Diversity, Equity, and Inclusion (DEI) stand as cornerstones of the World Bank’s mission to cultivate a fair and equitable workplace that reflects diverse global communities. At the forefront of these endeavors stands the Office of Diversity, Equity, and Inclusion, a dedicated unit tasked with nurturing an environment of inclusivity and belonging. In alignment with our commitment to fostering open dialogue and transparency, we had the privilege of engaging in conversation with the WB DEI Program Manager, Monica Oldham. Together, we delve into the strategies, initiatives, and aspirations driving the Bank's DEI agenda, including the Family Network’s vital role in advancing inclusivity within the World Bank community.
Can you share with our Family Network members an overview of the World Bank Group's DEI unit, highlighting some of the initiatives and objectives.
The WBG Office of Diversity, Equity, and Inclusion focuses on three main areas:
- Advocacy (demonstrate leadership and build partnerships)
- Accountability (set goals and measure outcomes)
- Inclusion (embed DEI into talent/ work processes and create an inclusive work environment)
We have seven full-time staff, including the manager, to cover key focus areas, including gender, disability, race/ethnicity, sexual orientation/gender identity, neurodiversity, data analytics, and learning experiences.
Additionally, we work with various networks of staff and managers committed to DEI, including the WBG Council on DEI, Vice Presidential Unit DEI Advocates, Country Office DEI Representatives, and several staff clubs.
In your opinion, how can the World Bank create a culture that not only acknowledges family diversity but actively promotes an inclusive environment for all staff and their spouses/partners?
We all need to recognize that there is no single definition of “family” – each one is different.
But what we all have in common is that the family joins the Bank, as well as the staff member. What affects the staff member affects the family, and vice versa.
How do you perceive the role of the Family Network in fostering a diverse and inclusive community?
Provide additional support to the staff and family wherever they are, in DC and all family-based country office locations.
Leverage the differences across the community and help staff and families seek out the commonalities that may be more familiar and make them comfortable in new environments.
At the same time, provide opportunities for families to become engaged in something new, learning about the new environments and places and contributing to a wider “World Bank Family.”
Are there any specific DEI programs or resources you would propose to enhance the support provided to families in the WBFN community?
The DEI Office has worked with various networks to create resources for staff to leverage, based on specific diversity dimensions, such as staff guides and relocation checklists.
The relocation checklists (disability and LGBT+) are particularly helpful as they help staff to plan and prepare for a move to a country office with a set of questions to answer regarding life and work considerations for the staff and their family.
How can the DEI unit collaborate with the Family Network to advocate for the needs and concerns of the diverse World Bank families through initiatives?
WBFN is a key resource for staff, which is why we have a direct link to WBFN on our main web page, in the section on communities.
Staff need to know that they are not alone, and neither are their families.
We extend our gratitude to Monica, for her time and valuable insights into the initiatives driving the WB’s DEI agenda and we look forward to continued collaboration in advocating for the diverse needs of World Bank families, ensuring a more inclusive community for all