Amy Thorn Executive Director, DBM Association

2. Supply Chain Women in Action:Unleash Your Power:Strengthening the Business With Diversity and Inclusion Amy Thorn Executive Director, DBM Association

3. Supply Chain Women in Action:Unleash Your Power:Strengthening the Business With Diversity and Inclusion Sue Dodsworth Global Diversity Officer, Kimberly-Clark Liz Neuman Director Customer Supply Chain Solutions, Kimberly-Clark

4. Diversity & Inclusion 2014 Kimberly-Clark Sue Dodsworth

5. Diversity & Inclusion Vision • Representation data are tracked for the purpose of evaluating our efforts to increase diversity in applicant pools and encourage outreach. Diversity information shall not be determinative in employment decisions, including hiring and promotion decisions .These materials are confidential and should not be forwarded or printed or otherwise discussed outside the context of the Committee meeting. Confidential Unleashing the Potential of Our People for Breakthrough Results Kimberly-Clark wins because we are a diverse and inclusive organization, that looks, thinks and behaves like the people who use our products.

6. Our Strategies • Representation data are tracked for the purpose of evaluating our efforts to increase diversity in applicant pools and encourage outreach. Diversity information shall not be determinative in employment decisions, including hiring and promotion decisions .These materials are confidential and should not be forwarded or printed or otherwise discussed outside the context of the Committee meeting. Confidential • Create greater Demand for diverse talent • Improve Supply of diverse talent • Increase Velocity and accelerate development, engagement and promotion • Increase employee Engagement and create a more inclusive environment

7. Principles of Diversity & Inclusion at K-C • Representation data are tracked for the purpose of evaluating our efforts to increase diversity in applicant pools and encourage outreach. Diversity information shall not be determinative in employment decisions, including hiring and promotion decisions .These materials are confidential and should not be forwarded or printed or otherwise discussed outside the context of the Committee meeting. Confidential • It’s all about recruiting and engaging the best talent • Reflect our customers and communities • Drive breakthrough innovation • Develop inspiring leaders • Create multi-cultural workplaces • Encourage diverse perspective, debate and bold thinking

8. How far we’ve come Representation data are tracked for the purpose of evaluating our efforts to increase diversity in applicant pools and encourage outreach. Diversity information shall not be determinative in employment decisions, including hiring and promotion decisions .These materials are confidential and should not be forwarded or printed or otherwise discussed outside the context of the Committee meeting. Confidential • 72%increase in Women Director Level+ roles since 2010 • More than doubled the number of ethnically diverse Women Director+ roles • Women Director+ Roles • Exceeded our 2013 goal • 27% of external hires were women • 38% of promotions were women • Turnover was 10.5% compared to 14.5% for men • U.S. Minorities Director+ Roles • Exceeded our 2013 stretch goal • 37% of external hires • 18% of Q4 and 9% of all 2013 promotions • Turnover YTD was 14.5% compared to 10.7% for Whites • Turnover declined from 20.5% in 2012

9. How far we have come • Representation data are tracked for the purpose of evaluating our efforts to increase diversity in applicant pools and encourage outreach. Diversity information shall not be determinative in employment decisions, including hiring and promotion decisions .These materials are confidential and should not be forwarded or printed or otherwise discussed outside the context of the Committee meeting. Confidential • 40% of our Top Talent Pools are women and 18% are U.S. Minorities • 100% of our slates are diverse at Director+ • Being recognized outside the company as an emerging diversity leader • Winner of 2014 Catalyst Award! • Constantly contacted to help external partners and companies

10. How have we made progress? Recruitment – Diverse Slates and Orchestrated Development Moves Pay attention to Engagement & Retention Talent Development Programs – Diverse Segmented Talent Pools Culture Change Affects Individual Performance Ratings & Bonus Creative Education & Awareness (ex. Inspire, ERGs) D&I is a Business Strategy, Objectives & Rewards Confidential

13. Focus for 2014/15 • General • Women into GM positions • Increase women and minorities in the pipeline • ERG’s going global • Sponsors all Presidents • Asia Pac • Pipeline of Women into GM roles • Sponsor APAC President • North America Consumer • Increase minority leadership and pipeline • Sponsor NA President • Supply the talent for Multicultural Business Strategies • Sponsor CMO & Business President

14. Focus for 2014/15 (continued) • Europe • Increase number women in senior leadership • Sponsor EU President • KC Professional • Women in Sales leadership • Sponsor Sales VP • Finance • Prototype of pipeline acceleration (Partnership with CI) • Sponsor CFO • LAO • Women into Senior Leadership • Sponsor LAO President

15. Thank You What questions do you have?

16. Supply Chain Women in Action:Unleash Your Power:Strengthening the Business With Diversity and Inclusion Sue Dodsworth Global Diversity Officer, Kimberly-Clark Liz Neuman Director Customer Supply Chain Solutions, Kimberly-Clark