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 Board
GF+ staff (Excludes Staff on Coterminous Contracts)
Staff on board
Target
End of FY 10
(%)
WBG Target
(%)
8.9
10 *
Women (GF-GG)
43.1
45 *
Managers Part II
40.2
43-48.5
Managers Women
33.2
50
Indicators with Targets
Sub-Saharan Africa and the Caribbean
(SSA/CR) on HQ Appointments only
Indicators without Targets
1. Nationalities of Focus (NOFs) on HQ Appointments only
2. 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 Strategy
Compact 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
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Type “diversity” in your browser to learn more
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The Office of Diversity Programs
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
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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 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
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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 Group
Board-reported diversity indicators since
FY00
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Incremental Upward Trends in WBG Diversity Data
50%
45%
40%
35%
30%
SSA/CR on HQ Appt
GF-GG Women
25%
Women Managers
20%
Part II Managers
15%
10%
5%
0%
FY00
FY01
FY02
FY03
FY04
FY05
FY06
FY07
FY08
FY09
FY10
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Diversity & Inclusion Milestones: 1970-present
2007-2008:
D&I Scorecard
D&I Compacts
2001
1980
First African VP
1978
Washington Post
article on WBG
racial issues
1975
First woman
Director
1973
Status of
women
working group
created by SA
1996
Catalyst gender
barriers study
1995
First woman MD
2000
WBG
First
Diversity
African/woman Director
MD
appointed
2007
D&I FY07-12
Strategy and
Action Plan
1997
First woman RVP;
2002
Domestic Partner
Benefits policy
adopted
1998
Racial
equality
Initiative
Launched
1993
1982
Africa Issues
First woman VP
Committee
1991
report;
Task force on GLOBE created
higher level
women 1992
Stern report;
Gender equality
initiative
launched
1999
Disabilities
working
Group created
2008
2/3 of COs
wheel chair
accessible
2003
Inclusion
study
2004
Disability: CO
accessibility
project
2004
First
diversity
& inclusion
awards
Focus on Constituencies
1987
Reorganization
Beyond Diversity
Country
Office
Engagement
VPU level
ownership &
engagement
for March
Racial
Equality
Video
First D&I
Newsletter
launched
2005 /
2006
D&I Task
Force
1973
2009
Gender
Parity
Diversity & Inclusion
Website
revamped
2010
1998
HR Reform;
Diversity indicators set
1997
Reorganization
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