powerpoint presentation · 2016-04-19 · connected with the lgbt constituency. silvy is of dutch...
TRANSCRIPT
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Application
Induction
Annually
Self-service
Exit
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Silvy Vluggen, Global Program Manager – LGBT Constituency
Voluntary Self-ID at IBM
Ulla Dalsgaard, Diversity Program Manager
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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
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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
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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
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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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Information Classification: Public
Marc Reace-Coles
Inclusion Manager
21 Information Classification: Public
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Information Classification: Public
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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Information Classification: Public
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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Information Classification: Public
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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Information Classification: Public
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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27 Information Classification: Public
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