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Global VP and Internet of Things Evangelist for SAP. Previously independent analyst focusing on the Internet of Things, Energy and CleanTech, Analyst for RedMonk, leading their GreenMonk practice. Co-founder and director of hyper energy-efficient data center Cork Internet eXchange. Tom serves on the Advisory Boards of SmartCities World and RetailEverywhere.com.

2 responses to “Can IBM continue to support blatant sexual discrimination?”

  1. Chuck Van Court

    What exactly is the problem with having a private club that is only for men or only for women? Clearly the other issues you brought up about the golf club’s other policies are cause for concern, but to throw them all together in one big pot to somehow vilify the club’s position on gender is manipulative.

    I also must say that I find your headline pretty unfair to IBM when their hiring of a woman as CEO speaks volumes about their attitudes regarding women.

  2. Tom Raftery

    Well Chuck,

    Discrimination is discrimination.

    If you are discriminating against someone based on their gender, their religion, their ethnicity, their sexual orientation, or the colour of their toenails, it is all discrimination.

    I’m not alone in thinking that either.

    If you read the full article over on GreenMonk (http://greenmonk.net/can-ibm-continue-to-support-blatant-sexual-discrimination/) you’ll see I quoted from IBM’s Workforce Diversity Policy – which states:

    …activities are conducted without discrimination based on race, color, genetics, 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…

    That’s a pretty comprehensive list of things which IBM sees as being open to discrimination.

    These are IBM’s stated values. They don’t stand up for them in the case of Augusta though.