Find Out What Makes IBM Such A Gay Friendly Company (And How Other Companies Can Do The Same)

IBM UK & Ireland was named Stonewall Top Employer of 2010 earlier this year so we thought it was worth taking a deeper look at why, and what examples they’re setting for everyone else.

Being the first to win the award twice (they first received the award in 2007) IBM were disappointed to have slipped down the ranks, and so following the 2009 Workplace Equality Index and the feedback received from it IBM set about making more changes to their company to make them even more pro-gay.

And that all began with a new and robust action plan which has seen IBM’s Gay, Lesbian, Bisexual and Transgender sales team be expanded to make sure that IBM truly does offer an open and inclusive workplace.

It hasn’t though just been about expanding the amount of LGBT people in the company. IBM are also committed to making sure LGBT employees feel they are being treated equally and IBM have covered that too with their network group, Employee Alliance for GLBT Empowerment (EAGLE), working in partnership with their Diversity & Inclusion Team to come up with a strategy that promises just that, and  these are token decisions that are soon forgotten, EAGLE leaders will discuss and share best practices across the European division and also participate in regular GLBT Council community calls to see what else they can do and learn.

One example of this work is collaboration on the EAGLE Value Proposition which acted to evaluate the network group in relation to the support offered to staff and the business. With line managers central to how gay employees feel about their experiences at work, IBM have made sure that these managers are equipped with how to deal and work with diverse teams through intensive training, case studies on gay employees and specific policies aimed at the LGBT community. On top of this IBM also work hard to try and push out the equality issue beyond their own company by working with suppliers to try and get them to see the value of not seeing your LGBT employees as another minority group you have to contend with, but one that when treated in an equal and respectful way can add incredible value to your company.

Sounds pretty impressive doesn’t it? But the reality is what IBM is doing isn’t difficult. It isn’t even that time consuming. It’s just about recognising that when you give to your employees and show they respect them they give back too. Sounds like a pretty good deal to us….