In our increasingly digital world, accessibility transcends mere compliance—it’s about embracing inclusivity and equality as foundational values. At BMC, our commitment to web accessibility reflects our broader mission to foster a more inclusive digital environment. Every year in July, we observe “July Is for Allies,” a month dedicated to celebrating and promoting allyship within our organization. This July, we are focusing on allyship in web accessibility, ensuring that our digital platforms are welcoming and accessible to all users.

The role of allyship in web accessibility

Allyship is about recognizing the barriers that others face and taking actionable steps to dismantle them. In the context of web accessibility, this means designing digital experiences that are usable by everyone, regardless of their abilities. It’s about moving beyond empathy to advocacy, ensuring that our digital platforms are welcoming and accessible to all.

At BMC, we view allyship as a continuous journey. It involves listening to the experiences of individuals with disabilities, understanding their needs, and advocating for their inclusion in every aspect of our digital presence. By embedding accessibility into our core values, we not only improve user experiences but also demonstrate our commitment to social responsibility and ethical business practices.

Three tips for the corporate web accessibility journey

Integrate accessibility from the start: Accessibility should be a fundamental consideration in the design and development process. By integrating accessibility from the outset, companies can create products that are inclusive by design. This proactive approach prevents the need for costly and time-consuming retrofits later on.

Tip: Conduct accessibility training for your development teams and incorporate accessibility checks at every stage of the product lifecycle.

Foster an inclusive culture: Building an inclusive digital environment starts with fostering a culture that values diversity and inclusion. Encourage employees at all levels to understand the importance of accessibility and their role in promoting it. Allyship should be a shared responsibility, with everyone contributing to a more inclusive digital landscape.

Tip: Promote awareness through regular workshops and discussions on accessibility and allyship, highlighting success stories and best practices.

Leverage expert guidance: Partnering with experts in digital accessibility can provide valuable insights and tools to enhance your accessibility efforts. Organizations like Level Access offer practical strategies and resources that can help organizations navigate the complexities of web accessibility and ensure compliance with global standards.

Tip: Engage with accessibility consultants to audit your digital platforms and provide tailored recommendations for improvement.

BMC’s commitment to accessibility

At BMC, we are committed to making our digital platforms accessible to every user. Our journey towards enhanced web accessibility includes implementing robust accessibility guidelines, providing ongoing training for our teams, and continuously seeking feedback from users with disabilities.

By championing web accessibility, we aim to set a standard within the tech industry, demonstrating that inclusivity is integral to our mission. We believe that accessible design benefits everyone, leading to higher user satisfaction, increased engagement, and a more loyal customer base.

Conclusion

Allyship in web accessibility is about more than meeting legal requirements—it’s about creating a digital world where everyone can participate fully and equally. BMC is dedicated to this vision. By embracing the principles of allyship and web accessibility, we not only fulfill our legal obligations, but also embody our core values of inclusivity and innovation.

Together, let’s continue to champion web accessibility, ensuring that our digital experiences reflect our commitment to equality and excellence. As we move forward, let’s be allies in creating a more inclusive digital future for all.

#CSR

As the daughter of a Bolivian mother and Irish-Italian father, I have been deeply committed to fostering an inclusive workplace while driving operational excellence at BMC for over 20 years. My passion for diversity and inclusion is fueled by my personal experiences as a Latiné woman navigating the tech industry, where I have witnessed the power of embracing diverse perspectives firsthand. For me, inclusion is not just a buzzword; it’s who I am and is a core value that drives innovation, creativity, and collaboration within our organization.

Every month, our company highlights a different diversity, equity, and inclusion (DEI) observance. These initiatives are a testament to our ongoing dedication to creating an environment where everyone feels valued and empowered. They are more than just a nod to diversity; they are integral to our company’s culture and values.

One of the most impactful strategies we have implemented is having each of our leaders present on the monthly DEI topic during our weekly stand-up meetings. This practice not only keeps the conversation around diversity and inclusion alive, but also ensures that our leaders are actively engaged in promoting these values and sharing personal experiences. For example, during “July is for Allies,” our leaders discuss what allyship means to them, how they are communicating this topic to their teams, and the best practices they plan to implement moving forward. This approach helps to create a ripple effect, spreading awareness and fostering a culture of inclusivity throughout the organization.

In honor of Latiné Heritage Month, also known as Hispanic Heritage Month, which spans September 15 to October 15, here are some of the practical strategies we have adopted to support Latiné professionals, which can be used across any working team while also promoting diversity and inclusion within our company:

Employee resource groups (ERGs)

Our Latiné ERG is a global vibrant community that provides a platform for Latiné employees to connect, share experiences, and support one another. The ERG also plays a crucial role in advising the leadership team on issues affecting the Latiné community and helping to shape our DEI initiatives.

Inclusive hiring practices

We have revamped our hiring practices to ensure that they are inclusive and equitable. This includes implementing diverse hiring panels, using unbiased job descriptions, and actively recruiting from and participating in events with Latiné professional organizations such as Latinas In Tech.

Cultural competency training

We provide ongoing cultural competency training for all employees to help them understand and appreciate the diverse backgrounds and experiences of their colleagues. This training is essential for creating a respectful and inclusive work environment.

Celebrating Latiné heritage

We celebrate Latiné Heritage Month with various events and activities that highlight the contributions of the Latiné community. These celebrations not only honor our Latiné employees, but also educate the broader workforce about Latiné culture and history.

Open dialogue and feedback

We encourage open discussions and regular feedback from employees about our DEI efforts. This feedback is invaluable in helping us to identify areas for improvement and to ensure that our initiatives are meeting the needs of our diverse workforce.

Highlighting the importance of representation

We honor Latiné leaders in tech by showcasing their remarkable accomplishments. This dedication to visibility and celebration ensures that the next generation of Latiné innovators sees themselves reflected positively in the industry. Check out the 2024 class of HITECH 50 influential Latiné tech leaders from Latin America, Spain, and Portugal here.

My personal journey has shown me the importance of creating a workplace where everyone feels included and valued. By continually striving to improve our DEI efforts, we are building a stronger, more dynamic, and inclusive company. I am proud to lead an organization that is committed to supporting Latiné professionals and advancing ethnic equity. Together, we can create a workplace where everyone has the opportunity to thrive.

At BMC, two of our guiding principles are “Do the Right Thing” and “Prioritize People.” These principles shape how we interact with our workforce, customers, and partners. As we observe National Civility Month this August, it’s an opportune time to reflect on the importance of civility in our rapidly evolving digital landscape.

Civility is integral to our customer-centric approach, which ensures that every decision we make is aimed at delivering products, services, and experiences that foster satisfaction, loyalty, and advocacy. At its core, civility is about recognizing our shared humanity. By leading with empathy and the Platinum Rule—treating others the way they want to be treated—we enhance our understanding of customers and colleagues and their diverse needs and expectations.

The business impact of civility and customer centricity

At BMC, we strive to accelerate innovation and while delivering excellent customer experiences—both to our internal employee customers and our external customers. Happy employees make happy customers, and the two are inextricably linked. When our employees feel respected and valued, they are more motivated to deliver exceptional service, creating a positive feedback loop that benefits everyone.

The PwC Customer Loyalty Executive Survey 2023 revealed that 37 percent of customers ceased their engagement with businesses following poor service experiences. In our digital-first world, human interaction remains a key driver of customer loyalty. Civility and respect in these interactions are more important than ever.

Civility across a global and hybrid workforce

Our globally distributed and increasingly hybrid workforce presents unique challenges and opportunities for practicing civility. Understanding the cultural and regional differences in behavior and communication preferences is essential for building strong, respectful relationships. For instance, in virtual meetings, choosing whether to jump straight to business or start with some light conversation can set the tone for the entire interaction. Taking the time to understand and respect these preferences can significantly enhance our working relationships.

Practical tips for fostering civility

In every interaction, whether in-person or virtual, it’s important to be present and attentive. Here are a few practical tips for fostering civility:

1. Start with respect: Begin meetings with a simple greeting and a moment of genuine interest in how others are doing.
2. Be mindful of time: Respect others’ schedules by being punctual and keeping meetings concise—or making that meeting an email instead.
3. Engage fully: Give your full attention to the speaker, turn off distractions, and come prepared.
4. Communicate clearly: In emails and other communications, be clear, respectful, and considerate of others’ time and workload—and remember that language matters.
5. Set boundaries: Respect and acknowledge the boundaries set by others and be clear about your own.

Civility and DEI: A symbiotic relationship

Civility is a critical component of our diversity, equity, and inclusion (DEI) efforts. An inclusive workforce that truly embraces everyone fosters an environment where civility thrives.

To promote inclusive leadership and civility, we’ve established a #BelongingAtBMC LinkedIn Learning pathway, which empowers all BMC employees to become advocates for change in an increasingly diverse global society. Topics include empathy, belonging, diversity, equity, accountability, and inclusion—all key ingredients of civility that also serve as a catalyst for personal and professional growth.

I encourage leaders and employees to consider implementing similar initiatives within their organizations. A great starting point is the LinkedIn Learning course “Teaching Civility in the Workplace.” This course offers valuable insights and practical strategies to create a respectful and inclusive work environment. By prioritizing civility and continuous learning, we can collectively build workplaces where everyone feels valued and respected—both within our own businesses and beyond.

Building a future of respect and humanity

As BMC continues to strive towards becoming a leader in the digital-first world, we recognize that our success begins and ends with people. Our employees, customers, and partners are the heart of our business. By setting a standard for civility, we elevate everyone involved.

As VP of HR at BMC, I see firsthand the impact that a respectful and inclusive workplace has on business outcomes. HR plays a pivotal role in shaping the culture and values of our organization, ensuring that civility and respect are embedded in every aspect of our operations. By prioritizing people and fostering a culture of civility, we not only enhance employee satisfaction and productivity, but also drive better business results.

At BMC, we are dedicated to helping our customers transform their businesses throughout the ever-changing needs of the global market with industry-leading solutions in service and operations efficiency, workload optimization, and all things hybrid cloud. But, simply put, transformation does not “stick” if it’s not sustainable.

BMC is on an iterative journey towards sustainability, constantly seeking ways to integrate corporate citizenship into our business practices and transformation efforts. Through BMC Cares and by fostering a holistic commitment to improve greenhouse gas emissions across the business, we are advancing our own sustainability agenda and empowering our customers to do the same.

One of the ways we are making this connection more visible to the market and our customers is through our clean water restoration efforts with Seabin^™, a clean-tech start-up that has revolutionized the way the world tackles ocean pollution. Seabin’s innovative technology collects debris and microplastics from the surface of oceans and waterways, filtering water through a catch bag. This technology, capable of filtering up to 55,000 liters of water per hour, is a testament to the power of innovative solutions in addressing environmental challenges.

Each Seabin unit makes a significant impact in our fight against ocean pollution. To show our professional services customers that we are doing good beyond our business, we honor them and commemorate our bin sponsorships with an official Seabin^™ thank you certificate. This initiative highlights the intersection of responsible business practices and exceptional customer experience.

Since the beginning of our partnership, our sponsored Seabin units have filtered 1.385 billion liters of water and removed over 3191.1 kilograms of marine litter. These achievements are more than just numbers; they represent our commitment to creating a cleaner, healthier planet for future generations while making transformation sustainable in the long run.

Being a responsible business is good for business. It drives innovation, builds trust, and strengthens relationships with customers, partners, and communities. As we leverage our expertise and resources to become a net-zero enterprise by 2030, we remain dedicated to leading by example and empowering others to join us in positively impacting the world.

This World Oceans Day, let’s all take a moment to appreciate the beauty and importance of our oceans and waterways. Let’s commit to making smarter decisions that protect our environment and ensure a sustainable future for all. Together, we can drive meaningful change, make a tangible difference in protecting our planet, and ensure a sustainable future for all.

June marks dual observations of Pride Month and Juneteenth, where LGBTQ+ and Black communities, alongside their allies, celebrate their accomplishments while acknowledging and bringing awareness to the work that lies ahead. The current climate of world events, negative-impact legislative changes, and an increase in hate crimes highlight the importance of having safe spaces for inclusivity with psychological and physical safety for both communities. For many, that safe space is the workplace.

In the spirit of Pride and Juneteenth, let’s explore the intersectionality that exists between the Black and LGBTQ+ communities within the workplace. We’ll examine the current state of inclusion for these groups and discuss what organizations can do to create truly safe and welcoming spaces for all.

Employee safety

LGBTQ+ and Black employees face a complex web of discrimination based on inherent aspects of their identity that can significantly impact their careers, well-being, and mental health. This discrimination can manifest in various ways, including microaggressions, unequal pay, lack of promotion opportunities, and even physical violence. Microaggressions can be subtle but damaging, including insensitive comments or assumptions based on their race, ethnicity, sexual orientation, or gender identity. This discrimination not only harms employees, leading to increased stress, anxiety, and depression, but also has material cost to the business from lost productivity and high turnover.

Organizations must create inclusive environments and safe spaces to attract, support, and promote a diverse workforce. Action must be taken to foster awareness and allyship in the workplace and to create a culture that encourages LGBTQ+ and Black communities to show up authentically, without masking or hiding. Such environments can be created by implementing continuous learning about diversity, equity, and inclusion (DEI), harassment and discrimination, and unconscious bias, as well as providing community-specific employee resource groups (ERGs) as safe spaces, and having clear anti-discrimination policies.

In June 2023, the Harris Poll conducted a survey focused on LGBTQ+ employees. The survey explored their concerns regarding workplace protections and the availability of support systems for themselves and their families. When asked what their priorities were in an employer, 89 percent reported having safe reporting channels for discrimination was the most important, followed by 86 percent who want to see that backed up by written disciplinary actions.

The rest of the top five included paid leave for care of chosen family members, inclusive parental leave, and HR systems that include genders and pronouns. While this poll focused on the LGBTQ+ community, it’s important to note the intersectionality of priorities for both communities, which are freedom from discrimination, fair treatment and pay, a respectful work environment, and supportive policies that promote inclusion and equal opportunities.

Parity and advancement

Beyond everyday acceptance, inclusion also means having a seat at the table and earning the same pay for the same work. While diverse representation on boards is climbing, the pace needs to accelerate for both communities.

Before the C-suite even becomes a consideration, achieving pay parity is a crucial first step. Recent data from the Human Rights Coalition found that versus cisgender white male workers, LGBTQ+ Black workers earn 80 cents on the dollar; LGBTQ+ women earn 87 cents on the dollar, and LGBTQ+ white men earn 96 cents on the dollar. The situation is even more stark for non-binary, genderqueer, genderfluid, and two-spirit workers, who earn 70 cents on the dollar.

Data from a Spencer Stuart survey shows progress in board diversity, with 67 percent of the 2023 Nasdaq directors being diverse (defined by Nasdaq as self-identifying female and/or underrepresented minorities, and/or LGBTQ+). While this data suggests that we are moving in the right direction, there is still much work to be done.

Fair wages and transparent paths to advancement are two areas where businesses can make active strides. By setting board diversity requirements and aligning with initiatives like the Fair Pay Workplace, which mandates wage transparency for its signatories, companies demonstrate accountability for their practices.

Getting started

Throughout our DEI blog series, we’ve covered suggestions on strengthening inclusion in the workplace. To recap, these are some essential guideposts to help organizations begin or advance their inclusive initiatives to ensure that every employee is assured a safe environment to thrive.

• Make your meetings and everyday conversations more inclusive and ensure everyone is seen and heard with this handy checklist.
• Establish employee resource groups, or ERGs, to foster open dialogues for employees.
• Explore the Creative Equity Toolkit and Guide to Allyship to learn how to be an ally.
• Check your bias at Harvard University’s Project Implicit.
• Use CulturePop, a self-paced, micro-learning app that encourages cross-cultural curiosity to help you explore what you don’t know, or have misconceptions about.
• Get safe, practical de-escalation techniques and learn when and how to safely intervene with free bystander intervention training classes.

Check out our Corporate Citizenship and ESG Impact Report to learn how BMC is putting these ideas into practice and building a workplace that includes everyone.

May holds significance at BMC as a month of celebration and introspection, marked by Asian American and Pacific Islander (AAPI) Heritage Month and Mental Health Awareness Month. As active participants in the BMC API employee resource group (ERG), we are acutely aware of the unique hurdles our global communities face, particularly within high-pressure environments like the tech industry. Moreover, staying connected to cultural roots serves as a vital pillar for better mental health among API professionals.

By engaging in traditions, community events, and conversations with family members, we fortify our resilience and sense of belonging. In this blog, we aim to provide practical strategies for managing daily stress, promoting mental well-being, and nurturing a supportive workplace culture.

Effective stress management is not only vital for our mental health but also crucial for enhancing productivity and job satisfaction. Here are our top five tips for effectively managing daily stress:

1. Prioritize regular physical activity: Incorporating at least 30 minutes of exercise into your daily routine can work wonders for your mood and energy levels. Whether it’s a brisk morning jog, a leisurely lunchtime walk, or a post-work cycling session, physical activity has been scientifically proven to uplift spirits. Even short bursts of exercise can yield significant benefits. For the benefits of consistent physical activity, check out Eating Well’s guide.
2. Maintain a balanced diet and hydration: Fueling your body with well-balanced meals and staying adequately hydrated throughout the day can significantly improve focus and energy levels. It’s essential to be mindful of your consumption of caffeine and alcohol, as they can impact stress levels and overall mood. For more details on maintaining a healthy diet, the National Institute of Mental Health provides useful resources and tips here.
3. Prioritize quality sleep: Quality sleep plays a pivotal role in maintaining good mental health. Strive to establish a consistent sleep schedule and cultivate a bedtime routine that minimizes exposure to blue light from electronic devices. This helps regulate your body’s internal clock and enhances sleep quality, leaving you more alert and resilient during the day. Learn more about managing blue light for better sleep at the Sleep Foundation.
4. Embrace mindfulness and relaxation techniques: Set aside dedicated time for relaxation and mindfulness practices such as yoga, meditation, or deep-breathing exercises. These techniques not only alleviate stress but also bolster emotional resilience. Integrating these activities into your daily routine can offer a much-needed reprieve and help you manage work-related stress more effectively. Start exploring these techniques at Headspace.
5. Set realistic goals and boundaries: In the fast-paced environment of the tech industry, it’s imperative to set achievable goals and establish clear boundaries. Learn to gracefully decline additional responsibilities when feeling overwhelmed, and prioritize taking regular breaks to prevent burnout. Celebrate even the smallest achievements, and remember that it’s okay to ask for help when you need it. For tips on maintaining healthy boundaries at work, visit LinkedIn Learning.

By practicing these stress management strategies, you can take proactive steps towards improving your mental well-being. It’s equally crucial to foster connections with colleagues and seek support, when necessary, to reinforce a workplace culture characterized by openness and care.

As we commemorate the rich heritage of the API community this May, let’s recommit ourselves to prioritizing mental health. By implementing these top tips, our aspiration is to cultivate a healthier, more productive, and more inclusive work environment. Let’s endeavor to make a positive impact, one day at a time.

In today’s rapidly evolving business landscape, the intersection of environmental sustainability and technology is more critical than ever. A recent survey by Gartner^® highlights this shift: “64 percent of CEOs said they view environmental sustainability as a growth opportunity.”¹ I believe this perspective is further bolstered by the inclusion of sustainable technology in the Gartner Top 10 Strategic Technology Trends for 2024 ² report, which, in my opinion, signals a clear readiness among executives to weave sustainability into the fabric of their organizations.

The role of IT in achieving sustainability goals

As organizations across all industries aim to reduce greenhouse gas (GHG) emissions and achieve carbon neutrality, IT leaders are finding themselves at the forefront of this transformative journey. Digital transformation initiatives that focused on accelerating business outcomes are now being realigned to incorporate sustainability goals, enhancing organizational resilience and setting a foundation for sustainable growth.

Around the globe, governments are steering the shift towards sustainability through a mix of initiatives, including the implementation of carbon taxes, voluntary schemes, and rigorous regulations. This shift is further accelerated by the expanding mandate for detailed corporate sustainability disclosures.

The evolving regulatory framework, highlighted by new directives from entities like the European Union and the United States Securities and Exchange Commission (SEC), is significantly influencing corporate strategies. In particular, the SEC’s pending revision of its climate-related disclosure rules introduces heightened levels of transparency, compelling organizations to meticulously report their direct (scope 1) and indirect (scope 2) GHG emissions in relevant operational areas.

The challenges ahead

Despite the clear mandate, IT leaders face several challenges integrating sustainability into their strategies. These include a scarcity of expertise in sustainable IT implementation, complexities associated with hybrid cloud environments, inefficiencies across IT lifecycles, controlling the energy demands of advanced language models in generative AI, and coordinating myriad supplier relationships.

As the surge in the Internet of Things (IoT) devices and advancements in generative AI exert unprecedented stress on data centers across the globe, research from McKinsey & Company shows that the connected devices that employees use every day—laptops, tablets, smartphones, and printers—generate 1.5 to 2 times more carbon globally than data centers.

And those devices are expected to reach 55.7 billion by 2025. While the sheer volume alone demands a critical examination of the environmental impact of technology, a Capgemini report highlights the current disconnect in the perceived responsibility. It found that a staggering 89 percent of companies recycle less than 10 percent of their IT hardware, and globally, only 43 percent of executives are aware of their organization’s IT footprint.

Tackling these issues requires a comprehensive strategy that includes concrete actions to address environmental, social, and governance (ESG) principles, energy consumption, and sustainable practices, alongside organization-wide adherence to regulations. With the growing demand for computing resources to support evolving technologies like generative artificial intelligence (AI), the environmental footprint of technological advancements can no longer be overlooked.

While generative AI is credited with improving process efficiency, it also has some GHG concerns of its own. A recent joint study by Hugging Face AI and Carnegie Mellon found a stark difference in the energy usage of generative AI for imagery and text. MIT Technology Review explains it this way, “Generating 1,000 images with a powerful AI model … is responsible for roughly as much carbon dioxide as driving … 4.1 miles in an average gasoline-powered car. [The] least carbon-intensive text generation model … was responsible for as much CO₂ as driving 0.0006 miles in a similar vehicle.” And yet, PwC’s 2023 Emerging Tech Survey found that just 22 percent of business leaders were concerned about sustainability impact when citing issues with deploying generative AI.

A call to action for IT leaders

IT leaders play a key role in advancing sustainability within their organizations. While there’s a gap between aspirations and realization, this presents a unique opportunity rather than a barrier.

SustainableIT.org highlights that many IT organizations have yet to fully embrace ESG mandates, frequently due to implementation hurdles and the absence of standardized carbon footprint evaluation frameworks. However, this scenario offers IT leaders a chance to step up, utilizing their distinct skills and connections to spearhead meaningful sustainable transformation.

Through such proactive leadership, IT departments can transform from being seen as part of the problem to becoming an integral part of the solution, driving forward not only the sustainability agenda but also reinforcing an organization’s commitment to social responsibility and ethical governance. In doing so, IT leaders contribute to the global effort to combat climate change while also enhancing their organization’s reputation, attracting and retaining talent, and potentially realizing significant cost savings through more efficient resource use.

Five steps towards sustainable IT

• Define clear sustainability targets: Start by setting specific, measurable, and ambitious sustainability goals that align with broader standards. Identify critical areas for improvement and commit to ongoing progress in reducing your IT footprint.
• Engage with suppliers for sustainability: Work closely with your suppliers to ensure they adopt environmentally responsible practices and materials. This collaborative approach amplifies your sustainability impact and encourages a shift towards greener industry practices.
• Leverage technology for efficiency: Use automation and other technological innovations to streamline operations, reducing energy use and waste. Optimizing processes and embracing cloud solutions can also help significantly reduce your energy consumption.
• Advocate for sustainable policies: Actively support policies and regulations that encourage sustainability in the tech industry. Engage in dialogues, participate in forums, and advocate for green practices to help shape a more sustainable regulatory environment.
• Cultivate a culture of sustainability: Educate and inspire your team to adopt sustainable practices. Offer training, encourage innovative ideas for sustainability, and recognize efforts to meet your environmental goals, fostering a workplace that values green initiatives.

BMC: Our sustainable IT journey

At BMC, we’re on a path towards sustainability, aiming to become a net-zero enterprise by 2030. Through a holistic approach that addresses emission inefficiencies across the business, BMC is advancing its own sustainability agenda and empowering our customers to do the same. By offering expertise in sustainable transformation, operational efficiency solutions, and visibility into workload optimization, BMC is at the forefront of driving sustainable change in the IT sector and beyond.

Conclusion

For IT leaders, the call to action is clear: sustainability must be integrated into the heart of IT strategy and operations. By setting clear goals, adopting green practices, collaborating with suppliers, optimizing operations, and advocating for supportive policies, IT leaders can drive their organizations towards a more sustainable and prosperous future. The path forward requires a collective effort and a transformative approach, but the rewards are immense—for the planet, for people, and for prosperity.

¹Gartner Podcast, Why All Executives Should Focus on Sustainable Technology to Drive Growth, October 17, 2023. GARTNER is a registered trademark and service mark of Gartner, Inc. and/or its affiliates in the U.S. and internationally and is used herein with permission. All rights reserved.

² Gartner Article, Gartner Top 10 Strategic Technology Trends for 2024, Ava McCartney, October 16, 2023.

During the month of March, we celebrate International Women’s Day and Women’s History Month. “Inspire inclusion” is the International Women’s Day theme for 2024, and in honor of that, we surveyed members of the BMC Women in Technology and Business (WiT&B) employee resource group (ERG) about inclusion and mentorship. Establishing ERGs is a powerful way to foster open discussions and promote inclusion by creating safe spaces for employees to have open, authentic conversations, and the WiT&B ERG has had a significant impact on its members.

For Brianna Steensen, who manages the BMC Champion Academy sales training organization, it’s been integral to building a stronger and broader network. “I’ve made great connections with female leaders and have been able to tap their time and expertise for my program,” she shares. She also appreciates the support that comes with that, specifically, “seeing female leaders like myself being supported and promoted by others in the organization. Recognition for hard work goes a long way, even if it’s on a call or in an email.”

Gina Fevrier, a senior program manager in the Beta program at BMC, highlights communication as key ingredient of inclusion. “Inclusion, for me, means being listened to and being asked for my input during meetings. It’s about being invited to meetings, including lunch and extracurricular activities, and not feeling left out due to my gender,” she explains. “It’s being given opportunities to lead and participate in special projects. It’s being asked for my feedback on team, organizational, and corporate initiatives.”

Fevrier also appreciates the inclusion that the WiT&B ERG affords her as a remote worker. “I’ve liked our live webinars with internal and external speakers, like Carla Harris, who talk about their real-life experiences in their careers,” she says.

“I loved our book club, where a smaller group of us met on a monthly basis to talk about the books’ themes and how they relate to our lives. These smaller, non-recorded groups are really helpful to people like me who work from home and miss out on the “water cooler” and lunch conversations in the office. I like being kept up to date on women’s work issues and opportunities.”

Deepak Chopra, a senior manager of product development at BMC, says the ERG has helped broaden his understanding and awareness about issues related to inclusion, and where he can help foster discussions. “Inclusion is including anyone and everyone in [the] mainstream, everywhere, which can be home, community, workplace, etc. There is no reason not to follow inclusion,” he shares.

“I started becoming more vigilant towards inclusivity and making sure I remain supportive and help in this area. [Through the ERG I have] learned lots of best practices, which I am implementing in my day-to-day life.”

ERGs give their members a safe space for genuine dialogue, and Rebecca Beatty, a senior solution engineer at BMC, says that’s the very definition of inclusion for her. “Inclusion in the workplace means that I get to show up to work as my authentic self and be comfortable with it,” she explains. “[I have a] community of coworkers who I know I can reach out to for mentoring or advice, as well as [gain] access to information and meet new people.”

Sheila Mullen, a global strategic account manager at BMC, shares that inclusivity spans everything from elevating your presence where key business decisions are made to sharing and learning from diverse views, including, “celebrating our differences and actively learning about people who are different from you.”

She adds that the ERG helped her grow personally and professionally. “No matter what is going on in my world, every time I join a WiT&B call, I am energized, inspired, and in awe of the talented women at BMC. I leave the call knowing anything is possible,” she says. “Participating has allowed me to advocate for myself, be a sphere of influence in my piece of BMC, and positively support the promotion of women in the workplace.”

Rosie Huth, a global alliances manager at BMC, says inclusion is about “collaboration and mutual respect for your professional counterparts.” “No one has to prove why they should have a seat at the table because we are already here together,” she shares. “[With the ERG], I have built a community with professionals that span region, departments, and roles, which, by default, helps to foster a rich sense of inclusion across traditional silos.”

Each of the members also shared how mentorship relationships have been instrumental for them. “I have an incredible mentor at BMC! She is someone who listens, gives great advice, and continuously advocates for me,” says Steensen. “We’ve had crucial conversations about career trajectory and paths, which have helped shaped my own professional goals.”

Fevrier has had a mentor for two and a half years and been a mentor for two years, and both have been enriching experiences. “My mentor has helped me affirm my value at this time of my career where I’ve had some self-doubts, and she helped me rebuild my self-confidence. She has helped me with networking across the company, which has led to new opportunities at BMC that match my skills and interests,” she explains.

“As a mentor, I’ve been there to listen and provide career guidance. My mentee knows that she has a safe place to talk about her concerns. There have even been moments of reverse mentoring, which I’ve really appreciated. My mentee has been someone I could rely on for confidential discussions about any work issues and career advice.”

Chopra is also on both sides of mentoring, explaining. “I am mentoring individuals for their personal and professional growth, including their career and helping them in their day to day life.”

Beatty benefitted from mentoring earlier in her career, sharing. “[Years ago], I had the opportunity to complete a leadership training academy at a previous employer and be mentored by my then manager, who was also the only female leader in my organization.”

Mullen is both a mentor and mentee and she loves it. “I have mentored several women. I love to see them grow and progress in their careers. I have been mentored and supported by some amazing professionals in my career. Each one added to my professional toolbox. I am the woman I am today because of each of their gifts. I am truly fortunate and grateful,” she says.

“[As a mentee], I learned that I did not want to be a leader or manager, in a see-try-learn way, where I found out that my strong skillset and what motivated the best version of me was in the weeds working with customers versus leading a team of people who do that. I feel very fortune to have a supportive mentor willing to grow with me and help me figure out which direction I wanted to go, even if it wasn’t the same path they were on.”

Huth has enjoyed being a mentor, particularly for women transitioning into the tech sector. “I have had the absolute pleasure of mentoring professionals at BMC [to whom] I can transfer my knowledge, insights, and experiences,” she explains. “Especially where they have come from non-tech backgrounds or veterans. It has been a joy to help them recognize they have a fresh perspective to business discussions and the industry because it’s not all they have known. They don’t have to unlearn anything and their resiliency to adapt is what is most valuable.”

If you’re looking for ways to expand inclusion across your business, and build employee resource groups, check out our DEI blog series on these topics and more, and to learn more about International Women’s Day, visit www.internationalwomensday.com.

BMC is committed to environmental, social, and governance (ESG) practices that create a more sustainable future. We are guided by the United Nations Sustainable Development Goals (SDGs) and believe that our business success is intrinsically linked to the well-being of our planet and people.

We have a long-standing commitment to environmental sustainability, and we take concrete steps to reduce our environmental impact. We are also actively engaged with several organizations that promote environmental responsibility, including:

• EcoVadis: We are proud to participate in EcoVadis’ annual sustainability assessment, consistently achieving a gold rating.
• Carbon Disclosure Project (CDP): For the past three years, we have participated in the CDP’s annual climate change disclosures, demonstrating our transparency and commitment to measuring and reducing our greenhouse gas (GHG) emissions.
• Science Based Targets Initiative (SBTi): We submitted our 2023 GHG reduction goals for validation by SBTi, with the aim of exceeding their GHG reduction mandate of 50 percent by 2030.
• ISO 14001 certification: We maintain ISO 14001 certification, an internationally recognized standard for environmental management systems. This certification demonstrates our commitment to continuously improving our environmental performance and reducing our impact on the planet.

As part of our commitment to continuous improvement, we are actively working towards achieving certification in two additional ISO standards, ISO 45001 to manage occupation health and safety risks, and ISO 50001, which will ensure our current energy management system aligns with the ISO global standard for energy consumption, carbon footprint reduction, and overall energy efficiency.

BMC is on track to achieving our net-zero target by 2030 and continues to demonstrate that commitment through partnerships with the World Wildlife Fund (WWF), the Ellen MacArthur Foundation, Reforest’Action, One Tree Planted, GreenThumb, Vashundara, Seabin Project, Ocean Conservancy Project, and TeamSeas.

You can read more about our commitments to ESG and environmental sustainability in the 2023 BMC Corporate Citizenship and ESG Impact Report.

The holiday season brings with it a spirit of joy, gratitude, and generosity. In the corporate world, this festive atmosphere provides an opportunity for organizations to embrace corporate citizenship, recognizing the importance of giving back to communities in need. Here at BMC, we strive to think globally and act locally, serving the communities where we live and work around the world. Our annual “Season of Giving” program embodies this ethos, extending warm holiday wishes to our clients and making a meaningful impact by funding 100,000 meals worldwide through the GlobalGiving platform.

Corporate citizenship encapsulates the idea that businesses have a responsibility to contribute positively to society. In the current landscape, consumers and employees increasingly favor companies with a strong sense of social responsibility.

While the Season of Giving showcases our commitment to philanthropy and encourages a culture of compassion within our organization, it is also intricately woven into the fabric of the United Nations Sustainable Development Goals (SDGs). These 17 global goals serve as a blueprint for a better and more sustainable future, addressing a wide range of challenges from poverty and hunger to climate action and equality.

The foremost goal we contribute to is SDG 2: Zero Hunger. By funding 100,000 meals through GlobalGiving, an online platform connecting donors with grassroots projects around the world, we are providing meals to those in need and addressing hunger and food insecurity, an issue that affects 1.3 billion individuals, on a global scale. The Season of Giving directly supports the aim of achieving food security and improved nutrition and contributes to the broader agenda of sustainable development.

Our commitment also aligns with SDG 1: No Poverty, as we recognize the integral link between hunger and poverty. By addressing immediate nutritional needs, we contribute to breaking the cycle of poverty and creating pathways to economic empowerment for individuals and communities.

Our corporate citizenship initiatives also touch upon other SDGs, such as SDG 3: Good Health and Well-Being, by promoting access to nutritious meals; SDG 8: Decent Work and Economic Growth, by supporting initiatives that create employment opportunities in the food supply chain; and SDG 17: Partnerships for the Goals, by collaborating with organizations like GlobalGiving to amplify our impact.

The importance of giving back as an organization also fosters a sense of purpose and unity among employees, instilling pride in being part of a company that prioritizes social impact. While engaging in philanthropic endeavors does help strengthen the corporate brand, more importantly, it also creates a positive work environment, attracting and retaining talent that appreciate a sense of community and shared values, and it’s an investment in our collective future.

As organizations, we have a unique opportunity to channel the collective goodwill of the season into initiatives that address pressing societal issues. In addition to the Season of Giving program, BMC employees give back in other ways during the holidays—volunteering their time, donating to local charities, and organizing workplace giving campaigns. We also encourage our employees to give back by signing up to be virtual literacy tutors for Joy Education Foundation, and our multilingual employees to become humanitarian aid worker translators on the Tarjimly App. On a one-to-one level, we promote sending a text or card of gratitude to someone who has made a difference in their life or day.

Corporate citizenship is a commitment to making a positive impact on the world. We hope that our Season of Giving exemplifies this commitment by aligning holiday greetings with honoring our clients and providing meals to those in need. As businesses, let us recognize the importance of giving back, not only during the holidays but throughout the year, ensuring that our corporate success contributes to the well-being of the global community we serve.