Outcome LBY_O_4

With its unique and inclusive culture, UN-Women is an employer of choice with a diverse and highly performing cadre of personnel that embodies UN values.

In 2025, UN Women strengthened its role as an employer of choice by cultivating an inclusive, respectful, and values-driven workplace that promoted diversity, equity, and staff wellbeing. Through fair recruitment practices, continuous capacity development, performance management, and strong ethical leadership, the organization enhanced staff engagement and performance while ensuring personnel consistently embodied United Nations values. In Libya, these commitments were reflected in concrete actions and compliance achievements during the reporting year. UN Women Libya personnel completed 100 per cent of required PMDs and mandatory trainings, and the Country Representative obtained year-end certification on Harassment, Sexual Harassment, Discrimination and Abuse of Authority. The office also maintained flexible work arrangements, prioritizing performance over presence to strengthen results delivery and reinforce personal accountability. Throughout 2025, several internal training sessions were conducted to strengthen staff competencies, including trainings on procurement, human resources, leadership, PRISM, Copilot, and other operational and management tools.

With its unique and inclusive culture, UN-Women is an employer of choice with a diverse and highly performing cadre of personnel that embodies UN values.

Progress has been made towards this output during the reporting year. Staff increased their performance awareness, promoting a culture of accountability, and advanced their knowledge and further developed their skills to better manage programmes and integrate the organization’s overall strategic directions into implementation and operations. This is a result of several trainings and capacity development activities on programme and operations provided by the Conflict Cluster Office (CCO). Newly recruited staff engaged in quick onboarding, as a result of an online learning platform that contains standard operating procedures (SoPs), training materials, and induction sessions, developed by the office. Additionally, programme officers developed their capacities to deliver quality, results-based monitoring throughout the year, to ensure institutional knowledge with current programmes, through technical support from the office. This is in response to challenges related to the high staff turnover due to unattractive salaries and lack of professional career development within the office, which led to operational and programmatic bottlenecks and the increased workload for ad-hoc temporary, in-house substitutes .

With its unique and inclusive culture, UN-Women is an employer of choice with a diverse and highly performing cadre of personnel that embodies UN values.

Staff increased their performance awareness, promoting a culture of accountability, and advanced their knowledge and further developed their skills to better manage programmes and integrate the organization’s overall strategic directions into implementation and operations. This is a result of several trainings and capacity development activities on programme and operations provided by the Conflict Cluster Office (CCO).