Disability inclusion @ IBM
Rosalind Reidy – IBM Diversity Program Manager, Australia &
New Zealand
© 2010 IBM Corporation
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Our Diversity & Inclusion Focus Areas
Advancement of Women
People with Disability
Cultural Diversity
Lesbian Gay Bisexual Transgender
Generational Diversity
Work Life Integration & Flexibility
© 2011 IBM Corporation
IBM – a culture of diversity & inclusion
1914
Hire our first person with a disability
1953
Created first written equal opportunity policy (11
years prior to US legislation)
1996
IBM A/NZ establishes a Diversity Council
1997
ANZ establishes a People with Disability Strategy
2001
IBM A/NZ wins Prime Minister’s Employer of the
Year Award for PwD
2006
IBM A/NZ wins Diversity@Work Employment and
Inclusion of People with a Disability Award
2007
Australian Sign Language Interpreters Association
NSW Organisation of the Year Award
2010
‘Fair Go’ Award – Deaf Australia (NSW)
'Organisation' winner Australian
Sign Language Interpreters Association (Vic)
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© 2011 IBM Corporation
The business case
IBM’s Diversity and Inclusion strategy is designed to attract, develop and provide
an inspiring employee experience to retain the best diverse talent in the world. This
strategy is key to IBM achieving its business objectives.
Talent: Diversity attracts and retains the brightest and best from the widest possible
talent pool – IBM as ‘employer of choice’
Performance: Diversity & inclusion strategies improve employee engagement,
motivation, commitment and productivity
Business: Diversity is the bridge between the workplace and the marketplace. Our
workforce needs to reflect the clients we work with
Innovation: Diversity is the fuel of innovation
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© 2011 IBM Corporation
Our approach – the 3 ‘A’s
Building Accessibility commitment to ensuring
buildings are accessible to
employees with disability. Some
examples: building ramps,
automatic door openings, lift
upgrades, accessible parking etc.
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Reasonable
Attitude – Raising
Accommodations – Providing
awareness through education
and changing the beliefs that
some people have regarding
people with disabilities.
Judging a person based on
the results they deliver.
adjustments in terms of equipment
(specialised hardware
or software), services or facility
modifications that can help the
functional capabilities of people
with disability.
© 2011 IBM Corporation
Building Accessibility
 Accessible Buildings Strategy established in 1998 to ensure all IBM
buildings accessible
 Initial focus on sites of 200+ employees & case by case location reviews
 Managed by Real Estate Operations and Diversity
 Liaison with building owners and relevant IBM business units
 Ongoing work with IBM’s Real Estate Team
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© 2011 IBM Corporation
Reasonable Accommodations
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Focus is on enabling the employee
Approach – treat the employee as the expert
Stakeholders – work together for the best outcome
Centralise cost - at the organisation level not individual department
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Accommodations may include;
– Auslan interpreters
– equipment – hardware / software
– facility modifications
– job restructuring
– flexible work arrangements
Any employee deemed to have a condition
which requires a work-related reasonable
accommodation is eligible to apply
© 2011 IBM Corporation
Attitude
 A/NZ Diversity Council - Executive Sponsor
 AND membership
 New employee orientation
 Buddy network
 Regular education for HR, managers and
employees
 On-line guides & education packs
 Regularly profile stories of our employees with
disability
 Willing & Able Mentoring Program
 ‘Careers Forum’ for students with disability
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© 2011 IBM Corporation
PwD Business Resource Group
 Executive Sponsor
– John Twine
 Steering committee
– Co-leads Tim Littlejohn & Todd Wright
 Mission
To demonstrate leadership and increase awareness of the profile
of People with Disability working in IBM, to ensure they
continuously receive appropriate access to resources, and to
enable them to productively contribute to IBM.
 Focus areas
 Talent Development (primary)
 Recruitment
© 2011 IBM Corporation
The employee experience
• Michael who is hearing impaired, applies for a role with IBM as a
graduate hire.
• Hiring manager is provided with a copy of ‘Manager Guide to Disability
in the Workplace’. An Auslan interpreter is provided for interviews with
the hiring manager.
• Michael is hired.
• Manager discusses accommodation needs with Michael and preferred
methods of communication -- instant messaging, SMS, email etc.
• Diversity Team contact Michael to see if any assistance is required.
• On-line education packs for team members.
• Michael is linked up with a ‘PwD buddy’ – an experienced IBMer who is
also hearing impaired. Aim is to help him get quickly connected into the
organisation.
• He is invited to join the PwD Business Resource Group.
• Michael attends the 2-day graduate hire orientation, as do all new
graduates. Auslan interpreters are provided.
• While Michael primarily uses Auslan Interpreters he is introduced to and
tries live remote captioning which he hasn’t used before.
• Michael and his manager decide that Deafness Awareness Training
would benefit his team. Training is delivered.
• There are ongoing discussion with his Manager to see if Michael
needs any other assistance.
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© 2011 IBM Corporation
Critical success factors
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Get the basics right – building accessibility
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Centralised accommodations fund – cost
recovery no longer a department issue
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Employee support – Buddies & Business
Resource Group
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Senior management support - advocates
& champions
Provide accommodations that help the
employee do their job
Ongoing education and engagement - to
raise awareness and change attitudes
© 2011 IBM Corporation
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© 2011 IBM Corporation