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Q. Why is diversity key to IBM's success?
A. The success of our business hinges on the marketplace. We know our customer base is diverse. We also know that people are more inclined to do business with us if they see others like them in our organization. Going forward, the link between a diverse workforce and marketplace success is only increasing. Inside and outside the U.S., more IT buyers come from diverse ethnicities and backgrounds and represent more heterogeneous customer bases.
Beyond that, being a leader in diversity underscores our commitment to an inclusive work environment where ideas and contributions are welcome, regardless of where you're from, how you look or what personal beliefs you hold. Our managers must leverage IBM's diversity and work/life balance programs to create a climate that lets every employee know that their opportunity at IBM is gated only by their performance. For employees, their intellectual contribution and diverse backgrounds are key to IBM's leadership. When both these perspectives are combined, we build a sense of community, and we have a workplace where everyone feels like a stakeholder.
Q. Given your leadership role in other companies before joining IBM, what is your reaction to IBM's heritage of diversity and the fact that we can celebrate a 50th anniversary of equal opportunity policy?
A. One thing that really stood out in my mind when I joined IBM was its leadership in the areas of diversity and work/life programs. Frankly, I think other companies would love to have the 100-year heritage we have. Because of our long-standing commitment to diversity, we have so much more to offer employees and customers, and, we have a strong foundation to build upon. Very few companies today can say they hired their first female and black employees in 1899. We did. We also hired our first disabled employee in 1914. And as you look through our heritage, you'll see even more such "firsts."
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