh for our employees and their families as well.

Uh For example, their kids, there are some other kids studying English as well with us and we have uh a really huge hub with uh a lot of self learning um materials and uh in terms of recognition and evaluation, uh we have um a feedback culture, you know, uh when we collect the feedback on from our employees on a regular basis across different uh areas, uh We have annual performance evaluation and small uh smart goal set in practice.

Uh Besides Thomas's uh disc assessment is um um among the tools that we are using. Uh and uh speaking about professional communities, we have uh our lock of employees united on one corporate social network. Internal uh which is workplace. And also we have recently edited a new edition uh to our community and management um system, let's say. So it is called chapters. Uh This is the platforms that unite people, depending on them, on certain domains or the technology they specialize in or it can be something that person uh can be a part of various communities actually. And uh while we understand that uh right now, you know, we had to make uh we operate in such unprecedented times. Uh We take um our employees physical and mental health as a top priority. So uh we provide um medical insurance opportunities for in place and their families. Uh We have a dedicated team called Lux Go, who is supporting this organization of various kind of well being events, including the ones focusing on mental health, mental health webinars, stress management, uh different kind of needs, meditation and yoga practices and others.

And uh we have an employee assistance program which uh connects employee in their uh in the location of their residence with a professional um uh medical organization that can provide support free of charge um on, you know, annual basis. And here are two links to QR codes to our career pages and training center. Uh So please feel free to explore our opportunity there. And now I'm passing the words to Monica,

so I will uh briefly talk about our diversity and inclusion uh uh program in lacks soft uh that is uh quite a young program. But uh actually, you know, I think that we were doing poetry without knowing because we've always had uh uh this focus on how to create a welcoming work environment, being a global company that is present in so many geographies. This was a priority for us uh uh Since, since we started uh functioning as a company, but the program was actually uh formalized uh uh three years ago uh when we started developing uh uh the diversity and inclusion uh program department policies and everything. So I will uh uh briefly explain in the following slides, if you may Allah move to the next.

Sure. Can you see it? No, it's still

the OK. Now, I can see it and I hope everybody can as well. Um So again, being this uh very, very uh geographically dispersed company, uh I think that uh implementing a good diversity and inclusion program was a must. Uh And this was based on one of our main values, which is respect because clearly uh this is the cornerstone for, for understanding the others uh treating them uh well and making them actually uh come in the office uh as themselves, feeling very welcomed and uh uh valued and respected in whatever they do.

Um So the way we are organized, we have a diversity and inclusion global committee where we invite the top managers from all our industries. But also for some uh uh of the support departments. Um And uh we have also HR and CCS R uh representatives uh in, in this global committee. And the global committee is responsible for setting the diversity and inclusion strategy for the, for the next year. Uh With some references about the programs that we need to develop and implement and focus uh for the year to come. Uh Then we have a, a work team, a global work team with uh volunteers that are very enthusiastic about the and I uh that are actually taking over this strategy and turning it into reality. And we are uh defining, designing the programs that uh uh were approved and uh uh you know, uh getting the budget and creating all the necessary uh uh uh plans for implementing uh the programs. Also, the, the work team is responsible for uh marking any international day that is relevant for uh DN I program.

And we do that by organizing special uh celebrations or events um in, in the last years, we mainly used workplace for that, but also because we are so global, it's really difficult to uh engage people otherwise. So uh we, we uh publish all our events uh there or we organize workshops with uh uh important guests uh or we can create uh interviews I will show later in, in the following uh in the following slide. At the same time, we have local committees because because we want people to also focus on what is specific to their geography. So they have uh in each location, we have a local DN I committee that can add uh to the global events that we organize some very specific uh uh events or meetings or, or challenges that are aligned to the D and I specifics of, of the respective uh location. Um last parts but not least uh besides creating this uh network on workplace where we post all the information and events that we are organizing, we have created, created an internal DN I portal where everybody can see all the uh initiatives and all the, the, the calendar of the following events so that they can uh you know, reserve the time in advance and participate in uh whatever is uh uh of more interest to them.

So if we can move to the next slide. So as I said, the, the DN I practice as such, started to be developed in tw uh 2019 in lax soft. And in uh July 2020 we launched the DN I Policy. Um And also it created this dedicated group uh on workplace. But before of that, um Allah and a group of uh you know, uh volunteers created uh started this uh uh great internal uh networking group uh called She's in it uh focused on gender equality that uh still exists and is very active and actually is uh has been involved in organizing the participation in this uh conference as well.

Um Next, we had uh developed an unconscious bias training that was compulsory for all our uh employees. And we started creating the, the all the um bodies that I described before, both on local and global level. Um And since we are uh running uh regular analysis on our uh employees, uh uh looks of the uh population uh related to gender um generation because uh we have uh uh this interesting initiatives to uh analyze D and I from the generation perspective as well uh different cultures.

Um And we also collect feedback on our events, which is sometimes uh an instant feedback because they participate in, in events and they leave comments or ask questions uh but also organized feedback, collections to improve our future events and uh uh initiatives if we move to the next one.

Um Here, we have uh clearly uh a defined mission for, for uh our diversity and inclusion uh initiative. And uh uh you can see that we uh here, we, we detailed a bit some, some things about uh uh uh what I already presented the spaces uh on workplaces and Lux Town is where we have the uh DN I portal. Um And here we can post all the uh trainings, uh the events, the interviews. Uh The picture here is uh uh the picture of a very, very nice and appreciated interview that our VP of HR had with one of our industry's leaders. Uh during diversity week, about diversity in, in uh lax ops who is a focus on gender equality. Um The events uh actually are uh around um our focus areas as mentioned before gender generations, uh LGBT Q plus uh and other, but also around uh international days. Uh And we have uh in our calendar in every month. Um at least one event that is marked and that we celebrate and we organize a special event for uh for, for special diversity and inclusion dedicated weeks. Uh We also organize webinars with external guests and these are very much appreciated and people participate in a, in a, in a large uh number.

But also we are present externally because we think that we need to uh you know, um leave our uh uh print also in the society and make sure that we work together because we are part of the society. In the end, we participate in, in external conferences as this one. But we also have uh uh organized them career days, especially for young girls that would like to um get ready for a technical career. And I think that this is something that uh uh is extremely useful and we will try to replicate such events uh in most of our uh location locations. And also we cooperated with local NGO S in organizing different uh um uh initiatives for underrepresented uh groups. Moving to the uh last uh slides uh about diversity and inclusion here are a few examples of what we have uh organized like internal uh webinars uh interviews or international days uh uh celebration. Um We try to be as creative as possible so that we engage uh uh most of our employees. Um and all these initiatives are uh also, you know, uh uh published on a local level so that people uh uh get more uh attention for, for such initiatives and partic participate in a larger uh number.

So we are looking forward for um future events and initiatives uh uh and more and more participants internally. But also, as I mentioned, uh some uh more initiatives uh uh uh in cooper operation with the society so that we, we, we do uh uh we, we leave a good mark. Yeah. So moving forward, I will uh uh let Allah present a bit about she's in it initiative because she's uh uh the one that started it and is continuously, you know, pushing this forward. So moving to the next slide. Uh I thank you very

much, Monica. Thank you. It was uh it was really great uh to hear all this information from you. Uh Yes, I just wanted to uh also to add that on our uh strategic focuses at the moment is also the development of the employee resource groups uh on different levels, including the global one and the local ones across different uh you know, segments and our first employee resource group that was created a couple of years ago at LT was called Susan A and uh we still keep this name in.

And also we were honored to receive an award from the women tech um a few years ago for this program. So basically, we just unite uh passionate women at Looft um on our network and workplace where we held also live talks and webinars with experts. We conduct interviews with our ambassadors and female leaders and um support local communities in different locations, cooperated with some of the external uh communities. Uh And uh we also provide uh our team with company wide recognition. Uh And you know, we wish everybody to be a proud member of our community. Uh So that uh we really strive to develop this further. And uh uh so here are some examples of nice interviews that we have been held in with the ambassadors and our presence on um different conferences, including this one last year. And it's worth mentioning. And it's great that among our ambassadors are not only women but also men uh who um you know, um join us in promoting the uh in promoting and empower the female talent at locks soft. And um for the closing part, I would like to share a few words as well about our corporate social responsibility initiatives. And it also includes a shared um initiative with our um dedicated group.

Uh So basically this well being uh well being space that um our lux good team has created. So uh it contains a lot of um interesting content uh for people to explore as well. They conduct uh various sessions and webinars with famous speakers. And uh also we invite everybody to join from our team uh to join all kind of uh well being um webinars, um stress management and anxiety management, um webinars and others. So, uh this is a really a great way to unite people and you know, to share some useful information while uh making sure that everybody feel great. And uh also we have a focus on environmental um environmental area. Uh Recently, our volunteers uh have developed a special tool which is called carbon footprint calculator. And uh it allows us to uh share, you know, to raise environmental awareness among the employees uh demonstrate um um what they can do in order to reduce their impact on the environment and provide some useful tips. So the launch of this tool was um mm uh went together with some internal campaign that was very great received by the employees. Everybody shared their feedback about their echo habits and so on.

So, uh and uh apart from that, we have a focus on quality education, uh we have a dedicated program as mentioned before uh for our employees. And it also includes the Leadership Academy uh which um uh which uh around 7 700 people graduate per year. Uh So, and the 30 30% of our participants are female experts. So basically, um it is pretty easy to apply for the program. Uh You just need to uh get an approval from your line manager and then you can start developing your skills because periodically uh people can be offering a promotion, but still they understand that they might not have enough knowledge or skills in the certain area. That is why this program is just a great opportunity to um to enlarge their knowledge base and then be ready for their future career. And uh we also cooperated with, we try to contribute to the local development of our communities. Uh We held last year uh back to school drive. So uh so called, when we donated our uh the backpacks fulled with um different stationary items for uh the kids in various locations. And uh we cooperated with the uh with the local. We keep on cooperating with the local uh NGO S schools and universities in terms of um um inviting future generation to proceed their careers in stem and to an itit spec it company.

And uh just a few words about our global initiative, which is called the Lax of Cesar and Ketta. Uh We welcome all the ideas from our place who want to contribute to local societies. And uh uh we collect them on annual basis, evaluate and uh provide grants for them, winning uh ideas so that the person uh who proposed the idea can have a chance to leave the project and uh just make great things together with our volunteers. So, at this note, I would stop sharing because I think we are already out of time. And um thank you very much, uh everybody who joined and uh we'll try to look through your questions. We'll try to connect with all of you who shared the information here in our uh in our chat area. And um yes, uh Once again, I wanted to mention that uh will be present um uh for the next hour in our virtual booth in the export area. So please feel free to join us there. So we'll be having more people from our hr and recruitment department. Uh So everybody is welcome. Thank you so much for joining. Thank you.