The Gender Equality and Diversity, Equity, and Inclusion (DEI) Plan (GEP) 2026–2028 reaffirms IIASA’s commitment to a workplace where diversity, equity, and inclusion are fundamental to institutional excellence, and where all employees – regardless of gender, sexual orientation, gender identity or expression, age, disability, ethnicity, or background – can thrive.

Recognizing gender equality and DEI as essential to institutional excellence, the plan addresses systemic barriers, supports continued convergence in pay outcomes and leadership representation, strengthens career progression for women and non-binary individuals in scientific roles, and promotes equitable and inclusive workforce practices.

The IIASA Gender Equality Plan (GEP) 2026-2028

Objectives of the GEP 2026-2028

Pillar 1 — Evidence, transparency, and accountability

  • Continue to improve data collection and monitoring practices.
  • Ensure IIASA’s communication channels reflect balanced and inclusive representation.
  • Ensure that gender and diversity evidence systematically informs workforce planning, institutional policy, and research practices.
  • Embed DEI responsibility in annual leadership performance expectations. 

Pillar 2 — Workforce development, equity, and representation

  • Maintain a gender pay gap below 5% in every grade and profile, monitored annually through institutional pay equity reviews.
  • Improve retention and advancement of women and non-binary individuals at the Institute.
  • Ensure equitable recruitment, career progression, and access to professional development opportunities.

Pillar 3 — An inclusive, accessible, and safe workplace

  • Strengthen physical, digital, and informational accessibility across the Institute.
  • Ensure equitable access to benefits, training, and institutional knowledge.
  • Promote a safe, respectful, flexible workplace supported by clear reporting and accountability mechanisms.
  • Improve safety, reporting, and anti‑violence measures

Pillar 4 — Governance, policy integration, and institutional resourcing

  • Embed gender equality and DEI across institutional policies and governance.
  • Ensure fair workforce planning with transparency and accountability in recruitment, promotion, and pay.
  • Allocate dedicated resources and leadership support

Pillar 5 — Gender‑responsive and inclusive research excellence

  • Ensure that all research assesses the relevance of gender and diversity dimensions and integrates them were appropriate.
  • Position IIASA as a model for advancing gender responsive and inclusive approaches in science.

This three-year plan will be delivered through targeted initiatives aligned with each objective and supported by clear metrics, timelines, and defined accountability. Progress will be monitored through annual reporting, leadership reviews, and transparent indicators. This approach ensures sustained impact and establishes a long-term foundation for a more equitable and inclusive IIASA, benefiting all employees while advancing the Institute’s mission and values.