The municipality of Amsterdam has drawn up a plan Amsterdam Inclusieve Organisation. The plan is a clear dot on the horizon for the period 2015-2019 and thus sends a clear signal about the level of ambition of the municipality in terms of diversity and inclusion. Three main objectives for the municipality of Amsterdam in the period 2015-2019 have been formulated in the framework of the Inclusive Recruitment and Selection: 1. Committed to ‘inclusive leadership’: managers throughout the organisation contribute to an inclusive work culture, exploit differences as strength and promote an open working atmosphere in which everyone can optimally use their talent. 2. Promoting an inclusive working culture in all teams in the organisation, in order to stimulate creativity, innovation and better decision-making. We see a diverse composition of teams as a quality in itself, a necessity. 3. Recruiting, maintaining and expanding talented people from groups that are underrepresented in (parts of) the organisation. To this end, we use concrete targets (see annex) and look for innovative and (sometimes unorthodox) possibilities. In order to realise the third spearhead in the field of recruitment, conservation and growth, the consultancy firm IZI Solutions has been asked to support the municipality of Amsterdam. In this plan, the municipality of Amsterdam has set out a number of targets for diversity groups for the coming years (e.g. employees with a migrant background, young people). The practice shows that it is a challenge for the municipality of Amsterdam to attract the target groups, to allow them to flow and to retain them. Each target group has its own characteristics and thus brings with it its own challenges and added value. In order to achieve this added value, the current recruitment and selection process for both inflows and flows requires a recalibration where diversity independence is an important requirement.