our commitment to diversity,talent and community - cdk global · / 5 all n 2017 ert nluon annual...

Our Commitment to

Diversity,Talent and Community2017 Annual Report

© 2017 CDK Global, LLC / CDK Global is a registered trademark of CDK Global, LLC. 16-0048

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CDK All In 2017 Diversity & Inclusion Annual Report

A Message from the CEO

At CDK, we think about Corporate Social Responsibility as having three dimensions: Diversity, Talent, and Community. These dimensions are all built on the same principle that diversity comes in many forms. It is not solely defined by different backgrounds, but also different viewpoints, perspectives and skills. Each employee brings a collection of life experiences to the table to solve issues in our business and community. And by building diverse teams, we get a strong set of skills to strengthen our company and support our priorities.

Where does diversity show up at CDK? You’ll see in these pages that we embrace and drive diversity in multiple ways:

• Our strong relationships with our minority and women-owned dealership customers

• Our employee-led Business Resource Groups

• Our hiring and recruiting practices, including our intern program

• Our core Leadership Competencies

• Our community involvement

• Our technology-focused mentorship opportunities.

And I see it happening at all levels – from our Board of Directors to teams in all of our offices.

I am also proud to report that our employees see our focus on diversity. As measured by our company-wide employee survey, the overwhelming majority agree that CDK is committed to diversity in our business.

While we’ve made some great progress in these areas, we have an opportunity and a responsibility to move faster. To grow our talent pool and, in turn, generate business results, we must continue to focus on building a truly diverse and inclusive culture.

Brian MacDonald, CEOCDK Global

At CDK we are “All In” and hope you will join us on this journey.

Our Commitment to Diversity

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Our Commitment to Diversity & Inclusion

Having a workforce that reflects the population and the communities we serve, and a workplace that offers all employees the opportunity to reach their full potential, is simply the right thing to do. But leveraging diversity is more than that. It’s good for business. Understanding and drawing on the strength of diversity is at the heart of fueling innovation, fostering engagement and strengthening the CDK brand and reputation.

Since our spinoff from ADP, CDK has viewed the diversity of cultures, people, thoughts and ideas as critical to our success in the global marketplace. We understand that the power of diversity is unlocked when we respect and value differences. We know our strength comes from the diversity of our employees. To ensure that we stay focused and remain accountable to this belief, we launched the Corporate Responsibility Council (CRC) in 2015.

The 9 senior leaders of the CRC actively work with CDK leadership, managers and Business Resource Groups to ensure that diversity is the norm. This yields a commitment to the communities where our employees live and work and creates innovation in every part of our business.

In the stories on the following pages, you will see our values at work around the world. In 2017, CDK will be “All In” as we continue to build and draw on the strength of our diversity to meet new challenges and help enable success for our customer, our communities and our employees.

Tim RussellChief Global Diversity and Inclusion Officer

“Diversity is not about how we differ. Diversity is about embracing one another’s uniqueness.” — Ola Joseph

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At CDK Global, we strive to provide our employees with a sense of belonging. By providing Business Resource Groups, or BRGs, our employees find outlets to share their thoughts and perspectives with like-minded individuals. BRGs are company-sponsored, employee-led networking groups. They act as strategic partners to provide input on business issues and opportunities, and allow employees to take action to address common interests, issues and concerns. Our BRGs include African-American, Pan-Asian, Hispanic, LGBTQ, Millennials, Veterans, Virtual, and Women’s.

BRGs provide our employees with:

A sense of belonging – In a BRG, CDK employees find an outlet to share their thoughts and perspectives with like-minded individuals. They’ll get opportunities for professional networking, training, and cultural competency development.

An opportunity to make a difference – BRGs add value to the business by contributing to setting the company’s direction, and using diversity to bring about positive change to help meet company goals and client expectations. Through BRG initiatives, our associates also have the potential to make a difference in our wider community.

An opportunity to meet our leaders – You’ll have opportunities to engage with CDK senior leadership if you’re involved in a BRG. Exposure to senior management and professional networking could bring opportunities for informal mentoring.

A chance to grow their skills – You can learn and hone a whole range of skills from presentation and project management, to team leadership, motivation, meeting facilitation and client engagement. Employees can do this by taking on responsibility for BRG programs and initiatives.

DIVERSITY“Our Business Resource Groups provide the platform for our employees to share their unique perspectives and expertise to help CDK achieve our business objectives.” - Tony Graham, Chief Customer Experience Officer

With numbers that have continued to grow throughout the years, the Business Resource Groups have seen significant increases in employee participation and engagement.

Over

500 members

Business Resource Groups available to employees

Business Resource Groups (BRGs)

Our BRGs include African-American, Hispanic, LGBT, Millennials, Pan-Asian, Veterans, Virtual and Women’s.

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The African American BRG focuses on elevating professional and leadership development of African-American employees. By fostering mentoring, recruitment, retention and community engagement, we help to advance diversity and inclusion within CDK Global to drive business and career outcomes. Our goal as a BRG is to support our mission to build the best team, deliver superior results and be the global leader by creating an inclusive culture that fully engages employees.

Part of our goal is to give our members an opportunity to connect and network with other employees at different levels, which is why the BRG is open to all employees. We’ve combined a diverse work environment while also being inclusive, as a means of driving continued growth.

I am very passionate about leading the African American BRG. It’s given me the leadership experience I need to be able to reach my personal development goals. My advice for employees would be to join our BRG if you have the drive to move

forward in your career and help meet your personal goals.

We are dedicated to creating a strong sense of community support through networking, education, professional development, and friendship. We aim to promote equality in all opportunities, including recruitment at CDK Global. I joined the BRG because, as a gay man, I see the inequality of the LGBTQ community all the time. Work is a place where there shouldn’t be any inequality based on your personal identity.

At CDK, we have a large LGBTQ community and because of the BRG, we have been able to bring people together to reach a common goal. I’ve connected with various employees throughout the country with amazing ideas on how to make CDK a diverse and inclusive place to work. Leading this BRG has allowed me to interact with employees and strategize how to help them achieve their goals.

Being a part of an inclusive company like CDK, means I don’t have to change the suffix of my husband’s name or avoid talking about him or my personal life to coworkers. I volunteered to be a leader because I want to drive change and help create a safe and fun place to work. Employees want to come to work and be proud of who they are. Our BRG’s focus is to create that same feeling for all who

work at CDK.

Tim Parker Sr. Laser Install Specialist

President of the African-American BRG

DRIVEN

Seth LevinAccount Advocate, Digital Marketing

President of the LGBTQ BRG

PRIDE

BRG Leaders

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The Hispanic BRG is called L.A.T.I.N., which stands for Latin American Tech Industry Network. The mission of the group is to serve and operate as a support network by fostering professional development, community engagement, and organizational culture within CDK.

As president, the BRG has allowed me to develop the skills to lead an organization that will benefit both employees and CDK. I am passionate about seeing this BRG thrive and look forward to seeing it take off. The group has already helped me develop key professional skills, like branding and leadership, in just a year’s time. I encourage employees to join the group to create an influence, leave a legacy, and build our brand among the Hispanic community.

Diversity and inclusion is a culmination of individuals from different backgrounds, perspectives, and experiences, with mutual respect and appreciation for each other. I believe it’s the smartest approach for business leaders to ensure that their company has a diverse workforce because it provides greater insight to a successful organization.

The Pan-Asian BRG wants to create a collaborative and diverse community that will deliver results quickly and create a framework to be “One CDK.” Since Asia is a huge melting pot, there are many cultures within our BRG. Our goal is to make CDK a best place for Asians to work.

The BRG is a great platform to socialize and network with employees from different parts of the organization. I am fortunate to work with people from more than 30 different countries, but others may not have the opportunity to do so. It’s great to connect with different employees since people think differently in order to solve complex problems. I’ve been involved with other BRGs at other organizations and have seen what they can bring to the table, which is the reason I got involved with the Pan-Asian BRG.

One of the best lessons that I’ve learned has been as a youth soccer coach, “the best team always wins, even if the team doesn’t have the best players.” Teamwork and collaboration is essential in order to be successful, an approach that can be transferred over to our BRGs.

Brenda Kampmeier Corporate Communications Specialist

President of the Hispanic BRG

LATIN

Krishna Debnath Product Launch Manager

President of the Pan-Asian BRG

HARMONY

BRG Leaders

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Our BRG’s overall mission is to connect, promote, and empower women through mentorship, networking, volunteerism, and professional development. The BRG is a great way to meet other employees and learn more about what they do within the company. It’s been beneficial, as it provides the opportunity to meet some amazing people and to learn more about how they add value to CDK. The BRG drives the programs, events, training and community involvement that will give the women of CDK the chance to build their brand and lean into their careers.

I’ve been a member of the company’s BRG and Diversity and Inclusion initiatives for over 10 years, serving as President of the African American BRG. So, assuming the role of the Women’s BRG President was an honor, as women continue to excel and take on more leadership roles. I have mentored and coached others throughout my career but, as the President of the BRG, I’ve had the chance to really influence others to pursue opportunities in leadership that they have been hesitant to pursue. I’ve enjoyed being a role model to other women in the organization – both internally and externally, looking for ways to grow professionally and personally in their careers within CDK. A leadership position within the BRG has provided me the opportunity to get to know our women leaders and those aspiring to be leaders. I’ve had the opportunity to strategize and begin to build an organization that will encourage and empower the women of CDK.

The Veterans BRG’s mission is to recognize, appreciate, and support the military, veterans, their families, and our communities - strengthening our role as a leading military and business partner. We cover topics surrounding Veterans’ issues but our BRG is meant to be inclusive to all employees who support our mission, values, and goals. The Veterans BRG is so new, having just formed in September 2016, but everything has been so positive up to this point.

The BRG has been beneficial to me mainly because of the exposure within the company. I told our Corporate Responsibility Council in a presentation that, for the first time, I was so proud to be a part of a company like this. To see the support of CDK and the employees has been fantastic. I am proud of what we are doing as a BRG and the support has been overwhelmingly positive. Outside of the exposure I mentioned, a leadership position has allowed me to build relationships with some of my cohorts I never would have had the opportunity to work with. We also feel a strong sense of accomplishment as we work together to build a team, set goals, and execute our mission.

Diversity to me means being open and welcoming to all, regardless of any factors. I hope we build our BRG in a way that is inclusive to anyone and everyone who supports the idea of what we are working towards, regardless of Veteran status.

Kathy Gilbert Director of Sales & Business Development

President of the Women’s BRG

EMPOWER

Kyle WilkeSolution Sales Consultant II

President of the Veterans BRG

VALOR

BRG Leaders

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Our mission as a BRG is to fuel our passion to motivate and collaborate with our peers. The BRG has a desire to learn and align ourselves to our goals. We drive to continue to inspire innovation around us.

Our goal is to foster networking, leadership, and skill development. I decided to lead the Millennial BRG because I knew this would be an opportunity for me to grow professionally. The BRG has helped me sharpen my skills such as delegation, networking, and creating creative solutions to problems. To me, the leadership position means: responsibility, growth/skill development, motivating others, and being a part of an influential project.

The advice I would give anyone that wants to be a member of the Millennial BRG is to express interest in the group and to be open and ready to have new experiences. Our BRG provides advantages to members such as professional development workshops, guest speakers, and a place to meet new people. The great part is that these perks are available to everyone, not just Millennials.

Diversity and inclusion are two pillars to assist businesses in continual growth. True synergy cannot occur if everyone in the room comes from the same background. Our goal as a BRG is to promote diversity and inclusion to make our business competitive and globally successful.

The Virtual BRG represents employees who work primarily from location(s) outside the major CDK offices such as home or satellite offices. Our purpose is to connect, promote and empower virtual employees through networking, mentorship, professional development and community service.

As a virtual employee myself, I joined this BRG as an opportunity to meet and connect with employees in other parts of the company who I do not have the opportunity to work with on a daily basis. My advice is to find a BRG that interests you and jump in! Don’t be afraid to offer your ideas and get involved leading an event or stepping into a leadership role. BRGs offer a great opportunity for employees to network, share ideas and develop leadership skills. This leadership position has also allowed me to create more depth and breadth in my own leadership skills, which I use daily in my role as a Project Manager.

Diversity and Inclusion represents the CDK commitment to build a diverse workforce, and harness the talents and expertise of CDK employees to support and accomplish our business objectives.

Tia SteeleClient Tech Analyst II, Digital Marketing

President of the Millennial BRG

NEXT WAVE

Aminta Di MauloManager, Project Management

President of the Virtual BRG

CONNECTED

BRG Leaders

Our Commitment to Talent

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Our Commitment to Talent

At CDK, we hope and expect each employee to bring their best every day. We strive to create an environment where everyone can be who they are and reach their full potential.

When groups of individuals come together and allow for this, two things are achieved: inclusion and high performance. The best idea is seldom the first one and solving problems in business requires different points of view and people listening to each other. Ultimately, this leads to trust and a company of committed individuals who have built careers, started families and established lasting friendships. Our average employee tenure of 10+ years speaks to that commitment.

We have very talented and committed people building, selling and servicing technology around the globe. They make the choice to be at CDK every day, and they believe in their choice. They know that their work matters and it is making an impact in our industry — with clients and their teammates. By being a part of CDK, they also have many opportunities to impact their communities — from mentoring STEM students, to nonprofit board placement, to community service projects and matching gift programs.

There is total commitment throughout CDK to not only embrace differences, but celebrate them. Being “All In” is a CDK competitive advantage and I’m proud to be a part of it.

Ted MooreVP, Integrated Talent Management

“Those that don’t got it, can’t show it. Those that got it, can’t hide it.” - Zora Neale Hurston

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DIVERSITY“Not only is it the right thing to do, it’s the smart thing to do. Having a diverse workforce is essential to our sustainability.” - Tim Russell, Chief Global Diversity and Inclusion Officer

RecruitmentCDK recognizes the importance of a diverse workforce.

We are implementing strategies to make an impact on who is recruited and who is hired.

Career Paths and Talent Management

When asked about what one could expect as a career path at CDK, Mary O’Reilly, Director of Staffing, was quick to respond, “The employee is in the driver’s seat. They own their career and which direction they want to go.” She discussed the importance of training resources, mentoring, and job shadowing new employees. She also encourages new hires to become involved in a BRG (or two) because they are perfect for networking and meeting new people with similar backgrounds and experiences. They can help one feel more connected to a new and different environment.

Recruiting talented women and minorities — and helping them grow their careers at CDK — is a company-wide initiative. To achieve a diverse employee base that reflects our customers, we partner with academic institutions, organizations and provide training opportunities that promote diversity and inclusion.

We hosted networking events and participated in job fairs with our diversity partners such as Chicagoland Women in Technology and ACT-W. “Our hope is to bring together women who are passionate about technology,” said Kevin Brinkley, Director of Staffing.

“We welcome those with diverse backgrounds and expertise, such as developers, engineers, product managers and designers.” We recently launched the CDK Recruiting for Diversity Handbook. The purpose of the handbook is to build our recruiters and hiring managers’ capabilities to recruit and hire diverse candidates. In addition, the handbook provided recruiters and hiring managers with tips on:

• Recognizing both conscious and unconscious biases;

• Proactive recruiting; and

• Screening and interviewing.

CDK recruiters are trained and educated on diversity and they’re able to measure their results by the year over year increase for women and other minorities at CDK. Delivering training to managers is the key to encouraging employees to embrace and accept a more diverse and inclusive team.

“We’re talking about it because we’re not where we want to be. We’re fundamentally changing the way we look for talent.” - Kevin Brinkley

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“CDK realized many years ago that sourcing top talent from the best colleges and universities ensures that we can recruit a large number of highly skilled and diverse employees.” - Lori Sullivan, Manager, Campus Recruiting

What CDK is Doing Differently

It’s no secret that in the next decade we will see a great number of baby boomers retire. As a result, CDK is investing heavily in campus recruiting. Investing in campus recruiting ensure that we can build a pipeline of future talent. Recruiting top young talent is key for CDK to continue being the leader in the automotive retail industry. It’s the lifeblood of our company.

According to Lori Sullivan, manager, campus recruiting, “CDK realized many years ago that sourcing top talent from the best colleges and universities ensures that we can recruit a large number of highly skilled and diverse employees.” Our Summer Internship Program is the cornerstone of our strategy in attracting top college students and creating diverse pipelines for our entry-level roles. Millennials add a fresh perspective to our business. Their ambition and desire to create innovative technology provides managers and interns with an opportunity to share ideas with each other.

CDK finds this fresh talent through targeting core colleges and universities, student organizations and diverse partners. The goal in targeting a core school or program is to look for more than one area that’s being recruited for.

Campus Strategy

One has to dig deep into the core schools, student organizations, and locations to find those students who may not have considered a career in technology. Today, 92 percent of our interns are software developers. Once we hire interns, our goal is to convert them to full-time employees after they graduate. Interns who convert to full-time employees feel a sense of belonging and are retained at higher rates.

Summer Internship Program

At CDK, we are invested in the future – whether it’s the future of our business or the future of the industry as a whole. The Summer Internship Program was first developed nearly 20 years ago as the Minority Summer Internship Program. That year, CDK hired two summer interns. The internship program was expanded to include all students. To date, the Summer Internship Program has hired more than 300 students, with several of them receiving offers of full-time employment. Our interns work on projects that have a real impact on the business, with a culmination of presenting their work to the CDK leadership team. The interns use this opportunity to see firsthand how their contributions will impact our customers.

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Diversity and engaged employees are our greatest asset. You pair that with world-class technology and the results are unstoppable. At CDK, we encourage and talk about the need to be a diverse workforce through our talent scouts’ efforts, Business Resource Groups, Corporate Responsibility Council and the Lean In meetings. The perspectives, insights, and variety of viewpoints that diversity offers our company, clients and environment is healthy for a global organization.

Understanding that diversity and employee engagement is a strength for CDK, we wanted to ensure that we embedded it from the very beginning as we built our new Center of Excellence in Cincinnati, Ohio. We wanted to lead the way in Cincinnati by hiring a diverse workforce. Our approach was deliberate and simple: get the best talent available! As a result, in our first year, 52 percent of our employees are diverse. Additionally, we respect, support and engage our employees.

Our employees don’t check their personalities at the door when they come to work. Knowing they are respected as individuals at work can have a significant impact on their commitment to work. Each employee’s potential extends well beyond his or her job.

And tapping that potential means recognizing how an employee’s talents, goals, and life experiences drives his or her performance, personal success, and engagement.

Our diversity uniquely positions us in the automotive and high-tech industry. The opportunities for women and minorities in this industry are unlimited with positions ranging from engineering, to project management, to client technical analysts, to digital marketing, to sales and more. CDK differentiates itself by having its employees move from one department to another to gain experience that will lend to advancement. At CDK, we say it’s a way of adding another tool to your mechanic’s tool chest.

Kristin CarricoVP, Customer Experience

North America

Building a Diverse and Engaged Location Cincinnati’s Center of Excellence

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Minority Dealer and Women RetailIn the early 1990s, CDK recognized that the minority dealer segment

was one of the fastest growing segments in the country. At that time, CDK established the Minority Dealer Relations team to focus exclusively on this segment of dealers and the manufacturers and associations that supported them. In addition to our minority dealers, we paid particular attention to our ethnic minority women dealers as they were very involved in the early years. In 2001, we extended our focus to women retailers.

Today, we have more than 1,600 minority dealers and almost 1,000 women dealers. Of the Automotive News Top 150 Dealership Groups, 14 of them are minority dealers and seven of them are co-owned by women. CDK has the largest market share among the minority dealer community. We are committed to understanding the unique business challenges facing minority and women dealers today and to providing CDK solutions and services that address the specific challenges of this market segment.

Internally, we have been a big advocate for our minority and women employees as well. Our Business Resource Groups provide the platform for minorities and women to share their unique perspectives and expertise to help CDK achieve our business objectives.

The focus for the future is to increase the representation of minorities and women in the organization and in the markets we serve. Statistics show that minorities and women continue to be among the fastest growing segments in the country. CDK is focused on changing the perception that the automotive and technology industry isn’t the place for minorities and women.

We are focused on making the investments in our employees to provide examples of what success looks like, because our customers and business partners value our employees,especially those that look like them and understand their challenges.

WE MAKE IT HAPPEN

• Our partnerships with OEMs have led to the delivery of special programs for our minority dealers, offering unique solutions that benefit the minority community

• Our participation in and sponsorship of minority dealer events is unsurpassed, averaging 10 events a year — including annual meetings, regional meetings and industry event receptions

• Our strong relationships with minority dealer associations and industry partners have helped increase the support for minority dealers throughout the industry

• Our partnership and support of the General Motors Women’s Retail Network, the Women’s Automotive Association International and Women in Automotive for the last 15 years continues to demonstrate our commitment

Tony GrahamChief Customer Experience Officer

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We understand what diversity means: it is the “state of being diverse or different.” But we also know

it has different meanings to many of our employees. Here’s what they had to say.

What Does Diversity Mean To You?

“Diversity means a celebration of differences.” Mary O’Reilly | Dir, Staffing Talent Acquisition Workflow Solutions

“Diversity is the understanding that the more dynamic your circle, the stronger is the whole – It is encompassing the continued strength of constant change, which brings about the evolution of newer standards.” Germaine Stephens | Inventory Solutions Consultant I, Workflow Solutions

“Diversity helps us open up to new perspectives and solutions that would not be realized if we were all the same. It’s for this reason that I love leading diverse teams at CDK!”

Mike Boyk | Supv, Lead Generation, Inside Sales

“Diversity is about recognizing that we are indeed different, but that our differences are what make us so great.”

Deana Flores | Product Manager IV, Product Management

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“Diversity means having the benefit of learning from others backgrounds that are different from mine and being able to grow everyone’s experiences because of it.”

David Lopez | Sales Ops Program Manager, Planning & Operations

“Diversity is being grateful for each other’s differences, because it offers an opportunity to learn and be better together.”

Saloni Shah | Software Engineer III

“To me it’s about everyone realizing they have immense opportunities and their gender, race or any other label has nothing to do with their ability to be successful.”

Kevin Brinkley | Dir, Staffing, Talent Acquisition

“To me, diversity and inclusion means respect and appreciation for all people. It means having a work place that fosters, promotes, and encourages the differences of all people.”

Lashanna McGahee | Recruiter II, Talent Acquisition

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Jeffrey OlinVP, Global Tax

Scott HerbersVP, NA Dealership Sales

Ted MooreVP, Integrated Talent Management

Tony GrahamVP, Chief Customer Experience Officer & RGM, CRC Co-Chair

Yolanda RocioVP, Human Resources

Dean CrutchfieldEVP & Chief Information Officer

CRC Co-Chair

Kristin CarricoVP, Customer Care

Keith ZackroneVP, Development & Architecture

Neil PackhamPresident, CDK International

The Corporate Responsibility Council at CDK Global is comprised of senior executives who guide their respective business units and functional areas by implementing and sustaining successful diversity, inclusion and community investment practices. They lead by example and consistently work to ensure CDK demonstrates a best-in-class culture of diversity, inclusion and community engagement. Representatives meet quarterly to discuss progress on initiatives and ways to strengthen our commitment to diversity, inclusion and community investment.

CDK Corporate Responsibility Council

Our Commitment to Community

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Pit Crews

The Pit Crew is the driving force behind an active, engaged workplace at CDK! Members act as representatives of their departments in their local offices. With the guidance of the Corporate Responsibility Team, they plan, promote, execute, and report on community programs and employee activities. Their responsibilities include: donation drives, group volunteer events, biannual appreciation events, quarterly engagement activities, and office amenities and perks. Any employee can be a member of the Pit Crew! The goal is to have members from each department in all offices. Members can self-select to join or be nominated by a colleague or manager, and they commit to a one-year term when they join.

“Joining a Pit Crew not only allows our members to make a difference in their communities but it also helps them connect and network with fellow employees!”

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Chicago CaresChicago, Illinois

Feed My Starving ChildrenChicago, Illinois

CDK Global Community Involvement

Employees from the Hoffman Estates office volunteered at the 25th Annual Chicago Cares Serve-a-Thon in Chicago. The Serve-a-thon is a daylong community service project, mobilizing over 5000 volunteers throughout the Chicagoland area. The aim: to make an impact on schools and parks in every corner of the city.

CDK volunteers brightened hallways with a splash of color, added interest and excitement with wall murals, and made the courtyard a learning space with a world map.

CDK is a longtime supporter of Chicago Cares. Over the last nine years, CDK has donated more than 5,400 hours to help Chicago Cares carry out an array of projects such as environmental projects at parks, school improvements, and interactive programs at community agencies.

CDK employees partnered with Feed My Starving Children to raise awareness of the critical issue of childhood hunger. Volunteers visited the nearby packing site and put together over 27,000 meals – feeding 75 children in Kenya for an entire year! In addition, CDK made a generous gift to make this possible and provide the meals.

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Flying Pig MarathonCincinnati, Ohio

Mega Plantation DriveHyderabad, India


Over 50 employees from the Cincinatti office volunteered at the Flying Pig Marathon in 2016. The purpose of the marathon is to provide a premier event open to athletes of all levels and abilities, that are dedicated to making a difference. Charities of all types gather for the events and celebrations.

The marathon is sponosred from a community perspective. Volunteers from around the community, including CDK employees, worked hard to make the event a special one. The volunteers from CDK arrived and spent the day cheering on the runners and handing out water and snacks. Not only are the charities helped in this process, but a better sense of community is built along the way.

In collaboration with their state government, over 40 CDK employees in Hyderabad, decided to donate their time and energy to a larger cause. They participated in the “Mega Plantation Drive.” CDK employees planted about 650 saplings and committed to nurturing them for at least a year.

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ChickTechFounded November 2011


ChickTech is a nonprofit organization dedicated to retaining women in the technology workforce and increasing the number of women and girls pursuing technology-based careers. It is headquartered in Portland with chapters in various cities all over the U.S. The two main initiatives by ChickTech are the High School Program, a yearlong series of opportunities for high school girls providing free hands-on technical workshops, mentoring, and internship opportunities, and the Careers Program, which is focused on building a community for women and providing them with the support they need, whether it be career-focused, technical, or emotional and social.

CDK supports ChickTech and has been involved in both ChickTech initiatives. CDK sponsors four local ChickTech Chapters: Portland, Chicago, Austin, and Seattle. CDK is dedicated to increasing and maintaining the presence of women in technology- based careers.

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