What kind of jobs does ibm offer

Whilst this event is targeted at women, we encourage anyone to participate. IBM is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, colour, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

IBM is also committed to compliance with all fair employment practices regarding citizenship and immigration status. We strive to continually lead with our values and beliefs that enable IBMers to develop their potential, bring their full self to the workplace, and engage in a world of inclusion. Our willingness to take on issues of equity, fairness and equal opportunity have not only set us apart, but positively distinguished our company and made us a magnet for the smartest and most talented people in the world.

Moreover, diversity and inclusion is part of our DNA. At IBM we recognise that diverse ideas must come from a diverse workforce. We have always been at the forefront of diversity and inclusion and our policies and strategies directly support our business objectives, values and practices. Today, IBM takes advantage of the attributes of its diverse employee mosaic to fuel innovation and reflect the multicultural character of customers across the globe.

For every employee, diversity means far more than compliance. Inclusion goes well beyond tolerance. BRGs are volunteer, employee-led groups whose members share a common interest. Members run events and act as inclusion champions for their focus area - with the ultimate goal of helping all IBMers feel a sense of engagement and belonging.

We are proud of the difference our people make in creating a truly inclusive workplace! At IBM, inclusion has always been part of our culture, aligning with the deeply-held personal and corporate values we all share IBMers.

We have a lot to be proud of, with advocates and leaders within IBM continuing to act as leading voices in the push for diversity and inclusion across our communities. Our policy of inclusion goes beyond employment practices and protections to celebrate the diversity of our workforce.

As a company, we understand that to attract the best talent from around the world, we have to create and nurture a culture where employees can bring their authentic selves to work every day.

This culture is critical to our ability to drive world leading progress and innovation. IBM has and will continue to participate in high-profile debates over discriminatory policy measures across the world. The rainbow logo was introduced in as a new symbol to represent IBM's ongoing push for diversity, acceptance, inclusion and equal opportunity.

This is a demonstration of IBM's continuing efforts to advance and influence non-discrimination workplace policies consistent with basic human rights.

Locally, IBM was one of the first corporate leaders to appeal to the Australian Prime Minister to legislate for marriage equality, ensuring full and equal legal status for the relationships of all Australians.

This support was carried through by the illumination of the sky signage of the Sydney office in the rainbow logo as a public show of support for diversity, equality and inclusion.

In local Pride Month celebrations included the creation of a Rainbow Banner in our Ballarat office. Allies actively advocate through actions and activities to create a supportive, inclusive culture. We will continue promoting and defending LGBT rights around the world. And we will also continue to foster and grow a shared corporate culture in which global diversity — including diversity of thought — remains central to our company and its values.

As a business, we recognise the need to capitalise on the skills and talents of all segments of our diverse community. With four million Australians identifying as having a disability — a figure that will only increase as our population ages we are committed to building the representation of People with Disability PwD into our workforce.

Our long term commitment and approach to ensuring that people with disability are represented in our business has resulted in workforce representation across all business areas in the organisation and at all levels. IBM was recognised for its ongoing commitment to disability employment through its proactive and holistic approach, resulting in disability representation throughout all business units and at all levels from graduate to senior roles within the organisation.

Our proactive approach to employing PwD means this important group is represented across our business. Where needed, we provide accommodations — a modified workplace, specialist equipment or tools — to ensure our PwD employees are able to realise their potential.

We also support video remote interpreting and live remote captioning and encourage hearing colleagues to undertake deafness awareness training. In , IBM appointed a Global Chief Accessibility Officer to further accessibility standards and develop human-centric technology and industry solutions that support PwD.

Locally were founding members of the Australian Network on Disability AND — the premier not-for-profit body that supports organisations to advance the inclusion of people with disability in all aspects of business.

Rather than reacting to legislation or responding to social pressure, IBM has always been proactive in its equal opportunity efforts. Its history of innovation and achievement in this area has long been a source of pride for company employees, at all levels, from all cultural groups.

Over time and across borders, diversity runs as a common thread through IBM. The employees of IBM represent a talented and diverse workforce.

Achieving the full potential of this diversity is a business priority that is fundamental to our competitive success. A key element in our workforce diversity programs is IBM's long-standing commitment to equal opportunity.

Business activities such as hiring, promotion, and compensation of employees, are conducted without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, or age.

These business activities and the design and administration of IBM benefit plans comply with all applicable laws, including those dealing with equal opportunity. For qualified people with disabilities, IBM makes workplace accommodations that comply with applicable laws, and which IBM determines are reasonable and needed for effective job performance.

In respecting and valuing the diversity among our employees, and all those with whom we do business, managers are expected to ensure a working environment that is free of all forms of harassment. This policy is based on sound business judgment and anchored in our IBM Values.

Every manager in IBM is expected to abide by our policy, and all applicable laws on this subject, and to uphold IBM's commitment to workforce diversity. At IBM women have been making contributions to the advancement of information technology for almost as long as the company has been in existence.

Where many companies proudly date their affirmative action programs to the s, IBM has been creating meaningful roles for female employees since the s. We are proud of our female leaders and actively work to inspire the next generation of women in STEM. We have a strong focus on making our workplace more inclusive for women and to have greater representation of women in technical, leadership and professional roles and in all areas of our business.

We have professional development programs, leadership conferences and mentoring programs to advance our female talent into senior positions. In addition, our flexible work options help all employees, including women, to balance their professional and personal goals.

BRGs are volunteer, employee-led groups whose members share a common interest in diversity and inclusion. Members run events and act as inclusion champions - with the ultimate goal of helping all IBMers feel a sense of engagement and belonging. Our aim for the session is to engage with young women across different academic backgrounds by inviting them into our offices for a half day program with the key activity being an Agile methodology activity.

The goal of IBMs Aboriginal and Torres Strait Islander strategy is to close the gap between employment outcomes and opportunities for this community and those of other Australians. Aboriginal caterers provided delicious Aboriginal inspired food including kangaroo pies, barramundi pies, lemon myrtle cheesecake and crocodile green curry tarts — with many of the St Leonards IBMers declaring it the Best.

IBM recognises that Maori and Pasifika cultural awareness is growing amongst corporate New Zealand as an important part of our heritage and identify. IBM NZ leaders are active champions of Maori and Pasifika culture and work to weave te reo Maori and tea o Maori into all of our culture and practices. External Resource External website The following website will be opened in a new tab.

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Displaying 11 out of 11 jobs. What do you think of when you hear IBM - Mainframes? Hard drives? The Personal Computer? Sydney: St. Leonards, West Pennant Hills and Client site. Melbourne: Southbank and Client site. Apply Online Once you find a role that interests you, the first step is to complete your application online. Online assessments While your application is being screened, all candidates will be required to take two Learning Agility assessments Cognitive and Personality.

Cognitive Ability Assessment — helps us to understand how you learn, make decisions, and solve problems. Personality Assessment — helps us understand your motivation and interests. Coding Assessment — helps us understand your level of programming knowledge and ability. Why we do it Corporate responsibility enables IBM to provide greater value to all our stakeholders worldwide while delivering shareholder value. Sign in. IBM Careers and Employment. Work happiness Scores based on about 1, responses to Indeed's survey on work happiness.

Above average. Work Happiness Score. Do people feel they have the time and location flexibility they need? Learn more. Explore them all. Software Development jobs. Sales jobs. Management jobs.

Show more categories. See all available jobs. Explore more salaries. Learn more about benefits. Always Learning, but low pay. Not what I had hoped. Stressful place to work. Fun place to work. Enjoyed work. See all reviews. What would you say about your employer? Help fellow job seekers by sharing your unique experience. Write a review. On average, how many hours do you work a day at IBM?

July 28, It depends. On the days leading up to a go-live or just after during hypercare during and after a major rollout, you may work a lot more hours than usual. However, if traveling to work, Friday and Monday may be less but usually not less than 8 hours per day, regardless of when your work day starts.

But, your PM is often happy to make those decisions for you. No stress! How often do raises occur at IBM? October 12, Never, not once have i received a raise, of course i don't work there but that shouldn't matter.

How long does it take to get hired from start to finish at IBM? What are the steps along the way? December 4, It took around 3 months from application to start date. What is the interview process like at IBM? December 7, My interview process was a first phone interview with 3 supervisors, then the next day a call from the manager of the department that i want to work in.

I was flown out to Phoenix, Arizona for a personal interview. The HR department called me a few days later and offered me the job.