Nasscom Inclusivity and Diversity Initiative Enabling Pw Ds

Nasscom Inclusivity and Diversity Initiative Enabling Pw. Ds at work place – An IBM Perspective November 23, 2010

Enabling Pw. Ds at work place – An IBM perspective • IBM’s Statement of Inclusion • Business Imperative @ IBM • Model • 3 As Approach • Building skilled Pw. D Pipeline • Building supportive work place environment • Hiring 15 -Mar-18 2

IBM’s Global Corporate Policy Statement on Workforce Diversity A Statement of Inclusion S. J. Palmisano ~ Chairman and Chief Executive Officer “Business activities such as hiring, promotion, and compensation of employees, are conducted without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, or age… 3

Employing People with Disability is a Business Imperative @ IBM ü IBM wants to attract and retain ALL people with BEST TALENT ü Employing Pw. D facilitates access to the significant market of disabled consumers, their families and friends. ü Continue IBM‘s effort to be a truly inclusive employer for all talent, including Pw. Ds. 4

Model Hire & Pipeline building provide the 3 A’s & §Attitude Eligible Generating Awareness Pw. D §Accommodation §Accessibility candidate Pw. D Successful Pw. D at Employee at Marketplace Workplace 5

Integrating Workplace & Marketplace – 3 A approach Attitude - Attitude is about changing the values and beliefs that some people have regarding Pw. Ds. It means judging a person not by how they look, but by the results they deliver. Accessibility – Providing Assistive technology in terms of specialized hardware or software that is used to help increase, maintain or assist the functional capabilities of people with disabilities. Accommodation - the things IBM provides to allow employees to work more independently and productively. Some examples: physical improvements such as automatic doors, ramps, Braille signage in elevators. 6

Build a Pw. D Supportive Environment • Pw. D Sensitization Workshops: Enhance awareness on inclusion of Pw. Ds at the workplace. • Pw. D Employees Profiling Series: Success stories of Pw. D employees are published in the Intranet webpage as inspirational stories to build awareness across the company. • Series of Educational Mail Buzzes on Pw. Ds: Education Mail Buzzes published to all employees on enablement of Pw. D employees at workplace. • Pw. D Round Tables: The roundtable provides an open dialogue that helps build knowledge of the issues and concerns of People with Disabilities (Pw. Ds) and to solicit ideas for IBM India to become a more inclusive employer. • A voluntary Pw. D Network group - En. ABLErs at IBM – a great forum for Pw. D employees to network and support each other. 7

• Career Development Programs: A professional development • Special Pw. D Event: Organized by business units for recognizing • Reasonable Accommodation Budget (RAB) Policy: A dedicated & centralized budget at the organizational level to buy assistive event called fast_forward for Pw. D employees which is designed to help employees in their career growth & development. It helps employees to network, meet with leaders and understand different career development opportunities and guidance on achieving their aspiration. their Pw. D employees and reiterating the inclusive work culture of IBM by getting Pw. D employees, their managers, senior leaders and colleagues from across various functions. technologies/devices required by Pw. D employees. • Transportation assistance for Pw. D employees: To have a safe • Accessible Workplace Connection: A globally used application • Participate in external forums: Sharing IBM’s learning and means of transportation, dedicated cabs provided to Pw. D employees to commute between IBM work location and their residence. for ordering accommodations required by Pw. D employees. expertise to make an organization inclusive for Pw. Ds. 8

Hiring • Pw. D Job Fairs: Exclusive job fair for Pw. Ds where IBM participates to hire talent from across India. • Placement Agencies: To ensure we hire the Pw. D candidates from the marketplace we encourage placement agencies by providing them incentives for Diversity candidates. • NGOs: We partner with our empanelled NGOs to help identify qualified Pw. D candidates for employment. • • Exclusive Hiring Drives: are arranged for Pw. D candidates in partnership with Staffing teams. 9

Grow a skilled Pw. D Pipeline • Collaborative Training for Pw. D candidates In collaboration with an NGO, Collaborative Training executed in September 2010 for 21 Pw. D candidates - trained on skill sets required for various entry level roles in various business units. 5 candidates have received offers. • Pw. D Internship Program Initiated in 2009 to provide quality corporate work experience & exposure to qualified Pw. D candidates. This program is designed to enhance their employability & influence mindsets of managers & employees toward leveraging relevant untapped skilled talent pools in the marketplace. Till date 10 candidates have gone through this program, 2 have been offered regular employment. 10

• Computer training for Teachers of Visually Impaired Over the past 3 years, in collaboration with an NGO En. Able India, systematic computer training is imparted to teachers of visually impaired as there was lack of standardized curriculum to take on the task of enabling visually impaired leverage employment opportunities. This enables the teachers to impart computer training to 1000’s of visually impaired students across the country e n a b l i n g t h e m t o b e m o r e e m p l o y a b l e. • Pw. D IT Camp Objective is to create a positive image of IT careers for people with disabilities. Program aims to dispel the prevailing misconceptions surrounding computer science as an area of study for people with disabilities and to give students an opportunity to experience first-hand what it’s like to have a career in the Information Technology Industry. Camps: - St. Xavier’s Resource Centre for the Visually Challenged – Mumbai - Blind Mans Association – Pune - Computer Training Workshop for children and young adults with Autism Spectrum 11 Disorders (ASD)" at Bangalore.

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