Representing 174 nationalities, our 11,000-plus staff members are the World Bank’s greatest resource. We share our passion to work in development across the globe and are united by a common purpose: to eliminate extreme poverty by 2030 and to promote shared prosperity, and to do so in a sustainable manner.
Our human resources vision is to i) build a workforce with the right skills, at the right time, who can offer the best development solutions to our clients; and ii) make the WBG the best place to work in development. A few highlights from fiscal 2016 are listed below:
1. Careers: The Career Framework for World Bank operations was established to outline career paths for key roles. This new emphasis will help staff systematically think about and understand career opportunities across the institution.
2. Diversity: We completed the Economic Dividends for Gender Equality (EDGE) certification process for the Washington, DC, location, achieving the initial level of “EDGE Assess.” The assessment covered five areas: company culture; leadership development, training, and mentoring; recruitment and promotion; flexible working; and equal pay for equivalent work. The certification is effective for two years, during which time the Bank Group will complete work on an action plan to address the findings and progress to the second level, “EDGE Move,” as well as conduct the assessment in non-US locations.
Cultivating staff knowledge
Learning is a key enabler of the Bank’s ability to deliver solutions to clients, share cutting-edge knowledge, and retain top talent. In fiscal 2016, 86 percent of the salaried workforce attended at least one learning event, not including the corporate mandatory programs, averaging 3.3 days per staff member. Eighty-three percent of staff who took these trainings were based in Country Offices and 88 percent at headquarters, in Washington, DC. In January 2016, President Kim launched the Open Learning Campus (OLC) as a single destination to accelerate development solutions through learning for WBG staff, clients, and global partners (see www.olc.worldbank.org).
Resolving workplace conflicts
Promoting a positive and respectful workplace helps the Bank to retain its superior staff. Conflict, a natural occurrence in the workplace, is addressed through the Bank’s Internal Justice System (IJS), which offers informal, formal, and investigative services. During fiscal 2016, 1,404 cases were opened by the informal services (Respectful Workplace Advisors, Ombuds, Mediation), 126 cases were opened by the formal services (Peer Review Services, Administrative Tribunal), and 249 cases were opened by the investigative services (Ethics and Business Conduct, Integrity). This year, for the first time in five years, the IJS caseload dropped. The IJS continued its outreach efforts, with numerous visits to Country Offices.
Safeguarding staff voice
Staff rights and interests are also represented by the WBG Staff Association (SA). More than 10,500 staff globally are members of the SA, with an additional 90 Country Office Staff Associations established around the globe. In fiscal 2016, SA representatives, elected by staff, advocated for strengthening benefits and support systems to maintain the Bank Group as an employer of choice; taking action on the outcomes of the staff engagement survey; and implementing fair treatment of staff identified for redeployment or exit as a result of the strategic staffing exercise.