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Gender at ADB
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ADB is committed to promoting gender equality at all levels, locations and in all functional areas of the organization. Since 1998, ADB has worked systematically to implement its institutional gender strategy under the Gender Action Program (GAP).
Important initiatives under the GAP have helped improve overall representation of women professional staff in ADB and women professionals to progress steadily through the organizational ranks including senior levels.
ADB is an active member of the Multilateral Development Banks/International Monetary Fund Working Group on Gender and the Organizational and Institutional Gender Information Network (ORIGIN).
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As of 30 September2009, women comprise 56.6% of total staff and men 43.4%. The gender profile differs substantially between international (professional) and local staff, with 27.9% of international staff being women and 27.4% of local staff being men.
Women international staff are situated in most departments of ADB, with representation in both operational and non-operational areas. For the period 1998-2009, the share of women in senior level positions has increased from 5.1% to 16.0%. Women's share in the pipeline levels (levels immediately below senior levels) has increased from 6.4% to 32.2% for the same period.
In 1998, ADB launched its first Gender Action Program (GAP I) to respond to the need of addressing the low representation of women in professional staff positions. GAP I provided a systematic approach in achieving this. The GAP I adopted gender mainstreaming in ADB's recruitment and staffing activities as its key strategy.
The Gender Action Program II (GAP II) was formulated based on the outcomes of a review of GAP I in 2001. GAP II continued the overall goal of increasing the representation of women professional staff at ADB in all levels and functional and geographic areas.
In 2006, GAP II underwent a review highlighting the specific challenges women at ADB face as well as the progress that has already been made. GAP III was formulated based on the results of the GAP II implementation review. GAP III was approved by Management in December 2007 with an implementation period of 1 January 2008 to 31 December 2010.
The goal of the working group is to provide an effective means for consultation and communication on gender related matters affecting all staff or specific categories or groups of staff.
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