In this Impactpool Podcast, we learn about Daiga’s career path, from private to public, and we focus on recruitment and selection, employee welbeing and personal development at the ICC.
Daiga's journey to her current role is a good example of a diverse path that can lead to a career in international organisations. Originally aspiring to be a doctor, she found her calling in HR after studying psychology and working in various sectors. Her transition from the private sector in Latvia to the ICC in The Hague gives us an insight into what such a transition can be like.
As the ICC faces the challenge of efficiently processing nearly 30,000 applications annually for about 200 openings, we discuss how that is currently working for them, and if, and how, AI can potentially assist them in the future. Especially in this sector, the concern of security and potential bias is one that needs to be carefully looked at.
“…it's also about the written tests, where we test candidates' technical skills, are they actually tailored for diversity?
And I think that's a discussion and question we need to have. And I'm sure also in the UN and other organizations it starts to happen; are there maybe other ways how to assess candidates? The business environment is going to skills-based assessments. So are we going in that direction too? Is competency-based interviewing still the best way or there are maybe some other ways?
I think that's a discussion which in the near future we will need to have not only because of AI, but also because of new generations which are joining our workforce. And it's a different way of communication.”
We also delve into the importance of diversity and inclusion in the ICC's workforce. Daiga highlights the need to analyze applicant pools to ensure representation from all geographical regions and genders, acknowledging that while application numbers may look balanced, actual staff representation might differ…
Looking at employee well-being the court has implemented various support systems, including counseling services, flexible working arrangements, and regular staff engagement surveys.
But what can you do as a leader to ensure that the wellbeing of staff, and their development is crucially supported? Daiga's approach to team management reflects her philosophy on personal development:
“…for me, it goes back to this wish and need to help or be in use. Like, okay, I'm not a doctor, but I find my way how I can help people and help organizations.”
We hope you will enjoy this podcast that explores the balance between maintaining high professional standards and fostering a supportive, diverse work environment in the pursuit of global justice!