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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