Diversity and inclusion in the workplace The future for CGIAR
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1 Diversity and inclusion in the workplace The future for CGIAR Jimmy Smith Director General, ILRI CGIAR Diversity and Inclusion Conference 2 3 February 2017 ICRAF, Nairobi, Kenya
2 Diversity and inclusion What is diversity and inclusion? Why does it matter? Inclusive solutions: CGIAR in the future
3 What is diversity and inclusion? Processes organizational culture; values.diversity integrated into the workforce
4 Why does diversity and inclusion matter? in industry public sector 180 publically traded companies in US, UK, France, Germany : Companies in the top quartile for diversity (gender and ethnicity) 53% higher returns on equity than those in least For Fortune 500 companies, those with the highest percentage of female board directors out-performed those with the least by 53% In Africa (2015): 5% CEOs female 22% cabinet members female (from 4% in 1980) 25% parliamentarians female (from 13% in 2000) Numbers may not equal influence
5 Why does diversity and inclusion matter? in CGIAR Increasingly business-like ; value-for-money (learn from industry) Achieving the vision: A world free of poverty, hunger and environmental degradation Achieving global impacts requires: Knowing diverse partners and clients Working alongside Speaking the language Understanding the culture Etc.
6 CGIAR: unique and exceptional ICARDA Diversity IFPRIis integral: Bioversity Beirut IRRI International Wash. DC Lebanon ICRISAT IWMI Los Banos USA Rome Italy - On the ground, amidst the issues and Patancheru Colombo Phillippines challenges India Sri Lanka - Diversity of the workforce WorldFish Penang Malaysia CIMMYT Mexico City Mexico CIP Lima Peru CIAT - Is the CGIAR using its diversity by being inclusive Cali Colombia to ensure it delivers its mission? AfricaRice Cotonou Benin ILRI Nairobi Kenya Addis Ababa, IITA Ethiopia Ibadan Nigeria World Agroforestry Nairobi Kenya CIFOR Bogor Indonesia
7 Some global numbers Percentage women in executive teams USA UK Brazil Percentage of companies failing to represent the workforce diversity in senior leadership USA UK Brazil
8 Diversity and inclusion trends? Increased % women in international positions Unclear trend on % of staff from WB group II countries Sources: authors calculations based on 1. Gender & Diversity in the CGIAR: a new baseline, working paper 25, 2000; and 2. Fourth CGIAR Consortium Gender and Diversity Performance Report, 2015
9 CGIAR gender 30% leadership, managerial, scientific and professional roles held by women 21% senior management, senior and principal scientist 60 % Target 50% Board members DGs Senior leaders All scientists All positions IEA: Evaluation of gender in CGIAR workplace
10 CGIAR diversity
11 Inclusive solutions: CGIAR in the future Ask key questions and tackle them - Is diversity recognised? - Are there some blind spots? - Look carefully! - Limited data (only gender and nationality?) - Can t measure, can t manage (targets, progress) Duck or rabbit?
12 Inclusive solutions: CGIAR in the future - Affirmative action: Not a panacea solution, has worked in some cases (eg US universities) - Recruitment - attract - Retention - Role of women in families: how to balance without jeopardising career? [Globally, women do 3 times more unpaid work (housekeeping, raising children, elderly care) than men; in South Asia, they do 5 times more work] - Training opportunities - Meeting and information structures and flows
13 Inclusive solutions: CGIAR in the future Capacity development - Within CGIAR all staff - With partners - Sharing lessons widely - Being humble (the blind spots again!)
14 Inclusive solutions: CGIAR in the future Structures and organizational processes help, but more is needed: - Time: At least 3 5 years for changes to be integrated - Commitment of the CEO and top management to a vision / objective - Holistic change management processes in place, regular and followed through creating a diversity ecosystem (McKinsey & Company)
15 Key message The success of CGIAR achieving its mission could hinge on its recognition and actions towards diversity and inclusion - Recognize and measure diversity - Adapt and adopt formal procedures - Inclusive capacity development (CGIAR and partners) - Behaviour and mindset changes at all levels
16 Thank you better lives through livestock ilri.org ILRI thanks all donors and organizations who globally supported its work through their contributions to the CGIAR system This presentation is licensed for use under the Creative Commons Attribution 4.0 International Licence.
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