WOMEN@CAPCO NEWSLETTER 2016 YEAR IN REVIEW
TABLE OF CONTENTS 3
Charter
4
W@C 2016 – At a Glance
6
The Millennial Hotspot
10 Going on Grow 13 Know Thyself 16 CSR x W@C Yoga Event 18 In the Spotlight: Women Helping Women Breakfast 22 Pledge for Parity 24 28 2016 NYC Marathon 29 CATO Holiday Mixer
2
WOMEN @ CAPCO NEWSLETTER
CHARTER OUR VISION
Create an environment for women to connect, engage, inspire and celebrate each other
OUR MISSION
Support the professional advancement of women by providing opportunities to grow networks, learn from each other and – development and advancement • Networking: expand connections and share experiences • Awareness: increase visibility and celebrate accomplishments • Community: give back and make a positive impact
2016 | YEAR IN REVIEW
3
W@C 2016 AT A GLANCE
2016 was a remarkable year for Women@Capco filled with events focused on career development and community building. These events, along with the continued growth and participation of our group, resulted in significant impacts felt both locally and across the globe. As we enter 2017, Women@Capco looks forward to continue driving its mission of supporting the professional advancement of all Capco women. Please read on to view a breakdown of our 2016 activities as well as some of the highlights from the past year.
4
WOMEN @ CAPCO NEWSLETTER
2016 W@C HIGHLIGHTS
2016 W@C HIGHLIGHTS
INTERNATIONAL WOMEN’S DAY
03/08 International Women’s Day Celebration
Capco in partnership with FIS celebrated the social, economic, cultural and political achievements of women on International Women’s Day globally, reaching 52,000 employees. To support the “Pledge for Parity” theme, Women@Capco North America welcomed Linda Kaplan Thaler and Ellen Alemany to discuss the importance of driving female empowerment in the workforce. Women@Capco pledged to sponsor the Dress for Success and Bankers without Borders campaigns throughout 2016 to drive the agenda of gender parity.
03/29 Human Rights Campaign Awards Ceremony
DRESS FOR SUCCESS - Sponsored, led and facilitated the Going Places Network, a program aimed at aiding unemployed women hone their professional skills, as well as sponsoring events leading to thousands of dollars donated
BANKERS WITHOUT BORDERS
04/06 Women’s Bond Club Rising Star Merit Awards Dinner 04/18 W@C Q1 Newsletter distributed 06/07 CATO Clothing Drive 05/11 Begin Bankers Without Borders project 05/16 NY Clothing Drive 06/07 Buffalo Clothing Drive 07/07 W@C Q2 Newsletter distributed 07/12 CATO Lunch & Learn 07/19 3rd Annual NY Women’s Gold Outing 07/26 Going Places: Network in Chicago 08/22 CATO Golf Outing 09/07 Going Places: Network in New York 09/29 Paint Nite with Forming the Future of Fun
- Partnered with the Grameen Foundation to research the needs, opportunities, and barriers that inhibit women from using digital financial services
10/04 Begin Bankers Without Borders group present final
- Examine supply side constraints to understand how organizations can deliver services tailored specifically for women as well as analyze and recommend high-potential funder targets who could provide support
10/12 Co-sponsor the Dress for Success Raffle and Networking
recommendations
10/07 W@C Q3 Newsletter distributed Event with CSR
10/15 Making Strides Against Breast Cancer Walk 11/06 NY participates in the 2016 NYC TCS Marathon 11/24 WXN Gala (CATO)
ANNUAL GOLF OUTING - W@C NE region hosted it’s 3rd annual client golf outing this year. The event provides a basic understanding of golf rules and etiquette, a lesson from a golf pro, time on the course and an opportunity for our female clients to network with other peers in the industry. This year we tripled participation and had 15 clients attend in addition to 15 of our Capco colleagues. - W@C CATO hosted it’s first golf outing at a local driving range for members of the CATO office
2016 | YEAR IN REVIEW
5
THE MILLENIAL HOTSPOT TATIANA LIZARRALDE AND SHAYNA MONT
What does a millennial look for in a career? Free food? Happy hours? Ping pong tables? Contrary to popular belief, a study from Great Places to Work shows that millennials care more about pursuing meaningful careers, managers who care and support their personal and professional development, and the ability to be true to themselves at work. The 2016 study surveyed almost 90,000 millennials (born in 1981 or later) at over 600 companies, where employees rated their respective dimensions: credibility, respect, fairness, pride, and camaraderie. 1 As new hires and members of the 2016 Associate Talent Program (ATP), we are proud to announce that Capco won the award for being one of the top 100 places to work for millennials in 2016. With millennials comprising 54% of our growing company, this award attests to the bright future of Capco. 1
6
http://fortune.com/best-workplaces-millennials/
WOMEN @ CAPCO NEWSLETTER
¢ CREDIBILITY
Employees ranked Capco high in terms of credibility, which refers to the competency, reliability, and transparency of management. Many reported that their managers trust them to do their work without being micro-managed, therefore providing them with responsibility and a feeling of accountability. Rayna Gittleman, a consultant in the New York provided her with a tremendous learning opportunity: “My manager assigned a number of ongoing responsibilities to me early on. In the beginning of our engagement, she would make sure to closely supervise my work product. However, as I proved my competency overtime, I was entrusted to approach and complete my assignments independently. This process helped me to become more comes opportunity, and task ownership provides employees with the chance to improve and advance toward the next level in their careers.
¢ RESPECT
Capco millennials feel respected due to the care, support, and collaboration they receive. Management offers an abundance of opportunities for skill advancement, including Learning & Development (L&D) courses designed to improve employees’ technical and soft skills with the guidance of subject matter experts, an online learning hub page called SkillPort, as well as a $10,000 tuition reimbursement program. Furthermore, Capco encourages coaching
2016 | YEAR IN REVIEW
and mentorship and has developed a Coaching Center of Excellence program in which each employee is assigned a mentor who provides him/her guidance throughout his/her career. Employees also value the fact that the company rewards them for their hard work, as Shantel Tse, a consultant have been at Capco for over two years and have had the opportunity to GROW and am currently working on a project with colleagues in Toronto, New York, London, and Sao Paulo. I am proud to be a part of a company that has shown such commitment to developing and investing in its people in a truly global environment.” Not only are employees recognized for their hard work and granted such opportunities, but they are also rewarded with promotion when warranted. Capco boasts a high employee promotion rate, as 60% of the ATP hires have been promoted at least one time. In addition to catering to professional development, management also strives motivated, and healthy individuals by offering extended paternity and maternity leave, unlimited sick days, generous paid time-off, and a health and wellness reimbursement program.
¢ FAIRNESS
Capco strives to create an atmosphere of equity, impartiality and justice for each employee, regardless of their race, gender or sexual orientation. For the second year in a row, Capco won
7
Lance Levy, the CEO of Capo, made a pledge for parity to increase the number of women in high positions of leadership by next year. the award for being one of the top places to work for LGBTQ equality, highlighting Capco’s devotion to promoting a culture of fairness. Alice Chu, an associate in the like another home to me even though I’ve only been with the company for a few months. I am very comfortable expressing my thoughts to managers and peers at Capco.” Capco has also been trying to recruit more women to become a more gender inclusive workplace. In fact, Lance Levy, the CEO of Capo, made a pledge for parity to increase the number of women in high positions of leadership by next year at the last company-wide Town Hall. Currently, women comprise 18% of the
8
to grow in the years to come.
¢ PRIDE
The innovative and encouraging environment, inspiring coworkers, and intimate culture all culminate in a feeling of pride among Capco employees about their job, their team and the company. Muhammad Khan, an associate in the Capco’s involvement, as the company not only invests in client work, but also caters to the community at large, “Every month there’s an event to raise funds for youth centers or for cancer research, and its uplifting to know Capco truly invests itself in the community and to making a positive difference.”
WOMEN @ CAPCO NEWSLETTER
Furthermore, Capco’s relatively small size prevents people from feeling lost in the crowd. Everybody can take on new initiatives and interact with coworkers on all levels, including easy access to senior leadership.
¢ CAMARADERIE
Closely tied to feeling proud of Capco, employees also have a great sense of camaraderie, in large part due to Capco’s welcoming and accepting environment. Ian Tice, an associate in the New York it easy to connect with every member of your team, no matter their level, and really promotes the sense of camaraderie at work.” Various community groups and programs bring about close friendships. For example, the intensive two week ATP training program pushes employees to laugh at themselves and challenge each other by participating in activities that propel them outside of their comfort zone, creating irreplaceable bonds. Sports teams and special interest groups (such as Women@Capco) also encourage relationships between employees across experience levels.
¢ STRIVING FOR A BETTER COMPANY FOR ALL While we are proud to win this award, we must not forget about the other “capco-ites:” members of other
talented women. Anita Donnelly, head of Learning & Development, has committed to the pledge for parity made by our CEO, Lance Levy. With the support of Capco’s
2016 | YEAR IN REVIEW
“Capco fosters an environment of inclusion and equal opportunity for women at all levels. I feel empowered and encouraged to develop myself professionally, take on more responsibility and motivate others around me.” — Leila Feldman leadership, she looks to empower women with all the L&D tools that will enable them to reach the top. Leila Feldman, said: “Capco fosters an environment of inclusion and equal opportunity for women at all levels. I feel empowered and encouraged to develop myself professionally, take on more responsibility and motivate others around me”. With the support of management, Leila and all female employees at Capco will be obtain and surpass their goals. Tatiana Lizarralde is an Associate in New York North America Shayna Mont is an Associate in New York North America
9
GOING ON GROW: LONDON EDITION
MARIAH LOOP & KELSEY POPPLEWELL
10
WOMEN @ CAPCO NEWSLETTER
WHAT I HAVE BEEN UP TO AT CAPCO?
I have now been here in London for almost 6 months,
quickly! It has been a great experience to see a different and the community is very strong, with events happening constantly. During my time here, I have been able to experience at HSBC on an IT Programme / Project Management Transformation engagement, where Capco was brought in to implement a standardised PPM methodology and Through this role, I had the opportunity to work with clients around the globe, from Canada and the US to India and Hong Kong. Currently, I am on an End of Day Target Operating Model project at Barclays where I am building out the Operational Playbook for the EOD target state.
FAVOURITE THING I HAVE SEEN OR DONE IN LONDON: My favourite thing that I have experienced while being in London is the holidays. Everyone always said that London in December is the best time of the year and they were right. Everywhere you turn there are more lights and Christmas Markets decorating the streets, from Winter Wonderland in Hyde Park to the Christmas Markets on the Southbank to Oxford Circus decorated for the season.
WHAT I AM MOST EXCITED FOR IN THE NEW YEAR:
In the new year, I am most excited about a ski trip that I have planned in Chamonix. I grew up in Florida water skiing and have only recently picked up snow skiing. However, I instantly loved it and am thrilled to go see and ski the French Alps!
2016 | YEAR IN REVIEW
Mariah Loop is a Consultant in London
11
WHAT HAVE I BEEN UP TO AT CAPCO?
I moved over to London at the end of August and time has gone by so quickly! It’s taken a little while but London is starting to feel like home. Everyone in the London
-
and there are always lots of events happening around Since I joined, I’ve been on the Morgan Stanley account. It’s been a really interesting experience as I’m in the Income Derivatives. I’m part of a global projects team so being in London is really convenient for being able to work with people around the world on aligning or changing processes across the bank’s different regions. I’ve also had the opportunity to help with a global MS proposal which was great for seeing the different Capco teams coming together on business development.
FAVORITE THING I HAVE DONE OR SEEN IN LONDON
It’s hard to narrow down but I think going to a premier league football (soccer) match was one of the coolest experiences here. I had friends from the US visiting who were able to get us tickets to see Chelsea play Tottencers lining the away team’s fan section so things couldn’t go and I’m really lucky to have gotten to see two good teams play! Kelsey Popplewell is a Senior Consultant in London
12
WHAT I AM MOST EXCITED FOR IN THE NEW YEAR
More traveling! So far I’ve been to Oslo, Copenhagen, and Amsterdam which were all awesome and unique in their own ways. I’m excited to have more time to explore and am hoping to see a lot more of Europe and new things in the UK as well.
WOMEN @ CAPCO NEWSLETTER
KNOW THYSELF DANIELLE THEROUX
Over the years, studies have demonstrated a correlation between having a high EQ (emotional quotient) and professional success, entrepreneurial vision, leadership, health and happiness. Now, there’s a new “Janey-come-lately” in achieving success and helping shape your career, relationships and life: personal intelligence (PI). Essentially, PI is the ability of knowing oneself. Its value lies in introspectively recognizing relevant information about yourself and others to make the best decisions for the best possible outcome. One tool you can use to facilitate this development is known as a DISC assessment. The DISC personality assessment was introduced to me as part of the L&D training offering, Consulting 101, taught by Varun Seghal and Thomas K Scott. Over a period of three days, we discussed and exercised a variety of consulting skills in simulated client environments. Managing meetings, the buying and selling process and proposal writing were the focal activities interspersed with honing in on the soft skills communications and teamwork. The DISC module offered insights into reading the room, managing meetings and working better as a team. Un-
2016 | YEAR Q4 IN REVIEW
derstanding and obtaining personal intelliThe DISC theory centers on four ence, steadiness and compliance. The theory was developed into a behavioral
-
FUN FACT William Moulton Marston was a psychologist, lawyer, author, writer, advocate for woman and creator of the comic book character, Wonder Woman. He also developed the DISC theory which was later developed into a personality assessment tool.
11 13
SOME POINTS TO CONSIDER:
Your assessment v There will be some aspects you identify with it does offer insight into and others you don’t. communicating across No one is 100% in any There is no right or wrong, particular category. We personality types. She who does not know are a blend of all, some all have strengths and herself, does not know in higher and some in weaknesses. others. lesser degrees.
DOMINANCE
TENDENCIES
Ò Ò Ò Ò Ò
Extroverted Direct and decisive Self-starter Risk taker and problem solver
Ò Provides direction and
AS A TEAMMATE
Ò Ò Ò Ò
leadership Goal oriented Values time and seeing results Innovative problem solvers Functions well with heavy workloads
Ò
WHEN WORKING WITH THIS TYPE
and brief Ò Talk about “what,” not “how” Ò Focus on business instead of social topics
Ò May need to listen more actively Ò Be attentive to others’ ideas Ò Be aware of tone and body
AREAS FOR GROWTH
14 12
language when feeling frustrated Ò May need to be friendlier and more approachable
INFLUENCE Ò Ò Ò Ò
Enthusiastic and optimistic Persuasive Functions best on teams Impulsive and emotion
Ò Creative problem solvers Ò Great presenters and
motivators
Ò
keepers Ò Keeps a positive environment Ò Build rapport, be friendly Ò Give them time to discuss
their ideas (they usually have many) Ò Help nail down details and
Ò May need to take time to reach
decisions
Ò
into smaller steps Ò Practice exercising control over actions, words and emotions Ò May over promise so needs to follow through with tasks
WOMEN @ CAPCO NEWSLETTER
test by industrial psychologist Walter Vernon Clarke. Taking a DISC assessment can be a powerful tool to utilize, helping you evolve both personally and professionally. The DISC assessment can help us identify our strengths and weaknesses, better communicate with one another, and improve our self-awareness enabling us with the
ability to adjust our behaviors when necessary. See the descriptions of each of the four behavioral traits below for more information!
Danielle Theroux is a Senior Consultant in RofUS (Washington DC)
STEADINESS Ò Ò Ò Ò
Steady, stable and predictable Even-tempered, friendly, and sympathetic Very generous with loved ones Understanding, patient and good listeners
Ò Reliable and dependable Ò Compliant towards authority and team
players Ò Talented multitaskers Ò Tend to be peace makers
Ò Be personable, build rapport Ò Be patient and give time to adjust to
changes; offer explanations
Ò
COMPLIANCE Ò Accurate, detail-oriented and thorough Ò Makes decisions very carefully using
research Ò High standards for themselves and others Ò Good problem solvers and creative thinkers Ò Anchor of reality Ò Thinks through details Ò Excellent to analyze, research or test
information Ò Conscientious and even-tempered
Ò Research and prepare your case in
advance Ò Support statements with accurate data and examples Ò
Ò Tend to hold grudges rather than dealing
with issues head on
Ò Ò Can be sensitive to criticism
YEAR IN REVIEW 2016 | Q4
thinking and planning
Ò Ò May have trouble seeing the “big picture” Ò Tends to be bound by procedures and
methods Ò Needs clear boundaries in roles and relationships before acting
15 13
YOGA FOR CHARITY SHANNEN LI
BACKGROUND
On 13th October, the CSR team held a charity yoga event at the Capco Hong
funds and awareness for the Evangel’s Children’s Home – a charity that aims to living conditions in Hong Kong. The evening attracted a huge turnout, with consultants traveling from all corners of Hong Kong (…or at least the various raise a whopping HKD 7,570! A big thank you to our yoga teacher, Louise Yu, and our partner sponsors, APAC CSR, Women@Capco, and the BYAW initiative – without whom, we could not have achieved so much.
PURPOSE
In today’s day and age, some Hong Kong youngsters are growing up with poverty, broken or abusive homes. For this reason, we hoped our event would raise the much needed awareness for the numerous children in Hong Kong who bear these struggles day in and day out. The generous donations made by Capco consultants during our yoga evening will positively impact the lives of many. We hope that going forward, we will be able to do more events and offer charitable support to such a worthwhile cause.
16
WOMEN @ CAPCO NEWSLETTER
WHERE WILL THE FUNDS GO?
The Evangel’s Children’s Home (ECH) in Hong Kong, is a registered member of the Hong Kong council of Social Services and is a subsidiary of the Evangelical Free Church of China, founded in 1956 by Ms. Ruth Sundquist. The services of ECH include providing food, shelter, counselling and spiritual guidance to children and youth. Funds raised will support: • Residential home care services which accommodates children and youth from 6-18 from broken or problematic families. A comfortable home and caring environment with tutorial assistance, interest classes and recreational activities will be provided using the donations made by Capco. • Day care services providing meals, tutorial assistance, counselling services and other indoor/outdoor recreational activities. • Youth home with career guidance and counselling services provides instructors to help youths to line up job opportunities or enrol in training programmes.
In today’s day and age, some Hong Kong youngsters are growing up with poverty, broken or abusive homes. For this reason, we hoped our event would raise the much needed awareness. 2016 | YEAR IN REVIEW
THOUGHTS
I was so pleased to see the contributions and efforts made from our Capco peers in coming together to make this event happen. It was motivating to conduct an event in which consultants were able to contribute in whichever way they chose; from making monetary donations to participating in the yoga evening. Without all the support from the Hong Kong CSR team, this event would undoubtedly not have been the success it was – thank you!
Shannen Li is an Associate in Hong Kong
17
IN THE SPOTLIGHT FEATURING DRESS FOR SUCCESS’ WOMEN HELPING WOMEN EVENT FRANK MERLA Each year, Dress for Success hosts the “Women Helping Women” power breakfast at the Rainbow Room aimed at celebrating the successes of the women that Dress for Success serves. This event directly benefits the Professional Women’s Group which was created to help newly employed women retain their employment. As a huge proponent of gender equality and diversity as well as a long-time corporate partner of Dress for Success, Capco was honoured to be invited to attend the 2016 breakfast on Wednesday, December 7th. Representing Capco, So Jene Kim and Frank Merla were two of the nearly 300 attendees
listening to a panel of three women at different stages in their careers. The inspiring intergenerational conversation, moderated by Joelle Garguilo, featured Kara Ross, Bethanny Frankel and Tai Beauchamp. There were also moving testimonials from the women involved in the Professional Women’s Group, showcasing the impact of the organization both in New York City and in cities around the world. Attending events like the “Women Helping Women” breakfast and continuing to develop and maintain partnerships with
18
WOMEN @ CAPCO NEWSLETTER
organizations like Dress for Success are incredibly significant strides for Capco’s Gender Diversity Initiative, led by So Jene Kim. Though still in its development stages, the growth and success of the Initiative is founded on five pillars – Legal and Policy, Partnership, Coaching and Training, Recruitment and Retention. These pillars build a strong foundation with which the group aims to achieve the goal we have heard countless times from senior leadership – the goal of empowering women and furthering gender diversity in the workplace.
2016 | YEAR IN REVIEW
If you are have further questions regarding the Women Helping Women event or Capco’s partnership with Dress for Success, please reach out to Frank Merla at frank.merla@capco.com. Frank Merla is a Senior Consultant in New York
19
PLEDGE FOR PARITY PROJECT OVERVIEW
From May through October 2016, a team of seven Capco employees invested over 975 hours into a Bankers without Borders project as part of Women@Capco’s International Women’s Day Pledge for Parity. The project, Bridging the Digital Gender Divide, was a research investigation into the needs, opportunities, and barriers that may inhibit low income women from institutions, banks, MNOs (Mobile Netproviders - could deliver services tailored of the project will inform Grameen’s Mobile Financial Services strategy for 2017. Read below for project takeaways from Zach Garman, project co-lead, and Hisham Sadiyyah, solutions research analyst.
PROJECT TAKEAWAYS BY ZACH GARMAN AND HISHAM SADIYAH
TAKEAWAYS
What surprised you most about the content of the research? ZG: I was surprised at how little I knew about banking in the developing world - my initial thought was that the method of banking would be similar, but the behavior of the individuals would be very different than my own; i.e. - spending habits, frequency of use, etc. What I found through the research was the opposite; the behavior of the individual consumer is exactly the same, people send money to friends, save a little but radically different. Payment services are dominated by MNOs, mobile minutes are used as a digital currency, and the entire virtual system is anchored by brick-andmortar 7/11 type convenience stores. HS: How much culture affects the use of and how big of a role government sponsorship and regulations impact the initiative in the country. Also, the vital role that private/ public partnerships plays. How, in cases, in a developing country puts to shame these services offered in more advanced countries. Finally, the willingness and the ingenuity of the poor women to adopt new technologically advanced services.
20
WOMEN @ CAPCO NEWSLETTER
What lessons learned have you been able to apply to your Capco client work? ZG: project I have delivered, the importance of many project functions typically taken for granted, like meeting minutes or risk and issue management, was driven home in a big way. HS: Working remotely with a team across time zones as well as with a remote cliteam and client were exclusively remote and helped me understand the importance of clear/concise and constant communications with all team members and the client, especially in a primarily remote situation. What role do you think Financial Services providers will play in continuing ZG: industry needs to rethink its approach to what offerings it will provide to the developing world. Mobile Network Operators, not banks, have positioned themselves as in the developing world, which drastically vices solutions providers should be taking with regards to partnerships and products. How can we package knowledge that is commonplace in the banking environment in which we typically work - regulatory requirements, capital markets know-how - and use it to advise MNOs who have not previously had to work under these cial services industry change the types of products we offer?
2016 | YEAR IN REVIEW
HS: Huge! It cannot be understated how and society to be more inclusive from a play a vital role to not only provide services that are personalized to the environment but also to lobby the government to enable the right regulatory environment. To learn more about Bankers without Borders, email Gracie Hollis at gracie. hollis@capco.com. CapinTouch page in progress!
ABOUT BANKERS WITHOUT BORDERSŽ Established in 2008, Bankers without BordersŽ (BwB) is Grameen Foundation’s volunteer initiative. BwB is an industry leader in using skilled volunteers to accelerate the scale, sustainability, and impact of social enterprises and poverty-focused organizations around the world. Capco is a proud partner of Bankers without Borders.
Zach Garman is a Consultant in Hong Kong
Hisham Sadiyyah is a Consultant in Toronto
21
PLEDGE FOR PARITY
PROJECT TAKEAWAYS BY FRANK MERLA
PROJECT OVERVIEW Within the last year, Capco’s partnership with Dress for Success has expanded, and the relationship, deepened. Between holding clothing drives, raising monetary donations, facilitating and hosting the Going Places Network as well as having two Capco team members run the NYC Marathon on the organization’s behalf, 2016 has been quite a busy year for Capco offices across North America. Developing this relationship will be especially significant as we look to 2017 as Capco continues our joint our mission of empowering women to thrive in both work and life. Read below for project takeaways from Frank Merla, partnership lead.
TAKEAWAYS
Where do you think Capco has provided the most impact for the Dress for Success clients? It would be at the Going Places Network Program. It gave Capco women the opportunity to inspire, which is extremely gratifying. Capco has impacted the women [Dress for Success clients] there
22
by not only hosting them at our facilities but we’ve also contributed to the cohort by having Capco consultants conduct presentations and provide life experiences to help inspire and teach women within the program. These lessons learned are invaluable for the women who are going through the program because they are able to learn from and network with the talent that Capco is composed of. How and when did the partnership with Dress for Success change in the number of years we have worked with them? Capco has always been involved with Dress for Success in leading clothing drives throughout the various regions but the partnership changed in 2015 in New York when Capco was approached by DFS to join one of their empowering women breakfast events. Going through the process of determining what the cost was to attend the event, Capco decided to go in a different direction in how we were going to pursue our relationship going forward. Instead of spending $5,000 for a two-hour event, which would
WOMEN @ CAPCO NEWSLETTER
go directly to DFS, Capco decided to use its resources more strategically that would add more value to the women part of the DFS program. We began working directly with New York DFS representatives to determine how we could partner in an event where we could leverage Capco skillsets. This is where we participated the first pilot program, My Financial Success. At this event, we had two members of Capco senior leadership participate in a panel discussion with 15 members of DFS’ Professional Women’s Group. Since then, we have taken the initiative in leading those types of programs, with the Going Places Network being their top program. How do you expect Capco’s partnership with Dress for Success in 2017 to differ from the partnership in 2016? In 2016, our focus was primarily becom-
2016 | YEAR IN REVIEW
ing more involved with their programs and building a stronger relationship with Dress for Success. This included not only continuing our routine clothing drives but also being introduced to major programs such as the Going Places Network. In 2017, Capco wants to take the relationship even further. We are looking to expand on the number of clothing drives and work alongside Dress for Success to figure out how Capco can contribute to a more impactful partnership. Personally, I would like to see how far we can take the relationship with DFS and how we can use it to empower women at Capco. We are at a point where we have formed a strong alliance with Dress for Success and have the ability to strategize for the 2017 calendar year.
23
GETTING TO THE CORNER OFFICE JENNIFER REN
In 2010, there were 190 heads of state and of them, nine were women; of members of parliaments around the world, 13% were women; of C-suite/board-level executives, 15-16% were women. Sheryl Sandberg provided these statistics in her TedTalk, “Why we have too few women leaders,” during which she discusses reasons fewer women are in leadership roles and how women can move towards those positions.
There are two main reasons Sandberg attributes to why there are fewer women in leadership roles. One is that “women systematically underestimate their own abilities,” and the other is the more traditional view that a man’s success is more important than a woman’s. Sandberg provides personal narratives reinforced with statistical data comparing the actions and reactions of men and women as they are faced with questions of to what they attribute their success, who should be the primary childcare provider, and how these responses and subconscious views impact women’s positions in the workforce. She then goes on to provide guidance on how women could make it to that corner three main messages:
24 20
WOMEN @ CAPCO NEWSLETTER
1 SIT AT THE TABLE
Because women often attribute their success to something other than themselves, it is often the case that women are not voicing their opinions careers. Sandberg encourages women to actively participate in that important meeting or discussion and help make those decisions.
3
2 MAKE YOUR PARTNER A REAL PARTNER
Even with a fulltime position, women do twice the housework and three times the childrearing work as compared to their fulltime partners. Sandberg discusses the idea of an equal balance, which has proven a decreased divorce rate and fewer stigmas attached to both genders.
DON’T LEAVE BEFORE YOU LEAVE
As women begin to consider having children, they may begin to consider how to make room for them. This may mean not taking on other projects, not pushing for promotions, etc. Sandberg drives the message that women should not be preparing to leave until they need to.
TAKEAWAYS
Though this TedTalk was given in 2010, the messages still ring applicable for women in the workforce today. Generally, we still see fewer women in leadership roles than men. However, Capco has and inclusive of all. As we look towards 2017, we see the incredible strides towards gender equality with the increased tives supported and driven by our senior leadership. Jennifer Ren is an Associate in New York
Q4 IN REVIEW 2016 | YEAR
21 25
2016
NYC MARATHON JACKIE KALAN
Capco Partners with Dress for Success for the NYC Marathon 2016 The New York City Marathon is an event that draws participants from every corner of the globe each year. In 2016, a record-breaking 51,388 people finished the marathon, two of whom ran for Capco and the Dress for Success charity partnership. Making the decision to run a marathon takes courage, and running to raise money and awareness for a good cause is to be admired. I took a look at what David Sherby and Ripple Bhullar had to say about their marathon experiences, how they got involved, what was challenging, and what they took away from it now that they can successfully call themselves 2016 NYC Marathon finishers.
26
WOMEN @ CAPCO NEWSLETTER
DAVID SHERBY What motivated you to run the NYC Marathon? I wasn’t originally signed up for it. The event coordinators approached me to see if I’d be able to run it because they knew that I was signed up to run a half marathon in October. I had always wanted to run the NYC Marathon, but had entered the lottery and lost. So when they presented me with the chance, I was happy to sign up! What were your goals? Did you reach them? My realistic running goal was to finish in under 5 hours, my stretch goal was to do it under 4 hours, 30 minutes. My fundraising goal was to raise a total of $3,000. Capco promised to match $1,000, so that would mean I’d had to raise $2,000 on my own to reach that goal. I did not reach my running stretch goal, I finished in 4 hours 49 mins, so that means that I DID reach my realistic goal, but not by much… I DID reach my fundraising goal, and actually surpassed it. Including Capco’s match, I raised about $3,150. How was the race itself? Overall, it was one of the coolest NYC things I’ve participated in since being here. First off, I think running a marathon is an awesome achievement on its own, but NYC is one of the largest, coolest ones in the world. You get to run through
2016 | YEAR IN REVIEW
all five boroughs and see so many diverse and cool neighborhoods that you’d never visit otherwise. Also, there were crowds of people cheering us on at every stretch of the way. It was fun to see different groups of people cheering and celebrating in different ways. What were the easiest/hardest parts? The easiest part was the first half. I had recently run a half marathon, so I was doing great for that part. The hardest part was around mile 21. I completely cramped up! I had to walk for two full miles. I think that was because I didn’t have as much breakfast as I should have beforehand. If I do it again, I’m going to eat like 5 peanut butter sandwiches before. How do you see this adding value to Capco? I think the corporate partnership is valuable because we helped raise a lot of money for Dress for Success, and it was really cool to be able to play a part contributing to that. Also, one of the ways
27
are, put faces to the names I’d been speaking to, and be able to thank them for all the work they put into the event and the organization. I’d definitely like to help out with other events, help raise awareness – I’d like to know more and get more involved however I can. Also, I remember directly afterward (and throughout the race) thinking “Why did I sign up for this?” I remember thinking I’d never ever do it again. But now, some weeks later, I realize that pain can be forgotten, and I’m really proud of myself for doing it. So, I would maybe consider doing it again.
RIPPLE BHULLAR What motivated you to run the NYC Marathon? we raised a lot of the money was through the raffle. Capco held a raffle which included some cool items. It was a huge success, so I think it was valuable to realize that a raffle is a really great way to raise money quickly.
I was sort of peer-pressured into it; the organizers knew that I had done one before, so they asked me if I’d do it this time. Aside from being peer-pressured into it though, it’s a cause I know about and feel close to. I care about the organization [Dress for Success], so I was happy to sign up.
How has this inspired you? The whole experience has inspired me to want to become more involved with Dress for Success and the organization’s relationship with Capco. During the whole experience, I communicated with the corporate fundraisers and sponsors. A short while before the event, I also had a brunch with the CEO of DFS and Frank Merla and the other event coordinators. It was really cool to see who they
28
What were your goals? Did you reach them? Yes, I met my fundraising goal, but no I did not come close to my running time goal. I was assigned to the Ameritas project in Nebraska after I signed up to run, so that really limited my ability to train. In the hotel where we stay in Nebraska, there is only one broken treadmill, so I hadn’t really been able to spend
WOMEN @ CAPCO NEWSLETTER
much time training. How was the race itself? So since I did not train nearly as much as I wish I could have, I ended up walking a lot during the race, and finished maybe an hour after I wanted to. What were the best/worst parts? The best part was crossing the finish line. Also, something unique to New York is the amazing support all along the race – the energy is really awesome. The worst part was the last 7 miles. Also at the end, it was so hard to find a cab. I had to take a rickshaw home and spend an absurd amount of money, but it was worth it so I didn’t have to walk. How do you see this adding value to Capco? First it’s great to see how much money we raised for Dress for Success. It was amazing to see how involved the team was. It definitely made me want to work more with the CSR group at Capco on more initiatives like this one. The enthusiasm is really great to see. How has this inspired you? I remember shortly after, when I was in PC school, we were told to present an item that defines us, and I brought my marathon finisher medal. Honestly, I didn’t think that I was capable of finishing a marathon with no training. And even
2016 | YEAR IN REVIEW
during the race, I didn’t think I would finish it. But each time I thought I’d stop, give up, and take a cab away from the race, I decided I’d keep going. Then I got close enough to the end that the decision to finish was easy to make. I remember I was overwhelmed when I finished. I started out doing the race for Capco, but I ended it for myself. And I am incredibly proud of myself for being able to do that. I’m inspired knowing that I can. Jackie Kalan is an Associate in New York
29
CATO HOLIDAY MIXER
Women@Capco would like to thank all of the women at CATO who came to the year-end holiday mixer and toy drive event! We hope you enjoyed one last chance to mingle with your colleagues before the holidays. We would also like to extend our gratitude to the ladies who brought a toy and/or donation for The Salvation Army’s Toy Mountain. Happy holidays and we look forward seeing everyone in 2017!
30
WOMEN @ CAPCO NEWSLETTER
QUESTIONS? Please reach out to Women_at_Capco@capco.com
WOULD YOU LIKE TO CONTRIBUTE TO THE CAPCO NEWSLETTER? If so, email Jennifer.Ren@capco.com