outcome XM-DAC-41146-BRA_O_3

To enhance organizational effectiveness, with a focus on management of financial and human resources in pursuit of results

In 2023, UN Women Country Office in Brazil overcame organizational challenges to enhance operational effectiveness and managerial oversight posed by the Quantum implementation. Country Office personnel were able to make informed decisions on project management and delivery, as a result of their enhanced access to real-time data and information on finance, donor agreements and human resources. The CO is also 100 per cent complaint with security protocols and checklists as a result of their increased access to an updated Business Continuity and Crisis Management tool and increased knowledge on security. The overall CO utilization rate was 91.5 per cent (a decrease of 0.59 per cent in relation to 2022): non-core utilization rate was 85 per cent (a decrease of 5.57 per cent in relation to 2022) and core delivery was 98 per cent (an increase of 8.2 per cent in relation to 2022). The organization also focused on information management by overseeing the migration of digital folders to SharePoint, creating a new Intranet workspace, and migrating the CO website. This multifaceted approach to operational oversight aimed to establish a robust foundation for the organization's day-to-day activities. Also in 2023, CO personnel implemented actions outlined in the 2023 Inclusive and Empowered Workforce Action Plan as a reflection of the organization's commitment to fostering an inclusive work environment, where individual aspirations and development plans were acknowledged and recog nized. The CO's commitment to information security (InfoSec) and adherence to Security and Safety Compliance Survey systems persist, contributing to improved efficiency and InfoSec compliance in 2023. Furthermore, the seamless transition to the Business Continuity and Crisis Management Application underscores the CO's resilience. With the change in key Operations personnel, a proactive measure has been taken to provide additional training in May 2023. Personnel were able to review mandatory protocols and checklists for all roles as a result of enhanced capacities following trainings, ensuring a smooth transition and continued adherence to established standardise. Strategically positioning itself in the Common Back Office (CBO) proposal, the organization played a vital role in developing procurement, travel, human resources, ICT, and security strategies. Transparent communication about the progress of the CBO in Brazil was maintained, ensuring alignment and cooperation among key stakeholders. A significant milestone was also achieved through a new agreement with UNDP to operate within the Local Shared Service Centre (LSSC) framework, this collaboration elevated Information Technology (IT) services and systems. The result was a tangible improvement in control and efficiency throughout the organization in 2023. One of the noteworthy developments in 2023 was the establishment of the Programme and Operations Management Unit (POMU). This innovative unit integrated the CO Programme Management Support Unit (PMSU) and the Operations Unit, creating an integrated approach to organizational management. The POMU, piloted during the year, emerged as a promising practice. Its aim was to contribute significantly to UN Women's overall organizational effectiveness, aligning program management and operations within a unified framework. Specifically on risk management, the CO had increased capacity to address potential vulnerabilities as a result of the development and implementation of a comprehensive risk register and a Fraud Risk Assessment and mitigation actions. Finally, efforts were made to establish a Programme and Operational Management Unit, which engaged in fundraising activities and actively participated in forums such as the L-PAC to secure financial resources for sustainable revenue generation. The CO also followed up on all audit recommendations and is currently complaint. The organizational enhancements of 2023 have positioned the UN Women Country Office for continued growth and success, grounded in a resilient and impactful operational framework.

outcome XM-DAC-41146-BRA_O_4

To leverage partnerships and resources in support of UN-Women's mandate

In 2023, UN Women effectively leveraged partnerships and resources in support of its mandate through proactive engagement with the public and private sector, as well as civil society and traditional donors. UN Women Brazil made progress during the period in consolidating and expanding partnerships with companies through three main initiatives - the Unstereotype Alliance National Chapter (UA), the Alliance for Audiovisual and Women's Empowerment Principles (WEPS). UN Women worked to advance GEWE through Unstereotype Alliance in a sector with potential to change social norms. In this sense, 1000 professionals from four member companies had enhanced capacities to recognize and do not reproduce gender stereotypes in advertising as a result of their participation in trainings promoted by UN Women. Fifteen women undergraduate students had enhanced technical advertising capacities as a result of their participation in a pilot course implemented by UN Women in partnership with the Federal University of Pernambuco, the Pernambuco´s Catholic University and Cesar School (an innovation school focus on design and technology). It is expected that these young women join mid-level creative positions in advertising agencies as a result of their enhanced capacities, responding to a gap in their workforce reported by UA member companies on black, transgender and indigenous women, and women from states other than Rio de Janeiro and São Paulo, as the lack of diverse women reinforces stereotypes in campaign narratives. Also in the scope of the UA, advertising professionals, industry associations and media had enhanced access to information on the most recurrent stereotypes reproduced in Brazilian advertising as a result of the publication of the 11th edition of Representa Study, which showed a decrease of companies' efforts towards the elimination of harmful gender and race stereotypes in advertising. The research indicates that non-diverse teams, unconscious bias, lack of gender and racial literacy, low engagement, and limited commitment from top leadership in the diversity domain are the primary reasons for the decrease of disruptive ads pieces, in addition to the conservative wave that has politically influenced the country since 2018. In the scope of the Audiovisual Alliance, launched in 2022 in partnership with Instituto Mais Mulheres Lideranças do Audiovisual Brasileiro (an institute composed of women audiovisual professionals), four film producers developed an internal census on gender intersectional representation in their workforce as a result of their increased capacities on gender diagnosis. These increased capacities resulted from their access to a methodology developed by UN Women. These film producers' censuses showed a gap of women representation in high level (15.9 per cent) and mid-level positions (24.35 per cent) in the segment, and in general of women with disabilities (3.95 per cent), black women (30.19 per cent), as well as LGBTQIA+ people (1.39 per cent). The diagnosis, unprecedent in the audiovisual industry, is expected to guide the development of their gender action plans. Fifty professionals of the film industry also had increased access to the methodology as a tool for internal gender-intersectional diagnosis as a result of their participation in the 47th International Film Festival of São Paulo, where it was presented. Finally, the number of WEPs signatory companies increased from 696 in 2022 to 745 in 2023. In addition to that, 64 professionals from 39 companies had increased knowledge on WEPS implementation as a result of their participation in training sessions promoted by UN Women i n response to a knowledge gap identified by new signatory companies.