IBM Workforce Diversity & Inclusion Winning in the Marketplace with Diverse Talent Diversiteitsmanagement op de arbeidsmarkt: nieuwe bedrijfsstrategie.

IBM Workforce Diversity & Inclusion

Winning in the Marketplace withDiverse Talent

Diversiteitsmanagement op de arbeidsmarkt: nieuwe bedrijfsstrategie of maatschappelijke uitdaging ?

Edith Jonkers

© 2006 IBM Corporation

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IBM Workforce Diversity & Inclusion

© 2006 IBM Corporation

What is Diversity and Inclusion @ IBM ?The business value of Cultural Diversity in meeting societal expectations

DIVERSITYWithin 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.

INCLUSIONis 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”

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IBM Workforce Diversity & Inclusion

© 2006 IBM Corporation

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

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IBM Workforce Diversity & Inclusion

© 2006 IBM Corporation

There is a clear Business Case for addressing Diversity & Inclusion

Global Marketplace Meeting Customer Needs

Creating a Great Place to Work Making Diversity an Advantage

Customers, suppliers and strategic

Partners are increasingly global

and multi-cultural

Customers have

diverse needs

The competition to attract and retain

top talent is increasingCompetitive advantage is through

being a leader in innovation

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

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

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IBM Workforce Diversity & Inclusion

© 2006 IBM Corporation

Organizational StructureIBM’s Ongoing Commitment to Diversity & Inclusion

Network Groups by focus area:

GLBT, Cultural, Women, PwD

Work/Life, Multigenerational WF

Task Force by focusarea

DiversityCouncil

CommonIssues

Identified

CommonAreas

AddressedWith

Management

Solutions &Actions

Identified

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IBM Workforce Diversity & Inclusion

© 2006 IBM Corporation

Communication

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IBM Workforce Diversity & Inclusion

© 2006 IBM Corporation

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 enablemanagers and employees to communicate and work effectively with clients and colleagues from diverse cultural backgrounds.

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IBM Workforce Diversity & Inclusion

© 2006 IBM Corporation

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

What makes IBM’s Diversity & Inclusion initiatives succeed?

IBM Workforce Diversity & Inclusion

Presentatie Koning Boudewijnstichting 21 maart 2007 © 2007 IBM Corporation

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