IMD_SustainabilityReport_Digital

IMD’s culture & operations

43

Focus area

2020

2021

2022

EI&D statement Dedicated web page

Inclusion code of conduct Visible EI&D in panels, stories, events EI&D Council (cont’d) Gender Equality Index rolled out Eliminate bias via peer-to-peer coaching Revisit language/jokes, examples IMD material to visually/ linguistically reflect the world Faculty Recruitment Committee embeds EI&D into process Expanding into new networks Avoid ‘friends of friends’ approach (avoid like-for-like hire) Share/apply best practices Develop steps to retain ‘at risk’ Guidelines to ensure all speakers, examples are representative of the world Increase cases with women/and increase variety of leaders Integrate EI&D in sales and marketing Integrate EI&D into customer facing steps Setup EI&D networks Equal Pay certification (start) Women’s Day, Pride month, Diversity Awareness month, EI&D OWP event Assign 2 ‘buddies’ for new senior staff, faculty and key roles Inclusion Index (start) Peer-to-peer coaching started Faculty hiring process refresh

Visible EI&D in panels, stories, events EI&D Council (cont’d)

EI&D story and position

EI&D Council introduced EI&D Advisory promoted

Align EI&D and Sustainability initiatives

(cont’d)

Communication/ Education

Hiring targets

Recruitment/ Retention

(cont’d)

Upskilling and Embedding

Setup EI&D networks OWP event EI&D Awareness month

Manage EI&D networks Equal Pay Certification (final) Women’s day, Pride month, Diversity Awareness month (cont’d) Inclusion Index (final)

Supportive Environment

Peer-to-peer coaching started Faculty hiring process

EI&D success measures

4 internal events 4 external events

4 internal events 4 external events

Table: Three-year EI&D plan