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Leadership selection and staff diversity

In January 2016, the IMF Executive Board opened a process for selection of its Managing Director, as the incumbent Ms. Christine Lagarde’s first term was due to expire in July 2016. The board invited nominations during a three-week window. Only one nomination, for Ms. Lagarde, was received. In mid-February, the IMF Executive Board thus reappointed Ms. Lagarde for a second term.

The five-year term of World Bank President, Mr. Jim Yong Kim, was due to expire in July 2017. In August 2016, the World Bank Executive Board opened a process for selection of its President. The board invited nominations during a three-week window. Only one nomination, for Mr. Kim, was received. In late-September, the World Bank Executive Board thus reappointed Mr. Kim for a second term.

The IMF’s staff diversity benchmarks remain a key element of the diversity and inclusion strategy. The aim is to increase the number of staff from underrepresented groups: nationals from underrepresented regions and women. Of the IMF’s 189 member countries, 148 were represented by staff as of end-April 2016. Hiring of nationals from underrepresented regions stood at 48 percent of all external hiring at the professional level for 2015. As a result, the share of professional staff from underrepresented regions amounted to 24.8 percent as of 2016, and the share of woman managers increased to 23.8 percent, close to the benchmark 25.7 percent.

The World Bank has set targets for staff diversity and inclusion which are monitored annually and reported by the Bank’s Presidential Delivery Unit and in index form in the Corporate Scorecard. Nationals of the World Bank’s Part II countries (roughly equivalent to developing countries) accounted for 42 per cent of staff in management positions. Women accounted for 38 per cent of staff in management positions, and for 43 per cent of full-time staff at professional grades (grade GF+) in technical positions. The Bank’s target is to reach 50 per cent for these three measures by the end of the 2017 fiscal year. Sub-Saharan African and Caribbean nationals represent 12 per cent of full-time staff at professional grades (grade GF+), with a target of 12.5 per cent by the end of fiscal year 2017.