READ THE ARTICLE BELOW AND ANSWER THE QUESTIONS THAT FOLLOW: IBMs Strategies for Gender Diversity and Parity in the Workplace Many tech companies say they want to hire and promote more women. Here's why they should make it a formal business priority PUTTING DIVERSITY STRATEGIES INTO ACTION At IBM, diversity initiatives long predate current conversations. IBM first launched its diversity and inclusion programs in the 90s, not only to help more women join the tech industry but to see them advance into leadership roles and enjoy longer, more successful careers. Prioritizing diversity and inclusion at a large multinational corporation with thousands of employees has immense challenges, said Inhi Suh, general manager of IBM Watson Customer Engagement, based in IBMs San Francisco office. But, she added, its an issue that major players like IBM have a responsibility to address. Large institutions and the companies they impact have a corporate responsibility to [participate] in how the next round of tech is built, said Suh, who is also the co-chair of IBMs Global Women Diversity Initiative. After becoming an executive at a young age, Suh realized she had an opportunity to impact how the company approaches hiring and promoting diverse talent. I became an executive at 29 years old and that afforded me a greater understanding of the responsibility, not only of being a woman in leadership, but also Asian and young, she said. 79 percent of organizations around the world say advancing women is not a priority. IBM's First Movers report Suh has now been a member of IBMs womens council for 10 years and shes been co-chair since 2014. The council is comprised of 20 senior executives women and men alike who come from Latin America, Asia-Pacific, Europe and the U.S. They partner with IBMs human resources department to improve results because, [diversity] is not just an HR problem, Suh said. Its as much about leadership and management. Today, the Global Womens Diversity Initiative has three main objectives: to promote diversity and inclusion in the way they operate, to help accelerate the talent and the pipeline of talent, and to create a network where executives irrespective of gender really extend their ability to impact their teams, as well as who they interact with outside the office. [Diversity] is not just an HR problem. Its as much about leadership and management. Some of the IBM programs designed specifically to assist women in career advancement include the Building Relationships and Influencing course for women who will soon enter executive roles, and the Pathways to Technical Leadership program, which helps the next generation of technical leaders identify career aspirations and provides learning opportunities. The program has increased the number of women, as well as minority men, in executive technical roles at the company. As part of its larger D&I strategy, Suh said, IBM has several programs that have been successful at improving both diversity and company culture overall. IBMs Diversity and Inclusion Programs: New Collar Jobs: Instead of white-collar and blue-collar jobs, IBM focuses on new collar jobs like those in data science, cyber security and digital design that prioritize relevant skills or vocational training over a 4-year college degree. IBM has apprenticeships in these roles, which are registered with the Department of Labor, in regions of the country traditionally underserved by the tech sector including Baton Rouge, Louisiana; Columbia, Missouri; Rocket Center, West Virginia; and Research Triangle Park in North Carolina. IBM has also partnered with the Consumer Technology Association (CTA) to develop frameworks and strategies for other tech organizations to launch or expand their own apprenticeship programs throughout the country. Tech Re-Entry: This is a 6-month internship for tech professionals whove been away from the tech industry for 24 months or more and want to re-join. A team of engineers, scientists and business experts mentor interns, helping them refresh their expertise and learn new skills while being paid. In 2019, there were 100 Tech Re-Entry participants and the program expanded into Canada, India and Brazil. The Pathways in Technology Early College High Schools (P-TECH) program has established a pipeline for members of under-served communities to enter the tech industry. Through partnerships with more than 200 high schools in 20 countries, P-TECH offers students the chance to get a combined high school and associate's degree in a STEM field, free of cost. Source: BUILTIN, 2020

QUESTION THREE [25] Analyse the article above and as an organisational developer, explain five (5) motivational methods that would be suitable for IBMs female workforce.