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The BMC Human Resources Department (People & Spaces) team has taken a number of steps to improve the experience of its global workforce, leveraging its tech-enabled systems to advance processes from hiring to onboarding to career progression. It has increased its investment in achieving gender parity, launched a new employee listening tool, transformed the talent management framework, expanded the corporate social responsibility (CSR) program, and delivered a modern, self-service digital experience for employees to manage their data.
In 2021, BMC initiated a global strategy to achieve Fair Pay Workplace certification from the Fair Pay Workplace (FPW), with a targeted commitment to analyze our workforce and tackle key areas for improvement. BMC successfully completed an audit by an independent agency and made a good faith effort to create realistic and actionable similarly situated groups (SSGs) and review the protected categories of employees based on gender and race. According to FPW’s rules and standards, BMC agreed to perform periodic pay equity reviews, create necessary remediation plans, and chart our progress. BMC achieved Fair Pay Workplace certification in November 2022.
In 2021, BMC launched our employee listening program using Glint—a third party tool—to capture employee feedback anonymously and enable our managers and leaders to act on it. To better understand our unique employee experiences and engagement level, we launched the annual Voice of Our People survey to gauge our 6,000+ employees' sentiments about working at BMC. We additionally launched 90-day onboarding and exit surveys to gain a deeper understanding of the employee lifecycle experience. In 2022, we incorporated two more employee surveys on manager effectiveness and diversity, equity, and inclusion (DEI), completing our annual three-part employee survey series. Our Voice of Our People employee engagement scores year over year have been consistently higher than Glint’s worldwide benchmark, ranking BMC in its top 25 percent of companies for employee engagement.
The BMC talent management framework was built to create a transcendent employee experience, with a companywide focus on finding, growing and retaining our talent. This included the launch of an annual 9-Box Grid talent review, piloted in 2021 and expanded globally in 2022 [REDACTED FOR PUBLICATION]. We added digital, self-service tools such as individual development plans, manager check-ins, and anytime feedback to support development goals and give feedback and recognition for achievements. In 2023, we initiated a series of “Prioritize People” weeks, designating specific weeks during the year for managers to meet with employees to discuss and provide feedback on their performance and development goals.
BMC’s CSR strategy is centered on three key pillars—our BMC Cares program; DEI; and environmental sustainability best practices for the software and services industry, all grounded in the United Nations Sustainable Development Goals. We have established ten internal employee resource groups (ERGs) that foster an equitable and inclusive workplace which feature invited speakers to share their insights as part of an ongoing Diversity Speaker Series. ERGs are open to all employees to celebrate, support and empower our larger BMC community.
BMC transitioned to a modern digital employee experience for managing personal data with an updated design and intuitive user interface that works across a variety of touchpoints, including mobile devices. The new system also improves administration capabilities for our global managers, with talent analytics, self-service tools, and enhanced talent management features. These changes are just some of the ways we are leveraging technology to deliver better employee experiences, informed by the latest data and analytics, as part of our own Autonomous Digital Enterprise (ADE) transformation.
Nomination Title: BMC People & Spaces
