ICARDA Gender and Diversity Program

ICARDA’s Gender and Diversity Program

1. Gender and Diversity Committee

1.1. Term of Reference:

To review gender and diversity issues within ICARDA and to liaise with the CGIAR Gender and Diversity Program.

1.2. Current Membership:

Dr. Malika A. Martini (Chairperson)

Dr. Elizabeth Bailey

Dr. Hanadi Dessougi

Mr. Bangali Diane

Dr. Stefania Grando

Mr. Samir Hajjar

Dr. Amor Yahyaoui

Ms. Lina Yazbek

1.3. Minutes of the Meetings
November 2005 (pdf, 31 KB)
March 2005 (pdf, 12 KB)

June 2005 (pdf, 13 KB)

July 2005 (pdf, 11 KB)

2. Gender and Diversity (G&D) Goals as approved by the Board of Trustees of ICARDA in its 39th Meeting held at ICARDA in April 2005.

Based on the deliberations of the Gender and Diversity Committee of ICARDA, the Management submitted to ICARDA Board of Trustees a set of goals for one year, three year and five year period. The Board discussed these in great detail in their 39^th Annual Meeting held at ICARDA in April 2005 and finally approved them as presented in the Table below.

These were then conveyed to the Leader of the Gender and Diversity Program of the CGIAR, who have the responsibility of follow up on its implementation.

ICARDA’s 1-, 3-, and 5-year goals: Final Starting January 2005

General Goals	1 year Goal	3 year Goal	5 year Goal
1. Recruitment: Increase the diversity of applicants, and particularly the pool of women applicants, for IRS positions, by: - Improving the public image of ICARDA and what it has to offer as a place of employment; - Expanding our recruitment efforts (where and how we advertise positions) - Maintain monitoring of our recruitment efforts - regular analysis of applicants for G&D	- Develop material for public awareness media (printed brochures, website, etc) describing ICARDA, its location, and what it has to offer as a place of employment - Explore available networks, newsletters, etc, to expand where and how we advertise positions - Set system in place for monitoring recruitment efforts - both process and results (statistics)	New goals/actions put in place to address lessons learned from monitoring recruitment efforts Pool of women applicants significantly increased	Diversity of staffing maintained and representation of women in ICARDA’s staff and management increased
2. ICARDA policies and administrative guidelines with respect to G&D issues	- Identify G&D issues that may require policy/administrative measures - Review ICARDA’s policies, administrative guidelines, etc with respect to G&D issues	Gaps in policies, administrative guidelines, etc., identified, amended and approved by BOT	A work environment that promotes and supports good practices in G&D
3. Measures of gender and diversity: - Develop additional indicators of gender and diversity - Check/revise ICARDA’s HR data on G&D, maintain and regularly update the data - Monitor recruitment results in terms of G&D	- Check/revise ICARDA’s HR data on G&D, maintain and regularly update the data - Monitor recruitment results in terms of G&D	Awareness of G&D of ICARDA’s staff increased and monitored on regular basis; New goals/actions put in place to address changes in G&D indicators.	Diversity of staffing maintained and representation of women in ICARDA’s staff and management increased
4. Mentoring Program	Train Coordinator to run program (G&D Program consultant, experience of the coordinators in other CG centers). Introduce Mentoring Program to ICARDA staff (In-House seminar, Poster, brochure). Locate and contact Mentors (ICARDA/outside world) Organize application process, selection of mentees and pairing with suitable mentors	Implementation of the Mentoring Program Close follow-up with mentor/mentee pairs	Assess success of Mentoring Program (Impact and benefits of Mentoring Program on mentees’ professions) Analyze the implementation process, strengthen weaknesses. Document ICARDA’s experience.

General Goals

1 year Goal

3 year Goal

5 year Goal

1. Recruitment: Increase the diversity of applicants, and particularly the pool of women applicants, for IRS positions, by:

- Improving the public image of ICARDA and what it has to offer as a place of employment;

- Expanding our recruitment efforts (where and how we advertise positions)

- Maintain monitoring of our recruitment efforts - regular analysis of applicants for G&D

- Develop material for public awareness media (printed brochures, website, etc) describing ICARDA, its location, and what it has to offer as a place of employment

- Explore available networks, newsletters, etc, to expand where and how we advertise positions

- Set system in place for monitoring recruitment efforts - both process and results (statistics)

New goals/actions put in place to address lessons learned from monitoring recruitment efforts

Pool of women applicants significantly increased

Diversity of staffing maintained and representation of women in ICARDA’s staff and management increased

2. ICARDA policies and administrative guidelines with respect to G&D issues

- Identify G&D issues that may require policy/administrative measures

- Review ICARDA’s policies, administrative guidelines, etc with respect to G&D issues

Gaps in policies, administrative guidelines, etc., identified, amended and approved by BOT

A work environment that promotes and supports good practices in G&D

3. Measures of gender and diversity:

- Develop additional indicators of gender and diversity

- Check/revise ICARDA’s HR data on G&D, maintain and regularly update the data

- Monitor recruitment results in terms of G&D

- Check/revise ICARDA’s HR data on G&D, maintain and regularly update the data

- Monitor recruitment results in terms of G&D

Awareness of G&D of ICARDA’s staff increased and monitored on regular basis;

New goals/actions put in place to address changes in G&D indicators.

Diversity of staffing maintained and representation of women in ICARDA’s staff and management increased

4. Mentoring Program

Train Coordinator to run program

(G&D Program consultant, experience of the coordinators

in other CG centers).

Introduce Mentoring Program to ICARDA staff (In-House seminar, Poster, brochure).

Locate and contact Mentors (ICARDA/outside world)

Organize application process, selection of mentees and pairing with suitable mentors

Implementation of the Mentoring Program

Close follow-up with mentor/mentee pairs

Assess success of Mentoring Program

(Impact and benefits of Mentoring Program on mentees’ professions)

Analyze the implementation process, strengthen weaknesses.

Document ICARDA’s experience.

3. Mentoring Program

Mentoring is well-known to be one of the most effective ways to integrate minority and mainstream groups. Mentoring also is a time-honored practice among scientists to link the wisdom of the more experienced to those who bring new ideas. This is especially important for organizations focused on the development and sharing of knowledge.

As a forward looking organization, ICARDA must develop high caliber leaders, qualified to deal with increasingly complex problems. Coming from all corners of the world, the young scientists working within Centers like ICARDA represent a key investment in the future. But the system is in danger of losing them because they have no formal organizational mechanism for career development. This is particularly true for developing country scientists and women scientists.

ICARDA is participating in the Future Harvest Centers Mentoring Program launched by the CGIAR Gender and Diversity Program.

The Mentoring Program is a program to “link the more experienced staff with the junior ones who have new ideas and have experienced the new methodologies”.

The Future Harvest Centers Mentoring Program is designed to:

· Increase organizational effectiveness by developing better skilled staff

· Ensure that every young professional has a career development plan

· Help mentees increase visibility and gain access to role models perhaps leading to advancement in the system

· Increase communication and scientific contribution across lines of status, culture and gender (ex. Mentors and Mentees from different background)

· Help retain more young women professionals in the Future Harvest Centers

· Establish a mentoring culture that genuinely values diversity

Centre Participation:

· The Center’s participation is on a cost-share basis with G&D Program

· Dr. Hanadi Dessougi was selected and supported for organizing and backstopping the Program for one year, in consultation with G&D Program and ICARDA G&D Committee.

· Ten senior staff were identified to serve as mentors.

· Ten junior staff were identified to serve as mentees, including several women and developing country nationals (Women and men)

· Participants (mentors and mentees) attended a two-day orientation workshop* conducted by Mrs. Normalla Merry, August 31 - 1 September 2005, to start building mentoring relationships that respect personality, culture and gender differences

· Participants have to respond to a mid-year and year-end program evaluation.

Links

1. Brochure for Mentors Guidelines (pdf, 484 KB)

2. Brochure for Mentees Guidelines (pdf, 471 KB)

Current List of ICARDA Mentor & Mentee Pairs:

Mentor Mentee

Abdalla Osman Dinssa, Fekadu Fufa
Abdul-Hadi, Zaid Malki, Mary
Ahmed, Samir El-Khatib, Rima
Awad, Awad Rida, Fadel
Dakermanji, Afif Tubeila Ashraf
Erskine, William Farahani, Hamid
Francis Turkelboom Hussein, Lawand
Majok, Aggrey Ayuen Hilali, Muhi El-Dine
Maliha, Nihad Darouzi, Siba
Piggin, Colin Akroush, Samia
Rajaram, Sanjaya Dutilly-Diane, Celine, Fancis Turkelboom
Shideed, Kamel Amegbeto, Koffi Nenonene, Benli, Bogachan
Yahyaoui, Amor Inoue,Tomoe

4. ICARDA HIV/AIDS Policy

During the year 2000/2001, the issue of ICARDA HIV/AIDS Policy was discussed with our local Insurance Company. An agreement has been developed and incorporated in our Health Insurance Policy.

Accordingly, the following HIV/AIDS Policy has been adopted:

1. Job access, Job security and Principles of non-disclosure

1.1 Job access: No pre-employment screening or testing for HIV/AIDS will be done.

1.2 Job security: No employee will be terminated on the basis of his/her HIV status.

1.3 Principles of non-disclosure: Knowledge of an employee’s HIV status will be treated in complete confidentiality.

2. Employees may continue to work as long as they are able to perform their duties safely and in accordance with Units/Programs support for assistance in making reasonable accommodations.

3. ICARDA will develop strategies to address direct and indirect costs associated with HIV/AIDS in the workplace.

4. ICARDA will take all reasonable steps to assist employees with referrals to appropriate health, welfare and psychosocial facilities if such services are not provided at the workplace.

5. ICARDA is going to step up the education and prevention program to encourage IRS and NRS to participate in HQ organized activities.

6. Regional representatives will be encouraged to link with other centers in their education and prevention campaigns wherever possible. Otherwise. They will be encouraged to arrange with institutions that provide education programs, so that their staffs can participate in these programs.

7. ICARDA agreement with the Insurance Company specify:

“It is hereby agreed and understood that the scope of cover of this Policy (Medical) is extended to cover under in-hospital insurance only the Acquired Immune Depressive Syndrome (AIDS) with a maximum limit per case of US$5,000 and up to a maximum of five cases per year”.