1. IBM Workforce Diversity & Inclusion Winning in the Marketplace with Diverse Talent Edith Jonkers@KU Leuven May 29, 2008 © 2006 IBM Corporation

2. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 2 Background info IBM Global: Corporate headquarters: Armonk, NY 170 countries > 60% of revenue generated outside US > 355,500 employees worldwide Revenue 2007: $98.8 billion, billion Net income: $10.4 billion  Invested $6.2 billion in Research and Development in 2007 Benelux: Serving 6000 clients in the Benelux IBM Benelux formed in July 2005 >7000 Employees in 3 countries 15 Offices

3. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 3 Software - Largest supplier of infrastructure software Systems and Technology – Leading technology and systems solutions Global Services - World’s largest business and technology services provider Research – IBM breaks US patent record – Tops list for 15 th consecutive year in 2007 Financing - World’s leading provider of financing and asset management services to companies selling or acquiring IT. IBM’s Businesses

4. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 4 IBM Clients: The World of Business And leading in the world’s rapidly emerging markets

5. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 5 Diverse and global: A tradition of progressive leadership 1914 Hires the first employee with a disability, 76 years before the Americans with Disabilities Act 1924 IBM’s first black employee and first three women employees mark 25 years with the company 1944Is the first company to support the United Negro College Fund 1953IBM President Thomas J. Watson, Jr., publishes the company’s first equal opportunity policy letter — one year before the U.S. Supreme Court desegregates public schools 1976 Helps launch the National Hispanic Scholarship Fund 1984 Adds sexual orientation to its nondiscrimination profile and establishes domestic partner benefits in 1996 1985Pulls out of South Africa to exert economic pressure on the apartheid regime 2004Ranks as one of the “Best Companies for Working Mothers” (US) for the 19th year in a row 2004Organizes an EMEA-wide GLBT conference in London, UK 2006Puts diverse, talented people forward as one of IBM’s main differentiators CAP 48 “Prix de l’Entreprise Citoyenne” Our Workforce

6. IBM Workforce Diversity & Inclusion KU Leuven May 29, 2008 © 2008 IBM Corporation Diversity & Inclusion at the core of our strategy

7. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 7 What is Diversity and Inclusion @ IBM ? DIVERSITY Within IBM, the principles of diversity extend beyond issues related to race, gender, or physical disabilities to differences in culture, lifestyle, age, background, experience, religion, economic status, sexual orientation and marital status. INCLUSION is the essence of a workplace where everyone in the organization has the opportunity to fully participate in creating business success and is valued for the distinctive skills, experiences, and perspectives they bring to the workplace. “None of us is as strong as all of us”

8. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 8 Diversity: why we do it The Challenges of a 21 st -century Workforce Challenges of Generational Diversity  Agoria study : ICT industry in Belgium is looking for 13,000 people in the next coming year  UK: by 2010, <20% of full time UK workforce will be comprised of able-bodied white men below 45  EU: by 2030, 24 million workers aged 55 – 64 Globalisation  Female to male employment rates: Central and Eastern Europe88.45 %89.2 % EU before enlargement54.9 % 73.0 %  IBM BeLux : substantial % of workforce reporting out of country New Way of Working  11.4 percent of IBM BeLux workforce work part time  60 percent of IBM BeLux jobs are a form of flexible employment 1 2 3 4 Managing by Values 5 Mirroring Society

9. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 9 Organizational Structure IBM’s Ongoing Commitment to Diversity & Inclusion Network Groups by focus area Task Force by focus area Diversity Council Common Issues Identified Common Areas Addressed With Management Solutions & Actions Identified Women Cultural PwD GLBT Generational Work Life

10. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 10 What makes Diversity initiatives succeed? Top management sponsorship Clear diversity business case linked to business drivers and business strategy Creation of accountable executive and adequate funding to invest in diversity initiatives Commitment and “buy-in” across all levels of the organisation Viewing diversity as an overall ‘culture’ change program rather than as an “event” Identify and address behavioural and systemic barriers and blocks Integration with culture, HR and management practices Processes to measure and sustain diversity practices LEVEL OF LEADERSHIP ACTIVITY Align values to strategy Actively communicate values Organisation actions to shift values/behaviour Leaders role–model the values People live the values IMPACT IN THE ORGANISATION

11. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 11 Communication

12. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 12 Diversity & Inclusion Education@ IBM DIVERSITY & INCLUSIVE LEADERSHIP Provides managers & employees worldwide with awareness, knowledge and skill readiness to enable individuals and groups to contribute to their fullest potential. The face-to-face learning lab is based on a globally validated, practical framework to understand and address local challenges and opportunities associated with Diversity & Inclusion. GENDER : TAKING THE STAGE Taking the Stage™ is a successful program for IBM women around the world. It shows women how to achieve a strong leadership presence when they speak in all situations — board rooms, meeting rooms, conference halls and phone calls. GAY, LESBIAN, BISEXUAL, TRANSGENDER MANAGER AWARENESS SESSION This session is all about understanding the GLBT community in IBM and about changing our perceptions through a facilitated discussion for IBM managers. PEOPLE WITH DISSABILITIES EMPOWERMENT TRAINING These career development workshops are about providing individuals with the tools for dismantling any disabling barriers that may exist within their organizations whilst at the same time equipping them with the internal skills to help promote their potential and achieve a fuller and more enriching career without some of the daily struggles that some disabled people inevitably face. CULTURAL : SHADES OF BLUE All about how to work effectively across cultural differences and within a multicultural environment. Participants understand cultural competence and its importance to IBM. They explore and frame key cultural differences on national, functional, and interpersonal levels through the lens of a comprehensive framework for understanding cultural differences - the Worldprism™ Model.

13. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 13 What IBM does to support Diversity & Inclusion GENDER DIVERSITY  Focus on Women in Technology  Gender Scorecard INTEGRATION OF GAY, LESBIAN, BISEXUAL, TRANSGENDER EMPLOYEES  Offers same sex partner (IBM) benefits in all the countries where the local legislation permits  Created a GLBT sales force & launched a marketing initiative in Europe GENERATIONAL DIVERSITY  Global focus on the needs of the maturing workforce that reviews all internal processes, recruitment and development plans to ensure that the needs of all employees are met Re-think career paths, management development and talent management, and changing conceptions of work and leisure INTEGRATION OF PEOPLE WITH DISSABILITIES  Increase the hiring of qualified (graduates & experienced) PwD in all business areas  Become more visible by providing accessibility services & innovative offerings and supportive technology in the marketplace CULTURAL DIVERSITY  Works to increase the ethnic diversity of the workforce by developing the pipeline and supporting the recruitment, integration and advancement of employees of diverse ethnic origins.  Develops local partnerships with external organisations to contribute to greater social cohesion. WORK LIFE  Flexible working options to all employees  Provision of supporting technologies to allow employees to work remotely

14. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 14 Some concrete actions in BeLux Mindset Taking the Stage Employee Alliance for Gay, Lesbian, Bisexual and Transgender Empowerment Speed Mentoring Sessions Women Mean Business International GLBT Conference, London, UK PWD Awareness Event & CAP48 Award “Prix de l’Entreprise Responsable” 1991 20012006 2007 Incented Sabbatical AITT Women In Business Cultural Exhibition

15. IBM Workforce Diversity & Inclusion © 2008 IBM Corporation 15 EMEA Women’s Leadership Council – Key Initiatives Trestle Group Foundation  Objective: The foundations purpose is to link up "women entrepreneurs in emerging markets with business professionals with the aim to help them build their network, business strategies and practices that will help them create new opportunities, fulfil their potential and achieve long term success."  Partnerships in Russia, South Africa and Uganda with 4 th partnership in Poland (Jan 2008)  Support from IBM women and men across EMEA Women help sow the seeds of change in Uganda  When IBM’s Alison Hall attended the Women’s International Networking (WIN) forum in Oslo, she had no idea that it was about to change her life – and the lives of many Ugandan farmers.Women’s International Networking (WIN)  Alison was one of 750 delegates from across the globe chosen to attend the WIN global conference in September 2007. WIN is an initiative that supports and develops women’s careers and diversity in the workplace by looking at the critical role women play in shaping the future.  IBM has been a key sponsor, actively supporting the scheme since its inception in 1997 and sharing in its values of innovation, integrity, diversity and interest in creating a positive new future. In total, 232 of the delegates at the 2007 conference came from the IBM Northeast and Southwest IOTs.  http://w3.ibm.com/news/w3news/top_stories/2008/0 4/uknews_seedsfordevelopment.html http://w3.ibm.com/news/w3news/top_stories/2008/0 4/uknews_seedsfordevelopment.html 100 farmers came to meet Alison, to discuss their needs and priorities

16. IBM Workforce Diversity & Inclusion KU Leuven May 29, 2008 © 2008 IBM Corporation THANK YOU