Thrive at CA: Meet Abbasali Tavawala, Manager, Internal Audit

Thrive At CA - Abbasali Tavawala, Manager, Internal Audit

As part of our Thrive program, an internal initiative at CA focused on driving a diverse and inclusive work environment, we’d like you to meet a few of our employees and learn what unique attributes they bring that allow them to thrive at CA.

Meet Abbasali Tavawala, Manager, Internal Audit, and learn how his love of reading and learning new skills helps him bring valuable insights to his job.

 

Check out #LifeAtCA and #BringWhatYouBring on social media to learn more about our culture, and meet some of our great people first-hand and see what they bring to CA each day.

Are you interested in a career with CA Technologies? Search open jobs here or create a custom job alert to get notifications on roles that match your search.

Day in the Life At CA: Oliver Sims III, Sr. Director, Presales

Oliver Sims III, Sr. Digital Presales Consultant

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 and give you insight from a real CA employee. This profile of Oliver Sims III, Sr. Director, Presales, is part of our careers blog series “A Day in The Life At CA”.

In his role at CA, Oliver helps internal and external customers get to the heart of their issues, and then enables a solution. As a leader in the Mainframe Presales organization, he and his team are at the center of sales opportunities that are not only are significant in value and scope, but are onramps for positioning CA as a go-forward partner. Internally, he has worked to nurture an impactful relationship with the Product organization – one that pay dividends for both sides.

Outside of CA, Oliver is an advisor and angel investor for minority startup companies, and serves on several boards including the Sam Walton College of Business Diversity and Inclusion Board, the Walton Colleges Deans Advisory Council, HackMy Future, Joyful Giver and the Community Empowerment Council (CEC) in his hometown of Pine Bluff, Arkansas. He is passionate about the mentorship of African American and other employees at CA, and creating a culture of inclusion, diversity and gender parity.

We asked Oliver a few questions on how he helps eliminate barriers, both at work and in the community. Here’s what he had to say.

How do you contribute to eliminating the barriers between ideas and outcomes for CA customers?
I believe most barriers are imagined and can be overcome with intellect and determination. Ideas are the beginning of all things and can come from anyone.

Why is it important that we all “bring what we bring” to contribute different and unique perspectives? 
Experiences birth vantage points. The mere fact that every person has a different life story filled with unique experiences is clearly a signal that we’re all different. Those differences are valuable, especially when it comes to solving problems and creating new solutions.

Tell me a bit about how you’re bringing it outside of work with your recent appointment to the advisory board for the Office of Diversity and Inclusion at the University of Arkansas. 
The University was a springboard for my career success, so I feel compelled to give back. Serving on the Office of Diversity and Inclusion Board allows me to assist in the design and execution of programs that positively impact the minority student population. A student’s success on campus is key to graduating, which is key to becoming a contributor to our economy and society, so we don’t stop with on campus success. We also help students gain meaningful experiences through mentorships, internships and the acquisition of softer skills that are important to gaining a job – and thriving in it.

What did you learn from this experience that adds to what you do at work every day?  
Working with other professionals to solve problems, design initiatives and sell those to the staff sharpen the skills that I deploy daily at CA. Both boards are made up of talented individuals from diverse backgrounds, which provides an amazing opportunity for personal growth.

Why is it important to you that you’re making a difference – both at home and at work? 
I feel the U.S. has vibrant and varied economic opportunities, yet still the level of poverty, blight, imprisonment and people who believe they don’t have a fair chance are trending the wrong direction. I’m aware of how fortunate I am, and I want to help others. I read See You at the Top by Zig Ziglar as a freshman at the University of Arkansas, and it greatly affected me. The premise is, if you help people get to where they want to go, you will, in turn, reach your own goals. Doing enriching work—for profit or not—breeds internal satisfaction that is difficult to match.

Would you like to help CA eliminate barriers? Search here or create a custom job alert to get notifications on roles that match your search.

Want to learn more about #LifeAtCA? Follow the hashtag and LifeAtCA on Instagram to see employee pictures from around the world.

Press for progress: creating a CA where everyone can thrive

Thrive at CA

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

Beth Conway, SVP, People

Sahar Kanani, Principal Agile Program Manager
Sahar Kanani, Principal Agile Program Manager
Abbas Tavawala, Principal Internal Auditor
Abbas Tavawala, Principal Internal Auditor
Débora Silva, Communications Analyst, Latin America
Débora Silva, Communications Analyst, Latin America
Maria Jackson, Director, Talent Development
Maria Jackson, Director, Talent Development
Fabio Mazetti, Sr. People Operations Analyst
Fabio Mazetti, Sr. People Operations Analyst
Meghan Stabler, Advisor, Business Unit Strategy
Meghan Stabler, Advisor, Business Unit Strategy
Jim Kokoszynski, VP, Software Engineering
Jim Kokoszynski, VP, Software Engineering
Maria Silva, Instructional Designer
Maria Silva, Instructional Designer
Martha Dewey, Services Client Manager, Mainframe Practice
Martha Dewey, Services Client Manager, Mainframe Practice
Lina Forrestal, Sr. Social Media Manager
Lina Forrestal, Sr. Social Media Manager
Michael Natoli, Sr. Advisor, Customer Success
Michael Natoli, Sr. Advisor, Customer Success
Carolyn Rooney, Director, Talent Development
Carolyn Rooney, Director, Talent Development
Brad Smith, Program Manager
Brad Smith, Program Manager
Katherine Demacopoulos, VP, Corporate Marketing
Katherine Demacopoulos, VP, Corporate Marketing
Christie Morin, Program Director, Knowledge Services, Global Customer Success
Christie Morin, Program Director, Knowledge Services, Global Customer Success
Elizabeth Grayson, Administrative Coordinator
Elizabeth Grayson, Administrative Coordinator
Marie Purucker, Principal, Customer Experience Manager
Marie Purucker, Principal, Customer Experience Manager
Kellie Marshall, Sr. Operations Analyst
Kellie Marshall, Sr. Operations Analyst
Kate Guggenheim, Sr. Principal, Talent Development
Kate Guggenheim, Sr. Principal, Talent Development
Karen Longcoy, VP, Global Services Marketing
Karen Longcoy, VP, Global Services Marketing
Mary Lou Prevost, VP Regional Sales Public Sector
Mary Lou Prevost, VP Regional Sales Public Sector
Marie Daniels, Sr. Director, Global Customer Success
Marie Daniels, Sr. Director, Global Customer Success

How we’re creating a more diverse and inclusive CA

We work and live in a fast-paced environment, especially in the Tech industry. We are constantly evolving to stay ahead of the curve to achieve business results and win in a competitive industry. For many companies, diversity and inclusion has become a key focus; it is the “right thing to do.”  It is good for employees and good for business.

A 2015 McKinsey report found that companies in the top quartile for ethnic and racial diversity in management were 35% more likely to have financial returns above their industry mean, and those in the top quartile for gender diversity were 15% more likely to have returns above the industry mean.

Simply put –  diversity drives better performance and if we don’t embrace a diverse and inclusive mindset, we risk falling behind.

Research to prove this fact has often been based on characteristics that you can visibly see, but diversity goes beyond these factors.

Diversity and inclusion is not limited to what we look like. It’s about fostering an environment where people with different backgrounds and opinions can work together and challenge one another to elevate the collective thinking, creativity and actions of the group. Different perspective provides us the opportunity to challenge our assumptions and adjust our biases.

Every organization has a different strategy; at CA Technologies, our position is to focus on inclusivity and take a multifaceted approach to making progress holistically. Our goal is to remove bias by embedding a diverse mindset in everything we do. Our actions speak volumes to demonstrate our focus and commitment on building a more diverse and inclusive workforce.

We pride ourselves in taking risks and experimenting with different approaches to see what will move the needle. Over the last few years, CA Technologies has implemented several innovative strategies focused on eliminating bias, breaking down barriers and increasing the diversity of our workforce.

Pay Equity: As of January 1, 2017, CA Technologies became the first company to no longer request applicants’ previous salary history during the interview process for both external and internal candidates. 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. CA made this important shift not because of future legislation, but because it is the right thing to do.

Diverse Candidate Slates: Until recently, during the interviewing process, we required that at least one, and ideally more than one, candidate in every pool of candidates presented to a hiring manager qualified as diverse (defined as a woman, a person of color, a veteran, or an individual with disabilities).

In FY18, we raised the bar even further to require at least two women on each candidate slate for at least 75% of our filled requisitions. According to a 2016 study by HBR.org, their research demonstrates that having more than one woman or minority in the finalist pool of candidates would significantly increase the likelihood of hiring a woman or minority. When there is only one woman, she does not stand a chance of being hired, but that changes dramatically when there is more than one.

Diverse interview panels: Our benchmark aims to have a diverse panel on 100% of our requisitions to ensure that we have diverse representation to allow for a variety of perspectives in the interview process. Having a diverse panel not only helps manage unconscious bias, it also provides candidates the opportunity to meet and experience the diverse set of people who make up CA Technologies.

Unconscious bias training: “If you have a brain, you have bias.” Scary thought?  Indeed. We all bring our own biases to work each day, therefore we implemented Unconscious Bias training throughout the organization to help employees understand, recognize and mitigate bias.

Casting a wide net as we source for our open positions: We pursue and engage with a wide range of job candidates through partnerships with diversity organizations, diversity focused career fairs and job boards, recruitment at universities whose populations include a higher percentage of women and minority groups as well as targeted social media and networking channels.

Job Descriptions: Often job descriptions are plagued with bias, which is why we’ve improved our ability to connect with and attract diverse top talent by looking closely at our job descriptions and job postings to ensure the language we use is inclusive and not biased.

Diversity is not just about hiring and fair pay, it is a team sport.  It is about inclusion in every aspect of our work culture.

Search here or create a custom job alert to get notifications on roles that match your search.

Want to learn more about #LifeAtCA? Follow the hashtag and LifeAtCA on Instagram to see employee pictures from around the world.

 

 

 

 

 

Carolyn Rooney

Director, Talent Development

Connect with me on LinkedIn

 

Pride Month Profile: Jesse Santa Cruz

Throughout LGBT Pride Month, CA Technologies celebrated by spotlighting a few of our amazing employees from the LGBT Community. Even though Pride Month is technically past, we have one more outstanding employee we’d like to introduce.

Meet Jesse Santa Cruz, Coordinator, Talent Acquisition, who is based in Boulder, CO. Jesse began working for CA two years ago. He originally worked for Rally Software, then helped the recruiting team when CA acquired that company.

We asked Jesse to describe exactly what a Coordinator, Talent Acquisition does.

“I ensure that candidates and interview teams meet on time and have meaningful conversations that lead to stellar hires for CA. A typical day for me includes tons of interview scheduling for roles across the country, meetings with the local HR team, and assisting the Talent Acquisition Marketing team with tasks such as social media analytics and copy editing.”

“This is my first role, and I’m glad that I kick-started my career with CA!”

Jesse says that the culture in the Boulder office has had a great impact on him as a member of the LGBT community.

“I have worked in places where I struggled with being completely open with my co-workers with what I do on weekends, who I go on dates with, and what my true interests and hobbies are. The team here in Boulder is judgement free.”

When Jesse isn’t at work, he enjoys getting outside for a hike. “Living in Boulder, Colorado, the outdoors is king!” You can also find him sifting through thrift shops for quirky graphic tees, and “attempting to emulate Bob Ross paintings with small yet incremental success.”

What would Jesse say to a member of the LGBT community considering a career with CA Technologies?

“Bring What You Bring! I would tell them that if they are looking for a job in tech, CA is a great place to be. CA’s clear dedication in messaging, as well as actions about increasing diversity is proof that the stale ‘hush  hush’ corporate environment is being disposed of with the culture of inclusion that CA Technologies is striving to create.”

If you’re ready to bring what you bring to CA, Search here or create a custom job alert to get notifications on roles that match your search.

Want to learn more about #LifeAtCA? Follow the hashtag and LifeAtCA on Instagram to see employee pictures from around the world.

A Day in the Life At CA: Simon Cockayne, Founder, WhoZoo

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.

Meet Simon Cockayne. Simon began his career with CA 17 years ago, when he came with the acquisition of Sterling Software. Since then he has worked with different business units on several products as a Developer, Scrum Master, Product Owner, Product Manager, member of the CA Coaching Circle and member of the CA Council of Technical Excellence. He is now working on WhoZoo, a startup he founded in the CA Accelerator.

“I am trying to build WhoZoo: A self-learning map to the human beings in your ever-changing organization.”

“As the founder it is my job to lead the team and, through the scientific vigor of Lean Startup, explore and learn as swiftly as possible if/how WhoZoo can be built into a thriving business.”

Simon works from his home and collaborates with the WhoZoo team and team members from other startups across the CA Accelerator. He says his favorite part of the job is the autonomy to try new things and the opportunity to put his trust in the people around him.

In fact, Simon said the best benefit of CA is the people who work here:

“Bright, inventive, passionate people. Eager to succeed and eager to help each other. To work together in our CA mission to ‘eliminate the barrier between ideas and outcomes’ – and thereby help people all around the world be successful with their endeavors and adventures – well, that’s just ace.”

Simon is also an ally of the LGBTQ community at CA Technologies: a believer in the power of diversity and inclusion. We asked Simon about his experience with CA as an ally and supporter of the LGBT community, and what he would say to someone from the community considering a career with CA.

“CA is an incredibly inclusive environment. Bullying and discrimination are NOT tolerated.”

In addition to the people, he also loves the CA Accelerator workspace in Santa Clara, CA.

“That’s a wonderful space for collaboration. And it’s not just the contemporary décor…or the light space…and open collaboration areas…it’s the feeling that anything is possible…and if you start with that feeling…then anything really is possible.”

Bring What You Bring

CA asks all of its employees to “Bring What You Bring.” What unique traits does Simon bring?

“I talk too much. I wear my heart on my sleeve. I laugh a lot, sometimes too loudly. I am overly sensitive and worry about other people’s feelings. I am scared of heights. I am not afraid to experiment and try new things and fail in a public blaze of disappointment. I believe the happiness of the team is more important than the happiness of the customer. Only happy teams can be incredibly creative/productive…& that’s what makes customers happy, long term.”

If you’re ready to bring what you bring to CA, Search here or create a custom job alert to get notifications on roles that match your search.

And if you are especially interested on working on the WhoZoo team, check out out the job opportunities at the WhoZoo careers page.

Want to learn more about #LifeAtCA? Follow the hashtag and LifeAtCA on Instagram to see employee pictures from around the world.