© 2010 ibm corporation disability inclusion @ ibm rosalind reidy – ibm diversity program manager,...
TRANSCRIPT
© 2010 IBM Corporation
Disability inclusion @ IBM
Rosalind Reidy – IBM Diversity Program Manager, Australia & New Zealand
© 2011 IBM Corporation2
Our Diversity & Inclusion Focus Areas
Advancement of Women
Generational Diversity
People with Disability
Lesbian Gay Bisexual Transgender
Cultural Diversity
Work Life Integration & Flexibility
© 2011 IBM Corporation
IBM – a culture of diversity & inclusion
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1914 Hire our first person with a disability
1953 Created first written equal opportunity policy (11 years prior to US legislation)
1996 IBM A/NZ establishes a Diversity Council
1997 ANZ establishes a People with Disability Strategy
2001 IBM A/NZ wins Prime Minister’s Employer of the Year Award for PwD
2006 IBM A/NZ wins Diversity@Work Employment and Inclusion of People with a Disability Award
2007 Australian Sign Language Interpreters Association NSW Organisation of the Year Award
2010 ‘Fair Go’ Award – Deaf Australia (NSW)
'Organisation' winner Australian Sign Language Interpreters Association (Vic)
© 2011 IBM Corporation4
The business case
IBM’s Diversity and Inclusion strategy is designed to attract, develop and provide an inspiring employee experience to retain the best diverse talent in the world. This strategy is key to IBM achieving its business objectives.
Talent: Diversity attracts and retains the brightest and best from the widest possible talent pool – IBM as ‘employer of choice’
Performance: Diversity & inclusion strategies improve employee engagement, motivation, commitment and productivity
Business: Diversity is the bridge between the workplace and the marketplace. Our workforce needs to reflect the clients we work with
Innovation: Diversity is the fuel of innovation
© 2011 IBM Corporation
Our approach – the 3 ‘A’s
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Reasonable Accommodations – Providing adjustments in terms of equipment (specialised hardware or software), services or facility modifications that can help the functional capabilities of people with disability.
Attitude – Raising awareness through education and changing the beliefs that some people have regarding people with disabilities. Judging a person based on the results they deliver.
Building Accessibility - commitment to ensuring buildings are accessible to employees with disability. Some examples: building ramps, automatic door openings, lift upgrades, accessible parking etc.
© 2011 IBM Corporation
Building Accessibility
Accessible Buildings Strategy established in 1998 to ensure all IBM buildings accessible
Initial focus on sites of 200+ employees & case by case location reviews Managed by Real Estate Operations and Diversity Liaison with building owners and relevant IBM business units Ongoing work with IBM’s Real Estate Team
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© 2011 IBM Corporation
Reasonable Accommodations
Focus is on enabling the employee Approach – treat the employee as the expert Stakeholders – work together for the best outcome Centralise cost - at the organisation level not individual department
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Accommodations may include;
– Auslan interpreters
– equipment – hardware / software
– facility modifications
– job restructuring
– flexible work arrangements Any employee deemed to have a condition
which requires a work-related reasonable accommodation is eligible to apply
© 2011 IBM Corporation8
Attitude
A/NZ Diversity Council - Executive Sponsor
AND membership
New employee orientation
Buddy network
Regular education for HR, managers and employees
On-line guides & education packs
Regularly profile stories of our employees with disability
Willing & Able Mentoring Program ‘Careers Forum’ for students with disability
© 2011 IBM Corporation
PwD Business Resource Group
Executive Sponsor – John Twine
Steering committee– Co-leads Tim Littlejohn & Todd Wright
MissionTo demonstrate leadership and increase awareness of the profile of People with Disability working in IBM, to ensure they continuously receive appropriate access to resources, and to enable them to productively contribute to IBM.
Focus areas Talent Development (primary) Recruitment
© 2011 IBM Corporation10
The employee experience• Michael who is hearing impaired, applies for a role with IBM as a graduate hire.• Hiring manager is provided with a copy of ‘Manager Guide to Disability in the Workplace’. An Auslan interpreter is provided for interviews with the hiring manager.
• Michael is hired.• Manager discusses accommodation needs with Michael and preferred methods of communication -- instant messaging, SMS, email etc.• Diversity Team contact Michael to see if any assistance is required.• On-line education packs for team members.
• Michael is linked up with a ‘PwD buddy’ – an experienced IBMer who is also hearing impaired. Aim is to help him get quickly connected into the organisation.• He is invited to join the PwD Business Resource Group.
• Michael attends the 2-day graduate hire orientation, as do all new graduates. Auslan interpreters are provided.• While Michael primarily uses Auslan Interpreters he is introduced to and tries live remote captioning which he hasn’t used before.
• Michael and his manager decide that Deafness Awareness Training would benefit his team. Training is delivered.
• There are ongoing discussion with his Manager to see if Michael needs any other assistance.
© 2011 IBM Corporation11
Critical success factors
Senior management support - advocates & champions
Get the basics right – building accessibility
Provide accommodations that help the employee do their job
Centralised accommodations fund – cost recovery no longer a department issue
Employee support – Buddies & Business Resource Group
Ongoing education and engagement - to raise awareness and change attitudes