The Role of Diversity in the Fund's Human Resource Strategy

The Role of Diversity in the Fund’s Human Resource Strategy

Prepared by the Human Resources Department
(In consultation with other departments)

May 28, 2003

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Contents

I.	Introduction

II.	Framework for Managing Diversity

III.	Composition of Staff
	A.	Geographical Distribution of Staff
	B.	Gender Composition

IV.	Actions to Strengthen Diversity
	A.	Recruitment
	B.	Developing an Internal Pipeline
	C.	Indicators
	D.	Departmental Human Resource Plans
	E.	Work Environment
	F.	Budgetary Impact

V.	Conclusion and Issues for Discussion

Figures

1.	Selected Pipelines (end-2002), Grades A11–B05
2.	Women Pipeline (end-2002), Grades A11–B05

Text Tables

1.	Staff Composition, Grades A9-B5
2.	Economist and Specialized Career Stream Appointments, 1996–2002
3.	Women by Grade Group and Career Stream in 1996 and 2002

Text Boxes

1.	The 20 Most Underrepresented Countries
2.	Quantitative Indicators to Measure Progress in Diversity

Appendices

I.	Appendix Tables
	1.	Diversity Indicators: Geographic Representation in Grades A01–B05
	2.	Economist and Specialized Career Streams Appointments, 1996–2002
	3.	Regional Indicators
II.	Managing Director's Statement to Staff on Measures to Promote Staff Diversity and Address Discrimination
III.	Career Development Initiatives
IV.	Profiles of Fund Economists and Fund Specialized Career Streams
V.	Recruitment of African, European Transition, and Middle Eastern Economists
VI.	The Supply of Women Economists