It is a challenge to actually increase the percentage of immigrants working in the municipal organs, particularly on higher levels. Without positive action and multiculturalisation projects, changes don’t occur. There is a tendency of managers to choose for applicants that look similar to themselves, which is why it is difficult to convince them that hidden and unintended discrimination takes place.

The municipal administration profits by getting access to an increasing pool of young employees and being able to become more diverse; employees profit by getting jobs; the public profits by getting better adjusted more diverse service.

Every year a target percentage is set for every (sub)department, related to the percentage of a group in the work force. Without positive action it is not possible to reach the target, so both when hiring staff and when choosing whom to give a higher position, preference is given to women, immigrants and disabled. Existing rules within the administration, like choosing internal candidates first, are avoided by requiring a specific multicultural profile for the applicants.

In the period 2001-2006 the total percentage of immigrants in the total municipal work force has remained more or less the same, namely 22%. The target for that period of 27% was not reached in 2006, so the new target in 2007 is again 27%.

Results are published in annual reports on staffing.

Regular fund of the municipal of Amsterdam.