IMD_SustainabilityReport_Digital

IMD’s influence

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EI&D custom advisory

In 2020, IMD added EI&D Advisory services to the IMDNEXUS portfolio to help clients reach their D&I ambitions, be they at the early stages of their D&I initiatives, well ahead and looking to refresh their approach, or seeking tomaintain thought leadership and shape the EI&D conversation as they evolve.

contributors, to work together to create a strategic, personal or operational level and support their EI&D ambitions. IMD sees this demand growing steadily. Early successes included working with global organizations in 2020, accessing billions of people across the world:

Using a collaborative approach, IMD engages with organizations at all levels, from the C-suite to individual

Background A public service media organization, spread across Europe and beyond are in the process of implementing a global D&I strategy led by the new Chief EI&D Officer. The D&I strategy is still in process, but important first steps have been identified and are being implemented, for example the recruiting process. As a next important step an “unconsious bias” training has been identified and will be mandatory for all employees globally. A global non-governmental sports organization started to address gender initiatives 25 years ago. By 2016, a fit for purpose strategy was designed and implemented with a follow-up plan of 25 actions. However, mirroring today’s society, there has been an acceleration of gender equality and behavioral opportunities in the last two years and a more holistic approach is required today, reflecting the new realities of an ever- evolving environment. Background

The IMD proposed solution

Providing 90-minute virtual sessions on unconscious bias training for all employees globally. Divided into five different segments, the sessions start with creating awareness around gender, race, sexual orientation, and disability with the following focus:

What is unconscious bias Values, beliefs, upbringing What is the intent Live examples Allyship and advocacy – verbal and visible

The IMD proposed solution

For the acceleration of a gender equality and inclusion strategy, IMD acted as an advisor and has been involved in the following three phases: 1. Review the current approach and design a clear and concise holistic gender equality and inclusion strategy with crisp objectives and measures, including socializing and communication recommendations. 2. Facilitated workshops for stakeholders for buy-in and feedback to refine and update the strategy, assessment feasibility of objectives and actions in detail. 3. Preparation of presentation and arguments for the Executive Board, including a 4-year political roadmap, as well as an implementation plan covering communication, transfer of ownership, support tools and more.