CGIAR GENDER PROGRAM WORKING PAPER, NO. 15 1997 CGIAR HUMAN RESOURCES SURVEY: International Staffing at the CGIAR Centers with a Focus on Gender FILE COPY Prepared by Deborah Merrill-Sands CGIAR Secretariat and the CGIAR Gender Program World Bank Washington, D.C. October 1997 CGIAR GENDER PROGRAM WORKING PAPER, NO. 15 1997 CGIAR HUMAN RESOURCES SURVEY: International Staffing at the CGLIAR Centers with a Focus on Gender Prepared by Deborah Merrill-Sands CGIAR Secretariat and the CGIAR Gender Program World Bank Washington, D.C. October 1997 CONTENTS ACKNOWLEDGMENTS iil SUMMARY OF KEY OBSERVATIONS ON INTERNATIONAL STAFFING iv 1. INTRODUCTION 1 II. PROFILE OF INTERNATIONALLY-RECRUITED STAFF 2 III. GENDER PROFILE OF INTERNATIONALLY-RECRUITED STAFF 5 IV. OTHER HUMAN RESOURCE CATEGORIES: LEVEL OF FEMALE PARTICIPATION 7 END NOTES 9 ANNEX 1: CHARTS 11 1. Percent of Internationally-Recruited Staff by Category - 1991, 1997 2. Number of Intemationally-Recruited Staff by Category - 1991, 1997 3. Distribution of Staff by Years of Professional Experience - 1991, 1997 4. Number of Internationally-Recruited Staff by Discipline Area - 1991, 1997 5. Percent Distribution of Internationally-Recruited Staff by Discipline Area 6. Distribution of Internationally-Recruited Staff by Region of Origin - 1991, 1997 7. Distribution of Staff by Length of Tenure (percent of total) - 1991, 1997 8. Average Number of Applicants for International Posts - 1991/92, 1996/97 9. Average Number of Applicants by Type of Post (1997) 10. Number of Internationally-Recruited Staff by Center - 1991, 1997 11. Distribution of Internationally-Recruited Staff Across Centers - 1991, 1997 12. Percent of Women by Category of Staff, Boards, Consultants, and Trainees 13. Comparison of Distribution of Men and Women Across Staff Categories (1997) 14. Females as Percent of Internationally-Recruited Staff by Center - 1991, 1997 15. Number of Female Internationally-Recruited Staff by Center - 1991, 1997 16. Distribution of Men and Women by Disciplinary Area (percent) - 1997 17. Attrition Rates of Male and Female Internationally-Recruited Staff by Category - (1995/97) 18. Attrition Rates of Male and Female Internationally-Recruited Staff by Center - (1995/97) 19. Females as Percent of Applicants for Internationally-Recruited Posts - 1991/92, 1996/97 20. Women as Percent of Applicants by Type of Post - 1991/92, 1996/97 i ANNEX 2: TABLES 23 Table 1. 1997 Human Resources Survey - Summary Table 2. 1994 Human Resources Survey - Summary Table 3. 1991 Human Resources Survey - Summary ANNEX 3: LIST OF ACRONYMS ii ACKNOWLEDGEMENTS This paper and the survey data upon which it is based represent a collaborative effort between the centers, the CGIAR Secretariat, and the Gender Staffirng component of the CGIAR Gender-Program. Appreciation is extended to the staff in the centers who had to devote coniWderable time and effort to compiling- the data upon which this aggregate analysis is:based. Special.thanks also go to Selcuk 0zgediz and Pammi $achdeva in the CGIAR Secretariat for their valuable comments on an earlier draft of this paper. We also -wish to acknowledge the support of Zarine Vania in providing current statistics on Board membership. The CGIAR H4uman Resources Survey has been carried out jointly by the CGIAR Secretariat and the CGIAR Gender Program at three-year intervals since 1991. It is conduced in response to- requests from the IDirectors General and the members of the CGIAR for perodic monitoring of the profile of internationally-recruited staff system- wide usig gen'der-disaggregated data. An earlier version of this paper was circulated for comments to the centers in August 1997. It was also provided as a background paper for the-Systemr Review. TheCGIAR Gender Staffing Program is coordinated by the CGIAR Secretariat and is inplemented-by the Simmons Institute for Leadership and Change at Simmons College in Boston Massachusetts,_USA The progranm, which began in 1991, is funded by the members of the COIAR. The goal of the program is to support the centers in their efforts to strengthen the recruitment of highly qualified women scientists and professionals and to create work environments that are equally supportive of the producivity, advancement, and job satisfaction of women and men. Deborah Merrill-Sands is the Program Leader for Gender Staffing for the CGIAR Gender Program. She is also the Program Director for Gender and Organizational Change in the Simmons Institute for Leadership and Change. iii SUMMARY OF KEY OBSERVATIONS ON INTZRNATIONAL STAtING - 1997 AND 1991 Aggregate analysis * The number of internationally-recruited staff (including visiting and postdoctoral scientists) totaled 1190 in mid-1997. This represents an SOl decrease from 1991, but includes two new centers - CIFOR and ICLARM with mandates for foresty and fisheries research. * Most centers have experienced significant changes in international staffing levels since 199 1. Sm ceters - CIAT, CMMYTMLCIP, DLRIM, IC SAT, IRR- had declines of 15% or more. Five ceiters - ICARDA, ICRAF, EPRI, IPCRI, WARDA - had increases of 15% of more. CIFOR has increased by 50%Yo since 1994) the first year for which data are available. * The number of senior and prncipal scientists has declined by more than 25% from 568 in 1991 to 426 in 1997. At the sane time, the centers have increased their reliance on younger scentis and postdoctoral fellows. The nurnber of these staff has increased by 16%. The number-of internationally-recruited scientists across all levels has been reduced by 12% from 956 in 1991 to 841 in 1997. * The number ofintemationally-recruited administrative and program support staff (e.g. speialists in training, information, and computers) deoreased by 26% from 108 to 80, * Crop scentists represent 36% of the internationally-recruited staf, foflowed by socio- econoniiks (16%), and biological scientists (13%). Eleven percent of the staff have advanced degrees in disciplines related to environmental and natural resource management sciences. . Stafffrom developing countries comprise 41% of the internationally-recruited staft representi a-modest decline from 43% in l991. * Staffing has been relatively stable with an annual attrition rate of 12% between 1995-1997. Gender anatysis * The number of female interationally-recruited staff increased 23% from 153 in 1991 to 1188 in 1997. Similarly, the percentage of females increased from 12% in 1991 to 16%/o. * Women cornprised 10% of the managers and 140%a ofthe scientists and senior scientists in 1997, up from 5% and 9% respectively in 1991. These data indicate that women are gradually moving into positions of decision-malding and influence. Similarly, women on the Boards have increased from 10% in 1991 to 20%° in 1997. * The inclusion of women among internationally-recruited staff varies markedly among the centers. In three centers - ICRISAT, ISNAR, and WARDA -- women make up less than 10% ofThese staff while in two centers - IFRPI AND CIFOR - the percentage of internationally-recruited women has reached 25% * Women now comprise, on average, 14% of the applicants for international posts as compared to 4%min 1990. Women constituted 25% of new staffto appointed to positions between 1995-997. * The average annual attrition rate of women between 1995-1997 was 15%. This was higher than the 12% rate of men. The difference in atftition rates between men and woomen was highest among mafnagers (14% for women and 9/f for men). iv I. INTRODUCTION 1. Survey. Since 1991 the CGIAR System has made a concerted effort to draw more effectively on the expanding pool of female scientists and professionals world wide and to increase the participation of women among the professional ranks of the centers. In 1991, the CGIAR Gender Program carried out a human resources survey of internationally-recruited staff in the centers with gender disaggregated data to establish a base-line of quantitative information.' At the request of the CGIAR members and the Director Generals, the same survey was conducted again in 1994 and most recently in June 1997 in order to monitor changes that have occurred since 1991.2 This paper summarizes the key observations emerging from the analysis of the 1997 data and compares it with the 1991 base-line data with respect to: * the profile of international staff as a whole; * the profile of female as compared to male staff. Annex 1 includes charts comparing 1991 and 1997 data. Annex 2 includes summary tables of data on key human resource indicators from 1991, 1994, and 1997. These data are useful for understanding dynamics in the staffing of the CG System as well as its current human resource capacity. It should be noted that between 1991 and 1997 ILRAD and ILCA were combined to form the new ILRI and INIBAP was absorbed into IPGRI. Also, CIFOR and ICLARM, new centers to the CGIAR, were not included in the 1991 survey. They were included, however, in the 1994 survey. 2. Overall Trends. The analysis of the current international staffing profile in comparison with that in 1991 shows a decline of 8% in total numbers over the past six years. More striking is the change in the relative distribution of staff across staff categories and centers. The number, and relative percentage, of senior and principal scientists has declined while the employment of younger scientists, postdoctoral fellows, locally-recruited scientists, and consultants has increased. The data also reveal a clear increase in the relative share of internationally-recruited staff working in the newer centers which were incorporated into the CGLAR system to strengthen its capacity to carry out natural resource management research. With respect the gender, the quantitative data show good progress in increasing the participation of internationally-recruited women scientists and professionals within the CG System. Applications from women have increased, appointment rates have been positive, and women have been moving slowly, but increasingly, into scientific leadership and management roles where their perspectives and experiences can begin to have an impact on the research and the culture of the work environments in the centers. On the other hand, the data also indicate a higher rate of attrition for women. This needs to be monitored as it may signal constraints for women in the work environment of the centers, particularly as they move up the hierarchy. Experience in other organizational systems has shown that organizational change related to gender takes time and involves much more than simply increasing numbers of women. Yet, the deeper changes in work practices and organizational culture required to create gender equitable work environments can only happen once there is a critical mass of women in the organization dispersed across different levels of hierarchy and occupational niches. Research suggests that once the relative percentage of women reaches levels of 30 to 35%, women no longer have to assimilate into the dominant work culture, but can become active participants in shaping the work culture and practices. Only two centers have begun to reach these levels of representation, but if the rate of progress of the last 6 years continues this number should increase significantly in the next five years. II. PROFILE OF INTERNATIONALLY-RECRUITED STAFF 1. Size (Table 1; Annex 2 - Tables 1 and 3). The total number of internationally-recruited staff (including visiting scientists, postdoctoral fellows, and associate experts) in mid-1997 was 1190. This represents an 8% decrease from the 1295 recorded 1991.3 It also includes two additional centers, ICLARM and CIFOR, which had 73 internationally-recruited staff in 1997. If the comparison is limited to the centers that were included in the 1991 survey, the number of internationally-recruited staff has declined by 14%. 2. Staff categories (Table 1; Annex 1 - Charts 1, 2, 3; Annex 2- Tables 1 and 3). Table I below and Charts I and 2 in the Annex show the distribution of staff across major staff categories. As would be expected the largest number of staff (n = 426) are senior and principal scientists. The relative percentage of internationally-recruited staff who are principal and senior scientists, however, has dropped from 44% in 1991 to 36% in 1997. This represents a loss of 142 senior scientists, or 25%.4 Most of this decline occurred before 1994 (Table 1). At the same time the number of less experienced scientists and postdoctoral fellows has increased 16%. This shift is also reflected in the experience levels of the scientists. In 1991, only 7% of the staff had 5 years or less experience post-MSc. while in 1997 it reached 12% (Chart 3). In total, there has been a 12% reduction in the number of internationally-recruited scientists across all levels, dropping from 956 in 1991 to 841 in 1997 While the management cadre has increased from 18% of internationally-recruited staff to 23%, most of this growth has occurred at the middle management level. There has been a 25% increase in the number of middle managers between 1991 and 1997. This likely reflects the shift to a project-based system in many centers with the concomitant increase in project leaders and coordinators. Usually the management roles for these staff are part-time and they remain active as scientists. The number of internationally-recruited administrative and program support staff (e.g. specialists in training, information, or computers) decreased by 25% since 1991. In 1997 these staff represented only 7% of all internationally-recruited staff. It should be noted that in addition to the 1 190 internationally-recruited staff, the centers also 2 employ more than 450 nationally-recruited scientists and almost 200 nationally-recruited administrators. Data on these staff were not available in 1991, but these numbers represent a modest increase from 1994, particularly among administrators (Annex 2 - Tables 1 and 2). Centers have also increased their use of consultants to supplement their core staff. The centers hired 539 consultants in 1996 representing an increase of 44% over the 374 hired in 1994 (Annex 2 - Tables 1 and 2). Table 1. Number of Internationally-Recruited Staff by Category - 1997, 1994, 1991 Staff category 1997 1994 1991 Senior management/administration' 90 89 88 Middle management (department heads, 180 163 143 program leaders, project leaders) Senior and/or principal scientists 426 432 568 Scientists or associate scientists 137 153 111 Visiting scientists/research fellows 86 88 144 Postdoctoral scientists/fellows 116 133 107 Associate experts/Research associates 75 65 26 Admninistrative & program support staff2 80 101 108 Total internationally-recruited staff 1190 1224 1295 1/ Director level and above; 2/ Program support staff include specialists in training, information, and computers. 3. Disciplinary composition (Annex 1 - Charts 4 and 5). Crop scientists comprise the largest group of internationally-recruited staff (36%), followed by socio-economists (16%), and biological scientists (13%). Surprisingly, given the increased emphasis on natural resource management research and biotechnology in the CG centers in recent years, there has been little change in the disciplinary composition of the internationally-recruited staff. The 137 scientists with advanced degrees in the disciplines related to natural resource management research (environmental, soil, natural resource management, forestry and agroforestry sciences) comprised 11% of staff in 1991 compared to 9% in 1991. Those in trained in cell biology and microbiology, relevant for biotechnology research, remained at 6%. The centers report that 81, or 7%, of their internationally-recruited staff are engaged actively in biotechnology research. This compares to 8% in 1991 and represents a decline of 11 scientists. 4. Degree levels (Annex 2 - Tables 1 and 3). In 1997, 75% of the internationally-recruited staff had Ph.D. degrees, 17% held masters degrees, and 8% held other types of degrees. This pattern is essentially the same as that recorded in 1991. 5. Region of origin (Annex 1 - Chart 6). With respect to regional representation, there has been a modest decrease in the percentage of staff from developing country regions from 43% to 41%. This trend runs counter to the increased representation of member countries from the 3 South in the CGIAR. This decline largely reflects lower representation of internationally- recruited staff from Asia and Latin America. As in 1991, the largest group of internationally- recruited staff in 1997 came from Europe (34%), followed by North America (20%). 6. Location of posting (Annex 2 - Tables 1 and 3). In 1997, as in 1991, 70% of the internationally-recruited staff were based at the centers' headquarters. The two centers with the most decentralization were ICRAF and IPGRI which have 50% of their staff based outside of headquarters. 7. Source of funding (Annex 2 - Tables 1 and 3). In 1997, 77% of the intemationally-recruited staff were in positions with fixed term, renewable appointments; 14% were in fixed term non-renewable positions funded by special projects, and 9% were in non-renewable positions funded by specific donors. This pattem is similar to that reported in 1991 where 79% of the staff were in what were then called "TAC approved core staff positions". 8. Retention and tenure (Annex 1 - Chart 7). The data show stability in staffing. The percent of staff with 7 years or more tenure at the centers increased from 31% to 35% between 1991 and 1997. The average annual rate of attrition between 1995 and 1997 was relatively modest at 12%.5 This rate has remained relatively constant with 13% reported for 1992-94 and 10% reported for the period of 1988 to 1991. An area of concem, however, is that the average attrition rate among scientists and associate scientists in 1995-97 was 23%, a rate significantly higher than in any other staff category. Of all the staff departures reported by the centers for 1995 through mid-1997, 41% were classified as staff initiated, 25% as center- initiated, and 34% as due to the end of a fixed-term contract. 9. Recruitment (Annex 1 - Charts 8 and 9). The average number of applicants for advertised internationally-recruited posts across all centers dropped from 43 in 1991/92 to 38 in 1996/97.6 This raises some concern since the centers cannot afford to recruit from a narrow pool of global talent. Chart 8 shows the variability of the average size of applicant pool by center for 1991 and 1997. Five centers - CIMMYT, ICRAF, IPGRI, ISNAR and IRRI - attracted more that 50 applicants on average per post advertised in 1996/97. There is also significant variability in applicant numbers by the type of post (Chart 9). Management posts, on average, receive the highest number of applicants (n = 72), while scientist average considerably less (n = 39). 10. Variability across centers (Annex 2 - Charts 10 and 11). Changes in international staffing levels have varied widely across the centers. Centers that have registered a decrease of 15% or more since 1991 include: CIAT, CIMMYT, CIP, ILRI, ICRISAT, and IRRI. Centers with significant growth of 15% or more include: ICARDA, ICRAF, lFPRI, IPGRI and WARDA. Staff at CIFOR and ICLARM were not included in the 1991 survey, but both have grown in staff numbers since 1994, particularly CIFOR which has increased by 50%. The distribution of staff across centers (Chart 11) indicates an increase from 7% to 15% in the share of staff working in the newer, "expansion," centers (CIFOR, ICLARM, ICRAF, IMIl) which were incorporated into the CGIAR system to strengthen its capacity in natural resource management research. 4 11. Trainees (Annex 2 - Tables 1 and 2). The CG System has been an important locus of training for scientists working in tropical agriculture and natural resource management. Data from 1996/97 indicate that the centers had 320 Ph.D. students and 173 Msc. students in training. This compares with 287 Ph.D. Students and 255 Msc. students in 1994.7 III. GENDER PROFILE OF INTERNATIONALLY-RECRUITED STAFF 1. Proportion of international staff (Annex 1 - Chart 8; Annex 2 - Tables 1 and 3). There has been a significant increase in the number and relative percentage of female internationally- recruited staff since 1991. Women now comprise 16% of international staff as compared to 12% in 1991. The number of internationally-recruited staff women has increased 23% from 153 to 188. This is a positive change given that the total international staff cadre in the centers has declined by 8% since 1991. 2. Staff categories (Annex 1 - Charts 12 and 13). The percentage of women has increased in all staff categories. Women now comprise 10% of the management cadre in the centers, up from only 5% in 1991. The number of women in senior management positions (Director- level and above) has increased from 2 to 6 and there is one female Director General. The percentage of scientists and senior scientists who are women has increased modestly from 10% in 1991 to 14% in 1997. These data indicate that women are gradually gaining stronger representation in positions of decision-making and influence in the centers. The relative distribution of men and women across staff categories shows, however, that men still predominate disproportionately in the senior staff positions (Chart 13). As would be expected from the expanding supply of women scientists worldwide in the disciplines relevant to agriculture and natural resource management research, the percentage of postdoctoral scientists who are women has increased from 18% to 23%, a level which is in line with supply. Women are most heavily represented in administrative and program support positions where they comprise 25% of the internationally-recruited staff. This higher level of participation is not surprising since the pool of female trainers, administrators, and information specialists is larger than that of senior scientists in agriculture. 3. Variability across centers (Annex 1 - Charts 14 and 15). The representation of women varies markedly across the centers. At one end of the spectrum are three centers where less than 10% of their internationally-recruited staff are women (ICRISAT, ISNAR, and WARDA). On the other hand, two centers (IFPRI and CIFOR) now have women comprising 25% of their internationally-recruited staff. Thirty to thirty-five percent is a reasonable target for the centers given the representation of women in the pools from which the centers recruit. It is also at this level of participation that gender becomes less visible as a distinguishing marker of women as a minority group. Women come to be seen more as individuals, rather than as members of a group, and stereotyping tends to decrease. Ten of the 14 centers for which there is comparative data have increased the percentage of women among their international staff since 1991. CIFOR and ICLARM, for which data is not available from 1991, have also increased the percentage of women amongst international staff since 1994. 5 4. Disciplines (Annex 1 - Chart 16). The disciplinary composition of male and female internationally-recruited staff differ in several ways, largely reflecting the gender composition of the pool of scientists in different disciplinary areas. For example, in 1997, 38% of the male staff were crop scientists as compared to 27 % of the female staff. A larger share of the women, however, are social and economic scientists and biological scientists. Women also comprise almost 30% of the staff with advanced degrees in the computer and information fields. With respect to staff trained in forestry and agroforestry and the environmental and resource management sciences, the percentage of women has increased from 4% to 13%. As would be expected from the gender composition of the supply, men represent the vast majority of scientists from the fields of animal sciences, chemistry and physics. In 1991, with the growth in biotechnology in the centers, it was expected that more biological and cellular scientists would be recruited. This would have created more opportunities for women since they comprise 30% to 50% of the scientists in these fields worldwide. This has not occurred, however. The number of scientists in the centers with training in cellular and other biological sciences has actually decreased. Nevertheless, women now make up 20% of this pool as compared to 14% in 1991. On the other hand, there has been a decline in the percentage of women among staff whom the centers report to be actively engaged in biotechnology research from 26% in 1991 to 21%. 5. Region of origin (Annex 2 - Tables 1 and 3). The large majority of internationally-recruited women (71 %) come from Europe and North America. This compares with 50% of the men. This has not changed significantly since 1991. These data suggest that the centers need to strengthen their ability to tap into the expanding pool of women scientists and professionals from developing countries. 6. Degree and experience levels (Annex 2 - Tables I and 3). The women in the centers are, as a whole, younger with fewer years of professional experience than the men. This reflects their more recent entrance into the centers as well as into the dominant fields from which the centers recruit.8 Whereas 60% of the women are 40 years or younger, only 31% of the men are in this age cohort. With respect to years of experience post MSc., 52% of the women have less than 10 years compared to 25% of the men. In terms of degree levels, 77% of the men have Ph.Ds compared to 58% of the women. This reflects the higher representation of internationally-recruited women in program support and administrative positions and associate expert positions where doctoral degrees are not a requisite. 7. Retention/tenure (Annex 1 - Charts 17 and 18). Retention is a good proximate indicator for the degree to which the work environments of the centers are equally supportive of men and women and offer similar opportunities for career development. The 1995-97 data indicate that there has been somewhat less stability in female as compared to male staffing. The average annual attrition rate for internationally-recruited women in the period of 1995-97 was 15% compared to 12% for the men. Four centers in particular show significantly higher annual attrition rates for women compared to men over the 1995-97 period - CIAT, ICRAF, IIMI and ISNAR. Comparing the average annual attrition rate of men and women by type of post shows a higher attrition rate for women in management positions (14%) compared to men (9%). The factors affecting the differential attrition rates for men and women need to be 6 examined more closely as they may reflect constraints for women in the work environment of the centers, particularly at the senior levels. With respect to tenure, only 19% of the women have tenures of 7 years or longer compared to 38% of the men. This reflects, in part, the more recent entry of women amongst the international staff of the centers. The percentage of women with tenures of 7 years and longer has, however, increased from only 10% in 1991. 8. Recriitment (Annex 1 - Charts 19 and 20). Many centers have made active efforts since 1991 to tap into the expanding pool of women scientists and professionals and mobilize applications from women. These efforts are reflected positively in the increase in the application rate from women for international posts. The average percent of applicants for international posts who are female has increased from 4% in 1990 to 14% in 1997.9 While the percentage is well below the share of the pool made up by women in many of the disciplines from which the centers draw, the figures indicate clear progress. The average rate of applications from women is highly variable across the centers. For 1996/97, IFPRI had the highest percentage of applications from women (47%), in part because it was recruiting for a large number of postdoctoral positions, while ICARDA only had 4%. The percent of applications from women clearly varies by the type of post and the discipline. In terms of types of posts, postdoctoral positions attract the highest percentage of female applicants followed by program support and administrative positions. The largest increase in rate of applications from women has been among scientists where women now comprise 12% of applicants on average compared to 7% in 1991/2. The appointment rate of women remains positive. Women comprised 25% of the staff appointed to the 170 open positions reported in the 1997 survey. This rate is higher than the 20% recorded in 1991/92. The appointment rate of women also varies markedly across the centers. It ranged from 0% at IIMI and ISNAR to almost 40% at CIMMYT and IFPRI, two centers that have given priority to attracting women and creating positive working environments for both men and women. 9. Marital status (Annex 2 - Tables 1 and 3). The most striking difference between men and women in the CG System is their family situations. In 1997, only 44% of the women were married with their spouse residing with them, compared to 82% of the men. Moreover, the percentage of women who were married with their spouses in residence actually dropped from 48% in 1991. Similarly, only 39% of the women had children compared to 79% of the men. This undoubtedly reflects the growth in dual career families and the differential impact of spouse employment constraints on hiring women with male spouses. It may also reflect the younger age of women in the centers compared to men IV. OTHER HUMAN RESOURCE CATEGORIES: LEVEL OF FEMALE PARTICIPATION 1. Boards (Annex 1 - Chart 12).1o There has been a marked increase in the percentage of women on the Boards from 10% in 1991 to 22% in 1997. Women are also well represented in leadership positions: 30% of the female trustees now serve as Board Chairpersons, vice- 7 chairpersons, or sub-committee chairpersons compared to 16% in 1991. In 1991 there were no female Board Chairs compared to three in 1997. This is a positive development which should facilitate the recruitment of women into the CG System in the future. 2. Trainees (Annex 1 - Chart 10). In 1996/97, the centers had 121 female Ph.D. students and 45 MSc. students in training. The percentage of Ph.D. trainees who are women has increased dramatically from 22% to 36%. This percentage actually exceeds the estimated proportion of women doctoral students in many of the disciplines relevant to the research of the centers. The percentage of women among Msc trainees has remained constant at 25%. The percentage of women participating in short courses at the centers has also increased modestly from 13% in to 16%. 3. Nationally-recruited scientists (Annex 1 - Chart 12). It is interesting to note that with the growth in the numbers of locally-recruited scientists hired at the centers, there has also been a marked increase in the percentage of female national scientists. While in 1991 women only comprised 18% of nationally-recruited scientists, they now make up almost 45%. This brings into question the conventional wisdom that the supply of female scientists in many developing countries is severely constrained. Women also comprise 41% of locally-recruited senior managers and administrators. 4. Consultants. As noted earlier, the centers are increasing their use of consultants to supplement their core staff. In 199617 women comprised 19% of the international consultants and 26% of the regional and/or national consultants hired. 8 END NOTES 1 The data from the 1991 survey were reported in D. Merrill-Sands and P. Sachdeva, Status of Internationally- Recruited Women in the International Agricultural Research Centers of the CGIAR: A Quantitative Perspective. CGIAR Gender Program Working Paper No. I. CG Secretariat, The World Bank, Washington, D.C., 1992. 2 The data for the 1994 survey is reported in D. Merrill-Sands, CGIAR Human Resources Survey: 1991, 1994: Key Observations on International Staffing with a Focus on Gender. CGIAR Gender Program Working Paper No 9. CG Secretariat, The World Bank, Washington, D.C., 1995 3 The 1991 base number for total international staff reported in previous publications did not include 89 visiting and postdoctoral scientists at CIMMYT (n = 56) and ICRISAT (n = 33) . These centers reported these staff under the section on staff categories but did not include them in the total numbers of international staff nor under other human resource indicators. Since the 1997 survey does count these types of scientists, the base number for 1991 has been corrected to give a more accurate comparison with the 1997 figures. 4 It should be noted that some of the more senior scientists have been classified as middle managers by the centers and, hence, are not reflected in these figures. 5 The average annual attrition rate was calculated using the average of the number of staff in the centers in 1994 and 1997 as the base. The departures were calculated using the average number over a three year period to reduce the impact of anomalous years. 6 The data for 1991/92 covers 120 posts and does not include data from CIFOR, ICLARM, nor WARDA. The 1997 data covers 132 posts and is missing data from CIP and ICLARM. 7 Data on the number of trainees was only collected for females in 1991. 8 Data from the National Science Foundation in the United States show that percentage of women earning Ph.D. degrees in the agricultural sciences began to increase in the 1970s. In the early 1970s, for example, only 4% of the doctoral degrees awarded by US universities in agricultural sciences went to women. In the early 1990s, however, 19% of these degrees were awarded to women. In the forestry sciences, this increase in the participation of women did not begin until the 1980's. Women have been more strongly represented in the biological sciences. In the early 1970s women earned 20% of the doctoral degrees in the fields relevant to the centers and 40% in the early 1990s. In the socio-economic disciplines, women received 15% of the doctoral degrees awarded in the early 1970s and 35% of those awarded in the early 1990s. Similar trends have been documented for other countries in North America and Europe as well as in some developing countries. 9 The 1991/92 data on recruitment comes from the analysis of a survey carried out in 1992. It is reported in S. Ladbury, Strengthening the Recruitment of Women Scientists and Professionals at the International Agricultural Research Centers: A Guidelines Paper. CGIAR Gender Program Working Paper No. 4. CG Secretariat, The World Bank, Washington, D.C., 1993. 10 Data is drawn from the CGIAR: The Boards of Trustees of the International Agricultural Research Centers, Trustee Directory, CGIAR Secretariat, The World Bank, Washington D.C., 1991, 1994,1996, and 1997. 10 ANNEX 1 - CHARTS 1. Percent of Internationally-Recruited Staff by Category - 1991, 1997 2. Number of Internationally-Recruited Staff by Category - 1991, 1997 3. Distribution of Staff by Years of Professional Experience - 1991, 1997 4. Number of Internationally-Recruited Staff by Discipline Area - 1991, 1997 5. Percent Distribution of Internationally-Recruited Staff by Discipline Area 6. Distribution of Intemationally-Recruited Staff by Region of Origin - 1991, 1997 7. Distribution of Staff by Length of Tenure (percent of total) - 1991, 1997 8. Average Number of Applicants for International Posts - 1991/92, 1996/97 9. Average Number of Applicants by Type of Post (1997) 10. Number of Internationally-Recruited Staff by Center - 1991, 1997 11. Distribution of Internationally-Recruited Staff Across Centers - 1991, 1997 12. Percent of Women by Category of Staff, Boards, Consultants, and Trainees 13. Comparison of Distribution of Men and Women Across Staff Categories (1997) 14. Females as Percent of Internationally-Recruited Staff by Center - 1991, 1997 15. Number of Female Internationally-Recruited Staff by Center - 1991, 1997 16. Distribution of Men and Women by Disciplinary Area (percent) - 1997 17. Attrition Rates of Male and Female Internationally-Recruited Staff by Category (1995/97) 18. Attrition Rates of Male and Female Internationally-Recruited Staff by Center (1995/97) 19. Females as Percent of Applicants for Internationally-Recruited Posts - 1991/92, 1996/97 20. Women as Percent of Applicants by Type of Post - 1991/92, 1996/97 12 Chart 1: Percent of Internationally-Recruited Staff by Category - 1991, 1997 45" m ~~~~~~~~~1991 E 1997 0- 35- ' ,^ 30- _ i_25 -, a20- , a,15 - ,Sr Sr. Mgt. Mid. Mgt. Sr.&Prin. Sci.& Postdoc. Visit.Sci.& Assoc. Admin.& Sci. Assoc. Sci. Fellows Exp. Prog. Sup. Category Chart 2: Number of Internationally-Recruited Staff by Category - 1991, 1997 600- ,0 11991 * 1997 400- ,l ______ __ 300- g' Sr. Mgt. Mid. Mgt. Sr.&Prin. Sci.& Postdoc. Visit.Sci& Assoc. Admin.& Sci. Assoc. Sci. Fellows Exp. Prog. Sup. Category 13 Chart 3: Distribution of International Staff by Years of Professional Experience - 1991, 1997 45%- L 0ll991919 35%-/_ 30%/ Wc25%-Z <5 5-9 10-19 20-30 >30 Years of Professional Experience Chart 4: Number of Internationally-Recruited Staff by Discipline Area - 1991, 1997 Crop Si Social/Econ. Sci._ OtherBio. Sci. _ *1991 Cellular Sci. *1997 Envir./Soil & Res. Mgt. Sci. _ 1997 t ~~~Animal Sci. _ _i MgtlAdmin. . ~~~~Other Sci. _ cT Computer/Info. Sci. Engineenng Forestry/Agroforestry Phys. & Chem. Sci. Math/Statistics 0 50 100 150 200 250 300 350 400 450 Number 14 Chart 5: Percent Distribution of Internationally-Recruited Staff by Discipline Area - 1991, 1997 SociaUlEcon. Sci. _ _ _---j ' EnvirJSoil & Res. Mgt. Sci. Cellular Sci. Other Bio. Sci. _ 7 w [ Mgt./Admin. | .; ~~~Animal Sci. _ I n ~~~~~Other l | ~~~~Engineering Computer/info. Sci. Forestry/Agroforestry Math/Statistics I I Phys. & Chem. Sci. 0% 5% 10% 15% 20% 25% 30% 35% 40% Percent of Total Chart 6: Distribution of Internationally-Recruited Staff by Region of Origin - 1991, 1997 Japan 1 91 Australia/New Zealand 1997 Europe .21~ o North America o West Asia/North Africa Sub-Saharan Africa Latin America/Caribbean Asia/Oceania 0 50 100 150 200 250 300 350 400 Number of staff 15 Chart 7: Distribution of Staff by Length of Tenure (percent of total) - 1991, 1997 40%- FE t1991 * 1997 35% / _ e30% / E! 25%-/ 2L-- 0% =10 Years Chart 8: Average Number of Applicants per Advertised International Posts - 1991/92, 1996/97* Avg. Total 0 |1991/92 WARDA _0 N *1996/97 CIFOR _ ICLARM IMI IPGRI_ _ ICRAF ILRI ISNARN __ _ _ _l ICRIAAT N o A c Pe P . 1 _ 20 30 40 I0 6 0 9 *Data not available for ICLARM (1991, 1997), CIFOR (1991), CIP (1997) 16 Chart 9: Average Number of Applicants by Type of Post (1997) 80. 70- / 60 Mgt. Sci. Post docs Prog. Support/Admin. Type of Post Chart 10: Number of Internationally-Recruited Staff by Center - 1991, 1997 0 .~ 1 - -391|19 :io- Center * 1991 data not available for CIFOR and ICLARM. 17 Chart 11: Distribution of Internationally-Recruited Staff Across Centers - 1991, 1997 14.- 14- , l i~~~~~~~~~ 1991 M 19971 12- 4-~~~~~~~ A, G ffi :Ff > $ $ cJ !E | t < g S az Center * 1991 data not available for CIFOR and ICLARM. Chart 12: Percent of Women by Category of Staff, Boards, Consultants, and Trainees Prog. Suppor1!Admiin. Board members National Sci. ;dScentstdos _ Short-Course trainees Po.SprVdint'il Consltantst NatiReg. Consultants 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% Percent 18 Chart 13: Comparison of Distribution of Men and Women Across Staff Categories (1997) 40%- 35%- FMT,o T__ a-M- 3 30%- M of Total StfCaeoi t 1 25% e lln - -20% 15% - 5 1 1007(~ ~ ~ ~ ~~1 Sr. Mgt. Mid Mgt. Sr. Sci. Jr. Sci. Visit Sci. Post Doc. As. Exp. Adninf/ Prog. Support Staff Categories Chart 14: Females as Percent of Internationally-Recruited Staff by Center - 1991, 1997 Al Centers IFPRI _ CIFOR*_ 3_ 'PRI = = =_9 CIAT 1 1 1 E~~~~~~~~~~~~~~ 1991 ILRI_| IITA 019 CIMMYT ICRAF ICLARM* ICARDA __ ISNAR ----- ICRISAT _ WARDA 0% 5% 10% 15% 20% 25% 30% Percent of Total *1991 data not available for CIFOR and ICLARM. 19 Chart 15: Number of Female Internationally-Recruited Staff by Center - 1991, 1997 Envrojlv & NRM ILRI_ i I WasEPPR *IAII t_I 1 77 ICARDA _ ICRAF_ , I IPGRI i i ICARMST * ISN 2 4 6 8 |0 12 1i 6 2 Other ~ ~ ~ ~ ~ ume 1991 dat no avial fo CIO an ICLARM Enirn/si & NRMl C O dputer/info. P1D i n M nercent of Misciplenand Fema Semalta 20 Chart 17: Attrition Rates of Male and Female Internationally-Recruited Staff by Category (average for 1995-97) N / _ | 1s%~~~~~~~M%Male| s~~~~~~~ I *Female Al Centers WARDA Mgt. Sr. Sci Sci. Adrnin\Prog. Post doc Total Sup. Staff category Chart 18: Attrition Rates of Male and Female Internationally-Recruited Staff by Center (average for 1995-97) WARDA ~ ~ ~ ~~Aerg An_a Atrto Rat I ercent ISNAR 1 t 2 IRRI ,I IPGRI _ ILRI _ IITAA|l ca IFPRI I|I ICRAF _ IC L AML ICARDA _ CIMMYT_ 0 |IMal CIFOR ||81Fml CIAT - o 10 20 30 40 50 60 70 80 Average Annual Attrition Rate - Percent 2 1 Chart 19: Females as Percent of Applicants for Internationally-Recruited Posts - 1991/92, 1996/91 Total - - - --- EiPRI CIFORt a f F (1 Cha_t 20: Women as Percent of1Applicants by Type ofPost-1991/92,996/71991/92 ClMMxfT _ __i WARDA' 0 , 1' *1996/97 u ~_ ICIl ICRISAT _|| i ICARDAF ICRISAT I*, ISNAR no avial fo COR191,IP197 , ICLR 19,19) WAD (1991 All Pot 0199 ! 92 Prog. Support/Adnmin. Post docs 0L 0% 5% 10% 15% 20% 25% 30% Womt:en as Percent of Appficants 22 ANNEX 2 - TABLES 1. Summary Table, 1997 CGLAR Human Resources Survey 2. Summary Table, 1994 CGIAR Human Resources Survey 3. Summary Table, 1991 CGIAR Human Resources Survey 23 24 Annex 2, Table 1 1997 Human Resources Survey TABLE 1: 1997 HUMAN RESOURCES SURVEY - SUMMARY _ QUESTION # _ _ _ _ _ _ _ _ _ _ _ _ ,j of Mi as % Fas' ~ M ~ F , o NMALE FENIALE TOrkL TOTAL M1 1()FAL FTOIlAL T'OTAL TOTAL) Question 1. Total numiber of international staff 1002 188 1190 100%1 100% 100% 84% 16%)/ Question 2. Staffing by level - by recruited senior management/administration 84 6 90 8% 8% 3% 93% 7% department heads/researchi thrust leaders 159 21 180 15% 16% 11% 88% 12% senior and/or principal scientists 379 47 426 36% 38% 25% 89% 11% junior or associate scientists 112 25 137 12% 11% 13% 82% 18% visiting scientists/researcii fellows 67 20 87 7% 7% 11% 77% 23% postdoctoral scientists/fellows 90 26 116 10% 9% 14% 78% 22% associate experts 52 23 75 6% 5% 12% 69% 31% other internationally recruited 60 20 80 7% 6% 11% 75% 25% administrative staff/or professional support staff TOTAL 1003 188 1191 100% 100% 100% 84% 16% Qltestion 3. Agc (years) 20-30 38 23 61 5% 4% 12% 62% 38% 31-40 _ _ 267 89 356 31% 27% 48% 75% 25% 41 -50 410 57 467 40% 42% 31% 88% 12% 51-60 228 17 245 21% 23% 9% 93% 7% 61 and above 30 0 30 3% 3% 0% 100% 0 %/. TOTAL 973 186 1159 100% 100% 100% 84% 16% Question 4, Nationality Asia/Oceania 151 25 176 15% 15% 13% 86% 14% Latin America/Caribbean 78 8 86 7% 8% 4% 91% 9% Sub-Saharai Africa 153 11 164 14% 15% 6°% 93% 7_% West Asia/North Africa 57 7 64 5% 6% 4% 89% 11% Nortli America 184 52 236 20% 18% 28% 78% 22% Europe 319 80 399 34% 32% 43% 80% 20% Australia/New Zealand 39 5 44 4% 4% 3%/ 899% 11% Japan 21_ 0 21 2% 2%1 0% 100% 0O% TOTAL 1002 188 1190 100% 100% 10)°% 84% 166% Annex 2, Table 1 - 1997 Human Resources Survey A2, Table I - I Annex 2, Table 1 1997 Human Resources Survey QUESTJON # % of NI as 11't F as °% . M °.O row F °. row _I_ MALE FENIALE TOTAL TOTAL Mi TOTAL F TOTAL TOTAL TOTAL Question 5. Tcnure at Center (iumber of years . employed at Center) _ Less than 1 125 41 166 14% 12% 22% 75% 25% 1 _ _ _ _ __3_ _ _ __. 321 76 397 33% 32% 40% 81% 19% 4-6 176 36 212 18% 18% 19°/c 83% 17% 7-9 145 18 163 14% 14% 10% 89% 11% More than 10 _ 236 17 253 21% 24% 9% 93% 7% TOTAL 1003 188 1191 100% 100% 100% 84% 16% Question 6. Location/ Posting __._. Headquarters 689 141 830 70% 69%° 75%1/ 83% 17% Outposted (regional or field position) 313 47 360 30% 31% 25% 87% 13% TOTAL 1002 188 1190 100% 100% 100% 84% 16% Question 7. Funding source Fixed term, renewable appointment 777 134 911 77% 78% 72% 85% 15% Special project - non-renewable 142 24 166 14% 14% 13% 86% 14% Donor funded positons 80 29 109 9% 8% 16% 73% 27% TOTAL 999 187 1186 100% 100% 100% 84% 16% Question 8. Staff on part-time contracts (<75%) 8 1 9 1% 1% 1% 89% 11%7 Question 9. Degree levels (hiigihest degree received) _ Ph.D. or equivalent 791 99 890 75% 77% 58% 89% 11% MsctMA/ or equivalent 146 51 197 17% 14% 30% 74% 26% Other 85 20 105 9% 8% 12% 81% 19% TOTAL 1022 170 1192 100% 100% 100% 86% 14% Question 10. Discipline (in whicih higlest degree received) . . _ Crop sciences 380 5 1 431 36% 38% 27% 88% 12% Animal sciences 48 4 52 4% 5% 2% 92% 8% Cellular sciences (microbiology) 61 16 77 6%1 6% 9% 79% 21% Annex 2, Table 1 - 1997 Human Resources Survey A2, Table 1 - 2 Annex 2, Table 1 1997 Human Resources Survey QUESTION #_ %of Mas% Fas% M % row F % rowv MALE FEMALE TOTAL TOTAL M TOTAL F TOTAL TOTAL TOTAL Forcstry/agroforestry 31 6 37 3% 3% 3% 84% 16% Other biological sciences 67 18 85 7% 7% 10% 79% 21% Clhenistry 4 0 4 0% 0% 0% 100% 0% Physical sciences 10 0 10 1% 1% 0% 100% 0%/ Environinental/soil and resource mngt. sciences 88 12 100 8% 9% 6% 88% 12% Engineering 37 8 45 4% 4% 4% 82% 18% Social/economic sciences 157 38 195 16% 16% 20% 81% 19% Computer/information sciences 29 12 41 3% 3% 6% 71%. 29% Mathematics/statistics 8 2 10 1% 1% 1% 80% 20% Managemnent/adininistration 46 11 57 5% 5% 6% 81% 19% Otlher (specify) 35 10 45 4% 3% 5% 78% 22% _FOTAL 1001 188 1189 100% 100% 100% 84% 16% Qtiestion 1 Staff actively engaged in biotechtnology 64 17 81 0% 6% 9% 79% 21% researchi Question 12. Years of relevanit professional experience (post Msc or equiv.) .... ..... < 5 years 91 36 127 12% 10% 22% 72% 28% 5 - 9 years 136 50 186 18% 15% 30% 73% 27% 10-19 years 333 54 387 37% 38% 33% 86% 14% 20-30 years 266 19 285 27% 30% 12% 93% 7% > 30 years 52 5 57 5% 6% 3% 91% 9% TOTAL 878 164 1042 100% 100% 100% 84% 16% Question 13. Marital status (nuinber of staff) _ married tv/spouse in residence 824 82 906 76% 82% 44% 91% 9% married Wv/out spouse in residence 63 14 77 6% 6% 7% 82% 18% single/divorced/widowed 115 92 207 17% 11% 49% 56% 44% TOTAL 1002 188 1190 100% 100% 100% 84% 16% Question 14. Chiildrcn (number of staff) Witli cihildreni 787 73 860 72%, 79% 39% 92% 8% No chiildren 215 115 330 28% 21% 61% 65% 35% TOTAL 1002 188 1190 100% 100% 100%s e 84%/ a 16% Annex 2, Table 1 - 1997 Human Resources Survey A2, Table 1 - 3 Annex 2, Table 1 1997 Human Resources Survey QUESTION # . .._Of Mas% Fas% . M°.orowv F % roi% _I_ALE FEMALE TOTAL TOTAL MITOTALFTOTAL TOTAL TOTAL Part 111. Additional Information for Analysis of . Gender Staffing . 18. Number of locally-recruited scientists (1997) 258 201 459 n/a n/a n/a 56% 44% 19. Number of locally-recruited senior managers/ 115 81 196 n/a n/a n/a 59% 41% admin. (1997) 20. International consultants hired in 1996 258 59 317 n/a n/a n/a 81% 19% 21. Regional and/or national consultants hired in 1996 164 58 222 n/a n/a n/a 74% 26% 22. Spouses of internationally-recruited staff 3 17 20 n/a n/a n/a 15% 85% hired as consultants (1996) I 23. Short-course group trainees (in headquarters 876 170 1046 n/a n/a n/a 84% 16% and regions) in 1996 24. Ph.D. trainees in 1996 201 121 322 n/a n/a n/a 62% 38% 25. Msc trainees in 1996 128 45 173 n/a n/a n/a 74% 26% Annex 2, Table 1 - 1997 Human Resources Survey A2, Table I - 4 Annex 2, Table 2 - 1994 Human Resources Survey TABLE 2: 1994 HUMAN RESOURCES SURVEY - SUMMARY QUESTION # %of Mas% Fas% M % roNv F %/o row MALE EEMALE TOTAL TOTAL M TOTAL F TOTAL TOTAL TOTAL Question 1. Total numiiber of international staff 1051 173 1224 100% 100% 100% 86% 14% Question 2. Staffing by level - by recrited senior inanageinent/administralioii 84 5 89 7% 8% 3% 94% 6% department lheads/research thirust leaders 148 15 163 13% 14% 9% 91% 9% senior and/or principal scientists 393 39 432 35% 37% 23% 91% 9% junior or associate scientists 134 19 153 13% 13% 11% 88% 12% visiting scientists/researchi fellows 71 17 88 7% 7% 10% 81% 19% postdoctoral scientists/fellows 103 30 133 11% 10% 17% 77% 23% associate experts 49 16 65 5% 5% 9% 75% 25% othier internationally recruited 69 32 101 8% 7% 18% 68% 32% administrative staff/or professional support staff __ _ _ TOTAL 1051 173 1224 100% 100% 100% 86% 14% Question 3. Age (years) 20-30 40 26 66 5% 4% 15% 61% 39% 31-40 325 82 407 33% 31% 47% 80% 20% 41-50 431 55 486 40% 41% 32% 89% 11% 51-60 231 9 240 20% 22% 5% 96% 4% 61 and above 24 1 25 2% 2% 1% 96% 4% TOTAL 1051 173 1224 100% 100% 100% 86% 14% Questioni 4. Nationiality _ Asia/Oceania 190 17 207 17% 18% 10% 92% 8% Latin AinericalCaribbean 98 4 102 8% 9% 2% 96% 4% Sub-Sallara i Africa 168 15 183 15% 16% 9% 92% 8% West Asia/North Africa 54 7 61 5% 5% 4% 89% 11% Northi America 178 55 233 19% 17% 32% 76% 24% Europe 309 71 380 31% 29% 41% 81% 19% Australia/New Zealand 34 3 37 3% 3% 2% 92% 8% Japan _ 21 1 22 2% 2% 1 % 95% 5% Annex 2, Table 2 - 1994 Human Resources Survey A2, Table 2 - 1 Annex 2, Table 2 - 1994 Human Resources Survey QUESTION % of M as % Fas % M%row F%row MALE FEMALE TOTAL TOT AL M TOTAL F TOTAL TOTAL TOTAL TOTAL 1052 173 1225 100% 100% 100% 86% 14% Qucstion 5. Tenure at Ceniter (numbcr of ycars employed at Center) l Less (han 1 142 39 181 15% 14% 23% 78% 22% 1-3 336 70 406 33% 32% 40% 83% 17% 4-6 202 27 229 19% 19% 16% 88% 12% 7-9 134 23 157 13% 13% 13% 85% 15% More than 10 237 14 251 21% 23% 8% 94% 6% TOTAL 1051 173 1224 100% 100% 100% 86% 14% Question 6. Location] Posting | . Headquarters 734 142 876 72% 70% 82% 84% 16% Oulposted (regional or field position) 317 31 348 28% 30% 18% 91% 9% TOTAL 1051 173 1224 100% 100% 100% 86% 14% Question 7. Funding source In TAC approved core staff positions 667 92 759 64% 65% 55% 88% 12% Other staff positions 355 74 429 36% 35% 45% 83% 17% TOTAL 1022 166 1188 100% 100% 100% 86% 14% Question 8. Staff on part-time contracts (<75%) 12 5 17 0% 0% 0% 0% 0% Question 9. Degree levels (hiighest degree received) Ph.D. or equivalent 792 95 887 72% 75°/ 55% 89% 11% Msc/MA/ or equivalent 161 52 213 17% 15% 30% 76% 24% Otllcr 98 26 124 10% 9% 15% 79% 21% TOTAL 1051 173 1224 100% 100% 100% 86% 14% Question 10. Discipline (in wlhich Ihighest degree _ received) Crop sciences 388 43 431 35% 37% 25% 90% 10% Animal scienccs 60 9 69 6% 6% 5% 87% 13% Cellular sciences (microbiology) 75 19 94 8% 7% 11% 80%° 20% Annex 2, Table 2 - 1994 Human Resources Survey A2, Table 2 - 2 Annex 2, Table 2 - 1994 Human Resources Survey QUESTION #"o of hi as °O F as °O M1 %O ro%v F % row MALE FEMALE TOTAL T .TOTAL F TOTAL TOTAL TOTAL Forestry/agroforestry 37 3 40 3% 4% 2% 93% 8% Other biological sciences 94 12 106 9% 9% 7% 89% 11% Chemistry 6 1 7 1% 1% 1% 86% 14%/ Physical sciences 7 0 7 1% 1% 0% 100% 0% Environmental/soil and resource mngt. sciences 83 10 93 8% 8% 6% 89% 11% Engineering 46 2 48 4%/ 4% 1% 96% 4% SocialVeconoinic sciences 145 43 188 15% 14% 25% 77% 23% Computer/information sciences 29 7 36 3% 3% 4% 81% 19% Mathematics/statistics 12 1 13 1% 1% 1% 92% 8% Management/adininistration 45 16 61 5% 4% 9% 74% 26% Other (specify) 24 7 31 3% 2% 4% 77% 23% TOTAL 1051 173 1224 100% 100% 100% 86% 14% Question 11. Staff actively engaged in biotechnology 73 21 94 0% 0% 0% 78% 22% research Question 12. Years of relevant professional experience (post Msc or equiv.) < 5 years 166 50 216 18% 16% 29% 77% 23% 5 - 9 years 185 36 221 18°/c 18% 21% 84% 16% 10-19 years 362 58 420 34% 34% 34% 86% 14% 20-30 years 284 27 311 25% 27% 16% 91% 9% > 30 years 54 1 55 4% 5% 1% 98% 2% TOTAL 1051 172 1223 100% 100% 100% 86% 14% Question 13. Marital status (number of staff) married w/spouse in residence 857 76 933 77%- 82% 44% 92% 8% married w/out spouse in residence 67 9 76 6% 6% 5% 88% 12% single/divorced/widowed 121 87 208 17% 12% 51% 58% 42% TOTAL 1045 172 1217 100%° 100% 100% 86% 14% Question 14. Children (number of staff) With children 851 73 924 76% 81% 42% 92% 8% No children 194 99 293 24% 19% 58% 66% 34% TOTAL 1045 172 1217 100%° 100%° 100%° 86% 14% Annex 2, Table 2 - 1994 Human Resources Survey A2, Table 2 - 3 Annex 2, Table 2 - 1994 Human Resources Survey QUFESTION V %or Mas% F as M row F %o.row ________________________ MALE FE~~~MALE, TOA OA TT TTL T OTAL TTAL. Part III. Additional Information for Analysis of Gender Staffing 18. Number of locally-recruited scientists (1994) 311 139 450 nla n/a n/a 69% 31% 19. Number of locally-recruited senior managers/ 119 28 147 nla n/a n/a 81% 19% admin. (1994) 20. International consultants hired in 1994 199 38 237 n/a n/a n/a 84% 16% 21. Regional and/or national consultants htired in 1994 105 32 137 n/a n/a n/a 77% 23% 22. Spouses of internationally-recruited staff 2 IS 17 n/a n/a n/a 12% 88% hired as consultants 23. Short-course group trainees (in headquarters 1894 417 2311 n/a n/a n/a 82% 18% and regions) in 1994 24. Ph.D. trainees in 1994 212 75 287 n/a n/a n/a 74% 26% 25. Msc trainees in 1994 158 47 205 n/a n/a n/a 77% 23% Annex 2, Table 2 - 1994 Human Resources Survey A2, Table 2 - 4 Annex 2, Table 3 1991 Human Resources Survey TABLE 3: 1991 HUMAN RESOURCES SURVEY - SUMMARY ._ QUESTION # % of N1 as l F as ?o NI °o tow F ° : -. .- .- ::.- - -A-E MAE E TOTAL:: TOTAL M C) I' L 10 TOTAL TO Question I. Total number of international staff 1142 153 1295 100% 100% 100% 88% 12% Question 2. Staffing by level - by recruited . _ senior management/administration 86 2 88 7% 8% 1% 98% 2% department heads/research thrust leaders 134 9 143 11% 12% 6% 94% 6°/c senior and/or principal scientists 519 49 568 44% 45% 32% 91% 9% junior or associate scientists 85 26 III 9% 7% 17% 77% 23% visiting scientists/research fellows 130 14 144 11% 11% 9% 90% 10% postdoctoral scientists/fellows 88 19 107 8% 8% 12% 82% 18%. associate experts 18 8 26 2% 2% 5% 69% 31% othier internationally recruited 82 26 108 8% 7% 17% 76% 24% administrative staff/or professional support staff . TOTAL 1142 153 1295 100% 100% 100% 88% 12% Question 3. Age (years) 20-30 49 17 66 6% 5% 12% 74% 26% 31-40 336 63 399 33% 32% 44% 84% 16% 41-50 430 48 478 40% 41% 34% 90% 10% 51-60 197 13 210 18% 19% 9% 94% 6% 61 and above 42 2 44 4% 4% 1% 95% 5% TOTAL 1054 143 1197 100% 100% 100% 88% 12% Question 4. Nationality Asia/Oceania 187 17 204 17% 18% 12% 92% 8% Latin America/Caribbean 100 8 108 9% 10% 6% 93% 7% Sub-Saharan Africa 150 9 159 13% 14% 6% 94% 6% West Asia/North Africa 40 3 43 4% 4%o 2% 93% 7% North America 203 55 258 22% 19% 38% 79% 21% Europe 310 48 358 30% 30% 33% 87% 13% Australia/New Zealand 37 4 41 3% 4% 3% 90% 10% Japan 20 0 20 2% 2%° 0% 100%N 0%/. Annex 2, Table 3 - 1991 Human Resources Survey A2, Table 3 - 1 Annex 2, Table 3 1991 Human Resources Survey QUESTION # %of M as O Fas% M %TroW F%row MALE FEMALE TOTAL TOTAL M TOTAL F TOTAL TOTAL TOTAL TOTAL 1047 144 1191 100% 100% 100% 88% 12% Question 5. Tenure at Center (number of years _ employed at Center) I . _. Less than 1 133 34 167 14% 13% 24% 80% 20% 1-3 377 57 434 36% 36% 40% 87% 13% 4-6 186 33 219 18% 18% 23% 85% 15% 7-9 126 5 131 11% 12% 3% 96% 4% More than 10 225 15 240 20% 21% 10% 94% 6% TOTAL 1047 144 1191 100% 100% 100% 88% 12% Question 6. Location/ Posting Headquarters 730 113 843 71% 69% 78% 87% 13% Outposted (regional or field position) 321 31 352 29% 31% 22% 91% 9% TOTAL 1051 144 1195 100% 100% 100% 88%° 12% Question 7. Funding source In TAC approved core staff positions 771 100 871 79% 80% 76% 89% 11% Other staff positions 195 31 226 21% 20% 24% 86% 14% TOTAL - 966 131 1097 100% 100% 100% 88% 12% Question 8. Staff on part-time contracts (<75%) 11 2 13 100% 100% 100% 85% 15% Question 9. Degree levels (higihest degree received) Ph.D. or equivalent 799 77 876 73% 76% 53% 91% 9% MscIMAI or equivalent 158 46 204 17% 15% 32% 77% 23% Othier 95, 21 116 10% 9% 15% 82% 18% TOTAL 1052 144 1196 100% 100% 100% 88% 12% Question 10. Discipline (in whtich higlhest degree_______________ received) Crop sciences 366 29 395 33% 35% 20% 93% 7% Animal sciences 71 5 76 6% 7% 3% 93% 7% Cellular sciences (microbiology) 75 19 94 8% 7% 13% 80% 20% Annex 2, Table 3 - 1991 Human Resources Survey A2, Table 3 - 2 Annex 2, Table 3 1991 Human Resources Survey LJESTION # of NI as'!O F as % NI 1 row F rot% -___ -___.__.___-___-__ -___--____:__ :____ MALE FEMALE T T . TOT AL .N TO AL F TT0AL TOTAL TOTAL Forestry/agroforestry 20 1 21 2% 2% 1% 95% 5% Other biological sciences 102 9 111 9% 10% 1 % 92% 8% Chemistry 9 0 9 1% 1%° 0% 100% 0% Physical sciences 10 0 10 1% 1% 0% 100% 0% Environmental/soil and resource mngt. sciences 85 3 88 7% 8% 2% 97% 3% Engineering 44 0 44 4% 4% 0% 100% 0% Social/economic sciences 131 38 169 14% 13% 27% 78% 22% Computer/information sciences 29 17 46 4% 3% 12% 63% 37% Mathtematics/statistics 8 2 10 1% 1% 1% 80% 20% Management/administration 59 6 65 5% 6% 4% 91% 9% Other (specify) 37 14 51 4% 4% 10% 73% 27% TOTAL 1046 143 1189 100% 100% 100% 88% 12% Question 1. Staff actively engaged in biotechnology 68 24 92 0% 0% 0% 74% 26% researc__ Question 12. Years of relevant professional experience (post Msc or equiv.) _ < 5 years 72 10 82 7% 7% 9% 88%/e 12% 5 - 9 years 169 29 198 18% 17% 26% 85% 15% 10-19 years 430 47 477 43% 43% 42% 90% 10% 20-30 years 276 21 297 27% 28%° 19% 93% 7% > 30 years 56 5 61 5% 6% 4% 92% 8% TOTAL 1003 112 1115 100% 100% 100% 90% 10% Question 13. Marital status (number of staff) _ married w/spouse in residence 881 69 950 79% 83% 48% 93% 7% married w/out spouse in residence 55 8 63 5% 5%° 6% 87% 13% single/divorced/widowed 127 68 195 16% 12% 47% 65% 35% TOTAL 1063 145 1208 100% 100% 100% 88% 12% Question 14. Children (number of staff) With clhildrcn 859 69 928 78% 82% 50% 93% 7% No cliildren 185 70 255 22% 18% 50% 73% 27% TOTAL 1044 139 1183 100% 100% 100% 88%° 12%1 Annex 2, Table 3 - 1991 Human Resources Survey A2, Table 3 - 3 Annex 2, Table 3 1991 Human Resources Survey Q~1S0N - %of ; as .as .% row t%row I ~PSMALB TOTAL TOTAL MTOTAF PTOTAL TOTAL TOTAL Part III. Additional Information for Analysis of Gender Staffing 18. Number of locally-recruited scientists (1991)* 109 109 n/a n/a n/a 0% 100% 19. Number of locally-recruited senior managers/ 26 26 n/a n/a n/a 0% 100% admin. (1991)* 20. Intemational consultants hired in 1991 41 41 n/a n/a n/a 0% 100% 21. Regional and/or national consultants hired in 1991 _ 34 34 n/a n/a n/a 0% 100% 22. Spouses of internationally-recruited staff 17 17 n/a n/a n/a 0% 100% hired as consultants _ 23. Short-course group trainees (in headquarters 19 19 n/a n/a n/a 0% 100% and regions) in 1991 _ 24. Ph.D. trainees in 1991 45 45 n/a n/a n/a 0% 100% 25. MSc trainees in 1991 48 48 n/a n/a n/a 0% 100% * Data for total number of locally-recruited scientists and managers estimated from center publications in order to draw comparisons to 1994 and 1997. Annex 2, Table 3 - 1991 Human Resources Survey A2, Table 3 - 4 ANNEx 3. LIST OF ACRONYMS CGIAR Consultative Group for International Agricultural Research TAC Technical Advisory Committee CGIAR Centers CIAT Centro Internacional de Agricultura Tropical (Columbia) CIFOR Center for International Forestry Research (Indonesia) CIMMYT Centro Intemacional de Mejoraniento de Maiz y TrigoQ(Mexico) CIP Centro Intemacional de la Papa (Peru) ICARDA International Center for Agricultural Research in the Dry Areas (Syria) ICLARM International Center for Living Aquatic Resources Management (Philippines) ICRAF International Center for Research in Agroforestry (Kenya) ICRISAT International Crops Research Institute for the Sermi-Arid Tropics (India) IFPRI International Food Policy Research Institute (USA) IMI International Irrigation Managernent hIstitute (Sri Lanka) IITA International Institute of Tropical Agriculture (Nigeria) ILRI International Livestock Research Institute (Kenya) IPGRI International Plant Genetics Resources Institute (Italy) IRRI International Rice Research Institute (Philippines) ISNAR International Service for National Agricultural Research (The Netherlands) WARDA West Africa Rice Development Association (Cote d'Ivoire) Annex 3