Seagate has a global objective to cultivate a diverse high performing team environment that grows the business through attracting, developing, organizing and retaining people. We support this objective through our global values, competencies, policies, processes, benefits, compensation/rewards, equity ownership and recognition programs.

Please read more about our work environment programs:

- FY2005 Demographics
- FY2005 Highlights
- Leadership Competencies
- Policies
- Processes
- Well-being, Benefits & Work-Life Balance
- Compensation & Rewards
- Equity Ownership
- Recognition Programs

FY2005 Demographics

Seagate has major operations in the United States, Asia and Europe, employing some 45,000 people in 23 countries as of the close of FY2005. Overall turnover for the company in Q4 FY05 was 9%, better than the target (10%).

FY2005 Highlights

Seagate seeks to be in compliance with all local laws and seeks to exceed local market standards in terms of working conditions, compensation and other aspects of employment.

In FY 2005, Seagate built upon this strong foundation by establishing a human rights standards policy that specifically reinforces our commitment to UNGC Principle 1, “support and respect of human rights”; Principle 2, “no complicity in human rights abuses”; Principle 3, “freedom of association’; Principle 4, “elimination of forced/compulsory labor,”; Principle 5, “abolition of child labor”; and Principle 6, “elimination of discrimination.” Seagate’s policy articulates global standards covering respectful treatment, due process, freedom of association, reasonable limitation of working hours, fair compensation, freedom to express opinions, and more.

Seagate’s Support of Diversity Seagate believes diversity in the workforce provides a competitive advantage. We continuously promote an environment in which diversity is recognized and valued as an opportunity. To help cultivate a diverse, high performing team, Seagate’s goal is to integrate diversity broadly into its operations. Because the richer our diversity, the more we can learn. Several Seagate Vice Presidents participated in a women in technology panel in 2005, held before a large employee audience at the company’s Scotts Valley site.

Through this and a range of other policies and practices, Seagate is cultivating an open workplace and an engaged workforce, and is committed to the well-being and dignity of its employees. The company understands employees’ right to freedom of expression and association, and feels that an employee-management relationship is the most effective way to address work environment questions and concerns. Seagate maintains an open-door policy, and a non-retaliatory and confidential grievance system.

When it comes to employee well-being, Seagate doesn’t merely write policies; the company actively implements programs designed to help ensure the safety, wellness and learning/growth of our workforce.

In FY2005, programs in force for the benefit of employees included: a database of employee attitude and engagement survey findings tailored for action to each manager’s team, with plans to conduct a new survey in FY2006; an online system of performance evaluation, goal-setting and development planning called Maximizing Alignment and Performance (MAP), which allows the professional workforce to interact with their management in a consistent, sustained manner; and a range of valuable and market-competitive employee benefits and compensation, to name just a few. Also in FY2005, local sites engaged in wellness activities including a group walking program at selected U.S. sites; a health and lifestyle screening program in China in which 4,500 employees participated; and a 9-month weigh loss program in Malaysia that included exercise programs, education and support.

Please read more about Seagate’s Work Environment and related programs, below…

Seagate Values

We have established a core set of values that global employees are evaluated on every year. Seagate's "Values" are as follows:

• People
• Customer Success
• Excellence
• Innovation
• Teamwork
• Openness
• Social Responsibility, and
• Sustained Profitability.

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Seagate Leadership Competencies

We have established a core set of leadership competencies that global leaders are evaluated on every year. Seagate's leadership competencies include:

• Vision & Strategy,
• Organization Alignment,
• Delegation of Decision-making,
• Talent Development, and
• Results Management

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Seagate Policies

We have globalized our policies into the following major categories:

• Company Culture,
• Staffing,
• Employee Relations,
• Compensation,
• Benefits, and
• Performance & Development.

Key policies, related to Global Citizenship, within these categories, are as follows:

Human Rights

As a global industry leader, Seagate welcomes the responsibility to also be a “Global Citizen”. In partnership with employees, community members, customers, suppliers and other stakeholders, our commitment to Global Citizenship includes support of the ten Principles of the United Nations Global Compact within our sphere of influence. These Principles address responsibility for the environment and other matters; however, most address the international human rights and labor standards that must be upheld to ensure the well-being and dignity of each person.

We have developed policies to reinforce our commitment to uphold these human rights and labor standards. We will abide by these policies or the local law in the countries where we operate, whichever sets a higher standard. Managers are responsible for upholding these principles and for ensuring adherence to all company policies and guidelines in their support.

Equal Employment Opportunity

Seagate believes in equal employment opportunity and recognizes that a talented, diverse workforce provides a competitive advantage. We are committed to providing an environment where all individuals are treated equitably, and where people feel that their talents and potential are recognized.

Managers have a responsibility to make employment decisions on merit and/or qualifications according to the principles of Equal Employment Opportunity and to support programs that increase opportunities for all. Every employee is expected to treat others with respect.

Conflict of Interest and Ethical Conduct

Seagate values its reputation for integrity and conducts its affairs in a manner that is ethical, in support of fair and open competition and in strict compliance with applicable legal requirements. Accordingly, Seagate expects all employees to represent the Company in a positive and ethical manner and to avoid activities which are in actual or potential conflict, or give the appearance of being in conflict, with legal and ethical principles or which are not in the best interests of the Company, its customers or its suppliers.

Open Door

Seagate is committed to promoting and fostering open dialogue between employees and supervisors or managers. If employees have concerns or complaints they may follow the process in this policy to have them quickly examined and resolved, if possible.

An employee’s immediate supervisor is in the best position to identify and resolve questions and concerns as the supervisor works with the employee on a regular basis and is most familiar with the day-to-day operation of the department. Seagate, therefore, expects supervisors to make themselves available to employees and to establish an atmosphere where employees feel comfortable bringing questions or concerns directly to them.

Workplace Violence Prevention

Seagate strives to have a work environment free from acts or threats of violence and will not tolerate conduct of this type on the part of any employee, supervisor, manager, or visitor, including contractors, agency temporaries, vendors, job applicants, or customers. Prevention of workplace violence is a responsibility shared by all employees and Seagate is committed to effectively responding in the event that such acts or threats of violence do occur.

Harassment Prevention

It is the goal of Seagate to have a work environment free from harassment. The Company will not tolerate harassment on the part of any employee, supervisor, manager, or visitor, including contractors, agency temporaries, vendors, job applicants, or customers, and is committed to effectively responding in the event that incidents of harassment do occur.

Harassment is prohibited on the basis of: age, race, color, ancestry, ethnic or national origin, disability, medical status, pregnancy, marital status, veteran standing, gender or gender identity, sexual orientation, perceived or actual religious belief or political opinion, or other characteristics protected by applicable law.

Safety in the Workplace

It is Seagate’s policy and philosophy to maintain a work environment that is safe from occupational hazards and complies with our internal standards and relevant laws.

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Seagate Processes

Performance Management and Development Planning

Seagate employees and leaders are committed to best-in-class performance management processes that involve setting and aligning goals at the start of each year and completing performance evaluations, that include an evaluation of Seagate's values and leadership competencies, at the end of each year. Seagate has invested in an online application to enable this process globally and was recognized by the Corporate Executive Board, a leading research organization, in 2002 as having a best-in-class process.

Within its overall performance management process, Seagate employees and leaders complete individual development plans at the start of each year.

Employee Feedback

Seagate regularly conducts global employee surveys to gather feedback and requires managers to complete action plans to address priorities in their areas. The survey results are communicated globally and posted on a website. In the most recent survey, more than 90% of employees participated in the process and more than 90% of managers completed online action plans within 60 days of receiving their survey results.

We also encourage employees to use the Open Door Policy or the Ethics Hotline to provide feedback to management or to raise issues to management. Additionally, we encourage managers to conduct skip-level, roundtable and one-on-one discussions with employees regularly.

Learning Management and Tuition assistance

Seagate invests in a global learning management system through which employees can access online learning resources. Currently, we provide more than 150 online course offerings covering leadership development, professional development, computer/ IT development from highly recognized learning experts such as Harvard Business School, Corpedia and Netg. These online learning resources are accessible 24/7 to our global employees. In addition, Seagate has created its own custom online learning courses and facilitates blended learning programs at major sites worldwide.

In order to assist employees in acquiring job-related skills and in furthering their education efforts for career advancement at the company, Seagate has a global policy of providing reimbursement of tuition expenses or other fees for approved universities and other educational courses.

Succession Planning

Seagate is committed to providing internal employees with opportunities to develop and grow through its succession planning processes for senior management positions. The CEO and senior executives meet at least annually to formally review and agree upon potential successors for all senior management positions. Seagate has invested in an online process for managing individual profiles for management employees and for assessing and identifying successors. As a result of this process, in fiscal years 2002-2005, we achieved our goal of having a minimum of 70% of new executive opportunities given to internal successors rather than external hires.

Communications

Seagate invests considerable time and resources into ensuring effective communication to employees and managers worldwide. The Company emphasizes communication in the belief that an informed workforce is a distinct advantage in a fast-paced, competitive industry.

Company leadership gathers with employees regularly to review business results and other issues of importance. Frequent employee dialogue through print, electronic and other means on a wide range of topics is a constant theme at all Seagate locations.

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Seagate Well-being, Benefits & Work-Life Balance

Seagate invests in a wide range of programs around the world to help ensure the health, well-being and security of our employees. Our benefits are benchmarked to local market standards and cultural requirements while reflecting the global standards of a leading, multinational organization. While our benefits take different forms depending on geography, the Seagate benefit packages offer value and flexibility in the form of “Total Compensation” – a competitive total package of benefits, rewards and programs that:

• Helps provide for the well-being and financial security of our employees, and in some cases extends programs of value to their family members
• Offers support in balancing the demands of home and work life.

Some in-country programs that particularly reflect our commitment to our people include: health care insurance/services, wellness resources including fitness programs and preventive health screening, vacation, leave policies and paid time off, retirement savings opportunities, counseling and related support services where appropriate to local cultures and practices, discounted retail products and services, Equity Ownership opportunities, and much more.

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Seagate Compensation & Rewards

Employee compensation at Seagate is designed to build and sustain a diverse, high-performing team environment. The company’s compensation strategy focuses on providing base pay that is competitive to local market conditions, supplemented by incentive pay opportunities that reward performance.

Seagate is one of the few high technology companies to provide salary increases in the height of the recent global high technology downturn — as well as incentive pay through profit-sharing and pay-for-performance bonuses. This reflects the company’s strong execution despite challenging industry conditions, and is a testimony to the contribution of our people to the company’s success.

Employees who display extraordinary performance in helping Seagate achieve its business objectives can be rewarded and recognized in a number of ways. Rewards could range from spot bonuses to gifts or letters of commendation. The company’s compensation philosophy also provides for variable rewards based on individual and company performance in addition to base pay, thus providing a tangible incentive for employees to excel.

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Seagate Equity Ownership

Dedicated, focused employees who contribute their expertise in the workplace each day are the fundamental “engine” driving the ongoing success of the company. At Seagate, we believe such contributions should be rewarded. Our variable pay and benefit programs include several vehicles by which employees can participate in company success through Equity Ownership: stock options and the Employee Stock Purchase Plan. Though each program is distinct in terms of its provisions, they share a common objective of offering employees the opportunity to build a long-term ownership stake in the company.

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Seagate Recognition Programs

Seagate encourages managers to formally and informally recognize employees for their contributions. Many Seagate groups have created recognition programs for this purpose. For example, the following recognition programs are in place in the company:

• Outstanding Technical Innovation and Accomplishments awards -- this annual program recognizes the technical achievements that drive Seagate’s success, including inventions/innovations, technical contributions, outstanding/noteworthy patents, and significant external recognition/distinctions.
• Patent and Product Awards --employees whose ideas/inventions are assigned to Seagate and granted a U.S. patent and/or utilized in a Seagate product receive monetary reward as well as recognition from their peers and management.
• President’s Drive to EHS Excellence Award -- individuals or teams that make significant contributions to achieving/exceeding the company’s Environment, Health and Safety objectives.
• Team Seagate Award – this annual award recognizes Sales & Marketing employees and teams for modeling Seagate values and competencies, and their commitment to the advancement of organizational goals.
• Spirit of Supply Chain Award -- this semi-annual award goes to employee/stakeholders outside of the Supply Chain management group who make an exemplary contribution to our success in managing Supply Chain processes and issues.
• HR Best Practice Award – this annual award recognizes HR employees and teams that model Seagate values and competencies in leading change and implementing new practices that support Seagate’s corporate goals and HR’s global goals effectively.
• Business Excellence Symposium and Recognition -- this annual event recognizes the accomplishments of key employees and teams who leverage Six Sigma and Lean Enterprise tools/methodologies to improve company processes and performance.
• Service awards -- Seagate recognizes the commitment of its long-term employees by rewarding various years of service with a gift and certificate of appreciation.

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