IBM Adds "Gender Identity" to its Equal Opportunity Policy
IBM has become the 15th Fortune 500 company to add "gender identity or expression" to its EO policy. This would not have become possible if it were not for the hard work of one individual, Dana Brown-Owings. For the last two years, Brown-Owings has educated and worked with IBM Management and the internal GLBT diversity group known as EAGLE. Her continuous hard work has not only changed the bathroom policy in regards to pre-op transsexuals, but has brought Big Blue into the 21st Century as far as non-discrimination policies go. This new policy is in effect globally, throughout IMB's facilities across the world. Brown-Owings must be commended for her hard work and
dedication. She has proven that one person can truly make a difference.
Dana Brown-Owings is a delegate to the National Council of Delegates for EAGLE at IBM, Secretary of the Atlanta Women's Diversity Group at IBM, the Director of Operations for Georgia's Trans=Action, and is on the Board of LaGender, Inc and the Southern Association for Gender Education.
Contact: Dana Brown-Owings at
The New Policy
October 1, 2002
Business activities such as hiring, training, compensation, promotions, transfers, terminations and IBM-sponsored social and recreational activities are conducted without discrimination based on race, color, religion, gender, gender identity or expression, sexual orientation, national origin, disability, age or status as a special disabled veteran or other veteran covered by the Vietnam Era Veterans Readjustment Act of 1974, as amended.
These business activities and the design and administration of IBM benefit plans comply with all applicable federal, state and local laws, including those dealing with equal opportunity. IBM also makes accommodation for religious observances, which IBM determines reasonable.
In respecting and valuing the diversity among our employees and all those with whom we do business, managers are expected to ensure that there is a work environment free of all forms of discrimination and harassment.
To provide equal opportunity and affirmative action for applicants and employees, IBM carries out programs on behalf of women, minorities, people with disabilities, special disabled veterans and other veterans. This includes outreach as well as human resource programs that ensure equity in compensation and opportunity for growth and development.
Effective management of our workforce diversity policy is an important strategic objective. Every IBM manager is expected to abide by this policy and uphold the company's commitment to workforce diversity.
