IHME is committed to providing the evidence base necessary to help solve the world’s most important health problems. This requires creativity and innovation, which is cultivated by an inclusive, diverse, and equitable environment that respects and appreciates differences, embraces collaboration, and invites the voices of all IHME team members.
IHME is committed to upholding anti-discriminatory practices in all areas of our work. Recently we learned we need to do more to elevate the voices of marginalized employees, hire individuals who bring diversity to the workplace, and seek to address more global inequities in public health through our research and publications. We offered engagement surveys that included DEI questions and an optional diversity survey to help us develop a baseline for equitable decisions. We are constantly improving our processes to cultivate a work environment where all employees can exist as their whole selves and bring their unique backgrounds and experiences to enlarge IHME's research, collaborator networks, and overall reach.
A MESSAGE FROM OUR CHIEF DIVERSITY OFFICER, LAURENT GROSVENOR
IHME DEI Objectives
IHME's Diversity, Equity, and Inclusion work has three objectives:
- To actively source a diversified candidate recruitment pipeline and increase structures to ensure fair and objective hiring practices.
- To proactively create a workplace culture where everyone can succeed and have their voice heard.
- To foster a sense of inclusion through leadership, engagement, and community building at the Institute.
Continued progress, together
IHME has made significant DEI progress recently that includes initiatives such as increasing employee resource groups (ERGs), changing hiring practices to ensure equity, 60-day mark check-in conversations with all new employees, each team creating DEI goals, and trainings on important DEI topics such as anti-racism, unconscious bias, intersectionality, and generational synergy. However, if we are to make sustainable and continued progress, it will take a combined effort. Only then will DEI move from being great icing to a key ingredient.
Dr. Bernardo Hernández Prado, Professor
Maja Pašović, Engagement Manager
Mina O'Brien, Senior Academic Development Manager