powerpoint presentation · 2016-04-19 · connected with the lgbt constituency. silvy is of dutch...

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Application

Induction

Annually

Self-service

Exit

Silvy Vluggen, Global Program Manager – LGBT Constituency

Voluntary Self-ID at IBM

Ulla Dalsgaard, Diversity Program Manager

Introductions

SILVY VLUGGEN Global Program Manager – LGBT Constituency IBM Corporation Silvy Vluggen is IBM's global LGBT program manager, with worldwide responsibility for the development and implementation of IBM’s lesbian, gay, bisexual and transgender policies and programs. She works with senior leaders across the globe on the challenges connected with the LGBT constituency. Silvy is of Dutch origin, but lives since 22 years in France, just outside of Paris with her wife Sylvie and their daughter Kay.

ULLA DALSGAARD Diversity Program Manager IBM Corporation Ulla Dalsgaard has more than 20 years of consulting experience from major professional service firms. Ullas background is in engineering and software development, but the past years she has focused on developing organizations and leaders. Ulla has been project manager for the deployment of IBMs LGBT identificator since 2014. Ulla has founded and leads the Danish LGBT Business Network, an award-winning network for LGBT professionals in Denmark.

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36%

31%

170+

About IBM

385,000+

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Operations in

countries

of total worldwide IBM wopulation are

Employees worldwide in 7 regions

of IBM population are millennials

Women

50% work remotely on a typical day

Nearly

>60% Less than 10 years of service

Why voluntary self-identification is important to IBM

The LGBT population is an ‘invisible’ community

We want to be able to provide equal opportunities to all underrepresented

groups and minorities, including LGBT

Voluntary self-identification, via a flag in our HR system, is the only official

means through which we can identify the LGBT population

The information is being collected to support IBM’s global diversity

programs

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Who has access to LGBT self-identification at IBM?

2015: 34 countries, about 86% of the total workforce

Argentina, Australia, Brazil, Canada, Chile, China, Colombia, Costa Rica, Germany,

Ecuador, Hong Kong, India, Indonesia, Ireland, Israel, Italy, Japan, Korea, Lithuania,

Malaysia, Mexico, New Zealand, Peru, Philippines, Singapore, South Africa,

Switzerland, Taiwan, Thailand, United Kingdom, Uruguay, USA, Venezuela, Vietnam

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The self-identification function is available on the intranet

The data about self-identified employees is managed with the strictest

confidence

The implementation process has many steps

... from the moment you start discussing rolling out self identification in a new country

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Identify country HR and legal contacts

Assess country legal, data privacy and cultural aspects

Involve local works council if required

Get approval of questions and disclaimer text

Assess country’s IT environment and select platform

Engage HR IT team, prepare coding,

testing and implementation

Identify and prepare country testers

Perform testing (user acceptance/steady

state/production) and provide feedback

Send communications package to country

HR leader

Communicate to employees

Country ready?

Test approved

?

Start

End

No

No

Yes

Yes

Key considerations

Employee safety

Security and confidentiality

How you phrase the questions

Location of data

How you launch and communicate to employees about self-ID

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Top three tips for a successful self-ID implementation

Get top executive buy-in

Make the user interface very easy and appealing

Don’t take no for an answer

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Marc Reace-Coles

Inclusion Manager

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Employee Survey

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• Annual global survey - Our View (more than 62,000 colleagues participated in

2015)

• Survey is administered by Willis Towers Watson - confidential and anonymous

• All demographic questions (except country and business) are optional

• Survey open throughout September and global communications campaign

encourages colleagues to participate and share their open and honest views.

This is achieved through desktop takeovers, local huddles and communication

packs

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Employee Survey

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• Survey tracks key leadership and engagement metrics and enables tracking of

our culture change. Employee engagement is one of our five strategic priorities

• Sexual orientation question has been asked for last 10 years, in appropriate

countries and legal jurisdictions

• Gender identity question introduced in 2015 in UK & Ireland: Does your gender

identity match completely the sex you were registered at birth?

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Employee Survey

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• Reporting of the survey results is published across the bank within a couple of

weeks of completion, supported by bank-wide communications

• Results discussed at every ExCo board, local huddles and published on the

bank-wide intranet within two months of survey close

• Bank - wide strategy and localised action plan is undertaken

• Reported externally - annual results & accounts, Sustainability Report, Dow

Jones Sustainability Report, Stonewall and to external bodies/regulators

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Legal Review

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• Legal review undertaken every three years

• This review is undertaken by Berwin Leighton Paisner (BLP)

(a Stonewall Diversity Champion)

• Provides insight into the legal position on diversity and inclusion within the

countries RBS operates in, allowing us to review and shape the global inclusion

policy standard and to support local policies

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Top Tips

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• Use staff survey to drill down into engagement of diverse workforce

• Make sure your people know what you will and won’t do with their data

• Share your findings with the whole business, know and link it to your people

strategy

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Marc.Reace-Coles@rbs.co.uk

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