Application Instructions Benefits of Participating Application Closes November 21, 2014 Join leading companies and participate to:

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1 Application Instructions Application Closes November 21, 2014 The Top Company for Women in Computing initiative is a unique tool that helps companies measure the gender diversity of their technical workforce against industry standards and peer benchmarks. Companies can baseline and track progress in the hiring, representation, retention and advancement of women in their US-based technical workforce. The company with the best score is recognized as the Top Company for Women in Computing at the prestigious Anita Borg Institute Women of Vision awards banquet each May. All participants are recognized for their commitment to building and advancing a diverse technical workforce, a critical ingredient to drive innovation and improve your bottom line. Benefits of Participating Join leading companies and participate to: Evaluate your performance against research-based industry benchmarks Get a clear picture of how your technical workforce stacks up against industry leading peer companies Receive a custom report diagnosing areas to hone your workforce strategies Demonstrate your company s commitment to attract and develop inclusive technical teams 1

2 General Information This award process is meant to be about more than finding a winner the Anita Borg Institute wishes to assist all participating organizations in increasing the recruitment, retention, and advancement of women in computing. As part of your participation, you will receive customized analysis and feedback with unique benchmarking information, comparing your company s performance with the aggregate performance of all other applicants and research-based industry standards. Your $3,000 application fee supports the research team s time to analyze data and provide your customized benchmarking report. Payment information is included at the end of the secure, online application form. To determine the winner, companies are evaluated on the basis of 1) benchmarks for each current year metric and 2) demonstrated year-over-year improvement. The eligible company that receives the highest overall score will be honored as the 2015 Top Company for Women in Computing. The evaluation rubric has been formulated in cooperation with a social science advisory taskforce composed of academic experts on gender in organizations and women in computing disciplines. Security and Confidentiality The Anita Borg Institute will take reasonable steps to maintain the security and confidentiality of the application data as described in the Top Company Initiative Non-Disclosure Agreement, which companies must accept to participate. Data from each company will be anonymized and aggregated with data from other participating companies. Individual data will not be shared nor linked to company identifiers in any way, either publicly or in the confidential, customized reports. Peer benchmarking data will only be shared in aggregated form, and only to the extent that the data can be sufficiently anonymized. Results summarized in custom reports for each company are released solely to the company s primary contact and executive sponsor for the Top Company initiative. Participating companies will be listed alphabetically as participants in the confidential, customized reports and publicly on the ABI website or in marketing or other materials. Companies honored by the initiative are notified in advance. The award-winning organization will be publicly announced in The Anita Borg Institute will widely recognize the winner through press releases and media outreach. The Institute will coordinate with the winning organization on the award presentation and outreach and will not publicly disclose any confidential information of the Top Company without its prior consent. The awardwinning organization will be required to send the CEO of their company or a C-level technical executive to accept the award at the May 2015 Women of Vision Awards Banquet. All participating companies can use a Participant seal on their websites and collateral. 2

3 Requirements To Participate Type of company Publicly or privately held companies, including foreignbased companies and autonomous subsidiaries, that have at least 150 technical employees in their US-based workforce may participate in the initiative. In order to ensure comparability of data, only companies with 1000 or more technical employees will be considered for the Top Company for Women in Computing award. A company that has won the award is not eligible to win again for a period of 2 years. Geographical scope of workforce The data for the award application should reflect numbers for technical employees in the U.S. only, regardless of where the company is headquartered. This does not include temporary staff who are contracted through a third-party agency or through the company directly. Applying Online All organizations must register and submit data regarding their U.S.-based technical workforce online to participate in the initiative. Participants will access the secure application site with their confidential login and a password generated by our system. If you do not have all the requested data ready, you may save your entry and return to the site to complete the application later. New applicants Representatives from companies wishing to participate for the first time will need to register online, providing information for both a primary contact and an executive sponsor. Certification and submission Once all data fields have been completed, you will be asked to validate each year's data, then to review a summary of your application prior to submission. You may edit any data that are not correct. You will be asked to certify that your executive sponsor has reviewed the data entries for veracity. Occasionally, there are data questions that must be resolved. ABI will work with the Primary Contact and Executive Sponsor to resolve such questions. If a company is unable to resolve questions about your data, ABI may be unable to evaluate your submission or consider your company for the award. If there is a change in staffing during this process, please contact us to protect the confidentiality of your data. Only those certified will be contacted with questions about the application and receive the custom report. Payment options will be provided at submission if your company has not already been invoiced at your earlier request. Questions The Top Company team stands ready to assist you in submitting your application. The answers to Frequently Asked Questions are provided online and a query form is available if you have any technical or other questions related to your submission. Returning applicants Representatives from companies that participated previously will use their existing login and password. (A password can be obtained via the application site.) Prior year data will be populated by ABI from your submission. 3

4 Definitions To complete the application, you will need to pull data about employees across four levels in your company s U.S.-based technical workforce. Please be sure to pay attention to both the data period and calculation instructions for the data being requested. In some cases, the information you provide will be based on a single snapshot at the end of the data period whereas others require an average or total numbers for the year. Some metrics also require you to break out the numbers by a given level or by career path. Definition of technical workforce For the purpose of this initiative and award, the technical workforce is comprised of all technical occupations in computing and information technology, all occupations that require deep technical specialization and knowledge, and managers, directors, and executives in charge of overseeing technical employees and the development and delivery of technical products. The technical workforce is defined by position, not department. Examples of these positions by broad organizational category include: Category A: Engineering, Research and Development, and Technical Design Software engineers/developers/programmers/ analysts/architects/qa and testing specialists Hardware engineers/hardware systems engineers Electronic engineers, telecommunication/ component/computer network engineers/technicians Design and CAD engineers/technicians Scientists and researchers in technical science and engineering disciplines (e.g., computer science, human computer interaction, and interface design) Technical product designers Human factors/hci/user interface engineers and specialists Web analysts/search engine optimization professionals with technical specialization and coding expertise Category B: IT Engineering and Support IT engineers IT systems and data analysts Computer operations and security specialists IT engineer/support/desktop technicians Database/systems/network/web administrators/ specialists/technicians Content architects Category C: Technical Services, Technical Sales, Technical Support, and Technical Marketing Solutions architects and technology consultants Localization and search optimization engineers Technical sales engineers Technical support engineers/specialists/technicians Technical training and learning specialists Technical support specialists in call center Technical evangelists Technical product marketing professionals Category D: Technical Management and Technical Leadership Technical product managers Technical project and program managers Leaders who are in charge of managing technical employees, such as team leads, directors, general managers, senior directors, vice presidents, and executive vice presidents of engineering/it/technology Leaders who are in charge of overseeing the delivery of technology products and processes, such as general managers or program managers of a software/hardware or IT product Individual contributors whose primary task is leading innovation and technical projects and products, such as principal/distinguished engineers, fellows, and architects Note: For the purpose of this application and award, the technical workforce does not include: All positions that are not technical occupations, do not require deep technical specialization/knowledge, and do not entail the management of a technical product or people 4 Technical writers Scientific and technical positions that are not computer related, such as biotechnicians, civil engineers, or aerospace engineers

5 Definitions (continued) Definition of levels The application form asks you to report percentages at four levels - these can be thought of as executive level, senior level, mid level and entry level, and should be determined in accordance with your company structure. These levels are mutually exclusive; no individual employee can be counted in more than one level. In the application form, levels 1 and 2 (executive and senior) allow you to make a further, mutually exclusive distinction between those in Technical Individual Contributor (IC) positions and those in Technical Management positions for companies with dual career paths. The four levels are defined as follows: Band 1 Executive-level managers and contributors This band includes technical executives with responsibility for company-wide technology strategy or expertise and/or high level functional responsibility for a technical product, as well as executive-level. Note that technical executives may reside outside of the technical career path or R&D/Engineering function, but manage technical employees and the delivery of technical products, lead technical development, project teams, divisions, and organizations within a company, and/or have deep technical knowledge/specialization. Band 2 Senior-level managers and contributors This band includes employees who have achieved deep technical expertise and experience and who are in senior management positions with significant functional responsibilities pertaining to technical projects, as well as senior. Note that technical senior-level managers may reside outside of the technical career path or R&D/Engineering function, but manage technical employees and the delivery of technical products, lead technical development, project teams, divisions, and organizations within a company, and/or have deep technical knowledge/specialization. Band 3 Mid-level managers and contributors This band includes employees who are considered professionals with established technical expertise. They contribute either as or as team leaders or middle managers. Again, these positions may be found outside of the R&D/Engineering function but are technical occupations and/or require deep technical specialization/knowledge. Band 4 Entry-level contributors This band comprises first-level contributors in the technical positions as defined above. Entry-level contributors usually have no supervisory responsibility and fewer years of experience. Their work involves assisting the work of others as well as developing individual skills. Again, these positions may be found outside of the R&D/Engineering function but are technical occupations and/or require deep technical specialization/knowledge. Definition of Prior Year and Current Year data periods Because the award recognizes year-over-year improvement in the representation and advancement of technical women, all participants must submit data for two 12-month data periods. In order to ensure comparability, all applicants must submit data for the following periods: Prior Year Data period: October 1, 2012 September 30, 2013 Current Year Data period: October 1, 2013 September 30, 2014 Please note, the online Prior Year Data entry form will be available when the application opens. The Current Year Data entry form will be available on October 1, Data for both years must be submitted no later than Friday, November 21,

6 Metrics Calculations Your application will be evaluated based on nine quantitative metrics for each 12-month data period required. Three additional data points are required for validation and comparison. Instructions for calculating each metric are provided below. Each metric is defined as follows: # Metric Numerator (N) Denominator (D) Calculation REPRESENTATION METRICS Entry-level Contributors - Level 4 1 % of entry-level technical contributors Total number of entry level technical contributors Total number of entry level technical contributors (both men and women) Mid-Level Managers and Contributors - Level 3 2 % of mid-level technical managers and individual contributors (combined) Total number of mid-level technical managers and (combined) Total number of mid-level technical managers and (combined, both men and women) Senior Managers and Contributors - Level 2 3 % of senior-level technical managers for the data period Total number of senior-level technical managers who are women Total number of senior-level technical managers (both men and women) as of September 30 4 % of senior-level technical Total number of senior level Total number of senior level (both men and women) Executive Managers and Contributors - Level 1 5 % of executive-level technical managers Total number of executive level technical managers as of September 30 Total number of executive level technical managers (both men and women) 6 % of executive-level technical Total number of executive level individual contributors Total number of executive level individual contributors (both men and women) 6

7 Metrics Calculations (continued) # Metric Numerator (N) Denominator (D) Calculation RECRUITMENT METRIC 7 % of new technical hires across all levels who are Total number of new technical hires across all levels in 12-month date range Total number of new technical hires across all levels (both men and women) in 12-month date range RETENTION METRIC 8 Voluntary turnover rate across all levels among technical women who voluntarily left the company in 12-month date range 12-month average number of technical employees across all levels in 12-month date range ADVANCEMENT METRIC 9 Promotion rate across all levels among technical women who were promoted in 12-month date range 12-month average number of technical employees across all levels in 12-month date range ADDITIONAL DATA REQUIRED A % of technical employees across all levels who are employees across all levels employees across all levels (both women and men) B % of total technical workforce (women and men) who are in Engineering, Research and Development, and Technical Design positions for the data period (Category A in ABI's Definition of the Technical Workforce) employees across all levels (both women and men) who occupy positions in Engineering, Research and Development and Technical Design employees across all levels (both men and women) C % of total employees (technical and non-technical) across all levels who are Total number of employees (technical and non-technical) across all levels who are women Total number of employees (technical and non-technical) across all levels (both women and men) Notes: 1. Metrics #4 and #6 include the option to select Our company does not have this position. This metric will not be factored into the overall results for companies that do not have this position. 2. All percentages will be calculated from the submitted numerators and denominators as data are entered; please note that all percentages are automatically rounded to the nearest point, e.g. 23.9%=24%; 23.5%=24%; 23.4%=23%. 7

8 Metrics Calculations (continued) Select examples for hypothetical Company X: Metric 1: % of entry-level technical contributors for the Prior Year data period : Total number of entry-level technical contributors across all levels, 2013: Numerator = 220 Total number of entry-level technical contributors across all levels (both men and women) as of September 30, 2013: Denominator = /1000 =.22*100 = 22% Metric 9: Promotion rate across all levels among technical women for the Prior Year data period : women who were promoted between October 1, 2012 and September 30, 2013: Numerator = month average number of technical employees across all levels between October 1, 2012 and September 30, 2013: Denominator = /990 =.09*100 = 9% All data submitted in the application inform the data analysis and customized reporting components of this benchmarking initiative. For questions about participation criteria, confidentiality, data and filling out the form, please refer first to the Frequently Asked Questions provided on our Top Company website: A query form is also available if you have a question not addressed by the FAQs. About the Anita Borg Institute The Anita Borg Institute connects, inspires, and guides women in computing and organizations that view technology innovation as a strategic imperative. Founded in 1997 by computer scientist Anita Borg, our reach extends to more than 53 countries. We believe technology innovation powers the global economy, and that women are crucial to building technology the world needs. As a social enterprise, we recognize women making positive contributions, and advise organizations on how to improve performance by building more inclusive teams. Our partners include: Cisco, Google, HP, Microsoft, Thomson Reuters, CA Technologies, Dell, Dropbox, ebay Inc., Facebook, First Republic Bank, IBM, Intel, Intuit, Juniper Networks, National Science Foundation, NetApp, SAP, Symantec, Wilson Sonsini Goodrich & Rosati, Amazon, Bank of America, EMC, GoDaddy, Linkedin, Lockheed Martin, Nationwide, Neustar, Rackspace, Salesforce.com, VentureLoop, VMWare, and Yahoo! The Anita Borg Institute is a not-for-profit 501(c)3 charitable organization. For more information, visit 8