Sustainability Report 2021

IMD’s five core focus areas 32

At the same time, there has been proactive reflection on the cases used in IMD classrooms and an effort launched to ensure that a variety of role models are presented to participants in the required reading materials. IMD also welcomed in 2021 a dedicated EI&D researcher to redefine inclusion and inclusive leadership as part of a research initiative that will continue into 2022. The research demonstrates that today’s methods of measuring inclusion are outdated given the COVID-19 pandemic and its socio-economic disparities, the social movements of BLM and #MeToo, the influx of Generation Z and millennials in the workplace, as well as accelerated technological change. The final part of the research will propose more appropriate ways to measure inclusion and test an ‘inclusion net promoter score’ approach. Teaching In 2021, EI&D topics became further embedded in many leadership programs, including facilitated sessions in degree, open and custom executive education programs. In 2021, MBA participants participated in four events dedicated to allyship, equity, inclusion and diversity, including the commemoration of International Women’s Day. Outreach In 2021, IMD hosted a range of external EI&D events with panels composed of senior executives, international organizations, and grassroot activists to address topics related to LGBTQ+, people of color, and chronic illness. The International Women’s Day panel of corporate women leaders addressed how to accelerate female leadership in business. Professor Arturo Bris, Director of the World Competitiveness Center, discussed with four female leaders from Vontobel, SIX finance, LafargeHolcim, and Geering Automotive how customers and shareholders can influence gender equality in a webinar celebrating the 50th anniversary of Swiss women being granted the right to vote. The growing amount of data on equity, inclusion and diversity can help shine a light on gender imbalances in the workplace and pressure companies to alter their behavior, said panelists in a two-part webinar series on the role data plays in the journey towards gender equality. The event was organized by IMD in collaboration with exchange operator SIX Group.

IMD and LMVH Explore Inclusive Leadership Organizations should develop inclusive leadership that allows all employees to feel confident and secure in the workplace, said equity, inclusion and diversity experts at an IMD-LVMH event. More than 100 Louis Vuitton Moët Hennessy (LVMH) CEOs, senior executives and employees gathered at IMD to discuss how to advance equity, inclusion and diversity (EI&D). The family-run group, home to 75 “Maisons” rooted in six different sectors, says a diverse and inclusive workplace is the “defining” aspect of its business. From its Inclusion Index to its worldwide initiatives (more than 100 in 2020 alone) tackling topics such as discrimination based on gender, ethnicity and sexual orientation, the group’s brands develop their EI&D strategies based on their unique needs but share access to governance and support structures. For many organizations, operating in a more equitable manner is no longer a choice, but an imperative, said Josefine van Zanten, IMD’s Senior Advisor, Equity, Inclusion & Diversity. Jennifer Jordan, IMD Professor of Leadership and Organizational Behavior, provided best practices for contextualizing and minimizing the impact of imposter syndrome, including prioritizing inclusion, flattening hierarchies, using less stereotypic language and equal representation across divisions.

Professor Jennifer Jordan