Statement on Diversity
January 4, 2008
IMF Workplace and Environment
Annual Report on Diversity at the IMF
|IMF Diversity Annual Report 2014|
The report covers developments in the Fund's diversity and inclusion (D&I) strategy in FY2014. It also discusses longer term trends and supporting policies to guide the D&I strategy going forward, and reports on the work of the staff Diversity Working Group (DWG).
|December 8, 2014|
|IMF Diversity Annual Report 2013|
The Fund has been focused on becoming more diverse and inclusive in recent years. The share of staff from underrepresented regions in senior positions and the representation of women in the professional and managerial grades have increased. In addition, measures have been taken to help foster a work environment that is inclusive, in which different perspectives can be shared and given a fair hearing.
|September 17, 2013|
|IMF Diversity Annual Report 2011|
The Fund's diversity agenda moved forward over the past year, expanding from demographics to “inclusion” and diversity of thought. Progress toward numerical targets was made in a number of areas, but was offset to some degree by stagnation in other diversity benchmarks.
|August 22, 2012|
|IMF Diversity Annual Report 2010|
The Fund achieved its gender benchmarks, and new policy measures were introduced towards increasing the share of underrepresented groups at senior levels. The diversity scorecard is being used Fundwide as a tool to monitor progress towards diversity goals. Regional representation gaps are closing, some faster than the others.
|May 1, 2011|
|IMF Diversity Annual Report 2009|
Diversity benchmarks were established for managerial staff from underrepresented regions. The IMF Diversity Scorecard was launched. Diversity and inclusion training (for managers), and other educational and awareness building actions were implemented for Diversity Reference Groups members and staff Fund-wide.
|September 28, 2010|
|IMF Diversity Annual Report 2008|
The IMF made important progress in meeting its diversity objectives in 2008. Last year's Diversity Annual Report set out 10 recommendations to promote diversity, and the Fund broadly met 8 of these recommendations.
|August 21, 2009|
|Diversity Annual Report 2007|
The dynamic changes brought about by globalization require fluidity and adaptability within the International Monetary Fund for it to maintain legitimacy. The data reflect that there is not much diverse representation at the top ranks of the Fund.
|September 15, 2008|
|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|