Post on 09-May-2015
description
Presentation on diversity and inclusion by Tina Tinde,
Diversity Advisor, Dept of Human Resources
June 24 2011, IDB HQ, Andres Bello I, 3:00 – 6:30 p.m.
Caribbean
American Youth
Leadership
Forum
Human Resources Department
FURTHERING CLAIRE NELSON’S
LEGACY
Dr. Claire Nelson from Jamaica
retired from IDB in April 2011 after
30 years of dedicated, outstanding
service. Dr. Nelson started as a
Young Professional and was and
remains a steadfast promoter of
diversity & inclusion and a role
model for many
THANK YOU !
What makes us diverse? Some examples
VISIBLE AND
INVISIBLE DIVERSITY
TRAITS
Ethnicity, race,
culture, skills
Age, gender, socio-
economic background
Opinion, talent, civil status, life
experiences
Nationality, sexual
orientation, division/dept.
Educational background, value system,
religion
Physical ability,
heritage, work location
BUSINESS CASE FOR DIVERSITY
Teams and country presence that
mirror the diverse composition of the
people of Latin America, the Caribbean
and non-borrowing members make us
more credible, representative and
responsive
Managers who are inclusive and
can bring out the best of the diversity
dividend in their teams increase our
chances to deliver innovative and high-
quality products
LEADERSHIP IN DIVERSITY CONFERENCE –
SETTING THE TONE FROM THE TOP (Nov 2009)
Plenary speaker Richard Fletcher,
Trustee, Phelps Stokes Fund,
outlined IDB’s 50-year history from
a diversity perspective
BUSINESS CASE FOR DIVERSITY
A mounting body of
evidence shows a competitive
advantage for companies that
have higher representation of
women in senior management
Employers who draw the
top talent regardless of race,
gender, sexual orientation,
nationality, physical ability or
other personal factors create a
naturally diverse staffing
situation
IDB diversity conference
Nov. 2009
LEADERSHIP IN DIVERSITY CONFERENCE –
SETTING THE TONE FROM THE TOP (cont’d)
Priorities in follow-up:
• Proactive recruitment focus on afro-descendants and
indigenous peoples
•Work systematically to reach 2015 gender targets that were
set by the Board of Governors in connection with the 9th
General Capital Replenishment
•Supplier diversity in local procurement
•Inclusion of diversity and inclusion goals in supervisor
performance evaluation, starting with 2011
LEADERSHIP IN DIVERSITY CONFERENCE –
SETTING THE TONE FROM THE TOP (cont’d)
•Human resources policy and action plan on persons with
disabilities
• Awareness raising and training at all levels (topics: race,
gender, disability, sexual orientation, HIV/AIDS) Launched in
December 2010 with seminar on ”Mind Bugs” by Prof. M. Banaji
• Flexible work arrangements/telework
• More flexibility in parental leave
•Inclusive work culture and Human Capital Strategy is guided
by affinity groups for employees
DIVERSITY SELF IDENTIFICATION
IDB appears to be the first international
organization to launch diversity self identification
Categories available in HR self service:
a. Indigenous
b. Afro-descent Latin America
c. Afro-descent Caribbean
d. Afro-descent N America/other
e. Mixed race/ethnicity
f. Asian
g. White/Caucasian
h. Other
There is a separate field with this question: Do you
have a disability?
DIVERSITY SELF IDENTIFICATION
Get an accurate profile of who
we are, and how representative we are
of the diversity of Latin America, the
Caribbean and member states
Arrive at baseline numbers
which are necessary for organizations
seeking to set recruitment and
advancement targets for under-
represented groups
DIVERSITY SELF IDENTIFICATION
Identify areas where changes in
policies, practices and systems are
likely to be most effective in achieving
fairness and equity in employment
Bring focus to areas where we
need to eliminate barriers which limit or
exclude under-represented groups from
opportunities which should be open to
all employees
Enable HRD to organize activities
aimed to increase recruitment,
advancement and retention of groups
that are underrepresented in the Bank
CARIBBEAN NATIONALS AT IDB
Number of IDB employees from countries in the Caribbean
As of June 22, 2011
International Local
Nationality F M Total F M Total Grand Total
Bahamas 2 2 4 4 6
Barbados 1 2 3 7 2 9 12
Belize 1 1 2 3 2 5 7
Guyana 3 5 8 7 4 11 19
Haiti 3 3 5 6 11 14
Jamaica 7 7 4 3 7 14
Suriname 1 1 1 3 4 5
Trinidad and Tobago 4 6 10 5 5 10 20
Other 753 754 1507 170 127 297 1804
Grand Total 774 769 1543 206 152 358 1901
Dominican Republic: 15 staff in total; 4 admin level and 11 professionals
Total from Caribbean island state members of IDB: 112 staff. Several IDB colleagues from the Caribbean
May have taken on other citizenships
IDB has 26 Haitian employees (14 staff + 12 consultants), 21 local
staff + 5 internationals + Haitian Diaspora who are under other
nationalities (around half a dozen persons, mostly in HQ)
Estimated Haiti population: 10 million
HAITIANS & DOMINICANS AT IDB
Compared with the Dominican Republic: 17 staff + 11 consultants,
23 local staff + 5 internationals
Estimated Dominican Republic population: 10 million
As per Feb 2011
RACIAL COMPOSTION OF YOUNG
PROFESSIONALS
Racial composition of young professionals (YP) over the past three years
2008: 14 YPs hired: 10 YPs and 4 DYPs
(3 Afro-descendants and 1 indigenous) – DYP: 2 hired,
1 the contract was not renewed, 1 still at the Bank as YP
2009: 10 YPs hired: 6 YPs and 4 DYPs (4 Afro-descendants)
-YPs and DYP are doing their second rotation
2010: 9 YPs hired: 7 YPs and 2 DYPs (1 Afro-descendants and 1 indigenous)
- YPs and DYP just started at the end of last year
CARIBBEAN NATIONALS IN
INTERNATIONAL DEVELOPMENT
Magda Theodate, Lead
Fiduciary Procurement
Specialist in the Caribbean,
IDB Country Office, Trinidad &
Tobago Ancil Torres, Head of the
Torres Foundation