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Diversity : at the core of our Strategy The IBM story

Diversity : at the core of our Strategy The IBM story. Christian Dirkx, IBM Europe, Middle East, Africa. 355000, working in 75 countries, servicing 170 2400 in Belgium/Luxembourg 26 % women 16 % female managers 30 nationalities 50 % university degrees of all kinds Professional experts in

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Diversity : at the core of our Strategy The IBM story

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  1. Diversity : at the core of our StrategyThe IBM story Christian Dirkx, IBM Europe, Middle East, Africa

  2. 355000, working in 75 countries, servicing 170 2400 in Belgium/Luxembourg 26 % women 16 % female managers 30 nationalities 50 % university degrees of all kinds Professional experts in Business IT Sales A Knowledge Company focusing on On Demand Workplace Teaming Communities NetworksDIVERSITY NETWORK GROUPS: Women Leadership Council GLBTPersons with Special Needs Cultural Diversity

  3. The Opportunity History suggests that a sustained period of growth is about to begin for the $1.4 trillion information technology industry. At the same time, new markets are opening up on its borders. But the rewards will not be shared equally. As in the past, they will flow to those enterprises that can turn disruptive shifts to their clients’ advantage. Our Business Model: Innovation for the enterprise

  4. Our Client Base IBM Clients: The World of Business And leading in the world’s rapidly emerging markets

  5. Our Workforce 1984 Adds sexual orientation to its nondiscrimination profile and establishes domestic partner benefits in 1996 1985 Pulls out of South Africa to exert economic pressure on the apartheid regime 2004 Ranks as one of the “Best Companies for Working Mothers” (US) for the 19th year in a row 2004 Organizes an EMEA-wide GLBT conference in London, UK 2006 Puts diverse, talented people forward as one of IBM’s main differentiatorsCAP 48 “Prix de l’Entreprise Citoyenne” 1914 Hires the first employee with a disability, 76 years before the Americans with Disabilities Act 1924 IBM’s first black employee and first three women employees mark 25 years with the company 1944 Is the first company to support the United Negro College Fund 1953 IBM President Thomas J. Watson, Jr., publishes the company’s first equal opportunity policy letter — one year before the U.S. Supreme Court desegregates public schools 1976 Helps launch the National Hispanic Scholarship Fund Diverse and global: A tradition of progressive leadership

  6. Diversity: why we do itThe Five Challenges of a 21st-century Workforce 1 Vergrijzing, Ontgroening, Langer Werken • Agoria study : ICT industry in Belgium is looking for 13,000 people in the next coming year • UK: by 2010, <20% of full time UK workforce will becomprised of able-bodied white men below 45 • EU: by 2030, 24 million workers aged 55 – 64 Globalisation • Female to male employment rates:Central and Eastern Europe 88.45 % 89.2 %EU before enlargement 54.9 % 73.0 % • IBM BeLux : substantial % of workforce reporting out of country Work/Life Balance • 11.4 percent of IBM BeLux workforce work part time • 60 percent of IBM BeLux jobs are a form of flexible employment 2 4 Managing by Values 3 5 Mirroring Society

  7. Some concrete actions Taking the Stage Mindset Women Mean Business Speed Mentoring Sessions Incented Sabbatical 1991 2007 2001 2006 PWD Awareness Event & CAP48 Award “Prix de l’Entreprise Responsable” Women In Business AITT International GLBT Conference, London, UK GLBT Welcome drink Employee Alliance for Gay, Lesbian, Bisexual and Transgender Empowerment

  8. Taking The Stage • A four-part video workshop • Designed specifically for all women in IBM around the world • Shows women how to achieve a strong leadership presence when they speak in all situations – boardroom, meeting, conference, phone calls or anywhere else

  9. http://diversity.squarespace.com

  10. “Sneak Preview” of the first results of the GLBT Equality Survey This information is preliminary – complete results & findings later this year • 34% of surveyed companies do not have a written anti-discrimination policy but consider this as part of their ‘informal values’ • 50 % have a written anti-discrimination policy – about half explicitly ban discrimination on grounds of sexual orientation • only 5% have a formal group where GLBT issues are discussed, 73% don't see this appropriate/necessary • about everyone equally invites partners of GLBT or non-GLBT people to events • ... there is mainly silence: 68% never communicates on GLBT equality

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