Hologic EMEAC Publication Report

1Q‘18 Engagement EMSOR & Hologic Sales Meetings Employee Advocacy Why Hologic?

Where to Next?

Q1 Results

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E|ME|A|C EUROPE, MIDDLE EAST, AFRICA, CANADA

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THIS EDITION

1.

What Engagement Really Looks Like

5. Why Hologic?

2. EMSOR & Hologic Join Forces

6. Where to Next?

3. Why Do Sales Meetings

7. Q1 Results

Feel So Good 4. Employee Advocacy Drives Commercial Success

Note from the editor, Jen Cunningham SO WHERE HAS INSIDE EMEAC COME FROM? For the past 12 months, we have been gathering insights from over X% of our regional population. We heard about your desire to be part of something bigger than your local team or local office. You want to feel like one region – working towards the same goals. You told us that you want to share knowledge and collaborate. You wanted to be heard, to tell your story and hear the stories of your colleagues. You want to be experts, to learn more about what happens in the business. You want to understand where the business is going and why.

You want a more defined regional community.

Inside EMEAC is one of a number of initiatives and activities that are designed to address these needs. We want to grow together, and communication is a big part of this.

So this is your magazine. It has been built for you and it is all about you. We welcome your participation. If you have a story to tell, a win to celebrate or a lesson to share, please email me by clicking here EMAIL THE EDITOR

CONTRIBUTORS: Without the contribution of many of our employees this magazine wouldn’t be possible, so here’s a big thanks to this quarters contributors and supporters: The UK HR team, Lisa Hurrell, Zara Revelry, All our COE winners, Graham Stott, Caroline Wakefield, Martin Hood, Sharon Campion, Rozina Camarudin, Arnaud Chaidron, Christine Dillman,

Dear All, Welcome to

“INSIDE EMEAC”

This new regional publication has been pulled together by many of you, so I’d firstly like to say thank you to those involved. Q2 is now well underway, but as a leadership team we feel it right and fair that we share and celebrate some of the accomplishments that were had across our region in Q1. Moving forward this magazine will allow all of us better visibility on our progress towards growth. Together we have moved the needle as it relates to performance. We have grown in size and profit. We have welcomed new businesses, people and products to our portfolio.

We have invested in training our teams, and in understanding our culture. We have implemented technology to support your work and, we have made some progress towards improving our processes and effectiveness.

In summary, we are on our way to building much needed stronger foundations for sustainable growth in 2018 and beyond. We recognize at times this was tough, – but despite that all of you remained committed and dedicated, and took pride in putting your best efforts forward. As a result we have led the way to be at the forefront of performance and growth across Hologic, whilst touching many people’s lives for the better. Thanks to your talent and skill we are more confident than ever that we are capable to handle our challenges head on and deliver against our Strategic plan. As a leadership team we are focused on improving the way in which we do business internally and externally, to removing some of the barriers we all face day to day and to driving and celebrating our collective successes. That said, please take a moment to pause with us and celebrate just some of the highlights from Q1 and take a peek at what’s to come in Q2.

Best Jan

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 JOE PANNETT

Inside EMEAC, In Your Words

BY JEN CUNNINGHAM

We are a diverse and complex region. Our operation spans many countries, time zones and languages. Each of us brings different experiences, skills and perspectives.

As a region we are ambitious. We know that delivering that ambition requires the power of our people. It means all of us coming together to achieve our goals. This is not something that can be forced. It takes understanding and appreciation of what unites us, what we have in common, what makes us strong. We believe that we can do more when we are united, than we can deliver as dedicated individuals.

Twelve months ago we started that journey of discovery.

We engaged with a lot of people, and we asked you why… Why Hologic?… Why do you work here? And, importantly… Why does

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your work matter? We heard many different stories, but there was one theme that was dominant. It was PRIDE. Pride means different things to different people. So we got a group together so we could really understand what PRIDE looks and feels like for you in your daily activities. The stories we heard were so compelling and motivating that we wanted to share them directly with you.

SO WHAT NEXT? We are using these insights to challenge and to refine our regional employee experience. How do we hire? How do we onboard? How do we develop talent? How do we integrate? We have learned more about how you like to communicate and be communicated with. We have a work plan over the year where we aim to bring to life more of these unique qualities that make Hologic EMEAC a special, high-performing, powerful community.

 JULIA WILD

 ANNEGRET HANSEN

 MARC VERBEKE

 PAULINE SEGUY

… we asked you why…

Why Hologic?…

Why do you work here?

And, importantly…

Why does your work matter?

“This is my sister Geraldine. We come from a big family, seven kids in our family. Eventually Geraldine got pregant. Her daughter Sophie was born and then Geraldine went into surgery.

They did a biopsy on her and they found out that she had cancer of the cervix. What she would have wanted us to do as family was to pursue and make people aware of what mistakes were happening in women’s health.

When I got the call to say I got the job at Hologic, I was with my elder sister and we cried.”

JULIA

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 CAROLINE WAKEFIELD

“The question that I ask when I’m interviewing people is, ‘do you like trailblazing?’. Because, if you don’t, then this probably isn’t the place for you… It’s full of people who don’t accept the status quo. Work for Hologic if you like to own change and are never content with the way things are.”

 ARNAUD CHAIDRON

 DEAN HUTCHINSON

 JURGEN VANBROEKHOVEN

 MARISK A GLEIJM

“We try to help people to see opportunities to continue their life even if they have bad news or bad moments.”

ARNAUD

“Every sample is a patient and every patient’s got a family and friends. I think it’s our duty, because we have the best products in the world, to get them out there into the hands of more customers to benefit more patients.”

DEAN

CAROLINE

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EMEAC IS GROWING

 field based  office based

Employee numbers by country (811 total)

 female  male

8 T I M E ZO N E S TOTA L

2017 5

2018 3

E M P LOY E E # 2017 650 2018 811

L A N G UAG E S 2017 11 2018 14

C O U NTR I E S 2017 12 2018 17

CURRENCIES 2017 5 2018 8

LE G A L E N TIT Y 2017 15 2018 17

AVG . LE N G T H O F S E RV I C E 2017 3.04 YEARS 2018 3.90 YEARS

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What does Performance Excellence Really look like?

BY GR AHAM STOTT

When our sales teams win, we grow, and we generate funds to invest in our future. Our commercial efforts are so important that it is no surprise that we incentivize our teams to grow and grow profitably. Part of this incentive is sales commission. A large part of the sales compensation is subject to quarterly results–if you don’t hit targets you don’t receive any/all this incentive. The most prestigious recognition of all is The Circle of Excellence Awards.

Through this global sales reward programme we measure individual performance against three key criteria, criteria that align with our strategic direction, growth!

We run a monthly leader-board so our sales force can see how they are performing against their targets and their peers. Places are limited, so keeping an eye on the competition is essential.

This year we had some fantastic results across all divisions but several individuals stood out with simply outstanding performances. We are so proud of our great sales performers, and especially proud of the team that represented our region this year.

Keep an eye on next quarter’s edition for this year’s leader board and details a this year’s prize trip to Hawaii.

For all other details on COE 2018 please contact Graham Stott CONTACT

This is what Sale Performance Excellence looks like...

Sales vs Target

YOY Growth

SURGICAL

Darja Rieger

115%

37%

Iain Lecky

121%

27%

Doug Kirkwood

112%

36%

Kitty Wissels

120%

26%

Katja Westin

112%

21%

Antonio Delgado

115%

153%

Annegret Hansen

112%

19%

Keith Kerr

100%

37%

Damien Loras

116%

32%

Wanda Van Meer

114%

21%

Carita Stenudd

108%

22%

DIAGNOSTICS

Q1 FY’18 in Scope Review vs. Prior Year IN SCOPE REVENUE GROWTH PERFORMANCE USD actual reported in $M comparison in CC%

Europe

MEA_CIS

Canda

EMEAC

$21, -1%

$1, +92%

$1, -12%

$24, +0%

Molecular

$12, +15%

$0, -52%

$4, +5%

$16, +9%

Total DX

$33, +4%

$2, +11%

$5, 0%

$40, +4%

$32, +62%

$4, +5%

$3, -22%

$39, +43%

$2, -28%

$1, -17%

$0, +233%

$3, -20%

$9, +0%

$0, 20%

$3, +8%

$12, +3%

$76, +20%

$7, +5%

$11, -3%

$94, +16%

Cytology

Breast Health Skeletal Health GYN Surgical Total

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The Road to Paradise

Its literally the stuff dreams are made of… for eleven of our sales team, this wasn’t a dream — IT ACTUALLY HAPPENED! Being part of the elite group of Circle of Excellence winners afforded our top Sellers this amazing opportunity.

But what does it take to get to the top and what does that feel like?

BUT HOW TO GET THERE?

GLORIOUS NEVIS Picture the scene... Sat on the idyllic island of Nevis, sipping ice cold cocktails with Steve McMillan and his executive team on the perfect white sandy beach whilst your luxury private yacht prepares to whisk you away to a delicious lunch...

Amazing, right?

ANNEGRET HANSEN -SCHOLL KAM Diagnostics, DACH

DARJA RIEGER Sales & Applications Representative

“It was truly an amazing moment, I felt happy, excited. Proud to hear my name being called. I just couldn't believe it.”

“The first reaction was shock. The second was ‘WOW!! I have made it this year!’ The third was: What a lovely group there is to take the holiday of a lifetime together with us!”

KITT Y WISSELS Surgical Sales Specialist

K A JA WESTIN KAM Diagnostics, Nordics

“I didn't expect to win ( but I did hope) It felt great to be recognized and rewarded for all the hard work especially after all the working hours away from home!”

“I couldn't believe it, I hoped I would win after all the hard work, and after having a great year but I wasn't so sure. This was confirmation that me and my team are doing something right!”

PHOTO CREDIT ANNEGRET HANSON -SCHOLL

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OUR WINNERS TOP TIPS FOR SUCCESS Ignite your passion. Be True to yourself, trust your instincts. Feel good, have fun, be powerful, strong, amazing and healthy. Trust those around you. Celebrate them. Invest in relationships, the matter. Be a support to others. Be patient, good things often take time. Always learn & grow. And this year it could be you.

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Molecular Diagnostics Wins Big in France

Getting Connected for Collaboration

BY JOAO MAGL AGUEIR A VP SALES DIAGNOSTICS, INTERNATIONAL

BY MARTIN HOOD, MANAGER IS INFR ASTRUCTURE AND USER SERVICES

Biomnis France, part of the Eurofins group is one of the largest labs in Europe, has recently signed a $2.5 million per year deal with Hologic for the use of our Aptima Combo 2, Aptima HIV, HBV and HCV, Panther System products.

Throughout the year long negotiations we utlised our full teams strength at every opportunity. Jose Yebra led negotiations directly with the Biomnis C-Suite, during which we took the time to understand their strategic direction and created a value proposition that fitted perfectly with their needs. The French team, Stephanie Abadie and Catherine Gall led the negotiations at the lab level, demonstrating the value of the Hologic superior technology, especially the unique workflow efficiencies from the Panther system. We hosted one of the Biomnis senior executives at our HQ in San Diego, where many people from Tom West, the R&D and the Marketing teams demonstrated clearly that we are a global player in Diagnostics. One of the most critical points in the negotiation was the presentation that Gilles Rousselles did to the Biomnis board, demonstrating the significant productivity gains with the Hologic solution.

Biomnis decided to leave Roche and their products in replacement of the Panther and a much better Hologic value solution. But that’s not the end of the story. Winning the contract was only the start, the French team knew that now they had to deliver in order to win the trust of the customer.

Biomnis had some serious doubts about our service capability especially as it related to installation, implementation and training. Gerard Medhioub, our leading FSE installed the Panthers and delivered the full implementation perfectly and 2 days early. Finally Dorian Capitolin managed to have those Panthers validated prior to the date we had committed to.

The Biomnis project has never been a “Sales” project but a real “French team” project and the “French team” delivered above and beyond for a very high-demanding customer. This performance from the entire team showed superb execution from the start to finish and clearly shows how when we come together as one great things can happen!

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As our region continues to grow and becomes more complex and diverse in our office locations, it’s essential that we have the facilities and tools to enable us to work smarter and in sync.

To answer this problem we have joined our global counter parts in San Diego, Marlborough, Danbury and Costa Rica and have installed Cisco video conferencing facilities in Manchester.

The video conferencing tools allow us to operate as one region and help us to bridge the vast distances between Hologic offices, whilst bringing that personal touch to our communications. In most cases, the Cisco telepresence kit has been installed for 6-12 months and is firmly established as a great tool by its core users. As an IS team, we are keen to ensure that all our employees understands the benefits of these tools and can benefit from them. We encourage all employees to get in touch with us if you would like to utilise them and we would be happy to train you on how they work.

This investment in our regional sites and our core infrastructure demonstrates our commitment to supporting our users (you) to deliver excellence, to collaborate and share knowledge in the most effective and efficient ways possible. We will continue to look at and improve upon the tools we have in place that will enable our teams and offices to work closer together, and are in the process of a phased introduction of Cisco Telepresence video conference facilities across selected regional sites.

The future? Cisco Spark is currently being talked about as a great option – think of it as an interactive whiteboard with a camera – all of the benefits of Webex, Skype for Business instant messaging and freehand drawing on touchscreens combined.

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How to Change an Office Culture It’s strange to think that not so long ago our Manchester site was a very different place to be. Moral was low and the office environment was flat, nothing like it is today. Today it’s known for its positive spirt and fun activities. But how did it get there? How did the corporate culture change?

Many of our office-based teams want to learn some secrets from Manchester in a bid to drive a culture of team spirit and fun in their own offices.

The secret is that it has been a journey led by a number of dedicated volunteers. A group of employees came together to form “Team Manchester”. Their mission was to generate change and momentum from within the site. They started trying to understand the smaller things that were getting in our way, the pain points that were undermining the office culture. Together they made plans to rectify these pain points and made small changeswhich ultimately made a big difference.

It started with a tuck (sweet) shop to generate funds, cake sales (for charity) the Christmas party, then came a summer event, a sports day and many other seasonal opportunities for fun and fundraising . The team built a business case, gained support from the leadership team and secured a small budget to facilitate some of these activities.

Over time the faces have changed on the team, and at times it has been tough to find enough people with the time and energy to fulfil these duties (Team Manchester is recruiting right now!).

Changing something as big and as complex as culture can be difficult, but this team has proven that great things can happen when individuals come together and their community supports them. So thank you Team Manchester, we really appreciate you!

We would love to see other “Team (Your office location) “start up, so if you are eager and willing grab a few friends and get going knowing that small steps can make a big difference. Maybe soon we will have a ‘Team Brussels’ or Germany etc. etc.

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EMEAC Goes Green STELL A WOODWARD, SENIOR MGR QA

We and our customers often comment on the high quality of our products. It is something we are all very proud of.

One of the ways we measure quality is through critical performance indicators.

Our EMEA Quality team has won company-wide recognition for their results, now running into month 16 with straight greens on all KPI’s the team look unstoppable. In an interview with Stella Woodward we take a step back to understand what the team have done differently to achieve such sustainable success.

PHOTO CREDIT NAME

What’s changed from 16 months ago?

I see a whole new supportive and collaborative culture emerging, not just within my area but across the region as a whole.

As with many other functions we (the quality team) are not a lone department. We recognise that, and work hard to partner with, support and educate other departments on the effects of good quality systems. Ensuring all employees across operations, purchasing, manufacturing and supply chain understand the part they play in the process and how they can influence a positive result for us all has really helped.

Ok that sounds simple enough, but in reality collaboration isn’t that easy, how did you managed to bring this to life with such great results?

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Firstly we learnt how to work together as one team, we have shared goals and we are proactive in driving these forward.

We have open conversations to share knowledge and find solutions which utilise our individual strengths in the best way possible. But most of all we are supportive of one another.

Secondly, when we need to work cross functionally to get an action completed, we always try to communicate effectively, in a respectful way, after all nobody intends to do something wrong!

I tell my team often, that individually we shouldn’t feel the need to be right, but we should have the need for what we do to be right and you can only get this by listening to understand not to respond.

What keeps your team motivated to keep going even through the challenging days?

My team are engaged with Hologic, this is key. They believe in what we do and are passionate about our products. When things get tough the team come together prioritise the work and have open conversations and support one another.

Through this way of working the team have become great at delivering against shared goals. As a team they go above and beyond every day, because they care about the result!

What tips would you give other managers to help them drive a high performing team?

Use the engagement principles, this is a key enabler to ensuring the team’s success by giving them what they need to be set up for success. Stop to recognise the small successes as they happen- this drives motivation and allows momentum to grow.

Personally I truly believe, that we should train people well so they can leave, but treat them so well that they don’t want to.

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El futuro es brillante

Marketing Summit PAUL HURRELL

(the future is bright!)

 HOLOGIC & EMSOR

Hologic & Emsor Stronger Together

Our goal is to become an insights driven organisation that creates value for our customers, drives growth and is admired and respected across the globe for the quality of our Marketing and our innovative spirit.

In 2017 we began the transformation of Marketing in EMEAC by strengthening our talent, processes and execution. In 2018 we will continue this journey by upskilling our capabilities around a core marketing competency framework.

Our first ever cross-Division EMEAC Marketing Summit, that took place from 9th–11th January, signified the start of this process. Aside from having some fun getting to know one another under the warm Spanish sun, the objectives of the Summit were threefold: firstly, to create a strong Community of Marketers from across the EMEAC region; secondly, to build knowledge around three critical marketing competencies–Insights, Digital Communications and Launch Excellence–and thirdly, to encourage a culture of collaboration and learning through best practice sharing.

The feedback from the Summit has been excellent. The entire team worked well together, and were fully committed and engaged during the entire two and a half days. We all gained tremendous benefit from sharing and leveraging one another’s experiences and talents, and we feel very positive that in EMEAC we have begun to create a “United Marketing Community”.

I cannot wait to see the great things we will achieve, together we are stronger!

TANJA BRYCKER, VP BSH EMEAC

On 11th December 2017, our direct business in Europe expanded—following the completion of the acquisition of Emsor SA—our exclusive distribution partner in Iberia. This is an exciting step forward for Hologic and for our Breast and Skeletal Health (B&SH) business in EMEA! Emsor, founded and run by husband and wife team Luis Bennasar and Antona Cuartero, has been the face and voice of Hologic B&SH in Spain and Portugal for over 20 years. Their successful business, professional and talented teams, leadership, reputation and regional know-how has ensured Hologic is the market leader in Breast Imaging in both countries. This has positioned us perfectly to respond to the significant upcoming investment in breast health by the Ortega Foundation in Spain. Today, Emsor and Hologic are now one family it is very clear that they share our sense of pride in both the products and difference we make.

In January, team members from Hologic joined with the entire Emsor team to celebrate and unite us at an event in Madrid. It was an excellent day—commencing with a workshop led by Gareth Ogden bringing together key members of both teams to collaborate and confirm our

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approach to the future integration and new relationship together. This was followed by focus group sessions by department to allow a deeper dive by the different functional teams. A final Q&A session ended the day and then it was onto the main event—the after party. The entire Emsor team attended. In true Spanish style, Luis and team organised a wonderful evening complete with opening comments from Luis, Jan V and myself, a feast of paella, traditional Spanish music and dancing until late.

Together, we are now focused on the future. Over the coming months, we will be building on Emsor’s track record of success and welcoming their team fully into the Hologic family. The Emsor team is now the Hologic IBERIA team.

We look forward to the future integration activities and to team Hologic IBERIA bringing new and fresh perspectives and ideas to help contribute to our growth story. El futuro es brillante (the future is bright!). Please join with me in welcoming our new colleagues in IBERIA to Hologic!!

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Am I #5?

BY SHARON CAMPION

 DR DAWN HAPER

1 in 5 women will have heavy periods at some point in their life. That’s 15 million women in Europe, aged between 35 and 55 years. Unaware that this is a medical condition that can be treated, these women suffer in silence, often for years, with symptoms such as fatigue, anaemia, and nausea.

Quality of personal and family life is impacted massively. It’s considered an embarrassing topic that no woman wants to discuss, even with their partner or best friend. If she does go to her GP it takes on average 10 visits or 7.5 years for her to get a referral to a gynae! 7.5 years is too long and we thought it’s time we did something about that.

In answer to this problem we wanted to raise awareness of NovaSure® endometrial ablation and MyoSure® hysteroscopic polyp and fibroid tissue removal as potential treatment options. So the UK’s GYN surgical team launched the “Am I Number 5?” social media campaign, engaging with the Royal College of Obstetricians and Gynaecologists and the Royal College of General Practitioners and endorsed by two UK charities, Wellbeing of Women and Endometriosis UK. The campaign aims to turn this topic on its head to make people realise that this wasn’t just a woman’s problem but, actually, a nationwide problem with a huge cost to the British economy, a whopping £500 million pounds a year through the 5 million sick days taken off work.

The campaign was launched at Brit Mums Live The results so far are amazing— event in London last October with Celebrity we have reached 47 million people! endorsement from ambassadors, Katy Hill (ex-Blue Peter presenter) and Dr Dawn Harper  Likes up 43.8%  Twitter up 91.6%  Instagram +83 to date (media medic on TV’s Embarrassing Bodies).  65% increase in new visitors We launched a fresh consumer website wearwhiteagain.co.uk, including our social media but we're not done yet. We are asking all employees— campaign encouraging followers to paint one nail a different colour (to reflect the 1 in 5 staYes boys that means you too—to get involved tistic), photograph it and share across social channels using the #aminumber5. For every Paint one nail a different colour > Take a photo of said nail > share it publicly photo posted publicly Hologic donates (rather with the hashtag: #Aminumber5 than donated) £1 to our two chosen charities. (hyperlink to Dawn Harper’s video…)

Hologic will donate £1 for every photo shared!

The results so far are AMAZING! The campaign has so far reached 47 million people through media coverage, plus we have seen significant increases in web, Facebook, Twitter and Instagram activity. This means our message is reaching many women who we hope will be motivated to act now and stop their heavy periods.

Period. Together let’s make a difference, for your mum, sister, best friend, partner, maybe even yourself!

 BRIT MUMS LIVE

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Canada Runs for The Cure DAISY GAUNI

On October 1st Hologic Canada presented a team of runners to the, CIBC Run for the cure. The team made up of Kayla Shea, Mike Cox, Daisy Gauni, Laurie Schertzer, Stella Thevathasan, Laura Sanhueza-Miller and their respective families were led to the race by team captain Joanne Muldoon.

The 5k run has been going since 1992 where 1,500 people ran in Toronto’s High Park, raising $85,000 for the breast cancer cause. Today it’s the largest single day, volunteer-led event in Canada, with nearly 100,000 participants, all of whom run to raise funds in excess of $17 million annually.

The CIBC Run for the Cure event is managed by the Canadian Cancer Society who merged with the Canadian Breast Cancer Foundation back in Feb 2017, together their aim is to create a future without breast cancer.

The event brings together an incredible community of people who have a personal connection to breast cancer and want to show their support. It’s an inspirational day that raises significant funds for CCS. The funds raised are invested in the most promising breast cancer research that is leading the way in prevention, diagnosis and treatment and care, as well as funding Canada’s leading breast cancer patient support network, which works to improve the quality of life and the emotional support needed for those affected by this disease.

As breast cancer continues to be the most commonly diagnosed cancer among Canadian women and touches the lives of so many families every day, the CIBC Run for the Cure gives families, friends, and supporters the opportunity to join together in honouring their loved ones, and making a real difference.

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