Valuing Diversity and Equal Employment Opportunity

Download Valuing Diversity and Equal Employment Opportunity

Post on 04-Apr-2018

213 views

Category:

Documents

0 download

Embed Size (px)

TRANSCRIPT

  • 7/30/2019 Valuing Diversity and Equal Employment Opportunity

    1/7

    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.

    http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#1http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#2http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#3http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#4http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#12http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#5http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#6http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#7http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#8http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#9http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#10http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#11http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#1http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#2http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#3http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#4http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#12http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#5http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#6http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#7http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#8http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#9http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#10http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#11
  • 7/30/2019 Valuing Diversity and Equal Employment Opportunity

    2/7

    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.

    Back to top

    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.

    Back to top

    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,

    http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#top
  • 7/30/2019 Valuing Diversity and Equal Employment Opportunity

    3/7

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

    and suppliers.

    Back to top

    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.

    Back to top

    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

    Back to top

    http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#top
  • 7/30/2019 Valuing Diversity and Equal Employment Opportunity

    4/7

    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

    Back to top

    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:

    http://w3-03.ibm.com/ibm/documents/corpdocweb.nsf/ContentDocsByTitle/IBM%20Business%20Conduct%20Guidelines#Header_33http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttps://cawasprod.pok.ibm.com/hr/global/concerns_and_appeals/http://w3-03.ibm.com/ibm/documents/corpdocweb.nsf/ContentDocsByTitle/IBM%20Business%20Conduct%20Guidelines#Header_33http://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttps://cawasprod.pok.ibm.com/hr/global/concerns_and_appeals/
  • 7/30/2019 Valuing Diversity and Equal Employment Opportunity

    5/7

    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

    Back to top

    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

    Back to top

    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.

    http://w3-01.ibm.com/hr/web/anz/benefits/other/esvc01-eape01.htmlhttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/anz/benefits/other/esvc01-eape01.htmlhttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/au/diversity/wfd04-dcoa01.htmlhttp://w3-01.ibm.com/hr/web/anz/benefits/other/esvc01-eape01.htmlhttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/anz/benefits/other/esvc01-eape01.htmlhttp://w3-01.ibm.com/hr/web/au/diversity/wfd03-pg01.html#tophttp://w3-01.ibm.com/hr/web/au/diversity/wfd04-dcoa01.html
  • 7/30/2019 Valuing Diversity and Equal Employment Opportunity

    6/7

    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 in...

Recommended

View more >