Key Achievements in 2006

The following are key accomplishments of the Gender & Diversity Program (G&D) in 2006, some of which were planned and implemented in close collaboration with other System Office units.

Expansion of G&D's Inclusive Workplace e-Resource Center. An appealing and user-friendly animated online tool makes the work of G&D freely accessible to all. The Inclusive Workplace e-Resource Center allows G&D to share its best recommendations for policies and practices essential for good people management in multicultural organizations. In 2006, G&D produced and distributed new and improved guidelines for the

• flexible workplace, including flexi-time, flexi-place and flexi-work with advice tailored to help supervisors ensure the work gets done while providing the flexibility that nearly everyone needs at one time or another;
• prevention of harassment and discrimination, including a victims' guide and step-by-step outline of responsibilities for senior management and the human resources team; and
• accommodation of spouses and partners, including family and employment issues.

The Inclusive Workplace e-Resource Center was developed in direct response to CGIAR Centers' requests for support to help them achieve their goals over the next 1, 3 and 5 years for gender and diversity results related to policy and practice (www.genderdiversity.cgiar.org/inclusiveworkplace/indexmore.htm).

Launch of Dignity Advisors Program for Prevention of Harassment and Discrimination. In follow up to its production of model practices for preventing harassment and discrimination (posted on the Inclusive Workplace e-Resource Center), G&D piloted a new training program designed to help ensure a multicultural workplace of dignity and respect. The intention is to turn policy into day-to-day practice, with a strong emphasis on prevention and establishing appropriate avenues of assistance. Working with men and women from research and administration alike, both senior and junior, and from all regional offices as well as headquarters, this unique program aims to support an organizational culture in which the abuse of power, discrimination, general harassment or sexual harassment cannot continue. Participants are prepared to serve as advisors and support prevention efforts. A special workshop was piloted in 2006 with the CGIAR Secretariat in Washington, DC, and the International Water Management Institute in Colombo, Sri Lanka. Based on their positive evaluations, G&D is adapting the pilot program for roll out to other CGIAR Centers starting in 2007.

Strengthened Partnerships for Women in Agricultural Science. G&D is in its second year of implementing its fellowship program Enhancing the Careers of Women Crop Scientists in East Africa, with support from the Rockefeller Foundation. G&D's work in this area has expanded to include African women awarded Borlaug Fellowships, which are supported by the US Agency for International Development (USAID) and implemented with the US Department of Agriculture (USDA). All together, G&D delivered mentoring and leadership training in 2006 to about 50 women scientists from eight African countries. For broader sharing during the CGIAR Annual General Meeting, G&D, USAID, USDA, Syngenta Foundation for Sustainable Agriculture, Swiss Agency for Development and Cooperation, World Bank, and International Food Policy Research Institute jointly produced a display booth and posters featuring the contributions of African women to agricultural research and a well-attended side event highlighting women in science issues, including a keynote address by renown Dr. Shirley Malcom of the American Academy for the Advancement of Science.