Diversity In Action

Symantec aims to boost global diversity initiatives

The globalization of the technology industry has had big implications for the diversity of companies like Symantec, the HR director notes

Ellen McLatchey: “Excited about the opportunities of a global workforce.”

The jobs are for product work and also for the company’s own infrastructure. Most jobs have a software focus and are geared toward computer engineers.

Symantec is well known for its Norton brand of security software. With the acquisition of Veritas Software in 2005 the company moved into enterprise backup and data-recovery products.

The globalization of the technology industry has had significant implications for diversity at Symantec, where many teams are global and customers are located worldwide.

“We are excited about the opportunities that come with a global workforce,” McLatchey says. But with opportunities come challenges. Employees need to be aware of the cultural nuances as they interact with colleagues and customers across international borders.

Understanding other cultures goes beyond obvious things like holidays and types of food, of course. “If I’m going to China, I want to know the protocol and the appropriate way to conduct business.”

Symantec utilizes Globe Smart, an online tool for building relationships. “Is a little humility going to make you successful, or is a more aggressive approach preferable? It all depends on the culture. This is a terrific tool, and all our employees have access to it,” McLatchey notes.

Within the company diversity starts at the top. CEO John Thompson is African American, and other top leaders come from a variety of backgrounds. “We have ethnic diversity, gender diversity and different regions of the world represented on the global diversity and inclusion executive steering committee,” McLatchey says.

The steering committee operates at a global level, focusing on the strategic direction of Symantec’s global diversity and inclusion initiative. At the local level, grassroots efforts are led by diversity and inclusion councils of about a dozen employees. The councils work to increase diversity and identify barriers to an inclusive work environment.

The local diversity and inclusion councils were instrumental in setting up a virtual network for Symantec’s GLBT community, McLatchey says. The diversity and inclusion councils also influenced Symantec’s decision to adopt gender transition guidelines and revise its nondiscrimination policy to include gender identity. Symantec offers domestic partner benefits.

Each site also has a Symantec Women’s Action Network (SWAN), which is open to any Symantec employee, male or female. “The driving force behind Symantec’s women’s initiative is to attract, develop and retain the next generation of technical leaders and innovators. We think women can and should be a big part of our future workforce demographics.

“A larger and more diverse pool of employees will ensure a diversity of perspectives in business planning, making Symantec an even more dynamic company,” notes McLatchey.

Diversity on a global level can be difficult to achieve, McLatchey says. That’s why individual site efforts are so important. “The gender initiative resonates around the world, but in other areas the diversity perception changes depending on what part of the world you’re in.” Local diversity and inclusion councils help keep the initiative relevant, she adds.

There’s been a lot of progress over the last few years, but there is still plenty of work to be done. “I’m encouraged by the trends we’re seeing, but this is a journey that will take place over time,” McLatchey says.

D/C