Diversity Equality and Inclusion Benchmark Report 2017-2022

On September 2022, an update on our DEI (Diversity Equality and Inclusion) strategy was presented to the WAN-IFRA Supervisory Board. The report includes a synopsis of progress toward our original goals set in 2017 (indicator by indicator), and revised targets as advised by the DEI working group.

Reminder of the targets 2017-2020

The Gender Diversity Strategy 2017-2020 was supported by an Action Plan setting short and mid-term targets for the composition of the Presidency, the Board, the Executive Committee, and the staffing of WAN-IFRA.

GOVERNANCE

1 out of 5 members of the Presidency (20%) held by a woman with the possibility to have the First Vice Presidency or Vice Presidency held by a woman by 2022

  • 30% of WAN-IFRA Board made up of women (21% increase in the number of women Board members; 7% annual increase)
  • 30% of WAN-IFRA Executive Committee made up of women (24% increase; 8% increase year over year)

ORGANISATION

  • By 2020 women shall represent 50% of WAN-IFRA senior management (Director, Executive Director level) positions for an overall increase of 14% over a 3-year period. Of these positions, 80% shall be full-time, salaried positions

CONFERENCES

  • By 2020 WAN-IFRA will achieve 50/50 gender balance across its conference portfolio, signaling a 30% average increase in the number of female panelists or keynotes per event.

CONTENT

  • By 2020 WAN-IFRA will achieve 50/50 gender balance across all conduct production, including but not exclusive to the following areas: 50/50 gender balance of contributors to blogs, reports and case studies, 50/50 gender balance of expert sources or contributors to reports , 50/50 gender balance in interview subjects, Adoption of gender-neutral language and terms across all platforms

CONSULTING

  • By 2020 WAN-IFRA will aim to achieve 50/50 gender balance in the composition of experts and consultants contributing to WAN-IFRA advisory projects and training programmes.

Indicator 1. Board & Supervisory Board

By 2020 30% of WAN-IFRA supervisory board and executive board will be women. Although below the targets set in 2017, the situation of the Board has improved considerably over the last five years. The Board now counts 26% female members. In 2022, the Executive Board comprises three women out of 11 members. The Presidency (President, Vice President and Treasurer) is entirely male.

Indicator 2. Organisation

WAN-IFRA will achieve equal numbers of men and women throughout the organisation and in particular in senior management positions. While there has been no change in senior leadership, women now represent a higher proportion of senior managers.

Indicator 3. Conferences & Events

By 2022 WAN-IFRA will achieve equal numbers of men and women speakers at regional and global conferences. The organisation is 11% behind target, but good progress has been made since 2017. For 2 years, the running signature event, the World News media Congress, has exceeded the 50% target. Certain regions require continued effort and engagement

Indicator 4. Content

WAN-IFRA will achieve equal numbers of men and women as authors, subject matter experts and subjects in our Insights content and reports. The four prominence and inclusion indicators are overall 29% behind the target.

2023 Targets & Recommendations

Organisation: Maintain current 50/50 balance at the Senior Management level, with continued attention to gender balance throughout the organisation. Our goal is to establish broader DEI targets once established as part of the future organisational culture review.

Conferences: Increase the composition of all regional and global events to 50% women, minimum.

Insights:  Increase the contribution of authors, subject matters and key experts by 30-35% to reach a 50/50 balance; include broader DEI targets once established. Conduct quarterly tracking and benchmarking sessions.

Advisory Trainers: Ensure minimum 50% of consultants and trainers are women. Our goal is to include broader DEI targets once established

Governance: Maintain role of nominating committee to help increase composition of Executive Board to 35% women, Supervisory Board to 35%. Include broader DEI targets once established.


This report was presented to the WAN-IFRA Supervisory Board on September 28, 2022.