The disparate impact of the COVID-19 pandemic has further underscored what we had been advocating and working towards for many years: institutions must contribute to economic opportunity in the communities in which we live and work. That is why IBM has created IBM Impact, a comprehensive framework for addressing society’s most urgent needs and helping to build a more sustainable, equitable, and ethical future.

Trust, transparency, and leadership are the values that underpin how IBM is making a lasting, positive impact in the communities. It is through those qualities that our employees, stakeholders and others can benefit from our culture, building from inside out, permeating not only IBMers, but also, the communities where we operate.

IBMers

Developing and supporting our current and future workforce is a priority for IBM. Recruitment, retention and development is the foundation to build a successful culture. For us, IBMers are the first group we turn to for better understanding our progress and direction. And while 81.4% of IBMers say today that they would recommend IBM as a great place to work, we are always working to push further.

That is why we are proud to share some of our achievements and learnings:

• Diversity and Inclusion: Nearly 67% of people worldwide see racial and ethnic discrimination as a problem in their countries, according to Pew Research[1]. To confront this issue, IBM is making a concerted effort to provide a culture of inclusion and belonging. IBM is committed to recruiting and developing employees from all backgrounds. In fact, one of our commitments is to continue the diversity linked pay modifier for senior leaders. In 2021, from the 68,000 people who joined IBM, over 41% were women globally and, in the US., 15% were Black and 10.2% were Hispanic.
• Equity and retention: We are proud of the fact that we pay equitably – women globally and underrepresented minorities in the U.S. earn $1 for every $1 earned by men for similar work. We compare the salaries of men and women in each peer group, looking for differences in average pay and we make salary adjustments if needed, whether it be for women lower than men or vice versa, to fully close gaps. In the US, we also compare pay for minorities, and at the intersections of gender and race.  In 2021, IBM again grew the percentage of women and underrepresented minorities in our workforce and in our executive ranks. In 2022, to keep working on our path of equity and retention, our focus will be on retention programs, learning opportunities, career development, and benefits to support women, parents, and their families. We also disclosed IBM US EEO-1 data.
• Future workforce: we invest in our current workforce, in fact, IBMers completed 9.5 million learning hours in 2021. For potential future IBMers, we committed to a $250 million investment in apprenticeships and new collar programs by 2025, and through the IBM Tech Re-Entry Program, we offer a path back to full-time employment with modernized skills training plus mentoring.

Skills for the jobs of tomorrow

Demographic changes, market demands, and technological progress can create a demand for more workers in the economy – making it imperative that the public and private sectors collaborate on education and training. As a result, IBM has committed to skill 30 million people with new skills for the jobs of tomorrow by 2030. This commitment gives new generations of workers the tools they need to be successful in an ever-changing economy. In 2021, IBM’s combined education initiatives reached 3.5 million participants.

For example, IBM is helping to close the global skills gap through IBM SkillsBuild, which as of February 2021, has helped 1.72 million students and job seekers globally to complete 4 million learning hours in cybersecurity, data analysis, and other technical disciplines. Through our IBM’s Global University Programs, IBM is providing technology, supporting research and creating assets to advance relevant skills for today’s workforce to more than 900,000 students across 10,000 universities. The company is also providing students with mentoring and paid work experience through the P-TECH program. Since its 2011 launch, the program has grown to include over 300 schools with more than 600 industry partners and has provided over 1,000 paid IBM internships in the US.

Volunteering

Many aforementioned programs are being led by IBMer volunteer efforts and are providing access to services in education, sustainability, and other areas to some of the most marginalized or vulnerable communities.

With the support of IBMers, we have committed to give 4 million volunteer hours by 2025, to make a lasting, positive impact in the communities we work and serve.

Advocating for diversity

Finally, these efforts also extend beyond our company. We have set a goal of dedicating 15% of first tier supplier diversity spend from Black-owned suppliers by 2025. IBM increased opportunities for diverse communities through investments, partnerships, external advocacy, and promotion of legislation like the Equality Act and the Dream Act. And our Allyship programs aim to create a supportive workplace that fosters a sense of inclusion and belonging for everyone.

To learn more about our Equitable Impact pillar, read our new ESG report, IBM Impact, which details our new ESG framework designed to create a more sustainable, equitable, and secure future for the company, its stakeholders, and the world.

Enabling an inclusive culture is what IBM is all about.

[1] “More people globally see racial, ethnic discrimination as a serious problem in the U.S. than in their own society.” Pew Research Center, Washington, D.C. (November 2, 2021). https://www.pewresearch.org/fact-tank/2021/11/02/more-people-globally-see-racial-ethnic-discrimination-as-a-serious-problem-in-the-u-s-than-in-their-own-society/