Genovators, as we like to call ourselves, are working to make the digital world a better and safer place for everyone. Explore our inclusive culture, commitment to fostering a positive work environment, and ongoing activities at Life@Gen

Corporate Communications Intern

Life@Gen

In Europe, women fill only <a href="https://www.mckinsey.com/~/media/mckinsey/business%20functions/mckinsey%20digital/our%20insights/women%20in%20tech%20the%20best%20bet%20to%20solve%20europes%20talent%20shortage/women-in-tech-the-best-bet-to-solve-europes-talent-shortage.pdf" target="_blank" rel="noreferrer noopener">22% of tech roles</a>, and even after landing a job, they often face challenges with advancement. Tech has been —&nbsp;and still is —&nbsp;a male-dominated industry. Skillsoft’s <a href="https://s3.us-east-1.amazonaws.com/skillsoft.com/prod/documents/Skillsoft-Women-In-Tech-Report-24.pdf" target="_blank" rel="noreferrer noopener">2024 Women in Tech Report</a> calls it out loud and clear: inequity in opportunities and professional growth is holding women back. And, we can’t simply sit idle. Through&nbsp;“Geniverse,” we’re helping to break barriers, build bridges and create a bold, supportive space for women to grow, connect and, more importantly, lead.&nbsp;<h2>Developing Geniverse&nbsp;</h2>Geniverse, born from WONDER (an internal employee resource group), is more than an initiative — it’s a movement. Rooted in gender equity, it empowers women to rise by fostering mentorship, visibility and inclusion. We’re creating mentorship networks, elevating the visibility of women leaders and advise on practices that make Gen a more inclusive workplace.&nbsp;“When we looked at existing programs for women, we realized we already have incredible internal talent,” said Martina Circolone-Hrano, DEI lead at Gen. “Geniverse was designed to bring that talent together, spotlight it and create a network where women feel encouraged to share their skills and ideas.”&nbsp;Since its launch in September, more than 100 employees have joined Geniverse, bringing together women and allies from across the company and around the world. Each month, the program offers virtual sessions with speakers from both internally and outside Gen, tackling topics that range from self-promotion to transitioning into tech roles.&nbsp;<h2>Building Community&nbsp;</h2>“Self-promotion matters, and the way we show up matters,” Martina shares. The program’s sessions focus on skills like business acumen, innovation and self-branding. “Women still struggle with this, perhaps due to cultural conditioning,” Martina notes. “That’s why it’s great to see different departments and different geographies involved in these workshops.”&nbsp;Participants dive into a variety of activities, from innovation workshops with technical directors to discussions about transitioning into tech roles. And it’s not just the guest speakers bringing value. The program is structured to create connections among participants through breakout sessions, giving women the chance to learn from each other’s unique experiences and insights.&nbsp;<h2>Reflecting on Growth&nbsp;&nbsp;</h2>To further support individual development, the program introduced the Geniverse Journal, a planning tool with prompts that encourage reflection on goals, strengths and personal growth. Monthly prompts build on one another, guiding participants through a journey of self-discovery and skill development. The journal includes gratitude reflections, well-being check-ins and exercises to keep participants focused on their personal and career aspirations. Participants can track their growth, celebrate milestones and keep their connections alive, whether they attend every event or tune into the recordings.&nbsp;<h2>Shaping the Future&nbsp;</h2>Kartiki Gangthade has been apart of the Geniverse movement since the beginning, she shared, “I love being part of this women’s group! It’s a supportive, empowering space where we can grow, learn and uplift each other. Being surrounded by such inspiring women truly motivates me every day.”&nbsp;This initiative is just one part of Gen’s commitment to creating a flexible, inclusive work environment where all team members can thrive. Geniverse complements other programs, such as our McKinsey Academy training for emerging and seasoned leaders from underrepresented backgrounds, reinforcing our dedication to professional growth.&nbsp;Martina sums up Geniverse’s mission: “It’s about realizing our potential, setting our goals and actively pursuing where we want to be. I hope to spark those ‘aha’ moments for our participants — moments that help them see they’re truly in control of their careers and development.”&nbsp;&nbsp;&nbsp;For more on how Gen is fostering learning, mentorship and community, check out our <a href="https://www.gendigital.com/us/en/social-impact/social-impact-report/" target="_blank" rel="noreferrer noopener">2024 Social Impact Report</a>.&nbsp;

Geniverse initiative offers ongoing development for women across the company 

Connecting and Elevating Women at Gen 

As Cybersecurity Awareness Month unfolds, it's important to highlight the contributions of women in the industry. We spoke with Tiffany Walker, the head of product design at Gen, who shared her journey and perspective on how women can thrive in this ever-evolving environment.&nbsp;&nbsp;&nbsp;<h3>The Journey to Product Design&nbsp;</h3>Tiffany began her career in design when the internet was at its beginning. With no App Store or iPhones, she initially focused on production design for print. However, her passion for digital experiences began when she transitioned to a digital platform. This marked the beginning of her love for software development and design. In her current role at Gen, she leads the product design department.&nbsp;“Our goal is to create experiences that help our customers feel secure and protected from cyber threats,” she said.&nbsp;&nbsp;&nbsp;&nbsp;<h3>Challenges Faced as a Woman in Tech&nbsp;</h3>Throughout her career, Tiffany encountered challenges typical for women in the industry, a historically male-dominated field. She noted that unconscious biases often led to unfair feedback throughout her career. For instance, she recalled times when her directness was perceived as aggression, while her male counterparts would likely be praised for being assertive. To overcome these biases, she adjusted her communication style without compromising her ideas.&nbsp;&nbsp;“I learned to express my thoughts in a way that encourages collaboration and understanding,” she said.&nbsp;&nbsp;Through framing her questions with intent, she ensured her voice was heard while navigating this historically male-dominated environment.&nbsp;&nbsp;&nbsp;<h3>Advice for Young Women&nbsp;&nbsp;</h3>For young women considering a career in tech or cybersecurity, Tiffany offers advice.&nbsp;“Stay open-minded and ready to evolve. The tech landscape is always changing, and what you do today may look different in ten years,” she said.&nbsp;

<h3>The Role of Mentorship&nbsp;</h3>Mentorship has played a significant role in Tiffany's career development. A former mentor, a senior executive, helped her navigate challenges and build confidence in her abilities.&nbsp;“She taught me to recognize that feedback based on gender norms should not define my capabilities,” she shared.&nbsp;&nbsp;This support has been invaluable in shaping her professional growth.&nbsp;&nbsp;&nbsp;<h3>Skills for Success&nbsp;&nbsp;</h3>To thrive in the industry, Tiffany believes three key skills are essential:&nbsp;<ol><li>Expertise in Your Craft: Whether you're a software engineer, product designer or project manager, being knowledgeable and skilled in your area of work is non-negotiable.&nbsp;</li><li>Being Ability to Deliver: In tech, speed is critical. It's often more important to get something out quickly than to wait for perfection. Adapting to the fast pace of the industry is crucial for success.&nbsp;</li><li>Empathy: Understanding the perspectives of colleagues fosters collaboration. Recognizing and caring about what others prioritize strengthens team dynamics.&nbsp;</li></ol>&nbsp;&nbsp;<h3>The Future of Women in Tech&nbsp;</h3>Looking ahead, Tiffany is excited about the growing presence of women in the landscape.&nbsp;&nbsp;“As more women enter the field, we bring diverse perspectives that enrich our projects and solutions,” she said.&nbsp;&nbsp;As we celebrate Cybersecurity Awareness Month, let’s recognize the contributions of women in tech and cybersecurity. Their insights, experiences and perspectives are vital to shaping a safer digital world for everyone.&nbsp;&nbsp;At Gen, we are committed to fostering an inclusive environment that empowers all employees, especially women, to lead and innovate in the face of new challenges.&nbsp;

Insights from a leader during Cybersecurity Awareness Month 

Celebrating Women in Tech 

Brand & Social Media Manager

Bianca Peterson, Senior Content Producer at Gen, was diagnosed with rheumatoid arthritis when she was just four years old. She remembers her mom sharing brochures about the incurable disorder with her teachers to make them aware of her inflammatory symptoms.&nbsp;&nbsp;It wasn’t easy. But she was grateful for the support system she had.&nbsp;&nbsp;Years later, Bianca was diagnosed with anxiety, depression and ADHD – all of which are called “invisible disabilities.” The ones that you don’t necessarily see, but you can feel.&nbsp;<a href="https://www.cdc.gov/ncbddd/disabilityandhealth/infographic-disability-impacts-all.html">According to the CDC</a>, over 25% of adults in the U.S. have a disability. Some seen, while others are not. That’s why it’s so important that we understand, consider and support both, not only at work but also in life.&nbsp;&nbsp;Complexities of Managing Invisible Disabilities in the Workplace&nbsp;“The anxiety and ADHD diagnoses were huge eye-openers for some of the struggles that I had both at school and at work and in my personal life. I went straight from college to a full-time job, and it was a big shift. I struggled with concentration, and it was super hard to stay focused on what I was doing,” said Bianca.&nbsp;&nbsp;Bianca explained how her disabilities were sometimes debilitating, and underscored the importance of companies and managers making accommodations for people to thrive.&nbsp;“Every disability is different, and every person is going to face unique challenges. If companies approach it from a ‘How can we make things as accessible as possible?’ standpoint, then they start covering basic needs,” said Bianca.&nbsp;

Prioritizing Inclusion: Embracing All Forms of Disability in the Workplace&nbsp;Vision impairment. Hearing impairment. Autism. Physical disabilities. Or learning disabilities. They can come in many different forms. It’s important to not make assumptions or generalize based on appearance or diagnosis. Instead, Bianca encourages people to ask questions and to be open to learning and understanding.&nbsp;Mental health conditions are also impairments and should not be overlooked, as there's a thin line between mental health and well-being, and the immense impact it has on workplace productivity.&nbsp;&nbsp;"Don't push off mental health. Remember, the brain is an organ just like your heart and your kidneys are,” Bianca said.&nbsp;Creating a mentally healthy workforce is more than a policy; it's about weaving compassion and understanding into the fabric of your company culture. For Gen employees, we offer an Employee Assistance Program available to our team and their families to address issues and situations that may negatively impact overall well-being.&nbsp;&nbsp;A People-First Mindset&nbsp;To help advocate for inclusivity and accessibility, Bianca became a champion of THRIVE, an employee resource group at Gen that dedicates its efforts to advising, educating and assisting people on how to be inclusive of those with disabilities. This includes strategies for recruitment, retention and advancement of people with all types of disabilities.&nbsp;To help other employees gain awareness, she talks about putting people first.&nbsp;&nbsp;‘People-first language’ is the idea of prioritizing the individual over their diagnosis, ensuring that the person comes before their condition. Since preferences for language can vary among communities, staying informed about these standards is crucial. Here are some examples of phrases to avoid:&nbsp;<ul><li>"They suffer with this disability" – Instead, say "They live with this disability."&nbsp;</li><li>"The disabled person" – Opt for "the person with a disability."&nbsp;</li><li>"The person with mental illness" – Say "the person living with a mental health condition."&nbsp;</li></ul>No disability can restrict the capabilities of a determined person. At Gen, we’re committed to fostering an inclusive and supportive environment where every employee can thrive. Our journey of learning and improving never stops, as we continuously strive to be a better company for all our employees. By embracing diversity and prioritizing accessibility, we aim to create a workplace where everyone feels valued and empowered to succeed.&nbsp;If you’re interested in learning more about Disability Pride Month, visit <a href="https://userway.org/blog/disability-pride-month-a-quick-guide/">UserWay.org</a>.&nbsp;&nbsp;

Thrive Champion, Bianca Peterson, shares her journey and ways to advocate for change 

Honoring Disability Pride Month With Our ERG

Being the “first” is always hard. And that was the experience of one Genovator, Branko Mitkovic. Living in Serbia, he has been out and proud for many years. He found the courage to tell his circle and was accepted with open arms. But, as he knows that’s not the norm, he wants to normalize living your truth and not having to have these types of “conversations” quite as often.&nbsp; &nbsp;“Everyone doesn’t like to share their private life. I’m not as private. And I think it’s easier to just be myself and be authentic at work and in life in general.”&nbsp;In a society where being openly LGBTQ+ is still fraught with challenges, it takes immense courage and determination to live authentically. Branko Mitković, the first openly gay individual in our Belgrade office. He has not only embraced his identity but has also become a leading example for many.&nbsp;&nbsp;<h2>Breaking Barriers&nbsp;</h2>When Branko decided to live openly, he understood the potential challenges. Serbia, an orthodox Balkan country, has historically been less accepting of the LGBTQ+ community. Branko did not make a formal announcement about his sexuality; instead, he chose to be himself in everyday conversations.&nbsp;&nbsp;“I never came out in the sense like, ‘Hi! My name is Branko. I’m gay.’ No. Somebody asked me ‘what did you do yesterday?’ And I was like, ‘I went with my boyfriend to dinner, you know.’ So my point of view is, let’s normalize it,” he explained. “Normal. Don’t make a big fuss of it. I think that you do not need to come out. You just need to be you.”&nbsp;He has created an open and accepting environment in the office, encouraging colleagues to ask questions and learn. His willingness to answer questions, address misconceptions and educate others has helped him to build better relationships at work, create a culture of respect. And because of it, he has also created a more understanding culture there, too.&nbsp;His openness and willingness to engage in honest conversations have also challenged and changed the perspectives of many. “I had many conversations with macho straight men who are like, ‘But you’re normal,’ and I was like, ‘What does it mean? What did you expect?’” Branko’s ability to address such comments with patience and humor has played a crucial role in breaking down barriers.&nbsp;Branko’s efforts have significantly contributed to making the workplace a safer and more comfortable space for everyone. His belief is simple: “We do not need to understand each other. We just need to respect each other.” This philosophy has led to an atmosphere where colleagues feel at ease discussing sensitive topics and seeking knowledge without judgment.&nbsp;

<h2>Personal struggles&nbsp;</h2>Despite the progress made, Branko acknowledges that the fight for equality is ongoing. All over the world, legal recognition and rights for LGBTQ+ individuals are still lacking. He continues to advocate for equal rights, including the recognition of same-sex partnerships and the associated legal benefits.&nbsp;“If I go to the hospital, my boyfriend cannot see me. He’s not family. He’s not recognized by the law,” he explained. That’s the reality of many LGBTQ+ individuals. Highlighting the need for comprehensive legal protections.&nbsp;Branko emphasizes the importance of micro-level efforts in driving change. “Pride is important. But doing things on a micro level is much more important. If I can change just one mind, I can die peacefully.”&nbsp;

Meet Branko — PROUD ERG Champion

A Trailblazer for LGBTQ+ Acceptance

“Juneteenth” means freedom. That freedom officially came on June 19, 1865, when Union soldiers arrived in Galveston, Texas, to announce that all enslaved African Americans were free.&nbsp;Juneteenth represents the moment when freedom and independence reached the deepest and darkest parts of the country.&nbsp;&nbsp;Today, for Genovators in the U.S., June 19 is reserved as a holiday – a day for reflection. For some, it’s a day of service. And others, it’s still a day for education, as Juneteenth is still widely unknown or untaught. We want to use the day to promote allyship and encourage all Genovators to actively support and advocate for meaningful change.&nbsp;Vernell Parker, Sr. Info Security Developer at Gen, sees it like this: “Any holiday that deals with the subject of diversity should be recognized by every company. It shows the understanding of the struggle we have had. But most important, it shows that the company is standing with us.”&nbsp;&nbsp;And we are.&nbsp;&nbsp;&nbsp;Empowering our Black Community&nbsp;Thress Jackson, Associate Manager Identity Restoration and POWER Champion, is leading an upcoming Juneteenth celebration.&nbsp;&nbsp;“We will be commemorating Juneteenth by decorating our break room, providing food for our site and watching a video about the history and representation of the holiday,” Jackson said.&nbsp; &nbsp;Among our many Employee Resource Groups (ERGs), POWER aims to promote an inclusive work environment. It harnesses the diverse experiences of the <a href="https://www.gendigital.com/blog/impact/life-at-gen/black-history-month-2024">Black community at Gen</a>, advises the executive leadership team on cultural competence and supports Black employees’ career growth and development. &nbsp;We’re committed to advancing career growth at Gen and creating opportunities for students with diverse backgrounds to join our team. This year, POWER launched a mentorship program with <a href="https://www.hbcuheroes.org/">HBCU Heroes</a>, reaching 18 Black graduates.&nbsp;&nbsp;“HBCU Heroes gives a platform for us as professionals and those that are newcomers to be able to meet and work together towards a common goal,” said Parker.&nbsp;&nbsp;&nbsp;More to come&nbsp;John Williams, Social Media Manager, has worked in the digital marketing space for more than 8 years. He highlights the significance of championing equality consistently.&nbsp;&nbsp;“I think it is powerful we continue to educate, but I think it can’t just be one day that we’re doing it. It has to be something that is opened and embraced year-round,” Williams said.&nbsp;&nbsp;For Gen, we’ve set goals in 2024 to embrace even more diversity in the tech space. We were honored to win Newsweek’s America’s Greatest Workplaces for Diversity award, showcasing our commitment to fostering a culture of <a href="https://s201.q4cdn.com/771113172/files/doc_downloads/ESG/2024/Gen_Social_Impact_Report_2024.pdf">diversity, equity and inclusion</a>.&nbsp;&nbsp;On Juneteenth, we’re reminded of the significance of freedom and the ongoing work that needs to be done for equality.&nbsp; &nbsp;Together, we are building a more inclusive digital world for all.&nbsp;

Honoring the Past, Building a Brighter Future

Embracing Diversity in Tech During Juneteenth and Beyond

Head of Consumer Services and Inside Sales Gen

My JourneyIn June of this year, our Diversity, Equity, and Inclusion (DEI) leader approached me to moderate an employee session on personal identity, inclusion and belonging. We listened to a TEDTalk by Rebecca Hwang and how she described the Power of Diversity on a personal level. I found the discussion to be very candid, enlightening and encouraging on so many levels. It made me think about my own identity and what I can do to have people in my life view other people’s powers quicker.Talking of PrivilegeAs a white, tall, college-educated, U.S. male citizen, I’m afforded opportunities and interactions that some of my colleagues and friends don’t have. This is a fact; it is also something that I don’t ignore. I have always felt an obligation to contribute and make the world a better place for future generations. I never overthought why I felt this way until our session.I was born in the U.S. but raised overseas. I graduated from a school in Buenos Aires, Argentina, where I attended Associacion Escuelas Lincoln, the country’s American school. There weren’t many students from the United States there, and it was truly a global population. My friends were from Asia, South America, Russia, and South Africa. Growing up around multiple cultures and diversity was normal, because my father is of German descent, first-generation, and my mother is from the Midwest. I remember going to a new country, not speaking the language at all, and playing sports by the end of the week with friends that I couldn’t understand.When I moved back to the U.S. for college, I was 17. I had just graduated high school and was now going to live in a college dormitory where I didn’t know one person. I thought this was normal from my background. New country, new location, integrate and meet people. I relied on finding common ground with people and letting relationships happen organically. For me, sports were always a way to find friends and network. But sports, an easy way for me, do not work for everyone. Let’s take the example of my siblings. My sister and brother do not like sports, so they had to find a different way to socialize and acclimatize. They moved back to the U.S. around the same time, with me being a middle child. We would talk frequently, and our stories were very different. Both were extremely social in Argentina but now shy in the U.S. They had a challenging time finding friends. They didn’t feel they belonged. It illustrates how some people may feel like they belong in one place but could struggle in a different environment.Being an allyMy career post-college has taken me to many places, and my experience has always been the same. Find common grounds, leverage your diversity, listen to what matters to people and let relationships grow organically. It wasn’t until I listened to Rebecca Hwang discuss the power of identity that I reflected on ‘why’ my experience is different from others.Diversity to me equals strength. Differences in thought are how we come together to create a better world. I worked with an engineer that said they wouldn’t hire any more engineers from a local college because he already knew how they taught them to problem solve. He wanted people to look at the problems from a different perspective to be solved better/quicker. His global engineering team outperformed everyone else. That is diversity.

What’s nextI get energy from listening to others tell me about their backgrounds and what makes them unique. Everyone has a story. Everyone can contribute if we are willing to listen.Where I struggle is what to do next? I now understand what it is that makes me unique and allows me to value diversity. I find the courses, initiatives, and events our DEI team provides extremely helpful to reinforce the value of each individual and reflect on your choices. But how do I impact the broader organization and bring people along on this journey? I don’t have an answer yet, and I’m still learning. In the meantime, I’ll keep reading, reflecting, and listening.Join me in learning about one another – if you have not visited the <a href="https://gencentral.gendigital.com/sites/people-culture/SitePageModern/12605/learner-s-corner">Learner’s Corner</a> yet, it is a great place to start (or continue) your DEI journey.

Reflections on Identity, Inclusion, and the Power of Diversity

Diversity and I

Chief Product Officer

Making difficult choices in a traditional settingI am very much a product of an immigrant family. I was born in New Jersey a year after my parents moved from Mumbai to the U.S. My parents come from extremely modest backgrounds and large families, where education was valued above everything else. Like many couples in India, my parents had an arranged marriage, meeting maybe twice before they wed. My mom insisted that she would finish medical school before marrying, and that's exactly what she did. My parents were both busy doctors, and due to a significant shortage of physicians in the U.S. in the 1970s, they packed up their lives and moved from India for new and better opportunities.My parents wanted my siblings and I to cherish our cultural heritage and work hard at school. They drilled into us that education formed the foundation of success. My mother emphasized the importance of achieving one's goals and being self-sufficient. These lessons became a bit of a mixed blessing when I chose my own path, as I knew that I did not want to go to medical school, and that would disappoint them.I graduated from Carnegie Mellon University (CMU), one of eight women in a Mechanical Engineering class of 80 students. Upon graduation and moving to New York for graduate school, I remember very clearly thinking that I could do anything if I could survive four academically intense years at CMU, where I also met my future husband.I wanted my boys to see me happyA year into my Ph.D. program, I realized that I wasn’t sure that I wanted to go into academia as a profession, the path that all my colleagues chose after graduate school. I decided to take a break from the Ph.D. program and joined Andersen Consulting (now Accenture) as a technology consultant. It was a fantastic learning opportunity to work on several client engagements and different technologies over several years. I left a few years later with a few colleagues to start a gift services company. I learned so much during this period: the rigor of working with customers, the value of defining and implementing processes, and the importance of being scrappy and resourceful when building a product.After seven years of marriage, we moved to Mumbai for my husband’s work. Suddenly, I was a stay-at-home mom. It was unsettling at first, but I embraced the full-time job of parenthood and had invaluable time with my three boys when they were young. I volunteered at their school and did some work with other non-profits. After seven years of staying home, I realized that I needed and wanted more. I worked so hard throughout my career, and I needed to keep my mind and energy flowing for my mental health and sense of fulfillment. I realized it was essential for me that my kids see me, as their mother and as a woman, working outside the home. More than anything, I wanted them to see me happy.We returned to the U.S. with a seven-year gap on my resume. Despite my education, passion, and work ethic, I spent almost two years looking for a job. I was given a chance at Moovweb. I proved myself and progressed as a people leader, and I stayed for more than two years. Later, I was excited to join NortonLifeLock in September 2020 to lead the Product Operations team in a role that draws upon many of my past professional experiences.&nbsp;It’s okay not to know it allAs part of my journey, I realized that many people think leaders need to know it all, which is an expectation of myself as a leader. While I am experienced and respected as a leader, my own learning journey continues.Sometimes, when discussing deliverables with my leader, I'll tell him that I felt I could have done better or something I didn't like about my work. And his response is always along the lines of—"You know, a guy would never say that to me.” You're being too hard on yourself. I take these lessons to heart, and I impart them to my network of women colleagues. I think, especially for women, it is hard not to be hard on ourselves. We are swift to focus on what we don't know instead of what we do know. When I feel like I am competing against a whole group of other individuals who don't have that same problem, I remind myself that there's no need to feel like I know everything or that I've got it all. It's an impossible goal. Rather than beating myself up about what I didn't know, I ask and continue to ask, a lot of questions—common-sense questions. You'll soon find that many people want those same answers but were afraid to ask.No one knows everything, and that's okay. We can continue to develop in our field and draw on our experiences and judgment to make decisions. You may not always have the 'right' answer, but you are learning something new with each business decision or project.We set the example for the next generationMy sons are my driver; I want them to know that women are their equals, starting with what they see at home. I want them to know that I have a place in the world that exists outside of my role as their mom. It's been amazing to see how their relationship with their dad has become even closer because he is able to spend more time at home. At home and at work, we as a family have found a balance that works for us.

Navigating Tradition and Ambition: A Journey of Self-Discovery and Empowerment

Choosing My Path

May marks Asian American Pacific Islander (AAPI) Heritage Month. Around the world, and especially at Gen, this community has and continues to make an impact. To celebrate and honor our AAPI community at Gen, we’re highlighting one Genovator in particular: Kenny Pham. Kenny not only leads our HAAPI community but also has an inspiring vision for what an employee resource group should be.Read a bit about him, his history and his heritage.

Q: Tell us a little bit about your background.Kenny: I came to the United States when I was three years old. We moved directly to Arizona because that’s where my grandparents were. I was born in Ho Chi Minh City, Vietnam, which to many is known as Saigon before the war. My grandma immigrated to the United States with my uncle and aunt as boat people, escaping from the North in the 1980s. They landed in a refugee camp, likely in Thailand or Laos, and where they applied to immigrate to different countries. Fortunately, my grandma, uncle, and aunt was accepted to be immigrated into&nbsp;the United States due to my grandpa's credentials as a Vietnamese soldier who served alongside the US during the Vietnam War.After my mom got married at 20, she had me. Seeking a better life for us, we immigrated to Arizona to live with my grandmother, uncle, and aunt.&nbsp;One of my earliest memories is sitting on the airplane with my mom, pointing out the window at other airplanes that I wanted to fly on. We arrived in the United States with whatever belongings we could fit into our bags and less than $100 in our pockets. We felt like we had made it sitting on that plane.&nbsp;Q: Do you still speak your native language at home?Kenny: Yes, my mom primarily speaks Vietnamese. She knows some English, too. She lives with me and my wife, who is American, and they’re able to understand one another and communicate. Also, living with your parents is very typical in Asian culture.&nbsp;Q: What other traditions do you keep alive from your Vietnamese culture?Kenny: My grandmother’s devout Catholicism shaped our family’s traditions, leading us to find comfort and connection in attending Vietnamese Catholic mass. This practice not only grounds me in my faith, but also serves as a bridge to my cultural heritage, a journey I can share with my wife, who is of Polish and Czech origin.&nbsp;Additionally, living in Arizona, where the Vietnamese community is smaller compared to places like California and Texas, it’s harder to stay connected to our heritage. Despite the distance from bustling Vietnamese communities, we find solace and continuity through our food.&nbsp;Food speaks a lot within different cultures, especially in Vietnamese culture, where it varies significantly depending on the region — North, Central, or South Vietnam.The same type of food can be very different based on regional cooking styles. For example, pho, the most common Vietnamese food, varies greatly. In the North, pho uses more smashed-up beef, chives, and onions, and it's often served with bread for dipping. In the South, the focus is on the broth, which is made from beef bones simmered for days, and the meat is extremely tender. Different regions use different types of meat and preparation methods, allowing you to trace the roots of people based on their cooking.Through food, we honor our heritage, tracing our lineage with each simmering bowl of pho. It’s more than just a meal; it’s a communion with our past, a celebration of who we are, and a legacy we pass on to our children with love and pride.&nbsp;

Q: So, you started HAAPI, the employee resource group. Tell us more about it.Kenny: About one year ago, I started HAAPI with a vision to underscore the importance of Diversity, Equity, and Inclusion (DEI) communities beyond just underrepresented groups.<a>&nbsp;</a>In the tech industry, Asian Americans constitute a significant portion of some companies, sometimes even the majority. Yet, there’s often an oversight that such groups don’t require dedicated spaces. However, DEI isn’t exclusive; its about fostering inclusivity and resources for all employees, irrespective of their background. For me, HAAPI represents a platform for GEN Employees, offering insights into their own culture and others’.While HAAPI is rooted in preserving heritage and fostering cultural understanding, its doors are open to all who seek to broaden their horizons. Its about building a community where mutual learning and sharing thrive, safeguarding our heritages from being forgotten.&nbsp;Moreover, HAAPI serves as a sanctuary for open dialogue and support, providing a safe space for those who need it.&nbsp;We don’t measure the success of our group by headcount or the number events we throw, but by the support we’re able to offer. If through HAAPI, I can enlighten even one person about my culture, I consider it a triumph.&nbsp;Q: What would you tell a prospective employee about HAAPI and Gen?Kenny: Gen is a place where everyone belongs. DEI is not just about underrepresentation. It’s about making sure there is a support system for everyone. If you feel like you don’t belong, we need to know so we can address it. At HAAPI, we focus on preserving our heritage and learning about different cultures. It’s about remembering where we come from and sharing that with others. Even if you’re not of Asian descent, you can still join HAAPI to learn and share.My main goal is to preserve our heritage and share it with others before it’s lost. Whether you live and breathe your heritage or are just learning about it, HAAPI is a community where you can share and learn. It’s about inclusion and support, regardless of your background.

Q&A with Kenny Pham, champion of our HAAPI community

From Saigon to Arizona - An American Dream Rooted in Vietnamese Culture

Global Wellness/ Work-Life Lead

From Your Lowest Point, The Only Way Is UpMay is Mental Health Awareness Month, and it had me reflect on the first time my mental health was challenged. Growing up in one of the most conservative areas of the U.S. was difficult for a brown kid coming to terms with his sexuality. I knew that I was different from a young age; I hid these differences until I was 20 years old.Before I came out as gay, first to my best friend and then to my parents, I started having panic attacks. One day, I had a terrible episode during a drive with my best friend. I immediately asked him to pull the car over and found myself in the bathroom of a fast-food restaurant, gasping for air. I washed my face, stared into the mirror, and didn’t know who I was nor what I was becoming. My heart was telling me to stop hiding who I was, but my mind wasn’t there yet. I told my parents that I wanted to drop out of college and locked myself in my room that afternoon. Shocked and confused, they asked that I see a doctor about my anxiety and not make any rash decisions until then.A positive of growing up in a small town is that the doctor I saw as an adult was the same one who delivered me as a newborn. Knowing my entire medical history for the first two decades of my life, my doctor knew that I wasn’t myself. We talked through the panic attacks and what was happening. He read between the lines and walked me through his recommended next steps for treating my anxiety. I’ll never forget wiping away my tears, listening intently as he talked about the grey clouds parting (clouds that I knew all too well) and reassuring me that I need to be ready to embrace the sunshine and return to the honest, happy person I used to be. I find it ironic yet incredibly comforting that one of the first humans to hold me when I entered this world also guided me to a place where I accepted my perfectly imperfect self.Steps To Improve Mental HealthSince coming out, I routinely check on my mental health, whether on my own, with my husband, or with the support of a therapist. I’m proud to say that I found my last therapist through our very own employee assistance program. One of my most memorable interactions with my therapist was during the early part of the pandemic. He gave me excellent practices, which I feel still apply to many of our circumstances today.<ul><li>Make time for you<ul><li>Whether it’s a minute of meditation or 30 minutes of yoga, it’s important to take the time to recharge and take care of both your physical and emotional self.</li></ul></li><li>Get out and walk<ul><li>My husband and I don’t take as many walks as we used to (and we no longer call them COVID walks as we did early in the pandemic), but getting fresh air was a lifesaver while living through a pandemic lockdown. Fresh air, experiencing nature, and light exercise can feed your soul. Get out there! Bonus: we met many neighbours during these walks that we might have not otherwise met.</li></ul></li><li>Talk to coworkers<ul><li>It’s been wonderful seeing photos of our office reopening in different parts of the world and seeing colleagues connect and re-connect. Whether you are in the office full-time, part-time (like me), or fully remote, it’s important to keep this momentum going. Make time for lunches, happy hours or coffee breaks (whether in person, Zoom, or a hybrid of both).</li></ul></li><li>Plan a trip<ul><li>You know it’s time for a vacation when you start looking like the un-enthused photo on your driving license. Many of us cancelled and postponed milestone celebrations in the past two years. Just the planning of a vacation can ease your worries and free up your mind to dream about a particular destination close to your heart. Some cannot go on a trip, but perhaps working with what is possible – such as a small change in your physical surroundings or routine, doing what makes you happy – could have the same rejuvenating effect.</li></ul></li></ul>It is nice to work for a company that values mental health and offers opportunities to support it. In line with the advice I practice, we offered a Zumba class to employees on Cinco de Mayo in partnership with <a href="https://www.linkedin.com/feed/update/urn:li:activity:7179253932236365826">WONDER</a> (Women Outreach &amp; Development Resources) and HOLA (Hispanic/Latino Outreach, Leadership &amp; Advancement) Communities (Employee Resource Groups) earlier this month. We were thrilled with the participation as it allowed employees an opportunity to step away from their desks and recharge physically as well as mentally.&nbsp;As a Global Wellness Lead, the mental health of our employees is always at the forefront of my mind. Whether using one of the best practices above or another method, be sure to take time out to care for your mental health this month and every month.

A Perfectly Imperfect Wellness Journey


Mental Health Awareness, This Month And Every Month

In celebration of Black History Month, we turn the spotlight on Meshawn Woods and LeShawn Parrish; the twin sisters have worked for the company for more than 15 years.&nbsp;&nbsp;Growing up in Tucson, Arizona, the two never imagined they would enter the world of cybersecurity. (Fun fact: LeShawn actually wanted to go into sports medicine after running track in high school. It didn’t come to fruition – lucky for us. :)) &nbsp;Their bond meant that they would always look out for one another. And when opportunities arose, they had each other on speed dial.&nbsp;&nbsp;&nbsp;Now, the ladies commute together to work. They often attend kickoff calls together. Their jobs intersect and intertwine. As Black Genovators and POWER Champions, their story embodies the importance of family, community, lifting up others and always striving for better.&nbsp;&nbsp;&nbsp;Enjoy a bit of their story and their rise to leadership roles.&nbsp;&nbsp;

Q – How long have you both worked at Gen and who started working here first? &nbsp;MeShawn: I started working here first. I started on November 17, 2007, in member services. This was my first corporate job. At the time, my sister worked at a different company, and I told her “Hey, this company is great, you should really come over.” And a few months later, she was here with me.&nbsp;&nbsp;LeShawn: My start date was May 5, 2008. She had been telling me for months to join, and I finally did. And I'm glad it did. I also started in Customer Support and Inside Sales (CSIS), as a phone agent.&nbsp;&nbsp;&nbsp;Q – How did you start climbing the corporate ladder?&nbsp;MeShawn: So, I started helping another department. I saw my sister doing things, and I was like, “Oh, I want to try that out, too.” I started working with our billing/finance department, and then I got hired for a full-time position. And I kept moving up within there. Three to four years later, a temporary marketing position in the sales organization popped up. Just a couple of months in and they did not want me to leave. So, I got hired on in a permanent role. Without marketing experience, I was able to learn on the job. I absorbed everything and did some training on my own to make sure I was up to speed. I kept working hard, working as an individual contributor all the way to now – I’m a senior manager, and I manage the partner campaigns and sales enablement teams for the Americas.&nbsp;LeShawn: For me, as soon as my son hit kindergarten, I took advantage of what used to be called the “passport program,” where you could go to other departments from the support team, and you could apply for positions in other departments. They would give you, 90 days, just to see if that was a good fit for you. And it ended up being a really good fit.&nbsp;&nbsp;There was a need for someone to know the ins and outs of our operations, including back-end operations for our sales team. And I just made it my business to understand everything. I never stopped learning. I was very collaborative. And when a leadership position opened up, and I was asked to take it on. But because I made it my business to keep learning, I was actually the perfect candidate for this.&nbsp;&nbsp;I worked my way from a sales operation agent up to manager. Now, I’m the director of Sales Operations and the Deal Desk team for the Americas.&nbsp;&nbsp;&nbsp;Q – You’ve been here 15+ years. What makes you stay?&nbsp;MeShawn: After 5 years of working here, I needed a challenge. Instead of looking outside, like most people do, first, I looked inside. I've switched my job and department completely. I've done a lot of different things within this organization. People tend to leave because they're not taking on different opportunities, asking to learn new skills or volunteering to do different things outside of their scope. If there are opportunities to do something different and learn from a different team, take it!&nbsp;&nbsp;Q – How did you first become involved in POWER, our employee resource group?&nbsp;&nbsp;LeShawn: Our DEI department gave me the opportunity to participate in a Black leadership program by McKinsey in late 2020. I enjoyed getting a chance to talk with other Black professionals. After that, I realized how much I enjoyed and missed the fellowship.&nbsp;&nbsp;After expressing this to our DEI leads at the time, they asked if I was interested in championing a Black resource group. And because I felt like I was missing something, I decided to take on the challenge.&nbsp;&nbsp;So, I brought in my sister, and then also Syreeta McAuley, who we’ve worked with for years. And the rest is history, we’ve been doing it ever since.&nbsp;&nbsp;Q – Can you talk about your experience as a Black Genovator?&nbsp;LeShawn: I’ve always felt like I can be myself. I've never felt like I've had to hide who I am or mute myself. I can speak the same way I would speak to my sister to my coworkers.&nbsp;&nbsp;MeShawn: I feel like there’s always an opportunity to continue to improve and to grow in your career here. I don't feel mundane. I don't feel bored. We're an innovative company. There are always new products. There are always new features. And it’s also about what we do as well … we're helping to protect people's identities and privacy. This is the work that makes you feel good about what you’re doing. You’re able to make a difference.&nbsp;&nbsp;&nbsp;Q – How do you want Gen to honor Black history?&nbsp;LeShawn: For me, honoring our history is important, and that goes along with how we’re able to lift others up, too. I think about how we can support and grow diversity at Gen. That means creating more pathways for people, like working with schools to hire Black interns. We could ask Black employees if they have a mentee who needs an opportunity; chances are they have someone in their network who just needs a shot. These are the types of conversations we’re already having within POWER, and we hope to bring them to life.&nbsp;&nbsp;&nbsp;Q – What would you like to tell Black Genovators or future Black Genovators joining our team?&nbsp;&nbsp;MeShawn: Know your business. Network within the company. Don't be afraid to ask any questions. Reach out to POWER members who are in different parts of the company – we're here to help support you. We have lots of connections with organizations, both internally and externally.&nbsp;&nbsp;LeShawn: For current employees, take advantage of POWER. It’s a place to give you the confidence you need to go out and ask for what you want. If you need a place to speak freely, we have those kinds of sessions. For prospects, reach out to us on LinkedIn if you have questions. And if you're worried about coming into a space where you're not going to have people surrounding you who look like you, we do have a community here to support you.&nbsp;&nbsp;Join us in applauding MeShawn and LeShawn on their 15-year journey. Let’s celebrate their contributions and learn from their story. Siblings or not, we can motivate one another, support each other and uplift others whenever we have a chance.&nbsp;&nbsp;Congratulations to the sisters on all their hard-earned success. Wishing you many more years at Gen.&nbsp;&nbsp;

Q&A - Two Sisters Working to Uplift the Black Experience at Gen 

Celebrating Black Excellence: Twin Sisters Shining Bright

Conversational Designer

Senior Internal Auditor

Though one month is dedicated to Black History, the incredible efforts and contributions of Black individuals have made impacts far, wide and through periods of time.&nbsp;&nbsp;History has the power to reach everyone.&nbsp;&nbsp;Honoring Black History isn’t just about the past, though. It’s also about celebrating Black excellence and paving a way for people to follow.&nbsp;&nbsp;

<h2>Celebrating our POWER &nbsp;</h2>Our Employee Resource Group, POWER, was created to connect Black team members and allies from around the company and the world. Like with many other communities, it’s a safe place to find fellowship with those who look like you, understand where you’re coming from and maybe even have similar experiences. We also use it as a space to educate those who are willing to learn and become an ally and a part of change.&nbsp; We focus on cultural topics, larger company initiatives and find ways to give back and ways to uplift.&nbsp;&nbsp;And, of course, we couldn’t miss an opportunity to celebrate Black History Month. POWER hosted a global celebration for Black History Month, highlighting the contributions of Black individuals in visual and performing arts, literature, fashion, folklore, language, film, music, architecture, culinary arts and other cultural expressions. &nbsp;Some honorable mentions included:&nbsp;<ul><li>Toni Morrison – first woman to win a Nobel Prize in literature&nbsp;</li><li>Abby Fisher – published the oldest known cookbook written by a former slave&nbsp;</li><li>Sona Jobarteh – first recognized female Kora player in the world&nbsp;</li><li>Jean-Michel Basquiat – neo-expressionism artist, set the record for a painting sold at $110.5 million&nbsp;</li></ul>(If you haven’t heard of them before, we encourage you to learn more.)&nbsp;

<h2>Becoming HBCU Heroes &nbsp;</h2>Around Gen, team members have volunteered to participate in a year-long mentoring partnership with <a href="https://www.hbcuheroes.org/">HBCU Heroes</a>. The partnership includes quarterly mentorship “meetups'' where 30 students will be paired with a Genovator to help advance their career goals.&nbsp;We’re excited to help empower HBCU (Historically Black College and University) students to give them a leg up in corporate America and tech. We also hope that we can meet future hires through this opportunity, too.&nbsp;<h2>Connecting Cyber Safety to Black Communities &nbsp;</h2>As a leader in Cyber Safety and Identity Theft Protection, we use our skills and resources to also support our local communities. That’s why we’re a founding partner of the <a href="https://www.nortonlifelock.com/blogs/corporate-responsibility/supporting-black-communities">Identity Theft Resource Center’s (ITRC)</a> multi-year initiative to provide identity education and protection programs and victim services to Black communities – communities that are disproportionately affected by identity theft.&nbsp;&nbsp;Lots of <a href="https://www.idtheftcenter.org/understanding-identity-crime-in-black-communities/">quantitative and qualitative research</a> has been done to give us a better understanding of identity theft in the Black community, Now, ITRC is working on the development of assistance programs. New training practices will help provide advice to identity theft victims and we’ll be seeking new ways to increase awareness and recovery, to better protect our community.&nbsp;&nbsp;<h2>Celebration Through Action: How You Can Participate&nbsp;</h2>Black History Month can be celebrated by anyone and everyone. The best part is, in seemingly small ways you too can make an impact.&nbsp;&nbsp;<ol><li>Organize Speaker Sessions - Education is a tool for understanding awareness and empathy. Learn from culture, achievements and Black experts for a deeper understanding of black history and its significance.&nbsp;&nbsp;</li><li>Promote Black Excellence – Share successes and milestones of Black professionals in your network. It takes one second to repost, like a tweet, etc.&nbsp;&nbsp;</li><li>Advocate for Diversity – Amplify Black voices, representation and perspectives in panels, groups and organizations.&nbsp;&nbsp;</li><li>Offer Support – Black businesses, authors and artists all need support. For instance, find a local Black business that you can purchase from or recommend to others.&nbsp;</li><li>Donate to Nonprofits – Connect with nonprofits on how you can help. Some known ones are <a href="https://www.wearebgc.org/">Black Girls Code</a> and <a href="https://www.blacksintechnology.net/">Blacks in Technology Foundation</a>.&nbsp;</li><li>Educational Support – Support programs and initiatives that provide educational opportunities, scholarships or resources to Black students and aspiring professionals. &nbsp;</li><li>Mentorship – Just as we found an opportunity for mentorship with HBCU Heroes, you can too!&nbsp;</li><li>Give Someone an Opportunity – Giving someone a chance can change the trajectory of their life.&nbsp;</li></ol>Today and every day, it’s important to acknowledge the rich diversity and achievements of the Black community. And it’s also crucial that we not only reminisce about the past but also actively support and empower the Black community for the future.&nbsp;

Honoring Black History and Embracing the Future

Celebrating Black History, Today and Every Day

Head of Learning, Development & DEI

Inclusion isn’t just a box to check off. For me, inclusion is a central point of focus every day, and my team continues to work on blending it into everything we do at Gen. Inclusion is (and should always be) woven into our culture. And though we’re a global company, it doesn’t just come naturally. We still work at it. Strategize around it, purposefully.&nbsp;Our four-pillar DEI strategy is at the heart of our mission. These include:&nbsp;

These efforts drive our mission to attract, retain and develop talent by providing meaningful opportunities within our diverse teams. So far,&nbsp;we’ve found success in more inclusive and diverse teams – success in innovation, creativity and, more importantly, wellness (wellness being physical, emotional and financial).Fiscal Year 2023 ended on a good note. But we’ve still got work to do. Here is how Gen netted out in FY23:

I’m glad to say that our efforts haven’t gone unnoticed — Newsweek recently recognized Gen as<ul><li>One of&nbsp;<a href="https://www.newsweek.com/rankings/americas-greatest-workplaces-women-2024">America’s Greatest Workplaces for Women</a></li><li>And one of&nbsp;<a href="https://www.newsweek.com/rankings/americas-greatest-workplaces-diversity-2024">America’s Greatest Workplaces for Diversity</a></li></ul>That’s something we appreciate and celebrate.&nbsp;As we continue to grow and build #TeamGen, we’ll continue to evolve our representation strategy, too (I look forward to sharing more on that). Below I’ll dig into a couple of things happening internally and externally, how we’re fostering a culture of belonging and why I think Gen is truly a great workplace.&nbsp;Sharing Common Differences: Internal WorkingsOur employee resource groups – which we call “Communities@Gen” – help us bring our global team members and allies together for events and initiatives, learning journeys, mentoring, volunteering opportunities and more. It’s a way for us to feel close to each other, even when we’re far. Share commonalities and differences with people who are like ourselves and those who are eager to learn. It’s how we make new friends. Introduce cultural understanding. How we have fun. It’s a chance for us to be ourselves (which can be a breath of fresh air in the corporate world). &nbsp;Beginning in FY24, each community receives a dedicated budget from our Giving@Gen program to donate to an eligible cause of their choice. Communities also partner with Giving@Gen throughout the year to offer volunteering and giving opportunities for all employees, such as raising funds for organizations like SAATHI, Outhouse, Sapling and many, many more.Amplifying Our Impact: External Efforts&nbsp;We work with several high-impact nonprofits to accelerate our inclusion work.&nbsp;With our nonprofit partner, Disability:IN, Gen held an all-company event during World Autism Month, highlighting the challenges of sensory overload for neurodiverse individuals and helped people understand how they can better support themselves or team members who may have a disability.As part of our efforts to build a pipeline of diverse talent, Gen continues to partner with programs that empower women in tech.&nbsp;<a href="https://www.czechitas.cz/en">Czechitas</a>, based in the Czech Republic, operates a diverse range of programs <a>to help train and upskill professional women looking to enter tech careers. </a>The nonprofit also helps connect its graduates to partner companies hiring in the IT field. In 2023, our partnership supported eight events, including Czechitas’ Digital Academies, educating more than 227 people.&nbsp;<a href="https://women4cyber.eu/">Women4Cyber</a> seeks to&nbsp;close the gender gap in cybersecurity through awareness and mentoring programs for women.&nbsp;Our contribution of $150,000 per year for three years will add content to Women4Cyber’s Academy, offer mentorships with Gen employees and contribute to the expansion of new chapters.&nbsp;

We also collaborate with nonprofits to provide Cyber Safety resources to higher-risk and diverse communities. As an example, Gen partners with <a href="https://www.thetrevorproject.org/">The Trevor Project</a>, the leading suicide prevention and crisis intervention organization for LGBTQ+ young people. Together we created the&nbsp;<a href="https://www.thetrevorproject.org/resources/guide/online-safety-for-lgbtq-young-people/">Guide to Online Safety for LGBTQ+ Young People</a>.&nbsp;This free digital resource helps queer youth navigate the digital world.&nbsp;As a global brand providing safety for the first digital generation, we get how incorporating diverse voices gets us further, faster. And I'm personally excited to lead the charge on the DE&amp;I front and see how Gen continues to grow in the coming years.