[Women in STEM] Rashim Arora, Vice President of Engineering, Fiserv

In the ongoing series of Women in STEM, this week we have Rashim Arora, Vice President, Engineering, Fiserv Global Services. She has been with the company for 12 years, leading technology delivery teams. A technology industry leader for over two decades, Rashim has focused on building strong delivery organizations that thrive on engineering and innovation. “I am extremely enthusiastic when it comes to technology and passionate about leveraging it for business transformation, which is the need of the hour. People and culture are at the centre of everything we do, and key to transformation. I believe in unleashing the power of people and helping them achieve their potential,” she states.

An experienced delivery leader in the BFSI domain and a deep expert in Technology, Business Transformation, Cyber Security, Risk, Compliance & Audit, and Agile, Rashim has also been recognised for her work internally and externally by organisations such as Women’s Web and CII amongst others. Excerpts of the QnA.

What is your role in Fiserv? What are your immediate goals for the company?

I lead technology delivery teams including developers, business analysts, quality assurance analysts, architects and operations experts across various banking domains. We work on a wide spectrum of technologies including .Net, Java, PL/SQL, and in some cases COBOL and C++. We have undertaken a fast-paced transformation in the areas of cloud enablement; providing faster releases to our clients using DevOps and leveraging data enablement and data engineering. I also lead Agile transformation for multiple business units spanning 1500+ professionals.

Has the inclusion of Women in STEM changed over the years? How can the change be snowballed?

The definition of technology has changed over the years. It is not limited just to engineering roles. Though STEM education has proven to be an excellent catalyst for lowering gender disparity in science and maths, fewer women pursue a career in STEM. This could be due to a lack of guidance and mentorship at the entry-level; then through the professional journey. While organisations can build mechanisms to include Women from STEM backgrounds in the workforce, what is important is helping women sustain their professional journey.

Typically dropouts happen at the management level when there is a heightened need for flexibility and work-life balance. But organisations are unable to offer that support. To retain talent and ensure more women pursue careers in STEM conducive policies like pay parity and flexible work solutions, along with upskilling and mentoring opportunities, are essential. Fiserv has focused initiatives such as:

• The Technology Analyst Program; through which we connect with the country's finest technical talent from premier engineering institutes

• The Women’s Impact Network Employee Resource Group; which focuses on professional development and networking and serves as a platform to leverage the power of collective ideas

• Forward For Her; a program for women returning to work after a career break

We also have a strong focus on upskilling and internal mobility growth opportunities that often provide the much-needed stimulus for women to grow into leadership roles.

In the new normal, how are the roles of Women in Tech changing? What are the new challenges for women in tech?

Technology has transformed at an exponential pace in the past year. It would have taken a decade to get where we are today under normal circumstances. In this new normal, access to a robust digital infrastructure, optimum usage of new-age technologies, and skill prowess will be critical to enable women to stay relevant. As more and more people continue to work from home, a strong support network both at the workplace and at home also is required to be successful.

The impact of women in technology is undeniable. What do you think can organisations do to keep women engaged and appreciated in the workforce? What is Fiserv doing?

It is imperative for organizations not just to attract but also to retain women in technology. This, organisations can do by ensuring women have enough, and more, opportunities to voice their opinions, and by establishing long-term programs to provide continuous skill-building. Additionally, robust mentorship programs could go a long way in helping companies retain women in tech. It is crucial to celebrate female leaders to inspire more women to take up careers in technology.

At Fiserv, we have dedicated initiatives to recognize and applaud the efforts of our women associates and their contribution to our overall success. We have elevated our commitment to increasing the role of women in technology not just through our existing women associates but also by enabling career planning for new associates, especially women returning to work after a break.

What should organizations do to advance diversity, equity, and inclusion in new hybrid workplaces?

Fostering an inclusive environment that is open, safe and positive is crucial for employees to be at their best. Diversity and inclusion are key in building trust, bringing together teams to fuel innovation and drive success.  Some of the ways organizations can embrace inclusion in a new hybrid workplace model could be through:

• Inclusive Leadership - In any organization, commitment to diversity and inclusion must begin at the top.

• Awareness - Education and awareness will always be an important aspect of increasing allyship.

• Associate Engagement Platforms - For example, Fiserv focuses on people engagement through stories of excellence and associate recognition.

• Employee Resource Groups - ERGs help drive diversity and inclusivity, connect associates, and allow them to share perspectives and support each other to drive holistic development. Across our offices globally, we have over 6,400 ERG members through 84 chapters, who connect regularly with peers and allies for inclusive networking and growth.