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LGBT “We focus not only on providing the best place to do business, but also providing the best place to work. We often feel like the industry’s best-kept secret in terms of being an employer of choice. It’s an amazing place to work.” — Meagan Gregorczyk, Global Diversity Lead, CA Technologies
CA Technologies
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uilt upon a mission to be at the forefront of the IT industry, CA Technologies believes that it has to be “not only the best place to do business, but also the best place to work to dominate in the marketplace” says Meagan Gregorczyk, Global Diversity and Inclusion Lead for CA Technologies. All employees are an important part of the fabric of CA, and the company is especially proud of its efforts to create a strong culture of inclusion for the LGBT community. The company includes both Sexual Orientation and Gender Identity in its EEO policy and policy on Professional Conduct and Prohibition of Harassment, and also requires US contractors to abide by the company’s inclusive non-discrimination policy. It also has an established corporate philanthropy guideline prohibiting philanthropic giving to non-religious organizations that have a written policy of discrimination on the basis of sexual orientation and/ or gender identity. In terms of LGBT advocacy, CA believes that action speaks louder than words - and their policies speak for themselves. CA Technologies offers a wide range of inclusive benefits and plans that include: • Generous adoption assistance for all employees – including the LGBT community – up to $10,000 per family within a 24-month period. • Health benefits to both same and different sex spouses and domestic partners (and was proudly amongst the first companies to do so). • •nsurance coverage for transgender surgery including the full range of medically necessary services and treatments as outlined by the current World Professional Associate for Transgender Health
12 | Difference Matters Fall 2014
Standards of Care (WPATH SOC). • Up to four weeks of paid leave for eligible employees for any unpaid qualified FML leave including birth, adoption or to care for a spouse, domestic partner, child or parent with a serious health condition. To support employees internally, the CA Technologies HR Business Partner community also established an Employee Network Group (ENG) for LGBT employees and allies in 2011. The group’s efforts seek to drive engagement, awareness, and opportunities impacting the LGBT community. The group is: • Open to all CA employees that support LGBT equality • Focused on improving LGBT employee recruitment and retention rates • Supportive in creating social and mentoring networks fo- Trevor Bunker, Senior Vice President, Solution cused on business and com- Sales at CA Technologies, is the executive lead for the company’s LGBT Employee Networkmunity issues • Intent on pursuing LGBT- ing Group. friendly policies and improved diversity & inclusion and workplace environment All of this activity has driven great results. This year, in addition to receiving a score of 100 on the HRC’s Corporate Equality index, the firm received the following feedback internally - through its most recent Employee Opinion Survey. Results showed that: