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

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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

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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

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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

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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.

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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

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LGBT Focus

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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

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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.

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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

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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)

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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