Posts Tagged ‘IBM#8217;


IBM Always in the forefront.

Written on October 1, 2015 by Campus Life in Professional, Social

collage ibm coffeeTeaching Diversity is a challenge.  At present two paradigms coexist in apparent harmony, but are really just a mirage. Diversity has become in fashion and nobody can afford not to include it among their values. Like innovation, it is a “commodity” a “me too” that everybody “treasures” in their strategy.

But how is diversity included in your strategy? Herring and Henderson talk about three different approaches.

On one hand, Blind Diversity Approach, is limited to celebrate difference. We can recognize this focus when we read annual reports of many multinationals that proudly share higher rates of feminine participation in their workforce. A thorough aggregation of the different charts reveals that in the end only a few heterosexual or closeted white men are those who lead and get the big bucks. But they are fully satisfied because they hire lots of women!

The Snowflake Diversity Approach defends that we are genuinely unique and to talk about diversity dimensions, like gender, or race, is to menace individuals. If Barack Obama has been able to reach the US Presidency Why have we to keep talking about black minority?

Finally, there is a third way to cope with it: Critical Diversity that assumes there is inequality and it is required to solve it. Those who prefer the two first focuses reject this one stating that it is advocacy.

NGOs do advocacy. Corporations do Diversity Management. They may seem synonyms, but they are not.

I celebrate Zoraida and Priya initiative, they want to talk about diversity management and they are hands on! They contacted Celia de Anca and in a blink of an eye they have created the Diversity Club.

The other day we had the kickoff event and of course we had IBM. Ana Gª Oliveros (Director of Marketing and Communication) and Belen Perales (Director of CSR). Only 25 sits to be able to talk freely and a long waiting list.

Every time they come they bring something new! Just a few bullets for those who could not attend:

• At present, constant change is one of the main issues in business, the pressure of corporations towards family, volatility of results and social challenges.

• Social Responsibility has evolved from “Legal Compliance”, “Strategic Philanthropy”, “Value based self-regulation” and “Efficiency” to “Growth Platform”. IBM is one of those companies that really believe in the “case” of diversity. Diversity pays back!

• In this new landscape they do not talk about competitors any more, but collaborators.

• When I started hearing them talk about diversity they mentioned five dimensions they focus on: Women, LGBT, People with Disabilities, Work/Life, Cross-Generation, Cross-cultural, Men, New-hires, Veteran and Multicultural Women.

• They still underline that Work/Life is not only a women issue.

• Among the findings they shared with regards to “Men” dimension is the more mature and self-confident, the more understanding about the issue, that at last is a social issue.  


LGBT@Work 2014

Written on November 25, 2014 by Campus Life in Other Activities, Social

IML_2463 (Large)On November 20, ieOut celebrated the VIII edition of the LGBT@WORK, the annual appointment to discuss best inclusion practices for LGBT Diversity.  IBM sponsored the club for this important appointment, as they have done since the launch of the event.  

Ambassador to the United States in Spain, James Costos honored IE Business School by Officially opening the event along with Dean Santiago Iñiguez , Nieves Delgado from IBM and Felipe Barbosa, ieOut coordinator 2014.

James Costos defined LGBT rights as Human Rights and stressed that an important part of US foreign policy is to advocate for Human Rights worldwide. He thinks his nomination as Ambassador to Spain is an example of this commitment to equality in the whole world. He also underlined the importance to create inclusive environments to attract and retain the best talent.

15850438536_2300793eb1_oFuther to Ambassador Costos the Civil Rights movement is a great road map to obtain LGBT normalization. He recognized the Spanish leadership in this area and committed himself to keep working to increase awareness, especially at the workplace.

Margarita Alonso did an introduction focusing on the reasons why Spanish Corporations should include LGBT diversity in their agendas from a double line, one because it is profitable for companies and two to further corporate responsibility alignments.  It will increase the companies talent management, potential of a new niche, reputation and the domino effect that will invite new players.  On the other hand, consistency with mission and values, the big brands have the power change public opinion and can provide more role models at executive and leading positions.

15688759238_c264e56ec1_oBeck Bailey, from Human Rights Campaign, explained how the Corporate Equality Index has become a very efficient tool to increase awareness and to share best inclusion practices at the workplace. Their consultants serve as trusted prescriptors to diversity professionals and other executives seeking to position their business as friendly workplaces that respect all employees, regardless of sexual orientation, gender identity or expression.

Miguel Castro, from SAP, shared his long experience working to improve equality and LGBT Visibility. He focused in the labor of Pride@SAP a network that has more than 250 members mostly from Germany and US. Pride@SAP contributes to a positive environment, it is a strong support tool for transgenders in transition; It reinforces leadership as employer of choice and provides visibility for the company.

15688936000_bc2ec805c5_oSince Miguel arrived in Spain the group has increased its activities with networking lunches and participation in Global Pride@SAP. They have organized the SAP People Week to boost internal awareness about diversity along with other groups like Women and young talent.  and have also coordinated events with Lesworking, ieOut and GaylesTv.

Laura Muelas showed with figures how urgent it is to normalize LGBT diversity in our society and school, the research coordinated by Ignacio Pichardo among LGBT student’s drops alarming data about homophobia, and harassment at school. On the other side of the coin, the fact is that there is a positive relationship between the level the information and awareness of school staff and faculty and the proper management of these situations

Link to the video

The Aula Magna was full and more than 20 ieOut friends followed the lectures by streaming.

Link to the pictures of the event.

Media Report:


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