Gender and diversity in the CGIAR: a new baseline

The Compensation Survey relevant to CGIAR internationally recruited staff, conducted in 1999, presented an opportunity to update three earlier surveys on representation in the CGIARCenters by gender and diversity of national origin. It also made possible an initial look, given limitations in the available data, at the question of equity in both compensation and classification in position groups (referred to in the following as "positional equity"). The survey can thus serve as a new baseline for the CGIAR Gender and Diversity Program, which was established on July 1, 1999, to succeed the Gender Staffing Program. This report presents an analysis of the CGIAR System as a whole, providing general guidance to individual Centers and to the Gender and Diversity Program. However, since action to address questions related to gender and diversity lies with the management and boards of individual Centers, each unit of the System also will receive a Center-specific analysis of the issues covered in confidential reports to senior management. In drawing a general profile of internationally-recruited staff members (IRS) in the CGIAR System, the report looks at representation by gender and by country of origin, using theWorld Bank's (WB) Part I, Part II designation. Part I includes generally industrialized, donor countries (predominantly northern), while Part II includes generally lesser developed countries that are the recipients of IDA loans (predominantly southern) (See Appendix 1 for list of countries by World Bank designation). The data show that the total complement of 966 IRS is comprised of 162 women (17 percent) and 804 men (83 percent). This is an increase in the percentage of women from the 1991 date when statistics were first collected. At that time, women represented 12 percent of total staff. The diversity of the staff has also increased, from 43 percent staff from WB Part II countries in 1991 to the current 47 percent. Results of the survey data are also presented regarding the position group (See Appendix 2 for description of position groups ) of staff members by gender and WB Part as well as disciplinary area, level of last degree, country of last degree, years of relevant professional experience, tenure at the respective Center, age and personal status. The report scrutinizes the data, first with respect to gender, then with respect to diversity of country of origin. It considers the implications for the System's goal of representational 6 equity and puts forward a series of questions that invite further investigation at both Center and System level. Section V presents an analysis of compensation and positional equity by gender and diversity, with "equal-pay-for-work-ofequal- worth" as the standard of compensation equity. Using regression analysis to control for permissible factors (position group, last degree acquired, years of relevant professional experience and tenure at the respective Center), it investigates how well the compensation and position group structure of the CGIAR System accords with this equity standard with respect to the following comparisons: Women as compared to men;Staff members of WB Part II origin as compared to staff members of WB Part I origin;Staff members of WB Part II origin, who are now citizens of WB Part I countries, as compared to staff members who have both WB Part I origin and citizenship;Staff members of WB Part II origin who are posted to their home regions as compared to other staff members of WB Part II origin (i.e. not posted to their home regions);Staff members in each of the three disciplinary areas (I: management and information, II: social sciences, III: natural sciences) as compared to staff members in the other disciplinary areas.

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