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ILO Disability Inclusion Policy and Strategy (2020-23) - Final thematic evaluation

eval_number:

3657

eval_url:

https://webapps.ilo.org/ievaldiscovery/eval/3657

location:

country:

Inter-Regional

region:

Inter-Regional

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eval_title:

ILO Disability Inclusion Policy and Strategy (2020-23) - Final thematic evaluation

recommendations:

date:

2023-12-14 00:00:00.0

themes:

theme:

Conditions of work & equality

category:

Disability - disabled worker

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comments:

The Office is currently revising its Policy on the employment of persons with disabilities (IGDS No. 6/655), and the application of its reasonable accommodation reserve, in consultation with the ILO Staff Union. It will seek to inform this revised IGDS with the lived experience of members of the Employee Resource Group on Disability Inclusion. The Office is also gathering data on the current number of ILO staff with disabilities, and staff with dependents with disabilities, as well as on barriers they face to inclusion. Equipped with this latest data, and with this new IGDS, the Office will increase awareness of reasonable accommodation, monitor levels of satisfaction of current staff with disabilities, and develop targets and actions to recruit new staff members with disabilities. The Office will use its recently-created training materials on consultation with organizations of persons with disabilities (OPDs) to increase outreach to OPDs; and the Office will broaden its traditional networks to reach increased numbers of applicants with disabilities. The Office confirms that the minimum requirements for education and experience outlined in Minimum education and experience requirements for Professional and General Service category positions (IGDS 609) are implemented with the vacancy notices for both HQ and the Field. The DC Toolkit contains sample Job Descriptions which include these minimum requirements. The Office will take steps to ensure that hiring managers are applying the rules regarding equivalence of experience in lieu of certain educational qualifications during screening; it will emphasise the benefits of this, in terms of increased opportunity for a diverse range of applicants to be considered, including applicants with disabilities.

action_plan:

This recommendation will be addressed within the framework of the new ILO Disability Inclusion Strategy (2024-2027).

management_response:

Partially Completed

progress:

Partially achieved

admin_units:

GED

title:

1. Develop targets and actions for the recruitment of persons with disabilities and the level of satisfaction of staff with disabilities in the ILO. Actions could include: • Increase outreach to persons with disabilities through OPDs and other means; • Ensure regular and continuing consultation with the Employee Resource Group on Disability Inclusion (ERG) on HR policies, measures and actions, and other key ILO policies relevant to the ERG members, and the incorporation of their feedback; • Increased training of hiring managers and interview panel participants (both in HRD and other departments) on disability inclusion to ensure they are ‘disability confident’ in their interviewing and hiring practices; • Increase awareness of the Reasonable Accommodation Reserve, ensuring it is inclusive of job applicants, interns, and external collaborators (where consultancies require travel such as an evaluation contract), monitor its use, and ensure that adequate funding is guaranteed to meet reasonable accommodation needs; • Ensure that job requirements do not go beyond the needs of the position and take into account the minimum requirements for education and experience in IGDS 609, which include the possibility to consider other relevant experience in lieu of certain educational qualifications. Combine this with awareness raising among HR and hiring managers as to how IGDS 609 should be applied to all applicants, including persons with disabilities.

project_symbols:

NO_DC_SYMBOL_76

url:

https://webapps.ilo.org/ievaldiscovery/recommendations/17689

information_source:

Head Quarters

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