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Equality vs equity: How Lily Zheng changed the way I think about definitions
This year’s International Women’s Day theme is#EmbraceEquity, and its aim is to get us talking about why equal opportunities are no longer enough. Understanding the difference between equity and equality can help us do that.This reminded me of a book I read, “DEI Deconstructed” by Lily Zheng (they/their), whom we had the pleasure of inviting recently as a guest speaker at Avanade. In their book, Lily not only articulated some thought-provoking truths, but they also provided useful and practical ways for organizations to achieve better Diversity, Equity, and Inclusion (DEI) outcomes.Lily described equity as this: “It has two parts: one, the presence of wellbeing and success across all groups; and two, the absence of discrimination and mistreatment for all groups.”Lily pointed out that – rather than asking, “Is our company trying to achieve equity?” – we should be asking, “Have we achieved pay equity, wellness, balance and flexibility for all groups?” because these are things that we can measure, achieve and celebrate.This view reminded me the importance of how we demonstrate equity in Avanade through measurable outcomes. Some key initiatives which we have already implemented that come to mind include:Equal pay for equal work – and we achieved 100% gender pay equity globally in December 2022.We offer flexibility and choice in our ways of working.In some regions, we already provide gender-neutral paid parental leave; and we're looking to expand it to all regions in Growth Markets.And what about Lily’s view on diversity and inclusion? Their approach is this:Diversity– the demographic composition of a given company that its stakeholders trust and feel represented by.Inclusion– the way you measure if a workplace is a place where everyone feels respected – from every group and every region – and feels able to bring whatever part of themselves they choose into the workplace.I see two important aspects to these definitions:First, they will resonate with a broad range of stakeholders because they aren’t prescriptive. The definition of diversity doesn’t specify the exact proportion of people that should be people of color, Asian, women or LGBTQ+. All it demands is that anyone of any identity can look at a company and say, “Yes, that company represents and includes people like me.” Otherwise, diversity just becomes about counting people who fit into certain boxes. Second, all these definitions give us a way to succeed in DEI because they are immediately actionable.At Avanade, we’re on a journey toward equality by first focusing on equity. Equitable policies ensure that everyone in our diverse workforce gets their different needs met. We are going to use this approach to look at our initiatives in terms of systems – not individuals.This is how we will invite everyone into the DEI conversation. Because if we’re going to build a better workplace for everyone, we need everyone to be involved.This blog was originally published on: Women at Avanade here.
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Equity in Action: How our Companies that Care #EmbraceEquity and drive change in 2023 and beyond
At half the sky, we celebrate women 365 days a year. To us, International Women’s Day is yet another day to celebrate the amazing women who inspire us every day and who make a difference in the world. We recognize that, as a career platform, we are creating an essential tool for forging equity and empowering women in their personal and professional lives. Whether it's through mentorship, networking, or educational opportunities, we provide women with the resources and support they need to achieve their goals and pursue their dreams.On this day, it is important to remember that celebrating women is not just a once-a-year event but a constant effort to recognize their achievements and contributions to society. In IrnizahKhusaini of Johnson Controls words, it means to be “empowered, and take ownership to create the environment and space for every one of us to develop, succeed and thrive”.This year’s IWD theme is all about #EmbraceEquity. In this blog post, we have asked our incredible companies that care to share with us how they uniquely #EmbraceEquity in their organization. #EmbraceEquity is about ensuring that every woman, regardless of her background, has equal access to employment, support and opportunities for reach her full potential, despite the roadblocks they are be presented with. Janelle Delaney, Women@IBM A/NZ Executive Sponsor shares the importance of driving conversations about “flexible working, tackling tough issues like menopause, domestic violence, infertility – yes these are topics that need to be spoken about - as well as looking at how to support our teams in life after COVID”. And this isn’t limited to the global gender gap. Hwa Choo Lim from Equinix shares the organization’s commitment to “accelerating digital inclusion and closing the gender digital divide” through “empowering women specializing in technology roles, giving them the support and confidence, they need to succeed and thrive in the field.”Hearing their stories, we are proud to celebrate our Companies that Care, who share the same mission as us and inspire us daily with their profound and authentic commitment to helping women succeed in the workplace and beyond. Read on as we highlight some of our amazing clients who share our mission of how they #EmbraceEquity and celebrate their achievements! Hwa Choo LimVice President, Human Resources, Asia-Pacific, Equinix"Observing the theme “DigitALL: Innovation and technology for gender equality”, this year’s International Women’s Day is an opportunity for us to recognize the achievements of women who forged their own path no matter the obstacles thrust in their way. Whether it’s dispelling stereotypes, speaking up for themselves and their peers or achieving beyond what was expected of them, we celebrate their accomplishments and courageous perseverance. At Equinix, we place great importance on making women feel “I’m safe, I belong, I matter.” Through long-standing communities for empowerment like the Equinix Women Leaders Network (EWLN), women are able to mentor, connect, belong and nurture one another through ongoing programs that encourage professional growth.Going the extra mile this year, Equinix Foundation, our employee-driven global charitable organization, has committed a $100,000 grant to World Pulseto support its work accelerating digital inclusion and closing the gender digital divide. In order to close the digital divide for women, we will continue to empower women specializing in technology roles, giving them the support and confidence they need to succeed and thrive in the field."Spring AiSoftware Development Manager, Autodesk"I'm embracing equity by taking a new role as the China Region Chapter Lead for Autodesk Women's Network (AWN), our Employee Resource Group dedicated to empowering and developing women at Autodesk. In this new role, I lead the community and collaboratewith other talented women in the executive team. Due to the pandemic, the China AWN community has been relatively quiet for the past three years. Now it's time to restart, reinvigorate, and reunite community members and empower people through various programs and activities. This position allows me to use my strengths to support other women, extend my network, and discover growth opportunities.I'm also embracing equity by engaging in the Autodesk Mentorship Program. This program has helped me learn a lot of practical knowledge, including people management and communication skills."Janelle DelaneyPartner, IBM Consulting and Executive Sponsor, Women@IBM ANZ"Working with our fantastic Women@IBM in Australia and New Zealand squads, we plan to continue to make IBM the best place for women to grow, work and flourish. We focus on initiatives that not only support women but support everyone in our workplace, such as looking at flexible working, tackling tough issues like menopause, domestic violence, infertility – yes these are topics that need to be spoken about - as well as looking at how to support our teams in life after COVID. We are also running events to enable technical women from different organisations to network and encourage each other in their career development. At IBM we care about our people and inclusivity is key to an organisation’s success, so I love having the opportunity to contribute to our success through the work of Women@IBM."Azadeh KhojandiManager, Engineering, The Trade DeskWe recently held our Global Convention in Singapore in February. We hosted a breakfast for all our members of APAC Women in The Trade Desk (TTD). It was a fantastic opportunity to network and we had the chance to meet lots of new people from many different offices. We also posed a challenge to our attendees. We created bingo cards with TTD leaders names on them, and asked our members to take photos with everyone on their bingo card. The pose was in light of International Women’s Day theme for 2023, ‘Embrace Equity’ and we asked each person to pose with a self hug. This challenge was an excellent opportunity for our members to engage with leaders outside their immediate work circle and for them to also have some fun along the way. In 2022, Women in TTD Circles was created to provide a space where women can pursue their own version of success, with a solid base of TTD members who will cheer each other on.Irnizah KhusainiSenior TA Manager, Southeast Asia, Johnson Controls"Creating an equitable and inclusive culture is key for us at Johnson Controls, especially one that’s sustainable over time. For such a culture to happen, we recognize that the journey goes beyond creating appropriate resources and opportunities. It’s also about increasing visibility and support through a collective effort as One Team. Together with the rest of my colleagues in Johnson Controls, we are empowered, and we take ownership to create the environment and space for every one of us to develop, succeed and thrive. I’m committed to reducing bias in the recruitment process, and to amplify the voices of my team and people around me. This journey starts today, and I invite you to join us to build a better tomorrow together!"We are thrilled to have the opportunity to showcase some of our exceptional clients who are leading the way in promoting gender equity and creating a more inclusive and supportive workplace. Their dedication to empowering women and providing them with the tools they need to succeed is truly inspiring, and we are proud to partner with them to make this mission a priority in 2023 and beyond! By having a glimpse into their passion and commitment to women in the workplace, we hope to inspire others to join us in the mission of promoting equity and creating a brighter future for women everywhere.
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International Women’s Day 2023: “Why equal opportunities aren’t enough”
“Equality is giving everyone a shoe; equity is giving everyone a shoe that fits.” ~ Dr. Naheed Dosani, advocate for equitable healthcareToday is International Women’s Day (IWD), a day dedicated to celebrating the achievements of women, raising awareness against bias, and taking action in support of equity. This year’s IWD theme “Embrace Equity” is especially important as it calls attention to why, in order to advance women, we need both equality and equity.Equinix is proud to support IWD 2023. As the executive sponsor of our Equinix Women’s Leadership Network (EWLN) and an ally who pushes for the empowerment of women, we want to inspire a conversation about how everyone can collaborate to achieve equity in and out of the workplaceEquality vs. EquityEquality strives to give everyone the same opportunity; equity recognizes differences that prevent equal outcomes with the same opportunity. While equality and equity get used interchangeably, they are inherently different concepts.Equality assumes we are all starting from the same place with the same shared experiences, background and privilege and that by providing access and support equally, everyone will have equal opportunity for success. Equity accounts for the fact that not everyone starts from the same place with the same privilege of access and support, which can create significant disadvantages, making it more difficult to achieve the same goals. This difference is subtle, is often misunderstood and stands in the way of providing real access to opportunity. Equity removes the barriers that get in the way of people’s ability to thrive.Everyone starts from a different place, so how do we learn how to spot inequity? How do we raise awareness? How can we help forge positive change?Allies are necessary to drive equityHere’s how The Great Place to Work organization describes allyship: “Allyship in the workplace means using your personal privilege to support colleagues from historically marginalized communities. Allies wield their influence to amplify the voices and elevate the employee experience of their underrepresented coworkers.”[1]Women are a truly diverse group and not all policies and practices benefit all women equally. Women of color, LGBTQ+, disabled and economically challenged are often disadvantaged which is why women must provide allyship to each other, but women cannot achieve equity alone—we need male colleagues to join this effort as allies who collaborate, promote and fight for equity in the workplace. Getting this buy-in is crucial to systemic improvements to workplace policies, practices, and culture.Diversity of thought helps all of us. Get excited about knowing you can always achieve the best outcome by hearing all views. Allyship is an active, iterative process that starts with recognizing that you don’t have all the answers when interacting with people that may be different than you. An ally asks—and doesn’t assume—what another person needs.”- Mike Campbell, Chief Sales Officer, EquinixWhile many of our male colleagues already believe in gender equality, they may not be sure how to turn gender equality into gender equity. If you’re looking to evolve as an ally and want to take steps to learn how to build equity in support of your woman co-workers, we recommend a few steps to get you started:Be curious, don’t assume and educate yourself– First, read, listen, watch and deepen your understanding. When you do speak with someone to understand their challenges, be fully present and suspend assumptions, ask for permission to discuss, and don’t assume everyone shares the same experience. Listen and pay attention to the specific ways they want to be supported.Own your privilege– Has someone ever questioned your ability to “juggle” raising children while excelling at work? Do you adjust your speech, appearance or behavior to fit into a particular culture because you are the only one like you in the culture? Recognize the advantages, opportunities and resources accorded to you as an ally. By doing so, you can understand how privilege is a resource to deploy for good. Don’t sit back and wait for others; own taking action yourself.Seek and accept feedback– Seek to understand if you have unconscious bias. Ask others for feedback. Establishing trust with women and anyone from a marginalized group is critical before they will feel safe in the power dynamic to provide “unvarnished” feedback. If you miss this step, you risk creating additional stress and work for the person from whom you are seeking feedback. Show appreciation and that you value their feedback (even when it is painful) and be thoughtful and sincere.Become a confidant– Research shows that women advance when they have trusted relationships with male partners at work. These relationships provide women with a space to confide in someone they trust about issues like microaggressions encountered in the workplace. Make the time to be available and to empathize and validate the woman’s experience.Take action– When you witness microaggressions, racist or sexist comments and behavior, be clear and decisive in shutting them down and giving your support in the moment. The key is right in the moment. Explain that you are offended by the comments or actions and that they aren’t acceptable. When you see someone taking up most of the space in a meeting, ask specific questions of women whose contributions and expertise are being overlooked or devalued.Expect challenges as you venture into this new world of allyship, but like any other learning experience, it will get easier. What’s important is that you continue checking in with yourself and others to ensure you’re not slipping back into biased thinking and get feedback about how you can fine-tune your approach.Equinix paves the way for allyship in the workplaceThe Equinix Women Leaders Network (EWLN), one of many in the Equinix Employee Connection Network (EECN), is open to all employees. EWLN is a network of women and allies pursuing growth, visibility and opportunities to increase business impact, and they’ve been doing so for over ten years. Men are welcome to participate as sponsors, mentors and allies. By meeting together, women and men can learn from each other and understand different perspectives. The EWLN is an excellent opportunity for women and men to network and discover new talent. As gender equity becomes core to the company culture through the active allyship of men, it will be exciting to observe the advancement of even more women into leadership roles."EWLN is a network of women and allies pursuing growth, visibility and opportunities to increase business impact, and they’ve been doing so for over ten years."Our Allies Council, which includes 50 senior leaders, promotes gender and racial equity through various programs designed to empower them to become advocates for diversity, inclusion and belonging (DIB). In a six-month reverse mentorship program, the Allies Council partnered with our EECNs to connect leaders with mentors to learn and experience communities with a different perspective.Equinix is also helping close the gender digital divide worldwide with our continued support of World Pulse. We recently announced the expansion of our long-time commitment with a $100,000 grant from the Equinix Foundation to help accelerate digital inclusion for women and girls globally.To learn more about how you can become part of this inclusive and empowering culture, we invite you to explore opportunities to join the Equinix team—worldwide.You might also be interested in:Equinix Employee Connection Networks[1]Claire Hastwell, What Is Allyship in the Workplace?, Great Place to Work, December 14, 2022The original article was published on Equinix Interconnections Blog.
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Autodesk’s Renée Pinto on How to Harness Your Creativity to Advance Your Marketing Career
Renée Pinto is a creative soul.The Australian native’s passions include all things creative. “I love to paint. I also love to take photos. I was even represented by a gallery in Paddington, Sydney for many years showcasing my oil paintings , as well as my photography,” Renée shares.When she doesn’t have a paintbrush or camera in hand, she harnesses her creativity at work as a Senior Marketing Manager at global software solutions companyAutodesk.We sat down with Renée to learn how she has used her creativity to grow her marketing career and her tips to harness your creativity so you can do the same.From Hospitality to MarketingRenée’s career started with her love for people. “I started working within the hospitality industry, and that's where my love of marketing first took off,” she explains. “I'm a people person. So marketing and events were something that really suited me.”With a new-found interest in marketing, she moved from working in events to working with small advertising agencies where she enjoyed working in an intimate environment and getting to know people on a personal level. “I started off as a graphic designer,” Renée shares. “I worked in the studio with only two others, which taught me so much about the ins and outs of the business”This experience lent her valuable insight into the different roles it took to run a small business. “You are learning all aspects of the business which I believe is vital to understand how it operates and how your role fits into the bigger picture.While building her understanding of the different moving parts of the company, she started building relationships with her colleagues, regardless of their rank. “Being able to connect with people and not having the hierarchy in smaller organizations, has been something that I think has got me to where I am, because I don't see titles. If you are the the junior graphic designer, I'm going to ask you if you want a cup of coffee, just like I'm going to ask the CEO,” Renée says with pride.This people-first approach supported her when she took a break from the corporate world and turned her passion for photography into a full-time career — an unconventional career move that eventually led her to a bigger marketing role.Passion Project to Full-Time Career and BackRenée’s photography business started as an act of kindness over 15 years ago, first starting as a second job. “It actually started as a charitable thing. I started taking photos for friends and people who couldn't afford it on the weekends whilst still working full-time at an agency,” she shares.And it was through photography that Renée further developed her marketing skills. “It started by using social networks, friends, and family to nominate a family in need of a photo shoot,” Renée explains. “I didn't realize at the time that I was actually marketing, using multiple digital platforms and social channels. Back in those days, print advertising was the way to go, so we even made flyers that we put in letterboxes.”Eventually, her photography and marketing skills flourished so much that she was able to financially sustain herself through her business full-time. However, over time Renée realized that her passions didn’t need to be her full-time job. “I love photography, but I needed more than that. I needed a full-time job as well as an outlet,” she says. “I soon realized [photography] is something that brings me joy, it's almost like my yoga, my escape, my therapy.”After five years of full-time photography, Renée chose to opt for a corporate career that would fulfill her professional desires and allow her to keep her hobbies as passion projects.Landing the Ideal Role at AutodeskRenée eventually found her way to Autodesk, a tech company that is changing how the world is designed and made. Their technology and software span various industries and help customers solve problems and design a better world.She first joined as an events and marketing specialist, which went well with her previous experience. But when a former Autodesk co-worker went on maternity leave, Renée got the opportunity to step into the vacant marketing role on the demand generation team. “I loved it. A portion of that role was executing to our end customers, and then the second portion of that role was my introduction to partners and the channel ecosystem and the importance of building relationships,” Renée shares. “I was working directly with our partners. And that's when I [realized], ‘this is where I need to be. This is my calling.’”Renée has spent the past three years in the Channel Marketing organization at Autodesk as a Channel Marketing Manager, and has recently been promoted to Senior Manager for Channel Marketing APJ. Her day involves “working with Channel Marketing Managers across APJ, meeting with our partners, understanding the gaps and challenges they are facing, and also identifying the enablement our partners require to be successful. Also working alongside our key stakeholders internally, our channel sales teams, demand generation team, channel programs team, and making sure we're aligned with them and have the same priorities and same goals for our partners.”And it was her previous creative endeavors that helped build the framework for her success as a manager and working with partners. “Photography is the perfect starting point in understanding people, because you're sometimes photographing individuals that don't want their photo taken, you're having to get the best out of them,” she explains. “You need to gauge and learn more about their personality and how you will draw the best out of them. Photography's exactly the same as how you would manage and interact with people in the workplace.”Some of Renée's artwork and photography she created during the COVID-19 lockdown and an internal Autodesk painting class she led an internal conference.How to Harness Your CreativityCreativity can often be seen as something you do or don't have, not a skill that can be learned. But Renée disagrees. “I think we're all born with some sort of creativity. It's just how we utilize it or how we embrace it, practice, and develop it. It's like anything in life, the more you do something, the better you become,” Renée encourages.For those looking to harness their creativity and advance in the world of marketing Renée offers this advice.Think outside of the box.“It's great to have an analytical mind. And at the end of the day, data is key — but I think you have to have a balance.” Renée explains. “It's important to have that creative mind and look at things through a new lens so you can work out how you can market that product or solution differently. Sometimes you may fail and sometimes you may succeed, but never be afraid to speak up and share an idea no matter how silly you think it may sound. Usually when in a team environment, what originally sounds like a silly idea, becomes a group discussion with multiple stakeholder inputs and then develops into something that ultimately could be a huge success.”Try different things outside of work.“You are not going to know what you enjoy or what you are good at, in a creative sense, unless you try different things,” says Renée. In order to do this she recommends stepping outside of your comfort zone. “Do a drawing class. Take up the saxophone, whatever your passion is,” Renée urges. And once you try something new, take that same energy into the business world. “We think that we have parameters and we have to stay within those parameters at work. That's not always the case. I also believe having a creative outlet or hobby outside of work is something that is critical to our mental health and in turn will make you successful and happier at work”Try new things within your career and don’t be afraid to fail.At Autodesk, Renée has worked with people who have come to marketing from all different careers and walks of life. “There are definitely people within Autodesk, like myself, who have a very non-conventional background in the tech space,” Renée shares. “We are told when we leave high school that we must know what we want to do and move straight into studies. The pressure on young people can be immense to make a decision straight away, however you can also be successful by trying different roles, working within different industries, and actually getting first-hand experience, which will be valuable in finding where you truly are meant to be. I tried multiple different careers to learn what I loved and then went on to study. There is no one path you should follow and it is never too late to try something new.” To Renée’s previous point, trying new things can be key to success, but more importantly, you shouldn’t be afraid of failure. “If it doesn't work the first time, maybe there's a different way you could do it.”
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Roundtable Recap: Key Challenges and Opportunities for Gender Diversity in the Post-pandemic Era
On November 24, Half the Sky gathered 9 leading corporates which included: Microsoft, Accenture, Equinix, Dupont, AkzoNobel, Avanade, Yara International, Johnson Controls, and Ciscofor our inaugural roundtable series: “DE&I Challenges & Opportunities for Corporates in a Post-Pandemic World.” This event was moderated by the HTS Founder & CEO Sabrina Hoand HTS advisor Duncan Hewett.The small group size and selective attendance maximized the opportunity for candid sharing, networking and learning value. We certainly got a lot of insightful pointers to share with you read on for a recap of the days event:It was noted throughout the roundtable that Diversity, equity, and inclusion (DEI) have the power to transform business by creating a truly inclusive workplace culture — which, in turn, drives employee satisfaction and retention. In fact, significant polls show that today’s jobseekers prioritize inclusion and want to feel like they belong over financial incentives.Although many companies believe in a DEI strategy many find they run into certain challenges that can complicate the process or keep it at a standstill.Here are the five key challenges identified during the roundtable: 1. Availability of diverse talent Ms. Irnizah Khusaini, of Johnson Controls, shared that one of the key reasons for such a scarce availability of diverse talent is because the industry is mostly pipelined by men. In the 2022 statistics, men are still dominant in the tech industry posing 73.30% over women that has only 26.70%. In addition, women who manage to work into a male-dominated tech companies are often met with lower pay for the same grade of work.Ms Khusaini also added that hiring managers should be encouraged to build more diverse teams and have more women in senior positions. Encouraging managers to view talent through a diverse lens, including the perspective of female talent, can bring valuable dynamics to teams in male-dominated industries, ultimately adding value to the business.2. Lack of initiatives for system changes For Ms. Lynn Dang of Microsoft, she mentioned that it is imperative that a system change should be implemented within the organization to create better roles and opportunities for female talents. “So, for industries like technology, we need systemic changes to enable a more inclusive workplace environment and it really starts from an early age so that young girls are encouraged to pursue careers in STEM” Ms. Dang said. Ms. Lynn also noted that one of the key challenges in implementing DE&I in today's corporate environment is the difficulty in maintaining the flow of female talents joining the tech industry. 3. Cultural challenges Ayaka Yamada, Senior Manager of Culture & Change at Yara mentioned that Japan is also facing cultural challenges when it comes to its female workforce. She shared that, “In Japan, it is unfortunate that women are not given the same level of appreciation for their work in the workplace.” Ms. Yamada also explained that in some cultures in Japan, women tend to stop working after they get married. “They think that they need to contribute a lot to the family and they need to dedicate their lives to housework and caring for their children and husband.” It was noted that Japan is ranked 120 out of 156 countries in the Global Gender Gap Index (GGI) in 2021 the worst ranking for an industrialized nation. 4. Nature of industry For Ms. Tiffany Chan of Accenture, one of the antagonists in improving gender diversity in the workplace is the nature of the of the industry. “I think all leaders are really supportive of having diversity and inclusion in our recruitment but I think the challenge is that the nature of our business makes it really hard to do so.” Ms. Tiffany explained. Further, for industries that focus on manufacturing and industrial work like Dupont, Ms. Angielina Tay noted that the real struggle for their industry is to find female professionals that fit in an operational manufacturing environment. “In our industry, it’s a real challenge to find field scientists, there are only a few female talents who are willing to be part of that kind of environment.” Ms. Angielina shared. 5. Hiring to fill not hiring to fitHiring quickly pose risks and possible detrimental outcome-- it may cause high turnover, lost time and wasted training resources. But most importantly, you might miss on diverse talent that’s critical to a company’s success.For Ms. Jalene Liu of Equinix, she shared the data that shows that female candidates should be nudged 7-9 times before they decide to join a company. Further, she said that hiring managers shouldn’t be in a rush to hire talent. “If the hiring manager is always in a rush, there's very little chance of onboarding diverse talents. So, they have to slow down and be focused on driving diversity, and you know, considering the diversity of candidates before deciding to hire.” Finding the right balance between speed and effectiveness should always be in the process of hiring managers. A lot of challenges on diversity and inclusion has been discussed but there are also key opportunities that were tackled in the roundtable. Here are 5 key opportunities that were discussed during the roundtable: 1. Remote work setup For Ms. Carole Hung of Akzo Nobel, she claimed that remote setups are especially conducive to working moms who are trying to get back in the workforce. “Remote work setups really help, it’s an encouragement to working moms to come back to society.” Ms. Hung said. Aside from working moms, Ms. Tiffany of Accenture also shared her learning experience on people with disabilities. She said that the option of being able to work from home opens a lot more opportunities for persons with disabilities. “They can have the flexibility to work from home now and I think this is an area that we can look into with more effort,” Tiffany said. According to Forbes, remote opportunities will continue to increase through 2023 and it’s been projected that more companies would move to remote setup.2. Culture of empathy in the workplaceForging a culture of empathy takes many shapes and forms in the workplace, even in a remote setup, this type of culture is supported by Ms. Jalene Liu, of Equinix. She said that having an environment with empathy makes a difference when it comes to mutual respect among employers, managers, and employees. She said “Being a good company also has something to do with the company culture, it should build a healthy environment for the employee, there should be.” 3. Right to disconnect Studies have shown that burnout and stress are the effects of an ‘always on’ culture on employees that are checking messages after work. Expert says that knowing how to disconnect after work is one way to resolve it.For Ms. Lynn of Microsoft, she shared her experience of learning the need to delay when it comes to reaching out to employees via email.“I realized I need to delay sending emails after working hours, it’s a way to respect and have empathy and not to disrupt other people's time.” Ms. Lynn explained. 4. Support for Diversity and Inclusion For Mr. Duncan Hewitt HTS advisor mentioned that men who supports women in the workplace are also the kind of allies the industry need to build diversity. On the same discussion, Denise Naidoo of Avanade Asia, added that leaders have the responsibility to ensure that the company represents the communities they live in. “It's about just rebalancing, everyone that comes there [should] feel like they can be their authentic selves and have a sense of belonging,” Denise said. In 2022, there has been a lot of progress when it comes to inclusivity at work. Progressive industries are now creating diversity campaigns to attract and welcome diverse talents around Asia and even the whole world.5. Better recruitment practices For Cisco’s, Mr. Gary Chua, in order to achieve a diversified pool of talent, one effective strategy is to encourage the participation of female talent from early career stages."We've just deployed techniques to start doing internships with female talent and we also started looking at cross-company mentoring of junior talent,” Chua said.In an article from the Guardian, it stated that gender-neutral job descriptions would reduce impostor syndrome among women looking to enter a male-dominated internship. When screening potential interns, companies should have diverse hiring panels and gender-neutral interview questions.The roundtable ended with a fruitful discourse of the challenges and opportunities each of their respective industries face. This discussion will surely reshape the culture of the corporate world to a better, more diverse environment. Join us on our mission to level the playing field for women at work and prepare for the future of work and become a company that cares.
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The “boomerang” effect: Former Autodeskers in Shanghai share why they returned to work at Autodesk
Sometimes, you might decide to leave a company for another opportunity, and then after a while, return to the company you were at before – a lot of people call this being a “boomerang” employee. We love when former Autodeskers make their way back to us!We recently spoke with a few boomerang Autodeskers based in Shanghai, China, on why they decided to come back to work at Autodesk:Junyu Zhang first started at Autodesk in 2015 as a Senior Quality Assurance Engineer. After leaving the company for another opportunity, Junyu returned to Autodesk as a Principal User Experience Designer in the PDMS Gen/SIM UX team and is responsible for the user experience design of Generative Design territory in Fusion 360.Liang Shao was a Senior Manager of Software Development when he left the company. After just half a year, Liang decided to come back to Autodesk and returned to the same role.Monica Zhao started her career at Autodesk as an SQA Engineer, was a Product Owner on multiple projects, applied for a Product Manager job in a different division, then switched to an Engineering Manager role. She returned to Autodesk after one year and took a new role as a Product Manager.Renbo Jiang first joined Autodesk in 2007 as a Software Engineer working on Map3D, one of AutoCAD’s vertical products. After exploring other career opportunities for three years, he returned to Autodesk in 2014 in a new role as a Principal Engineer on the Map3D team. Today, he is a Tech Lead on the AutoCAD CI team.Wayne Wang was a Software Engineer at the beginning of his career with Autodesk and a Software Architect when he left to explore another opportunity. He came back to Autodesk after only three months and returned to the same role.What were the reasons for your decision to come back to Autodesk?Junyu: It’s a long story, but in brief, I faced a hard time due to the expansion of family duties during COVID, but the employer I was with wasn’t very supportive, and the repetitive overtime working schedule just depleted every bit of energy both physically and mentally. So, I looked for other opportunities with a better work-life balance. Luckily, former colleagues at Autodesk reached out at the perfect time. Based on my previous experience with Autodesk’s culture, I decided to come back. I’m so glad to be back and see all my old friends!Liang: After Autodesk, I took a role as head of engineering and product at a startup company, with 50 people reporting to me. It turned out my adventure was very risky, and the challenges there became serious concerns, including higher demand with limited resources, negative company culture and lack of psychological safety, and the pandemic’s impact on the company’s performance and overall economic health. My worries kept increasing while my feeling of safety kept decreasing, so I finally decided to quit and return to Autodesk. In contrast, Autodesk is doing so well in these areas, and I got a deep impression of how important these factors are to our professional careers.Wayne:I left Autodesk to join a start-up company. I came back to Autodesk because I needed to have more balance between life, family, and work. I also found it hard to fit into the local company culture at the startup, and I prefer to deal with the more technical work that I had in my previous role at Autodesk. Thank you for having me back!What are the things you enjoy most about working at Autodesk that you didn’t find at your other jobs?Monica: The company culture at Autodesk is very promising and charming. It fosters a psychologically safe environment for employees to bring up their ideas and opinions, guiding everyone on a much simpler and clear decision-making process. It reminds everyone to always collaborate with a One Autodesk attitude.Renbo: Autodesk’s company culture is very attractive to me. Managers care about the growth of their employees, and at the same time, they also pay attention to work-life balance. My colleagues are very friendly — whenever I have a technical problem, there are always colleagues who will proactively help me.Junyu: When I was job hunting, I did get some very good offers with high salaries and great titles. For me, money is an important factor, but not the number one priority. I am a very hard-core technology enthusiast and working for Autodesk, I just feel so proud to be part of such a great journey in technology. We are the voyagers and what we’re doing is a contribution to all mankind — although it may be very small, all the huge leaps are formed by the tiny parts.Liang: Without the comparison of being at another company, I would not have such a deep feeling about how company culture is so important for being successful. Among Autodesk’s company values, one I’d like to highlight is “inclusive.” At Autodesk, you will see being inclusive in the work at every level. Your thoughts are listened to and respected. Feedback is well accepted, and actions are taken. All of this is built on top of Autodesk’s people, who share the same values with our culture and are guaranteed with tools and processes (e.g., 360 feedback, 1-on-1 conversations, employee insight surveys, etc.).Autodesk always tries its best to build a psychologically safe environment. One example is the well-known BPM (blameless postmortem) process, which focuses on improvement rather than blame. Autodesk cares about people – you will find work-life-balance is a common question in the employee surveys, and no doubt, the care is about much more than just work-life balance, if you take the examples about how Autodesk has responded to the pandemic and other events impacting our employees. Also, Autodesk cares about people’s careers and supports them with very meaningful career paths for every job. I believe Autodesk gets paid off with continuous innovation and sustainable growth in business by retaining talent.Why should people consider a career at Autodesk?Wayne:Autodesk is technically driven, with plenty of hard problems to solve, great materials and opportunities to learn and grow, while also balancing life and family.Monica:The company really cares about its employees, from a lot of new initiatives on how to support the new norm of remote work to the support company provided to employees during the pandemic. Even the regular updates from our CEO on the status of the company really demonstrate how we work hard to gain customer trust, take new initiatives to adapt to the world’s changes, and embrace new technologies to help customers reimagine how they work today.Renbo: At Autodesk, you’re treated fairly. Your manager is very concerned about your growth, and there are plenty of training opportunities for you to choose from. You also have many opportunities to do things according to your ideas and influence the people and teams around you. Here, many decisions are made from bottom to top, instead of always top-down.Junyu: I think if we only consider the company culture, Autodesk is quite an ideal organization that is caring and supportive to the employees. Here, it’s easy to balance work and personal lives. But also, if you are the “geek” type like me, you’ll find you’ll always have amazing leading-edge creations to work on to fulfill your curiosities!Liang: From a technical perspective, the depth of the domain knowledge and the professional skills an engineer will learn at Autodesk promise great career growth opportunities. Here, we encourage knowledge sharing and everybody is nice and glad to do that, which is one of the factors that makes Autodesk a great learning environment for everyone. Second, Autodesk’s business is so successful today, but there are still new business opportunities we are exploring – for example, business opportunities with the Cloud Information Model.Finally, everything Autodesk does makes a positive impact on the world! More than 10 million professionals in 185 countries are using Autodesk software to save time and money, gain competitive advantage, and change the way ideas are brought to life — from manufacturing, architecture, engineering, and construction, to media and entertainment. As Autodesk employees, we are proud to say we are doing our part to make the world better and make people’s lives better!Interested in working at Autodesk in China? Check out our current openings!This blog was originally published here.
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Six ways to create award-winning employee experiences
Research is proving what we at Avanade have known all along. Delivering an exceptional employee experience (EX) is a sound business strategy - after all, your people drive innovation, customer experience, and business growth. Moreover, the intensifying global war for talent has made it even more important to focus on EX to attract and retain top talent.So, what does it take to increase talent stickiness?According to a report, 65% of employees in Singapore are willing to accept lower salaries or forgo promotions for better work-life balance, overall well-being, and happiness. This mindset is reflected in LinkedIn’s Global Talent Trends Report 2022, where people say they want flexibility, remote options, and jobs that care for their mental and emotional well-being.How do you deliver on these new expectations? I believe there are six key pillars to designing for transformative EX.1. Align to a common purpose– A McKinsey research found that people who are “living their purpose” at work had 4x higher engagement and 5x higher well-being. People want to make meaningful contributions, and companies that communicate and live a higher purpose resonate more with their employees. For instance, at Avanade, our purpose is “to create a genuine human impact,” and everything we do for our clients, with non-profits, and for our communities aligns with this greater goal.2. Offer abundant and empowering choices– In the post-pandemic era, companies need a fluid approach that gives everyone real and abundant choices about where, when, and how they get their work done. At Avanade, work and success look different for everyone based on their unique needs. For instance, our hugely successful Alternative Work Week enables people to choose a flexible schedule for their working hours to fit their life outside of work.3. Give people the freedom to be themselves– Your people should feel like they belong in the workplace. And for that, you must make consistent and deliberate efforts to promote an inclusive and bias-free workplace. Often that means breaking down walls, bringing people together, and giving them platforms to connect and collaborate. At Avanade, we have various programs - such as the Avanade Women’s Circle and a partnership with Autism Resource Centre Singapore- that promote diversity, equity, and inclusion .4. Create opportunities for constant learning– For 92% of people, professional development opportunities are important. Companies must show people they are invested in their growth by offering clear career paths, regular upskilling, and creative freedom. At Avanade, we help our people learn on the job by mixing up assignments, encouraging curiosity, and sponsoring hackathons and company-wide innovation contests such as our annual global!nnovateFest.5. Bring in holistic Workplace Experience (WX) thinking- Today’s employees expect intuitive, consumer-like experiences as they go about their workday communicating, collaborating, learning skills, or executing tasks. Companies need a WX strategy that aligns employee experience with productivity goals, business outcomes, and tech capabilities. At Avanade, we bring together IT, HR, and business stakeholders to design programs that amplify workplace experiences.6. Make employees your partners in success– A crucial aspect of EX success is never to assume what would work and instead ask your people. At Avanade, regular pulse surveys help us check in with employees to listen and act on their concerns. We also take this partnership a step ahead with an employee share purchase plan so that everyone can reap the benefits of the company’s success.The secret to winning hearts and mindsAt Avanade, this sentiment has been our guiding light in ensuring that our employees feel inspired, confident, and cared for. We have consistently enabled distinctive experiences, limitless learning, and ambitious growth for our people.I am proud to say that this approach has led to Avanade’s recognition as HR Asia’s Best Companies to Work for In Asia Award 2022 and won us the HR Asia Digital Transformation Award 2022.The original article was published here.
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Debunking Myths in IT & Consulting
Are you currently or thinking about working in IT or Consulting industries? You must have heard some rumours about these fields. In this session, we will have women leaders from IBM who have been in the field for quite a long time to debunk those rumours and misconceptions, also they will explain their jobs and experiences, how they built their career path in IT & Consulting industries. Come join the event to learn the global trend of IT and Consulting industries and how women can play key roles in this field. Featured women leaders from IBM ASEANZK; Jeraldyn Lagman (SAP Project Manager) Charu Mahajan (Partner - ASEAN Garage & Ventures Leader, Sector Leader – Distribution) Carissa Hughes (AWS Alliance Lead A/NZ) What to expectDebunk rumours/misconceptions of IT & Consulting industries Discussion around the change to IT & Consulting industries Career journey sharing and career advice What other skills can you bring into the field
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Inclusivity in Action at Equinix
An inclusive workplace culture is essential for a modern business to thrive and make an impact. And global digital infrastructure company Equinix has been at the forefront of the world’s most inclusive workplaces year after year! How do they do it?Half the sky, Equinix and Inclusive Business Pledge, Singapore’s First Pledge Programme for Inclusive Businesses, bring you: Inclusivity in Action at Equinix! Join us on the 23rd of September for a fireside chat with some of the organization’s top leaders, as we discuss how Equinix are championing D&I and meeting the needs of today’s diverse workforce. From the LGBTQ community to career switchers and women in tech, learn about the best practices in championing an authentic D&I strategy that drives business innovation and a thriving workforce.Speaker's informationJosephine Panaligan | Global Solutions ArchitectJeremy Teo | Director, Product Software and Architectural EngineeringOkert Cilliers | Corporate Sales Account ExecutiveKaryn Xiao | Legal Director, CorporateWhat to expect Importance of creating a diverse workplaceHow Equinix is walking the talk in supporting different employee communitiesHow Equinix uplifts and supports the LGBTQ+ communityTips on mid-career switching from an ex-AthleticInspiring career journey stories from female tech leaders
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T档案︱对话TTD后浪,这是一次双向奔赴(上)
这个盛夏,TTD办公室热闹非凡,我们迎来了一批怀揣梦想与激情的童鞋加入TTD实习——他们热情向上富有创造力,他们虚心好学勇于探索未知,他们不惧挑战大有可为。在TTD实习,是一种什么样的体验呢?Carol Zhuang庄惠棋TTD市场营销部的一枚时尚达人,热爱旅游、运动、烘培,目前就读院于香港科技大学。Ginny Li李婧一TTD广告交易团队的一位ISFJ型活力元气美少女,游泳、跑步等运动不在话下,与Carol是校友,就读于香港科技大学。Ruby Qiu邱天蕾恬静外表下隐藏着跳脱有趣的灵魂,来自TTD客户服务部,喜欢拼乐高、网球、听播客,就读于昆山杜克大学。Yingjing Zhang张英静TTD商务拓展部的气质美眉,静若处子动若脱兔说的就是她,喜欢弹尤克里里和游泳,就读于复旦大学。Elaine姚逸绮办公室红薯杀手,十级Gelato爱好者,TTD商务拓展部的另一位美貌与智慧并存的小姐姐,就读于布朗大学。 我们都被TTD的企业文化 | 和程序化广告业务吸引Carol我希望在B2B市场营销和程序化广告领域有更深入的学习。我在社交媒体上看到很多TTD员工分享TTD“Because You Matter”的企业文化,我当时就觉得这样重视员工的公司肯定也是一个很好的成长平台,在面试环节,我也充分感受到了这一点。TTD强大的科技互联网公司DNA十分吸引我,它的平台和产品都很独特。在面试的过程中,我能够感受到HR和同事们的和善,很喜欢公司和谐的企业文化。GinnyRubyAd Tech(广告技术)对我来说是全新的领域,我对这个行业很感兴趣。在面试的时候,我觉得大家都很亲切友好、很专业,HR会鼓励我分享自己的想法。来到TTD后,轻松舒适的工作氛围、扁平的管理制度、互帮互助的团队文化等都让我更享受在TTD这个大家庭中工作。在面试的时候和面试官聊得很开心,面试官自信干练的样子让我心生向往,同时也感受到TTD在广告科技行业的专业,TTD在做的程序化广告平台是一件意义非凡、具有行业变革性的一件事。YingjingElaine我一直对Digital Marketing很感兴趣,之前考取了Google Analytics的证书,对Digital Advertising也有一些了解。TTD是行业内有名的程序化广告领域的独角兽公司,在纽约做广告的一位姐姐和我推荐了TTD。在TTD实习,是怎样一种体验?Carol我们每周都会有一次与实习导师的深入聊天,与其说是布置任务和对上周工作的复盘,我更愿意描述为职场思维的私教课。在我有疑惑时,Peggy(TTD中国区高级市场经理)总是能很清晰地指出问题的关键和我可以改进的地方,给我提出非常专业并且行之有效的建议,我对Marketing和职场思维从模糊到逐渐清晰。开放的工作氛围让我可以尝试任何我想尝试的领域,并且都能得到公司和团队的支持。在TTD,我时刻都能感受到"Because You Matter" 和"Because Growth Matters"的内核。当我完成了新的工作的时候,Peggy一定不会吝啬她的鼓励;当我工作出现疏漏的时候,Mayer(TTD法律顾问)会和我说No apologies necessary, learning new things is what internship for.和Jenny姐姐(TTD北亚区高级客户总监)的采访结束后,她会和我聊聊家常,问问我最近过得怎么样,工作上有没有什么问题。Ginny在初入职的培训指导中,TTD有专门的实习导师为我们制定实习计划;同事们都很亲切友善,会耐心倾听问题并给出建议,每项工作都能顺利、高效的进行;Slack中有各种各样的频道,让我更好地了解公司业务和行业前景。公司会定期举办很多分享和交流会,在与其他团队同事的交流中,我对未来职业规划也有了更清晰的方向。TTD在7月末举行了一次团建活动,我们也受到了邀请共同前往苏州,这让我受宠若惊,也再一次感受到了TTD平等和谐的企业氛围。在团建的过程中,对公司更加了解,和同事们也更加熟悉,团建过程中对公司内部流程的自省和前景的展望让我受益匪浅。Ruby加入TTD后的第二周就去苏州阳澄湖团建,度过了非常难忘的一个周末,也因此认识了很多不同团队的小伙伴,大家都非常友善随和,我们现在都保持着很紧密的联系。平时我有任何疑问向实习导师或其他同事请教时,他们也都会耐心回答,也会把想到的任何与之相关的知识都告诉我。 YingjingTTD的同事们都知无不言,特别愿意教我们。TTD鼓励大家相互沟通,程序化广告对我来说是一个全新的领域,在工作中我遇到了很多不太理解的问题,每次询问,他们都会倾囊相授。在和TTD众多同事的交流中,我对公司的业务有了更深层次的理解,大家也很关注我的职业发展,给了我很多过来人的建议。平时和大家一起吃饭、聊天都特别开心,大家讨论的话题都很有意思。不论是生活还是工作方面,我都学到了很多。Elaine不同于我以往的实习经历,在TTD,我们在工作中有极高的参与感,除商务会议外,我的实习导师Cathy(TTD中国业务拓展经理)会让我参与到各项我感兴趣的工作里,甚至带着我一起去见客户,这是非常难能可贵的体验。Cathy也会耐心地和我解释我在做的工作是为了什么、有什么用、以及会怎么被使用,更全面宏观地了解一项工作使我能更有针对性地完成每项细小的任务。TTD的每一位同事都很友好,包容和谐的氛围让我有安全感来提出我的想法、问题或需求,每天上班都是充实开心的。在TTD实习后,我变了 Carol真切地体会到“学生思维“和”职场思维“的区别,从工作和与公司前辈的交流中,能自省到过去自己思维的局限性和工作侧重点的漏洞。在学习同事们沟通和工作模式的过程中,也逐渐培养了一些良好的工作习惯。这样思维的成长和转变可以说是一个师傅领进门的过程。Ginny在实习的过程中,获得了很多善意和同事的肯定,变得更加积极主动,更加有自信。TTD的实习周期比较长,这也让我可以更加深入地去学去研究,对广告行业有了更深的理解,也掌握了更多的数据处理方法,学会了一些从数据中寻找规律,给出建议的技巧和方法。Ruby加入TTD之后才发现自己对广告行业,特别是Ad Tech(广告技术),完全不了解,TTD前期的Edge Academy、内部的培训和各种Knowledge Portal等资源让我学到了很多干货,TTD海外办公室的同事们也会在Slack里帮助大家找相关的资源。同事们都互帮互助,互相解答问题,我对团队精神的重要性也有了新的认识。Yingjing首先是对程序化广告和整个广告行业有了更加深入、前沿的了解,发现原来随处可见的广告背后有那么多的逻辑。同时,我认识了很多资深的前辈,在他们身上看到了领导力和全球视野,也认识了很多新朋友,闲暇时经常一起约饭,非常开心的体验。Elaine对Digital Marketing有了更深入的了解,对Digital Advertising领域的专业知识和行业趋势都有了新的认知。比较值得一提的是,在TTD实习让我能够以新的视野、新的角度来看待职业发展的焦虑。在TTD的工作以及和大家的接触让我开始明白保持学习能力和主动学习的心是最重要的,我经常能看到大家互相取经、持续更新自己的信息储备、从工作里get新技能。对我来说只要有在成长就不会那么焦虑,所以以后在职业发展中我也会选择像TTD这样重视个人成长、氛围非常积极向上的平台。TTD学长学姐还想与你说欢迎大家来到TTD这个大家庭!在这里你会拥有非常多的自主学习的时间和机会,也会遇到一群人美(帅)心善的小伙伴们,一起进步!对于完全不了解TTD或者广告技术的同学来说,不用太紧张或者有压力,希望大家都可以勇敢尝试未曾涉足的领域和工作,这里有热心同事和内部的各种资源帮助你了解不同知识。Be active and confident, never stop thinking!The original article was published here
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T档案 | 你一定不想错过的B端产品经理修炼指南!
T档案 | 你一定不想错过的B端产品经理修炼指南!TTD作为全球领先的广告技术公司,卓越的产品是TTD的优势之一,秉承“Do The Right Thing”原则,TTD为客户创造能够提升商业价值的产品,推动程序化广告生态持续发展。一个优秀的产品的诞生之旅是怎样的呢?Iris Dong本期T档案,我们邀请到集美貌与哲学智慧于一身的TTD高级产品经理Iris Dong,与我们分享TTD产品经理的日常。3个阶段,9+个团队“从产品需求思考、到产品开发、再到产品交付这三个阶段,我们要与TTD的几乎所有团队沟通合作,包括但不限于前期与商务团队、产品合规审核团队,中期与工程师团队、数据科学家团队、交互设计团队,后期与产品推广团队等多方协作。”“对于要做什么样的产品、为什么要做这个产品、如何实现产品功能、如何提高产品价值,我们要有非常清晰的思考与认知。”在这个过程中,产品经理首先需要具备非常强的倾听能力——倾听需求,不管是直面客户还是内部团队,都需要给予需求表达方足够的时间和自由度,鼓励、引导他把完整表达需求,并有技巧地追问、挖掘更深层次的需求。其次要具备“多语言翻译”能力,如何将需求翻译成产品语言、如何将产品语言翻译成技术开发语言、如何以市场语言向客户展示成型产品的价值,是产品经理的必修课。用发展的眼光看待每一个产品从庄子齐物论到马克思辩证唯物主义,“发展”哲学始终贯穿历史长河,作为人类现代文明社会建设的重要指导思想。在TTD,发展哲学是产品经理日常工作的指导思维。Iris谈道,当我们接到一个产品需求时,我们首先要思考这个产品在整个DSP(需求方平台)及程序化广告生态中要扮演什么样的角色,当下市场是否已经足够成熟可接纳这个产品,以及在未来5-10年后该产品是否能够顺应程序化广告生态链的发展,并且持续发挥价值。一味埋头苦干,机械式解决短期需求很容易在后浪拍前浪时被时代浪潮抛弃。与C端产品经理不同,B端产品经理要有非常敏锐的商业嗅觉,能够清楚定位这个产品在未来发展中能够给客户和TTD带来什么样的商业价值。Iris指出,真正打动人心的是技术,是后端强大的数据处理能力,是这个功能对业务提升的实质性帮助。因此我们的出发点是解决至少未来5年可预见的变化与需求。产品上线不等于结束,一个优秀的产品,是在发展中不断迭代、浴火重生而来,并在每一次重生中实现价值质的飞跃。 这不是一份任务,而是一次自我挑战在TTD,每一位产品经理都有充分的自由度和空间去发挥自己的特长,而不是作为一颗“螺丝钉”。“你能做的事情与职级无关,只与能力和态度有关,初级产品经理也可以参与大项目开发中,与全球团队一起头脑风暴、一起创造卓越”,Iris说道。Iris自2017年加入TTD至今已有5个年头,谈及在TTD任职产品经理的感受,她分享道,“我不觉得在TTD工作是一份任务,我觉得更多的是不断挑战自己、成就自己的过程。我在TTD收获了很多‘第一次’,第一次出国出差、第一次演讲等等,也收获了职业生涯的提升,我觉得在这里成长没有天花板,TTD已然成为我的第二个家。”我想,居里夫人所说的“科学的探讨与研究,其本身就含有至美,其本身给人的愉快就是报酬,所以我在我的工作里面寻得了快乐。”大抵就是这个意思吧。The original article was published here.
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T档案 | TTD的全能美少女战士,是谁?
点击上方蓝字关注我们在程序化广告行业从业人士眼里,TTD近几年快速成长,是一家极具有潜力的公司;在TTD同事的心目中,TTD更是一家以人为本、充满人情味的公司,从工作到生活,处处关怀。不论是适应公司成长,营造舒适的办公环境,还是建设温暖的企业文化、拉近同事距离,都离不开这样一个超能角色——那就是Workplace Manager!Jean Zhao本期T档案,我们邀请到我们的知心小姐姐,暨TTD全能美少女战士Jean Zhao,来和我们一起聊一聊Workplace Manager的工作日常。集齐客户服务、财务、法务和设计师特质于一身在TTD,Workplace Manager面向的是内部同事,致力于为所有TTD同事及客户创造一个全球整体一致、安全、高效、舒适、友好且有趣的工作环境。“Workplace Manager是个很多元的角色。我们的日常工作是维护办公室的基本运营、规划新的办公空间来服务于团队的迅速扩张,同时我们也策划和执行各类团队活动,比如Lunch & Pantry Program、Happy Hour、Morale Event、早些时候的办公室扩张派对、最近的迪士尼团建等。” Jean说道。Workplace Manager可以说是一个“全能战士”。一个优秀的Workplace Manager“除了业务精通,还要有客户服务的敏锐、财务的细心、法务的严谨和设计师的审美。”披荆斩棘的全能美少女战士即使是全能战士,也难免遇到问题与挑战,而Jean总能逐一击破。Jean分享到,“这两年对我来说最大的挑战有两个,第一个是由于疫情防控需要,部分线下活动转移到了线上。Jean我印象很深的一次线上活动是在我刚入职不久举行的猜谜活动,我需要准备60个和公司、办公室及同事相关的问题,对于刚加入TTD的我来说,还是有些难度的。于是我就趁着午餐时间和大家一起“不经意”地聊天,默默记下一些有意思的点,例如谁最爱迪斯尼,哪些同事生日同一天等。”“第二个挑战是TTD人员快速增长带来的需求增长,不过好在我们老板在早期就预见了这个增长,在相应板块进行了规划及调整,同时我们的工作流程也进行了进一步优化,更加系统化、更高效。”“TTD给了我很大的自由度和施展空间,绝不是机械地执行,每KO一个挑战,我的技能Buff就再次升级,这个过程我觉得是很有意义的!”TTD的一位小伙伴说道,“正是有Jean和团队的精心策划与快速响应,我们才能每天都那么轻松、快乐!工作效率都更高了!”人越来越多,情也越来越浓“人情味是我在TTD感受最深的,太多让我印象深刻的事情了,例如说每次活动大家都会主动帮忙准备,还有“气氛组”时刻热场;我在TTD工作两周年的时候,大家瞒着我,给了我一个巨大的纪念日惊喜,真的非常感动;在新的办公室扩张后,收到同事可爱的卡片,我瞬间觉得一切的辛苦都值得了……”Jean分享到。来了TTD,我们就是一家人。在TTD,我们希望每一位同事在拥有轻松、舒适的工作环境的同时,也可以感受到家的温暖,Because You Matter。借此机会,我们也想和Jean说,@Jean 听我说,谢谢你,因为有你,温暖了四季。谢谢你,感谢有你,TTD更美丽!最后一个开心剧透:10月份除了愉快的小长假,我们还将举办为期三天的人人都是咖啡大师-手冲咖啡体验活动!Make some noise!The original article was published here.
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Cisco Singapore – Paying It Forward @Willing Hearts
When the call for volunteering came, the Cisco Singapore team answered! Proudly wearing their recognizable blue Cisco tees, they embarked on their mission to pay it forward by spending the morning of Friday, August 19, at Willing Hearts.Willing Hearts is a non-profit organization that cooks and distributes 9,000 daily meals every day to more than 70 locations in Singapore. The organization recently moved to their new facility, an old school, as they expanded their scope beyond meals to include helping the homeless in Singapore.Mission: PossibleThat is where the Cisco team landed – cleaning and setting up the facilities, making the premises ready for use and helping Willing Hearts get off to a running start. Breaking up into smaller groups, each team armed with the cleaning equipment and tools went about their assignments to sweep and clean every corner of the three levels assigned to Cisco. That included 15-plus rooms, stairwells, windows, floors, toilets, common areas, cleaning and arranging furniture, and landscaping the garden patches!Putting their backs into it and applying the needed elbow grease, the smiling team motored their way, making the facility sparkly and squeaky clean! A special shout out to the Muscle Team, who did the heavy lifting, wheelbarrow moving, soil management, and gardening on what was a particularly hot day!At the end of it, the facility was ready for Willing Hearts’ homeless beneficiaries to pick up some vocational skills (IT, sewing, hairdressing, and more) to prepare them and make them self-sufficient for the future.Cisconians: People with Passion and a PurposeVolunteering and giving back to the communities where we live and work has always been part of our DNA at Cisco. The pandemic certainly made volunteering opportunities more difficult to do in person the past few years, let alone with a group of employees. But with conditions improving overall and employees returning to the office, the Cisco Singapore team was ready to get out there and give back and create better days in a big way!Cisconians went above and beyond to give back. 135 volunteers put in the work needed – 405 hours – to deliver cleaned and prepared premises for Willing Hearts as they started a fresh chapter. We’re especially chuffed about two things:One, this was the largest group of Cisco volunteers for a giving back event!Two, this was the largest group so far to turn up at Willing Hearts to help and donate their time!Giving back has always been ingrained in us and is an integral part of our Conscious Culture. We look forward to doing more this year!#WeAreCisco #GPTWLearn more about Willing Hearts: https://willinghearts.org.sg/This article was originally published here.
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Inspiring the Next Generation of Women in Manufacturing: Q&A with 2022 STEP Ahead Award Winner Sylvia Chan
On her first day with GlobalFoundries (GF), Sylvia Chan was a team of one, faced with the challenge of leading over 5,000 employees in Lean Six Sigma (LSS). Not only did she meet the challenge, but she has also redefined training and development in GF Singapore. Today, she is an LSS Master Black Belt with 25 years of experience in various manufacturing industries. She has built LSS teams and cultures, personally trained and coached thousands in LSS, and empowered individuals and teams across enterprises.As the head of Operations Training and Development at GF Singapore, her passion for people development has greatly strengthened the company’s talent pool. Chan is also the lead of the Singapore chapter of GF’s GlobalWomen employee resource group, as well as mentorship and development programs. She holds a master’s degree in statistics from the National University of Singapore and a bachelor’s degree in mechanical engineering from Newcastle University in the UK. Chan’s inspirational leadership was integral to her being selected to receive a 2022 STEP Ahead Award from The Manufacturing Institute.The STEP Ahead Awards honor women who have demonstrated excellence and leadership in their careers and represent all levels of the manufacturing industry, from the factory floor to the C-suite. STEP Ahead aims to foster a 21st-century manufacturing workforce by empowering and inspiring women in the manufacturing industry through recognition, research and leadership, as well as by motivating alumnae to pay it forward by mentoring the next generation. The goal of the program is to build networks for women to have support in their industry and to elevate the role models who can inspire the next generation.“The 2022 STEP Ahead Honorees and Emerging Leader awardees are excellent representatives of the exciting opportunities available in manufacturing,” said Denise Rutherford, 2022 STEP Ahead chair. “These remarkable women and the leadership they show help inspire the next generation of female leaders to consider careers in manufacturing.”Chan’s achievement was applauded by GF leadership.“Congratulations to Sylvia on winning the STEP Ahead Award! I thank her tremendously for her hard work training and mentoring others within GF,” said KC Ang, GF SVP and GM Fab Management.Joseph Chia, GF VP and GM Fab Management, said “this is a clear recognition of Sylvia’s enormous contribution to GF, and we rejoice with her immensely in receiving this prestigious award.”We sat down with Chan to discuss her career, her love of engineering, the STEP Ahead Award, and more:Can you tell me about your path to GF?I chanced upon this amazing opportunity to join GF Singapore in 2015. Single-handedly, I led, successfully deployed, and implemented Lean Six Sigma. Today, we have built a culture of continuous improvement, with a capable team of over 100 LSS practitioners who are actively involved in driving continuous business improvements that bring value to GF’s customers.My journey at GF is full of excitement and every day is a new adventure!You’ve had a very successful career at GF. Can you tell me about your current role and responsibilities?I am currently leading the Singapore Operations Training and Development. I am very excited to be given this opportunity to strengthen the building of the company’s talent pipeline, focusing on attracting, developing, and retaining our talent pool.We have transformed our Technical Induction Program – from revamping content and mode of delivery, including virtual and online learning options, to upskilling our trainers. This makes the training more interactive, engaging, and effective.Another major role I have is working on improving our employee skills framework. We firmly believe strong foundational training coupled with a clear, defined skills map is the basis to facilitate seamless integration of every employee. In turn, this enables individuals to understand the job roles, core skills, competencies, and career pathways, as well as how to contribute to the organization more effectively, which directly impacts employee retention.We recently embarked on the enhancement of internship programs that aim to help develop students’ professional aptitude, strengthen their personal character, and provide a greater door to opportunity. We have followed the three Es to strengthen the program: hands-on Experience, Educational opportunities and Engagement with management and senior leadership on a regular basis. We are still working on employee skills framework, with an emphasis on helping employees map their career progression.What attracted you to semiconductor manufacturing?What is rewarding and satisfying to me is knowing that what we produce enables and enhances the lives of many. It is exciting that manufacturing continues to evolve, adapt, and drive innovation. This is made possible with STEM, and I am proud to be a part of it.Tell me about winning the STEP Ahead Award. Why do you think it’s important for women to be recognized in this field?I am humbled and honored to be recognized especially since my entire career has been in manufacturing. I am grateful for my mentors and the incredible team around me who forms my support system.It is important for women to be recognized in this field as it acknowledges the skills we have developed, that we are equally capable and competent in an industry that is largely male dominant. It affirms the positive impact we create in our company, industry, and community. In addition, it helps elevates role models that can inspire future generations to join them.I think it’s also a privilege to be able to receive the award in person.Are there any misconceptions or biases you’ve encountered as a woman in our industry?I have heard this many times: “Oh, it is very rare to have a woman Master Black Belt as the role is very demanding and requires high interaction and engagement with the senior leaders.”I would just smile politely and say, “Today is your lucky day, as you are looking at one!”I am glad the situation today has improved significantly. At GF, we have a very strong diversity and inclusion culture that promotes and works to build equality across the workplace. I have been blessed to have an equal seat and voice at the table. Fifteen to twenty years ago, women had to work much harder to have success like that of their male counterparts.How has mentorship impacted your career (having a mentor, being a mentor)?I am fortunate to have had great mentors throughout my career. They have guided, inspired, and shaped me into who I am today. I am thankful they are always there, willing to help me navigate through the “maze” by imparting invaluable wisdom and advice. They give me confidence by telling me “I can do it.” They have cheered me for the whole time and watched me grow.Now I am a mentor to a couple of people, and that is also valuable for me because I get to hear other perspectives.How has your involvement with GlobalWomen impacted your career, and how has it been tied to mentorship?First, I try to understand what women at GF want. Most of the time, the answer is to learn and grow. I also try to inspire confidence in other women. Just having the courage to raise your hand to ask a question or make a comment is very important.And for our mentorship program, we try to make it easier by having group mentoring. That way, those who are quieter can take time to build their confidence slowly to ask a question. It’s all about helping other women grow, and not leaving anyone behind.According to the Manufacturing Institute, women make up nearly half of the labor force, yet they represent less than 30% of the manufacturing workforce. In your opinion, what steps does the industry need to take to attract and retain more women?Personally, I feel it is the exposure and it needs to start with education and the mass media. I think there is a strong stigma against women working in manufacturing, even among parents and educators, that this work is laborious, unattractive, working mostly with men in dirty and in an uncomfortable environment. We need to address this perception bias as this is not the case, especially at GF.There are many opportunities and varieties within manufacturing, and many women have made successful careers in manufacturing. By promoting opportunities and inspiring girls from an early age, we will significantly increase the talent pool in long term.Another important step is to ensure there are seats for women at every level, including the management and executive table. This makes it clear that there are opportunities for everyone to progress and grow with the organization.This article was originally published here.
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I’m a Director at a Global Company: Here Are a Few Lessons and Experiences That Shaped My Journey
HO Chui Ling, director and site lead for GlobalFoundries’ (GF) Asia Customer Engineer (CE) team in Singapore, has served in her current role for about a year and a half — but she’s worked in this space for nearly two decades. “I started my career here as an individual contributor and was given the opportunity to move into a first-level manager role 16 years ago,” she explains to Fairygodboss. “Since then, I have had the opportunity to learn and work alongside different team members who have, in one way or another, shaped me into the manager I am today.” Ling says that she feels grateful for the valuable lessons she has learned throughout her career, as well as for the experiences she’s had at GF that have helped her progress through the different levels of managerial roles. Here, she tells us more about what that journey has looked like for her.What’s one strategy you’ve used when managing an individual or team that you think has been particularly effective?I always remind myself to be a good listener. My approach to conversations with my team is always to listen patiently and wait until the end to share my thoughts or feedback. While at GF, you’ve built a team that you’re now leading. How did you approach this? And what surprised you about this process?It’s a journey; we must be willing to invest time with our people. My #1 principle — to empower people — keeps me going. And, when I see my team reaching milestones or attaining certain achievements that they never thought they would be able to achieve, that’s the biggest reward I have. What surprised me was that you will get to understand the real person best under informal circumstances, which you can then refer to when you interact with them at work. Speaking of empowering and supporting your team, how do you ensure that they feel well-supported, both in and out of the office?I’ve always believed that employees can only give their best at work when their personal and family needs are well taken care of first. As managers, we need to provide well-rounded support. I know that not all employees are comfortable in involving their managers in their personal lives but, if they allow us, we should work within allowable boundaries to support them. What do you hope that your direct reports are getting out of working with you?I hope that my direct reports find at least one positive trait of mine where I can be their role model. If they can take away one thing they have learned from me that makes a difference to them — either professionally or personally — it would mean a small success to me as a manager. What is your No. 1 piece of advice for other women who are moving into or want to move into leadership?Be prepared to juggle your leadership role together with the many other roles you have (women, by nature, wear many hats! ). As long as you have a willing heart and are certain that you will be comfortable in this role, go for it. You will, and you can! What do you believe is the most important thing managers must do when onboarding new employees? Needless to say, enabling them with the skills to do the job is required. But, instilling the mindset that they are part of the department family is equally important. Ensure that they feel supported in all ways. Throughout these two years of the pandemic, while we have been working from home most of the time, I have learned new ways to help my team feel connected and together, especially for new members who we have onboarded during this time. Regular check-ins are super valuable so that new members do not feel that they are alone, but, of course, this requires a lot of commitment and time from managers to put it into practice. My own manager has been supportive and allows me to do what I need to do to achieve this. How do you prioritize and deal with your to-do list each day?I must admit that I am still learning how to prioritize my to-do list better! But I make it a point to carve out pockets of time with my family, whether it’s giving my mum her bedtime medicine or a hug for my kids before they leave for school. (We have found creative ways to communicate on devices whilst I’m on my work calls — even when they are like less than one mile away from me! It’s hard to keep a straight face at times in front of a video call when a funny sticker comes in.) To all the superwomen out there, don’t ever feel like you are sacrificing one thing for another. It should be more like a balancing act that we do — sometimes more of this, sometimes less of that. But everything will end up in equilibrium so, once you reconcile this, you will find a great sense of fulfillment doing what you do every day! What’s your go-to stress-relief activity or routine?I love my beauty treats — be it a facial, manicure or massage. I get my “me-time” from these activities. I am a big foodie, too. Food makes me happy; I live to eat! Ultimately, what has led you to stay at GF?The people whom I work with, especially my colleagues in my department.We are so closely knitted.
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Employee Resource Groups Driving Diversity, Inclusion, and Success at GlobalFoundries
For most of us, GlobalFoundries is not a job, but a calling. Few people in the world do what the GF team does: make feature-rich semiconductor chips for the betterment of humankind. Our company’s success depends on the unique talents, qualities, and skills of our 15,000 employees around the world. GF recruits with purpose, bringing on colleagues who have the right skillsets and the right mindsets. GF has one of the most diverse workforces of any semiconductor manufacturer, representing more than 90 nationalities in 13 countries, and we know this is a competitive advantage for our company. GF fosters diversity and inclusion by creating an environment of trust and providing a structure that honors what makes us different so we can most effectively collaborate on our shared goals. This trust is imperative for empowering our employees to reach their potential, creating a culture of inclusion, and advancing our company. Employee Resource Groups, or ERGs, are a critical part of the structure GF has in place to empower our team and celebrate the diversity of our workforce. What are ERGs? ERGs are voluntary employee-led groups that create a space for individuals of a similar interest, culture, or experience to support and connect professionally and personally. In addition to providing resources and creating networking and mentoring opportunities for members, ERGs host events and activities throughout the year that are open to all GF employees. These incredible groups connect the GF community, strengthen our team, and position our company for continued success. Why are ERGs important? At GF, one of our core values is “Embrace” — a reminder of the strength that comes from a culture of inclusivity, empathy, and respect. Our company and its culture are the sum of each and every employee. ERGs are a platform to help ensure employees feel empowered to be their authentic selves, as well as to work together as ONEGF to deliver vital semiconductor chips and innovate for the betterment of humankind. Asian Society for Inclusion and Awareness (ASIA) One of GF’s newest ERGs, Asian Society for Inclusion and Awareness, or ASIA, aims to construct a socially aware and just environment for Asian Americans and Pacific Islanders, as well as allies. ASIA promotes and supports the interests of the Asian American and Pacific Islander community through mentoring, networking, and increasing understanding and knowledge of Asian culture and values. “I love bringing people together, I still remember my first week at GF – I didn’t know anyone and I was so lost but along the way I have met a lot of good people. If I can help any new person to make their life easier, I will do it – I want everyone’s first introduction to GF to be a good one.”– Jenn Cha Black Resource Affinity Group (BRAG) By embracing the diverse experiences of Black employees, Black Resource Affinity Group, or BRAG, is dedicated to promoting the recruitment, retention and advancement of Black employees. BRAG provides a safe place for individualism, and encourages continued efforts to build an inclusive culture for Black employees that promotes recruitment and professional development. “Imagine having a place where you can be open and honest about what you’re feeling and are given access to tools and resources to help. The people are good, honest, intelligent, hardworking, just really GOOD. BRAG members and allies provide a kind of community that I would encourage everyone to have.”– Marvin Montaque Read more about BRAG in our blog post from earlier this year, Black History Month a Time of Celebration, Learning at GlobalFoundries. Early Careers Networks The Early Career and Tenure Resource Group welcomes those who are starting out in their career or starting a new career path. Through philanthropic, academic, and social programs, the group focuses on empowering career development and community. “The ERGs provide a valuable resource to us as employees in that it allows the congregation of individuals with a shared goal, which enables a support network for these individuals as well as a medium to contribute to and grow the robustness of GF as a world-class company.”– Spencer Porter GlobalFamilies Promoting work-life balance, GlobalFamilies is a worldwide GF community for employees and their families to connect and share resources on achieving a healthy work-home balance. The group hosts special events as well as offers resources for expecting parents. “I became a GlobalFamilies member back in 2019. I was a new expecting mom, and I was looking for some insight on our parental leave site policies, procedures, and all new parenting advice in general. I found GlobalFamilies through their annual Spring event and I was able to network with some new and veteran parents. I enjoyed the comradery, advice, and events so much I joined the GlobalFamilies Steering Committee after my maternity leave was up. GlobalFamilies hosts great panels, lunch & learns, in-person events and out of work gatherings that make you feel part of an internal family as well as supported in your real-life family. I’m so thankful to have this community of peers as friends and colleagues.”– Alyssa Calabrese GlobalWomen GlobalWomen’s mission is to create a sustainable framework for the professional growth and development of women. Made up of both men and women, GlobalWomen is GF’s largest ERG with chapters at all of GF’s fabs and major sites around the world. In additional to global programs for all GF employees, GlobalWomen chapters hold regional networking events and activities. “GlobalWomen has provided me with the opportunity to network both inside and outside my organization with a group of amazingly talented women. It is so inspiring to be a part of this community and it is such a strong support system. During the pandemic, participating in events sponsored by GlobalWomen and other ERGs helped me feel less isolated and stay better connected to the business while working remotely.”– Candice Callahan Pride@GF Launched this year, Pride@GF aims to create a supportive environment and ensure an inclusive culture for the LQBTQ+ community. By spreading information and bringing awareness to issues that affect LGBTQ+ individuals, the group works to strengthen allyship in the GF community. “Inclusivity is the goal at GlobalFoundries and ensuring that LGBTQ+ employees feel supported in being open about themselves at work is an essential part of that. As part of the leadership for Pride@GF, I look forward to helping raise queer issues with the company itself, and helping allies make their allyship visible, so that everyone feels safe. GF’s Leadership has noted that diversity is a competitive advantage, andPride@GFwill also stand in solidarity with other ERGs to ensure that we as a company truly embody that value.”– Ashleigh Bunkofske Unidos (Hispanic/Latinx Resource Group) Unidos supports the career advancement of Hispanic/Latinx employees while promoting and educating GF about the rich and unique Hispanic/Latinx culture and heritage. “Diversity makes us stronger! GF is committed to embracing different ideas and perspectives to foster a sense of belonging and strengthen our culture. Unidos (united) strives to celebrate the Hispanic heritage and bring us together, leveraging our unique backgrounds and stories. This ERG provides a platform for our employees to feel included, promoting respect and understanding. As is the case in many cultures, Hispanics have a strong sense of family and coming together is vital to feeling connected and united. I want to personally invite you to join us as a friend or member to this ERG, you are most welcome to join on the fun!”– Juan Cordovez, GF SVP of Sales & Client Solutions Veteran’s Resource Group (VRG) Veteran’s Resource Group, or VRG, is a professional network that helps increase GF’s veteran talent pool and support veterans in the community. Through peer mentorship, VRG assists those as they transition to the business environment. “Mentoring is an important support to a career. There is mentoring inside the military. There is mentoring inside business. What the VRG does is to provide mentoring between the military and business environments. The transition from one environment to the other is not automatic, there is a clear need to mentor folks through the transition; to help the person in transition to interpret the business environment while retaining and applying skills gained in the military environment. VRG supports that activity and supports the person.”– Kim Tomlinson At GF, our success depends on empowering employees to bring their whole person — with all their unique talents and distinctive qualities — to our company. ERGs play an important role by aligning our company culture with GF’s organizational mission, values, goals, business practices, and objectives. We welcome and encourage all employees to join existing ERGs, or form new groups, to further add to the diversity of GF and strengthen our company as it makes feature-rich semiconductor chips and innovates for the betterment of humankind.This article was originally published here.
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“I wonder how my mother’s life might have been different.”
Moved by her mother’s personal story, Natassia Katopodis helps young women see their own futures. My mother grew up in a rural village in Greece in the 1950s. At that time, the young women in her village weren’t typically educated beyond reading and writing—enough to write their names and read a contract. Then, they were married off—and typically had no choice who they would marry. My mother was fortunate that she married my father, who is a courageous, compassionate, and amazing individual. But when I have conversations with her, I often wonder . . . if she had the choice to pursue an education or if she was financially independent, how might have those opportunities influenced the choices she made for herself? Times have changed in that little rural village in Greece. Women have choices now. But where I live—in South Africa—and across Africa and the Middle East, there are still communities where my mother’s experience is the status quo. I imagined how I could be part of changing that. [Natassia Katopodis] And that’s how I got connected with the DreamGirls Academy, an organization founded by three women—absolute trailblazers—who believe reaching teen girls early can rewrite futures. If we can empower just one young woman to become self-sufficient, then she can go on to empower her community. In partnership with Microsoft and DigiGirlz in South Africa, DreamGirls also helps girls and women pursue digital skills through events like coding workshops—showing them what careers are available. In a recent workshop, 87% of the girls admitted that they didn’t know that these types of careers existed—that they thought technology was something you only read about in books. After just a one-day workshop, these girls were seeing a different future. I feel truly blessed to have a community at Microsoft that gives me access to leaders who serve as my mentors, as well as the opportunity to mentor other women by participating in Women at Microsoft. That’s what makes Microsoft’s mission of empowerment meaningful to me. I can empower women and girls—and I don’t have to do it in isolation because I’m connected with others who share the same purpose. My heart fills with so much joy when I think about it. —Natassia Katopodis, Johannesburg, South Africa The original article was published here.
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“I want to help others get a little bit closer to their own dreams.”
Huong Haley, the daughter of a Vietnamese prisoner of war, speaks up about how her background—which she identifies as “first generation, low income”—surfaced challenges during her transition to corporate life. Now, she’s making it easier for others to find their way, too. Huong Haley is always on the hunt for a deal—marked-down clothes, free food, cheap airfare home to Lansing, Michigan. For Huong (whose name is loosely pronounced as Hoon in English), stretching every dollar to its maximum capacity is a moral imperative. When Huong was getting ready to go on her first business trip as a Microsoft employee, she did what she always did when booking travel: she found the cheapest deal possible—even though this time, the company would be paying the bill. When her fellow coworker and travel partner, Lori Knapp, visited Huong at the motel, Lori noticed a few problems: stained walls, dingy-looking beds, one communal hallway bathroom, and a location pretty far from the conference center. Lori persuaded her friend to upgrade her hotel to a more convenient location, assuring her that Microsoft wanted their experience to be safe and comfortable. “As a new employee, you know you should be frugal when booking work trips,” Lori—who has since moved on from the company—explains. “But for most, ‘frugal’ is a subjective term; it’s not for Huong.” That incident kicked off a conversation between the two about Huong’s background. Huong’s motel choice was but one example where she, and other people who identify as first generation, low income (or FLI or FGLI), had to decode the often-unspoken behaviors of corporate culture. People who identify as FLI—a term and acronym made popular through higher education research and programs—might be the first in their families to attend college or might come from a low-income background or household. Once they are in the workplace, FLI employees might also be the first in their families to hold full-time corporate jobs that have high-paying salaries and some job security. They might also encounter unique challenges in the transition. “If you’ve never had a salary before, how do you know if you are being offered a fair wage? What’s the norm?” Huong said, explaining the questions that many people who identify as FLI are forced to ask. “What kind of health-care options do you need when you’ve never had to pick before? What the heck is a PPO or a 401k, and how do you make the most of them?” [Family photos of Huong Haley's parents first arriving in the US, and a young Huong and her brother playing around on a bike] Huong knows that these are points of confusion for many new employees no matter their background, but she says that there’s another layer of tension present for people identifying as FLI: their broader family or community may not be able to help guide them through these issues. “We can’t ask our parents since they haven’t had to do any of this, so we have to rely on our own resourcefulness and the community we build around us.” Huong came to rely on her FLI community at the University of Michigan during her undergraduate studies and missed that support when she started at Microsoft. Huong laughs at the motel story now—and today, nearly four years after joining the company through the Microsoft ACE Rotation program, she’s adjusting well to the culture. Now, she’s given herself a new challenge: make that transition easier and faster for other FLI employees at Microsoft. ***** Born and raised in Vietnam, Huong’s dad fought on the South Vietnamese side during the Vietnam War, during which he was captured and held as a prisoner of war by the Viet Cong. After the war, he was released and soon met Huong’s mom; they married, and they had Huong. When Huong was one year old, they came to the United States through an immigration policy that granted citizenship to South Vietnamese veterans. They had donated their home in Saigon to a nun to start a women’s shelter, so they arrived in the United States with little money. They quickly found low-income housing in Lansing, Michigan, where Huong’s uncle had immigrated and began the work of acclimating to a new culture. [Family photos of Huong Haley and her mother, father and brother through the years] From the time Huong could read, write, and speak English, she began to translate for her parents. At age six, she was helping her dad read websites for job offerings. Later, after a layoff, she applied for government assistance and health care on his behalf. “It wasn’t just filling out applications,” Huong emphasizes. “It was also searching for what websites to go to for unemployment. I had to learn how to find things—literally typing in the words ‘Michigan unemployment’ into the search bar. “Taking on those type of applications and challenges at a really young age and kind of being the head of the household for your family, I think that’s pretty unique to immigrant families and families coming from lower income backgrounds who need resources,” she says. “I had to grow up faster than many of my peers.” ***** Although one of Huong’s goals (and her parents’ dreams for her) is job and financial stability, Huong’s feelings about her current income as a Microsoft employee fills her with a confusing mix of celebration and sadness. “My parents ran a smoothie stand near their home in Saigon for a few years. When they started, they didn’t know how to make smoothies; they just did it one day and kept doing it until they perfected the taste. My mom has amazing social skills—a smoothie saleswoman; my dad, an electrician in Vietnam, is super sharp,” she explains. I had to grow up faster than many of my peers. She struggles to understand how her parents’ skills didn’t translate (while her skills did) to a professional career or higher paying job in the United States. But then Huong sees that they are so proud of her and her brother and reconsiders that maybe it’s okay that her parents are where they are. “I still feel guilt sometimes, but instead of letting it get me down, I use it to fuel my dream even more. With all the support I have been given, I want to help others get a little bit closer to their own dreams.” ***** For Huong and other employees identifying as FLI, the extra effort to understand certain corporate norms is more than inconvenient; the results can negatively affect a person’s mental well-being. For example, if people don’t know that some job aspects are negotiable, they may not advocate for themselves, which could result in feeling stuck and eventually defeated. They might soon quit a job they worked so hard for, become turned off at the idea of working in future corporate environments, and maybe even get cut off from potentially higher sources of income. “In many ways, you feel so lucky to be at Microsoft in the first place that it can be hard to talk to your manager about job advancement,” Lori adds. “Coming from a place of gratitude is good, but that can also mean you don’t think to ask for more.” Additionally, FLI employees who don’t live close to their families can experience pressure from family members who don’t understand why their child or sibling moves away for a job, says Huong. Especially when they could live at home, save money, and remain an active member of the day-to-day family life. For instance, last year Huong’s father was injured in a car accident in Lansing. Huong managed his health care and insurance remotely from Seattle where she lives with her husband, Tom. She says it’s hard being far away from them, and she knows it’s hard on them—considering how much they rely on her—but Huong’s parents have never expressed anything but support and pride. Still, her parents are getting older and speak only Vietnamese, so Huong feels the pressure every day to take care of a lot. She’s hoping to convince her parents to move out to Seattle someday soon. ***** When Huong had the idea to start an employee network called FLI (pronounced fly) to Microsoft, she reached out to Lori, who was passionate about the cause as well. During business school, Lori had started a nonprofit that aimed to simplify direct cash donations to people in poverty. Two other cofounders joined the cause, and the team launched the community in early 2018. FLI to Microsoft, now with more than 200 members and 8 co-leaders, is working to balance the inequity of knowledge among employees: knowledge of corporate norms and lingo and knowledge of logistics, resources, people, and behaviors. It’s the gap between what some new employees should know for succeeding in a new job versus what they do know. “It’s quite a big jump,” Huong says. “I want to make sure people know they’re not alone.” FLI to Microsoft is currently focused on finding ways to volunteer their time and resources to the local community, spreading the news to new employees about joining FLI, and creating a digital hub for people to share resources. And it’s not just for new employees; it’s common for longer tenured employees to reach out to the group—some admitting to still being confused about aspects of corporate life, while others share links, tips, and insights that they picked up along the way. Coming from a place of gratitude is good, but that can also mean you don’t think to ask for more. “The answers people need are usually there, and we are working to make them super easy to find,” says Huong. In the end, Huong hopes that FLI to Microsoft will become a well-known group where people can come to feel accepted. She also hopes to become a group of trusted advisors—just as many other employee groups at Microsoft have—to help internal product teams consider the viewpoints of people coming from economic backgrounds like hers. Also, she’d like to help coworkers remember that there are many aspects of corporate culture that are not the norm for many people. And for herself? Huong says for her most of her life she was so focused on pulling her family out of poverty and accomplishing her goals that she put her mental wellness second—something the pandemic has given her the opportunity to consider. “There are many intersections between experiences and identities. FLI is just one of them.” She hopes to create spaces for FLI community members to share and to foster even more conversations about intersectionality. For now, Huong is keeping it simple. “If I can help someone else breathe a little bit easier because I shared my story, it’s all worth it.” The original article was published here.
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Make the New Possible by Joining a Software Company That’s Transformed the World for Over 4 Decades
Autodesk is changing how the world is designed and made. Their technology spans architecture, engineering, construction, product design, manufacturing, media and entertainment, empowering innovators everywhere to solve challenges big and small. From greener buildings to smarter products to more mesmerizing blockbusters, Autodesk software helps to design and make a better world for all. Autodesk is more than just a place to work. As a company leading change, they are committed to listening deeply to experiences, providing education on the principles of belonging, implementing programs to embed those principles in their culture, and, most importantly, fostering collective accountability for building belonging. These principles start with the company’sCulture Code— the foundation that defines the values and ways they work to ensure they are providing an exceptional customer experience as they deliver exceptional products. At Autodesk, you won’t just learn about theCulture Code, you’ll live it every day by instilling these values into all aspects of your employee experience: ● Think: Smart, Innovative, Adaptable ● Feel: Inclusive, Impactful, and Humble ● Do: Courageous, Accountable, and Pragmatic Autodesk prioritizes its commitment to diversity and belonging. Autodesk is committed to building a culture of diversity and belonging where all employees have equitable access to opportunities to succeed and contribute. They believe that diversity encompasses so much more than gender, race, ethnicity, gender identity, or sexual orientation. Diversity also includes valuing backgrounds, perspectives and beliefs that are different from your own. They believe that a vibrant and engaged culture serves as the foundation for diversity and belonging to thrive. At Autodesk, the case for diversity and belonging is not only a business imperative, but a moral one. Additionally, Autodesk’s culture of diversity and belonging was acknowledged in the 2021 Best Places to Work for LGBTQ Equality. Autodesk is a proud participant in the McKinsey Black Leadership Academy, which creates opportunities for rising Black leaders to network and build strong relationships with leaders from other organizations. They also have a vibrant and growing network of Employee Resource Groups (ERG), where employees can connect with colleagues with shared experiences. And as of September, Autodesk now grants global ERG leads an appreciation bonus of $10,000 to recognize their work of connecting employees to learn and celebrate their differences, and feel supported and included. Autodesk is also committed to gender pay equity. In FY21, women at Autodesk make 100% on average as much as men in comparable work. Autodesk’s Board of Directors is also 50% women. Employees at Autodesk can feel confident about viewing other women in leadership positions as clear examples of how Autodesk is committed to championing women and advancing them professionally. What is it like working and growing a career at Autodesk? At Autodesk, “we celebrate each other”, the company says. They achieve this through an “Applause” program which allows employees to show recognition to their colleagues. Employees can be awarded points through this program that can be redeemed for a variety of prizes. And, to support career growth for all their employees, Autodesk has a successful mentorship program that pairs leaders who are more advanced in their careers with those just beginning their professional path. The program also fosters peer-to-peer mentorship and reverse mentorship opportunities. To support employees in continuing to enhance their job skills, Autodesk is committed to providing a variety of learning opportunities such as live courses on power speaking, communication success skills, coaching essentials and how to influence and negotiate. Further, Autodesk fosters a culture of learning via bite-sized learning and courses available on platforms including Degreed, LinkedIn Learning, and Harvard Business Online. The Autodesk Women’s Network employee resource group (ERG) also forms a thriving community of women who support each other’s professional growth, engage in collective learning, and organize events, forums, and workshops specific to women’s issues. Autodesk supports employees through a variety of programs. $1,000 “Benefits My Way” wellness reimbursementthat helps to pay for items including massages to exercise gear, from yoga classes to gardening tools and even background checks for nannies or caregivers. Employees can even get reimbursed for a self-defense class! It’s a perk that reminds employees that Autodesk really cares about their well-being. Professional coaching through Bravelygives employees access to highly trained and skilled coaches who can support employees’ professional path to success. Coaches help employees identify goals, map out desired outcomes, and design strategies for building a fulfilling professional life. The employee Assistance Program (EAP) through Lyra Healthprovides therapy to Autodesk employees and dependents who need extra help, especially with the challenges and demands that the pandemic has piled onto our cognitive loads. The Flexible Workplace programis designed to maximize flexibility and meet individual employee needs while also meeting business needs. The Flexible Workplace program includes three work-type categories: Office-based — These employees work primarily from an Autodesk office and will have a dedicated desk. Hybrid — These employees have the flexibility to work from home and from an Autodesk office. Home-based — These employees work from a home office. Child Care Subsidy up to $1,500 per yearis given to employees who participate in the Dependent Care FSA and whose AGI from the most recent tax return is less than $175,000. Discretionary Time Off or Vacation— For discretionary time off, salaried employees have the flexibility to take a reasonable amount of paid time off that fits with their personal and work life. Hourly employees are eligible for 15 vacation days per year. Sabbaticalsallow extended time away from work so employees return to work refreshed and excited about new ideas and ready to tackle new challenges. Full-time employees are eligible for a six-week paid sabbatical every four years. Annual Week of Restconsists of paid holidays from Christmas Eve through New Year’s Day. “Make a Family” Reimbursement Programallows employees to be reimbursed up to $10,000 per year for eligible expenses related to adoption, IVF, co-maternity, surrogacy, and egg freezing services. Want to learn more about the current opportunities at Autodesk? Click here to see what positions they have available. The original article was published here.Half the Sky's mission is to supply the tools that can give every woman the ability to build a successful career and be fully prepared for the future of work. So, that they can lead a healthy, prosperous and more balanced/blended lifestyle of their choosing. By building your confidence, you’re setting foundations to empower yourself and your career. The world is your oyster, and it starts with you. Enjoyed this article let us know your thoughts in the comments below:
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Find Your Next Career Breakthrough at Johnson & Johnson
Can a woman have both a career and a family? How does she seek a balance between the two? These are situations and dilemmas many women face at some point in their lives, especially after becoming a mother. At Johnson & Johnson, we understand these challenges our woman employees face and are committed and guided by our Credo values to champion women and give them the tools, resources, and opportunities to succeed at work and home as they work to transform healthcare today and the future of healthcare tomorrow. Join us to hear from three J&J working mothers on navigating their career journeys and their roles as a wife and a mother. Speaker's information Sharon Tantrawan - Senior Manager, Strategic Partnerships and Customer Experience for DePuy Synthes Asia Pacific Deepika Midathala - Business Technology Director, APAC Supply Chain Med Tech Lim Kah Yen - IT Manager, Solution Architect, APAC Janssen Technology What to expect Learn about J&J ‘s commitment to building a diverse STEM2D community and to embracing Diversity, Equity, and Inclusion in our organization Hear from working mothers sharing their experiences on how they find the balance between work and family commitments Career opportunities at J&J Employee programs and benefits scheme available for working mothers at J&JHalf the Sky's mission is to supply the tools that can give every woman the ability to build a successful career and be fully prepared for the future of work. So, that they can lead a healthy, prosperous and more balanced/blended lifestyle of their choosing. By building your confidence, you’re setting foundations to empower yourself and your career. The world is your oyster, and it starts with you. Enjoyed this article? Let us know your thoughts in the comments below:
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