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. It's 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. IBM's 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 who've 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. QUESTION ONE [25] "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 IBM's San Francisco office." In context of the statement and article above, critically discuss some of the diversity related challenges IBM would have faced. QUESTION TWO [25] Evaluate how IBM's diversity and inclusion efforts may enhance their organisational performance. QUESTION THREE [25] Analyse the article above and as an organisational developer, explain five (5) motivational methods that would be suitable for IBM's female workforce. QUESTION FOUR [25] Evaluate the article above and critically discuss the influence of IBM's organisational culture towards their diversity goals. END OF QUESTION PAPER