IMD_SustainabilityReport_Digital

IMD Sustainability Report 2020

14

Equity, inclusion & diversity The global conversation and activismabout civil rights aswell as the COVID-19 pandemic has exposed social inequalities and provided individuals and organizations with a renewed impetus for action on equity, inclusion& diversity (EI&D). This topic is central to IMD’s sustainability focus areas of responsible leadership development, access to executive education andworkforce diversity & inclusion.

Reflecting the growing importance to the institute and its stakeholders, IMD appointed a Chief Equity, Inclusion & Diversity (EI&D) Officer supported by an internal advisory council representing a wide range of expertise and perspectives, agreed a three-year EI&D plan and began EI&D advisory services for clients. IMD’s dedicated office for EI&D is headed by the Chief EI&D Officer, reporting directly to the Executive Committee and the President. The position focuses on three areas:

In June, IMD published a public position statement to further underline its ongoing commitment to making the world of work more diverse, inclusive and fair in four key areas: • Ensuring that IMD’s stance against any form of discrimination and injustice continues to be enshrined in its values and beliefs and is applied in all daily interactions • Overseeing broader diversity in its workforce and creating an even more inclusive environment for all constituents • Intensifying research efforts in the areas of equity, inclusion & diversity

• IMD as an employer

• IMD and its engagement with alumni/MBA/EMBAs

• D&I advisory with clients

As a result of conversations with staff, faculty, alumni and clients during 2020, and based on the ‘D&I House’ change model used by many Fortune 500 corporations, IMD’s first, three-year EI&D plan set targets across six focus areas: Story and position, communication and education, recruitment and retention, upskilling and embedding, support environment, and success measures.

• Ensuring that the organization includes these topics in all leadership development programs

Josefine van Zanten

IMD’s EI&D story and position

Chief Equity, Inclusion and Diversity Officer

Communication, Education

“This ‘D&I House’ model, which has been applied to several global corporations’ D&I strategies, consists of key focus areas that have a real impact and move the needle. This model provides a tangible framework, highlighting areas proven to drive results and sustained EI&D change in any environment. We use it for our EI&D client advisory, and have applied it to ourselves as we know it works.”

Recruitment and Retention

Upskilling and Embedding

Supportive Environment

EI&D success measures

Made with FlippingBook - professional solution for displaying marketing and sales documents online