Accessible PDFs are easy to use - enabling most people to view, read or interact with them. The goal is to create an inclusive experience where all PDFs and documents are crafted with accessibility in mind or appropriate tags are added for those who require such features. For those who don't, the document maintains its familiar appearance.

Let's consider a straightforward example. We have a sample PDF document below resembling a typical credit card statement. In Adobe Professional, there's an option to view the tag tree, reflecting the state of accessibility for that document. When it's not accessible, the tag tree is empty, offering no information. If a screen reader attempts to read this document, it can only make the best effort, reading it sequentially from top to bottom and left to right. For someone visually impaired, this is essentially gibberish. Navigating it involves using keyboard shortcuts to extract the desired information.

Now, looking at document below, we have a fully tagged and accessible PDF that passes all accessibility checks. More importantly, a user with visual impairment can employ a screen reader to navigate it, using the tags visible in the tree. This provides the same information as someone without visual impairment, ensuring an inclusive experience for all users.

Challenges in meeting document accessibility requirements

In meeting accessibility requirements, first, we encounter high-volume documents—there is system-generated content like bank statements, credit card statements, policies, and Explanation of Benefits (EOBs). While these documents share a similar appearance, they contain distinct information for each customer or user, often involving sensitive personally identifiable information (PII). On the other hand, there are ad-hoc documents, such as marketing materials, HR documents, and internal policy documents. These are created once but utilized by many, generally without significant private information. Challenges arise with forms, images, and infographics, which aim to convey specific information but may pose accessibility issues.

Document types to consider

Let's categorize our approach based on document types. We distinguish between ad-hoc documents, high-volume documents, and scans or visualizations. Ad-hoc documents, created once and used across various contexts, tend to be rich in content, featuring images and graphics. Their structure is often free-flowing, and while primarily internal, some may be public-facing. High-volume documents constitute the bulk of typical customer communications, such as statements, disclosures, or bills, generated regularly and uniformly in appearance across different customers.

Scans and visualizations pose distinct challenges, especially when dealing with non-text-searchable elements. Scanned data lacking text-searchable elements presents an obstacle for screen readers, as it appears as an image without navigable information. This applies to infographics, pie charts, and graphs, which convey information visually. For those without disabilities, interpreting such visual elements is straightforward, but for individuals with visual impairments, ensuring a clear and comprehensive conveyance of information becomes a critical consideration.

Document accessibility solutions

The Total Experience landscape demands immediacy and online accessibility, eliminating the need to wait for physical Braille copies. The traditional approach raises privacy concerns and deviates significantly from the spirit of modern accessibility guidelines. Transitioning into the digital realm involves remediation at the composition stage, or, in simpler terms, adopting accessibility by design. This approach entails creating documents from the ground up with accessibility in mind. It proves effective in specific cases and stands as a great option if seamlessly integrated into your design methodology. Whether you're utilizing a third high-volume system or application for crafting individualized user documents, accessibility can be ensured during the creation process. It's crucial to note, however, that this method primarily addresses future documents and doesn't retroactively solve most existing accessibility issues.

Let's now explore an enterprise-level approach to accessibility known as post-composition. This involves making existing documents accessible. What's particularly advantageous about this approach is its versatility—there are no limitations. You can take any historical document from your archive, shared drive, or external sources and make them accessible. This process is not bound by specific formats or sources; it accommodates documents coming from partners or various channels. The beauty of post-composition is its real-time capability. Imagine a scenario where an end consumer requests their credit card statement or insurance details online. With post-composition, these documents can be made accessible in real-time and promptly presented on their device for seamless interaction with assistive technology. Moreover, if the customer prefers formats other than a traditional PDF, such as HTML, mobile-friendly versions, or interactive forms, post-composition offers a solution to create accessible outputs tailored to their preferences. This post-composition approach stands out as the most utilized solution among our customers due to its inherent flexibility and adaptability.

Learn more about how OpenText™ can help your organization make documents fully accessible and compliant.

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Last month, OpenText joined millions of Canadians in recognizing the third annual National Day for Truth and Reconciliation, a day to honor the First Nations, Inuit, and Métis children who never returned home from Residential Schools in Canada, and the impact on their families, their communities, and the Survivors. As a Canadian-founded and headquartered company, we are committed to understanding Canada’s history with Indigenous Peoples, and taking action to foster healing, reconciliation, and a more inclusive and just future.

One of the best ways we can support Indigenous Peoples is to educate ourselves. We know that reconciliation is a verb — it requires meaningful and sustained action for any chance of success. Over the past two years, OpenText has taken many steps to listen, learn, and act.

Equal access equals opportunity. We are striving for Zero Barriers, and now, we have aligned our goals with the UN’s Sustainable Development Goals. OpenText is committed to elevating Indigenous employees and communities by reducing inequalities by way of job creation for Indigenous students, ensuring good health and well-being through strategic partnerships, and supporting quality education. These areas of focus are something we can all get behind at OpenText — from how we work and make business decisions, to how we engage our employees and recruit for new talent.

Elevating Indigenous communities through job creation

One of the most impactful actions we can take as a company is to create jobs. Following our commitment to partner with Lakehead University to create pathways to digital jobs for Indigenous students, we have welcomed our first two cohorts for summer placements, bringing unique skills and perspectives to our organization that have made us stronger. This year, we expanded our OpenText Navigator Internship program to welcome Indigenous student interns from the University of Waterloo starting in summer 2024, and we’ve already started recruiting for some positions.

Student intern Sheanna Bannon at a recruitment event for the OpenText Navigator Internship program.

Partnering with foundations that support well-being

We’re committed to elevating Indigenous communities through strategic and thoughtful partnerships with organizations focused on good health and well-being. The Dreamcatcher Charitable Foundation empowers the next generation of youths in over 140 Indigenous communities with a focus on health, education, arts and culture, and recreation and sports. We believe strongly in their vision for the future and are honored to support their mission with a $10,000 donation.

The Legacy of Hope Foundation (LHF) educates Canadians to build empathy and understanding of the impacts that generations of Indigenous Peoples experienced while in the Residential School System and to address ongoing racism and discrimination. LHF concurrently works to support ongoing healing for Survivors and their families. This aligns closely with our purpose, and we are pleased to donate $10,000 to their cause again this year. We also unveiled a special art installation featuring Peter Henderson Bryce at our Waterloo headquarters, courtesy of LHF. Henderson Bryce was a Canadian physician and public health official remembered for his efforts to advise the Canadian government of the health and living conditions of Indigenous Peoples within Residential Schools, and his calls for reform. As part of this display, employees shared their messages of hope for Indigenous communities across Canada. Both foundations have generously offered their time and expertise to educate OpenTexters, and we are fortunate to have such dedicated partners in our learning journey.

Part of the Legacy of Hope Foundation exhibition at OpenText headquarters in Waterloo, Ontario.

Raising awareness of Indigenous issues — and hope for the future

Michael Acedo, OpenText’s EVP and Chief Legal Officer, and the Executive Sponsor of our Indigenous & Allies Employee Network, took this opportunity to host an extremely moving and impactful panel discussion with Teresa Edwards, Executive Director of the Legacy of Hope Foundation and Yvonne Jamieson, Executive Director of the Dreamcatcher Charitable Foundation.

With hundreds of employees in attendance at our Waterloo headquarters, and a livestream to thousands of OpenTexters around the world, Teresa and Yvonne discussed the conditions of Residential Schools, the Sixties Scoop, and the enduring impact it had on communities.  “We must educate each other, even if that is one person at a time,” said Yvonne Jamieson. “I hope that everyone here today goes back home and tells even one person what they learned. That will be a step forward in the right direction.

“We must educate each other, even if that is one person at a time. I hope that everyone goes back home and tells even one person what they learned. That will be a step forward in the right direction.”

YVONNE JAMIESON, EXECUTIVE DIRECTOR, DREAMCATCHER CHARITABLE FOUNDATION

It was not easy to hear about the atrocities that took place against Indigenous Peoples. It is also difficult to understand how this mistreatment could happen in Canada during our lifetime. However, both Teresa and Yvonne shared their optimism for the future. “It’s like Canadians have woken up,” said Teresa. “The outpouring of people willing to share information, putting up exhibitions in schools, at the pharmacy, at the mall, that goes a long way.” There is more media coverage about Indigenous truths, and new ways to learn about Indigenous history. Indigenous traditions, such as languages and food sovereignty are being revitalized, helping Indigenous Peoples to restore unity, belonging, and pride.

There is also hope for new generation of youth who did not attend Residential Schools, where the cycle of abuse has been broken. “So many great things are happening,” said Teresa, “and our children are going to know a whole new life than anything we’ve lived, our parents lived, and our families lived.” 

At OpenText, we are committed to being a part of that new life.

Teresa Edwards (left), Executive Director, Legacy of Hope Foundation, and Yvonne Jamieson, Executive Director, Dreamcatcher Charitable Foundation, discussed the impacts of Canada’s Residential School System on seven generations of Indigenous Peoples at an OpenText employee event in Waterloo, Ontario.

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Best brands are built from within. It is not a campaign, it is not a logo – it is the external expression of internal ways of working. You can call this culture, but at OpenText, we call it our distinct DNA, which for us means having character. We are a growth company, and here to make and move markets. We are innovators and builders (vs. consumers) and our mission is to bring the future forward with technology. And lastly, we are an impact company. We don’t back down on what we believe in – that diversity and inclusion is an essential part of innovation – and we elevate everyone to be better. These are the principles of who we are.   

We are a company with character

Every company has a culture, but few have character like we do. At OpenText, we’re like gamers – endlessly curious with a desire to crack the code. We are people who want to solve the next big business problem ahead of the company across the street, by being inquisitive and creative and trying new things. We have a mentality of being gritty with a relentless focus on our goals, while still showing gratitude and grace.

We are everywhere

The world’s most trusted brands trust OpenText. Our customers know us intimately and trust us with their most sensitive data and transactions. For over 30 years, we have been bringing information and automation together behind the scenes to help people work smarter. Daily life continues uninterrupted for hundreds of millions of people who rely on OpenText solutions that power the global top 100. From helping retailers put products on store shelves to moving aircrafts around the world, what we do matters. Everywhere you look, OpenText is powering and protecting information, and elevating every person and every organization to be their best.

We are a part of something bigger

There are many forces driving a new tech world order – businesses are reinventing themselves, there are new ways of working, new expectations – and OpenText will be the foundational technology that powers the future. We see possibilities, not liabilities, and we believe that technology can save the world.

Brilliant ideas can come from anywhere, and that’s why everyone has a seat at the table at OpenText. We trust that every employee knows their work, has the skills to succeed, and has great ideas to bring to our projects. Our people explore their careers in their own unique way, so long as our eyes are fixed on the goal. We care deeply about making positive changes for the businesses we work with and the communities we live in, and recognize that we are part of something bigger.

Open your path at OpenText

Are you ready to open doors to limitless opportunity and adventure? To cultures and experiences from every corner of the world? Do you have the heart? If this resonates with you, check out our website to explore our opportunities and find out if OpenText is the right place for you.

For even more insights, read Versant: Decoding the OpenVerse^TM, written by OpenText CEO & CTO Mark J. Barrenechea. This book explores our culture in more depth, and our vision for how our technologies will power our future world.

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Build strong work relationships. Find a mentor, and consider a sponsor. Work hard ― but carve out time for life outside of work. All these things are so important for the advancement of women to the highest levels of an organization, and they are just a few pieces of advice that OpenText senior leaders shared at a recent panel discussion at the University of Waterloo (UW).    

OpenText is a proud sponsor of the Women in Computer Science Committee (WiCS) at UW, with a goal to empower women to pursue careers in technology, computing, engineering, and become leaders in their fields. On September 28, Jen Bell VP, Chief Communications Officer at OpenText hosted a panel discussion for female computer science students at UW featuring OpenText leaders Renée McKenzie, EVP & Chief Information Officer, and Tracy Caughell, Senior Director, Product Management.  

This candid discussion was full of advice on overcoming challenges like unconscious bias and imposter syndrome. Here are some key takeaways from their discussion that left attendees inspired and ready to take the next step in their careers.  

JB: Renée and Tracy, you’ve both shown your ability to thrive as leaders in the technology industry, which has historically been male-dominated. Could you tell us what sort of challenges you have faced while navigating your careers, and how you overcame them? 

RM: When I started in the workforce, working in the tech field was not a nine-to-five job. It still isn’t. Technology doesn't rest ― you have to be available and meet deadlines. At that time, I was the only woman in the room, and I had to explore my boundaries early on. I was a single mother, and I had to leave at 5. I had to pick up my daughter from daycare, make dinner, and focus on being a parent. I was happy to go back online later in the evening, but I had to educate the men around me that I couldn’t stay until seven, I couldn't do the after-work socializing, or work Saturday at the last minute, because childcare was my responsibility. I had to make sure that they understood those boundaries, and the rationale behind them. I wasn't doing less than the peers around me, but my time scale had to be a little bit different if they wanted me at the table.  

TC: What I noticed in working at a very large global company with over 15,000 employees were the cultural differences. I see this not so much as a challenge, but as a learning opportunity. When I returned to work after my first maternity leave, I was in a part of the world that I'd never been to before, and someone asked me who was looking after my children. I told them, truthfully, that my mother was, and it seemed like everyone breathed a sigh of relief at this “acceptable” answer. I learned that it’s important to be aware that everybody has a different perspective in life, and it’s important to be openminded in places around the world you've never experienced before.  

JB: That’s very true. And people tend to make sense of our world by organizing it into categories, which gives rise to unconscious biases about various social and identity groups. In the tech industry in particular, gender bias leads people ― including women ― to believe that women cannot build tech skills as successfully as men, or don't have the leadership qualities needed for a successful career in technology. What do you think we should be doing to overcome gender bias in the tech industry?  

RM: First, we need to recognize that unconscious bias is real. We all have biases ― it's what we learn as we grow up, and we take this forward into the workplace. Secondly, we need to identify our own biases. Do you expect notetaking to be done by a woman in a meeting? Do you accept that the whiteboarding of a technical design will always be done by a male colleague? Write your biases on a piece of paper, and you’ll see where you need to adjust. The next step is to have the voice to call it out, because it's not only about you ― it's about what you see around you. When you see someone always deferring to a woman or man for a certain task, call it out. You can do it in private, but when you see it, say something, with courtesy and respect. We all must solve the problem together.  

TC: Once you understand that you grew up believing a bias, that’s when it becomes conscious ― and then you need to do something about it, right? When you realize that about yourself, it can be unsettling. There are many ways to handle it, but always handle it with grace. Maybe you decide to rotate tasks among the group to address something you notice before it becomes a problem. 

JB: We all celebrate the well-deserved success of women who've achieved fulfilling careers as leaders within their own organizations. But sometimes, women have a tendency to feel that they don't deserve their success ― this is “impostor syndrome”. Have either of you ever been affected by impostor syndrome, and if so, what strategies do you use to combat it?  

RM: Imposter syndrome is very real for me. It was something I experienced early in my career: Am I smart enough? Am I fast enough? Is there enough quality in my work? And yet I continued to be promoted. I had those questions in my head because I always wanted to be better and do better.  

I thought once I reached a certain level in my career, it would stop. It didn't. But those voices got quieter because I've learned to cope with it. I have a rational conversation in my head to pair those sentiments with the facts: “I haven’t done this task before, but I know I can do it. I have these peers to rely on, this sponsor to go talk to, this plan that I know is going to be effective.” After walking myself through this logical conversation, I come out the other side: “Yeah, I’ve totally got this. And I’m the best one to do this thing!” 

TC: It also helps to remember that you got the job because you deserve it. You are really qualified for the role, and you earned it. Keep making yourself better, and then earn your next step. You can’t possibly know everything, but you need the confidence to know that you’ll be able to figure it out.  

JB: Great insights from both of you. I would also add that having a network of people that you trust is very important. Your colleagues, whether inside your organization or out, can help raise you up when you’re feeling self-doubt. At OpenText, we’ve created a Women In Technology group, which is an empowering group of women from across the globe, at all levels within the organization. These women come together to raise each other up and challenge unconscious bias, as well as processes and policies to advance the female perspective and female leaders within our organization. I mirror exactly what you said: Find a support network, practice self-reflection, and be kind to yourself. You’ve got this – don’t allow yourself to get in your own way. 

I love this next question: If you could give one piece of advice to your younger self, what would it be?  

RM: I was mid-career before I figured out who I wanted to be at work. So, I would go back and ask myself to figure it out earlier: Who do I want to be at work? What's that persona? How do I want other people to perceive me? What the influence I want to have?  

I wanted to be seen as somebody of quality, somebody of commitment, somebody who is not just passionate about what they do but willing to do what it takes for a successful outcome. It’s not just about getting your work done. Think bigger from the get-go. I also decided what I wasn’t going to do at work: I wasn't going to be a note taker. I wasn't going to bring in cookies. These things may seem trivial, but for me, they formulated a persona of who I was going to be at work. Of course, it’s followed up with doing your job exceptionally well, putting in the time, and making peer connections. But find out who you want to be in your journey. And value yourself high. Ask for the salary you deserve. You're smart, you're educated, you're successful, and you're passionate. Never underestimate your value.  

TC: That's really good advice. To add to that, I would say that everybody’s journey is different. For example, I like to be the note taker, because I like the sense of control over what happens next. If I could go back in time and give myself a piece of advice, it would be to make sure to make time for myself. I tend to be a workaholic and push myself to be an expert in everything I do. You can do that, but remember to carve out personal time. To be honest, it's something I'm still working on.  

JB: Very good pieces of advice. One thing that I have really found valuable when I started my career was having a mentor, and it's something that I pay forward now. Could you speak to a mentoring relationship that you had that was really impactful, or maybe you've been a mentor to someone, and it's been quite impactful? 

TC: I didn't have an official mentor, but there are a lot of women in our organization that are really good role models, and I would look at how they handled similar situations. There are also a lot of men that have been great role models for me. As for being a mentor, sometimes it’s simply encouraging somebody who is struggling. Take the time to ask how you can help. That’s all it really takes in some cases.  

RM: Having a mentor is very helpful. I’d recommend going one step further and get a sponsor. A mentor is someone you can go talk to: How would you handle this scenario? What would you recommend? Find someone that you trust. A sponsor is somebody who raises your visibility when you might not be in the room. This encourages awareness of your capabilities not only within your department, but to leaders across the organization. So, when someone says, “hey, I wonder who could do this”, and your sponsor is in the room, they may encourage your leadership team to think about you. This is a really powerful way to help advance in your career journey. And then, you pay it forward. 

OpenText is focused on the advancement of Equity, Diversity, and Inclusion (ED&I), by committing to having a majority ethnically diverse workforce by 2030, 50/50 gender parity within key roles by 2030, and 40% women in leadership positions at all management levels by 2030. Read more about OpenText’s bold goals in our 2022 Corporate Citizenship Report.  

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On Friday, September 30^th, Canadians will commemorate Orange Shirt Day and the second National Day for Truth and Reconciliation, honoring the lost children and survivors of residential schools and acknowledging the resulting generational trauma that remains prevalent today.  

The journey towards reconciliation, however, extends beyond one day and is rooted in action: the act of listening, learning, self-reflection, and transformation. And while reconciliation is an ongoing process, it is one that we must practice every day to help drive sustained change.  

The role of companies in reconciliation  

At OpenText, we strive to lead and advocate a better shared workplace for our employees. This includes fostering a culturally diverse workforce where everyone feels included. We have remained committed to having regular discussions about how we can be better allies to the Indigenous community, taking steps to educate ourselves and each other as part of that commitment.  

As we strive to make reconciliation a part of our everyday actions and priorities, Canadian companies and businesses are in a unique position to create an impact at a systemic level through job creation and the prioritization of Indigenous Peoples within company cultures.  

Last year, OpenText announced its partnership with Lakehead University to create internship opportunities for Indigenous students enrolled at the University. The program, which aims to provide equitable access to work opportunities, offered full-time summer internships for students to work remotely at OpenText in our Software Engineering, Marketing, Finance, IT and Human Resources departments. The first cohort of OpenText Navigator Interns had the chance to gain new skills, network with leaders across the organization, and participate in several unique events and mentoring opportunities. For many of these interns, this was their first time working in a corporate environment. 

In honor of the National Day for Truth and Reconciliation, we sat down with five students from Lakehead University who recently completed their internship with OpenText to talk about their experience and gain their unique insight and advice. Here’s what they had to say: 

What does Truth and Reconciliation mean to you? How do you observe this day? ​ 

“The National Day for Truth and Reconciliation is very near and dear to my heart; I grew up on reserve, so this is my life. One of the biggest things that continues to take me aback is the fact that even so close to home, a lot of people are unaware of the history of Indigenous people in Canada and how they have been treated for many years. I believe it is so important to get the awareness out there so that people access the right information and learn how they can help move forward in a positive direction. As a mother of my two daughters, I worry that they will be discriminated against based on their gender and race - especially as Indigenous women. So, if things get better, people take the time to listen and learn, and my daughters can live in a world with a little bit less discrimination as a result, I will be happy.” – Sheanna Bannon, Nursing student, Partner Marketing intern  

“For me, the National Day for Truth and Reconciliation is helping to finally reveal Canada’s history to most of the world as it has been swept under the rug for too long. To me, Truth and Reconciliation is two-fold. With Truth comes addressing and recognizing what has happened to Indigenous people and understanding our history, including how we were here long before the settlers came to Canada. With Reconciliation comes the acknowledgement of what happened and what we are going to do to move forward. I think at the core it's about education of all people, including many Indigenous People who may not even realize what happened to their families because their own ancestors were so ashamed and couldn't share their stories. My family heavily regards the National Day for Truth and Reconciliation, we are deeply connected to supporting our communities and will observe the day together by attending as many events as we can. I encourage everyone to do the same!” – Teagan Neufeld, Biology Master’s student, Design Intern in Creative Services 

From your experience, how can we support and elevate Indigenous Peoples through our everyday actions?  

“I think respecting the culture and providing inclusive opportunities wherever possible. It is especially important for larger companies to create and prioritize opportunities for Indigenous People. For individuals, education is a key component. Access educational resources, share them with others, and take the time to learn. In everyday life, it is about respecting the culture and recognizing the hardship and history that has affected Indigenous Peoples today.” – Nea Saunders, Final year Education student (Primary and Junior Education), Talent Acquisitionist intern in Human Resources 

“Taking steps to help ensure fairness and equality is essential. A lot of reserves in Canada don’t have access to the most basic necessities - like water. There are reserves and communities in Canada that are living without access to clean water right now. Something as basic as helping to ensure access to clean water by supporting local charities or contacting your provincial or federal government will really help support Indigenous People and the communities.” - Teagan Neufeld, Biology Master’s student, Design Intern in Creative Services 

Is there any advice you’d offer to other Indigenous students at Lakehead University – or any University - that may be exploring applying for an internship?​ 

“My advice for future students applying for internships would be to be fearless and just go for it! That's essentially what I did, and I ended up getting this internship with OpenText even though I didn’t think I would. So don’t be afraid to put yourself out there, I know it’s hard to do and everyone struggles with it, but it’s worth it.” – Tiffiney Strickland, Nursing student, IT Service Desk intern 

“My advice would be to keep an open mind and no matter where you land, if you accept an internship with a company, make sure you take advantage of everything you possibly can. At OpenText for example, I not only joined the Indigenous & Allies Affinity Group but also the Queers and Allies Network, where I learned a lot there too. You never know what's going to appeal to you the most and at the end of the day, I think that everybody should do as much as they can.” – Sheanna Bannon, Nursing student, Partner Marketing intern 

What career/education advice would you give your younger self? ​ 

“Don't be afraid to ask. I’ve always been that guy that was too afraid to ask. Ask questions, ask for support and ask for help, because you can’t do everything by yourself. People are willing to help you if you just ask and more often than not, you will learn so much more that way.” – Justin Jacko, 3^rd year Computer Science student, QA intern in R&D 

Coming together in reflection and art 

This year, OpenText also commissioned special beadwork-inspired artwork from two of our talented OpenText Navigator Interns from Lakehead University, Teagan Neufeld and Sheanna Bannon. 

Here is what one of the artists, Teagan Neufeld, had to say about this piece:   

“I wanted to try and create a piece that reflects the whole Indigenous community. At first glance, I want people to appreciate that this is a nice image but understand that there is pain within the beauty of it. There is a bigger story to tell. I took inspiration from a quote that I came across in 2021, when hidden graves began to be uncovered: ‘They tried to bury us, they didn’t know we were seeds.’” 

The art incorporates the orange colour symbolic of Orange Shirt Day and includes the image of a turtle, which symbolizes Turtle Island, an Indigenous representation of North America, as well as truth. The piece is inspired by Indigenous beadwork, in which the bead most used is often referred to as a “seed bead”.   

As we prepare to commemorate the National Day for Truth and Reconciliation, we are thankful for the opportunity to have learned from our interns and look forward to a continued partnership with the University. 

By listening to Indigenous perspectives and experiences, we can better learn, reflect, and drive action. From these seeds, there will be growth. 

Resources for further learning  

• National Centre for Truth and Reconciliation 
• National Day for Truth and Reconciliation 
• Orange Shirt Day 
• United Nations Declaration on the Rights of Indigenous Peoples 
• Assembly of First Nations 
• Stories from the Land 
• CBC Unreserved 
• We Were Children – Prime Video 

The post The Journey Towards Reconciliation: OpenText Navigator Interns Share Their Stories appeared first on OpenText Blogs.

In an industry generally known for slow adoption of technology, one insurance business discovered that the COVID-19 pandemic provided the catalyst it needed to prioritize digital transformation. Liz Ellis, Senior Application Developer Lead at Grange Insurance, is driving innovation in that company’s multichannel customer documents and communications.

We met with Liz—who’s an early adopter of technology herself—to discuss the challenges and changes she’s seeing in the insurance industry today.

Before we talk about the role of technology in insurance, how did you get into technology?

My dad was a high school science teacher, and he always encouraged me in science and math. That made a big difference in my life. I was also very fortunate to attend a high school—this was back in the ‘80s—that actually had computers and offered classes in programming. One of my math teachers encouraged me to try programming. I took her advice, and I just loved it!

What do you find most interesting about the insurance industry?

You might think that insurance is boring, but the challenges that the industry faces are really quite unique. When I started working at Grange Insurance, I discovered how exciting it was. I would never have dreamed there were so many moving parts to the business.

What is one of the biggest challenges facing the industry?

Before COVID-19, the insurance industry had been very conservative in the adoption of technology, although it was slowly starting to change. But now, since COVID, it seems that the industry as a whole really gets it—that we can’t be slow adopters of technology. We really have to push and be more at the front of the pack of innovation, versus hanging back.

Grange Insurance had already been starting down that path of trying to be more innovative, sooner and faster. But COVID has definitely solidified that. There’s just no time anymore to wait and see. We want to be the one that everybody else is watching, wondering what we’re going to do next. I’m excited about that.

What innovations and trends are you starting to see?

Knowing in real time where you are in the conversation with your customer is a critical thing that companies are paying attention to. This was impossible with older systems that performed batch processing overnight, but all our new systems are real time. Now, if a customer says they want a policy, we can bind that policy and create all the policy documents instantly. We can have a real-time view of what we are doing with the customer, and then we can continue to innovate with our communications. When a customer service rep or an agent is talking with their policyholder, they know where we are as a company in that customer’s journey so that they can provide the best possible care for that customer in that moment. To me, that is exciting.

You recently presented at the OpenText Women in Technology Customer Communication Management User Community. Thinking back to the female math teacher who encouraged you take computer programming in high school, why do you think something like this is important?

To me, the Women in Tech forum is a great opportunity for women to lift one another up and help one another to grow. I think it’s very important for women, especially in traditionally male-dominated fields, to have that opportunity to come together.

The post Early adopter in a laggard industry: Accelerating tech innovation in insurance appeared first on OpenText Blogs.

Deep in digital transformation, the insurance industry must lean into the future to meet the needs of a modern workforce and user base.

The conditions call for ingenuity; and, as a millennial woman in technology, Nidhi Ramakant relishes the challenge. She serves as Technical Architect for MedPro Group, the leading provider of healthcare liability insurance in the United States, and the founder and creator of the Women in Technology CCM User Community, a group built on mentorship.

What drives you professionally? 

I have a diverse background but I’ve always been intrigued by the insurance industry. I thrive on technical and management challenges, so I wanted to add insurance to my domain expertise.

How does your driven nature serve you working in the insurance industry?

Insurance is a complex business. You must understand how ratings work, how forms are triggered: the rules for how many variations of one particular problem can exist is mind-blowing. Still, producing communications is our bread and butter and insurance companies must constantly keep evolving and elevating their practices because the business is changing at a very fast pace. I love to drive solutions keeping in mind how Generation Z users’ talents and prospects can be managed.

How do you bring a millennial perspective to transformation?

Finding solutions from a millennial perspective is the basis of where I start my innovation. Some areas need some major redesigning to serve younger users whose perspective, expectations and behaviors from solutions (devices as well as applications) are radically diverse. We certainly want thought leadership that can bring new, innovative ideas to improve the experience by delivering targeted and engaging communications.

What does the future hold for the insurance industry?

Automation and the clear cut use of data would make our practices and our users more productive. There is a plethora of data that still needs extensive understanding and implementation solutions.

What is your leadership style?

I am more of a transformational leader. I like it when we can all get in a room, brainstorm and involve people from the inception of what we are planning to do.

What guidance would you give to someone just starting out?

It’s a tough industry to keep up with, but you will get there. Ask for help when you need it.

I’d also encourage those getting started, especially women, to advocate for change. When I would attend conferences, I would mostly see men. There are different challenges that women face, such as childcare or juggling other responsibilities. I have faced those challenges, found solutions for some and working through the rest.

I encourage women to build technical expertise to increase job opportunities. I started the Women in Technology group so we can gather to talk about challenges we face, not just from a woman’s perspective, but from a leadership and mentoring perspective. If I could help someone in the community that would be a great way to pay it forward.

Nidhi continues to carve a confident path for herself and others. To read more about women in technology and how they are leading innovation, please visit the Women in Technology CCM User Group website. This Q&A is part of the customer spotlight series. For more information on customer successes and our loyalty program, visit the Elite website.

The post Millennial perspective on driving innovation and mentorship appeared first on OpenText Blogs.

Gender balance is not just a women's issue, it's a business issue. As VP of the Global Partners and Alliances team at OpenText, I know first-hand the importance of creating balanced and diverse teams. I firmly believe that strong leaders have strong teams, and it takes a diverse set of voices, opinions and experiences to create a winning team allowing everyone to perform at their best. When we prioritize diversity and inclusion, we bring new perspectives to the table and enable greater innovation.

As the Site Leader at the OpenText Waterloo office, it’s my privilege to organize events and professional development sessions to increase employee engagement and provide growth opportunities. In celebration of International Women’s Day (IWD) 2019 in Waterloo, we planned a full week of activities for our employees.

This year’s International Women's Day theme, #BalanceforBetter, encourages us to consider how we can build a gender-balanced world. We incorporated this theme into each of our events over the course of the week.

On Tuesday, we hosted an International Women's Day panel to discuss how we can all come together to #BalanceForBetter. My co-moderator Nicolas Heldmann, SVP Digital Business Services and I had the great pleasure of chatting with our panel of incredible senior women OpenText leaders:

• Renee McKenzie, VP, Enterprise Business Systems
• Mei Dent, VP, Engineering
• Mary Ann Valad, VP Corp Dev, Integration Excellence
• Crystal Bonsi, VP Revenue Operations, Field Sales
• Cori Knorr, VP, Customer Experience

Some of the key takeaways from the event included the importance of networking, building trust and teamwork, mentorship and sponsorship, and how we can get everyone involved in the discussion—not just women.

The panelists encouraged attendees to take charge of their careers by leveraging their networks, and to not only take on new opportunities whenever possible, but to actively seek them out. They provided tangible suggestions on what can be done at the individual and organizational level to implement change, including considering unconscious bias in hiring practices, incorporating gender neutral language in job postings and creating flexible work environments that encourage constant learning.

Watch our video below to see more of what the panelists had to say.

In addition to the IWD panel discussion, we also held a free Zumba class on Wednesday to help put the art of integrating life and work into practice. On Thursday, we launched a positive affirmation campaign that encouraged employees to contribute positive notes to our affirmation wall. And we finished the week with a special screening of Captain Marvel, Marvel Studios' first female-led superhero film.

It was an informative and inspiring week of celebrations! Our commitment to diversity and inclusion extends well beyond International Women’s Day, and this is only the first of many activities to create a #BalanceforBetter in 2019.

You can read more about OpenText’s commitment to diversity and inclusion in the technology industry in Mark Barrenechea’s blog or by visiting our website.

The post Balance for better at OpenText HQ appeared first on OpenText Blogs.

This year, OpenText™ sent our first official delegation of talented female employees from our Hyderabad and Bangalore offices to the Grace Hopper Celebration India (GHCI). As Asia's largest gathering of women technologists, GHCI provided our delegation with incredible learning and networking opportunities.

I had the pleasure of joining our inaugural Indian delegation to GHCI in Bangalore. Over 5,000 attendees took part in the official satellite event of the Grace Hopper Celebration, including our ten inspiring leaders. It truly was a conference to remember!

I sat down with some of our attendees – Luxmi Priyadarshini Bhattacharya (Program Manager), Himani Rathore (Manager, Consulting), Shalini Mahale (Senior Project Manager), Ashu Thangaraj (Director, Engineering) and Rama Bhamidipaty (Senior Director, Engineering) – to hear their thoughts on GHCI, diversity in the tech industry, and what makes India a great place for women in tech to thrive.

How did it feel to be selected as part of the first OpenText delegation to be sent to GHCI?

Luxmi: I felt honored to represent OpenText at the GHCI event. It was a great learning experience that I believe is going to bring the best out of me, both personally and professionally.

Ashu: It feels great to be selected as part of the first OpenText Delegation in India. This exhibits the commitment that OpenText has to diversity in technology. I am hoping that this continues and gets bigger year after year.

Himani: Being selected as part of the first OpenText delegation to GHCI was incredible and truly special. It was a conference full of energy and inspiration – so I was excited and was looking forward to this opportunity. I was the youngest member in the OpenText delegation and I knew I had so much to learn from all the other wonderful delegates, and that is exactly what happened at the conference.

India has made great strides in achieving gender equality in the technology industry. How do you think the country has achieved this great milestone?

Rama: In India, many female students prefer STEM disciplines. There are a huge number of companies offering technology jobs, providing real opportunities to female graduates. Companies are becoming more aware of the skills female employees can bring to an organization, including their aspiration to continue working after having children. The Indian government mandates that larger companies provide not only maternity benefits but also child care facilities for women returning to work. This helps women to continue in their career and thrive in the workplace.

Himani: The mindset of people across society is changing in India. Female empowerment is being given a lot of emphasis and women themselves are motivated to join the tech industry, so professional careers are leaping forward. Women are now able to concentrate on their career aspirations due to the support system they are building on. The support of the family and the help of other women are making great things happen.

Shalini: India has evolved over the years. I do see a great change in the mindset over the last 15 years, when I started my career. Education has played a key and pivotal role, and I think the technology industry has made significant progress in promoting gender inclusivity. Government intervention and some trail blazing women achievers have helped to bring about some drastic shifts in the industry. The percentage of women hired into entry level jobs has significantly increased in the last five years. I feel India still has a very long way to go, but one can take solace in the fact that we are marching towards the right direction, towards progress, women empowerment, global impact. Change is happening in every sector. There is a need to focus at the middle and senior management levels, too, to create more role models.

What was your biggest takeaway or favorite memory from the conference?

Shalini: I have great memories created for life from the conference. I had a wonderful opportunity to hear from women achievers about their life experiences and learnings. I was inspired hearing stories from a women achiever in the field of sports, who shared how to "Thrive on Pressure Like a Sportsperson". I met some great colleagues from OpenText who were my co-participants and learned how they overcame challenges in their lives.

Rama: Lori Beer, Global CIO of JPMorgan Chase & Co. referred to the song “I am Unstoppable” in her discourse. It was amazing and inspirational to see a woman coming from a farm community rising to the be the CIO of such a huge company.

Luxmi: “Leadership is an action not a position.” After attending multiple sessions by dynamic women leaders, what became very evident to me was leadership is not about position, or for that matter, title. It is about action. It is about who we are and our actions, our deeds, how we treat others, how we make decisions, how we listen to others, how we accept responsibility for our actions and hold ourselves accountable; this is who we really are. As leaders, we must realize that every action is a reflection of our character, our integrity and our ability to be noble, caring human beings.

Why do you think companies need to focus on diversity and inclusion in the future?

Ashu: Research has shown that having at least 30 percent diversity in the organization at board level increases the profitability and growth of the organization. There is diversity everywhere and embracing it enables companies to understand the needs of customer and help build better solutions. For today’s organizations, it has become an imperative to focus on diversity.

Rama: When women are part of the tech world, new ways of living, of seeing the world and of doing business reveal themselves. Women’s contributions need to be respected, their voices have to be heard. Companies will be better places to work, and more innovative and productive, as a result.

Luxmi: Diversity and inclusion is an absolute must in the global workspace. Apart from boosting the brand of the employer, it also helps create an environment for generating non-homogenous thoughts among the workforce. With the exchange of creativity and innovative ideas, diverse teams are known to perform better. Needless to say, high performing teams will eventually let the business grow and make it sustainable in the competitive market.

Ashu, you have been a GHCI volunteer since it began in India and this year you managed the “Tech for Good’ track. Why do you continue to get involved in GHCI year after year?

Ashu: I have been passionate about women coming into STEM and technology. GHCI was a great platform for me to help contribute towards this, and since the time GHCI started in India, I have been volunteering for this program. I had been a committee member as well as a speaker in the previous GHCI. It also provides a good platform to network, learn from other leaders and benchmark the work our organization is doing.

Hear more about Ashu’s involvement with GHCI, her career path and her advice for young women entering the industry in this video interview from OpenText Enterprise World 2018.

What is one piece of advice you would like to give to women who are just starting their careers?

Luxmi: The one piece of advice that young ambitious women are never told but could make all the difference is – “When you have an idea, be passionate about it and get your voice or product out there. Do not allow fear of failure hold you back from expressing yourself creatively. Keep thriving, keep pushing, persevere. Every day is a new opportunity, and you can take as many days as you need to succeed. "

Rama: Be confident and be strong and show yourself as the expert that you are. Take credit and accept praise for your work. Voice yourself, don’t let only your work speak for itself. Its voice might be lost.

Himani: Confidence is a gift we give to ourselves, so believe in yourself and take the plunge, do not give up. Your career is as important as anyone else's so do not settle for anything less than what you deserve.

More from the delegation

To hear more from Ashu, take a look at this blog where she shares her experience working as a leader in tech, or this interview with Ashu and Lakshmi Chinnam. Next, listen to this interview with Rama and Sangeetha Yanamandra, Director, Software Engineering on diversity and inclusion in the tech industry in India.

We also attended the Grace Hopper Celebration of Women in Computing in the U.S. this year – take a look at what our delegates had to say in this interview.

The post Celebrating diversity and women in technology in India appeared first on OpenText Blogs.

This year, OpenText™ sent our first delegation of women to the Grace Hopper Celebration India (GHCI), Asia’s largest gathering of women technologists.

Rama Bhamidipaty, Senior Director, Software Engineering and Sangeetha Yanamandra, Director, Software Engineering at OpenText India joined us to discuss what it was like to be selected as part of the first OpenText delegation to attend GHCI. Sangeetha and Rama shared insights into their careers in the technology industry in India, the importance of both having mentors and becoming mentors for others, and advice for young women looking to enter the industry.

Listen to this interview with delegates Ashu Thangaraj and Lakshmi Chinnam to hear more about GHCI.

The post Diversity and inclusion in India’s technology industry appeared first on OpenText Blogs.