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Department of Computer Science (CS)

The summary provides an overview of IBM's early implementation of equality policies in the workforce and networking groups formed to support diversity. It also summarizes the document's discussion of evaluating effective diversity management and competitive advantages of a diverse workforce.

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Raza Rana
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38 views

Department of Computer Science (CS)

The summary provides an overview of IBM's early implementation of equality policies in the workforce and networking groups formed to support diversity. It also summarizes the document's discussion of evaluating effective diversity management and competitive advantages of a diverse workforce.

Uploaded by

Raza Rana
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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BARANI INSTITUTE OF SCIENCES

Sahiwal: 520 B/VII Jail Road


Burewala: 3-KM, Chichawatni Road
T: +92-335-1118383 W: baraniinstitute.edu.pk

Department of Computer Science (CS)


Assignment
Student ID: 18-ARID-369
Student Name: Daniyal Akram
Degree: BS(CS)
Semester: 5th
Section: A
Course Code: MGT-411
Course Title: Introduction to Management
Submitted To: Ms. Aqsa Riaz
Submission Date: Thursday, June 4, 2020
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?
A number of indicators would hint that the company is doing an effective job with diversity
management. Here are some examples:
 Diversity among employees (this will be evaluated compared to the diversity of the
labor pool). For example, if only three percent of the employees in a company are
African American, does this mean that the company is not diverse? This would depend
on the diversity of the area population. The situation would be more suspect and there
would be more reason for concern if the area population were ten percent African
American as opposed to two percent African American.
 Diversity at all levels. This means we would expect diversity not at the lower levels,
but all the way up to the top management team.
 Do most employees feel satisfied and perceive fairness? This means that regardless of
their demographic traits, employees feel that they are fairly treated and believe that
there is a positive work environment.
 Do they follow the law? If they have been sued or received a large number of
complaints, this may be the first hint that they may not be doing a good job managing
diversity effectively.

IBM has formed five diversity networking groups:


i. People with Disability - a networking group for people with a disability. This is a very
active group, with strong connections to the wider community.
ii. Flexibility – a networking group which is very active and is open to anyone interested
in part time work, job sharing and other flexible working options.
iii. Women in Technology – a networking group which aims to support the growth,
development, advancement, and recognition of IBM’s current population of
technical women.
iv. Cultural Diversity – a networking group with a focus on multiculturalism.
v. Gay, Lesbian, Bisexual & Transgender (GLBT) – a networking group which supports
the GLBT internal community and also participates in external community partnerships.

I have only experienced one radical policy change. The policy change had to do with how
employees utilized social media and the discussion materials and photos that were posted on
these websites. Essentially, the policy intended to limit the content that related to work, and
possibly bring discredit to the department or employee.
Many employees questioned the policy as to whether or not the department could dictate what
type of posts or photos were used during their personal time. However, this policy was important
to stress that in the type of work that the department does it is relevant because this content may
be used in court or in another arena to discredit the employee or the department. Once
implemented, the policy did make employees to think twice prior to posting content that could be
related to his/her work.
IBM can deal with such issues by devising a code of ethics which shows employees the types of
behaviors desirable. In addition to having written statements, training employees in a company
code of ethics may be useful.
I still believe that there are policies lacking on discrimination of transgender employees and
respect among employees. Organizations stress the policies not tolerating discrimination for
employees being part of a protected class without recognizing that the law does not protect
transgender individuals from discrimination. Further, organizations focus so much on customer
service this should also be stressed among the workforce. Employees need to respect each other
in the workplace.
2
If you or your spouse is currently employed, how difficult would it be to take time off for
having a child?
30 years before 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. IBM ranks in the top 100 on Working Mother magazine’s
“100 Best Companies” list and has been on the list every year since its inception in 1986.
“Managing Separation and Single Parenting Seminar”, a seminar was held in Melbourne for IBM
employees who were interested in learning more about:
 The challenges of child upbringing;
 How to meet a partner;
 Encouraging and developing the child/parent relationship with the non-custodial parent;
 Advice on work/life/balance for the single parent;
 How to manage your finances; and
 Managing separation.

IBM offers “IBM Parental Bonding Leave” to all parents of a newborn or newly adopted child
up to 12 weeks within 12 months of the child's birth or adoption. So, it won’t be difficult to take
a leave from IBM for having a child.
IBM is also beefing up a number of other benefits for parents. It is increasing financial assistance
for parents adopting children to up to $20,000 to cover those costs, from the previous $5,000
benefit, and it is making that benefit available to parents who use a surrogate to have a child.
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?
I feel that to make a business work you have to make all feel important, appreciated and
reinforcement on everyone’s contribution. If they lack that then I feel the business will tend to
fall with unsatisfied workers. As I have stated prior. So no, I feel for IBM this was not the case.
As much as you want to increase underrepresented groups with making it better for them and
business though, you also have to include the majority of your skilled and strong performers.
Increasing your diversity pool, communicate better with everyone-so that it trickles from the
CEO to the bottom, understanding their background, learning cultural difference, recognize
culture changes, appreciate all them equally and networking.
4
What types of competitive advantages could IBM have gained from having such a diverse
workforce?
IBM has gained following competitive benefits through its diverse workforce:
i. Higher creativity in decision making,
ii. Better customer service,
iii. Higher job satisfaction and lower employee turnover as a result,
iv. Higher stock prices,
v. Lower litigation expenses,
vi. Higher company performance.

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