implementation strategy: “the belgian diversity plan” add ... · and the ofo/ifa training...

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OECD, 01 October 2009

1. Why ?

2. How ?

3. Mia-based

4. Organisation

5. Action plan 2009-2010

6. Consciousness raising

7. Recruitment and Selection

8. Reception and integration

9. Training and Development

10. Accompaniment

Implementation Strategy:“The Belgian diversity plan”

2

Why?

Strategic choice:

– Reflecting the society in public service delivery

– Cultural change: diversity as a source of innovation and

creativity

– Well-being of our agents: appreciation and valorisation of all

talents and competences

– Government as a role-model

3

How?

• History:

– Political Initiative 2005– Action Plan 2005-2007– Action Plan 2009-2010

• An inclusive diversity-policy, integrated in HR-strategy and processes:

• With a specific focus on:

– (physical) disabled people: (quotum: 0.8 %->3%)– gender– people of foreign origin– age

HR Analysis

Planning,

Policy and

Implementation

Staffing•Recruitment

•Placement

•Records

Learning,

Training,

and

Evaluating

Rewards

and

Contracts

Organisational

culture &

management

workforce

relationships

4

Mia Model-based

5

Organisation

Chancellery

Budget & Control

Personnel & Organization

Fedict

Social Integration

Consumer Affaires

Sustainable

Development

Science Policy

Fo

reig

n O

ffice

Ho

me O

ffice (

In

terio

r)

Fin

an

ce

Mo

bility

& T

ran

sp

orta

tion

Em

plo

ym

en

t

So

cia

l Secu

rity

Pu

blic

Health

Ju

stic

e

Eco

no

my

Defe

nce

• Federal Public Service Personnel and Organisation (FPS P&O ) : cell

Diversity + Spoc diversity Selor (recruitment) and OFO/IFA (training);

• Spoc in each FPS;

• Networking.

6

Action plan 2009-2010

The action plan contains the actions to be carried out by the Federal Public

Service Personnel and Organization (FPS P&O) in various fields of human

resources in order to guarantee the equal opportunities and to promote

diversity within the federal public service.

Implemented in all processes by the support of the cell Diversity of the FPS

P&O, by the Diversity team of Selor (selection office for the civil service)

and the OFO/IFA training institute, this plan is intended as well for the

members of the civil service, leaders and employees, as for the candidates

to a job in the civil service.

Domains:

Consciousness-raising

Recruitment and selection

Reception and integration

Training and development

Accompaniment

7


Objective:

Encourage the leaders to develop a diversity policy within their

organization and draw their attention on the principle of equal

opportunities in a professional context.

Actions:

• Insert strategic objectives related to the diversity policy in the administration

contract of the FPS P&O

• Animation of the network of the persons in charge of diversity to stimulate a

diversity policy in the federal organizations

• Signature of the diversity charter by the current leaders of the federal public services

• Stimulate departmental action plans.

Consciousness-raising

8


Objectives:

Have non discriminatory selection tests in order to guarantee equal

opportunities for everyone.

Increase the participation rate of people of foreign origin to the selections and

projects directed towards this public.

Actions:

• Check the cultural neutrality of the selection tests („Test the test‟).

• Organize an « Ethno-tour » of Belgium, in order to inform this public about the conditions

of access to the civil service.

• Offer reasonable adjustments and an individual accompaniment to the persons with a

handicap during the selection procedures.

• Make a more intensive use of the diversity communication channels and create a

exchange network with employers and candidates from the target groups;

• During the selection procedures, open the access to candidates who don‟t have the

required diploma but who obtained a competence certificate delivered by Selor

(“Compétences Acquises Antérieurement” - Previously Acquired Competences), thanks to

the competences and experience acquired before.

Recruitment and selection

9


Objective

Make sure that the principle of equal opportunities is applied at each stage of the

human resources management, from recruitment to career accompaniment,

through reception and competences development.

Actions

• Distribute a booklet relating to the reception of employees with a handicap and offer a

tailor-made accompaniment to the heads of service and their team.

• Organize a consciousness-raising session for the persons in charge of the reception, of

the P&O staff services and of diversity, in order to guarantee the quality of integration.

• Integrate the concept of diversity in the training sessions of the Training Institute of the

federal civil service (OFO/IFA) in the fields of management and personal efficiency.

Reception and integration

10


Objectives

Encourage the adhesion of the civil service personnel to the values of equal

opportunities and respect.

Encourage women having managerial ambitions to become aware of their

competences, increase their participation to the management selections and

make the selection procedure more transparent.

Training and development

11


Actions

• Encourage the development of tailor-made diversity trainings according to the specific

needs of the organization and the participants (persons in charge of diversity, confidence

persons, personnel working at the reception, HR managers, …) and promote the

participation to the diversity trainings organized by the Training Institute of the federal

civil service (OFO / IFA).

• Offer a diversity-training to the persons in charge of selection in Selor and to the jury

members, and integrate it in a certification process carried out by Selor.

• Support and have an active participation in Felink, the network which supports women in

the development of their own network and in their professional fulfilment.

• Suggest an assessment of managerial competences allowing women to become aware of

their qualification level.

• Develop, in collaboration with associations and experts, a procedure to evaluate the

knowledge of sign language and to grant certificates.

Training and development (2)

12


Objective

Support the persons in charge of diversity and the human resources managers of

the federal civil service in the development of a diversity policy within their

organization.

Actions

• Offer an individualized assistance.

• Launch a call for diversity projects each year.

• Provide a methodology for drafting and implementing an action plan relating

to diversity.

Accompaniment

13

As many are our differences:origin, character, age, sex, profession, colour,

nature, style, thoughts and deeds,it is amazing to notice to which degree

we resemble each other in spite of everything.

All different and yet all alike.

[email protected]

More info: www.diversite.belgium.be

• www.ofoifa.be

• www.selor.be

• www.felink.be

Questions?

implementation strategy: “the belgian diversity plan” add ... · and the ofo/ifa training...

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