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  1. 1. [email_address] Diversity management in recruitment: Good practice from a selection office Mr Vincent Van Malderen, Head of the Diversity Unit, Selor (Public administration selection office) Ms Silvia Akif, Diversity project manager, Diversity Unit Selor
  2. 2. Selor, Selection office of the Federal Government <ul><li>Mission and Vision </li></ul><ul><li>Selor has as mission: </li></ul><ul><ul><li>to execute demand-driven and competence-oriented Recruitment, Selection, Orientation and certification tasks for its customers, and in this way </li></ul></ul><ul><ul><li>contribute actively to the policymaking within the integrated functioning of Personnel &Organization policies </li></ul></ul><ul><li>Selor reaches for the highest degree of professionalism and customer-orientation within the boundaries of deontological rules = Being a reference </li></ul>
  3. 3. Customers <ul><li>Federal Government Services (FGS) </li></ul><ul><li>Scientific Institutions </li></ul><ul><li>Public Utilities </li></ul><ul><li>Flemish Community </li></ul><ul><li>Brussels Capital Region </li></ul><ul><li>Walloon Region </li></ul><ul><li>French Community </li></ul><ul><li>German Community </li></ul><ul><li>Government linked Customers </li></ul>
  4. 4. Some products <ul><li>Selection </li></ul><ul><li>Orientation </li></ul><ul><li>Certification </li></ul><ul><li>Website </li></ul><ul><li>E-recruiting </li></ul><ul><li>Diversity </li></ul><ul><li>Knowledge management </li></ul><ul><li>Consultancy </li></ul>
  5. 5. Organizational structure
  6. 6. Values <ul><li>Independence </li></ul><ul><li>Professionalism </li></ul><ul><li>Customer-orientation </li></ul><ul><li>Transparency </li></ul><ul><li>Attention for the candidate's talent </li></ul>
  7. 7. 10.511.382 (2006) Ethnic Minorities People with disabilities Gender Gay, lesbian, bisexual 900.473 Non-Belgians (2006) 601.359 Naturalized migrants (2002) 14,3% 12,9% Estimate 1996 16,5% Estimate 1998 8,3% Minor Disabilities 4,6% Disabilities M 48,94% F 51,06% Older employees (+50y) 5% University Ghent
  8. 8. <ul><li>Latest statistics for Belgium (2006): </li></ul>Belgians Naturalized migrants Turks/Morrocans Is working 62% 51% 26% Education ≤ Secondary School 30% 63% Job seeking 10,3% 45%
  9. 9. <ul><li>State of play in the Belgian federal public service in 2004 : </li></ul><ul><ul><li>People with disabilities: 0,8% </li></ul></ul><ul><ul><li>Women: </li></ul></ul><ul><ul><ul><li>48.68% of total population </li></ul></ul></ul><ul><ul><ul><li>35.5% A level (Master degree) </li></ul></ul></ul><ul><ul><ul><li>11% management </li></ul></ul></ul><ul><ul><li>Ethnic Minorities </li></ul></ul><ul><ul><ul><li>0.55% non-Belgian nationality </li></ul></ul></ul><ul><ul><ul><li>Belgians with foreign origin: ?? (definition/register) </li></ul></ul></ul><ul><li> disproportionate participation !! </li></ul>
  10. 10. <ul><li>How to undo disproportionate participation ? </li></ul><ul><li>DIVERSITY POLICY </li></ul>No unequivocal definition!! “ Policy where the differences between people are acknowledged and appreciated . To manage diversity means not only a passive tolerance towards diversity, but is, ideally a management that is willing (and capable) to support and stimulate an increasing heterogeneity” (Emancipatiezaken, Vlaamse Gemeenschap)
  11. 11. <ul><li>“ SELOR must (a) take into account and (b) use the diversity within our society (within its total functioning). Managing diversity as a strategic process - both externally (candidates) as well internally (staff) - ensures in its minimum form equal chances. Its basic intention however lies in the ‘employment’ of this diversity capital (growth and results). A project approach aimed at target groups (gender, ethnic minorities, people with disabilities, …) allows to convert this process in a concrete methodology (with a focus on competences).” </li></ul>DEFINITION DIVERSITY PROCESS SELOR INTERN EXTERN DIVERSITY@SELOR: Centre of Expertise  Portfolio  Consultancy & Products
  12. 12. 1 2 3 4
  13. 13. [email_address] <ul><li>Diversity screening new tests </li></ul><ul><ul><li>Offers new instruments </li></ul></ul><ul><ul><li>“ Test the test” </li></ul></ul><ul><ul><li>“ Test the adapted test” </li></ul></ul><ul><li>Selor Diversity Trainings (certified ©) </li></ul><ul><ul><li>Internal (obligatory for Selor personnel) </li></ul></ul><ul><ul><li>External (clients) </li></ul></ul><ul><li>Procedure Reasonable Accommodations for candidates with disabilities (in all Processes) ! Best Practice ! </li></ul>1. Ensure non-dicrimination
  14. 14. [email_address] <ul><li>Networking target groups </li></ul><ul><li>Diversity@Work (workshop-week, e.g. communications) </li></ul><ul><li>Diversity Channels </li></ul><ul><li>Ethnocommunication: Tour Of Belgium </li></ul>2. Promote equal opportunities
  15. 15. [email_address] <ul><li>Apply Reasonable Accomodations / Specific Reserve list </li></ul><ul><li>Monitoring? </li></ul><ul><li>Project APL (Assessment/Accreditation of Prior Learning) via System of « entry tickets » </li></ul><ul><li>Gender Top selection </li></ul><ul><li>Project TOPSKILLS </li></ul>3. Increase Diversity
  16. 16. [email_address] <ul><li>INTERNAL: process Diversity + Caremanagement </li></ul><ul><li>FEDERAL GOVERNMENT: FOD P&O </li></ul><ul><li>EXTERNAL: Expertisecentrum Diversiteit </li></ul>4. Employ Diversity