Diversity and Inclusion at the

Diversity and Inclusion at the Diversity and Inclusion at the - Start

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Diversity and Inclusion at the - Description

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.. ID: 250219 Download Presentation

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Diversity and Inclusion at the




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Presentations text content in Diversity and Inclusion at the

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Diversity and Inclusion at the World Bank Group(IBRD, IFC & MIGA)

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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.

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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?

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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.

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

Indicators with TargetsEnd of FY 10 (%) WBG Target (%)Sub-Saharan Africa and the Caribbean (SSA/CR) on HQ Appointments only8.910 * Women (GF-GG)43.145 * Managers Part II40.243-48.5Managers Women33.250

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

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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 awardsReform of Key Staffing Processes – e.g., recruitment, performance management, mobilityLearning in Support of Behavior Change – e.g., work environment, learning programsMetrics and Supporting Infrastructure – e.g., measurement indicators for both diversity and inclusion

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Type “diversity” in your browser to learn more

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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 informationEmail: DiversityatWBG@worldbank.org 

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The Office of Diversity

Programs

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Group Activity

In your table, based on what you have learned about diversity and inclusion, please come up with one creative sloganone 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

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Commitments

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

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Annexes

History of D & I at the World Bank GroupBoard-reported diversity indicators since FY00

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Incremental Upward Trends in WBG Diversity Data

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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

1975

First woman Director

1980

First African VP

1982

First woman VP

1987

Reorganization

1997

Reorganization

1998

HR Reform;

Diversity indicators set

1992

Stern report;

Gender equality

initiative launched

1993

Africa Issues

Committee report;

GLOBE created

1995

First woman MD

1996

Catalyst gender

barriers study

1998

Racial equality

Initiative

Launched

1999

Disabilities working

Group created

2000

First African/woman MD

2001

WBG Diversity Director appointed

2003

Inclusion study

2004

First diversity

& inclusion

awards

1991

Task force on

higher level women

1997First woman RVP;

Focus on Constituencies

2005 / 2006

D&I Task Force

2007

D&I FY07-12 Strategy and Action Plan

2007-2008

: D&I Scorecard

D&I Compacts

2004

Disability: CO accessibility project

2002

Domestic Partner

Benefits policy

adopted

20082/3 of COswheel chairaccessible

Gender Parity

Country

Office

Engagement

VPU level

ownership &

engagement

for March

Racial Equality Video

First D&I Newsletter

launched

Website

revamped

13

2009

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