The document outlines the EIB's 2012 review of its diversity strategy. It involved consulting directors general and vice presidents, reviewing progress against diversity targets, and focusing working groups on talent management, disability, and staff engagement. Volunteers from different backgrounds were selected for the working groups. A draft strategy and action plan were written based on their recommendations and feedback from committees. The strategy faced challenges of lack of comparator data and dedicated resources, and drafting it took more time than anticipated due to extensive consultation and lack of consensus.

1. EIB 2012 DIVERSITY STRATEGY REVIEW
ANALYSIS
• Review of changes /potential changes in legislative environment
o EU focus on Board gender “quotas”
o UN / disability
• Review with Directors General and Vice Presidents of their views (voluntary response to note with
overview)
• Review of Management Committee feedback on annual reviews
• Review of progress against Diversity targets
• Decision to focus working groups (see below) on 3 core themes
o Talent management
o Disability
o Engagement of staff and stakeholders / governance
CONSULTATION
• First discussion with Staff Representatives re proposed approach to develop strategy
• Call for volunteers for 3 diversity working groups (DWGs) posted to internal communication site (IC)
• Volunteers selected based on diversity dynamics (age, directorate, gender, years of service etc)
• ToRs written prescribing focus areas for each DWG and desired deliverables
• Background reading loaded to internal web-page (readable by all staff) & progress updates also posted
to webpage
• Diversity strategy draft and action plan written based on (i) working group recommendations (ii) DG
and VP input (iii) HR’s own opinion
• Draft Strategy and action plan reviewed with (i) Equal Opportunities Committee (COPEC) (ii) 3 former
DG sponsors of the original diversity strategy (iii) Staff Representatives (iv) HR Management Team
• Revisions made to drafts based on feedback (currently version 3)
AGREEMENT / SIGN-OFF
• Final version due to be sent to Management Committee for Approval in MAY post 10 day “formal”
consultation with COPEC and Staff College
• Post Approval by Management Committee document will go to Board
MAIN CHALLENGES
• Lack of peer numerical comparators (no ORIGIN 2010/11 data set)
• Lack of dedicated resources
• Would wish more time to gather insights (eg on how other organisations establish/mandated
diversity-related networks)
LESSONS LEARNT
• Allow far more time than expected for consultation
• Be prepared for lack of consensus and the need to push forward the agenda