Model policy

opportunity : Diversity Positive Recruitment :
Model policy

DIVERSITY-POSITIVE RECRUITMENT
1 Before launching any recruitment initiative, <Center> will examine whether the staffing need that has been identified can be used to meet its gender and diversity staffing strategies in the areas of:
(a) furthering the career of existing staff, or
(b) providing an employment opportunity for a spouse or partner of a staff member.
When neither of these strategies is applicable, <Center> will proceed to open, competitive recruitment.

2 <Center>’s paramount consideration in the recruitment of staff is to secure the highest standards of competence and commitment to <Center>’s mission and values.

3 As an equal opportunity employer with a global mandate, <Center> believes that the diversity of its staff contributes to research effectiveness and organizational excellence and impact. To increase staff diversity, <Center> particularly encourages applications from women and/or nationals of developing countries.

4 <Center> recruits staff impartially, through open competition and through processes that neither discriminate against nor unduly favor candidates on the basis of gender, race, national or social origin, religion, political affiliation, age, family size, marital status or any other form of personal identity; nor on physical disability not relevant to the assignment.

5 <Center> applies consistent and fair recruitment and appointment practices to ensure that existing staff as well as external candidates have equal opportunity for job openings. All vacant positions will be publicized to staff at the start of the recruitment process.

6 Recruitment at <Center> is based on the principle of open competition and selection on merit, the basic elements of which include:

6.1 broad publicity – vacancies will be publicized in a way that spreads the recruitment net widely and optimizes potential candidates’ opportunity to apply;
6.2 focus on minority groups – special efforts will be made to encourage applications from groups that might otherwise be under-represented during the recruitment process;
6.3 focus on merit – ranking on the basis of the highest standards of competence – the knowledge, skills and personal qualities required to carry out <Center>’s objectives, together with commitment to <Center>’s mission and values; and
6.4 enhancing diversity – where selection occurs between candidates of similar competence and commitment, the decision will favor the candidate who most enhances <Center>’s diversity