LEVELS/AREA
LEVELS/AREA
LEVELS/AREA
VOTERS
VOTERS
VOTERS
MEMBERS
MEMBERS
MEMBERS
CANDIDATES
CANDIDATES
CANDIDATES
LEADERS
LEADERS
LEADERS
EMPLOYEES
EMPLOYEES
EMPLOYEES
SUPPLIERS
SUPPLIERS
SUPPLIERS
Party voters with a migrant background feel that their needs and aspirations are considered by the party to be on an equal footing with other voters’ needs and aspirations
The composition of the party’s membership reflects the diversity of the country’s/local area’s population
Party members with a migrant background receive fair and equal treatment from other members, and enjoy similar satisfaction rates to other members with regard to party membership
Candidates with a migrant background are allocated as many winnable constituencies as other candidates*
The composition of the party’s workforce, across all staffing levels, reflects the diversity of the country’s/local area’s population
Party staff (and HR staff in particular) demonstrate intercultural awareness and understanding
Staff with a migrant background receive fair and equal treatment from their managers and colleagues
Migrant-owned businesses have an equal chance to bid for party tenders
The party’s pool of suppliers is composed of businesses which apply diversity and equality principles in their employment practices
Diversity and equality principles are integrated into the party’s procurement procedures
ADVANCED
(includes all benchmarks listed below)
ADVANCED
(includes all benchmarks listed below)
The composition of the party’s leadership and executive structure reflects the diversity of the country’s population
Leaders and (other) members of the executive structure with a migrant background receive fair and equal treatment from their colleagues
MORE DETAILS
At this level, the party as an organisation fully reflects society’s diversity and promotes integration.
Outreach and training policies are effective in giving members with a migrant background an equal chance of winning seats and assuming leadership positions.
UPPER INTERMEDIATE
(includes all lower intermediate and basic level benchmarks)
The party proactively targets potential voters with a migrant background
The party maintains a structured and systemic dialogue with migrant associations
All party members, whatever their background, are invited to attend a training course on diversity and equality issues
The party has a proactive policy of recruiting members with a migrant background
Equality and diversity data is used to set targets for membership recruitment efforts
The composition of the party’s national list of candidates reflects the diversity of the country’s population**
The party offers training and support opportunities to talented candidates with a migrant background
Diversity and equality principles are integrated into candidate selection procedures
Equality and diversity data is used to set targets for outreach efforts
Diversity and equality principles are integrated into the party’s recruitment, promotion and appraisal systems and procedures
The party promotes itself as an employer of choice towards people with a migrant background
Equality and diversity data is used to set employment targets
Diversity and equality data gathered from successful tenders and bidders is monitored and is used to set procurement targets
Leaders and (other) members of executive structure with a migrant background are given responsibilities in line with their interests and expertise, not only with their backgrounds
The party has a proactive policy of selecting members with a migrant background in its executive structure
MORE DETAILS
At this level, the need to reflect society’s diversity is integrated into the party’s internal procedures. The party promotes the integration of people with a migrant background throughout its internal operations.
Equality and diversity data is used to map the electorate
Equality and diversity data is used to monitor the party’s membership
Equality and diversity data is used to monitor the party’s pool of candidates and its candidacy cycle
Equality and diversity data is used to monitor the party’s workforce and employment cycle
The party promotes diversity and equality principles in its dealings with suppliers
LOWER INTERMEDIATE
(includes all basic level benchmarks)
LOWER INTERMEDIATE
(includes all basic level benchmarks)
Equality and diversity data is used to monitor the party’s leadership and executive structure
MORE DETAILS
At this level, the party begins to translate its intentions relating to the need to reflect society’s diversity into actions.
Key party documents state the importance of voters with a migrant background
Party membership is open to all residents, without nationality requirements
Candidate applications are open to holders of dual citizenship
The party’s employment policy contains a diversity statement welcoming applications from people with a migrant background
BASIC
BASIC
(includes all basic level benchmarks)
Leadership positions and membership of the party’s executive structure are open to holders of dual citizenship
MORE DETAILS
At this level, the party recognises the need to reflect society’s diversity by adapting rules and making statements.
Notes
* Relevant for single-winner systems. For list-based multiple-winner systems, the benchmark should read as follows: “The proportion of candidates with a migrant background occupying eligible positions on the party’s area list is commensurate with the proportion of people with a migrant background living in the area.”
** Relevant for single-winner systems. For list-based multiple-winner systems, the benchmark should read as follows: “The proportion of candidates with a migrant background on the party’s area list is commensurate with the proportion of people with a migrant background living in the area (national, regional or local constituency).”
Party voters with a migrant background feel that their needs and aspirations are considered by the party to be on an equal footing with other voters’ needs and aspirations
Advanced
(includes all benchmarks listed below)
At this level, the party as an organisation fully reflects society’s diversity and promotes integration.
Outreach and training policies are effective in giving members with a migrant background an equal chance of winning seats and assuming leadership positions.
The party proactively targets potential voters with a migrant background
The party maintains a structured and systemic dialogue with migrant associations
At this level, the need to reflect society’s diversity is integrated into the party’s internal procedures. The party promotes the integration of people with a migrant background throughout its internal operations.
Upper Intermediate
(includes all lower intermediate and basic level benchmarks)
Equality and diversity data is used to map the electorate
Lower Intermediate
(includes all basic level benchmarks)
At this level, the party begins to translate its intentions relating to the need to reflect society’s diversity into actions.
Key party documents state the importance of voters with a migrant background
Basic
At this level, the party recognises the need to reflect society’s diversity by adapting rules and making statements.
The composition of the party’s membership reflects the diversity of the country’s/local area’s population
Party members with a migrant background receive fair and equal treatment from other members, and enjoy similar satisfaction rates to other members with regard to party membership
Advanced
(includes all benchmarks listed below)
At this level, the party as an organisation fully reflects society’s diversity and promotes integration.
Outreach and training policies are effective in giving members with a migrant background an equal chance of winning seats and assuming leadership positions.
All party members, whatever their background, are invited to attend a training course on diversity and equality issues
The party has a proactive policy of recruiting members with a migrant background
Equality and diversity data is used to set targets for membership recruitment efforts
At this level, the need to reflect society’s diversity is integrated into the party’s internal procedures. The party promotes the integration of people with a migrant background throughout its internal operations.
Upper Intermediate
(includes all lower intermediate and basic level benchmarks)
Equality and diversity data is used to monitor the party’s membership
Lower Intermediate
(includes all basic level benchmarks)
At this level, the party begins to translate its intentions relating to the need to reflect society’s diversity into actions.
Party membership is open to all residents, without nationality requirements
Basic
At this level, the party recognises the need to reflect society’s diversity by adapting rules and making statements.
At this level, the party begins to translate its intentions relating to the need to reflect society’s diversity into actions.
At this level, the need to reflect society’s diversity is integrated into the party’s internal procedures. The party promotes the integration of people with a migrant background throughout its internal operations.
Candidates with a migrant background are allocated as many winnable constituencies as other candidates*
The composition of the party’s national list of candidates reflects the diversity of the country’s population**
The party offers training and support opportunities to talented candidates with a migrant background
Diversity and equality principles are integrated into candidate selection procedures
Equality and diversity data is used to set targets for outreach efforts
Equality and diversity data is used to monitor the party’s pool of candidates and its candidacy cycle
Candidate applications are open to holders of dual citizenship
Upper Intermediate
(includes all lower intermediate and basic level benchmarks)
Lower Intermediate
(includes all basic level benchmarks)
Advanced
(includes all benchmarks listed below)
Basic
At this level, the party as an organisation fully reflects society’s diversity and promotes integration.
Outreach and training policies are effective in giving members with a migrant background an equal chance of winning seats and assuming leadership positions.
At this level, the party recognises the need to reflect society’s diversity by adapting rules and making statements.
The composition of the party’s leadership and executive structure reflects the diversity of the country’s population
Leaders and (other) members of the executive structure with a migrant background receive fair and equal treatment from their colleagues
Advanced
(includes all benchmarks listed below)
At this level, the party as an organisation fully reflects society’s diversity and promotes integration.
Outreach and training policies are effective in giving members with a migrant background an equal chance of winning seats and assuming leadership positions.
Leaders and (other) members of executive structure with a migrant background are given responsibilities in line with their interests and expertise, not only with their backgrounds
The party has a proactive policy of selecting members with a migrant background in its executive structure
At this level, the need to reflect society’s diversity is integrated into the party’s internal procedures. The party promotes the integration of people with a migrant background throughout its internal operations.
Upper Intermediate
(includes all lower intermediate and basic level benchmarks)
Equality and diversity data is used to monitor the party’s leadership and executive structure
Lower Intermediate
(includes all basic level benchmarks)
At this level, the party begins to translate its intentions relating to the need to reflect society’s diversity into actions.
Leadership positions and membership of the party’s executive structure are open to holders of dual citizenship
Basic
At this level, the party recognises the need to reflect society’s diversity by adapting rules and making statements.
The composition of the party’s workforce, across all staffing levels, reflects the diversity of the country’s/local area’s population
Party staff (and HR staff in particular) demonstrate intercultural awareness and understanding
Staff with a migrant background receive fair and equal treatment from their managers and colleagues
Advanced
(includes all benchmarks listed below)
At this level, the party as an organisation fully reflects society’s diversity and promotes integration.
Outreach and training policies are effective in giving members with a migrant background an equal chance of winning seats and assuming leadership positions.
Diversity and equality principles are integrated into the party’s recruitment, promotion and appraisal systems and procedures
The party promotes itself as an employer of choice towards people with a migrant background
Equality and diversity data is used to set employment targets
At this level, the need to reflect society’s diversity is integrated into the party’s internal procedures. The party promotes the integration of people with a migrant background throughout its internal operations.
Upper Intermediate
(includes all lower intermediate and basic level benchmarks)
Equality and diversity data is used to monitor the party’s workforce and employment cycle
Lower Intermediate
(includes all basic level benchmarks)
At this level, the party begins to translate its intentions relating to the need to reflect society’s diversity into actions.
The party’s employment policy contains a diversity statement welcoming applications from people with a migrant background
Basic
At this level, the party recognises the need to reflect society’s diversity by adapting rules and making statements.
Migrant-owned businesses have an equal chance to bid for party tenders
The party’s pool of suppliers is composed of businesses which apply diversity and equality principles in their employment practices
Diversity and equality principles are integrated into the party’s procurement procedures
Advanced
(includes all benchmarks listed below)
At this level, the party as an organisation fully reflects society’s diversity and promotes integration.
Outreach and training policies are effective in giving members with a migrant background an equal chance of winning seats and assuming leadership positions.
Diversity and equality data gathered from successful tenders and bidders is monitored and is used to set procurement targets
At this level, the need to reflect society’s diversity is integrated into the party’s internal procedures. The party promotes the integration of people with a migrant background throughout its internal operations.
Upper Intermediate
(includes all lower intermediate and basic level benchmarks)
The party promotes diversity and equality principles in its dealings with suppliers
Lower Intermediate
(includes all basic level benchmarks)
At this level, the party begins to translate its intentions relating to the need to reflect society’s diversity into actions.
Basic
At this level, the party recognises the need to reflect society’s diversity by adapting rules and making statements.
Outcome indicators assess a party’s actual or desired situation with respect to the equal consideration of the needs, aspirations and contributions of people with a migrant background and those of other individuals. Process indicators, on the other hand, look at party constitutive documents, outreach and dialogue activities.
Type of Indicator
Category
Benchmark
Examples of Relevant Indicators
BENCHMARK – VOTERS
Outcome
Equal consideration
ELEC/O/1
Party voters with a migrant background feel that their needs are considered by the party to be on an equal footing with other voters’ needs and aspirations
Surveys demonstrate that people with a migrant background have similar satisfaction rates with regard to their needs being considered by the party
Listening to migrants’ needs
ELEC/P/3
The party maintains a structured and systemic dialogue with migrant associations
Party consultative committees and working groups on different subjects hold regular meetings with migrant associations
ELEC/P/2
The party proactively targets potential voters with a migrant background
Diversity and equality manifesto
Voter registration campaigns through affiliated party groups working in partnership with migrant associations, specialised media outlets etc.
Meetings regularly organised in community centres in areas with large populations of people with a migrant background, and regularly attended by these people
Stating the electorate’s importance
ELEC/P/1
Key party documents state the importance of voters with a migrant background
Party statements about the importance of voters with a migrant background
Outreach to and targeting of migrants
Mapping the electorate
ELEC/P/4
Equality and diversity data is used to map the electorate
Surveys of the electorate include diversity and equality data
Process
Outcome indicators assess the actual or desired situation of a party with regard to the composition of its membership at various levels and the experience of party members with a migrant background. Process indicators, on the other hand, look at nationality and residency requirements for membership, outreach to and training activities for party members with a migrant background, and monitoring and target-setting tools.
BENCHMARK – PARTY MEMBERS
Type of Indicator
Category
Benchmark
Examples of Relevant Indicators
Composition of the party’s membership (nationwide)
Composition of the party’s membership (local)
Experience of party members with a migrant background
MEMB/O/1a
The composition of the party’s membership reflects the diversity of the country’s population
MEMB/O/1ab
The composition of the party’s membership reflects the diversity of the local area’s population
MEMB/O/2
Party members with a migrant background receive fair and equal treatment from other members, and enjoy similar satisfaction rates to other members with regard to party membership
Percentage of members with a migrant background increases over time so as to reflect the percentage of the country’s population with a migrant background
Percentage of members with a migrant background increases over time so as to reflect the percentage of the local area’s population with a migrant background
Survey on the resolution of complaints made by members with a migrant background regarding racial harassment, discrimination and victimisation shows increased satisfaction rates
Surveys of party members with a migrant background on treatment by fellow members/the party administration show that members with a migrant background have similar satisfaction rates to other members with regard to party membership
Outcome
Nationality and residency requirements in statutes and/or by-laws
MEMB/P/1
Party membership is open to all residents, without nationality requirements
Clause in party statutes and/or by-laws
Survey on the resolution of complaints related to residency/nationality requirements show increased satisfaction rates
Recruitment of members
MEMB/P/2
The party displays a proactive policy of recruiting members with a migrant background
Targeted recruitment efforts through migrant associations, self-help groups, community centres, specialised media outlets etc
Training and development
MEMB/P/3
All party members, whatever their background, are invited to attend a tailor-made training course on diversity and equality issues
Percentage of members attending the training
Percentage of members completing the training
Evaluation of participants’ feedback shows that the training is effective in raising awareness on diversity and equality issues
Party activities
(working groups, party conferences etc.)
Monitoring and target setting
MEMB/P/4
Members with a migrant background take part in party activities on an equal footing with other members
MEMB/P/5
Equality and diversity data is used to monitor the party’s membership at all geographical levels and is used to set targets for recruitment efforts
Monitoring system in place to identify members’ migrant backgrounds
Examples of data collection for monitoring and target purposes:
- Percentage of members with migrant backgrounds (at all levels, i.e. national, regional and local party offices)
- Percentage of members with migrant backgrounds leaving the party
- Percentage of members with migrant backgrounds submitting complaints related to party membership
Percentage of party members with a migrant background against the. percentage of party members with a migrant background who take part in party activities (for each activity)
Activities are organised in a culturally sensitive way
Process
Outcome indicators assess the actual or desired situation of a party with regard to the composition of its pools of candidates, as well as the extent to which candidates with a migrant background are given winnable constituencies or placed in eligible positions on party lists. Process indicators, on the other hand, look at recruitment issues such as nationality requirements for candidates and outreach activities targeting potential candidates with a migrant background, as well as the availability of training and financial support and monitoring and target-setting tools.
BENCHMARK – PARTY CANDIDATES
Type of Indicator
Category
Benchmark
Examples of Relevant Indicators
Composition of the party’s list of candidates (single-winner systems)
Winnable constituencies (single-winner systems)
CAND/O/1a
The composition of the party’s national list of candidates reflects the diversity of the country’s population
CAND/O/1b
Candidates with a migrant background are allocated as many winnable constituencies as other candidates
CAND/O/2a
The proportion of candidates with a migrant background on the party’s area list is commensurate with the proportion of people with a migrant background living in the area (national, regional or local constituency)
Percentage of candidates with a migrant background increases over time so as to reflect the percentage of the country’s population with a migrant background and above the eligible voting age
Percentage of candidates with a migrant background allocated winnable constituencies (i.e. considered ‘safe’ by the party)
Composition of the party’s list of candidates (list-based multiple-winner systems)
Percentage of candidates with a migrant background on the list increases over time so as to reflect the percentage of the population with a migrant background and above the eligible voting age in the area
Eligible positions (list-based multiple-winner systems)
CAND/O/2b
The proportion of candidates with a migrant background in eligible positions on the party’s area list is commensurate with the proportion of people with a migrant background living in the area (national, regional or local constituency)
Percentage of candidates with a migrant background in eligible positions increases over time so as to reflect percentage of population with a migrant background and above the eligible voting age in the area
Outcome
Nationality and residency requirements in statutes and/or by-laws
CAND/P/1
Candidate applications are open to holders of dual citizenship
Recruitment of candidates
CAND/P/2
The party proactively encourages applications from potential candidates with a migrant background
Selection of candidates
CAND/P/3
Diversity and equality principles are integrated into candidate selection procedures
Clause in party statutes and/or by-laws
Survey on the resolution of complaints related to nationality requirements show increased satisfaction rates
Information for potential candidates provides details of skills and competencies required for applications for candidacy, including the relevance of non-political experience (running businesses, caring responsibilities etc.)
Targeted outreach efforts through migrant associations, self-help groups, community centres, specialised media outlets etc.
Diversity training for members of selection committees
Competence-based assessment process
Low minimum membership period and reference requirements
Use of quotas and targets
Funding for candidates
CAND/P/4
Means-tested financial support is provided to candidates from under-represented groups, including those with a migrant background
Independently regulated diversity fund within the party
Training and development
CAND/P/5
The party offers tailor-made training and support opportunities to talented candidates with a migrant background
Talent-spotting mechanisms for identifying promising candidates
Mentoring and/or shadowing schemes
Training schemes for leadership, use of media, public-speaking and team-building skills
Monitoring and target-setting
CAND/P/6
Equality and diversity data is used for monitoring the party’s pool of candidates and the candidacy cycle at all geographical levels, and are used to set targets for outreach efforts
Monitoring system in place to identify candidates’ migrant backgrounds
Examples of data collection for monitoring and target setting purposes:
- Percentage of candidates with a migrant background
- Percentage of candidates with a migrant background winning seats
- Percentage of candidates with a migrant background losing elections
- Percentage of candidates with migrant background submitting complaints related to their candidacy
Process
Outcome indicators assess the actual or desired situation of a party with regard to the composition of its leadership and executive structure, as well as the experience of party leaders and decision-makers with a migrant background. Process indicators, on the other hand, look at the extent to which constitutive documents include diversity and equality considerations such as nationality and residency requirements, the responsibilities given to leaders and executive structure members with a migrant background, outreach and training policies and monitoring and target-setting tools.
BENCHMARK – PARTY LEADERSHIP AND EXECUTIVE STRUCTURE
Type of Indicator
Category
Benchmark
Examples of Relevant Indicators
Outcome
Composition of the party’s leadership and executive structure
Experience of party leaders and decision-makers with a migrant background
LEAD/O/1
The composition of the party’s leadership and executive structure reflects the diversity of the country’s population
LEAD/O/2
Leaders and members of the executive structure with a migrant background receive fair and equal treatment from their colleagues
Percentage of leaders and members of the executive structure with a migrant background increases over time so as to reflect the percentage of the country’s population with a migrant background
Survey on the resolution of cases brought under the complaints procedure for protection against racial harassment and victimisation shows increased satisfaction rates
Surveys of members of the executive structure with migrant background on treatment by colleagues show that members with a migrant background feel they receive equal treatment
LEAD/P/1
Constitutive party documents state the need for the party to reflect society’s diversity
Mirroring society’s composition
Responsibilities of leaders with a migrant background
Responsibilities of leaders with a migrant background
LEAD/P/2
Leadership positions and membership of the party’s executive structure is open to holders of dual citizenship
LEAD/P/3
Leaders and members of the executive structure with a migrant background are given responsibilities in line with their expertise, not only with their background
Clause in party statutes and/or by-laws
Clause in party statutes and/or by-laws
Survey for the resolution of complaints related to residency/nationality requirements shows increased satisfaction rates
Proportion of members with a migrant background that are responsible for diversity and equality issues compared to other areas
Surveys of members of the executive structure with migrant backgrounds on treatment by colleagues show that they feel valued for their expertise, skills and competencies and not only because of their background
Anti-discrimination policies in the selection of members of the executive structure
LEAD/P/4
The party displays a proactive policy of selecting members with a migrant background in its executive structure
Incorporation of diversity and equality considerations in selection procedures for membership of the executive structure
Internal policy statements
Training and development
LEAD/P/5
The party offers tailor-made training opportunities to members of the executive structure with a migrant background
Talent-spotting mechanisms, including the use of diversity ‘champions’ within the party
Mentoring and/or shadowing schemes
Support and training opportunities for leadership, media and team-building skills
Monitoring and
target-setting
LEAD/P/6
Equality and diversity data is used to monitor the party’s leadership and executive structure at all geographical levels, and is used to set targets
Monitoring system in place to identify leaders’ and members’ migrant backgrounds
Examples of data collection for monitoring and target setting purposes:
- Percentage of leaders with migrant backgrounds (at all levels, i.e. national, regional and local party offices)
- Percentage of selected candidates with migrant backgrounds
- Percentage of members with a migrant background promoted to leadership positions
- Percentage of members with migrant backgrounds leaving the executive structure
- Percentage of members with a migrant background submitting complaints related to racial harassment and victimisation
Process
Outcome indicators assess the actual or desired situation of a party with regard to the composition of its workforce at various section levels, levels of intercultural awareness among staff members and whether employees with a migrant background receive fair and equal treatment. Process indicators, on the other hand, look at the various steps of the employment cycle, including the use of monitoring and target-setting tools.
Type of Indicator
Category
Benchmark
Examples of Relevant Indicators
BENCHMARK – PARTY EMPLOYEES
Outcome
Process
Anti-discrimination policies in recruitment
EMP/P/1
The party promotes itself as an employer towards people with a migrant background
Anti-discrimination policies for retention
EMP/P/2
Diversity and equality principles are integrated into the recruitment, promotion and appraisal systems and procedures
Monitoring and target setting
EMP/P/3
Equality and diversity data is used to monitor the party’s workforce and employment cycle at all geographical levels, and is used to set targets for recruitment efforts
Composition of the party’s workforce (nationwide)
Composition of the party’s workforce (local)
Intercultural awareness of party staff
Treatment of staff with a migrant background
EMP/O/1a
The composition of the party’s workforce at central headquarters, across all staffing levels, reflects the diversity of the country’s population
EMP/O/1b
The composition of the party’s workforce in local offices, across all staffing levels, reflects the diversity of the local area’s population
EMP/O/2
Party staff (and HR staff in particular) demonstrate intercultural awareness and understanding
Percentage of party staff with a migrant background (at all staffing levels) increases over time so as to reflect the percentage of the country’s population with a migrant background
Percentage of party staff with a migrant background (at all staffing levels) increases over time so as to reflect the percentage of the area’s population with a migrant background
Consideration of religious and cultural needs in working arrangements
Specific tailor-made training on intercultural communication/diversity and equality issues across all staffing levels (including the number of intakes and, if applicable, certificates awarded)
Clear guidelines for HR managers on respecting diversity and equality principles in HR policy and procedures (including interviews, selection, promotion and appraisal systems)
Incorporation of diversity and equality considerations into the job specifications (e.g. non-discriminatory language and qualification requirements)
Measures in place to proactively recruit staff with migrant backgrounds, especially in areas with a high proportion of immigrants; party engages in campaigns such as targeted recruitment fairs organised in co-operation with relevant NGOs; dissemination of job advertisements via targeted media/networks; public statements etc.
Positive action to ensure access to internships and temporary vacancies in particular, as these types of position are vital to gain contacts and experience and are often filled without a formal recruitment process
Competency-based recruitment procedures (e.g. anonymous CVs, simulation tests etc.)
Positive action mechanisms, including talent-spotting, to ensure that promising staff members with a migrant background have an equal chance of promotion
Complaint procedure in place for protection against racial harassment and victimisation
Monitoring system in place to assess the diversity and equal treatment of the workforce and of applicants
Examples of data collection for monitoring and target setting purposes:
- Percentage of applicants with a migrant background (at all hierarchy levels)
- Percentage of selected candidates with a migrant background
- Percentage of staff with a migrant background receiving promotions
- Percentage of staff with a migrant background leaving employment
- Percentage of staff with a migrant background submitting complaints related to racial harassment and victimisation
EMP/O/3
Staff with a migrant background receive fair and equal treatment from their managers and colleagues
Satisfaction survey on the resolution of cases brought under the complaints procedure for protection against racial harassment and victimisation show increased satisfaction rates
Surveys of party staff with a migrant background on treatment by managers and colleagues show that staff with a migrant background feel they have an equal chance of promotion
Outcome indicators assess the actual situation of a party regarding equality of access to tenders and the composition of its pool of suppliers. Process indicators, on the other hand, look at the legal and promotion aspects of the procurement cycle (including the use of social inclusion clauses), and how the latter is monitored in order to identify obstacles which migrant entrepreneurs may encounter.
Type of Indicator
Category
Benchmark
Examples of Relevant Indicators
BENCHMARK – PARTY SUPPLIERS
Equal opportunities for bidding
Composition of the party’s pool of suppliers
PROC/O/1
Migrant-owned businesses have an equal chance to bid for party tenders
PROC/O/2
The party’s pool of suppliers is composed of businesses which apply diversity and equality principles in their employment practices
Percentage of migrant-owned businesses participating in the party’s calls for tender
Results from surveys with migrant-owned businesses show increased satisfactions rates regarding the equal chance to bid for party tenders
Increase in the percentage of suppliers who:
- Train staff in intercultural awareness
- Set up equal opportunities and competency-based recruitment procedures
- Work with diverse delivery staff
- Implement social clauses
- Have set up a complaints procedure
Outcome
Promotion of diversity and equality principles to suppliers
PROC/P/1
Diversity and equality are integrated into the party's procurement procedures
Promotion of diversity and equality principles to suppliers
PROC/P/2
The party promotes diversity and equality principles in its dealings with suppliers
Via contract performance conditions, contractors are obliged to:
- Train staff in intercultural awareness
- Set up equal opportunities and competency-based recruitment procedures
- Work with diverse delivery staff
- Set up complaints procedure
Conditions are applied down the supply chain in compliance with diversity and equality clauses used in tenders, and this can be evidenced by contractors
Monitoring of the procurement cycle
PROC/P/3
Diversity and equality data gathered from successful tenders and bidders is monitored and is used to set procurement targets
Diversity and equality requirements are inserted into the tender specifications
Diversity and equality requirements are used as selection or award criteria
Social clauses are used in order to promote the recruitment of people who are excluded from the labour market, including people with a migrant background; and to prevent their exploitation
Tailor-made diversity and equality training of procurement officers
Data monitoring system in place that enables a general diversity and equality assessment of the party’s existing pool of suppliers and the identification of obstacles which migrant-owned businesses may encounter in the procurement cycle
Lessons learned feed into improved processes/activities in order to address barriers (clearer requirements, help with implementing social clauses etc.)
Process
designed and created by:
