What We Love
In 2008, it launched a symposium for high-performing women of color, following established career development workshops that already prepared them for executive assignments. HR maintains targets for the representation of women and people of color in the exec and technical resources pipelines, and the firm offers these employees leadership courses at UCLA. It even ties its own managers’ performance ratings (which affect salary) to their emphasis on inclusion. This support for diversity extends into local communities as well: A major sponsor of the Tuck-WBENC Executive Program for female business owners, IBM collaborates with WBENC to ensure that each class encompasses multicultural women.

Multicultural Women: 9%

Multicultural Women Managers/Execs: 6%

Chief Diversity Officer: Ronald Glover

Hires who are multicultural women: 10%

Hires who are multicultural men: 21%

Multicultural women managers/execs: 6%

Multicultural men managers/execs: 12%

Top 20% earners who are multicultural women: 4%

Top 20% earners who are multicultural men: 14%

Multicultural women on board of directors: 8%

Offers formal compensation program to reward managers who specifically help multicultural women advance: YES

Rates managers on the number of multicultural women employees advancing: YES

Uses outside recruiter to focus on finding multicultural women candidates: YES

Offers support groups specifically for multicultural women: YES

Offers mentoring programs specifically geared toward multicultural women early in their careers: YES

Offers sponsorship program specifically geared toward multicultural women early in their careers: YES