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Winning in the Marketplace with Diverse Talent

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Presentation on theme: "Winning in the Marketplace with Diverse Talent"— Presentation transcript:

1 Winning in the Marketplace with Diverse Talent
IBM Workforce Diversity & Inclusion Winning in the Marketplace with Diverse Talent Diversiteitsmanagement op de arbeidsmarkt: nieuwe bedrijfsstrategie of maatschappelijke uitdaging ? Edith Jonkers © 2006 IBM Corporation

2 “None of us is as strong as all of us”
What is Diversity and IBM ? The business value of Cultural Diversity in meeting societal expectations DIVERSITY Within IBM, the principles of diversity extend beyond issues related to race, gender, or physical disabilities to differences in culture, lifestyle, age, background, experience, religion, economic status, sexual orientation and marital status. INCLUSION is the essence of a workplace where everyone in the organization has the opportunity to fully participate in creating business success and is valued for the distinctive skills, experiences, and perspectives they bring to the workplace. “None of us is as strong as all of us”

3 A Statement of Inclusion
The employees of IBM represent a talented and diverse workforce. Achieving the full potential of this diversity is a business priority that is fundamental to our competitive success. A key element in our workforce diversity Programs is IBM’s long-standing commitment to equal opportunity. Business activities such as hiring, promotion and compensation of employees, are conducted without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability or age. These business activities and the design and administration of IBM benefit plans comply with all applicable law, including those dealing with equal opportunity. For qualified people with disabilities, IBM makes workplace accommodations that comply with applicable law, and which IBM determines are reasonable and needed for effective job performance. In respecting and valuing the diversity among our employees, and all those with whom we do business, managers are expected to ensure a working environment that is free of all forms of harassment. This policy is based on sound business judgment, and anchored in our IBM Principles. Every manager in IBM is expected to abide by our policy, and all applicable laws on this subject, and to uphold IBM’s commitment to Workforce diversity. S.J. Palmisano Chairman and Chief Executive Officer

4 There is a clear Business Case for addressing Diversity & Inclusion
Global Marketplace Meeting Customer Needs Customers, suppliers and strategic Partners are increasingly global and multi-cultural Customers have diverse needs Business must position itself to communicate and market to a diverse internal and external population Businesses must reflect their diverse population in order to be responsive to customer needs and expectations Creating a Great Place to Work Making Diversity an Advantage The competition to attract and retain top talent is increasing Competitive advantage is through being a leader in innovation Employers must be employer of choice to attract, develop and retain key skills (Inclusive culture, supporting talent development, flexible working practices) Business needs diverse perspectives and to enhance creativity and innovation

5 Organizational Structure IBM’s Ongoing Commitment to Diversity & Inclusion
Common Areas Addressed With Management Diversity Council Solutions & Actions Identified Task Force by focus area Common Issues Identified Network Groups by focus area: GLBT, Cultural, Women, PwD Work/Life, Multigenerational WF

6 Communication

7 What IBM does to support Cultural Diversity
Develops local partnerships with external organisations to contribute to greater social cohesion. Works to increase the ethnic diversity of the workforce by developing the pipeline and supporting the recruitment, integration and advancement of employees of diverse ethnic origins. Assesses external trends and prepares for social changes regarding ethnicity. Offers cultural diversity education to enable managers and employees to communicate and work effectively with clients and colleagues from diverse cultural backgrounds.

8 What makes IBM’s Diversity & Inclusion initiatives succeed?
Senior management sponsorship & commitment through the pan-European and local D&I Council and Taskforces Clear diversity business case linked to business drivers and business strategy Commitment and “buy-in” across all levels of the organisation Viewing diversity as an overall change programme rather than as an “event” Identify and address behavioural and systemic barriers and blocks Integration with culture, HR and management practices Diversity & Inclusion education offerings


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