Case Studies I IBM IBM A history of inclusiveness Company information IBM is a globally integrated enterprise operating in over 170 countries. Today IBM UK has around 20,000 employees, bringing innovative solutions to a diverse client base to help solve some of their toughest business challenges. In addition to being the world’s largest IT and consulting services company, IBM is a global business and technology leader, innovating in research and development to shape the future of society at large. IBM’s prized research, development and technical talent around the world partner with governments, corporations, thinkers and doers on ground breaking real world problems to help make the world work better and build a smarter planet. Diversity and inclusion themes Leadership Diversity as a business imperative Flexible working Using role models Transparent career progression Building staff networks Find out more g IBM Innovators. 84 Royal Academy of Engineering Diversity and inclusion toolkit IBM inventor IBM Fellows 2015 Introduction Stacy Hobson. John and Donna. Toolkit IBM CEO Ginni Rometty. Case studies Appendices 85 Case Studies I IBM Reasons for diversity and inclusion focus within IBM IBM operates in a global Increased workforce marketplace: we must position effectiveness: we are more ourselves to communicate with and than 400,000 employees in 170 market to a diverse population, and countries, and growing. Our people if we want to succeed in developing represent every part of the human Background, and maintaining long-lasting family and must work across relationships with our clients we almost every conceivable human aims and not only have to understand their difference; most of us work virtually culture but also to integrate it in our with colleagues we’ve never relationship style. met. Regardless of our cultural objectives differences, our mission is to provide services and products that IBM’s culture of inclusiveness match or even anticipate the needs of our client. dates back to the early twentieth century and continues today. Virginia Rometty, IBM’s Chairman, Diversity and inclusion are important to President and Chief Executive IBM for the following reasons: Officer sets out its current organisational diversity vision as follows: “IBM thinks about diversity the Global competition for talent: Making diversity our our mission is to distinguish advantage: we need diverse way we think about innovation ourselves by creating an inspiring perspectives and talent to — both are essential to the environment in which people can ensure and enhance creativity authentically be themselves and and innovation. success of our business. can fully express their potential. In When we innovate, technology other words we must position IBM becomes smarter for clients as the employer of choice for all the generations willing to come and and creates new opportunities work with us. for growth. When we incorporate diversity into our business, we create better innovations and outcomes. IBM Within IBM, diversity has been divided into six different areas. has embraced diversity, and it gives opportunities for IBMers and our clients to achieve their Gender: IBM LGBT (Lesbian, Cross- recognises that Gay, Bisexual and generational: full potential.” Transsexual): Employee women and men Ensuring that engagement, bring different all LGBT IBMers collaboration, skills and strengths are treated fairly career paths to the work and equitably and knowledge environment. worldwide. management. People with Work-life Ethnicity/ disabilities: IBM’s integration: cultural IBM's work/life adaptability: A focus on disability programmes help more culturally strives to eliminate employees better diverse workforce disadvantage and integrate work, initiates greater provide support to family, education innovation and is employees with and personal necessary to serve disabilities. responsibilities. an increasingly complex and global market. 86 Royal Academy of Engineering Diversity and inclusion toolkit Introduction Specific initiatives While the programme is still sponsored Example of inclusive policies benefiting employee health Attracting women into the IT industry by the WLC, leadership now resides with IBM runs a number of programmes to the UK foundation manager who has 10 responsibility for the overall orientation, 8.5 attract females to a career in the IT 8 industry. One of these programmes is learning and career development of all the Girls Schools’ Outreach Programme new hires joining from school, college and 6 which was established in 2008 by the UK university. This has resulted in greater 4 3.1 Women’s Leadership Council (WLC). While integration of the programme within the 2 research shows that girls consistently business and an increase in the number outperform boys in IT-related subjects at of girls who are inspired to join the 0 school, they rarely continue with these apprenticeship and placement schemes. BT National average studies or choose careers in technology. It Feedback indicates that two-thirds of was recognised that in order to encourage girls who have attended events or work By offering flexible hours, BT has cut more girls to think seriously about careers experience are likely or very likely to their average annual sick day count in technology, IBM needed to reach out consider a career with IBM in the future. Toolkit per employee to 3.1 days, compared and dispel the myths associated with The Dare 2B Different initiative was to a national average of 8.5 days. the industry. created in 2012 to support the growth of Source: Opportunity Now http://opportunitynow.bitc.org.uk/ The programme aims to counteract the the Schools’ Outreach Programme. The research_insight/index stereotypes associated with the IT industry, challenge was how to grow the size and and longer term, to positively influence reach of the programme further when the the representation of females on their majority of volunteer mentors were based intern, apprentice and graduate schemes. in London and the south east of England Since it was established, the initiative and all had busy roles within the business. has developed into a highly successful The solution was to involve IBM’s newly programme for girls aged 15-16 years old. recruited gap year students, the reasoning Organisationally it is recognised as a core being that they were ‘closest’ to the target programme, with every school matched to population and would have a fresh and a mentor drawn from across the business different approach. These students have at all levels and supported by the graduate been encouraged to use their own personal and intern community. The significance experiences of the world of work to inspire of the programme is demonstrated by the next generation of students. In practice, Case studies the regular participation of the UK and this has involved them reconnecting Ireland Chief Executive in the annual with their former schools and colleges to event which sees 120 girls invited to IBM’s deliver the innovative and creative Dare London office to learn about the breadth 2B Different materials that have been of opportunities; take part in activities; specifically designed for the programme and hear from inspirational women at — and to share their own personal different stages in their career. The event is experiences of working. This includes telling followed by work experience for more than their own journeys and insights as well as 100 girls, delivered across four weeks in helping to open the students’ eyes to the two locations. range of opportunities available. Preparation for the work experience The much reduced age gap between begins in class with girls submitting CVs presenter and student increases the to their teachers for nomination. Those relevance of the messages and encourages selected then experience a mock interview questions that they may not have felt with the mentors and other company comfortable asking someone more senior. representatives. During their work experience the girls participate in a variety Only three months after being given the Appendices of individual and group activities, shadow challenge to create the programme, the employees and gain practical experience initiative had been researched, designed, to increase their knowledge and skills. branded and was ready for delivery. Mentors also work with their school to Head teachers from schools across the develop a tailored programme of activities, country were contacted and helped shape for example: the programme. • CV and interview workshops • Career events • Inspirational speakers • Dragon’s Den-style activities • Insights into science and technology 87 Case Studies I IBM 'According to the Centre In its first year, 185 schools were visited, Female role models and career paths reaching approximately 5,500 young people IBM has led the way in promoting female for Talent Innovation, and exceeding IBM’s ambitious target. The role models by producing the Technologista programme is continually refreshed with series, a way of showcasing IBM’s leading organisations with new ideas and enthusiasm as the leadership women in technology roles. 12 videos inclusive leaders are of the programme is handed over to a new have been produced under the heading team of gap year students every year. Big Brains, Small Films, showing primary 70% more likely to have school-age children interviewing senior IBM IBM has also redesigned its on-line women about their jobs and their careers recruitment information to provide specific captured a new market in and providing