Director General, WBG Independent Accountability Mechanism

Director General, WBG Independent Accountability Mechanism

Description

Identifying and addressing environmental and social (E&S) risks is critical to the World Bank Group (WBG)’s mission of ending poverty and promoting shared prosperity on a livable planet. To ensure that E&S issues are properly identified and addressed, the WBG has put in place policies and procedures that guide WBG staff when they are supporting the design, implementation, and supervision of WBG-financed operations.

The WBG has made significant efforts to leverage its private and public sector arms to provide better results and integrated solutions for its clients. To this end, a new integrated WBG E&S structure has been established to better support public- and private-sector clients in achieving their sustainable development objectives and to establish a more robust system for proactive risk management. This new structure aims to: (i) ensure that attention to E&S matters remains constant during the project life cycle; (ii) facilitate escalation of issues for rapid response; and (iii) strengthen technical oversight to ensure E&S risks are flagged, monitored, and adequately addressed. Ultimately, the new E&S structure aims to further strengthen development outcomes through better implementation of WBG E&S policies in WBG-financed operations.

To ensure that the WBG accountability framework remains effective and fit for purpose, on June 8, 2026, the Boards of Executive Directors of IBRD/IDA, IFC, and MIGA (“the WBG Boards”) established a new, single WBG Independent Accountability Mechanism (WBG IAM). This new WBG IAM builds on decades of operational experience, institutional knowledge, and best practices of the IFC/MIGA Compliance Advisor Ombudsman (“CAO”), the WB Inspection Panel (“IPN”), and the WB Dispute Resolution Service (“DRS”). Its primary role remains to provide an independent and accessible forum for people who believe that they have been, or are likely to be, adversely affected by a WBG-financed operation to file a complaint and seek recourse, improve accountability and learning, facilitate dispute resolution, ensure compliance with the E&S policies of the WBG, enhance E&S sustainability and reduce the risk of harm to people and environment.

The WBG embraces the vital role that a robust independent accountability mechanism plays in its broader role as a development institution. To ensure that E&S issues are properly addressed, the WBG is committed to reinforcing the WBG IAM as a credible, effective, and responsive mechanism to help deliver environmentally and socially sound operations and enhance the WBG’s contribution to sustainable development. The WBG IAM serves as a forum for addressing the concerns of project-affected people in a manner that is independent, fair, and constructive. For this reason, the IAM is headed by a Director General (DG) reporting directly to the WBG Boards, under the oversight of CODE, and is independent from WBG operational management.

About the World Bank Group Independent Accountability Mechanism

To discharge its mandate, the WBG IAM has three functions:

Dispute Resolution (DR). Through Dispute Resolution, the mechanism works with affected communities and WBG clients to resolve grievances using a voluntary, flexible, neutral, and collaborative problem-solving approach, including mediation, negotiation, and facilitated dialogue.

Compliance. Through its Compliance function, the mechanism serves as an independent, factfinding investigative body on behalf of the WBG Boards. In the case of public sector operations, the mechanism assesses the Bank’s alleged failure to follow its operational policies and procedures with respect to the design, appraisal, and/or implementation/supervision of a project financed by the Bank. For complaints on private sector operations, the mechanism carries out reviews of IFC/MIGA compliance with their E&S obligations set out in the Sustainability Framework , assesses related harm, and recommends remedial actions to address non-compliance and harm where appropriate. The compliance function is not a judicial, quasi-judicial, or legal enforcement mechanism, nor is it designed as a substitute for national courts or regulatory processes.

Advisory. The IAM’s advisory function provides independent and ad hoc advice to the WBG Boards and Management on systemic issues identified from case data with the view of improving WBG performance on E&S sustainability and reducing the risk of harm to people and the environment.

Duties and Responsibilities

The WBG IAM DG will be appointed by and will report to the WBG Boards under the oversight of the Committee on Development Effectiveness (CODE). The DG is directly accountable to the Boards and is not part of, and does not report to, Management. The DG’s key duties and responsibilities include:

•  Supporting the development and implementation of the new WBG IAM policy; facilitating the transition process from the current accountability system to the new WBG IAM; and leading the change management required to integrate WBG IAM operations, while safeguarding the IAM’s independence and credibility.

•  Ensuring the effective functioning of the IAM’s three arms—Dispute Resolution, Compliance, and Advisory—by overseeing cases, meeting timelines, maintaining process integrity and quality control, establishing internal procedures and guidelines with DR, Compliance, and Advisory staff, and supervising the receipt, acknowledgment, eligibility assessment, and further processing of complaints.
•  Directing complex, multi-disciplinary investigations and ensuring impartial and thorough factfinding.

•  Managing the IAM’s day-to-day operations, including planning, directing, and organizing its work program, budget, and staff performance, while ensuring budget resources are managed in line with relevant WBG rules, policies, and internal controls.

•  Presenting IAM budget requests to the Boards annually and ensuring adherence to budgetary levels established by the WBG Boards.

•  Monitoring and reporting on key performance indicators to assess the IAM’s continued effectiveness, tracking progress against institutional objectives, and supporting continuous improvement.

•  Communicating with complainants and affected parties while managing retaliation risks and safeguarding confidential business information; maintaining appropriate communication with relevant WBG departments; and fostering strong relationships with key stakeholders, including requesters, civil society organizations, academia, and other relevant parties.

•  Providing strategic leadership to the IAM team, overseeing delivery of the IAM’s objectives, goals, guidelines, and work programs, and managing staff while fostering a culture of integrity and inclusion, supporting professional development, and ensuring compliance with applicable administrative, staff rules and workplace standards.

•  Hiring staff and consultants/independent contractors as needed, in line with Bank policies, procedures, and with due attention to budget considerations; resolving issues arising from coordination across IAM functions; and managing staff, including approving work programs and administrative matters such as contracts, leave, mission travel, and expenses. Building and maintaining as needed a roster of independent experts (e.g., in areas such as mediation, dispute resolution, compliance, auditing, resettlement, indigenous peoples, E&S safeguard policies, among others).

•  Ensuring the integrity, quality, coherence, and accuracy of IAM reports, findings, recommendations, and other products, in line with applicable Bank policies and procedures.

•  Representing the IAM in public and private fora, overseeing stakeholder outreach and guidance, and ensuring that the IAM’s website, public registry, archive system, and social media provide current, relevant, and accurate information on its work and activities.

•  Meeting regularly with the relevant Board Committee Chairs to keep the Committees and the Boards informed of the IAM’s activities, preparing reports for the Boards as needed, and performing other IAM-related functions as assigned by the WBG Boards.

•  Ensuring and safeguarding independence from all stakeholders possibly linked to a case and maintaining its reporting line to the Boards.

•  During the transition period the DG will report periodically to the Board through CODE and participate in the development of the new IAM policy, taking into consideration the Board’s decision on the seven policy principles and building on the relevant provisions of the current IAM policies, and lead in its implementation. The DG will also lead in developing the operating procedures for the new IAM, and undertake workforce planning, adjustment of processes and systems while ensuring continuity, credibility, and effectiveness during the transition.

•  The DG will coordinate with CAO, DRS, and IPN to develop transitional arrangements, including with regard to existing cases, and manage the closure of the current mechanisms while launching the new, integrated WBG IAM.
The incumbent for this position will be a full-time staff of the WBG at the level of Vice President, with this level of seniority reflecting the institutional importance of the role. S/he is subject to the confidentiality provisions set forth in WBG policies on access to information and will be subject to the Group Staff Rules and Staff Code of Conduct.

The appointment is for a period of five (5) years, non-renewable and s/he will not be employed by the WBG following the end of their term. Only the WBG Boards may terminate the employment of the DG for cause.

Selection Criteria

The DG will be a person of impeccable integrity and credibility, strong interpersonal skills, empathy, sound judgment, and a proven record of respected international leadership. S/he must demonstrate a set of core competencies, including operational experience on investments financed by Multilateral Development Banks and understanding or experience with: a broad range of civil society, including marginalized and vulnerable groups; the social, environmental, legal, or economic development fields; dispute resolution practices, including mediation and dialogue; compliance investigations; the private sector business environment and financial products, especially frontier markets and developing countries; and institutional oversight, recourse, and accountability functions, including grievance mechanisms.

Furthermore, candidates must demonstrate a set of core competencies that include:

•  Minimum of 20 years of relevant professional experience, supported by an educational background in economics, law, social or environmental sciences, or a related development field. Demonstrated expertise in: (i) managing or engaging on complex E&S issues in large-scale projects, particularly on issues such as resettlement, economic displacement, impacts on Indigenous Peoples, impacts on land and other natural assets, and impacts on tangible and intangible cultural resources; (ii) managing complex institutional interfaces and multi-stakeholder environments, leading large multidisciplinary teams in a complex institutional setting, and engaging effectively with the WBG Boards, WBG Management, and a broad range of external stakeholders; and (iii) leading institutional change and system-building processes, including developing frameworks and operational systems.
•  Demonstrated integrity, independence, and ability to perform duties free from undue influence from WBG Management, Board members, or other stakeholders.
•  Strong ability to handle sensitive issues with impartiality, fairness, and sound judgment, while effectively managing diverse and often conflicting stakeholder perspectives, including those of marginalized and vulnerable groups.
•  Solid expertise in E&S compliance aligned with international standards and legal frameworks, including experience with investigations, dispute resolution, as well as a sound understanding of institutional accountability and grievance mechanisms.
•  Demonstrated experience in dispute resolution approaches, including mediation, dialogue, assisted negotiation, and participatory processes.
•  Substantial experience working across public and private sector contexts, including in developing countries and with international institutions, with a strong understanding of development challenges and stakeholder engagement.
•  Excellent communication and interpersonal skills and demonstrated experience engaging constructively and diplomatically with a wide range of stakeholders, including civil society, local communities, governments, international organizations, and WBG Management.
•  Proven leadership and management skills in leading large multicultural and multidisciplinary teams within organizations of comparable complexity, with flexibility to adapt to evolving priorities and workloads.
•  Demonstrated track record of leading an organizational office or team and managing institutional change and system-building processes, including developing policy frameworks and operational systems.
•  Understanding of and experience in international development and multilateral financial institutions and private sector financing are preferred and desirable, as is willingness and ability to travel to member countries, including remote areas.
•  Demonstrated commitment to WBG Core Values and a proven track record of fostering a strong and healthy culture of diversity, inclusion, teamwork, honesty, trust, openness, integrity, and accountability.

WBG Culture Attributes:

1. Sense of urgency: Anticipate and quickly respond to the needs of internal and external stakeholders.
2. Thoughtful risk-taking: Challenge the status quo and push boundaries to achieve greater impact.
3. Empowerment and accountability: Empower yourself and others to act and hold each other accountable for results.

World Bank Group Core Competencies

The World Bank Group offers comprehensive benefits, including a retirement plan; medical, life and disability insurance; and paid leave, including parental leave, as well as reasonable accommodations for individuals with disabilities.

We are proud to be an equal opportunity and inclusive employer with a dedicated and committed workforce, and do not discriminate based on gender, gender identity, religion, race, ethnicity, sexual orientation, or disability.

Learn more about working at the World Bank and IFC including our values and inspiring stories.