1.
IBM has been championed for its early implementation of equality among its
workforce.
At the time, many of these policies seemed radical. To IBM’s credit, the movement
toward equality worked out exceptionally well for them. Have you experienced
policy changes that might seem radical? Have these policies worked out? What
policies do you feel are still lacking in the workforce?
Ans:
Starting from its early history in the United States, IBM Corporation has been a pioneer in
valuing and appreciating its diverse workforce. In 1935, almost 30 years before the Equal Pay
Act guaranteed pay equality between the sexes, then IBM president Thomas Watson
promised women equal pay for equal work. In 1943, the company had its first female vice
president. Again, 30 years before the Family and Medical Leave Act (FMLA) granted women
unpaid leave for the birth of a child, IBM offered the same benefit to female employees,
extending it to one year in the 1960s and to three years in 1988. In fact, the company ranks in
the top 100 on Working Mother magazine’s. It was awarded the honor of number.
Yet, the way diversity was managed was primarily to ignore differences and provide equal
employment opportunities.
2. If you or your spouse is currently employed, how difficult would it be to
take time off for having a child?
Ans:
It will be very difficult to find time. In today's world there are very few who are left behind.
Nowadays it is very difficult to find time to have children. Time passes very quickly and in that short
time we have to fix our future for our children. Nowadays we have a lot to do to improve our future
So it is very difficult to find time to have children.
3. Some individuals feel that so much focus is put on making the workplace better
for underrepresented groups that the majority of the workforce becomes neglected. Do
you feel this was the case at IBM? Why or why not? How can a company ensure that no
employee is neglected, regardless of demographic group?
Ans:
This was also the case in IBM. They ignored the rights of many heads. But when the blame falls on
the members. Then they created a Task force that Survey thousands of people so that they can be fill
the gaps in the company. A company ensure that no employee is neglected, regardless of demographic
group through to create a task force who looked at the rights of peoples and the gaps which is in the
company they can be eligible to fill these gaps.
4: What types of competitive advantages could IBM have gained from
having such a diverse workforce?
Ans:
Degree in computer sciences are Hispanic. To tackle this issue, IBM partners with colleges to increase
recruitment of Hispanics to these programs. IBM can tracks results through global surveys
around the world and identifies which programs have been successful and which issues no
longer are viewed as problems. These programs can instrumental in more than tripling the
number of female executives worldwide as well as doubling the number of minority
executives. The number of LBGT can executives increased sevenfold, and executives with
disabilities tripled. With growing emerging markets and women and minorities representing a
$1.3 trillion market, IBM’s culture of respecting and appreciating can diversity is likely to be
a source of competitive advantage.
