ibm india diversity
TRANSCRIPT
Copyright © IBM Corp. | 2015 | 2
What is Diversity?
Diversity in IBM means welcoming all people to the workplace regardless
of factors unrelated to job performance. IBM's definition of diversity includes
all human characteristics that make us unique as individuals. It includes
everyone and excludes no one.
“Business activities such as hiring, transfers, promotion, training,
compensation and recognition of employees, are conducted without
regard to race, colour, religion, gender, gender identity or expression,
sexual orientation, national origin, genetics, disability, caste or age…”
We are sensitive to the needs of all employees and to the communities in
which we operate, as well as Workforce Diversity's all-inclusive theme,
‘None of us are as strong as all of us.’
IBM’s Commitment to Diversity
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 laws, including those dealing with equal opportunity. For qualified people with disabilities, IBM makes workplace accommodations that comply with applicable laws, 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 Values. 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.
Virginia M. RomettyPresident and Chief Executive Officer
3
GLOBALIZATION - INCLUSION
Diversity at IBM: Our Beginning, Our Evolution,
Our Future
1971199620052012
IBM's first operational
application of speech
recognition
1984
First Woman
CEO appointed –
Virginia Rometty
Non-discrimination
on the Basis of
Sexual Orientation
Publicly Stated
Domestic Partner
Benefits
U.S. Equal Opportunity Policy –
“gender identity and expression”
were added;
Global Equal Opportunity Policy
– “orientation, gender identity
and expression” were added
Accessible Workplace
Connections
U.S. and Global Equal
Opportunity Policy –
“genetics” was added
20022010
From EQUITY to CIVIL RIGHTS - REPRESENTATION
1899 1914 1943 1946
First Women Employees Hired
First Black Employees Hired
Women Hired as Systems
Service Professionals,
“Same Kind of Work for
Equal Pay” T.J.Watson Sr. First Corp.
To Support
U.N.C.F.
First Black Professionals Hired
IBM's First
Written Equal
Opportunity
Policy
First Disabled
Employee Hired
Significant
Training
Programs,
Hiring
Ruth Leach
IBM’s first female VP
1935 1940 1944 1953
ENGAGEMENT
4
5
5
IBM is a pioneer and leader in Diversity &
Inclusion.
Mid-20th
Century
Today
Elimination of barriers
Awareness of differences between constituencies
Geographic constituencies
Respectful/inclusive internal environment
Local meritocracy
National/local culture basis
Flexible Work Options
Work/Life Balance
IBM’s Values
Compliance with the law
Achievement of numeric goals
Liability avoidance
Auditability
IBM’s Basic Beliefs
Leveraging differences for
– Innovation, Collaboration, Client Success
Cultural competency
Global adaptability and flexibility
Global & locally appropriate constituencies
Work-life Integration™
Values-based Employee Experience
Diversity of Thought
Environment which enables true employee potential
Higher standards of employment practices
Today
1990s
5
6
IBM India Diversity Focus Areas
ADVANCEMENT OF WOMEN
PEOPLE WITH DISABILITIES (PwD)
WORK/LIFE INTEGRATION
GAY LESBIAN BISEXUAL TRANSGENDER (GLBT)
EQUAL OPPORTUNITY / CULTURE
CROSS- GENERATIONAL
MARKET
PLACE
WORK
PLACE
7
Championing Gender Diversity
Women’s Leadership Initiatives
Attract - Women Job Fairs, Women Only Colleges, Partnership
with Placement Agencies
Develop – Leadership development programs Taking the Stage, I-
Connect Programs, Mentoring, Tanmatra development program
Retain - (All available for men also) Flexible Work Options,
Global Work-Life Fund Projects, etc.
• Women in Technology Initiatives
– Tanmatra – launch of cross industry women leadership
development program
– For current technical women (networking, visibility in
conferences as speakers & participants, mentoring)
• Special Events
– International Woman’s Day, Mother’s Day, etc.
– CII Women Leadership Conference, Anita Borg’s Grace
Hopper Conference, NASSCOM conference
• Building an Inclusive Work Culture
– Range of training programs to build inclusive leaders for
managers
– Diversity and Inclusivity training modules for employees
8
3As approach to People with Disabilities (PwD)
Attitude - Attitude is about changing the values and
beliefs that some people have regarding PwDs. It
means judging a person no by how they look but by
the results they deliver.
Accommodation - the things IBM provides to allow
employees to work more independently and productively.
Some examples: physical improvements such as
automatic doors, ramps, Braille signage in elevators.
Accessibility - Providing Assistive technology in
terms of specialized hardware or software that is used
to help increase, maintain or assist the functional
capabilities of people with disabilities.
9
PwD Initiatives
External Initiatives
• Conferences with the Confederation of Industries (CII) to share our knowledge
on Accessibility and Hiring of PwDs with other organisations
• Participate in Job Fairs to hire the best PwD talent available in the market
• Empanel Placement Agencies/NGOs to ensure constant hiring of PwDs from
the marketplace
Internal Initiatives
• Dedicated internship program for PwD candidates
• Network group called EnABLErs@IBM created consisting of all the
self identified PwD employees across India
• At least 2 Round Tables conducted every year with the Senior
Management
• Eligible PwD employees are provided transport facility from their
house to the place of work
• International Day of the Disabled – 3rd Dec celebrated across all
locations in IBM
Global LGBT Programs
Domestic Partner Benefits: Leave benefits extended to same gender partners in India
LGBT Indicator: Voluntary, non-mandatory self declaration for LGBT employees
Out Executives Community: Role Models, LGBT Council & Mentor pool
The Ally Program
India EXTERNAL Outreach
Sponsoring the Community Business initiative : LGBT Resource Guide for India
Sponsoring of Bangalore Queer Film Festival
Active participation in Pride Parades
Representation at the NASSCOM D&I Summit
Sponsoring the ‘Sexual Diversity and Global CSR Conference, Mumbai (2013, 2014)
India INTERNAL Initiatives
Leave benefits include same gender partners
Ally engagement
Round tables with Out Executives
Reverse mentoring
Celebrating June Pride month
10
LGBT Focus
11
Work/Life Integration Focus Areas
1Culture
Workload
Assess cultural barriers to
productivity/morale which will
provide the roadmap to future
strategy to support the ‘New
World of Work’.
Continue/broaden initiatives
which provide employees and
managers in traditional and
remote work environments with
skills and support to eliminate
unnecessary work.
2Flexibility
Provide leadership and inform
and educate managers and
employees on flexibility.
Integrate learnings from pilot
initiatives to the business
processes with a goal of
providing employees with more
autonomy over how, when and
where they work.
3Dependent Care
Address the continually
growing dependent care
(child/elder care) concerns
expressed by our global
employee population.
Increase global support for
dependent care (child/elder
care) with innovative solutions
to enable employees.
•Establish focal points, gain senior management and business unit support
•Address, develop strategies for reducing workload, including utilization of
emerging technologies
12
Diversity Learning Programs
• Diversity & Inclusive Leadership (D&IL): Through case studies,
exercises, discussions, video scenarios and personal feedback, IBM
managers explore workforce diversity issues from a global and local
perspective, toward building inclusive leadership skills.
Duration: 2 days
• Shades of Blue: Aimed to support IBM as a globally integrated enterprise,
this blended learning program builds cross cultural competence among
managers to foster and leverage a more culturally inclusive climate.
Duration: 2 days
• Building Influential Relationships (BRI): A development program for
high potential women which is highly experiential and action centered
learning to focus on how individuals build, develop and maintain business
relationships and influencing with impact
Duration: 3 day
• Taking the Stage: A 4-part video based series of 1.5 hour workshops that
are facilitated by senior women for potential women leaders. The objective is
to build networking and leadership skills among women. Program is
designed by Humphrey Group, Canada.
13
Critical Success Factors
• Diversity is a business imperative at IBM, committed to by the
top management
• Diversity Strategy is embedded in HR strategy and
management practices
• Workforce engagement and commitment to diversity
• Fora to benchmark best practices with the competition and drive
best of breed
• ‘Glocal’ approach – Balance global with local and regional focus
areas to ensure relevance in the Indian marketplace
14
Recognition
• IBM India has been conferred the prestigious NASSCOM Gender Inclusivity Award for 4 years in
multiple categories –
• Overall Products & Services
• “Most Innovative Program" for initiatives under the auspices of the IBM Global Work/Life
Fund!
• ITES-BPO Companies - IBM Daksh
• National Award in the category of BEST EMPLOYER OF PERSONS WITH DISABILITIES in 2008!
• IBM India has won the prestigious Helen Keller Award 2007/2008 in the category of "Companies/
Organisations/ Institutions who through their policies and practices demonstrate their belief in equal
rights and gainful employment for persons with disabilities"
• Hari Raghavan (Solutions Specialist, Banking - FSS), won the Helen Keller Award 2008 in the
category of "Disabled persons who have been active as ambassadors of the cause of employment
for disabled people and are a positive role model for the others".
• India received National Award from the President of India for Adaptability of Innovation to Provide
Cost- Effective Technology (PwD - Accessibility) & for Outstanding Work in the Creation of
Barrier-Free Environment for the Persons with Disabilities
• National Trust of India Awarded Certificate of Appreciation for being Equal Opportunity
Employer
• IT People Awards for Kalpana Margabandhu & Varsha Chainani for excellence in their field of
work (2007)
15
Tanmatra – Cross Industry Women Leadership Development Program
Knowledge Partners IBM, IIM-Bangalore & Catalyst
Copyright © IBM Corp. | 2008 | 16
Background
There is an acknowledged
shortage of women leaders
at the top, both in the
executive and on the board.
Investments made on self-
development given
competing priorities
(personal, family and
organizational) by women
low at mid-career levels.
Far fewer women get
nominated to external
programs (my own
experience)
“Women only” programs
needed as a capability
enhancing process
• Understand the existing concepts and practices in critical relevant functional areas
• Enable the participants to integrate the functional knowledge with their prior
experience within their organizational context
• Help participants reflect and examine their personal leadership journey
• Help participants assume leadership as well as change management roles in their
organizations
Program Objective
Program Benefits• Capability for present and future roles
•Networking among peers from the industry
•Cross company sharing of experiences
•Facilitated conversations with faculty and invited speakers
•Brainstorm on ideas with faculty on the change management project for the
organization
Program Theme
• Personal Leadership
• Functional Leadership
• Strategic Leadership
Personal
Functional
Strategic