2023-12-11-IMF-Gender_Diversity_in_The_Executive_Board—Interim_Report_of_The_Executive_Board_to_The_Board_of_Governors_7页_533kb

IMF Executive Board Gender Diversity: Interim Report Summary

Executive Board Representation

• Women in Executive Director and Alternate Executive Director positions remains low (13% each as of September 2023), unchanged for Executives and decreased for Alternates since April.
• Progress toward voluntary targeted range (e.g., 35-40% for Senior Advisors, 40-50% for Advisors) has improved but momentum is fragile due to annual fluctuations.
• Institutional proportion is below many comparator institutions and averages among central banks and international organizations.

Key Concerns and Recommendations

• Falling female proportion on the board is a concern; member country commitment to nominate and appoint women is critical for improvement.
• The 2024 Executive Director election is a key opportunity to drive change.
• Steps include collective voluntary medium-term objectives for Executive/Alternate Exec Director representation aiming for parity, progress assessments, and sharing best practices to develop female candidate pipelines.

Lessons from Cases and IMF Efforts

• Extensive preparations, accountability frameworks with multi-year targets, and transparent goal-setting have shown effectiveness in other governments and institutions (e.g., Canada, Australia, Indonesia).
• IMF has set similar goals for internal staff (e.g., B-level gender parity benchmarks by FY2025).
• Monetary Policy (including awards) shows relatively better representation, but broader gender equality progress remains needed.
• Future actions requested include facilitating authorities' perspectives to inform further work.

Data Support

• Historical gaps persist, especially in core managerial and decision-making roles; figures indicate a significant gap from targets.
• Further success requires sustained attention and systemic changes in recruitment and appointment structures.