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 expectationsDIVERSITY 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. PalmisanoChairman and Chief Executive Officer
4 There is a clear Business Case for addressing Diversity & Inclusion Global MarketplaceMeeting Customer NeedsCustomers, suppliers and strategicPartners are increasingly globaland multi-culturalCustomers havediverse needsBusiness must position itself to communicate andmarket to a diverse internal and external populationBusinesses must reflect their diverse population in order tobe responsive to customer needs and expectationsCreating a Great Place to WorkMaking Diversity an AdvantageThe competition to attract and retaintop talent is increasingCompetitive advantage is throughbeing a leader in innovationEmployers must be employer of choice to attract, developand retain key skills (Inclusive culture, supporting talentdevelopment, flexible working practices)Business needs diverse perspectives and toenhance creativity and innovation
5 Organizational Structure IBM’s Ongoing Commitment to Diversity & Inclusion CommonAreasAddressedWithManagementDiversityCouncilSolutions &ActionsIdentifiedTask Force by focusareaCommonIssuesIdentifiedNetwork Groups by focus area:GLBT, Cultural, Women, PwDWork/Life, Multigenerational WF
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 TaskforcesClear diversity business case linked to business drivers and business strategyCommitment and “buy-in” across all levels of the organisationViewing diversity as an overall change programme rather than as an “event”Identify and address behavioural and systemic barriers and blocksIntegration with culture, HR and management practicesDiversity & Inclusion education offerings