Building an Equal Opportunity Workforce

This policy applies equally in all countries where IBM does business, regardless of whether or not such contributions are considered legal in any host country. Many of the questions it raises are unanswerable today and will require time, research and open discussion to answer. Consistent with this objective, we follow local laws and customs of the countries in which we operate, and we actively seek to establish close working relationships with businesses indigenous to those countries. This work is part of our DNA and a reflection of our innovation and company ideals throughout our more than one hundred year heritage. Health and Safety related information shall be clearly posted in the facility. A century of diversity This timeline featured on IBM.

Included in that strategy is a definition of diversity that encompasses global cultures. In Europe, for instance, IBM is trying to be more mindful of the growing number of ethnic minorities.

2016 Corporate Responsibility Report

The application simplifies requests for accommodations, such as live captioning for teleconferences and audio screen readers. The Accessible Workplace Connection also facilitates delivery to assist IBMers with disabilities, their managers and human resources partners. Read more on the Accessible Workforce Icon of Progress. More than 20 years ago, the firm launched Project View, an innovative program that increased the number of minority interns within the company.

After early success, the initiative was applied to the recruitment of salaried workers, connecting technically skilled minorities from higher education and the working world with IBM managers ready to hire. This work is part of our DNA and a reflection of our innovation and company ideals throughout our more than one hundred year heritage.

As early as , IBM recruited 25 female college graduates, slated to work in systems service. Through the years, the percentage of female employees and executives both showed steady increases. Since , the number of women executives at the company has increased percent.

In terms of equal opportunity policy, IBM has always been at the forefront—most often beyond it. In , it became one of the first companies to include sexual orientation as part of its commitment to nondiscrimination. Thirteen years later IBM extended domestic partner benefits to gay and lesbian employees, a policy change these groups had sought for several years. In the US today, there are an estimated two million Latino-owned or operated businesses.

As one of the eight Diversity Task Forces formed by IBM in , the Hispanic contingent seeks to expand opportunities by both internal initiatives and targeted business strategies. The objective is twofold: IBM Australia has been advancing cultural intelligence through innovative professional development programs.

Topics include culture and business, and multicultural management. As IBM prepares to introduce a genetic testing product for consumers, it has, for many years, recognized the risks surrounding the abuse of genetic information. In , three years before the federal Genetic Information Nondiscrimination Act became law, the company laid down its own DNA policy, assuring employees that their genetic information will not factor into matters such as hiring, benefits or termination.

The policy acknowledges widespread apprehension among employees at large and small businesses regarding the potential for discrimination based on DNA profiling. Setting yet another precedent, IBM was the first large corporation to enact a privacy policy with regard to the use of genetic data.

Skip to main content. IBM Icons of Progress. Choose your Country and Language: Back to All Icons. Progressive and proactive As a leader in diversity, IBM has always been proactive in establishing policies and programs.

A century of diversity This timeline featured on IBM. Policy letter 4 Thomas J. Furthermore, it is IBM's practice to voluntarily and promptly disclose known violations of government procurement laws to appropriate officials of government.

In the event that IBM benefited economically from such known violations, it is our practice to reimburse the government customer accordingly. IBM employees should immediately make known to appropriate levels of management, either directly or through the Open Door or Speak-Up programs, any and all allegations of violations in connection with any government contract.

The Senior Vice President and General Counsel is responsible for providing specific instructions regarding business conduct and ethics and, as appropriate, directing periodic reviews, including business conduct guideline certification programs, to ensure compliance. Each operating unit or subsidiary is responsible for implementing such instructions, including administering certification programs.

In effect since August 15, ; replaces earlier policy dated November 10, To maintain the high performance standards of our products, we must base all our purchases on quality, price and the supplier's reliability. To use reciprocity as a purchasing consideration would limit our field of supply and could jeopardize our product quality and price.

In addition, we should never use our extensive purchases to aid our selling efforts. We must leave customers free to buy, unhampered by any reciprocity considerations. In effect since November 10, ; replaces earlier policy dated January 26, 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.

Therefore, it is the policy of the IBM Company not to make contributions of resources such as money, goods or services to political candidates or parties.

This policy applies equally in all countries where IBM does business, regardless of whether or not such contributions are considered legal in any host country. We encourage IBM employees to participate in political activity in their individual communities and countries. The company will do everything reasonable to accommodate employees who need to be away from work while running for or holding political office, or fulfilling significant party duties during a campaign or election.

IBM will not pay employees for time off for political activity. However, if a country where IBM does business has a law that requires an employer to give time off, with pay, to any employee holding public office, then that law takes precedence.

Because IBM does business with many levels of government, we have instituted procedures designed to avoid conflict of interest situations for IBM employees holding government offices. These procedures must be followed. In effect since December 19, ; replaces earlier policy dated December 20, Corporate strategies, instructions and procedures must support our commitment to employee well-being and product safety.

Each of us, manager and employee alike, shares a personal responsibility for the following objectives:. Our support for well-being through prevention is vital to our innovation, productivity and morale. We have realized enormous dividends through customer and employee confidence in the safety of our products and our workplaces.

The IBM Company expects nothing less in our efforts than the excellence we have attained in these areas. In effect since June 20, ; replaces earlier policy dated November 17, As a globally integrated enterprise, IBM's business processes frequently extend beyond the borders of one country. Such globalization demands not only the availability of communication and information systems across the IBM group of companies IBM , but also the world-wide processing and use of multiple types of information, including Personal Information.

IBM is committed to protecting the privacy and confidentiality of Personal Information about its Employees, Customers, Business Partners including contacts within Customers and Business Partners and other identifiable individuals. This Policy Letter sets forth the general principles that underlie IBM's specific practices for collecting, using, disclosing, storing, accessing, transferring or otherwise processing Personal Information, including the general principle of Privacy by Design.

IBM will collect and process Personal Information fairly, lawfully, and in a transparent manner. IBM will only collect Personal Information that is relevant to and necessary for a particular purpose s and will only process Personal Information in a manner that is not incompatible with the purposes for which it is collected.

IBM will only process Personal Information that is adequate, relevant and not excessive for the purpose for which it is processed. IBM will keep Personal Information as accurate, complete and up-to-date as is necessary for the purpose for which it is processed.

IBM will keep Personal Information in a form that permits identification for no longer than necessary for the purpose for which such Personal Information was collected. IBM will implement appropriate technical and organizational measures to safeguard Personal Information and will instruct third parties processing Personal Information on behalf of IBM, if any, to process it only in a manner that is consistent with processing it on IBM's behalf, and to implement appropriate technical and organizational measures to safeguard the Personal Information.

IBM will provide individuals with appropriate rights such as right of access and correction relating to their Personal Information, as set out in the Binding Corporate Rules and in applicable law. IBM will have appropriate policies and practices for the safe handling of Personal Information that it processes on behalf of its customers. IBM will have appropriate governance, including corporate instructions, guidelines, appropriately trained personnel and other measures to be able to demonstrate that the processing of Personal Information is performed in compliance with this Policy Letter.

The application of these principles is more particularly described in the applicable IBM Corporate Instructions and any accompanying implementation guidelines relating to processing Personal Information. In effect since May 21, ; replaces earlier policies dated November 30, and November 24, Wherever IBM operates around the world, we strive to conduct our business in a fair and equitable manner.

Consistent with this objective, we follow local laws and customs of the countries in which we operate, and we actively seek to establish close working relationships with businesses indigenous to those countries. The policy of the IBM Corporation is to provide diverse businesses the opportunity to participate in all areas of IBM's marketing, procurement and contracting activities.

This policy applies to all firms or institutions regardless of the business owner's race, color, religion, gender, gender identity or expression, sexual orientation, national origin, disability, age or status as a special disabled veteran or other veteran.

In the United States, these activities comply with all applicable federal, state and local laws, including those dealing with the use of small business; small disadvantaged business; women-owned small businesses; HUBZone businesses; veteran-owned businesses and service-disabled veterans.

This policy applies to all areas of expenditures, whether for products or services. Action should be taken by all IBM organizations to ensure that this policy is implemented and that there are programs that ensure IBM's performance against this commitment. In effect since June 25, ; replaces earlier policy dated November 19, IBM is committed to environmental affairs leadership in all of its business activities. IBM has had long-standing corporate policies of providing a safe and healthful workplace, protecting the environment, and conserving energy and natural resources, which were formalized in , and , respectively.

They have served the environment and our business well over the years and provide the foundation for the following corporate policy objectives:.

Report them to authorities promptly and inform affected parties as appropriate. Set and adhere to stringent requirements of our own no matter where in the world the company does business. Every employee and every contractor on IBM premises is expected to follow this policy and to report any environmental, health or safety concern to IBM management.

Managers are expected to take prompt action. In effect since July 29, ; replaces earlier policies dated July 14, , and November 29, IBM is committed to the goal of achieving the highest standards of quality. Quality forms the basis of our value proposition, our brand image and is the cornerstone upon which IBM builds lasting relationships where we are essential to our clients' success. Our goal is to deliver value to our clients each time they interact with IBM directly or through our business partners in all the geographic markets we serve.

IBM listens to client feedback and uses the insights to improve client experience and quality. IBM leaders are responsible for understanding how clients interact with IBM, for defining measurements and improvement targets, and for driving actions to achieve quality goals.

Visit the IBM human rights principles page. At IBM, we have always set high standards for the way we conduct business — in areas from corporate and social responsibility to sound business ethics, including compliance with all applicable laws and regulations. However, they are not meant to describe the full scope of IBM human resource policies or practices. More detailed statements of policies, procedures and practices are contained in documents such as the IBM Business Conduct Guidelines.

Employees are required to comply with all IBM policies, procedures and practices at all times and are responsible for consulting their management if they have any questions. Our goal is to ensure full compliance with these principles by IBM managers and employees. Forced, bonded including debt bondage or indentured labor; involuntary prison labor; slavery or trafficking of persons shall not be used. This includes transporting, harboring, recruiting, transferring, or receiving persons by means of threat, force, coercion, abduction or fraud for labor or services.

As part of the hiring process, workers must be provided with a written employment agreement in their native language that contains a description of terms and conditions of employment prior to the worker departing from his or her country of origin. Employment is voluntary and employees shall be free to terminate their employment at any time. If any such fees are found to have been paid by workers, such fees shall be repaid to the worker.

IBM will not use child labor.

IBM's Global Diversity Leadership Diversity in the 21st Century Yves Veulliet Global adaptability Diversity Business Resource Groups / Communities of IBMers Global Diversity Council Strategy, Global Imperatives, Critical Practice, Integration across IBM Global Constituency & Imperative Councils Women, GLBT, PwD. A Case Study ANALYSIS OF IBM’S Diversity Strategy Professor David A. Thomas & Research Associate Ayesha Kanji. IBM’S Diversity Strategy (A Case Study Analysis) American multinational technology company World's biggest technology company Second most valuable by global brand in With operations in over countries. The result of this work was the implementation of the IBM Global and U.S. Constituency Councils, and the answers to these questions continue to serve growth of their businesses by marrying their technology and business strategies and leveraging IBM’s Smarter LGBT, and Global Diversity • IBM scores % of the HRC Corporate Equality.