Diversity creates stronger results
IBM’s Carla Grant-Pickens says it like it is
Two years after the murder of George Floyd, it seems that major US corporations have made great strides to address social justice challenges in society. We sat down with Carla Grant-Pickens, Chief Diversity & Inclusion Officer for IBM, to discuss the importance of diversity in IBM from a reflection by the company after the murder of George Floyd to IBM’s commitment to being an advocate for diversity and equity.
She and her employer are strong advocates for diversity and how a diverse workforce not only supports underserved communities but how it creates stronger results. Diversity and inclusion have been a pillar of IBM’s culture for over 100 years and under Carla’s leadership, the company has been globally recognised as a leader in the space, named as a “Top 10 Working Mother Best Company,” a “Top 10 Company for Dads,” and a “Top Place to Work for LGBTQ Employees” by the Human Rights Campaign, among others.
Three things struck me when we spoke:
Diversity is in the DNA of IBM: When I commented on the long-held stereotype of IBM-ers as a monoculture of “straight white men in suits” running a global company, she gave credit to founder James Watson for fostering a culture of diversity and inclusion. She commented: “Our purpose came from Watson, who wanted to provide opportunities for those who are smart and passionate about their work. It didn’t matter what creed, color, socioeconomic status, or gender identity your background was – he wanted great talent. That’s been a strategy we’ve had around ensuring inclusiveness and setting goals to win in the competitive technology landscape.”
Commitment to Social Justice: Following George Floyd’s murder, IBM worked with Embrace Race in collaboration with the Black community to advocate for safety and police reform in the United States. As a leading technology company, IBM also used its resources to work with CallForCode.org to co-create computer code, programs, and ideas around bias and social justice. They created a wealth of assets available for free download for individuals and organizations committed to addressing bias and promoting diversity. As Grant-Pickens notes, “They wanted us committed to growing the representation of diverse communities – women and people of color — and that’s what we’ve been doing with IBM-ers.”
The Myth of Talent Shortages: In finding diverse talent, Grant-Pickens confronts the misconception of talent shortage. “I call those myth busters,” says Grant-Pickens. ”We have to confront this head-on and be intentional. If you are intentional, you will create a strategy and pathway to discover where that talent pipeline exists. This includes exploring new schools, working with non-profits, and investing in internship programs. And having diverse folks doing the recruiting matters. You just have to go where the talent is.”
IBM exemplifies how diversity is a powerful competitive advantage. Its approach to responsible business, under Grant-Pickens’ leadership, highlights the numerous ways in which inclusivity and diversity drive innovation and success in the global technology industry.