This week we’re celebrating CA Together in Action, our annual volunteer initiative. All week CA Employees will take time out of their work day to participate in a variety of volunteer projects, including environmentally focused projects, assisting food banks, and supporting STEM (Science, Technology, Engineering, and Math) learning for under-served youth.
“Participation levels have continued to grow since the program’s inception in 2005, demonstrating the commitment our colleagues around the globe have to making a difference in the communities where we work and live,” said Lisa Brighton, Senior Corporate Responsibility Analyst.
CA Together in Action also ties in to one of CA’s great benefits – our employees are eligible to use up to five work days each year for volunteering!
Here are just a few of the worldwide activities in which CA employees will participate this year:
Inspiring kids with hands-on STEM fun
Providing helping hands at numerous local food banks
Sorting books and reading materials for distribution to those in need
Helping with an ecological workshop for kids about water protection
Thrive week at CA celebrates a diverse and inclusive workplace
March is a special month for us at CA Technologies as our people will celebrate Thrive week, which coincides with International Women’s Day and Women’s History Month in the US. Thrive is our internal initiative focused on driving an inclusive work environment that enables diverse perspectives, experience and thought — all of the factors that are key to driving innovation and business results for CA, our customers and our shareholders.
This year, the theme of International Women’s day, #PressForProgress, encourages us to push even harder toward greater inclusion, diversity and parity. I could not agree more. We must all work together to ensure equality for all – not only because it is the right thing to do, but because it drives better business outcomes. When we harness the power of everyone, we are more innovative, productive, and create better solutions – and that is simply, good business.
The innovative approach we take at CA embraces experimenting with different practices, failing fast and quickly learning from missteps to help move the needle. As I reflect upon all we have accomplished at CA, I am proud of the progress we have made thus far – but certainly won’t rest on our successes. I believe there is a strong need to press forward and continue the momentum as we focus on removing bias overall to create a more inclusive and diverse CA.
It is no secret that the Tech Industry – and all industries – are working hard toward a more representative workforce. Our goal at CA is to focus on inclusion first – we not only want to see a change in our representation, but also feel the change in our environment. Leveraging an inclusive mindset, we take a multifaceted approach to removing bias interpersonally and system-wide by evaluating our programs, processes and benefits to ultimately achieve a more diverse workforce and make progress holistically. We want to enable a truly inclusive environment so that we can realize the benefits of a diverse workforce and drive business value. We’ve made some big changes to our processes and policies to ensure we create an environment where equality and parity are foundational, bias is removed from our system, and our pipelines are fortified with diversity.
Pay Equity: Effective January 1, 2017 CA became the first company to no longer request current or historical compensation information from internal and external candidates during the interview and hiring process. Offering competitive compensation packages based on knowledge, skills and abilities helps eliminate any previous existing pay parity issues that may have been rooted in bias.
Diverse Candidate Slates: In an effort to build a pipeline of diverse candidates, we ensure we have a diverse slate of qualified candidates for our open positions. Since instituting the program five years ago, we have increased the diversity of our applicant pool by 25%.
Diverse Interview Panels: In order to embrace diverse perspectives during the interview process, we ensure we have a diverse panel of interviewers for our open positions.
Leave of Absence: Effective January 1, 2017, CA’s paid Family Medical Leave (FML) time off increased from 6 weeks to 12 weeks for leaves that are otherwise unpaid (i.e. maternity, paternity, adoption, care for ill family member, leave to care for self if approved for family medical leave but not approved for short term disability [STD]).
For maternity leaves, the 12 weeks begin after the conclusion of the any disability leave meaning a typical is fully paid for 18 weeks.
Leave of Absence Phase-Back Program: CA provides a generous, fully paid phase-back-to-work program for employees returning from leaves to care for family members automatically for two weeks to ease the transition back to work.
We further solidified our commitment to inclusion through our participation at the 2018 Makers Conference, where CA was one of 40 board members to raise their voices and announce a powerful initiative to advance women in the workplace. #Raiseyourvoice
“CA pledges to conduct a policy and process audit across the company to evaluate for possible areas of bias and implement solutions to remove bias where it exists.” ~ Lauren Flaherty, Chief Marketing Officer & Executive Vice President, CA Technologies
I look forward to pressing even harder for progress in 2018 and beyond. Check out #LifeAtCA and #BringWhatYouBring on social media to join us on the journey, and meet some of our great people first-hand and see what they bring to CA each day.
Beth Conway, SVP, People at CA Technologies Connect with me on LinkedIn here Follow me on Twitter here
CA Technologies provides opportunities to learn and grow at all stages of your career
CA Technologies understands that to win in a global IT landscape, we need to conduct business not only with agility, but to focus on employee engagement. Chief People and Places Officer Guy Di Lella says, “Engagement is a way to measure how our people feel about their employee experience (EX) which has a direct positive correlation to customer experience (CX). Quite simply, the higher the EX, the higher the CX.”
How do we help drive a better employee experience at CA Technologies? We focus on providing our people with impactful experiences to support them at each stage of their careers. Further, our talent strategy is founded on a “Leaders at all Levels” philosophy, which empowers all employees, regardless of role, to demonstrate leadership skills to help us realize our mission. There is something for everyone!
Career Growth Opportunities that Drive Employee Experience
Throughout their careers, employees continually look for new ways to stretch, learn and grow. All of CA’s programs are learning and growth opportunities that align to CA’s Mission – to eliminate barriers between ideas and outcomes. In all the Talent Development programs, we challenge employees to think about how they can break through barriers and create new innovative ideas and outcomes, no matter the level they sit in the organization. All the programs and experiences also align to our DNA – the essential building blocks that allow us to drive our customer’s ideas and help them achieve greater outcomes and results. This is how we achieve our best work.
Below are some of the award-winning programs that align to CA’s Mission and DNA:
Leadership Development Program (LDP): This program serves as the foundation for building leaders at CA and contributes to a culture where leadership development is valued. The LDP is intended to build a bench of strong, qualified leaders who can influence others in a positive way and move CA forward. This program recently won two LEAD awards from HR.com, which are based solely on the feedback of our LDP participants and Alumni, as well as a Brandon Hall Excellence Award.
Managing and Leading: A virtual social and immersive program that allows managers to develop skills and knowledge through dialogue and collaboration with other managers across CA. This program also won a Brandon Hall Excellence Award.
CA Spark: A virtual social program that provides participants with the foundation, framework, network, tools and practice to help build core coaching skills. Like the LDP and Managing and Leading programs, CA Spark also won a Brandon Hall Excellence Award.
On-Demand Learning: Skills such as change leadership, career engagement, and others that align with our DNA can be accessed through our Leaders at all Levels intranet site. Tools, resources and e-newsletters are available when and where it’s needed on a variety of topics to help stimulate growth.
Workshops: Live workshops are facilitated throughout the main office hubs based on relevant topics. Similar to full-scale programs, workshops are offered in one-hour to half-day increments.
Functional Training: All organizations provide online modular learning experiences to increase functional skills within key roles. Alternatively, in-person workshops are presented upon need.
CA Technologies encourages all of its people to own their career and take charge of their own growth. Wherever you are on your CA journey, there are many opportunities to learn, grow, define your path and drive your career forward.
Want to learn more about #LifeAtCA? Follow the hashtag and LifeAtCA on Instagram to see employee pictures from around the world. You can also see more about our Leadership Development Program by following #LDPFY18 on Twitter!
Joanna Castaneda is a Principal, Talent Development at CA Technologies.
At the helm of ~400 team members from CA Technologies, India is Sakaar Anand. He is a CA Technologies veteran with more than 21 years of experience in Information Technology and Human Resource Development.
Sakaar joined CA in 2008 as a Senior Director, Software Engineering and since then has held various roles at CA. Today, he is the Senior Vice President of Software Engineering & leads an enthusiastic team of software professionals, who help CA customers gain insight into their applications, their networks and their infrastructure.
In this Q&A, we speak with Sakaar about his role at CA, his career journey, his thoughts about an effective leader and what CA looks for, in an ideal engineer.
Tell us about your role at CA Technologies?
My teams own the development of CA Products which become part of an organization’s DevOps toolchain. We also own the internal deployment of the same DevOps toolchain for CA Technologies.
How has your career at CA Technologies evolved since you first joined the company?
I joined CA as a Senior Director, Software Engineering in 2008. I headed Technology and Process Shared Services for CA India for 2 years. Then I became the Vice President of Software Engineering, where my role was to provide expertise to CA product development teams in the domains of usability, accessibility, business intelligence and localization.
After this role, I got an opportunity to head HR for CA India. Though I was never planning to move to HR but when the opportunity came my way, I grabbed it with both hands as I wanted to learn about the other lines of business like Finance, Marketing and Sales, to be able to understand these functions by working closely with these Business Units.
After heading the India Human Resources Team for almost 4 years, I got another opportunity in the US to head the Global People Team for product development of all the products. Simultaneously I started heading Product Operations. I was in this role for almost 2.5 years and it was a dynamic and changing environment for me where I got to work with new people, new processes, experienced new ways of approaching the problem, new challenges of business and in my journey, I continually adapted to the change and learnt that ‘to adapt is to grow’.
During this time, I became the Senior Vice President for Product Operations and Human Resources.
Very recently, I moved back to India as the Senior Vice President for Software Engineering.
I always feel that there are a lot of opportunities for those who can embrace the change to excel. It is imperative to adapt to the changing times by updating our skills and experiences to stay relevant for an exciting future.
In your opinion, what makes for an effective leader?
To me, an effective leadership requires real accountability. Accountability towards your goals, towards your work, towards your colleagues and towards the organization. Because when leaders take personal accountability, they are willing to face the consequences of their decisions and actions in all the circumstances.
That sense of ownership and responsibility also inspires the team and makes things happen. If you are accountable, the company can and will trust you.
How have you fostered a high-performance culture in the team?
I would again stress the importance of accountability here, because by fostering a culture of accountability in the team, you empower the employees to take ownership and when team members constantly demonstrate ownership and accountability, commitment to work increases. This results in high levels of trust amongst the team members and which ultimately drives high-performance culture in the team.
I always encourage all the leaders to drive the culture of accountability in the team and build trust through support and encouragement. Creating a culture of constructive accountability may require a culture change within the team but leaders will find the results well worth the effort.
Having joined CA in 2008 and then becoming SVP of India Agile Operations Team in 2017, what would you say are your top tips for climbing the ladder within an organization?
Three things that have worked for me are:
Never say ‘’No’’ to new challenges and assignments – Don’t get too comfortable in a role. Step out of your comfort zone and push your limits. Pushing yourself out of your comfort zone to take on more responsibility is a great way to grow personally and professionally. I have always felt that when you step out of a role to embrace something new, that’s when you make real progress.
I have never said ‘’No’’ to any role that the company has offered me. And a ‘’Never Say No’’ attitude towards any new role or a challenging project or assignment has made me reach where I am today.
Put the company first – Getting to the top position requires the simple concept of hard work day after day. As an individual who wants to grow in an organization, you shouldn’t get impatient and put the company first. Leaders should put the interests of their organization above their own. Give back to the company, create more capacity for people around you and it will automatically bring growth to you and to the team and the organization.
I have never asked, what the organization can do for me, I have always asked what can I do for the organization.
Don’t ask for a title, always ask for new roles and responsibilities – A promotion or salary increase is the most sought-after reward in the corporate race. And many people want to just go after a raise or a title. Instead, you should ask for new roles and responsibilities that you are willing to take on. Be proactive and look for opportunities, share your career goals with your leaders and talk about how you see yourself fitting in the new role.
What’s a unique career lesson you can share?
I always keep telling people that in today’s competitive world, those who are willing to take risks, those who are willing to step out of their comfort zone will be the ones achieving the greatest success.
Only when we take the risk & come out of our secure zone, can we take on a new opportunity, build potentiality and accomplish more. As we do, our confidence to take on new challenges increases.
I have never let anything, keep me from stepping beyond the confines of my comfort zone. We must continually introspect whether we are letting our fear of failure keep us from taking the actions that will move us forward and help us take the right decisions.
What is it about CA Technologies role that keeps you motivated and inspired?
I have been at CA for over 9 years now. We work in a unique environment that supports talent, innovation and creativity and the variety of projects, tools and technologies that we work on is truly exciting. My favorite part of my role is getting to work with inspiring people and my team, helping to make a difference.
Besides the amazing team and the exciting work that we do here, I have got tremendous opportunities to work in various roles, a wide array of projects and assignments. I have been lucky enough to get the chance to work in different geographies as well. The constant change and new & exciting opportunities have always kept me on my toes.
It is the opportunities for taking on new responsibilities and challenges that make working for a global company like CA so rewarding. These windows, in turn, bolster spirit and motivation.
We are consistently innovating and helping various organizations develop an agile architecture. The direct relation between the work we put in and the positive impact that comes as a result is so inspiring and empowering.
You’re hiring. What type of people are your looking for? What kind of qualities do you seek when hiring young engineer candidates?
We are a technology-driven company so we are looking for people who have a passion for technology, who keep themselves abreast with the emerging technologies, who have technical depth in their area of study, but at the same time can also expand the breadth of their engineering knowledge, who are inquisitive and fast learners.
In closing, do you have any advice for engineers who want to join the Tech Industry?
Be well rounded and don’t just learn to code. Be curious and study about latest developments in technology, technology trends and industry trends. And if you have a passion for technology, the grit to resolve the problem and the ability to see the bigger picture, then IT field is for you.
In addition, for any project team, agility is integral to the success of the project and it is extremely important for agile teams to be able to communicate their ideas well to the team members and the customers. I want engineers to be aware of this aspect as well.
We couldn’t have said it better. Thanks to Sakaar for sharing his thoughts and advice for young software engineers! You can follow him on LinkedIn here.
Are you interested in a Software Engineering role at CA Technologies?
Insight on what it’s like to work in Digital Presales at CA
When searching for a role or starting your career in the tech industry, you’ll typically find bulleted information on a company’s job description, benefits and culture. We want to go a step beyond that and give you insight from a real CA employee. This Sr. Consultant, Presales profile is part of our careers blog series “A Day in The Life At CA”.
Skyler started with CA Technologies in 2014 as a Presales Associate, working with prospects to identify challenges and pair those to CA solutions. He came to CA from one of our customers.
“The excitement of coming from the customer side, working with a product that I knew and appreciated as a valuable tool for my job, is something I now carry when sharing our tools and solutions with customers and prospects alike.”
Fast forward three years, and Skyler has now moved into the role of Sr. Presales Consultant. So, what exactly does a Sr. Presales Consultant do?
“I work with customers to identify and solve IT problems. Usually this means digging through log files, replicating problems that they’ve seen, or just educating them on how they can use the tools in a way that suits their workflows.”
“I’m excited to have the ability and connections to work one on one with our customers to help them strategically leverage their solutions more effectively, and ultimately achieve the results they are after.”
Loving the workspace
Skyler works with the Digital Presales team in CA’s Plano, Texas office.
“Working in an office has been a great experience. Previously I worked from home, and having the ability to coordinate and work with coworkers directly has been great. Problems seem to get solved a lot more quickly when you have the ability to turn around and ask questions, bounce ideas around, or just relax and shoot some dart guns at a teammate who may be focusing too intently on something else.”
“The office space is great in terms of how it’s set up. There are cubes, but not so tall that it keeps you from seeing your neighbors, communicating directly, and not having to walk across the floor just to see if your sales guy is available.”
What’s an average day like?
A typical day for Skyler includes a number of conference calls, strategizing on the best way to accomplish customer goals, and the occasional ping pong match.
“The first thing I do in the morning is spend about an hour to an hour and a half catching up on companywide emails, or studying up for the calls of the day. So much of what the team does involves specialized conversations around unique technology and features, it’s great to have the quiet to sit, read and process how this information will be presented back to the customer in the conversations for the day.”
The best CA benefit?
Skyler says the best benefit available at CA is the attention managers give to their employees, especially in terms of being able to take time off when needed, whether it’s to be present for a family emergency or to recover from a stressful time in the office.
“Having that time available makes it possible to work in a way that works best for you. I enjoy working in sprints, which can be days, weeks, or months long depending on the season. During this time I prefer to work many early mornings and late evenings. Although this can be very productive over a short period, it eventually leads to feeling tired and in need of rest. This benefit allows me to take time when it’s available to rest and recharge, but still be able to work the way that I enjoy most.”
CA is a hidden gem when it comes working in sales at a B2B tech company. What advice would Skyler give to someone considering a sales job at a lesser-known company?
“View it as an opportunity. An opportunity to bring what you bring to create impact on the culture. Here in Plano, the team built the culture that we have today, we participate in the planning of our events, we’ve researched and continue to build a modern workspace with new technologies, and finally, we take ownership of the work that we do and the outcomes we achieve.”
CA Technologies offers best-in-breed Pet Benefits for employees’ fur babies!
In addition to our popular benefits for parents, did you know that CA has pet benefits for pet parents? CA employees can take time to appropriately welcome the addition (paw-ternity leave, if you will) or to grieve the death of their beloved animal friends. We will also send a special gift bundle to welcome new fur babies to #LifeAtCA, at the employee’s request.
Chief People & Places Officer Guy Di Lella understands how important it is to foster relationships between pets and their people by giving them time to bond, and this benefit is another way CA is continuing to develop family-friendly benefits to make the company an even greater place to work.
“One of the most effective ways we can make our customers successful is through the strength of our people — by attracting, developing and retaining the right people to achieve our Mission; by being a great place to work; and by creating an environment that marries hard-charging DNA with a little fun,” Guy said in a recent note to employees.
Here are the details:
If you get a new a pet that would benefit from special parent-pet bonding time, you may take up to 3 fully paid days off.
If you get a new pet (or got a new pet since the beginning of 2016), you can receive a CA-branded “pet bundle” to welcome your newest addition to the CA family!
If you are faced with the unfortunate loss of a beloved pet, you may take up to 3 fully paid days off to help grieve and deal with your loss.
We’re looking forward to seeing all the happy CA pet pics on social media! Tag yours with #LifeAtCA so we can share the love.
Ever wonder what it’s like to be a Digital Sales Account Owner at CA Technologies?
When searching for a role or starting your career in the tech industry, you’ll typically find bulleted information on a company’s job description, benefits and culture. We want to go a step beyond that and give you insight on these key facts from the perspective of a real CA employee. This Digital Sales Account Owner profile is part of our new careers blog series “A Day In The Life At CA”.
Digital Sales Account Owner David Hardy is what we like to call a “boomerang”. After working with CA for five years, David left to join another company. However, David says he jumped at the opportunity to return in a business development role, supporting our Global Service Providers, “which I was very excited about, regretted leaving frankly”.
David shared with us that his decision to return to CA is often justified through his experiences.
“CA management and co-workers are there when you go through a family crisis, be it a family member, health issue, or otherwise. I had the occasion to experience this first hand and it really cemented my conviction that CA is the best company to work for (even with our areas to improve, which we are always working at).”
David’s Career Story
In 2003, David joined CA Technologies in his first role as a member of the Brightstor storage products team. In his new role, which began in 2011, David provides support for CA global service provider partners. This was initially IBM Global Services for four years, and David is now a part of the HP Enterprises Services team.
These roles make a huge impact on our global offerings. “I develop sales opportunities to partner with our service provider partners on CA solutions that are a white space for them. These partnerships help to complement their offerings, grow revenue while growing CA’s market presence.”
So why does David love his job?
“Working with awesome people and meeting new contacts over the phone. Helping to bring people, client requirements and solutions together! Every day is a different adventure!”
David is also a pretty big fan of CA’s new Tampa, FL office, where he is based. “Our new office has the most awesome view – the best of any company that I’ve worked for in my career! It also has a great layout and location (even with the traffic)!”
The Life of a Digital Sales Account Owner
A typical workday for David includes working from home one day a week (gotta love that flexibility!). He enjoys starting his day with a review of updates from his team and the company, through our internal social collaboration sites and emails, and greeting his local co-workers with fresh coffee in hand. This sets him up for success to dive into collaboration with the sales team and research to help his global service provider account discussions more effective.
“Lunch is often had in our kitchen room with a view, then enjoying a walk through downtown Tampa or along the Tampa Riverwalk.”
In the afternoon, David serves our customers and partners with discovery meetings, demos, and various other partnership activities.
“Training is also a part of many days, ‘sharpening the saw’ on product knowledge and skills to improve.”
David’s Career Advice
We asked David what you should know if you’re considering a career with CA Technologies.
“CA is a 30 year old company, which is not really new. Today though, CA has the startup attitude, with exciting new products, organically grown software and connected in to the application economy.”
We couldn’t have said it better. Thanks to David for sharing his Day in the #LifeAtCA in Business Development!
Are you interested in a sales role at CA Technologies?
Ever wonder what it’s like to be a Software Engineer at CA Technologies?
When searching for a role or starting your career in the tech industry, you’ll typically find bulleted information on a company’s job description, benefits and culture. We want to go a step beyond that and give you key insights from the perspective of a real CA employee.
Adam McKeown is a Software Engineer in our Vancouver, BC office.
Adam got into his technical career relatively late in the game. He started going to BCIT, a local technical college, at age 30. The contacts he made there opened the doors for networking opportunities, which led him to CA Technologies.
At work he spends most of his time looking through other developers’ code to find areas that need improvement or don’t line up with standards.
“I really like that the work that I do feeds into something larger and that I can stand behind it. As a QA Analyst, I sort of have the final say in what goes out the door, and if I’m not satisfied that it’s what the client needs it gets reworked.”
Adam says he gets excited coming to work because he knows he’s going to learn something new every single day. He’s already encountered three to four new languages in the 10 months that he’s worked here.
When asked about the most challenging aspect of working for CA, Adam said it is the speed at which things move.
“We’re a big company, but at the same time we react very quickly to changes in the market place and to our clients’ needs. We use the Agile methodology, which means we’re on sprints and PIs, and every PI our product owner is coming to us and saying this is what the client wants, this is what the business needs and it’s up to us as a team to decide how we’re going to meet those challenges.”
Life at CA
One of Adam’s favorite parts of CA is the trust and respect he’s found here.
“At CA Technologies, we’re respected. There’s a lot of trust placed in us to do what we say we’re going to do, and we reward that trust by working hard and meeting all of the challenges that are set to us.”
He also enjoys the collaborative atmosphere and the diversity at CA.
“We spent a lot of time collaborating here at CA Technologies. We’ve got a lot of smart people from a variety of backgrounds, and it’s great because we have all of those different viewpoints and experiences and educations blending into one another.”
Adam’s Career Advice
According to Adam, the number one thing you need to be successful at CA Technologies is confidence.
“You have to have confidence in yourself and in what you know, because you’re going to have to apply it every single day. Sometimes you’re going to disagree with your co-workers and that’s totally natural. We want you to bring that passion, because we want you to teach us things that we don’t know.”
Thanks to Adam for sharing his Day in the #LifeAtCA of a Software Engineer! You can connect with him on LinkedIn here.
Ever wonder what it’s like to be a Principal, HR Talent Development at CA Technologies?
When searching for a role or starting your career in the tech industry, you’ll typically find bulleted information on a company’s job description, benefits and culture. We want to go a step beyond that and give you key insights from the perspective of a real CA employee.
When Jennifer (Jenn) Budveit, Principal, HR Talent Development isn’t working, she loves to travel with her family, especially to Disney World, and have fun with her family and friends.
Jenn’s Career Story
Jenn has worked in human resources for more than 19 years and has her Master’s degree in Instructional and Performance Technology from Boise State University. During her career, she has held the positions of Training, Recruiting and Hiring Manager, Regional Process Manager, Onboarding Specialist, and Instructional Designer.
At CA, Jenn she was hired initially as a Senior Instructional Designer, designing content for various Talent Development programs. Her role has evolved to help support the Global Leadership Development Program (LDP) as the lead for instructional design and content development, provide support for LDP alumni along their continued leadership journey and is one of the global facilitators. She also provides a consultant role on measuring the impact and value Talent Development provides throughout the organization.
“I have been at CA for a little over three years. While I was not actively looking for a new path along my career journey, I knew I needed to be. I thought about the type of role, and the type of company that would be ideal for me one year before joining CA, but didn’t know how or when I would find that ‘perfect’ fit. Then CA reached out to me and it was all meant to be.”
The Life of a Principal, HR Talent Development
We asked Jenn how she would describe her role.
“I am part of the team that aligns our internal leadership development program with current industry trends, the business environment and the internal opportunities for leadership development within CA; both for the capabilities to be successful today, as well as into the future. We want to ensure LDP is providing the type of experience and the support our employees need to expand and grow their leadership capabilities.
A typical workday for Jenn includes a mix of working with others on content alignment and execution of the leadership development program and LDP Alumni community, as well working individually in designing content and activities.
We asked Jenn about the best part of her workspace, and she said that she loves being together with her co-workers and teammates.
“The brainstorming and collaboration that takes place on a daily basis, along with lots of fun and laughter, makes it a wonderful place to be in every day. The Islandia office, and this campus in general, is absolutely beautiful and designed with the employee in mind. Between the wonderful cafeteria, the workout facilities, the Montessori school, and the grounds; they all make me very proud to point out to anyone and everyone that this is where I work.”
When we asked Jenn what her favorite part of the job is, she told that she loves seeing the impact of the Leadership Development Program, or any of CA’s talent development programs, have on those participating.
“My passion has always been in finding the gap between actual and desired performance, determining which will be needed to effectively reduce or eliminate that gap, and then seeing that all play out successfully.”
Life At CA
Jenn has especially enjoyed the work/life blend she’s found at CA.
“The focus on work/life blend has, for me, been the best CA benefit. This is something I did not have in companies I have worked for in the past. I have the ability to put my family first when they need to be, and that makes it so easy to put CA first when it needs to be.
What would you say to someone considering working at CA Technologies?
“I will admit I did not really understand what our company did until I started researching it. I would say that just because CA may not be a household name to you, doesn’t mean it isn’t doing absolutely amazing things. It is such an exciting time to be a part of CA; every single employee is a leader here because every individual brings their unique perspective to the table. In a company that focuses on innovation, you want to be where your opinion will not only be heard, but it will be counted.”
Thanks to Jenn for sharing her Day in the #LifeAtCA of a Principal, Talent Development! You can connect with her on LinkedIn here.
International Women’s Day 2017 asks us to be bold for change, and CA Technologies is up for the challenge.
As the team and I plan various events, social media engagement and recognition to celebrate International Women’s Day, I am compelled to reflect on some highlights related to the diversity and inclusion journey at CA. We’ve been recognized for leading the way in changing the face of STEM through awards like Working Mother 2016 Best Companies for Multicultural Women, we’ve been applauded for our external campaigns aimed at empowering women in tech, and our women responded more favorably than men on 80 percent of our key drivers of engagement in our employee survey. However, our work is not done, and I thought this would be a perfect time to share some of our newest and most innovative efforts launching in 2017.
Solving Pay Equity
At CA, we strive to be on the leading edge of change when it comes to eliminating bias from the workforce and to be thought leaders in the technology industry. Pay equity is and always has been important to CA because we believe all people should be compensated based on what they bring to the position and the company. Continuing this focus and commitment, we now prohibit discussion of previous compensation during the application and hiring process.
This simple and important shift will allow us to focus on the areas that matter in determining a compensation package. Offering compensation packages that are competitive and based on knowledge, skills and abilities helps to eliminate any previous existing pay parity issues that may have been rooted in bias. The intent is to create a more level playing field and ensure that everyone has the opportunity to earn fair compensation for comparable work and advances an inclusive environment where our people can thrive.
While at CA we have gender parity as it relates to compensation, we want to be vigilant and continue to make forward progress on removing possible areas of bias and advance our inclusive environment. Basing job offers on previous compensation can perpetuate gender wage inequalities. The gender wage gap has not significantly improved since Congress passed the Equal Pay Act in 1963. Women in the U.S. earn 79% of their male counterparts, on average, for the same jobs.
CA is proud of our historical focus on equality and pay parity. We constantly seek opportunities to continue forward momentum and we are particularly proud of our most recent proactive step. There are some proposed changes to pay equity legislation that focus on closing the gender wage gap in the United States, the earliest of which is not scheduled to take effect in Massachusetts until July 2018. We hope other tech employers will follow our lead and similarly implement this practice across their workforces to ensure all employees are fairly paid.
We are committed to ensuring we cast a wide net as we source for our open positions through diverse candidate slate and interview practices. By focusing on reducing bias in the process and managing against individual unconscious bias, the diverse candidate slate requires at least two candidates in every pool of candidate qualifies as diverse. Similarly, diverse interview panels ensure that we have diverse representation among the interviewers.
It may sound like a small effort, but we know these programs work and we’ve been recognized for our results. For instance, of our senior-management hires in 2016, 13% were multicultural women, which was 44% higher than the industry average of 9%. Additionally, in the last two years, we have increased the representation of women in technical roles by 14%. It’s a good start, and we are enthusiastic about building on this momentum to increase our overall diverse representation.
Increased Referral Bonuses for Diversity Candidates
To help us build a diverse candidate pipeline, we are looking to those who know CA best – our people. Employee referrals are a great source for CA and those who are referred to the company, tend to be successful. While we do pay competitive incentives for referring any candidate that ultimately is hired, we have recently announced a double referral incentive for those candidates who are women, veterans, minorities, and/or have a disability.
These are just a few of the ideas we’ve implemented in our recruiting practices, and that doesn’t cover all of the daily pieces of Life At CA we offer in continuing support of the women on our teams. Take a look at these blogs from women at CA about our unique benefits and policies: