At CIMMYT, we believe that our most important asset is our staff. Our team comes from more than 50 countries and brings a wealth of expertise and experience to their roles.
CIMMYT anchors its commitment to diversity and inclusion through its vision, mission, and organizational strategy. We are conscious of the intersection between gender equity and food security, and we seek to empower marginalized communities through our agricultural research.
We interpret workplace diversity as understanding, accepting and valuing all aspects of one’s identity, including gender, gender identity, race, ethnicity, native or indigenous origin, age, generation, sexual orientation, culture, religion, belief system, marital status, parental status, socioeconomic difference, appearance, language and accent, disability, mental health, education, geography, nationality, work style, work experience, job role and function, staff position, thinking type, and personality type.
CIMMYT encourages applications from people from all backgrounds. We especially encourage applications from those with backgrounds that are underrepresented in the field of agricultural research, including applications from women.
Gender and diversity policies
CIMMYT has enacted a variety of internal gender and diversity policies and procedures to promote equality in our research activities. In addition, we collaborate with CGIAR’s function on Gender, Diversity, and Inclusion to implement new best practices.
Gender principles in CIMMYT’s research for development
CIMMYT strives for gender and socially inclusive outcomes and impacts of its research for development.
CIMMYT proactively integrates gender and social inclusiveness in its theories of change, research priorities and overall research portfolio.
CIMMYT research integrates gender and social inclusiveness considerations into:
- Research design and budgeting. For example, full costing related to gender integration, including operations and staffing.
- Research implementation, particularly for activities involving or of consequence for human beneficiaries.
- Research monitoring, evaluation and learning, including sex-disaggregated data collection and analysis.
CIMMYT expects staff to acquire and practice the gender competencies necessary for the fulfillment of their respective role and function in the institution.
Capacity development activities that form part of CIMMYT’s research for development projects must endeavor to equally include both men and women.