You are on page 1of 18

Robert Y. Siy Jr.

, BPHR 28 June 2011


The views expressed in this paper are the views of the author and do not necessarily reflect the views or policies of the Asian Development Bank (ADB), or its Board of Governors, or the governments they represent. ADB does not guarantee the accuracy of the data included in this paper and accepts no responsibility for any consequence of their use. The countries listed in this paper do not imply any view on ADB's part as to sovereignty or independent status or necessarily conform to ADB's terminology.

Outline
1. 2.

3.
4. 5.

6.

Review of GAP III (2008-2010) HR Context Consultation GAP III Extension (2011-2012) Current Status Discussion

1. Review of GAP III


ADB Total Staff Data Womens Representation
Staff Category International Staff National Staff Administrative Staff Total 2008 28.4% 61.2% 75.1% 56.2% 2009 27.8% 60.9% 77.3% 56.5% 2010 29.1% 61.8% 77.6% 56.8% Q1 2011 29.5% 62.1% 77.5% 56.9%

[1]

1. Review of GAP III


IS Representation by Band - Womens Share
Level Senior levels (IS levels 7-10)
1

2008 18.2% 29.2% 31.4% 28.4%

2009 17.1% 31.2% 29.3% 27.8%

2010 19.7% 29.6% 33.3% 29.1%

Target 25% 35% 40% 35%

Pipeline levels (IS levels 5-6) Entry levels (IS levels 1-4) Total International Staff

This figure excludes Management (i.e., The President and Vice Presidents) but includes Senior Advisors, Practice Leaders, Advisors, Lead Professionals, Directors Assistants, Staff on special leave without pay, and Staff on loan to ADBI.

1. Review of GAP III


IS HR Activity Data Womens Share
Level Appointment Promotion Termination* Female Attrition** Male Attrition** 2008 19.1% 30.7% 25.6% 8.9% 10.7% 2009 24.4% 30.8% 29.7% 7.7% 7.2% 2010 35.8% 24.1% 26.0% 5.0% 5.5%

* Male/Female termination is computed as the percentage share of male/female staff leaving the Bank divided by the total number of staff departures. ** Attrition rate is the number of female/male international staff terminations over total female/male international staff at the beginning of the year. It includes all terminations (Retirements, Voluntary Resignations, IGA, Non-confirmation etc). Attrition rate provides an indication on how the population of female/male international staff has contracted over a period of time due to staff leaving the Bank.

2. HR Context
Our People Strategy: Aligns HR management with Strategy 2020 Goals 3: A supportive and enabling workplace environment and culture Diversity and Cohesiveness principle gender, age, nationality, religion, disability and lifestyle
Total representation of IS women 33%-37% by 2012 Representation of IS women in senior levels 23-27% by 2012

HR Function Strategic Framework and Action Plan: Operationalizes OPS Development effectiveness Report: Institutional gender monitored as a part of HR indicator at level 4
Target is total representation of IS women 35%
6

3. HR context: 2010 Staff Engagement Survey


Female PS versus
n=184

Male PS
n=428
Scores
Significant -

Difference
Significant +

2. HR Context - SES
Staff Engagement Survey: IS men & women shared similar rankings of the SES categories, except Diversity IS women ranked it 20/24 with a score of 49 but IS men ranked it mid way 11/24 with a reasonable score 62. IS women score was statistically significant different from IS average score. Analysis of the individual Diversity questions shows that many IS women believe that: staff are not treated fairly regardless of gender, they do not have the same opportunities for promotion & advancement as men, that the corporate culture does not promote gender equity & fair treatment for women & men.
8

3. Consultation
Consultation: Management Team Interdepartmental review IS GWG IWC (formerly PWC) MRM

4. GAP III Extension


Impact : A supportive and enabling workplace environment and culture is created. Indicator: Women IS score in Engagement category in the 2012 SES increases to 80 [baseline 2010 SES: 77]

10

4. GAP III Extension


Outcome : Women IS representation, leadership and gender equality increases at ADB. Indicators: ADBs Development Effectiveness Review 2012 improves to a green light for institutional gender [baseline 2010: red light] Women IS score in Diversity category in the 2012 SES increases to 55 [baseline 2010 SES: 49] Representation of women IS 33-37% by end 2012. [baseline 2010: 29.1%] Representation of women IS in senior levels 23-27% by end 2012. [baseline 2010: 19.7%]
11

4. GAP III Extension


Output 1: Recruitment of women IS is increased. Indicators: Recruitment of women IS is 54% in 2011-2012. [baseline 2010: 35.6%] Representation of women IS in entry levels 40% by end 2012. [baseline 2010: 33.3%] Representation of women IS in pipeline levels 35% by end 2012. [baseline 2010: 29.6%] One quarter of Heads of Field Office and DCD vacancies during 2011-2012 to be filled by women. [baseline 2010: none out of 7 positions]
12

4. GAP III Extension


Output 2: Retention of women IS is increased. Indicators: Turnover rate of women IS is 4%-7%. [baseline 2010: 5%] Comparable rate of promotion based on normal tenure requirement. [baseline average 2008-2010: Women 35.3%, men 33.9%] Number of staff attending diversity awareness program 90%-100% by end of 2012.

13

4. GAP III Extension


Output 3: Management Accountability in addressing organizational gender issues is strengthened. Indicators: Annual departmental Gender Inclusion Agreement published by end February each year. Annual Gender Inclusion Agreement results part of PDP for DGs, DDGs, and directors Annual Management and departmental targets available on intranet by end of January each year and monitored quarterly.

14

4. GAP III Extension- Implementation


Implementation plans: ADB Today Announcement & loaded onto intranet Implementation Responsibilities matrix on intranet Meeting with VPs Meeting with senior staff from each Management Area IS GWG Briefing and regular meetings IWC Briefing Consultation & briefings on specific actions e.g. mentoring program Quarterly updates VP meetings twice a year
15

[1]

5. Current Status
IS Representation by Band - Womens Share
Level Senior levels (IS levels 7-10) 1 Pipeline levels (IS levels 5-6) Entry levels (IS levels 1-4) Total International Staff 2010 19.7% 29.6% 33.3% 29.1% May 2011 21.3% 28.7% 35.1% 29.8% Target 23-27% 35% 40% 33-37%

This figure excludes Management (i.e., The President and Vice Presidents) but includes Senior Advisors, Practice Leaders, Advisors, Lead Professionals, Directors Assistants, Staff on special leave without pay, and Staff on loan to ADBI.

16

5. Current Status
IS HR Activity Data Womens Share
Level Appointment Promotion Termination* Female Attrition** Male Attrition** 2010 35.8% 24.1% 26.0% 5.0% 5.5% May 2011 43.2% 31.3% 23.3% 9.4% 12.7% Target 54% 35.3% n/a 4-7% n/a

* Male/Female termination is computed as the percentage share of male/female staff leaving the Bank divided by the total number of staff departures. ** Attrition rate is the number of female/male international staff terminations over total female/male international staff at the beginning of the year. It includes all terminations (Retirements, Voluntary Resignations, IGA, Non-confirmation etc). Attrition rate provides an indication on how the population of female/male international staff has contracted over a period of time due to staff leaving the Bank.

17

6. Discussion
Comments & Questions
18