An inclusive workplace
To work for a fair and inclusive world economy we strive to provide a fair and inclusive workplace. Our people are at various stages of their life cycles and their health and well-being is important to us. We aim to provide a work environment that is sufficiently flexible to accommodate diverse life-cycle challenges. Some examples of how we do this and how we support this work environment are found here:
We provide a Well-Being programme and various sporting and cultural events on site, in Paris and the surrounding area.
Staff Regulations, Rules and Instructions
The conditions of service in force for permanent members of staff are detailed in the Staff Manual.
Pay and benefits
We offer a competitive salary plus an attractive benefits package including expatriation and family allowances, a comprehensive medical and social scheme, and a pension plan. Find out more about OECD pay and benefits.
The Staff Regulations and Rules provide the foundation for measures to improve diversity in the OECD. They state that staff members are entitled to be treated with courtesy, dignity and respect and shall not be subject to any discrimination on the grounds of racial or ethnic origin, nationality, opinions or belief, gender, sexual orientation, health or disabilities. The Secretary-General will always give primary consideration to the necessity to obtain staff of the highest standards of competence and integrity when proceeding with recruitment, but the Organisation will also take measures designed to ensure gender balance or the equitable distribution of posts among nationals of member countries of the Organisation.
Flexible work options
The basic principle is to provide greater flexibility in the working environment. The different options offer more potential for alignment with diverse working styles or temporary personal constraints, allowing people to remain in the Organisation and continue their contribution to its work. Flexiwork results from an agreement between the Manager/Director and the staff member.
Three teleworking arrangements options are available for occasional and regular teleworking and the possibility to telework abroad for a limited period of 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.
OECD Spouse/Partner Programme
Organisations, when managing the recruitment of expatriate staff, are becoming increasingly sensitive to the needs of the family unit. The OECD spouse/partner programme aims to assist the spouse/partner make the necessary adjustments before and during the settling-in period in Paris.
Human Resource Management provides support to accompanying spouses/partners upon their arrival to Paris in their search for employment. In the same vein, 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.
The Diversity Awards permit the special recognition of staff who have made exceptional contributions to gender and diversity at the OECD. They provide an opportunity to promote and share best practice across the Organisation and celebrate excellence in terms of gender mainstreaming and the most diversity-friendly workplace.