Gender and Diversity Strategy for ICRISAT

1.0 Introduction

The Governing Board at its meeting in February 2001, felt the need for ICRISAT to have a comprehensive Gender and Diversity strategy that will guide the institute to build a cohesive team, and harness the potential of people coming from various cultures and backgrounds. This could be yet another intervention that will help ICRISAT to do science with a human face and service the poor better.

Based on the above recommendations, ICRISAT evolved the “Gender and Diversity Strategy” using the policy initiatives already initiated by CGIAR and a series of internal deliberations.

2.0 Why do we need a Strategy?

The following analysis of CG System-wide and ICRISAT data on gender and diversity, confirms the need to have a G&D Vision and Strategy:

  • CGIAR as a whole is below average in its representation of women compared with similar organizations. Women represent only 22% of total WBI complement, and 11% of WBII.
  • The least representation of women in CGIAR is from South Asia and Africa whereas the highest representation is North America, Eastern Europe and Central Asia

2.1 ICRISAT’s Nationally Recruited Staff (NRS)

  • Predominantly male (83.1% in 1999 and 82.4% in 2001)
  • 87% of the staff are distributed in two age groups: 35-44 yrs (52.4%) and 45-54 yrs (34.6%).
  • Increasing trend for representation of women in the younger age groups

2.2 Internationally Recruited Staff (IRS)

  • Predominantly male (91%in 1999 and 86% in 2001)
  • Fairly / equitably divided between those from WBI and WBII countries (47% and 53% in 1999; 52% and 48% for 2001)
  • Women are represented most at levels A and B (67%) and least at D and E (33%)
  • A large majority of men IRS were natural scientists and relatively women are more of social science backgrounds (1999)

Most women IRS are recent recruits (1-3 years)

2.3 ICRISAT in comparison with other CGIAR centers

  • ICRISAT is still below average among CGIAR in its representation of women
  • ICRISAT is above average among CGs in representation of staff from WBII countries
  • Gender is still an issue in terms of representation but not diversity of the staff

3.0 ICRISAT’s Vision on Gender & Diversity

To cultivate standards of excellence for diversity in the workplace, equal to our standards for science which empowers all staff to contribute their best to enrich our Future Harvest center.

4.0 Purpose & Goal

The goal of ICRISAT’s Gender and Diversity strategy is to promote leadership that values gender and diversity and gets involved in promoting its benefits to excellence of the organization and enhanced external input.

5.0 Strategic Objectives

Objective 1: To create an in house cultural orientation and awareness that will support changes in work culture and practices for a hospitable and supportive environment for diverse staff.

Objective 2: To strengthen teams and partnerships as it accentuates issues of managing diversity because it brings together people.

Objective 3: Promote women’s leadership and management skills.

Objective 4: To strengthen internal capacity for Gender and Diversity through a process of participatory consultation and information sharing to create a broader sense of ownership.

Objective 5: To encourage the development and adoption of Workplace HIV/AIDS policies and program “that will preserve life, prevent further infection as well as compassionate care for those already infected”.

6.0 Action Plan

  1. The ICRISAT’s Gender and Diversity Task Force, which was constituted earlier with adequate representation from Asia, Southern and Eastern Africa (SEA), and Western and Central Africa (WCA), and Focal Points for coordinating action identified, will be strengthened. Head of Human Resources Services will be the primary Focal Point.
  2. Terms of reference for the G&D Task Force will be further refined.
  3. Factual baseline data established for G&D at ICRISAT through a center comprehensive survey will be properly utilized.
  4. Continuous and regular updating of data to be undertaken.
  5. Understanding best practices for diversity work in sister center/ organizations will be done.
  6. Task Force members and Focal Points to be taken through a training workshop for them to execute their responsibilities professionally.
  7. Recruitment actions to cast a wider net, including targeted recruitments.
  8. Support NRS women career advancement through training and job rotation opportunities.
  9. Train staff on Gender & Diversity awareness and relationship skills across gender, culture, etc.