INTERPOL is committed to having a diverse and respectful workplace where all officials feel included, valued, and respected – regardless of their background, experience, gender, nationality, race, ethnic origin, religion, language, marital status, sexual orientation, age, disability, or socioeconomic status.
Attracting a diverse workforce forms a key part of the Organization’s Strategic Framework. In 2022, INTERPOL’s General Assembly voted to further prioritize diversity and inclusion to ensure the General Secretariat truly reflects its global membership of countries.
Geographical representation
There are around 130 nationalities among the staff at the General Secretariat at any one time – this represents two-thirds of our member countries. This diverse workforce is one of our key strengths.
Seconded officials, sent on detachment by a member country, bring new perspectives, expertise and experience to INTERPOL, and take this international policing experience back to their country when they return.
Some countries and regions remain non- or underrepresented; we are committed to increase further our geographical diversity and welcome applications from candidates of all member countries.
Gender balance
We believe that our workforce, and policing in general, must feature gender diversity at all levels.
Female officers generally make up 40-45 per cent of the Secretariat’s workforce and a quarter of our leadership positions. The majority of applicants for secondments, and for leadership positions at INTERPOL are male, so we strongly encourage qualified female candidates to apply for posts.
In some cases, financial resources are available to support secondments of female officers or officers from non-represented or underrepresented countries.