Welcome to Women in Tech Global Conference. I'm Victoria Myers. I was going to um discuss today, the people Centricity and talent attraction. Um people Centricity is a common focus of many corporations.This discussion will emphasize the importance of this concept um specifically in talent attraction through to employee relations. So let's get started. Let me start off by introducing myself. Hi, I'm Victoria Myers. I have over 20 years of it and telecom recruiting experience starting in the agency realm and later moving to corporate recruiting and management. I am currently the director of talent acquisition for Amoc America, which includes managing teams of talent acquisition in Canada, the United States, Mexico and Brazil.

On the agenda for today, we will discuss who is Amdo a little short introduction. In case you're not familiar with our brand, then I'll dive into how people Centricity plays out at Amdo in our talent attraction and how T A reflects the company's culture, who is a box. Well, we are living through an age of wild movements. There are signs of the incredible digital driven progress reshaping every aspect of our lives, but this amazing era doesn't just happen. It depends on the work of visionary companies who depend on a seamless digital world where advanced networks, clouds and business systems form the engine that keeps us moving forward at AM docs. We're empowering our customers, digital transformation. We get to know their businesses better than anyone building their foundations for the future, partnering with them at every step of their innovation journey to turn their boldest ideas into reality. So they could make billions of users feel like VIP S so they can make the leaps forward that makes society tick in industry, talk behind the experiences that make the world say, wow, you'll find us helping those who shape the future to make it amazing. Some of our key stats show that are are more than 30,000 employees globally serve communication and service partner customers in 90 countries. And we've been a leader in this space for over 38 years. There are five strategic pillars to enabling these amazing customer experiences.

We digi digitize and automate operations, accelerate migration to the cloud, create differentiation in the five G era, entertain and ensure ubiquitous connectivity. We are also proud to serve leading C SPS across the world including Galaxies in tier zero in the Americas. Some of the major ones as you can see are t-mobile AT&T Bell, Rogers, Comcast Verizon globally. We also have Telecom Vodafone Globe and many many more or over 40% of the world population is affected by our products and solutions. We're very well known for our billing systems, uh operation support systems and how that plays out for you as a consumer would be when you receive your bill from T mobile or AT&T or, or whomever how that company determines what to bill you prepaid or postpaid, whatever you're signed up for those operating and billing platforms is something that M DOTS developed.

So we're running on the back end as a company, environment, society and governance ESG is very important for us. We are proud to have a very high diversity and inclusion across genders and nationalities, including our managerial positions. There are dozens of social responsibility programs across a doc sites worldwide and we are also look at closely at green environment and what we can do to keep a green planet. Some things to call out. 44% of our employees in Israel are women with 37% in tech roles and 43% of our employees globally are led by women. As you can see, diversity is very important to us. For us. It's not just words, but we put our ESG into action which could be seen from these awards and ratings. We're proud to say that we received the Sustainability Leader Award from Dow Jones for three consecutive years in North America at AM docs. We believe that embracing humanity with empathy and care is a key to our success. It is at the heart of what we do and how we live, this creates a common thread between our mission and the individual goals of all the people who make it happen. This comes through also in our collaborative interactions within hr how every decision is weighed on how it will impact the employees and many of the benefits and policies we have in place.

So let's take a look now at some of those examples, we are in the process of implementing unlimited vacation globally. It's already live in the US Israel, India, Cyprus, Philippines, Australia, and Spain. In fact, this morning, I saw an email that is now going live in Brazil.

This is amazing. Our promise is to complete the roll out to all countries. By the end of the year, we also have a flexible hybrid work model that allows the flexibility for the majority of employees to decide when to work in the office and when to work from home. We do have some roles that are customer facing or even on the customer's premise. But overall, our philosophy is one of flexibility. We implemented parental leave globally two years ago, this provides additional leave time on top of what any local government may provide to ensure parents whether through birth or adoption have extra time with their Children. And of course, we have comprehensive benefits. However, am do provides a large employer contribution to these plans, ensuring our employees pocketbooks are not very in the range. We have a plethora of wellness program offerings as this is of supreme importance, especially now with everyone working remote in the pandemic, there's been a lot of stress around um employee wellness.

Some of the options that we have range from healthy cooking demos with chefs to physical fitness apps, to resiliency coaches and much much more AMEX provides avenues of learning for employees that include our learning management system platform, AM ou or AM do university. We have cloud learning and certifications. What was something that we call switch academy? It's a platform to create a personalized management development journey for our managers. And we have a program called Aspire. It's a program to enhance our employees employability at AMC and beyond.

This includes a focus on cognitive and emotional skills and we also have external learning options through linkedin learning or a reversing reimbursement program for if employees find something externally, they can be reimbursed. Finally, we have also implemented this year a change to our internal mobility policy to support more internal movement. We recognize our employees desire career progression and support this by providing the ability for them to move positions. After one year, this means the employee only needs to be selected by the hiring manager and give notice to the current manager to obtain a transfer date that cannot be longer than 60 days. You see massive flexibility and major support for employees portraying a company's culture begins with talent acquisition, not just how we attract talent, which is supremely important but also how we manage and care for our own T A teams. Talent acquisition is talent attraction.

It is that it's all in the name, which means it's a focus on the candidate and the candidate's experience. The candidate experience is at the center of every interaction, whether it be with the talent acquisition team and all those different interfaces or with the hiring manager or our career site or even the job posts. All of this requires a focus on every aspect of the candidate journey.

To this end, we utilize various tools to assist us. Text is an example of that. This is a platform that enables us to remove biased language from our job posts, social media posts and emails to the to the applicants. This opens the spectrum of candidates as the more neutral your overall tone of your job posts. For example, the more appealing to all applicants, the research shows this is beneficial across gender, ethnicity and diverse populations that neutral tone is more attractive. Another thing that we do is hiring manager training. We've done workshops on interview skills and this was very important for us. Whenever we moved to 100% virtual interviewing, we needed to train our managers on best practices for conducting interviews. The focus of the training sessions is how our managers are also talent magnates at the they need to have the candidate at the forefront of their minds, not just filling their position as an example, we're a tech company. So the managers themselves are techies, which means they don't always think to introduce themselves at the beginning of an interview or explain about the job or their team or why they love the company. So we have to remind them of those things. Another thing that we developed was candidate toolkits. When the pandemic hit talent acquisition wanted to provide something back to the community. So we developed workshops for our employees, friends and family members who were impacted by layoffs.

We wanted to give them additional skills, especially if they hadn't interviewed or had their resume updated in a while. We wanted to assist them with resume writing. Um Their linkedin profile and virtual interviewing tips. We're in the role of works of rolling out some additional programs both to focus on talent attraction. The key to rolling out anything new is the support from the company, executive sponsors. And hr this is the at the heart of my presentation is to show that with great support, we can dream big and achieve fantastic results. Relaunch your career with Amox is a program dedicated to attracting this demographic that left the workforce to raise Children care for elderly parents, maybe because they immigrated to the United States or whatever that reason could be, but they're ready to re enter the workforce.

This demographic is on average 85% women and with the pandemic and the great resignation, the numbers are increasing. We want to say as a company to anyone in this situation that we're an employer that cares about you and not your career break. Talent acquisition reflects your company culture.

When you were leading with empathy, you will want to invest in your T A team, investing in your T A team may mean additional tools or training or in some cases, additional team members so that they don't burn out. You also want to recognize their achievements, you need to help them see what they do impacts the business and correlates to business success. They must feel connected to the company goals and know that their work has significance. Next is your T A team members and they can vary on team size and what they do at a docs. We have talent acquisition partners that handle the end to end of the business support. We have talent sourcer can handle all aspects of sourcing candidate screening engagement and we have talent acquisition representatives that support interview, scheduling and running our backgrounds and things of that nature. When the leader of the team engages the team with empathy, they in turn are gonna care about each other and support each other and continue to exemplify the culture of people Centricity. This leads to the candidate with every interaction your T A team members have with the candidate.

The candidate is going to experience the culture of the company. This will ensure that they feel a connection and will want to work in a supportive, supportive environment. I have a little bit of time left um to do to answer any questions. If anyone has any may be able to uh go into the chat window and pose any questions there. No questions. So thank you for taking the time to join me today. I hope you enjoy the remainder of the conference. And again, feel free to reach out to me via email via linkedin Twitter. Um More than happy to connect. Hope you have a great day. Thank you.