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Why CA Technologies doesn’t “do diversity”: It’s a simple business imperative

Category: CA Technologies, Diversity & Inclusion

Why CA Technologies doesn’t “do diversity”

Improving diversity and driving inclusive business culture can increase bottom line results by 15%, says Sue Henley, Senior Director of Talent Development at CA Technologies. Meanwhile, getting a good mix of black, minority and ethnic (BAME) people’s representation at decision making level can increase the bottom line by 35%, she adds. That’s why she believes, “It’s an absolute imperative for organisations that want to be successful.”

As a company, CA Technologies looks at solutions and services that help business transform. That’s in streamlining processes, in how they hold information and a variety of security products. The global firm has been in operation for over 35 years and works with many of the top Fortune 500 and FTSE 100 companies. They specialise in driving efficiencies for business.

How do you build a diverse workforce?

Sue came to CA eight and a half years ago, having previously been the diversity and inclusion lead for Merrill Lynch. “When I joined CA, initially as a generalist, there was little happening in this space at the European level and with my passion and experience for driving this agenda I looked at several things.”

“Seeing the makeup of our organisation at the time there were very few women in leadership. There were challenges in our ability to attract, recruit and retain people. It became quite clear that we needed to do something differently.”

The company’s management team was quickly on board and work began to look at their employer brand externally. How were they positioned as an employer in the plethora of other organisations? How could they differentiate themselves from the competition in terms of attracting the top talent?

The importance of diversity and inclusion

Sue explains, “Many organisations “do” diversity because it’s the right thing to do. Here at CA we do it because it’s the absolutely only thing which we should be doing in this space. It’s not a choice. If we want to be a successful business then we need to focus on bringing the best people, attracting the best talent and retaining the most talented people.”

“From a UK perspective, we have increased the representation of women across our organisation from 21% three or four years ago to almost 30% and from a BAME perspective we’ve gone from 16% to 21%. It’s above industry average and we’re very proud of that.”

On the ground, that commitment and success have a couple of clear outcomes worth mentioning here. There’s a women’s middle management development programme which has brought an increase in representation at core management level. “We’ve helped women understand the unique way they operate and some confidence and tools to develop their skills in the workplace,” Sue says.

Employee networks and encouraging diversity

There are also a number of useful company networks in gender, ethnicity, generational, capability and lesbian, gay, bisexual, transgender/transsexual, and asexual (LGBTA) communities. It was these networks, and the focus groups which fed back to management from them, that grounded the company’s current diversity and inclusion strategy from the very beginning. Sue explains, “Diversity for me is about talent. It’s about breaking barriers for anyone that’s talented to be the best version of themselves.”

As a business, and an employer, CA has a lot to offer. “We believe that the diversity perspective and experience drive creativity and innovations,” adds Sue. “Regardless of what group you sit in you can thrive in an organisation like ours.” Search for jobs with CA here.

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VERCIDA works with over one hundred clients who are committed to creating an inclusive work environment. If you are an employer and interested in working with VERCIDA to promote your diversity and inclusion initiatives and attract the best candidates, please email info@vercida.com for more information.

Learn more about this employer

CA Technologies

Inclusive features

  • D&I Training and Development
  • Staff Network Groups
  • Female Initiatives
  • Parenting Initiatives
  • Race/Ethnic Minority Initiatives
  • LGBT Initiatives

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