External Review of the CGIAR Gender & Diversity Program 1999 - 2003

The CGIAR created a Gender and Diversity (G&D) Program in 1998, to succeed and replace the CGIAR Gender Staffing Program. The CGIAR Gender Staffing Program was never reviewed during its existence. The Center Directors Committee (CDC) and the Committee of Board Chairs (CBC) therefore decided to launch an external review of the G&D program, as it approached its fifth year run. The CGIAR Secretariat was also engaged in planning this exercise.The task of the external review was to assess the outputs, outcomes, impact of the program, its strategy and priorities, and its program structure and governance. In addition, it had to determine any changes and new dimensions required by the Program to ensure its effectiveness in the future.These suggestions and recommendations reflect the belief that the Gender and Diversity Program clearly merits continuation into a second phase. It is the hope of the Review Team that the following observations help strengthens the Program in its new phase. These recommendations for future action are summarized in the third section of the report, on page 7.The G&D Program has made rapid and excellent progress towards accomplishing its goals and purposes. In its report, the Review Panel identifies a number of areas and accomplishments of the program making it one of the most innovative system-wide activities within the CGIAR

UN FORUM SERIES – linking the UN guiding principles to global reporting practice: proof of increasing human rights reporting

This post was contributed by Teresa Fogelberg, Deputy Chief Executive at GRI. The post was written in her personal capacity. This Monday, on the eve of the 4th Annual United Nations Forum on Business and Human rights in Geneva, I had the honor of launching the new GRI Linkage Document: Linking G4 and the UN Guiding Principles: comply with the UN Guiding Principles on Business and Human Rights through G4 reporting

Transparency in Academic Recruitment: A Problematic Tool for Gender Equality?

Contains fulltext : 86790.pdf (publisher's version ) (Closed access)Gender research has made a call for more transparency and accountability in academic recruitment and selection in order to overcome the inequality practices that have led to an underrepresentation of women among full professors. This paper provides insight into the multiple ways in which the notions of transparency and accountability are put into practice in academic recruitment and selection, and how this has enhanced — or hindered — gender equality. The methods employed consist of a qualitative content analysis of seven recruitment and selection protocols, interviews with 64 committee members, and an analysis of 971 appointment reports of full professors in the Netherlands. Our analysis contributes to the study of organizations in three respects. First, it shows that recruitment and selection processes are characterized by bounded transparency and limited accountability at best. Second, it explains that the protocols that should ensure transparency and accountability remain paper tigresses, because of the micropolitics and gender practices that are part and parcel of recruitment and selection. Third, it contributes to gender equality theory in organization theory by showing how a myriad of gender practices simultaneously increases and counteracts gender equality measures in academia.25 p