BRPS commitments

The Brussels Regional Public Service is committed to implementing a sustainable development policy on a daily basis. Its administrations attach great importance to the sustainable nature of their activities, and are making ongoing efforts in the areas of mobility, waste and rational resource management. This approach is based on both the implementation of an ambitious strategy and awareness-raising initiatives, as well as the efforts and exemplary role played by each and every employee. This is why environmental advice is frequently circulated internally, why a company travel plan and an environmental strategy have been set up, and why regular initiatives are organised by the environmental team.

In December 2025, the Brussels Regional Public Service was once again awarded the ISO 14001:2015 certification for the environmental policy pursued by the Brussels Synergy-HR-Facilities, Brussels International and Brussels ConnectIT support administrations within the Iris Tower. This Environmental Management System reflects the service's ambitions to limit and mitigate our environmental impact on the ecosystem, and to continuously improve our environmental performance.

With the Iris Tower's award of the Ecodynamic Organisation Label in 2022, a certification granted annually by Brussels Environment, the Brussels Regional Public Service has taken another step forward in its sustainability policy. However, the existing structures and processes in this area continue: The quarterly analysis of environmental criteria for support services, information and awareness-raising initiatives, the application of new environmental directives, and ambitious decarbonisation targets will continue for as long as necessary.

Diversity is the variety of individuals – whether visible or not – in terms of gender, origin, age, sexual orientation, level of education or socio-professional category.

Reflecting society as a whole, the Brussels Regional Public Service's workforce is highly diverse. Making the most of this diversity helps us to create added value, both within and outside the service. It's important we ensure everyone has equal opportunities to enable diversity to express its full potential and flourish in the working environment.

Since 2005, the Brussels Regional Public Service has had a diversity charter, by which the Board of Directors, line management and all staff members affirm their commitment to promoting diversity and combating all forms of discrimination. This foundational document was revised at the end of 2020 to better respond to the challenges posed by diversity and non-discrimination and to reaffirm the importance attached to these principles.

The Brussels Regional Public Service's diversity policy is in line with its social responsibility and aims to combat discrimination and inequality. With a staff structure that is representative of the population as a whole, the Brussels Regional Public Service aims to reflect its environment.

To achieve this, a number of actions have been taken, in particular through the Opens in new windowequal.brussels department, to promote respect for the principle of equal treatment and non-discrimination:

• Encouraging women to apply for managerial positions;
• Promoting equality for all;
• Recruiting and integrating people with disabilities;
• A discovery course as part of the national DuoDay initiative;
• Collaborating with specialist services (Pool H, Aviq, Phare, VDAB) or associations (DiversiCom, Bataclan, etc.) in our recruitment processes;
• Implementing specific workstation adjustments;
• Recruiting and training low-skilled young people in partnership with Actiris;
• Fostering connections between those in junior and senior positions (pilot project involving 14 pairs over six to nine months);
• Ensuring that the composition of our workforce reflects the population of Brussels, in particular through anonymous internal surveys that enable us to adjust our objectives;
• Training public servants in contact with external customers to provide them with practical tools to better understand the diversity of the public;
• Integrating the gender dimension (gender mainstreaming) into all these actions in a cross-functional way.