IMD Annual Report 2021

IMD community 110

Our people

IMD strives to foster a caring, inclusive and high performance environment that supports and develops talent in both office and home working settings. In 2021, the development of new policies for teleworking, whistleblowing and anti-bribery, and a survey showing no gender bias in salaries, further strengthened the institute’s reputation for excellence as an employer.

Attracting and retaining talent To attract and retain top talent, IMD has established a competitive compensation plan, based on three areas, which helps to attract qualified candidates. It serves as a strong motivator for employees to perform at high levels and exceed performance goals. It also helps keep IMD competitive in the marketplace in terms of base pay, variables and benefits.

Job ranking and market comparison, with structured pay tiers for each role. Indirect compensation, such as medical insurance, extra vacation days, flexible teleworking policies, pension fund and relocation benefits for international staff. Equal pay for all roles. Certified by accounting firm BDO and using a standardized methodology from the Swiss Confederation, an analysis of salaries in 2021 reported no gender effect in pay for men and women at IMD.

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