Diversity and Inclusion at the World Bank Group

(IBRD, IFC & MIGA)

1

How do you see time in the culture you grew up?

We are going to create a continuum of time orientation.

If you have a rigid orientation to time, please stand closer to the door.If you have a more flexible time orientation, please stand closer to the computer.If you fall in the middle, please fall in along the line at an approximate point.

2

Questions for Discussion

What do you think diversity and inclusion (D&I) means to the WBG? Why is it important?

What does diversity bring to our clients?

What do you think the WBG can do to promote diversity and inclusion?

3

What does D&I mean and why is it important at the WBG?

We are global. The WBG’s Articles of Agreement calls for recruiting on as wide a geographical basis as possible.

The Board has identified indicators and set targets.

Beyond diversity targets, we give equal emphasis to inclusion.

We deploy our diversity to create an inclusive work environment globally where all difference is respected and valued, and where all staff can contribute to the mission and achieve their full potential.

Our effectiveness depends on staff who bring a wide range of perspectives and the competencies to collaborate globally with a diverse array of clients.

4

WBG Targets Reported to the BoardGF+ staff (Excludes Staff on Coterminous Contracts)

Indicators with Targets End of FY 10 (%)

WBG Target (%)

Sub-Saharan Africa and the Caribbean (SSA/CR) on HQ Appointments only

8.9 10 *

Women (GF-GG) 43.1 45 *

Managers Part II 40.2 43-48.5

Managers Women 33.2 50

Staff on board Target

Indicators without Targets1. Nationalities of Focus (NOFs) on HQ Appointments only2. Part II Women (GH+ on HQ Appointments only)3. Staff Survey D&I Index

* Targets being reviewed in FY11

5

D& I StrategyCompact signed by all VPs plus Annual Strategy vetted by Sr. Management

The four main elements of the strategy are:

Leadership and Accountability – e.g., senior management commitment; leadership awards

Reform of Key Staffing Processes – e.g., recruitment, performance management, mobility

Learning in Support of Behavior Change – e.g., work environment, learning programs

Metrics and Supporting Infrastructure – e.g., measurement indicators for both diversity and inclusion

6

Type “diversity” in your browser to learn more

7

Our office is the in-house WBG center of expertise for global diversity and inclusion (D&I)

We provide guidance on institutional and unit level D&I strategies in recruitment, strategic staffing, succession planning, career development and performance management.

We also offer consultation and referral service for all Bank Group staff and managers on matters of bias, discrimination, or harassment on all dimensions of D&I.

Visit http://diversity for more information

Email: DiversityatWBG@worldbank.org

 

8

The Office of Diversity Programs

Group ActivityIn your table, based on what you have learned about diversity and inclusion, please come up with one creative slogan one line would catch your eye and make you think possibly humorous but definitely making a point about diversity and/or

inclusion and what it means

9

Commitments

What does diversity mean to you personally? Why should you care?

10

Annexes

History of D & I at the World Bank Group

Board-reported diversity indicators since FY00

11

12

Incremental Upward Trends in WBG Diversity Data

FY00 FY01 FY02 FY03 FY04 FY05 FY06 FY07 FY08 FY09 FY100%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

SSA/CR on HQ Appt

GF-GG Women

Women Managers

Part II Managers

Beyond Diversity Diversity & Inclusion

Diversity & Inclusion Milestones: 1970-present

1973 2010

1973 Status of women

working group created by SA

1978

Washington Post article on WBG

racial issues

1975First woman

Director

1980

First African VP

1982First woman VP

1987Reorganization

1997Reorganization

1998 HR Reform;Diversity indicators set

1992 Stern report;

Gender equality initiative launched

1993Africa IssuesCommittee

report;GLOBE created

1995First woman MD

1996Catalyst genderbarriers study

1998Racial

equalityInitiative Launched

1999Disabilities

workingGroup created

2000First

African/woman MD

2001

WBG Diversity Director

appointed

2003Inclusion

study

2004First

diversity & inclusion

awards

1991Task force onhigher level

women

1997First woman RVP;

Focus on Constituencies

2005 / 2006

D&I Task Force

2007D&I FY07-12 Strategy and Action Plan

2007-2008: D&I Scorecard

D&I Compacts

2004Disability: CO accessibility

project

2002Domestic Partner

Benefits policy adopted

20082/3 of COswheel chairaccessible

Gender Parity

Country OfficeEngagement

VPU level ownership & engagement for March

Racial Equality Video

First D&I Newsletterlaunched

Website revamped

13

2009