External Forum on Gender Institutional Gender Action Program (GAP) III Extension

8/6/2019 External Forum on Gender Institutional Gender Action Program (GAP) III Extension

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Robert Y. Siy Jr., BPHR 28 June 2011

The views expressed in this paper are the views of the author and do not necessarily reflect the views or policies of the Asian Development Bank(ADB), or its Board of Governors, or the governments they represent. ADB does not guarantee the accuracy of the data included in this paperand accepts no responsibility for any consequence of their use. The countries listed in this paper do not imply any view on ADB's part as tosovereignty or independent status or necessarily conform to ADB's terminology.



Outline1. Review of GAP III (2008-2010)

2. HR Context

3. Consultation4. GAP III Extension (2011-2012)

5. Current Status

6. Discussion

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1. Review of GAP III ADB Total Staff Data – Women’s Representation

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Staff Category 2008 2009 2010 Q1 2011

International Staff 28.4% 27.8% 29.1% 29.5%

National Staff 61.2% 60.9% 61.8% 62.1%

Administrative Staff 75.1% 77.3% 77.6% 77.5%

Total 56.2% 56.5% 56.8% 56.9%



1. Review of GAP IIIIS Representation by Band - Women’s Share

4

1

This figure excludes Management (i.e., The President and Vice Presidents) but includes Senior Advisors, Practice Leaders, Advisors, Lead

Professionals, Director’s Assistants, Staff on special leave without pay, and Staff on loan to ADBI.

Level 2008 2009 2010 Target

Senior levels (IS

levels 7-10)

18.2% 17.1% 19.7% 25%

Pipeline levels (ISlevels 5-6)

29.2% 31.2% 29.6% 35%

Entry levels (ISlevels 1-4)

31.4% 29.3% 33.3% 40%

Total International Staff

28.4% 27.8% 29.1% 35%

[1]



1. Review of GAP IIIIS HR Activity Data – Women’s Share

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* Male/Female termination is computed as the percentage share of male/female staff leaving the Bank divided by the total number of staff departures.

** Attrition rate is the number of female/male international staff terminations over total female/male international staff at the beginning of the year. It includes

all terminations (Retirements, Voluntary Resignations, IGA, Non-confirmation etc). Attrition rate provides an indication on how the population of female/male

international staff has contracted over a period of time due to staff leaving the Bank.

Level 2008 2009 2010

Appointment 19.1% 24.4% 35.8%

Promotion 30.7% 30.8% 24.1%

Termination* 25.6% 29.7% 26.0%

Female Attrition** 8.9% 7.7% 5.0%

Male Attrition** 10.7% 7.2% 5.5%



2. HR ContextOur People Strategy:

Aligns HR management with Strategy 2020

Goals 3: A supportive and enabling workplace environment and culture

Diversity and Cohesiveness principle – gender, age, nationality,religion, disability and lifestyle

Total representation of IS women 33%-37% by 2012

Representation of IS women in senior levels 23-27% by 2012

HR Function Strategic Framework and Action Plan:

Operationalizes OPS

Development effectiveness Report:

Institutional gender monitored as a part of HR indicator at level 4

Target is total representation of IS women 35%

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3. HR context: 2010 Staff Engagement SurveyFemale PS versus Male PS

Scores

DifferenceSignificant +Significant -

n=184 n=428



2. HR Context - SESStaff Engagement Survey:

IS men & women shared similar rankings of the SES categories, except

Diversity – IS women ranked it 20/24 with a score of 49 but IS men

ranked it mid way 11/24 with a reasonable score 62. IS women score was statistically significant different from IS average

score.

Analysis of the individual Diversity questions shows that many IS women believe that:

staff are not treated fairly regardless of gender, they do not have the same opportunities for promotion &

advancement as men,

that the corporate culture does not promote gender equity & fairtreatment for women & men.

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3. ConsultationConsultation:

Management Team

Interdepartmental review IS GWG

IWC (formerly PWC)

MRM

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4. GAP III ExtensionImpact : A supportive and enabling workplace

environment and culture is created.

Indicator:• Women IS score in Engagement category in the 2012

SES increases to 80 [baseline 2010 SES: 77]

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4. GAP III ExtensionOutcome : Women IS representation, leadership and genderequality increases at ADB.

Indicators:

ADB’s Development Effectiveness Review 2012 improves toa green light for institutional gender [baseline 2010: redlight]

Women IS score in Diversity category in the 2012 SESincreases to 55 [baseline 2010 SES: 49]

Representation of women IS 33-37% by end 2012. [baseline2010: 29.1%] Representation of women IS in senior levels 23-27% by end

2012. [baseline 2010: 19.7%]

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4. GAP III ExtensionOutput 1: Recruitment of women IS is increased.Indicators: Recruitment of women IS is 54% in 2011-2012.

[baseline 2010: 35.6%] Representation of women IS in entry levels 40%

by end 2012. [baseline 2010: 33.3%] Representation of women IS in pipeline levels 35%

by end 2012. [baseline 2010: 29.6%] One quarter of Heads of Field Office and DCD

vacancies during 2011-2012 to be filled by women.[baseline 2010: none out of 7 positions]

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4. GAP III ExtensionOutput 2: Retention of women IS is increased.Indicators: Turnover rate of women IS is 4%-7%. [baseline 2010: 5%]

Comparable rate of promotion based on normal tenurerequirement. [baseline average 2008-2010: Women 35.3%,men 33.9%]

Number of staff attending diversity awareness program90%-100% by end of 2012.

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4. GAP III ExtensionOutput 3: Management Accountability in addressingorganizational gender issues is strengthened.

Indicators:

Annual departmental Gender Inclusion Agreementpublished by end February each year. Annual Gender Inclusion Agreement results part of PDP

for DGs, DDGs, and directors Annual Management and departmental targets available

on intranet by end of January each year and monitoredquarterly.

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4. GAP III Extension- ImplementationImplementation plans:• ADB Today Announcement & loaded onto intranet• Implementation Responsibilities matrix on intranet• Meeting with VPs• Meeting with senior staff from each Management Area• IS GWG Briefing and regular meetings• IWC Briefing• Consultation & briefings on specific actions e.g.

mentoring program• Quarterly updates• VP meetings twice a year

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5. Current StatusIS Representation by Band - Women’s Share

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1

This figure excludes Management (i.e., The President and Vice Presidents) but includes Senior Advisors, Practice Leaders, Advisors, Lead Professionals, Director’s Assistants, Staff on special leave without pay, and Staff on loan to ADBI.

Level 2010 May 2011 Target

Senior levels (IS levels

7-10)

19.7% 21.3% 23-27%

Pipeline levels (ISlevels 5-6)

29.6% 28.7% 35%

Entry levels (IS levels1-4)

33.3% 35.1% 40%

Total International

Staff

29.1% 29.8% 33-37%

[1]



5. Current StatusIS HR Activity Data – Women’s Share

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* Male/Female termination is computed as the percentage share of male/female staff leaving the Bank divided by the total number of staff departures.

** Attrition rate is the number of female/male international staff terminations over total female/male international staff at the beginning of the year. It includes

all terminations (Retirements, Voluntary Resignations, IGA, Non-confirmation etc). Attrition rate provides an indication on how the population of female/male

international staff has contracted over a period of time due to staff leaving the Bank.

Level 2010 May 2011 Target

Appointment 35.8% 43.2% 54%

Promotion 24.1% 31.3% 35.3%

Termination* 26.0% 23.3% n/a

Female Attrition** 5.0% 9.4% 4-7%

Male Attrition** 5.5% 12.7% n/a



6. Discussion

Comments&

Questions

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External Forum on Gender Institutional Gender Action Program (GAP) III Extension

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