Diversity!
IMF Workplace and Environment

The Role of Diversity in the Fund's Human Resource Strategy
May 28, 2003

Annual Reports on Diversity at the IMF



Diversity Annual Report 2002
June 2003


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Contents

Executive Summary
Conclusions
Recommendations
I. Introduction
II. The Fund's Diversity Strategy
III. Fundwide Accomplishments
    Enhanced Diversity Action Plan
    Discrimination Policy
    Recruitment
    Staff Development
    Staff Support, Benefits, and Work/Life Balance
    The Diversity Advisor's Office
IV. The Diversity Picture in Numbers
    Nationality Representation
    Gender Representation
    The Fund's Management Profile
V. Departmental Progress
Tables
1. Gender Profile of Staff in International Organizations
2. Summary of Pipeline Indicators for Economists
  3. The Fund's Human Resources Management Profile: 1990, 1995, 2000, and 2002
Figures
1. Staff by Developing/Industrial Country, Career Stream, and Grade Grouping
2 Share of Developing Country Nationals by Career Stream and
Grade Grouping, 1998–2002
3. Recruitment of Developing Country Nationals by Career Stream in Grade Group A9–A15, 1998-2002
4a. Share of Developing and Industrial Country Nationals, Grades
A11–B5: Economists
4b. Share of Developing and Industrial Country Nationals, Grades A11–B5: Specialized Career Streams
5. Staff by Region, Career Stream, and Grade Grouping
6a. Share of African Staff, 1998–2002: Economists
6b. Share of African Staff, 1998–2002: Specialized Career Streams
7a. Share of Middle Eastern Staff, 1998–2002: Economists
7b. Share of Middle Eastern Staff, 1998–2002: Specialized Career Streams
8. The Region Pyramid: African and Middle Eastern Staff in Grades A15–B5 in 1994 and 2002 by Department Type
9. Staff by Gender, Career Stream, and Grade Grouping, 1998–2002
10. Share of Women by Career Stream and Grade Grouping, 1998–2002
11. Recruitment of Women by Career Stream in Grade Group A9–A15, 1998–2002
12a. Share of Women and Men, Grades A11–B5: Economists
12b. Share of Women and Men, Grades A11–B5: Specialized Career Streams
13. The Gender Pyramid: Women and Men in Grades A15-B5 in 1994 and 2002 by Department Type
14. Share of Developing Country Nationals by Department Type and Grade Grouping
15. Share of A9–A15 Developing Country Nationals by Department
16. Share of B1–B5 Developing Country Nationals by Department
17. Share of Women by Department Type and Grade Grouping
18. Share of A9–A15 Women by Department
19. Share of B1–B5 Women by Department
Attachments
Tables
1. Staff by Region, Gender, Career Stream, and Grade Grouping
2. Share of Staff by Developing/Industrial Countries, by Career Stream and Grade Grouping
3. Recruitment by Region, Gender, Career Stream, and Grade Grouping, 1998–2002
4. Recruitment of Developing Country Nationals by Career Stream and Grade Grouping
5. Distribution of Staff in Pipeline Grades A11–B5 by Region, Developing/Industrial Country, Gender, Career Stream, and Grade
6. Share of Developing and Industrial Country Nationals by Career Stream and by Grade (A11–B5)
7. Five-Year Review of Pipeline Indicators of Economists
8. Staff by Region, Grade Group, and Career Stream, 1998–2002
9. Average Time in Grades A14 and A15 for Economists by Region, Developing/Industrial Country, and Gender
10. Staff Promoted by Region, Gender, Career Stream, and Grade Grouping, 2002
11. The Region Pyramid: African and Middle Eastern Staff in Grades A15–B5 in 1994 and 2002
12. Share of Women and Men by Career Stream and Grade Grouping
13. Recruitment of Women by Career Stream and Grade Grouping
14. Share of Women and Men at Grades A11–B5 by Career Stream
15. The Gender Pyramid: Women and Men in Grades A15–B5 in 1994 and 2002
16. Share of Women and Developing Country Nationals by Department and by Grade Grouping, 1998–2002
17. Share of Developing Country Nationals by Department and Grade Grouping
18. Distribution of A9–B5 Staff by Region and by Department
19. Share of Women by Department and Grade Grouping


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