IMD Annual Report 2021

IMD community 112

Whistleblowing IMD is committed to ensuring a working environment that adheres to its core values, compliance and ethics by demanding the highest standards of fair dealing, honesty and integrity in all its activities. In 2021, IMD approved its “whistle-blower” policy, which will go live in 2022 and provides a framework and guidance for the correct handling of any misconduct or improper state of affairs. IMD encourages the reporting of any instances of suspected unethical, illegal, corrupt, fraudulent or undesirable conduct involving its business and provides protections and measures to individuals who make a disclosure in relation to such conduct without fear of victimization or reprisal. Anti-bribery policy IMD also approved an “anti-bribery policy” as part of its ongoing efforts to maintain the highest standards of integrity, given its varied interactions with corporate clients, academic institutions, governments and other partners. The policy, which will also become operational in 2022, seeks to prevent it or any of its employees, board members, vendors, suppliers, consultants, agents, subcontractors or other associated third parties from engaging in any form of commercial bribery or associated misconduct. Checking the pulse IMD conducts an internal, online “pulse” survey every year and a full employee engagement survey every two years, with an external partner providing detailed reports to managers to guide improvements through action plans at all levels of the organization. After the 2021 pulse survey, the Executive Committee (ExCo) approved the creation of an informal, internal advisory body - the YMD Team. The ExCo proposed eight young employees as members, who are charged with supporting the ongoing development of IMD’s caring, inclusive and high-performing culture. The YMD Team’s mandate is to brainstorm and propose ideas to the ExCo on topics such as work-life balance and agile ways of working. The team, which is invited on a regular basis to ExCo meetings, explored five different areas for improvement – workplace intensity, flexible workplace, workplace wellbeing, digital proficiency and career development.

Healthy and safe With many of the team continuing to work remotely in 2021, IMD provided support to staff and managers to help reduce stress through its work from home/ work from anywhere policy. This included training for managers in directing teams in virtual and face-to-face environments, mindfulness programs, on-demand coaching sessions and wellness content on the Spirit intranet. To safeguard the wellbeing of staff, program participants, suppliers and guests with the number of face-to-face programs increasing on campus, IMD administered 14,000 COVID tests in 2021, with clear communication about regularly-updated protocols, according to the evolving circumstances. More than 4,000 people visited IMD in Lausanne through the year, in a sign that activity on site was starting to return to pre-pandemic levels. Part of the community IMD teammembers in Lausanne continued to play an active and positive role in the local community, including distributing gifts and clothes at Christmas and taking part in two Samedi du Partage events, where shopping items are donated to families in need in partnership with supermarkets.

Samedi du Partage, Lausanne.