Plans and Programmes
The following plans and programmes guide NATO’s overarching diversity, inclusion and accessibility agenda.
Diversity, Inclusion and Accessibility (DIA) Action Plan
The NATO DIA Action Plan sets out policies and practices to promote the development of a diverse and inclusive workforce, and leverages differences to achieve organisational goals. NATO takes proactive and measurable steps to ensure all staff members are treated fairly and respectfully and are given equal access to opportunities and resources. In December 2023, the North Atlantic Council – NATO’s principal political decision-making body – approved the 2024-2030 DIA Action Plan for the International Staff at NATO Headquarters in Brussels, Belgium. The Action Plan serves as a roadmap to guide organisational efforts that improve diversity, equality and inclusion, and promote cultural change.
Gender Balance and Diversity Task Force
The Gender Balance and Diversity Task Force was established according to the mandate agreed by member countries at the 2002 Prague Summit. The Task Force works to coordinate policies, identify barriers and promote activities to build a diverse and inclusive workforce in the IS and civilian IMS workforce.
Under the direction of the Deputy Secretary General, the Task Force started work in February 2003. The first report proposed an original Action Plan, which was noted by Foreign Ministers on 2 June 2003. In consultation with national delegations, the IS and the IMS, the Task Force defined four guiding principles for actively pursuing a diversity policy at NATO Headquarters:
- Ensuring fairness in recruitment and promotion;
- Ensuring the high quality of NATO personnel;
- Respecting the diversity of all Alliance members;
- Agreeing only to set goals and use methods that embody a reasonable challenge.
The Task Force recommended a pragmatic approach with achievable goals. They focused on diversity issues that could be objectively defined and started their work by addressing the question of gender balance. They agreed no quotas would be set since recruitment in NATO is merit-based, and proposed the following objectives:
- To increase the overall number of women employed in the IS;
- To increase the overall number of women applying;
- To increase the overall number of women in managerial positions.
Staff Resource Groups
NATO’s first Staff Resource Group (SRG), PROUD@NATO, was officially established in 2020 to further LGBTQ+ perspectives at NATO. NATO’s SRGs provide opportunities for personal and professional development through mentoring, networking and community involvement. They also organise cultural engagement events to raise awareness for specific issues. At the first conference on LGBTQ+ perspectives in the workplace hosted at NATO Headquarters on 19 March 2021, Secretary General Jens Stoltenberg stated that “Diversity and inclusion is at the heart of who we are and what we do… drawing on all resources and all experiences makes us stronger, and better equipped to face the future”. Since 2022, other SRGs have been created to support NATO’s diverse communities, including Elevate Diversity, Working Parents, GROW Young Professionals and Disability Inclusion.
Flexible work arrangements
NATO offers flexible working opportunities to improve work-life balance and create an environment where people can grow and thrive. This increases productivity, builds employee morale and improves overall staff member engagement.
NATO-wide Mentoring Programme
The NATO Mentoring Programme is designed to remove potential structural barriers while building bonds and connections across organisations and generations to create a sustainable culture that is open, inclusive and non-discriminatory. NATO mentors help participants navigate the unknowns, identify new opportunities and innovative solutions, and develop professionally and personally.