Our People
At IMD we aim to build an inclusive, caring, high-performance work environment that attracts talented and engaged colleagues. We continuously adapt our practices to ensure we are a relevant, attractive, and competitive employer.
Our inclusive culture is underpinned by our equity, inclusion, and diversity efforts. IMD’s diverse employees reflect the international profile of our participants, representing a wide range of experiences and identities. We foster a welcoming culture that encourages open conversations based on compassion and respect. Our internal practices exemplify the world of work we are shaping, one that is diverse, inclusive, and fair.
We continuously strive to ensure that IMD is free from discrimination based on race, color, national or ethnic origin, ancestry, age, religion, disability, sex, gender identity, sexual orientation, or any other characteristic. We know that reaching this goal requires concerted efforts. Our campus-focused EI&D initiatives have already resulted in more community members coming forward to openly discuss the challenges and opportunities around Equity, Inclusion, and Diversity.
Engaging Employees to Foster Inclusion
At IMD, we promote the inclusion of all employees, including underrepresented groups. In 2022, two mandatory e-learning unconscious bias training sessions were conducted for all employees as well as additional training for faculty featuring scenarios on both blatant and nuanced exclusion behaviors.
At least two more training sessions are planned for 2023. The training focuses on what employees can do to practice inclusive leadership and promote an inclusive environment through identifying and eliminating micro-inequities and unconscious biases.
To visibly demonstrate allyship and create psychologically safe spaces to raise awareness, educate, and spark reflection and discussion, we celebrated EI&D themes with and for our community. This is part of our three-year plan to bring regular EI&D topics to the forefront.
In March we celebrated International Women’s Day. IMD’s thought leadership platform, I by IMD, featured articles dedicated to the theme, the MBA program organized a panel on gender, and awareness-raising products were distributed to staff, benefiting a local women’s shelter.
The day was celebrated with a special breakfast for all female employees which initiated a discourse about bias against women around this year’s #BreakTheBias theme.
IMD also aims to demonstrate it is an ally and an advocate for the LGBTQ+ community and that our campus welcomes people from all backgrounds. During Pride Month in June, IMD flew the LGBTQ+ flag on campus and brought the IMD community together for several events to demonstrate allyship.
We distributed “I am your ally” stickers to everyone who wished to be a visible ally and support the LGBTQ+ community, the result of an initiative by our MBA 2021 class. The awareness-building efforts also included a social media campaign, on-campus branding, a unique IMD rainbow logo for staff email signatures, and customized virtual online meeting backgrounds.
For the International Day of People with Disability in December, IMD employees had the opportunity to join the “Neurological Diversity and the Spectrum of Autism” session for a conversation with two experts. The learning about Autism Spectrum Disorders (ASD) was complemented by a discussion about neurological diversity and what individuals can do to support people with ASD.
We also hold a strong connection with our retirees. The “In Touch” project includes a newsletter and several events to keep connected with former employees.
Working Towards Gender Equity
At IMD, we recognize the need to provide an inclusive campus for all. We have a special breastfeeding room for new mothers, and, because of an employee initiative based on client feedback, female hygienic products are now freely available in restrooms across campus.
The gender pay gap at IMD is currently measured at 3.3%, compared with a national average of between 6% and 10%. This places IMD in the “green” category of organizations across Switzerland and means it is considered not to have salary differentiation based on gender. Nonetheless, we are putting in place measures to improve.
In terms of gender balance among IMD’s leadership, two of the nine members of the Executive Committee and three of the seven members of the Supervisory Board are women.
Striving for an equitable gender balance remains continuously on our radar and we take steps necessary to progress year after year. Sometimes this is more complex due to smaller numbers, however, we continue to work on progress. Our Faculty Recruiting Committee is also making concerted efforts to broaden our pool of highly qualified candidates to, inter alia, improve gender balance.
Gender split: current employees
Gender split: newly hired employees
Gender split: faculty
Nationality split: newly hired employees
Sharing Feedback and Implementing an Inclusion Index
At IMD, we hold monthly community meetings to give important updates on the institution’s operations, strategy, news, and achievements, with the opportunity for all employees to raise questions directly and anonymously to the Executive Committee and IMD President.
In 2022, IMD launched the “Better, Simpler, Cheaper” initiative, giving all employees the opportunity to share their ideas for improving processes on a new dashboard.
Every two years, we initiate a full-fledged employee engagement survey with the help of an external partner. Based on the norm of leading organizations, from this year onward, an Inclusion Index has been included in the survey, with specific questions on psychological safety, participation, contribution, authenticity, and respect.
Respondents are asked to say whether they agree with the following 7 statements:
Inclusion Index Statements
We had a 78% participation rate for the 2022 Employee Engagement Survey. The results of these questions indicate that overall, 75% of the survey respondents either agree or strongly agree with the statements made in the Inclusion Index.
The survey results indicate that 90% of respondents agree or strongly agree that their immediate manager or supervisor treats them with respect and dignity, and 84% agree or strongly agree that their immediate manager or supervisor listens to their ideas and opinions. These results reflect the inclusive and respectful working relationships between employees and their superiors at IMD. The answers to the Inclusion Index also imply room for improvement, showing that only 59% of respondents agree or strongly agree with the statement that they feel empowered to influence the way things are done at work.
To address the gaps, key issues were discussed by the Executive Committee and line managers, as well as line managers and their teams, to raise ideas and suggestions for further improvements, resulting in the formalization of an action plan. The results of the full employee engagement survey will also be presented during the spring community meeting.
Giving a Voice to Younger Employees
The Youth@IMD Team (YMD) contributes to IMD’s caring, inclusive, and high-performing culture by sharing innovative ideas with the Executive Committee and rolling them out with the wider community.
To help colleagues navigate through their daily routine and have greater impact at work, YMD identified five improvement areas: work pace intensity, workplace wellbeing, flexible workplace, digital proficiency, and career development.
In 2021, the YMD Team contributed to the development of the teleworking policy, delivered a guide to teleworking, including helpful tips and equipment for employees, and conducted a work pace intensity survey.
In 2022, the team presented the results of the work pace intensity survey. To follow up, the team created an e-signature for all IMD employees to address the issue of emails received after hours. The team wanted to shift the baseline from being “always on” to one that respects people’s right to be offline and address the email urgency bias which can create stress and negative impact on employees’ wellbeing.
YMD also introduced new internal collaboration guidelines, which help colleagues identify the most suitable communication channel (email, phone call, meeting, etc.) for different situations. They also created guidelines to reduce email traffic, improve the efficiency of meetings, and working on teams.
Supporting Employees’ Learning and Development
We foster a learning culture and provide all employees with access to professional development opportunities. At IMD, we offer external training and support all employees in their career development. New internal opportunities and open job positions are transparently displayed on an internal platform.
249
Colleagues participated in LinkedIn Learning courses
41
Colleagues participated in executive education programs
12
Colleagues received IMD executive coaching training
3
Lunch & Learn sessions
70 +
Colleagues participated in external training sessions
30
Promotions in 2022
Helping the Community
In response to the Russian invasion of Ukraine, our community is supporting humanitarian efforts in Ukraine as well as refugees in Switzerland. Throughout the year, employees have opened their homes to refugees, volunteered in local support centers, and organized several humanitarian aid drives to collect badly needed supplies.
In June and November, our staff and faculty volunteered in supermarkets during Samedi du Partage, which brings together over 40 charities and public utility services in the Lausanne region to collect hygienic products and food items to support people in precarious situations. In a new “Blood Drive”, IMD provided the opportunity for employees to donate blood on campus to support the local blood bank.
Employees also participate in the Movember movement to collect donations and raise awareness for men’s health issues during the month of November. Ahead of the winter holidays, IMD’s community participated in a traditional “Toy Drive” to support families in need in and around Lausanne. Through the local organization Fondation Mère Sofia, our community gifted new and second-hand toys for Christmas to over 300 families and 600 children.
We have also taken steps to support the local community by providing our facilities for events organized by the town or cantonal organizations. A study measured IMD’s impact on the local economy at an estimated CHF 360 million.
Keeping our Community Healthy and Safe
At IMD we take proactive measures to keep our community healthy and safe.
IMD staff receive first aid and fire emergency training annually. In 2022, eight courses on first aid and fire emergency training were offered and 85 people have been certified.
We also offer free flu vaccinations, with the option to receive a homeopathic dose, for all employees. This year, 130 employees registered and received the flu vaccination to enhance their protection against the seasonal virus.
We place a strong emphasis on caring for the mental wellness of our employees. In addition to monthly articles and tips for mental wellness through our intranet, IMD offers psychological emergency training for staff and support that is delivered by the local Clinique du Travail. 34 employees participated in the Mindfulness and Mindfulness-Based Stress Reduction sessions in 2022.
Another contribution to a balanced work-life relationship is the continuation of IMD’s Teleworking Policy. Introduced in 2021, the policy is now fully implemented and requires employees to divide their time between the campus and their home offices.
On campus and when traveling, we work to ensure the safety of our employees. The Human Resources department at IMD uses a reporting system to keep track of and follow up on employee accidents. In 2022, no accidents were reported on campus.
We regularly adapt to local regulations regarding the COVID-19 pandemic and go the extra mile to keep our community safe. At the beginning of the year, COVID measures at IMD included mandatory testing, wearing hygienic masks indoors and fully complying with the regulations and recommendations of the Swiss government.
At the end of April, COVID regulations were lifted by the government and IMD stopped mandatory testing of its staff and participants, following the recommendation and guidance of the local health authority, the Federal Office of Public Health. Today IMD offers hygienic masks, hand gels, and self-tests for anyone on campus free of charge. IMD also offers COVID vaccinations to all employees and staff. In 2022, 30 employees registered and received the COVID vaccination.
2805
Covid tests performed at IMD
132
positive cases detected
16000 +
rapid tests purchased
Ensuring Digital Security and Data Privacy
Digital security and data privacy are key priorities for IMD as we manage a large amount of data. In 2022, IMD achieved ISO 27701 certification for data privacy and renewed the ISO 27001 certification for information security. The ISO certifications are globally recognized and externally audited. The ISO certifications are evidence of IMD’s high level of maturity and solid security posture in its efforts to protect the private and personal data of employees, clients, and partners.
To prepare and educate the staff on cyber security and data privacy issues, IMD initiated mandatory training on the General Data Protection Regulation (GDPR) and offered several Cyber Security Awareness training sessions, which were completed by 350 individuals.
A Strong Commitment to Ethics and Transparency
IMD encourages the reporting of any instances of unethical, illegal, corrupt, fraudulent, or undesirable conduct involving IMD’s business. In 2022, IMD fully implemented its new Whistleblower Policy. This policy ensures that any concerns raised regarding any misconduct are dealt with effectively, securely and in accordance with the applicable law, and provides protections and measures to individuals who disclose such conduct without fear of victimization or reprisal.
We have a zero-tolerance approach to bribery and corruption. To effectively reduce the risk of any corruption and bribery, we fully implemented its Anti-Bribery and Anti-Corruption Policy in 2022. IMD assesses its level of risk regularly and implemented an adequate set of internal control measures. To ensure that all employees are well informed on anti-bribery and anti-corruption behavior, a communications campaign for all employees will take place in 2023.
Protecting Labor and Human Rights
IMD is committed to ensuring adherence to its core values and compliance, as well as promoting an ethical culture by abiding by the highest standards of fair dealing, honesty, and integrity in all its activities in accordance with the applicable laws.
We ensure good labor practices and the protection of human rights with the implementation of a wide range of policies. These include policies on our code of conduct, guiding principles for conflict, harassment and discrimination prevention and management, leave of absence, teleworking, overtime management, recruitment and incentives, on-call work rules, multiactivity, disciplinary matters, and maternity and paternity.