IBM, one of the 2023 Avtar & Seramount’s Top 10 Best Companies for Women in India, has a glorious history of more than 100 years of experience with DEI in the workplace.
Journeying back in time, Viswanath Ramaswamy, Vice President – Technology Sales, IBM India/South Asia, spoke to Subha Barry, President, Seramount (part of EAB), at the 7th edition of Avtar & Seramount Best of the Best Conference.
“Don’t look at DEI as a metric management. It has to be the fabric and DNA of the company”, he emphasized when discussing the dos and don’ts for organizations gliding towards inclusion. “The big do is to start leaning on people,” he quoted. In this context, Viswanath recounted his decision to appoint a male advocate for diversity engagement, which he fondly refers to as ‘Man-bassadors.’ He underscored the importance of recognizing the advantages of diverse perspectives, the business rationale for DEI, and fostering inclusive collaboration. Subha concurred, noting that embedding DEI in the company culture allows individuals to witness its positive impact.
The keynote conversation transitioned into the topic of bringing more women into sales and the strategies and risks associated with this endeavour. Viswanath emphasized, “We should align skills, talent, and results with the actual requirements rather than mandating it as a tick on the box.” He drew inspiration from a former IBM President-Chairman’s quote, highlighting that “growth and comfort zones do not co-exist. As leaders, if we do not proactively place ourselves in challenging situations, we will remain trapped in the comfort of the familiar.”
In the discussion about managing diversity in challenging times, Viswanath acknowledged the difficulties involved but emphasized the importance of having frameworks and guidelines to provide clarity. He highlighted that at IBM, there are multiple channels through which employees can voice their concerns and be heard. One such avenue is the inclusion index, which serves as a vital tool for employees to communicate the necessary corrective actions that leaders should take. IBM India made significant policy changes, such as offering flexible work-from-home options for female employees and providing access to childcare facilities for working mothers, based on collective feedback received from engagement surveys.
As the conversation neared its conclusion, Subha asked Viswanath to impart advice to business leaders and HR leaders aspiring to become more effective and inclusive. Viswanath stressed that “DEI is not solely the responsibility of HR; it is a collective duty for all business leaders. Without realizing and ingraining it in the very essence of your organization, it remains a mathematical, rudimentary and quantitative metric.”
For business leaders, Viswanath encouraged them to embrace and learn from failures, considering them part of the ongoing journey. He advised HR leaders to create seamless and frictionless platforms that enable business leaders to wholeheartedly embrace DEI.
