icwes15 - strategies to support greater gender diversity in the workplace

© 2010 IBM Corporation

15th International Conference for Women Engineers & Scientists

Strategies to support greater gender diversity in the workplace

Robert Orth, HR DirectorIBM Australia & New Zealand20 July 2011


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Agenda

Our company

Our focus

Our experience: Advancement of Women – the IBM Australia journey

Open discussion

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IBM Australia - a highly diverse workforce

• 30% of the workforce are women• 33% of IBM Australia board are women• 20% of executives are women• 29% of people managers are women• 23% of technical population is women• 16% of women work part-time• Employee median age is 40• 3.2% disclose they have a disability• 36% identify with a cultural background

other than Australian

IBM at a glance Global technology & innovation company, with

solutions & services spanning all industries Over 400,000 independent, smart, mobile, and

diverse knowledge workers in 170 countries Has invested more than $150 billion in R&D and

has received more than 75,000 U.S. patents 10 global research labs including one in Melbourne

pioneering breakthroughs, advancing technologies and helping define open standards

IBM Australia Annual revenue of over $4 billion Generated almost A$539m in exports Recently announced establishment of Global R&D

Lab at the University of Melbourne Putting $2 million every year into the community Key business segments:

– Global Technology Services

– Global Business Services

– Systems and Technology Group

– Software Group

3 © 2011 IBM Corporation


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The business case for Diversity - sustainability Talent: Diversity attracts and retains the brightest and best from the widest possible talent

pool – IBM as ‘employer of choice’

Performance: Diversity strategies improve employee engagement, motivation, commitment and productivity

Business: Diversity is the bridge between the workplace and the marketplace. Our workforce reflects our client base.

Innovation: Diversity is the fuel of innovation

Participation: Australia and the world needs to source talent wherever it is found


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Diversity – our agenda

Advancement of Women

Generational Diversity

People with Disability

Gay Lesbian Bisexual Transgender

Cultural Diversity

Work Life Integration & Flexibility


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The situation in the ICT marketplace

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Female participation in ICT has been fairly stable over the last few years -- averaging 18%

Women under-representation in the ICT industry a concern with skills shortage and aging population

Female enrolment at university now more than 50% but declining enrolments in IT studies at university – 26% in 2001 to 20% in 2005

Girls of school age not choosing to study ICT-related subjects

Women embracing IT applications but not IT careers

Careers in IT perceived as masculine domain– IT subjects seen as boring with lack of social interaction


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The IBM journey - what we do Buy-in to the business case Ensured CEO/Executive buy-in and leadership Outline the facts Established a Diversity Council Set our goals

Leadership CEO chair of Diversity Council Executive Sponsor for each constituency (women) Found champions & influencers in the business Managers – aware, trained and advocatingSurvey stat: 73% of employees say their manager supports

their efforts to manage their work & personal life

Support structures Dedicated diversity team members & funding Clearly developed strategy Established Diversity Networking Groups -- Women in

Technology & Work Life Integration

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The IBM journey - what we doPolicy and practice A range of policies that support workplace participation Flexible practices -- part time, job sharing, telecommuting, work from

home, paid parental leave, self-funded leave, leave of absence Regular pay equity reviews & interventions A woman on every bench. A women on every recruitment slate. Survey stat: 72% of employees say that working from home at least 1

day a week is acceptable in their work group

Programs & communication Get Balanced Program – individual & flexible working Mindset Workshops Share success stories

Development External programs – Top Steps, Chief Executive Women, Voice

Coaching Workshops, Serious Women’s Business & conferences Internal programs - Taking the Stage, Building Relationships

& Influence Role models & alternate paths Identification of Top Talent – Business & Technical Leadership

Resources A Smarter Planet needs Smarter Women - mentoring & sponsorship8


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The IBM journey - what we do

Monitor & measure

Set gender diversity objectives– Executive women – People managers – Hiring

Reporting of diversity metrics into the business– By constituency– By business unit– Diversity Council / Human Resources– Filing with ASIC

Then just do it …

• IBM Australia named Employer of Choice for Women since 2001


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Women in IT - getting to cool Encouraging the next generation of women

– Kidsmart Early Learning Program– School speakers program– MyScience– EXITE Camps (Exploring Interests in Technology

& Engineering) – Smith Family Mentoring Program– Assets C21– Victoria University Mentoring Program


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Advancement of Women – the journey continues

“Companies with the best record for promoting women were 18%-69% more profitable than the median

Fortune 500 companies in the industry”

- The Glass Ceiling Research Centre (2001)


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Questions