Support of professional development practices for diversity and inclusion

Public administration promotes positive action in favour of disadvantaged groups in mobility and promotion

Review of the following documents: - Updated policies and guidelines on positive action in mobility and promotion in the public service of the central government administration issued by the relevant authority. Updated means that the policies and guidelines are in force on the date of the assessment, and they were produced, or modified, after the last amendments in relevant legislation about positive action in the public service, if this is the case. - Review of documentary evidence of campaigns organised and/or training delivered on disability awareness and gender awareness organised by the relevant authority for HR staff and/or managers in the central government administration in the last two full calendar years, addressed to public servants. - Review of documentary evidence of training, coaching, mentoring or other activities organised by the relevant authority at the central level in the last two full calendar years, aimed at competency development of underrepresented groups in the public service (less represented gender, people with disabilities, people belonging to a minority group) in preparation for the application procedure (whenever it is relevant for voluntary mobility and promotion) to improve their under-representation at all levels in the public service respecting the merit principle. The respect to the merit principle involves that decisions in favour of candidates with protected characteristics are only possible in case of equal merits regarding candidates from other groups.

Gender parity in middle-level managerial positions (%)

The number of women in public service managerial positions, excluding top management level positions, is divided by the total number of public servants in the same positions in the latest full calendar year. The result is expressed as a percentage. Data relates to central government administration only. If centralised data, at least for public service jobs in the central government administration included in the scope of the general public/civil service legislation does not exist, or it is incomplete (i.e., data for some central government administration bodies, or groups of public servants in the central government administration subject to the general public/civil service legislation is missing), 0 points are awarded. Points are allocated based on the percentage of women in middle level managerial positions in the public service (x): • x = 50% = 5 points • 45% ≤ x < 50% or 50% < x ≤ 55% = 4.5 points • 40% ≤ x < 45% or 55% < x ≤ 60% = 3.5 points • 30% ≤ x < 40% or 60% < x ≤ 70% = 2 points • x < 30% or x > 70% = 0 points.

Gender parity in non-managerial positions (%)

The number of women in public service non-managerial positions is divided by the total number of public servants in the same positions in the latest full calendar year. The result is expressed as a percentage. Data relates to central government administration only. If centralised data, at least for public service jobs in the central government administration included in the scope of the general public/civil service legislation does not exist, or it is incomplete (i.e., data for some central government administration bodies, or groups of public servants in the central government administration subject to the general public/civil service legislation is missing), 0 points are awarded. Points are allocated based on the percentage of women in non-managerial positions in the public service (x): • x = 50% = 5 points • 45% ≤ x < 50% or 50% < x ≤ 55% = 4.5 points • 40% ≤ x < 45% or 55% < x ≤ 60% = 3.5 points • 30% ≤ x < 40% or 60% < x ≤ 70% = 2 points • x < 30% or x > 70% = 0 points.