valuing diversity and equal employment opportunity

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Valuing Diversity and Equal Employment OpportunityOur Commitment to Diversity

The success of our organisation depends on our ability to work together to meet the

needs of our customers. In the delivery of our products, services and solutions we

aim to maintain consistently high standards of quality and professionalism. As

professionals, we also have a responsibility to ensure that our conduct and behaviour

in the workplace supports these objectives.

'One Team - Many People' is our Diversity, Equal Employment Opportunity (EEO),

Anti-Discrimination and Anti-Harassment Policy for IBM in Australia and New

Zealand. All employees of IBM are expected to abide by this policy and all applicable

laws on the subject, to uphold IBM's commitment to workforce diversity, to promote

the spirit of EEO, and to ensure that our workplace is free of discrimination and

harassment. This policy is based on sound business judgement and a fundamental

belief in respect for the individual.

Valuing Diversity

Equal Employment Opportunity

Anti-Discrimination and Harassment Policy

What is bullying, discrimination and harassment?

What are Vilification and Victimisation?

Our shared responsibilities

What are your options?

What happens if you make a complaint?

What is the role of a Diversity Contact Officer?

What is the formal investigation process?

Record keeping

False accusations

Valuing Diversity

Diversity and inclusion have been integral parts of the IBM corporate culture for

more than 80 years. IBM values diversity and recognises the need to capitalise on

the skills and talents of all segments of its workforce. Valuing this difference in IBM

uncovers new perspectives, taps different knowledge and experience, and generates

ideas, suggestions and methods not otherwise considered. Our programs and policies

encourage, develop and support diversity for all employees. IBM recognises that

diversity is a key point of competitive leverage for the company.

IBM has developed this diversity strategy in order to:

1. Gain competitive advantage through attracting and retaining the best people.

For individuals, diversity is about equity, greater work opportunities, career

advancement and development. We strive to be an employer of choice.
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2. Participate in the Global Marketplace. A global organisation requires

languages skills, cultural sensitivity and market knowledge in countries other

than Australia and New Zealand. Our customers in Australia and New Zealand

are also multicultural.

3. Increase business effectiveness. We seek to provide a balanced approach todecision making with the range of expertise contributing to the most balanced

and effective decisions. This includes the ability to work as One Team where

diversity of experience and thought enables us to bring the best solutions to

our customers.

4. Be a good corporate citizen contributing to the community in which we

operate. We strive to be recognised as a corporate contributor in the

Information Technology industry and the communities in which we are

located.

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Equal Employment Opportunity

IBM is committed to providing and maintaining a desirable place to work, in which

every employee has equal opportunity to reach their full potential. We are all

responsible for providing an environment that is free of discrimination, harassment,

vilification and victimisation based on race, colour, national origin, gender, gender

identity or expression, sexual preference, marital status, pregnancy, potential

pregnancy, family responsibilities, age, disability, religious belief, political conviction,

irrelevant criminal record and social origin, transgender, physical appearance, ethical

belief and employment status.

Whilst laws may vary between states in Australia, and between Australia and New

Zealand, the IBM policy embraces all the aspects of diversity mentioned. IBM in

Australia and New Zealand will also not tolerate situations of discrimination,

harassment, vilification and victimisation of clients, contractors, business partners

and suppliers.

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Anti-Discrimination and Harassment Policy

IBM is committed to providing and maintaining a desirable place to work, in which

every employee has equal opportunity to reach their full potential. We are all

responsible for providing an environment that is free of discrimination, harassment,

vilification and victimisation based on race, colour, national origin, gender, gender

identity or expression, sexual preference, marital status, pregnancy, potential

pregnancy, family responsibilities, age, disability, religious belief, political conviction,

irrelevant criminal record and social origin, transgender, physical appearance, ethical

belief and employment status.

Whilst laws may vary between states in Australia, and between Australia and New

Zealand, the IBM policy embraces all the aspects of diversity mentioned. IBM in

Australia and New Zealand will also not tolerate situations of discrimination,
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harassment, vilification and victimisation of clients, contractors, business partners

and suppliers.

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What is bullying, discrimination and harassment?

Bullying

Bullying is another example of unacceptable workplace conduct. Essentially, bullying

is repeated unreasonable behaviour that offends, humiliates or intimidates, and puts

a person's (physical and/or psychological) health and safety at risk. It can be direct

or indirect and conveyed through speech or actions. Bullying may also occur on an

individual or group basis - that is, it may be conducted by one or more persons

against one or more individuals. IBM will not tolerate any form of bullying in or

affecting the workplace. Any person engaging in such conduct will be subject to

disciplinary action, which may include dismissal.

Discrimination

Is defined as unfair treatment based on personal differences such as race, colour,

national origin, gender, gender identity or expression, sexual preference, marital

status, pregnancy, potential pregnancy, family responsibilities, age, disability,

religious belief, political conviction, irrelevant criminal record and social origin,

transgender, physical appearance, ethical belief and employment status.

Harassment

Is defined as any unwelcome and uninvited behaviour that offends, humiliates and

intimidates or threatens others. Harassment may be verbal, physical or visual and

makes the environment or experience uncomfortable and unpleasant. Harassment

based on any of the personal differences listed above will breach the IBM policy andmay also be unlawful in Australia and New Zealand.

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What are Vilification and Victimisation?

Vilification

Vilification is a public act that targets people and incites or encourages physical

harm, hatred, severe contempt or ridicule because of their individual characteristics

or personal circumstances such as race or sexual preference.

Victimisation

Victimisation refers to conduct that harms or threatens people who:

have made or intend to make a complaint of discrimination, harassment or

vilification

act or intend to act as a witness to a complaint and/or

support or intend to support a complaint

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Our shared responsibilities

We have a shared responsibility to ensure that no individual is subjected to

discrimination, harassment, bullying, vilification and victimisation. Inappropriate

workplace behaviours will not be tolerated and disciplinary action will be taken in

proven instances.

Employees are required to commit to ensuring a work environment free of

discrimination, harassment, bullying, vilification and victimisation by certifying the

Business Conduct Guidelines and Workplace Conduct Guidelines on an annual basis.

Examples of behaviours which are unacceptable include:

Sexual, racist, homophobic or offensive jokes, both spoken and written

(including E-mails)

Displays of offensive screen savers, calendars, cartoons or other computer

graphics

Intimidating, humiliating and offensive telephone calls, voicemails and E-mails

Viewing of offensive or sexual magazines or web sites on IBM premises

Touching, leering and suggestive behaviour

Stereotyping of particular groups of people in our workplace

Behaviour which is sexually suggestive

Behaviour which is physically threatening

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What are your options?

Any individual who has a concern regarding discrimination, harassment, bullying,

vilification and victimisation has the following options:

1. Raise the concern with the person/s involved and request that the behaviour

ceases; or

2. Raise the concern with a colleague, your first-line manager, or your second-

line manager; or

3. Raise the concern with a Diversity Contact Officer who can assist in clarifying

your concerns and IBM's available responses, which include informal and

formal resolution processes; or

4. Raise the concern through IBM's formal Concerns and Appeals process via an

Open Door or Confidentially Speaking; or

5. Raise the concern with a member of the IBM Human Resources Department;

or

6. Seek independent advice from the following:
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o In Australia you can contact the federal government's Human Rights

Commission or the relevant anti-discrimination organisation in your

state;

o In New Zealand you can contact the Human Rights Commission.

Employees can also access the Employee Assistance Program (EAP), a free

confidential counselling service which is available to employees and their immediatefamily members to discuss personal, work or financial issues. EAP services are

available 24 hours a day, 7 days a week.

In Australia you can call 1800 818 728

In New Zealand you can call 0800 327 669

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What happens if you make a complaint?

Any individual who raises a concern regarding discrimination or harassment has the

following options:

1. You may choose an informal resolution process based on mutual discussion

with the other parties through conciliation or mediation; or

2. You may ask for the complaint to be formally investigated by a member of the

Human Resources team; or

3. You may seek independent advice from the following:

o In Australia you can contact the federal government's Human Rights

Commission or the relevant anti-discrimination organisation in your

state;o In New Zealand you can contact the Human Rights Commission.

Employees can also access the Employee Assistance Program (EAP), a free

confidential counselling service which is available to employees and their immediatefamily members to discuss personal, work or financial issues. EAP services are

available 24 hours a day, 7 days a week.

In Australia you can call 1800 818 728

In New Zealand you can call 0800 327 669

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What is the role of a Diversity Contact Officer?

Diversity Contact Officers are available for support and to explain your options. They

are impartial contacts. The role of the Contact Officer is to:

Respond quickly and professionally to your concerns and to provide

information on the company's policies and workplace and complaints

procedures.
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Explain that concerns sometimes arise from misunderstandings that the other

party may be unaware of, but willing to address.

Provide support and encourage a safe conciliatory environment to you if you

should wish to approach the other party and ask for the behaviour to cease.

At your request, approach the other party to explore their response and seeka mutually agreed outcome, which is fair and meets the company's policies

and workplace procedures.

You may also ask your manager or a Human Resources Manager to work with you in

seeking an informal resolution of your concern. If the issue is unable to be resolvedthrough informal resolution, it may be necessary to have the issue formally

investigated.

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What is the formal investigation process?

A formal investigation may arise in the following circumstances:

The matter is referred by a Manager, Human Resources Partner or Diversity

Contact Officer;

An employee lodges a complaint with IBM's Concerns and Appeals process

either via an Open Door or Confidentially Speaking;

Notwithstanding the absence of a complaint by an employee, if IBM becomes

aware of conduct that is inappropriate or may amount to discrimination,

harassment, vilification or victimisation, it may initiate an investigation into

the conduct. This may occur, for instance, where IBM considers it is required

to discharge its duty of care to an employee or group of employees, or to

comply with statutory obligations placed upon.

Formal investigations are conducted by a Human Resources Manager or other

appropriate investigator. As a guide, investigations may involve any of the following:

The investigator will speak with the complainant;

The investigator will also interview any witnesses considered relevant to the

investigation;

The investigator will collect other available evidence relevant to the

investigation including, for example, documents, emails, phone records;

The investigator will speak with the person about whom the complaint has

been made (the respondent). The respondent will be provided with sufficient

information regarding the nature and circumstances of the complaint(s) to

enable them to respond to the allegations.

Complainants and respondents may bring a support person to meetings with

the investigator or have an interpreter present if required;
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The investigator will form a finding based on the information provided and will

present that finding to the Director of Human Resources or their delegate and

relevant managers (or second line managers) of the parties involved.

At the conclusion of the investigation, the complainant will be advised that the

matter has been investigated and where appropriate, disciplinary action maybe taken.

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Record keeping

Investigation records are stored by the Human Resources Department. Records

created or collected do not appear on Personnel Files except where a formal

investigation has established that an individual has breached company policy and

disciplinary action has been taken.

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False accusations

IBM treats all allegations of discrimination, harassment, bullying, vilification and

victimisation as serious. False accusations will not be tolerated, and may expose the

person making the claim to the risk of disciplinary action and/or legal proceedings

(for defamation).
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