using technology like Teams and Mural for creative collaboration and utilizing agile and design-led thinking methods. As digital innovators, we embrace new technology to keep our culture of innovation and our employee experience at the forefront of our work while giving everyone a voice. Innovation events and hackathons provide opportunities for employees to collaborate outside their work teams, further exercising their innovative thinking and ideas to address specific, global challenges head-on.
they see the innovation we are achieving and the genuine human impact we are making every day as, together, we advance the world through the power of people and Microsoft. To innovate for our clients, we need to think big. That starts with embedding a growth mindset into our culture: encouraging our people to embrace change, take risks and try new approaches—even if they fail. Employees are actively supported in their individual success and development goals, encouraged to explore non-traditional career paths and change careers within Avanade to align with their passion.
making inclusion, diversity and belonging the bedrock of our culture. Our leaders are genuinely interested in listening and receiving feedback and we encourage honest dialogue. Deploying surveys and listening tours between leadership and employees helps us identify areas for growth. Our open-door policy enables any employee to message or book meetings with any leader. Senior leaders, including our CEO Pam Maynard, participate in reverse mentoring to ensure the perspectives and insights of more junior team members are incorporated into decision-making.
focusing on the experience that our people have working at Avanade. Ultimately, working for us isn’t just about being able to balance work and personal life, it’s to enhance it. Over the past year, we have bolstered our employee value proposition to better capture the spirit and culture of Avanade. Our EVP emphasizes limitless learning, which extends beyond certifications and training to include mentoring, and innovative client work that stretches us all to grow our skills and careers. Beyond professional development, we provide personal support through comprehensive health benefits, our Wellbeing & Mental Health network, paid time off for volunteering, flexible work, and more.
we have galvanized our people around one clear purpose – to make a genuine human impact. So the work we do must positively impact our people, our clients, and the communities we live in. It’s a purpose that is more important now than ever before, especially to our employees. We design our employee experiences around choice – not limiting people in making decisions but empowering them with programs that allow them to choose how, when, and where they work.
providing paid time off for our people to volunteer for the causes they’re passionate about and matching donations (e.g., $1 million for COVID relief). We focus on the whole person, enabling employees to schedule their own work weeks and carve out time for personal wellbeing. Over the past year, we have further articulated an integrated, companywide wellbeing strategy, and appointed a fulltime global wellbeing lead who works directly with our Chief People Officer. Our new wellbeing index is now one of three key employee metrics (alongside engagement and inclusion) on our company scorecard.
ensuring our people are making a genuine human impact each day on our employees, clients, and communities. She leans on her experience as one of the few black female tech CEOs to lead with moral clarity and set a new standard where everyone is encouraged to bring their whole selves to work. She is a passionate advocate for diversity, inclusion, and belonging, and sets the tone for every meeting by personally introducing herself and engaging with the newest, often most junior, person in the room.
an annual allowance that employees can use to support their wellbeing, “geek allowances” to help employees keep up with the latest tech, and our Employee Stock Purchase Plan. Among a comprehensive range of benefits, we provide fertility and adoption navigation support, as well as reimbursement for adoption and surrogacy fees. Avanade’s new gender transition leave policy is just one example of our continuing commitment to ensuring employees feel cared for and driving real change toward inclusivity in the tech industry.
During the pandemic, we installed flexible work hours to help our employees prioritize their families and duties outside of work without having to worry about their jobs. We’re not turning back. The pandemic outlined the importance of employee wellbeing and continues to drive our innovation in empowering employees with resources and tools and flexible working policies around choice. Our plan to 2025 encompasses goals for employee engagement and education, benefits, leadership and culture, and insights and technology, as well as structural ways we can change our business to reduce stresses on employees. Although we are at the beginning of our journey, we are already making good progress.
Avanade is the leading provider of innovative digital, cloud, and advisory services, industry solutions and design-led experiences across the Microsoft ecosystem. Every day, our nearly 60,000 professionals in 26 countries make a genuine human impact for our clients, their employees, and their customers. We are a people first company, committed to providing an inclusive workplace where employees feel comfortable being their authentic selves. As a responsible business, we are building a sustainable world and helping young people from underrepresented communities fulfill their potential. Majority owned by Accenture, Avanade was founded in 2000 by Accenture LLP and Microsoft Corporation.
1191 Second Avenue, Suite 100, Seattle, WA