Pearlynne Garcia, Accenture Philippines: A Woman in Technology

ZOË ROSAL

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Podcast interview and production by Zoë Rosal

Pearlynne Garcia is the Managing Director for Accenture Technology in the Philippines. She’s a deeply skilled technologist and an advocate for inclusion  and diversity programs. Validated by Accenture’s HR Talent Strategy Manager for  Inclusion and Diversity, Ted Chan, we can be inspired by Pearlynne’s sense of foresight  where she is able to effectively anticipate the evolving needs of parents in the workplace,  her ability to empower by encouraging her team to speak their mind, pitch in and help with Accenture’s advocacies, and lastly her passion for inclusion and action to partner  with different communities such as their own LGBTQ+, and PWD.

For two decades and counting, Pearlynne has made her way to the top of the tier;  collecting valuable lessons in technology, leadership, and that sweet spot between work  and family. Alongside being a leader, Pearlynne is also a working parent.

In this podcast, Pearlynne shares stories about her daily life as a woman leader in  technology while being a mother to three beautiful children, and how Accenture’s role has  helped her in this inspiring journey.

“The learning continues even if you are a leader, you are not stuck in one thing. That’s always part of the leadership- constant learning.”

Inclusion for Women—the Accenture Way

We spoke to Ted Chan, HR Talent Strategy Manager for Inclusion and Diversity, and  asked him to shed more light on how the company creates an environment of inclusivity  with an emphasis on women.

Accenture offers programs, initiatives, established benefits and set up communities inside  the organization as they strive for everyone to have a strong sense of belonging—to feel  validated, understood, and appreciated.

“To maintain diversity, we have partnerships with external organizations and academes.  We have internship programs to prepare women with critical skills—before they enter the  workforce, we also constantly audit our job descriptions so that women are not just  encouraged to join Accenture, but also see the possibility of enjoying a career in technology.

Inclusion only works when we are able to appreciate people from all walks of life, regardless of orientation, or disability. In a company as big and globally connected as we  are, there are many opportunities for women to thrive in the career that they want to be  successful in. In fact, we have a “Careers Marketplace,” [where] they are free to choose  from those [listed] and apply for them.”

The organization ensures they have a talent management system that supports inclusivity  for women, for any gender identity, and for people with disabilities to be successful at  work and at home—to thrive in their careers and personal life.

“What I admire about Pearlynne is her sense of foresight, her ability to empower, and her passion for the cause.”

Mentioned in this podcast are Pearlynne’s female role models:

Nescel Asunscion

Nescel is a retired Accenture Technology Managing Director; having held the role of Corporate  Citizenship Executive Sponsor for Accenture Philippines.

Ambe Tierro is a Senior Managing Director and the Accenture Technology Centers Lead for Asia Pacific, Africa, and the Middle East.

Accenture Philippines is a Great Place to Work-Certified™ company! Click here to view their Certification Profile.

ZOË ROSAL

Author

Great Place To Work identifies Best Workplaces™ in Asia by surveying over 1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting over 4.7 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2021 or early 2022.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000) of those employees located outside the headquarters country.

Great Place To Work identifies Best Workplaces in Asia™ by surveying 2.1 million employees in Asia and the Middle East about the key factors that create great workplaces for all and analyzing company workplace programs impacting 5.9 million employees in the region.

To be considered, companies must first be identified as outstanding in their local region by appearing on one or more of our Best Workplaces lists in Bahrain, Greater China (including China, Hong Kong and Taiwan), India, Indonesia, Japan, Kuwait, Oman, Philippines, Qatar, Saudi Arabia, Singapore, South Korea, Sri Lanka, UAE, Vietnam during 2022 or early 2023.

Companies rank in three size categories: Small and Medium (10-499 employees); Large (500+); and Multinational. Multinational organizations are also assessed on their efforts to create great workplaces across multiple countries in the region. They must appear on at least two national lists in Asia and the Middle East and have at least 1,000 employees worldwide with at least 40% (or 5,000+) of those employees located outside the headquarters country.

For All™ Methodology

Great Place To Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 450,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

For All™ Methodology

Great Place to Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2022 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 130,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Categories:
These organizations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Small 10-99 Employees

For larger organizations with more than 100 employees, we also use our Culture Audit™ tool, asking organizations to share with us their practices, policies, and programs to create a great workplace For All™ and evaluate the approach they take.

  • Medium 100-999 Employees
  • Large 1000+ Employees

Why do you say in one place your national list scoring is based on 85%/15% and in another place that it is 75%/25%?

We are explaining two different things:
1.  The criteria we evaluate

  •  85% concerned with Trust and Maximizing Human Potential and
  • 15% concerned with everything else

2.  Where the data comes from

  • 100% Trust Index for organizations with less than 100 employees
  • 75% based on the Trust Index survey analytics and 25% based on responses to the Culture Audit for organizations with more than 100 employees.
For All™ Methodology

Great Place To Work, the global authority on workplace culture, determined the Philippines Best Workplaces™ 2023 List by conducting annual workforce studies through our Trust Index Survey™ and Culture Management platform Emprising®, representing the voices of over 450,000 employees across the Philippines.

Employees responded to over 60 survey questions describing the extent to which their organization creates a great place to work For All™, meaning that the company empowers all individuals to reach their full human potential. Eighty-five percent of the evaluation is based on what employees report about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do. We analyze these experiences relative to each organization’s size, workforce makeup, and what’s typical in their industry and region. The remainder of the evaluation is an assessment of all employees’ daily experiences of the company’s values, people’s ability to contribute new ideas, and the effectiveness of their leaders to ensure they’re consistently experienced.

To ensure surveys truly represent all employees, we require enough people in each organization to respond that results are accurate to a 95% confidence level and 5% margin of error or better. We review any anomalies in survey responses, news, and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Categories:
These organizations’ assessment is based 100% on employee responses to the Trust Index survey.

  • Small 10-99 Employees

For larger organizations with more than 100 employees, we also use our Culture Audit™ tool, asking organizations to share with us their practices, policies, and programs to create a great workplace For All™ and evaluate the approach they take.

  • Medium 100-999 Employees
  • Large 1000+ Employees