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Engage 4 Success: Employee Engagement – Inclusion in the Workplace
CA Technologies Reverse Mentoring
Program
October 2016
...
Agenda
CA TECHNOLOGIES, AN INTRODUCTION
REVERSE MENTORING OVERVIEW
ACTIVE LISTENING EXERCISE
MID-POINT REVIEW FEEDBACK
BRE...
CA Technologies: We eliminate the barriers between ideas
and business outcomes
• One of the largest independent software c...
What is Mentoring?
“Off-line help by one person to another
in making significant transitions in
knowledge, work or thinkin...
Reverse Mentoring: What?
Thrive Reverse Mentoring is a reversal of the traditional role of mentor and mentee.
Mentors will...
Mentors:
• Support the Thrive agenda by sharing personal and professional
experiences as a diverse employee
• Promote dive...
Mentees:
• Gain an in-depth understanding of what it’s like to work at CA
Technologies as a diverse employee
• Benefit fro...
 Reduces unconscious bias and challenges stereotypes/assumptions
 Educate senior managers about the challenges that dive...
Roles/Responsibilities:
Mentors:
Be honest about your own personal experiences and
challenges as a diverse employee
Proact...
Reverse Mentoring: Success Measurements
 Successful completion of the program from all pairs
 Focus group data on tangib...
 1.5 Hour Training with Reverse Mentoring Guidebook
 6 Sessions minimum over 6 months
 Halfway point check-in: Septembe...
Active Listening
What is it?
Step 1. Everyone into Pairs
Step 2. Assign numbers 1 and 2
Step 3. Speakers will speak for 3 minutes
Step 4. Listeners wil...
Awareness of Body Language
- can be used to demonstrate that you are actually
listening!
• Nodding
• An appropriate facial...
What is a good question?
- open and exploratory, giving your partner the
space to elaborate
• Putting at ease
• Re-establi...
The power of summarising
- what can this achieve?
• Checks understanding on both sides
• Brings clarity on the issue itsel...
MID-POINT REVIEW
Key Topics discussed
- Individuals’ Backgrounds
- Current CA Technologies management team
- Communication...
MID-POINT REVIEW: MENTEES
• I’m constantly fighting fires in the UK and from my European bosses. Diversity
just simply isn...
MID-POINT REVIEW: MENTORS
• The feeling of being “classified” as a BAME employee, and a
senior female executive are simila...
BREAK-OUT SESSION:
Half Inclusion Champions
Half Senior Leaders
How would you be convinced to become involved in reverse m...
Talent Development Partner EMEA
Gabrielle.Ferguson@CA.com
Gabrielle Ferguson
@gabifergusonx
https://uk.linkedin.com/in/gab...
Greater Birmingham: Share | Learn | Inspire - Inclusion in the Workplace
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Greater Birmingham: Share | Learn | Inspire - Inclusion in the Workplace

Over 30 like-minded Employee Engagement enthusiasts met at Hays Human Resources, our generous sponsors, in Central Birmingham to consider Inclusion in the Workplace. In the wake of the referendum result, people are more uncertain about the future. There are examples that discrimination is on the rise. Employee engagement is more important than ever to succeed.

Reverse Mentoring
Gabrielle Ferguson, Talent Development Partner EMEA, CA Technologies inspired everyone by sharing her journey. Having successfully introduced Reverse Mentoring as an approach to improving diversity in the workplace, Gabi will soon be rolling this out across the business.

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Greater Birmingham: Share | Learn | Inspire - Inclusion in the Workplace

  1. 1. Engage 4 Success: Employee Engagement – Inclusion in the Workplace CA Technologies Reverse Mentoring Program October 2016 Gabrielle Ferguson, Talent Development Partner EMEA @gabifergusonx @https://uk.linkedin.com/in/gabiferguson
  2. 2. Agenda CA TECHNOLOGIES, AN INTRODUCTION REVERSE MENTORING OVERVIEW ACTIVE LISTENING EXERCISE MID-POINT REVIEW FEEDBACK BREAKOUT SESSION CLOSE 1 2 3 4 5 6
  3. 3. CA Technologies: We eliminate the barriers between ideas and business outcomes • One of the largest independent software corporations in the world • Specialising in B2B commercial software in app development, agile methodology and security software for cloud computing • We count the majority of the Fortune 500 as our customers • Just celebrated our 40th birthday as a company  • 11,500 employees globally
  4. 4. What is Mentoring? “Off-line help by one person to another in making significant transitions in knowledge, work or thinking” David Megginson and David Clutterbuck
  5. 5. Reverse Mentoring: What? Thrive Reverse Mentoring is a reversal of the traditional role of mentor and mentee. Mentors will be high potential managers, who will coach, support, advise and share their personal and professional experiences with senior leaders (the mentees) Mentors will typically be: - Less senior to their mentees AND - Have a diverse characteristic that is different to that of the leader they will mentor (e.g. generation, gender, ethnicity or sexual orientation etc.) Let’s challenge assumptions!
  6. 6. Mentors: • Support the Thrive agenda by sharing personal and professional experiences as a diverse employee • Promote diversity in action: there are numerous research studies that diverse teams produce better business results • Develop skills in leadership, mentoring, crucial conversations, giving feedback • Develop confidence in building relationships with senior leaders • Raise profile and visibility with senior teams Reverse Mentoring: Why
  7. 7. Mentees: • Gain an in-depth understanding of what it’s like to work at CA Technologies as a diverse employee • Benefit from insights of a diverse perspectives on the current state of CA at a less senior level and the current working environment • Gain greater self-awareness through feedback from the mentor • Start to create a robust pipeline to identify, employ, develop and retain diverse talent
  8. 8.  Reduces unconscious bias and challenges stereotypes/assumptions  Educate senior managers about the challenges that diverse employees experience  Increase commitment among senior managers to Drive Talent Success by recruiting, retaining, and promoting diverse talent  Enhance leadership and coaching skills of both mentees and mentors;  Enables a safe environment for conflict management - strengthening relationships while in encouraging creativity and promoting effective problem solving CA Technologies:
  9. 9. Roles/Responsibilities: Mentors: Be honest about your own personal experiences and challenges as a diverse employee Proactively contact your mentees to schedule meetings and prepare for discussions Confidently challenge your mentee Help the mentee understand how his/her behaviour impacts others through constructive feedback Provide mentees with honest feedback and perceptions Understand that participation in this program is not a guarantee of future promotion or career advancement Mentees: Approach the mentoring experience with an open mind and a willingness to explore their own beliefs and behaviours Be open to feedback from mentors and be willing to try new approaches, possibly outside of your comfort zone Is open about own journey sharing both failures and successes Communicate openly and honestly with their mentors Prioritize time for meetings Support both the mentor and the program
  10. 10. Reverse Mentoring: Success Measurements  Successful completion of the program from all pairs  Focus group data on tangible benefits/outcomes due to participation  Implementation of lessons learned within your own teams/day job  Improvement in diversity stats within team, interview panels and candidates
  11. 11.  1.5 Hour Training with Reverse Mentoring Guidebook  6 Sessions minimum over 6 months  Halfway point check-in: September 2016  Pilot finish and Celebration: December 2016  Pledge board and blog posts for communication/promotion  Launch of wider EMEA program, rollout 2017-18 Reverse Mentoring: Next Steps
  12. 12. Active Listening What is it?
  13. 13. Step 1. Everyone into Pairs Step 2. Assign numbers 1 and 2 Step 3. Speakers will speak for 3 minutes Step 4. Listeners will ask questions for 2 minutes Step 5. Listeners will summarise and reflect for 1 minute.
  14. 14. Awareness of Body Language - can be used to demonstrate that you are actually listening! • Nodding • An appropriate facial expression – mirroring • Patterned breathing • Encouraging noises • Leaning in • Avoiding barriers!
  15. 15. What is a good question? - open and exploratory, giving your partner the space to elaborate • Putting at ease • Re-establishing rapport • Checking understanding • Probing and guiding questions • Bringing perspective
  16. 16. The power of summarising - what can this achieve? • Checks understanding on both sides • Brings clarity on the issue itself • Gives another perspective on the issue • Important to keeping a record – ensures progress for partnerships
  17. 17. MID-POINT REVIEW Key Topics discussed - Individuals’ Backgrounds - Current CA Technologies management team - Communication challenges with European teams - The wider diversity/inclusion agenda at CA - Mentors shared their own personal experiences Summary: - All pairs had met monthly for 60 - 120 minutes - All agreed they had been matched well - First meeting was focused on rapport building, sharing backgrounds and journey's including the “off-script” version - All discussed confidentiality at the start and felt open enough to share experiences
  18. 18. MID-POINT REVIEW: MENTEES • I’m constantly fighting fires in the UK and from my European bosses. Diversity just simply isn’t at the forefront compared to hard non-negotiable sales targets. • Everytime I’ve moved up in my career I’ve lost the relationships with my peers. It’s actually quite lonely at the top and you need to be prepared for that. • It’s actually not easy to go into the passenger seat and have a more balanced conversation than I’m normally used to. • I would 100% recommend other senior execs to do this. It’s been great to have someone completely separate as a sounding board, who has a completely different perspective.
  19. 19. MID-POINT REVIEW: MENTORS • The feeling of being “classified” as a BAME employee, and a senior female executive are similar. I was surprised by this, it was very touching and a strong learning point for both of us • A little bit of extra explanation can go a long way and stop a diverse employee feeling victimised. • “They sent a little Indian girl to fix the problem, let’s see what she can do” – overheard from a customer CIO
  20. 20. BREAK-OUT SESSION: Half Inclusion Champions Half Senior Leaders How would you be convinced to become involved in reverse mentoring?
  21. 21. Talent Development Partner EMEA Gabrielle.Ferguson@CA.com Gabrielle Ferguson @gabifergusonx https://uk.linkedin.com/in/gabiferguson

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