Managing inclusiveness within the public service of Malta : employing EU and non-EU country citizens

Abstract

Although as years pass, it is becoming more common for employers to hire individuals with different cultural beliefs, in certain cases, employers fail to recognise the benefits of having an inclusive and diverse workforce. Factors such as prejudice and stereotypes towards certain racial or ethnic groups, whether conscious or unconscious, can lead to discriminatory practices in hiring. In recent years, many countries, including Japan and Austria, have begun to implement workplace diversity efforts that tend to handle each diversity strand with unique tailored legislation and regulations. Moreover, through further studies, the International Labour Organisation has identified workplace diversity initiatives as a tool that could aid in improving organizational agility and competitive advantage while also lowering legal hazards. Despite this, many organisations throughout the world are still confused of how to develop long-term and meaningful diversity and inclusion strategies. In this aspect, when compared to other employers, the public service is generally recognized to have a stronger reputation when it comes to inclusiveness. The notion that the public sector discriminates less is based on both formal and informal elements, such as regulations that require open and transparent recruiting processes, as well as values and traditions. Nonetheless, it is still questionable if the public service is being inclusive towards employees with diverse backgrounds and thus fully allowing itself to be better able to serve an inclusive workforce.