Outcome AFG_O_4

ACO nurtures an empowered workforce and advances an inclusive UN Women culture capable of delivering together in as a cohesive team able to adapt to the new and emerging operating context

ACO has nurtured an inclusive workplace where both international and national staff, regardless of gender or position, feel safe, respected and welcomed. In specific terms, UN Women continued to provide capacity building opportunities domestically and internationally, knowledge exchange through different platforms - in person and online for staff and partners to be able to support UN Women deliver on its mandate on gender equality and empowerment of women in Afghanistan. Given the increased number of new staff in the office, UN Women ACO conducted "Staff Retreat" for the first time in four years in December 2023 that provided space for staff to connect, reflect, and plan for the organization’s future, to strengthen understanding of UN Women's programming and operational principles and guidelines including to adapt to the new and emerging operating context. More importantly, psychosocial counselling and stress management services for staff have been provided on bi-weekly basis. The ban on national women staff working at the office has undoubtedly had a significant impact on their well-being. It has restricted their opportunities for professional growth, collaboration, and engagement with their colleagues. Furthermore, not being present at the office has limited their ability to actively participate in activities that require their presence, further impeding their professional development. In response to these challenges, the management at ACO has taken several steps to mitigate the adverse effects of the ban. Firstly, ACO have ensured that weekly meetings are conducted with thenational female staff. These meetings serve as a platform for open communication, feedback, and addressing any concerns they may have. It allows them to stay connected with the organization and maintain a sense of belonging, and to ensure immediate actions are taken to address any challenges they might face during working from home. Additionally, recognizing the impact on mental and emotional well-being, ACO has partnered with a reputable psychosocial support company (CIC) as well as taken advantage of the Rome Institute agreement. This collaboration allows the office to provide counselling services to its female staff, ensuring they have access to professional support when needed. ACO prioritize its staff mental health and strive to create a supportive environment for all our employees. Furthermore, ACO provided colleagues with necessary tools to enable them to work effectively from home taking into consideration the usual poor connectivity and cut off electricity. While these measures may not completely eliminate the challenges caused by the ban, ACO is committed to continuously exploring additional avenues to support our national female staff. Their contributions and well-being are of utmost importance , and the office is actively working towards finding sustainable solutions.

ACO nurtures an empowered workforce and advances an inclusive UN Women culture capable of delivering together in as a cohesive team able to adapt to the new and emerging operating context

ACO created an environment where an empowered workforce was nurtured. Sessions on stress management, standards of conduct, effective communication and fraud management were conducted, and this was testimony to the efforts towards ensuring cohesion in team spirit. Staff learning initiatives were also implemented and male only catch-up meetings with DCR-O and SR were conducted separately to ensure targeted feedback and awareness and fostering a zero tolerance to any form of abuse. In pursuant to the process of ensuring programme and personnel fit for purpose, ACO had initial consultations with HQ Change Management and RO towards the end of 2024. ACO proceeded with the analysis on HR and Financial resources to ensure proper alignment and rationalization, given the funding landscape. A temporary freeze of all new recruitments and partnerships have been affected pending the oncoming staffing and programming review scheduled for February 2025. Internal resourcing strategies being used to cover unit staffing gaps as much as possible, ensuring cross sharing of staffing across units.