Planned Budget (Total)
Other resources (non-core)
Country Indexes
outcome XM-DAC-41146-RAS_O_4
UN-Women in the Arab States is an accountable and trustworthy development organization that manages its financial and other resources with integrity and in line with its programmatic ambitions and fiduciary obligations
Achieved
outcome XM-DAC-41146-RAS_O_5
UN Women in the Arab States effectively leverages and expands its partnerships, communications and advocacy capabilities to increase support for and financing of the gender equality agenda, while securing sustainable resourcing for the delivery of its own mandate
In 2024, ROAS successfully mobilized around six million USD for Women’s Economic Empowerment (WEE) and Women, Peace, Security, and Humanitarian Action (WPSHA) through strategic partnerships with key donors, including GIZ, Japan, Spain, BMZ, Norway, the EU, Austria, and Netherlands. 2024 too marked a significant year in securing financing for GEWEEW , with commitments of a potential 150 million USD from international financial institutions (IFIs) under the Surging Women’s Employment Initiative (SWEI). This commitment is largely driven by a historic partnership between UN Women and the Islamic Development Bank (ISDB), the first of its kind for both organizations, and the African Development Bank (AfDB). In Tunisia the Bank Tunisienne de Solidarite is also engaged to provide 50 million USD. T he first of its kind, the UN Women - IsDB MOU outlines not only distinct countries for collaboration, but also initial thinking on how the Arab States can surge women employment by 5 percent before 2030. The MoU provides an ambitious, yet feasible initiative of accelerating women employment in the region, which the region urgently needs. In less than a year, three main milestones were achieved: A solid roadmap for joint collaboration, with crystallized roles and responsibilities. A joint scoping mission to Tunisia, which resulted in a tripartite partnership between IsDB-UN Women-AfDB on an extensive support architecture for women enterprises to be established and grow. Based on the positive developments in Tunisa, plans for similar joint missions to Jordan, Morocco and Egypt, as these four countries together constitute the first group to roll out this ambitious Flagship Initiative. UN Women will contribute to the grant element of the joint financing framework. Meaning that while IsDB-ISFD contributes to the concessional loan component (100 million dollars each) through its flagship HOPE (Harvesting Opportunities for Poverty Eradication) Finance Program, UN Women (through new contributions from amongst others the European Union), will be able to support the Governments through a smaller grant component that provides technical assistance and training to the Bank and women entrepreneurs (in existing and new jobs) in the Green sector. In this reporting period, the UN Women continued capitalizing on its partnership with CNN Arabic by renewing the MOU for another year and agreeing on a workplan for 2025. CNN Arabic supported the office with the wide dissemination of the Gaza Gender Alert collaterals and the 16 days of activism flaghsip launch of the flagship Femicide report . With ITP the unit realigned it plan to fit the communication startegy of the Women Employment in the Green, STEM and Care Economy Flagship Initiative by securing new titles where regular articles, interviews and op-ed will be published in 2025.
outcome XM-DAC-41146-RAS_O_6
UN-Women strategically plans for and transforms its business model to deliver impact at scale, through agile and ethical leadership rooted in a continuous improvement culture.
In 2024, as part of ROAS commitment on learning & development, and to enhance overall well-being, resilience of the staff during challenging times, several initiatives were implemented including leadership and psychosocial support sessions. These initiatives also provided tips and resources for supervisors (as they lead teams during uncertain times). In all-staff meetings hosted by RD and DRD, led engaging discussions on; “Personal use of social media: how is my online behaviour?” (also part of the global leadership dialogue) Provided a platform for colleagues to share their reflections in relation to the crisis particularly in Gaza & UNW’s response, impact on the UNW mandate & how to support our colleagues in oPT. Leadership dialogue (April) Conducted sessions led by DRD with thematic leads & senior leadership teams on social media, ethical leadership and sharing perspectives within the realms of the communication/social media policy. For example, session on “pushing forward on the pushback” { how does the global situation reflect in the Arab Region{ Well-being and Resilience During Uncertain Times & Supervisor Session (April): This session aimed at supporting colleagues/supervisors navigate life and workplace during uncertain times (colleagues expressed considerable stress level due to the ongoing crisis in the region). Facilitated by the UNW Staff Counsellor. Ethics Workshop facilitated to RO and Egypt CO by UNW Ethics Advisor (July) 4 personnel completed CIPS training (July) Psychosocial sessions; Facilitated by the Regional CISM Counsellors (September). Facilitated by UNW counsellor (Positive Communication in the Workplace (October). UN Emerge leadership programme for emerging women leaders (a 9-month programme where participants are paired with a mentor and executive coach combined with online workshops. Two colleagues nominated to participate (October). UNW Workplace Relations Advisor Field Mission/HRBP (Nov): Facilitated sessions (at the staff annual retreat and the senior leadership management retreat) focused on stress management, developing an understanding of work-related conflict—its sources, impact in the workplace, and strategies for addressing it. Additionally, the session explored how to manage difficult conversations, including those related to underperformance.
outcome XM-DAC-41146-RAS_O_7
With its unique and inclusive culture, UN Women is an employer of choice in the Arab States with a diverse and highly performing cadre of personnel that embodies UN values.
In 2024, as part of ROAS commitment on learning & development, and to enhance overall well-being, resilience of the staff during challenging times, several initiatives were implemented including leadership and psychosocial support sessions. These initiatives also provided tips and resources for supervisors (as they lead teams during uncertain times). In all-staff meetings hosted by RD and DRD, led engaging discussions on; “Personal use of social media: how is my online behaviour?” (also part of the global leadership dialogue) Provided a platform for colleagues to share their reflections in relation to the crisis in Gaza & UNW’s response, impact on the UNW mandate & how to support our colleagues in oPT. Leadership dialogue (April) Conducted sessions led by DRD with thematic leads & senior leadership teams on social media, ethical leadership and sharing perspectives within the realms of the communication/social media policy. For example, session on “pushing forward on the pushback” { how does the global situation reflect in the Arab Region{ Well-being and Resilience During Uncertain Times & Supervisor Session (April): This session aimed at supporting colleagues/supervisors navigate life and workplace during uncertain times (colleagues expressed considerable stress level due to the ongoing crisis in the region). Facilitated by the UNW Staff Counsellor. Ethics Workshop facilitated by UNW Ethics Advisor (July) Psychosocial sessions; Facilitated by the Regional CISM Counsellors (September). Facilitated by UNW counsellor (Positive Communication in the Workplace (October). UN Emerge leadership programme for emerging women leaders (a 9-month programme where participants are paired with a mentor and executive coach combined with online workshops. Two colleagues nominated to participate (October). UNW Workplace Relations Advisor Field Mission/HRBP (Nov): Facilitated sessions (at the staff annual retreat and the senior leadership management retreat) focused on stress management, developing an understanding of work-related conflict—its sources, impact in the workplace, and strategies for addressing it. Additionally, the session explored how to manage difficult conversations, including those related to underperformance. 4 personnel completed CIPS training. Compliance continues to be a priority area for ASRO and this is demonstrated in completion of the SEA certification & mandatory Courses that consistently meets the global target. PMD progress for 2024 will be reported in the upcoming quarter.
outcome XM-DAC-41146-RAS_O_8
UN Women efficiently and effectively discharges of all business processes that advance integrated delivery of its mandate at HQ, Regional and Country levels, including through shared services.
Staff more efficiently and effectively discharge all business processes that advance integrated delivery of UN Women's mandate at HQ, Regional and Country levels, including through shared programming as a result of several key activities taken during 2024. Specifically, ROAS: 1) Institutionalized the general service tracker to track signatures to further streamline requests for RO management. 2) Trained X staff on procurement and operations. 3) Hired surge support for operations related to humanitarian crisis in Gaza and Lebanon. 4) Established operations clinics on a weekly basis to unlock operational bottlenecks.Showing 6 - 10 of 10