2023年度DEI报告-人力资源管理+2023+Annual+Diversity+and+Inclusion+Report+-+Human+Resource+Management

2023

ANNUAL

DIVERSITYAND

INCLUSION

REPORT

HUMANRESOURCE

MANAGEMENT

Contents|1

2023AnnualDiversityandInclusionReport

CONTENTS

ForewordbytheSecretary-General

2

1|Introduction

3

BackgroundandContext

3

DiversityandInclusionFramework

TimelineandMilestones

4

5

2|Insights

6

EmploymentCategoryandGradeGroup

Nationality

7

9

Gender

1

8

Age

2

5

3|CurrentInitiatives

2

8

GenderandDiversityChampion

RecruitmentandDevelopment

DiversityandInclusionCapacityBuilding

2

8

2

9

30

AwarenessandOutreach

31

WorkforceAnalytics

MonitoringProgress

EDGEandEDGEplus

32

33

34

4|EmployeeResourceGroups(ERGs)

36

DialogueonInclusion,CulturalDiversityandEquity(DICE)

36

GLOBE

37

GrouponParenthood

38

InternCircle

39

TemporaryStaffNetwork

40

Women’sNetwork

41

StaffAssociationWorkingGrouponDiversity

42

2|Foreword

2023AnnualDiversityandInclusionReport

FOREWORD

ForewordbytheSecretary-General

DiversityandInclusionarecrucialtotheOECD’swork.Byensuringour

workforcerepresentsadiverserangeofbackgrounds,experiences

andperspectives,wegeneratemoreeffectivepolicysolutionsthat

canbenefitallcitizensandcommunities.

TherecentOECDHumanResourcesStrategy(2023to2027)presents

ourvisionfortheOECD’sapproachtomanagingourpeople,with

DiversityandInclusionasakeypillar.Itrecognisesthatadiverse

andinclusiveworkingenvironmentisfundamentaltoachievingour

missionofBetterPoliciesforBetterLives.

WehavemadesignificantprogressinpromotinggenderequalityattheOECD,mostrecentlywithourGenderStrategy‘TheOECD’sContributiontoPromotingGenderEquality’,whichwaswelcomedbytheOECDCouncilatMinisteriallevelinJune2023.AndforthefirsttimeintheOrganisation’shistory,weachievedgenderparitybothatDeputySecretary‑GenerallevelandatDirectorlevelinearly2023,asignificantachievement.WearealsoveryclosetogenderparityatDeputyDirectorandHeadofDivisionlevel.

Oursuccessincreatingamoregenderequalworkplacewasalsorecognisedin2022throughEDGEre‑accreditation,whichyoucanreadmoreaboutinthisReport.Inaddition,in2022wealsoreceivedtheEDGEpluscertificationdemonstratingourcommitmenttoinvestigatingintersectionaldimensionsofdiversity.

Whilewearemakingimportantadvancesongenderequality,thereismuchworktobedonetoensureamoreequitablerepresentationofthenationalsofour38Members.Thisisajourneyandwearemakingprogress,albeitataslowerpacethanwithgenderequity.Wearealsoworkingonthebroaderdimensionsofdiversity,includingbutnotlimitedtosexualorientation,raceandethnicity,andworkingwithadisability.

The2023AnnualDiversityandInclusionReportprovidesanoverviewofourongoingeffortstocreateatrulydiverseandinclusiveworkplace.IinviteyoutoreadthisReportandtoengageinconversationsaroundDiversityandInclusionwithintheOECDandbeyond.Bybeingtransparent

andaccountable,wecontinuetomakeprogress,andtobuildaworkplacethatreflectsourvalues.ThankyouforyourongoingcommitmenttoDiversityandInclusionattheOECD.

MathiasCormann

OECDSecretary-General

|3

NATIONALITY

AGE

RACE&

ETHNICITY

DISABILITYSTATUS

GENDERIDENTITY

Introduction

1|INTRODUCTION

BackgroundandContext

TheOECDisrecognisedforitspolicyworkonDiversityandInclusion(D&I)acrossvarioussocietaldomains,havingworkedonmultipleprojectsinthisareaacrossdifferentpolicyareas.1Inadditiontoourpolicywork,asanOrganisationwhoseworkforcecomesfromallwalksoflife,westrivetofosteradiverseworkforceandaninclusiveworkplace.ThisiskeytoshapingpoliciesthatreflecttheneedsandinterestsofMembers,thewell‑beingofourstaffandsimplymakingtheOECDasafeandbetterplacetowork.

TheReportfocusesmainlyonelementsofnationalityandgenderasthedimensionsofdiversitystipulatedintheOECDStaffRegulations2.Thisyear,forthefirsttime,wepresentkeydatapointsandinitiativesonwiderdimensionsofdiversityincludingsexualorientation,raceandethnicityandworkingwithadisability.

Themaindimensionsofdiversitythatarecurrentlytracked:

GENDER

Wealsorecogniseandcelebratewiderdimensionsofdiversityincluding:

SEXUAL

ORIENTA-

TION

TheOECDhasreportedonitsD&IjourneyviathisReportsince2009.Since2021,inabidtostrengthenourcommitmenttotransparencyandaccountability,theReporthasbeenmadepublicmeaningthatourD&IdataandinitiativesareavailabletocandidatesandthewiderpublicinadditiontoMembersandstaff.

TheReportallowsforregularbenchmarkingbyprovidingkeydemographicdata,descriptivestatistics,visualsanddetailsofvariousinitiativesweareworkingontosupportD&I.Dataandfiguresforagivenyeararebasedontheworkforcecompositionon31Decemberofthatyearunlessotherwisespecified.

1Examplesfrom2020to2022include:AllHandsIn?MakingDiversityWorkforAll,2020;OvertheRainbow?TheRoadtoLGBTIInclusion,2020;StrengthThroughDiversity,EducationforInclusiveSocieties,2020;GenderEqualityinColombia,2020;TaxPolicyandGenderEquality,2022.

2TheStaffRegulations,RulesandInstructionsApplicabletoOfficialsoftheOrganisationgoverntheselection,appointmentandpromotionofOECDOfficials.

2023AnnualDiversityandInclusionReport

2023AnnualDiversityandInclusionReport

e

V

a

l

u

e

s

O

E

C

D

C

Capacity

Policies

and

Practices

RecruitmentandDevelopment

WorkingEnvironment

andWell‑

being

D&I

Building

MonitoringProgress

WorkforceAnalytics

Awareness

andOutreach

Providingstaff

withtoolsand

trainingtofoster

diversityand

mitigatebiases

ultureandCor

Trackingof

diversitytrendsand

sharinginsights

(includingEDGE

assessmentand

certification)

RaisingD&Iawareness

internallyand

Assessingteamsandmanagers

againstD&Ipriorities

promotingcareer

opportunitiesandthe

OECDasanemployer

ofchoiceexternally

4|Introduction

DiversityandInclusionFramework

TheOECDDiversityandInclusionFrameworkwasdevelopedin2020tohelpstructureourD&Ijourneyandinitiatives,andisbuiltonfivecoreelements:

Figure1.1|TheOECDD&IFramework

Attracting,developingand

retainingadiversegroupof

high‑performingindividuals

In2022theOECDworkedoninitiativesinsupportofeachoftheseelements.AswithourHRStrategyandpeople‑relatedprocesses,theOECD’svaluesformthefoundationoftheD&IFramework.TheOECDStaffRegulationsandtheCodeofConductforOECDOfficialsdefineourvaluesandsetoutthestandardsandculturethatwestrivetopromoteandmaintain.Thesevaluesare:

Courtesy,

Dignity,Respect

andNon-

Discrimination

Loyaltyand

Independence

Impartiality

Tact,

Discretionand

Confidentiality

Integrityand

Accountability

2023AnnualDiversityandInclusionReport

Introduction|5

TimelineandMilestones

Wecontinuetomakeprogresstowardsdevelopingamorediverseandinclusiveworkplace,asindicatedbytheimportantmilestoneswehavealreadyachieved.Someofthesemilestonesincludeinitiativesfromstaff,playingacrucialroleincultivatinganinclusiveculture.

Figure1.2|TheOECD’sD&Ijourneyfrom2001to2022

Secretary‑General’sHRReformpackageidentifiedneedforgreaterdiversity

GenderActionPlanintroduced

InternCircleformed

GrouponParenthoodformed

RankedtoptierinWorkplace

PrideGlobalBenchmark

FirstexternalpublicationoftheD&IReport

Guidanceontheuseofgenderpronounspublished

AppointmentofGenderandDiversityChampion

FirstERG‑ledinternalraceandinclusionevent

2001

2007

2009

2014

2016

2017

2018

2019

2020

2021

2022

GLOBEfoundedtopromotethe

inclusionofallsexualorientationsand

genderidentities

FirstD&Ireportpublished

Women’sNetworkformed

FirstEDGE3AssessCertificationreceived

D&IFrameworkrolledout

SecondEDGEAssesscertificationreceived

DICEformedtopromotedialogueon

inclusion,culturaldiversityandequity

EDGEMoveandEDGEplusawarded

2023to2027firstOECDHRStrategyincludingD&Ipillar

EmployeeResourceGroups(ERGs)

DICE

Engageswithdiversemulticulturalcommunitiestofosteradiverseandinclusiveworkplace.

GLOBE

Acommunitywhereallsexualorientationsandgenderidentitiesarewelcome.

GrouponParenthood

Raisesawarenessofchallengesinbuildingafamily,aswellaspoliciesdesignedtomakeparenthoodcompatiblewithafulfillingcareer.

InternCircle

Aimedatenhancingtheinternshipexperiencethroughprofessionalandsocialevents.

TemporaryStaffNetwork

Engageswiththecommunityoftemporarystaffandprovidesaplatformtoexchange,socialiseandgrow.

Women’sNetwork

Informs,connectsandempowerswomentocontributetotheirdevelopmentandwell‑beingthroughwomen’sleadership,careermanagement,advocacyforchangeandsupport.

3EDGE:EconomicDividendsforGenderEquality:Acertificationforworkforcediversity,equityandinclusion

9|Insights

2023AnnualDiversityandInclusionReport

2|INSIGHTS

ThischapterexploresthecompositionoftheOECDworkforceincludingdemographicdataandstatisticsrelatingtodifferentaspectsofdiversity.Specificallyitconsiders:EmploymentCategoryandGradeGroup,Nationality,GenderandAge.

Withintheseareas,weconsiderheadcount,appointments,mobility,turnoverandattrition.

TheOECDhasfiveemploymentcategoriesthataddressthedifferentstaffingneedsoftheOrganisation:

EmploymentCategory

Description

Unclassifiedstaff

ThisincludestheSecretary‑General,DeputySecretaries‑GeneralandExecutiveDirectoroftheInternationalEnergyAgency.

Officials

GradesB,CandL

BCL

ManagetheOECD’ssupport,technicalandlinguisticcorporateactivities.

GradesA1toA4

A1‑A4

Directlyinvolvedinpolicyanalysisandcorporatefunctions,producingkeyoutputsinlinewiththeProgrammeofWorkandBudget.

GradesA5toA7

A5‑A7

OfficialsinExecutiveLeadershipfunctionswholeadandsteertheOECDtodeliveronitsmissionforMembers.

Temporarystaff

Appointedtomeetshort‑termneeds(e.g.specialisedworkorreplacementsforlong‑termleave).

Personsonloan

PersonsloanedtotheOECDonatemporarybasisbypublicorprivateinstitutionstocontributetotheexecutionoftheOrganisation’sProgrammeofWorkandBudget.

Interns

Studentsenrolledinanacademicinstitution,offeredashort‑termexperience.

BydelegatedauthorityfromtheSecretary‑GeneraloftheOECD,theExecutiveDirectoroftheInternationalEnergyAgency(IEA)isresponsibleforstaffingdecisionswithintheIEA.Forthisreason,selectedfiguresrelateonlytotheOECD,withIEAdatareportedseparately.

2023AnnualDiversityandInclusionReport

BreakdownofOECDOfficialsbygradegroupin2022:

BCL

A5‑A7

5.6%179

35.0%1125

A1‑A4

59.4%1910

6.4%238

4.8%179

2.3%

0.1%87

4

ThepercentageofOECDworkforcethatwereTemporarystaff,InternsorPersonsonloanin2022.TheyarekeytalentpoolsfordiverseandqualifiedfutureOfficials.

Insights|7

EmploymentCategoryandGradeGroup

Figure2.1.1|OECDworkforcebyemploymentcategoryin2022(IEAexcluded)

100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%

86.4%3214

OfficialsTemporaryInternsPersonsUnclassified

staffonloan

KeyTake-aways

•Consistentwithpreviousyears,gradeA1toA4Officialsaccountedforover50%oftheOECDworkforcein2022.

•StaffatExecutiveLeadershiplevelrepresented5.6%ofOECDOfficials.

•GradesB,CandLrepresented35.0%ofOECDOfficials.

•638Internsfrom38Membercountriesand214Temporarystafffrom36MembercountrieswereappointedtotheOECDandIEAthroughout2022,thoughgiventhedurationofinternshipsistypicallytwotosixmonths,theaveragenumberofinternsattheOECDatanyonetimeisless.

13.5%

8|Insights

2023AnnualDiversityandInclusionReport

A5‑A7

5.3%16

35.5%108

30%

59.2%180

OfficialsTemporaryInternsPersonsUnclassified

staffonloan

Figure2.1.2|IEAworkforcebyemploymentcategoryin2022

100%

90%

80%

70%

83.3%

304

BreakdownofIEAOfficialsbygradegroupin2022:

BCL

60%

50%

40%

A1‑A4

20%

5.8%21

3.3%12

10%

7.4%

27

0.3%

1

0%

KeyTake-aways

•Officialsaccountedfor83.3%oftheIEAworkforcein2022.

•GradesA1toA4represented59.2%,gradesB,CandLrepresented35.5%andgradesA5toA7accountedfor5.3%ofIEAOfficialsin2022.

TheIEAalsoprovidesseparatedetailedreportingonDiversityandInclusiontoitsMembersviastandardreportsintheIEACommitteeonBudgetandExpenditureandtheIEAGoverningBoard.

Insights|9

2023AnnualDiversityandInclusionReport

350

325

300

275

250

225

200

175

150

125

100

75

50

25

0

UK

Italy

Germany

Canada

Spain

Australia

Ireland

Japan

Mexico

Non‑OECDMember

Belgium

Denmark

Switzerland

Lithuania

CzechRepublic

Latvia

Estonia

Slovenia

CostaRica

Norway

Iceland

Korea

Luxembourg

Netherlands

Poland

Portugal

Hungary

Türkiye

Colombia

Greece

Sweden

NewZealand

Austria

Chile

Finland

350

325

300

275

250

225

200

175

150

125

100

75

4

8

10

7

8

50

25

0

19

22

10

11

12

13

14

14

863

27

43

46

49

26

292

28

31

32

32

126

32

121

35

37

IsraelSlovakRepublic

France

US

Nationality

Nationalitydiversityisanimportantdimensionofstaffdiversity.Withadiverseworkforcewecanensurethatouradviceisasfar‑reachingandrelevantaspossible.TheOECDhiresOfficialsfromour38Membercountriesaswellasindividualsfromnon‑OECDMembercountriesforcertain

ProgrammesandServices.

Figure2.2.1|HeadcountofOECDOfficialsbynationalityin2022(IEAexcluded)

53

257

243

195

111

98

8571

6564

KeyTake-aways

•AllOECDMembershavebeenrepresentedinthepopulationofOECDOfficialssince2013,orfromalateryearinthecaseofMembersjoiningafter2013.

•ThenumberofOfficialsfromnon-OECDMembercountrieshasreducedeachyearsince2019.

2023AnnualDiversityandInclusionReport

US

Italy

Australia

Germany

Ireland

Spain

Canada

Sweden

Japan

Türkiye

Colombia

Denmark

Mexico

Non‑OECDMember

Chile

Iceland

Norway

Austria

Korea

Poland

Greece

Hungary

Netherlands

Belgium

Portugal

70

60

50

40

30

20

10

0

70

60

50

40

30

20

10

1

1

1

0

65

KeyTake-aways

•TheIEAismadeupof31Membercountries,24ofwhichwererepresentedinthenationalitiesofOfficialsin2022.

•TwoOfficialsfromnon-OECDMembercountriesworkedattheIEAin2022,inlinewithIEAGoverningBoardagreements.

ThenumberofIEAMembercountriesrepresentedamongIEAOfficialsin2022.

1

2

2

2

2

3

France

UK

3

40

4

31

4

30

5

19

5

16

5

15

15

Finland

3

6

6

8

9

10|Insights

Figure2.2.2|HeadcountofIEAOfficialsbynationalityin2022

AlthoughChile,ColombiaandIcelandareOECDMembersandnotpartoftheIEA,OfficialsfromOECDMembercountriescanbeappointedasOfficialsintheIEA.

24

2023AnnualDiversityandInclusionReport

US8%

UK10%

5%

63.

France32%

Insights|11

Nationality|Headcount

Figure2.2.3|ProportionofOECDOfficialsgroupedbythehighesttolowestheadcountfrom2013to2022(IEAandnon-OECDMembersexcluded)

ThisfiguregroupsnationalsofMembersbytheirrespectiveheadcountin2022.

2022

US8%

Italy

8%

UK9%

58.7%

Germany6%

France

27%

17.2%

9.0%

5.7%

4.6%

2.6%

2.2%

2018

Italy

7%

Germany6%

16.4%

8.0%

4.3%

4.2%

2.0%

1.6%

2013

US

8%

UK12%

Italy6%

68.1%

Germany5%

France

37%

15.2%

7.8%

2.7%

3.7%

1.1%

1.4%

France

Canada

Mexico

Portugal

NewZealand

Finland

CzechRepublic

UK

Spain

Belgium

Hungary

Sweden

SlovakRepublic

Latvia

US

Australia

Korea

Türkiye

Austria

Israel

Estonia

Italy

Ireland

Netherlands

Colombia

Chile

Switzerland

Slovenia

Germany

Japan

Poland

Greece

Denmark

Lithuania

CostaRica

Norway

Iceland

Luxembourg

KeyTake-aways

•Thetrendfrom2013to2022indicatesawiderdistributionofnationalitiesrepresentedintheOfficialpopulation.ThisisalignedwiththemandateofnationalityrepresentationoftheOrganisation.

•In2022,58.7%ofOECDOfficialswerenationalsoffivecountriescomparedwith68.1%in2013.Therelativeproportionofallothergroupshasincreasedoverthetenyearperiod.

12|Insights

2023AnnualDiversityandInclusionReport

%ofappointments

17%

15%

13%

11%

9%

7%

5%

Nationality|Appointment

Figure2.2.4|ShareofappointmentsofOECDOfficialswithnationalitiesofthe20Membercountrieswiththelowestheadcountin2022,from2013to2022(IEAexcluded)

19%

17.8%

7.7%

2013201420152016201720182019202020212022

KeyTake-aways

•704OfficialsintotalwereappointedattheOECDin2022.

•Progresshasbeenmadeinimprovingnationalitydiversitysince2013.Thepositivetrendinappointmentsfromabroaderrangeofnationalitieshascontinuedinto2022.

•In2022,forthefirsttime,over50%ofOfficialsappointedattheOECDwereofnationalitiesotherthanthefiveMemberswiththehighestheadcountinthatyear.

WhatisanappointmentattheOECD?

Appointmentsaccountfornewhiresandpromotionsofcurrentstaff,includingTemporarystaffandInterns.Appointmentscanbetheresultofastandardcompetitiveorsimplifiedselectionprocess.Inaddition,theStaffRegulationsindicatethattheOECDSecretary‑Generalmayappointcertainstaffmembersbydirectselection,withouttheneedofacompetitiverecruitmentprocess.

2023AnnualDiversityandInclusionReport

NonOECD

Member

US

Türkiye

Spain

Canada

Mexico

Germany

UK

Colombia

Portugal

Greece

Korea

Australia

Chile

Belgium

Poland

Japan

12%

11%

10%

9%

8%

7%

6%

5%

4%

3%

2%

1%

0%

Israel

Lithuania

SlovakRepublic

Latvia

NewZealand

Norway

CzechRepublic

Slovenia

Luxembourg

Estonia

Iceland

Switzerland

Finland

Netherlands

Ireland

Austria

Sweden

CostaRica

Hungary

12%

11%

10%

9%

8%

7%

6%

5%

4%

3%

2%

1%

0.1%0.1%

0%

0.1%0.3%

0.3%

0.3%

0.3%

21.4%

1.4%

0.4%

0.4%

0.5%

0.5%

Denmark0.5%

0.6%

0.6%

11.1%

0.6%

0.7%

0.7%

0.9%

4.7%

1.1%1.2%

3.9%

3.6%

3.0%2.3%2.2%2.0%1.8%

France

‑

Italy

9.1%

6.0%

5.7%

1.0%

4%

4.

1.4%

1.5%

3.2%

Insights|13

Figure2.2.5|PercentageofexternalapplicationstoA-gradevacanciesin20224(IEAexcluded)

KeyTake-aways

•TheOECDreceivedapplicationsfromallMembercountriesin2022.MembersthathaveahigherheadcountofOfficialsalsotendtohaveahigherapplicationrate.

•IncreasingthenumberofapplicationsiskeytoincreasingtherepresentationofOfficialsfromaMembercountry.

4ExternalapplicationsforA‑gradevacanciesarecountedbasedontheyearanofferwasmade,notnecessarilytheyeartheapplicationwasmade.

2023AnnualDiversityandInclusionReport

Israel

SlovakRepublicChile

HungaryLuxembourgAustria

Korea

NewZealand

Slovenia

Denmark

Finland

Iceland

Ireland

Poland

Türkiye

BelgiumNon‑OECDMember

Sweden

Netherlands

PortugalMexico

Australia

Spain JapanCanada

Italy GermanyUnitedStates

UnitedKingdom

bynationality

2018,

by

Colombia,

(excludingIEA)

France

TheincreaseinMembercountriesrepresentedatExecutiveLeadershiplevel(gradeA5toA7)since2018.

14|Insights

Nationality|Headcount|ExecutiveLeadership

Figure2.2.6|NationalityofOECDExecutiveLeadershiplevel(A5toA7)Officialsfrom2018to2022(IEAexcluded)

CostaRica

Key

2018

2020

2022

Take-aways

•In2022,theExecutiveLeadershipteamwasthemostdiversein

Key

ourhistory,withstafffrom30outof38

•In26outof36Memberscountries

MembersrepresentedattheOECD.

wererepresentedatthislevel.

•TherearecurrentlynoExecutiveLeadershiprolesheldnationalsof

CzechRepublic,Estonia,Greece,Latvia,

the

Lithuania,NorwayorSwitzerlandatthe

OECD

0102030

+4

2023AnnualDiversityandInclusionReport

US

2

UK

Türkiye2

Netherlands2

Italy2

Germany

2

France2

1

Australia

2

1Slovenia

1SlovakRepublic

1Poland

1NewZealand

1Finland

1CostaRica

1Canada

1Belgium

12

outof36Members

Denmark2

Japan3

+8

Insights|15

Nationality|Appointment|ExecutiveLeadership

Figure2.2.7|NationalityofOECDExecutiveLeadershiplevel(A5toA7)appointmentsin2022(IEAexcluded)

1Spain

1Sweden

Typeofrecruitmentprocedurefor

ExecutiveLeadershiplevelappointments

in2022(IEAexcluded)

100%

50%

0%

Standardselectionprocedure|25(83.3%)Simplifiedselectionprocedure|2(6.7%)Directappointment|2(6.7%)Promotionin‑situ|1(3.3%)

NumberofMembercountriesrepresentedin

appointmentsatExecutiveLeadershiplevel

from2018to2022(IEAexcluded)

20

outof38Members

2022

2020

2018

KeyTake-aways

•In2022,30OECDExecutiveLeadershiproleswerefilledbystaffwith20differentMembercountrynationalities.

•AtExecutiveLeadershiplevel,83.3%ofrecruitmentsweremadeviaastandardcompetitiverecruitmentprocessin2022.

WehavestrengthenedcollaborationwithMemberDelegationsandincreasedthevisibilityofseniorvacancies,recognisingthatworkingtogetherenablesustoreachskilledandcompetentcandidates.

TheincreaseinMembercountriesrepresentedinExecutiveLeadershipappointmentsin2022comparedto2018.

2023AnnualDiversityandInclusionReport

3325

3190

3006

2773

3615

OECD

Member

countryworkforce

72

105

119

123

16|Insights

Nationality|CountryStatus

TheOECDCouncilhasdeterminedthatthefollowingProgrammesandServices,orspecificunitswithintheseProgrammesandServices,canappointnationalsofnon-

OECDMembersasOfficials:

•CentreforTaxPolicyandAdministration(CTP)

•DirectorateforFinancialandEnterpriseAffairs(DAF)

•DevelopmentCentre(DEV)

•EnvironmentDirectorate(ENV)

•FinancialActionTaskForce(FATF)

•InternationalEnergyAgency(IEA)

•InternationalTransportForum(ITF)

•NuclearEnergyAgency(NEA)

•StatisticsandDataDirectorate(SDD)

•SahelandWestAfricaClub(SWAC)

Figure2.2.8|HeadcountofOECDworkforcebyOECDMemberornon-Memberstatusfrom2014to2022(IEAexcluded)

Year

2022

2020

2018

2016

2014

107

Officials

60.8%

65

Non‑OECD

Member

countryworkforce

Ofthe107staffattheOECDin2022

whowerenotnationalsofanOECD

Member,distributionofemployment

categorywas:

Interns

8.4%

9

Temporarystaff

17.8%

19

Personsonloan

13.1%

14

KeyTake-aways

•Stafffrom35non-OECDMembercountriesaccountedfor2.9%oftheOECDworkforceand2.0%ofOECDOfficialsin2022,excludingtheIEA.

•Since2019,therehasbeenadecreaseinthenumberofstafffromnon-OECDMembercountries(from138in2019to107in2022).Thiscan,inpart,beexplainedbynewMembersaccedingtotheOECDsince2019astheirworkforcebecomesintegratedwithOECDMemberworkforceuponaccession.

2023Annua