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 Board GF+ 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 only * Women (GF-GG) * Managers Part II Managers Women Staff on boardTarget 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 5

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 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 for more informationhttp://diversity 8 The Office of Diversity Programs

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 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

Beyond DiversityDiversity & Inclusion Diversity & Inclusion Milestones: 1970-present 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 1997 First woman RVP; Focus on Constituencies 2005 / 2006 D&I Task Force 2007 D&I FY07-12 Strategy and Action Plan : D&I Scorecard D&I Compacts 2004 Disability: CO accessibility project 2002 Domestic Partner Benefits policy adopted /3 of COs wheel chair accessible Gender Parity Country Office Engagement VPU level ownership & engagement for March Racial Equality Video First D&I Newsletter launched Website revamped