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 which are detailed in the Staff Manual.
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.
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.
1. Missions at the OECD
The OECD’s objective of delivering better policies for better lives depends on its ability to deliver policy analysis and recommendations and engage with stakeholders in country for greater impact. As a knowledge based organisation, missions directly enable the:
● Collection of the latest accurate data on the ground;
● Observation and analysis of policies and their implementation first hand;
● High-level and technical engagement with interlocutors from different parts of a country’s administration
● Strengthening of relationships with members at all levels to support policy improvements; and the
● Ability to present the findings of work to member countries in situ, which raises awareness of the OECD’s work and maximises its benefits.
Missions also enable the Organisation to respond to the many requests from Member States for the Secretariat to participate in events and engagements in their countries.
Since, unlike other IOs, the OECD does not have field offices, travel is therefore a core tool to ensure maximum accuracy and impact for the OECD’s work, and to ensure it delivers on its mandates.
2. Staff instructions related to class of travel
The Staff instructions related to class of travel are presented below.
Three important points should be noted:
• All travel must represent good value for money in implementing the Programme of Work of the OECD;
• Business class is allowed for flights > 6 hours (or 5 hours overnight); and
• First class air travel is not permitted.
It is important to note that the management of Missions is also subject to the OECD’s rules on financial resource management1, efficiency, effectiveness and ethics as well as the Staff Rules2.
3. Carbon pricing initiative
The Secretary-General established the OECD’s internal Carbon Pricing Initiative in 2013. The carbon footprint of all flights purchased by the OECD is received on a monthly basis and calculated following the ICAO (International Civil Aviation Organization) methodology. The funds from the Carbon Pricing Initiative are used to support projects related to improving the environmental performance of the Organisation (for example installing and upgrading video conferencing facilities). The initiative ensures that the true environmental costs of CO2 emissions are taken into account, encouraging staff to consider alternative options to flying.
 Financial Regulations of the Organisation (C(2008)92/REV1)
 Staff Regulations, Rules and Instructions applicable to Officials of the Organisation