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Equal opportunity
Equal opportunity and treatment between men and women is a fundamental principle of HR policy in the OECD. Actions to give effect to this principle have meant that, over recent years, recruitment and retention patterns have gradually changed to give women a larger presence in the Organisation's staff. The situation could still be improved however because, as elsewhere, women are not equitably represented at all levels: their participation continues to be largely at the lower grades. In 2000, an Informal Steering Group, bringing together representatives from the Member country Delegations as well as Directors and other representatives from the OECD Secretariat, was created in order to work both on Gender Mainstreaming, as well as on Management Excellence and Equal Opportunity.
Training and Development
OECD staff are typically recruited with a high level of education and experience in their field, however, in a knowledge-based organisation, all staff must acquire new skills and knowledge to meet the changing requirements of their current assignments or for career development purposes. It is the policy of the OECD to invest in relevant training for its staff to obtain and maintain the mix of skills and knowledge needed to achieve the highest level of performance in accomplishing the OECD mission and objectives.
Training, as one element of an integrated personnel management system that includes recruitment, performance management, career management, is one important means of learning. Adequate investment in training to maintain and improve its human capital is a key strategic objective of the OECD.
The OECD learning Centre provides support and organises in-house courses and seminars in information technology, oral and written communication, management, statistics and languages.
Sexual harassment
All OECD staff members have the right to be treated with dignity and respect and to work in an environment which fosters professional respect and courtesy, free from abuse, harassment and intimidation of all kinds. Any type of harassment at work, or in connection with work performed on behalf of the Organisation, will not be tolerated and may give rise to disciplinary action. This includes any action which constitutes sexual harassment.
Non-smoking policy
The OECD intends to protect non-smokers from the effects of smoking, and to help smokers to give up smoking if they so choose. The Organisation's collective areas are non-smoking (except areas set aside for smokers). Shared officers are considered to be collective areas, and are therefore non-smoking. For staff who cannot smoke in their offices, each Directorate or Service, with assistance from the Operations Service, shall endeavour to provide an area (enclosed or open) where smoking is allowed.
Part-time work
For officials already working in the Organisation there are two possibilities: they may be authorised to work part-time or may, if they so agree, have their appointment changed to a part-time appointment. Authorisation to work part-time is given for a maximum of one year, and may be renewed for a total period of no more than five years. New officials may be directly recruited to work part-time.
The duration of part-time work may be from 50 to 90 per cent of normal working hours and may be scheduled in various ways on a daily, weekly, monthly or annual basis.
Spouse support and employment
Organisations, when managing the recruitment of expatriate staff, are becoming increasingly sensitised to the needs of the family unit. Many such organisations have therefore introduced a spouse programme to help the spouse make the adjustments necessary before the move takes place and during the settling-in period once in the new country.
The OECD is very much in favour of such developments and aims to assist the comfort and ease of adjustment for new employees and their accompanying spouses/partners. It is in the spirit of this support that Human Resource Management and ALORA (sports, leisure, cultural activities association for staff and their families) are making on-going, joint efforts to address the needs of accompanying spouses through a variety of initiatives. A comprehensive guide has been compiled for spouses/partners of newly recruited staff. It is distributed when a position has been accepted.
Human Resource Management helps interested qualified accompanying spouses find employment at the OECD. In general, spouses are eligible to apply for auxiliary positions, temporary openings, externally advertised positions, and consultancy work. Please note that spouses are generally not allowed to occupy posts in the same Directorate simultaneously.
For more information please visit our Employment Opportunities for Partners web pages.
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