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The Role of Diversity in the Fund’s Human Resource Strategy
May 28, 2003
IMF Workplace and Environment
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Annual Report on Diversity at the IMF
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IMF Diversity Annual Report 2004, August 3, 2005
2004 saw a new multicitizenship option to allow for a more accurate picture of diversity; Human Resources Department's assessment of training programs to effectively integrate diversity; and development of cultural briefings, training and support for new staff.
| August 3, 2005 | IMF Diversity Annual Report 2003
The goal of the Fund’s diversity efforts is to ensure strong institutional performance and an optimal use of individual and collective resources. 2003 was marked by three major accomplishments towards this end: introducing the Enhanced Diversity Action Plan, establishing the Discrimination Policy, and conducting the Staff Survey. Such progress would not have been possible without the Managing Director’s strong commitment and support and the Human Resources Department’s (HRD’s) persistent effort.
| June 7, 2004 | IMF Diversity Annual Report 2002
The objectives of the 2002 report are to outline the Fund's diversity strategy; report on the main actions taken in calendar year 2002 and monitor and analyze progress over time; identify concerns; and recommend further steps.
| June 6, 2003 | IMF Diversity Annual Report 2001
In 2001, diversity operations focused on integrating diversity into human resource management across the Fund. At management's request, HRD (the Human Resources Department) prepared a comprehensive Fundwide diversity action plan to draw various initiatives together and a working group was established in early 2002 to consider diversity benchmarks.
| July 15, 2002 | IMF Diversity Annual Report 2000
Excellent policies are in place to meet diversity objectives. Still missing is consistent implementation, with sufficient accountability of individual supervisors reflected in performance reviews, promotion decisions, and merit pay.
| August 31, 2001 |
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