Better business results require diversity and an inclusive culture
When you bring people together with rich, unique and diverse backgrounds, amazing things can happen
Diversity (or more specifically, lack of it) in technology is a hot topic that sees a lot of headlines. By now everyone knows that there is a significant diversity challenge in our industry.
At the same time, the technology industry is in the midst of a talent war. Tech jobs are growing at a much faster rate than other careers, and companies are challenged with finding and retaining qualified people to fill these positions. Companies that want to remain successful will need to be able to tap into every available resource that’s out there.
We need to do a better job at widening the access to tech jobs to more diverse groups, but this is not enough. If the culture is not open or enabling people to speak their voice, the diversity of the workforce does not matter. We also need to ensure that we promote a culture where people from different backgrounds can thrive and feel welcome. I want to make it clear that this is not a PR challenge – it’s a business imperative.
To stay competitive in the tech industry, we need to create solutions that take into consideration the experience of people from many different types of backgrounds. Diversity of thinking and experience fuels innovation and drives market growth. To put it simply, diverse teams create better products.
We have done a lot work at CA Technologies to make sure that our culture is inclusive across gender, ethnicity, generation, physical capabilities, or sexual preferences. This thinking is woven into the fabric of CA because it makes a direct impact on our business and our ability to deliver the best possible outcomes for our customers.
Some of the programs we have for attracting and retaining people from diverse backgrounds were ahead of their time when we launched them, such as ensuring that our candidate slates are diverse. In an effort to build a pipeline of diverse employees, we make sure we have a diverse slate of qualified prospects during every recruitment process. Since instituting the program five years ago, we have increased the diversity of our applicant pool by 25%. We also ensure we have diverse interview panels to embrace diverse perspectives during the interview process.
As we keep developing our processes, policies and benefits, we look to remove bias whenever possible. A great example of that is our parental leave policy. Many companies offer differentiated maternity and paternity policies. There are a lot of assumptions in play here; when the policies are differentiated, you are assuming that a heterosexual couple with a mother and a father are having a baby. Most companies have much longer maternity leaves than paternity leaves, so there’s also an assumption that the mother stays at home with the child and the father will take a much more abbreviated leave.
At CA, we took a different approach. In our parental leave policy, a parent upon a birth or adoption of a child or placement of a foster child may take 12 weeks of fully compensated leave. We don’t differentiate the amount of time off between the mother or father. A birth mother in the U.S. also has an additional six weeks of fully compensated disability leave prior to the commencement of the 12-week parental leave time. Our parental leave policy varies from one country to another, but across the globe at CA we provide a minimum of 12 weeks parental leave.
At a time when intolerance and division have become unfortunate themes in the global conversation, it’s an honor to be recognized for the fourth year in a row by the Human Rights Campaign for our inclusive workplace. Our policies also reflect inclusivity and protections for LGBTQ employees.
We have been on this journey for a long time, and by no means do we think we have it all figured out, but we are committed to ensuring we provide a great place for all people to work and will continue to try out new programs and initiatives to improve. We are making progress, but we want to ensure that we’re not only focusing on the diversity metrics. We want to ensure that the metrics matter. A culture of inclusion plays a huge role in ensuring the metrics matter.
Amazing things can happen when people can bring their authentic selves to work. Our ultimate goal is to attract the best people, motivate and retain our talented employees, and engage a high-performing workforce that creates innovative solutions for our customers
To find out more about our vision, visit our website.