Pearlynne Garcia, Accenture Philippines:
A Woman in Technology

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Podcast interview and production by Zoë Rosal

Pearlynne Garcia is the Managing Director for Accenture Technology in the Philippines. She’s a deeply skilled technologist and an advocate for inclusion  and diversity programs. Validated by Accenture’s HR Talent Strategy Manager for  Inclusion and Diversity, Ted Chan, we can be inspired by Pearlynne’s sense of foresight  where she is able to effectively anticipate the evolving needs of parents in the workplace,  her ability to empower by encouraging her team to speak their mind, pitch in and help with Accenture’s advocacies, and lastly her passion for inclusion and action to partner  with different communities such as their own LGBTQ+, and PWD. 

For two decades and counting, Pearlynne has made her way to the top of the tier;  collecting valuable lessons in technology, leadership, and that sweet spot between work  and family. Alongside being a leader, Pearlynne is also a working parent.  

In this podcast, Pearlynne shares stories about her daily life as a woman leader in  technology while being a mother to three beautiful children, and how Accenture’s role has  helped her in this inspiring journey.

"The learning continues even if you are a leader, you are not stuck in one thing. That’s always part of the leadership- constant learning."

Inclusion for Women—the Accenture Way

We spoke to Ted Chan, HR Talent Strategy Manager for Inclusion and Diversity, and  asked him to shed more light on how the company creates an environment of inclusivity  with an emphasis on women.  

Accenture offers programs, initiatives, established benefits and set up communities inside  the organization as they strive for everyone to have a strong sense of belonging—to feel  validated, understood, and appreciated. 

“To maintain diversity, we have partnerships with external organizations and academes.  We have internship programs to prepare women with critical skills—before they enter the  workforce, we also constantly audit our job descriptions so that women are not just  encouraged to join Accenture, but also see the possibility of enjoying a career in technology.  

Inclusion only works when we are able to appreciate people from all walks of life, regardless of orientation, or disability. In a company as big and globally connected as we  are, there are many opportunities for women to thrive in the career that they want to be  successful in. In fact, we have a “Careers Marketplace,” [where] they are free to choose  from those [listed] and apply for them.” 

The organization ensures they have a talent management system that supports inclusivity  for women, for any gender identity, and for people with disabilities to be successful at  work and at home—to thrive in their careers and personal life.

“What I admire about Pearlynne is her sense of foresight, her ability to empower, and her passion for the cause.”

Mentioned in this podcast are Pearlynne’s female role models:

Nescel Asunscion

Nescel is a retired Accenture Technology Managing Director; having held the role of Corporate  Citizenship Executive Sponsor for Accenture Philippines.

Ambe Tierro is a Senior Managing Director and the Accenture Technology Centers Lead for Asia Pacific, Africa, and the Middle East.

Accenture Philippines is a Great Place to Work-Certified™ company! Click here to view their Certification Profile.

Zoë Rosal

Zoë Rosal is the Creative and Content Manager for Great Place to Work® Philippines, and a can-doer of all sorts. On some days, she enjoys illustrating the wonders her imagination can conceive. On others, she is exceedingly musically-inclined. You’ll often see her lost in her tiny universe, doodling with earphones on, or on your radio, speaking her mind with a cup of afternoon tea in hand.

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Philippines Best Workplaces™ 2024 Methodology

Employees respond to over **60 survey questions** describing the extent to which

their organization creates a great place to work For All™️.

85% of the evaluation is based on what employees say about their experiences of trust and reaching their full human potential as part of their organization, no matter who they are or what they do.

Great Place to Work® analyzes these experiences relative to each organization’s size, workforce make up, and what’s typical in their industry. The remaining 15% of the rank is based on an assessment of all employees’ daily experiences of innovation, company values, and the effectiveness of their leaders to ensure these are consistently experienced.

To be considered, companies had to meet the Great Place to Work-Certified™

standard. Trust Index©️ survey results are accurate to a 95% confidence level with a 5% margin of error or better to ensure the survey results truly represent all employees.

We review any anomalies in survey responses, news and financial performance to ensure there aren’t any extraordinary reasons to believe we couldn’t trust a company’s survey results.

Companies with 10 to 99 people were considered for the Small category.

Companies with 100 employees or more were considered for the Medium category.

Companies exceeding 1,000 employees were considered for the Large category.


To be eligible for the World’s Best Workplaces list, a company must apply and be named to a minimum of 5 national Best Workplaces lists within our current 58 countries, have 5,000 employees or more worldwide, and at least 40% of the company’s workforce (or 5,000 employees) must be based outside of the home country. Extra points are given based on the number of countries where a company surveys employees with the Great Place to Work Trust Index©, and the percentage of a company’s workforce represented by all Great Place to Work surveys globally. Candidates for the 2017 Worlds Best Workplaces list will have appeared on national workplaces lists published in September 2016 through August 2017.