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Planar Systems Finland

Equality plan Jarmo Salminen

Confidential | © 2006 Planar Systems, Inc.

Founded in 1983, I.P.O. in 1993 (Nasdaq: PLNR)

Main Offices (prior to Clarity acquisition):

> Beaverton Oregon (Head Office, CBU, CSBU & IBU)

> Waltham Massachusetts (Medical Business Unit)

> Espoo Finland (Europe/ROW headquarters and Mfg)

> Taipei Taiwan (Global Supply Chain Management & Mfg)

> Shanghai China (Asian Sales & Marketing & Mfg)

FY2006 revenue (fiscal year ends Sept.) $213 million

Planar at a Glance

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Business Strategy

Core competence: specialty displays

Enter additional specialty display markets over time

“to create best-in-class solutions for new and existing vertical markets that demand differentiated display solutions”

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Display markets where Planar operates

Display Market

s

Specialty Home Theater

Command & Control

Digital Signage

Other Specialty Display Markets

Industrial

MedicalDiagnostic Imaging

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Planar in Finland

161 employees Women 38%, men 62% Manufacturing operators 65%

> Women 37%> Men 63%

White collar employees 35%> Women 39%> Men 61%

Average age> Women 45 years> Men 42 years

Average service time 12 years

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Employer’s duty to promote equality

Act so that both women and men apply for vacancies;

Promote recruitment of women and men in the various jobs and create equal opportunities for promotion;

Promote equality between women and men in terms and conditions of employment, particularly pay;

Develop working conditions so that they are suitable for both women and men;

Facilitate reconciliation of working life and family life for women and men with particular attention to work arrangements;

Act so that harrassment on the basis of sex is prevented in advance.

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Equality Project In the Finnisch Technology Industry with 4 companies

and a consulting company Started in September 2005 Goal:

> Equality plans for the 4 companies> Model for the industry how to create an equality plan

Equality Survey in January 2006 Equality team: Representatives from all employee

groups, workplace safety and HR:> Mr. Ari Heinilehto, Facility Manager, Safety Manager> Ms. Marjatta Hongisto, Material Handler> Ms. Tarja Lindholm, Commodity Manager> Ms. Tuija Merinen, Manufacturing Technician> Mr. Kari Nykänen, Maintenance Technician> Mr. Tenho Partanen, Quality Engineer > Ms. Kaisu Segler, HR Manager

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Survey Results

Participation 74 % (men 66 %, women 82 %)

1. Women and men are treated equally at Planar - 40% of women disagree, 2 % of men disagree.

2. Less than 10% of employees think that age is a factor for non-equal treatment. Employees under 30 are most critical.

3. Some experiences on offending jokes or humiliating comments.

4. Decision making, assessment of work results, opinions on work related issues and rights at workplace – 30 % of women think that genders are not treated equally (10% of men).

5. Appreciation of work and rewarding – 40 % of women and 10% of men think that the genders are not treated equally.

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Survey Results

6. Everybody agrees on equal treatment regarding worklife balance and family related duties.

7. 17% of women disagree that women and men have the same opportunities to participate in training.

8. 70% of women and 20% of men disagree on that pay is the same for men and women for the same or similar work.

9. 2/3 are satisfied with their career development, but 50 % of women (90% of men) think that both women and men have the same opportunities for career development.

10. A few employees think that there is discrimination and/or humiliating comments or jokes based on sex, ethnic origin, religion or belief, sexual orientation, disability or age.

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Planar’s Equality Plan (1)

Equality in the Leadership culture

Open, equal, all individuals respecting and rewarding leadership culture

>Pay attention to equal treatment of all employees (no special rights to anybody)

>Everybody’s opinions and views are heard and respected

>Make sure that the originator will be honoured for his/her ideas and initiatives

>Equal rewarding>Responsibility: management, individual

managers, team leaders, HR

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Planar’s Equality Plan (2)

Offending jokes and humiliating comments

Respectful and discreet work enviroment with fun and relaxed atmosphere

>Responsibility of the person telling jokes >Encourage to address if there are offending

jokes or humiliating comments>Encourage to inform the manager, HR or other

contact person > Increased information about who can help>Responsibility: All employees create the

company atmosphere with their own behaviour.

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Planar’s Equality Plan (3)

Sexual or gender based harrassment

Zero tolerance to any kind of harrassment

>Discussion on the fact that some people might have been harrassed in the past

>Encourage to get help, if one is harrassed> Increased information what is sexual

harrassment> Increased information about who can help>Responsibility: All employees and managers

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Planar’s Equality Plan (4)

Equal pay

Equal pay for the same or similar work

>The numbers show that there is no difference in pay for same or similar work between women and men at Planar

> Increased information about Planar’s salary policy to employees

>Create salary statistics and comparisons >Communication to the employees>Responsibility: HR, managers

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Planar’s Equality Plan (5)

Equal opportunities at work

Equal opportunities to everybody for career development Both genders in all different tasks

>Pay attention in recruitment that gender, age, racial or ethnic origin, religion or belief, sexual identity, age or disability are no factors in selection

>Encourage women to apply for jobs which traditionally are taken care by men and vice versa

>Responsibility: HR and managers

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Planar’s Equality Plan (6)

Actions> Information meetings in teams for all employees > Training for people managers> List of names and phone numbers of people who

can help in case of harrassment> Action list to help managers and contact people to

cope with harrassment> Salary statistics and communication to employees> Statistics about recruitments

Timing> December - January > Continuous

Follow-up> In regular meetings with Union representatives> Following Equality survey in January 2008

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Summary (1)

Positives> We learned about the act of equality between

women and men and about equality planning> All team members had high level of interest> Information on experiences and opinions of

employees - Equality survey opened the eyes> Networked with other companies> Got some positive publicity for Planar > Finalized a tailored equality plan> Lower threshold to speak up for everybody

Challenges> Limited time> How to really make changes> How to make the plan alive in every day work> Sometimes very delicate issues, how to keep the

confidence and still take care for the issue

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Why an equality plan should be done > The law requires> Improves the working atmosphere and general

wellbeing at work > Helps to leverage everybody’s full capacity> Improves productivity

Summary (2)

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Thank you !