Outcome TUN_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.

During the reporting year, the Conflict Cluster Office (CCO) provided several trainings and capacity development activities related to programme and operations functions for the staff, to increase performance awareness, promote a culture of accountability, advance their knowledge and further develop their skills to better manage programmes and integrate the organization’s overall strategic directions into implementation and operations. A challenge remained with 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. As a response, the office developed an online learning platform that contains standard operating procedures (SoPs), training materials, and induction sessions which supported the quick onboarding of newly recruited personnel, and technical support was provided to strengthen programme officers' capacities to deliver quality, results-based monitoring throughout the year, and to ensure institutional knowledge with current programmes.

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.

During the reporting year, s taff increased performance awareness, promoted a culture of accountability, and advanced their knowledge and further develope d their skills to better manage programmes and integrate the organization’s overall strategic directions into implementation and operations, as a result of trainings and capacity development activities related to programme and operations functions by the Conflict Cluster Office (CCO). A challenge remained with 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.

Progress was made towards this output. During the reporting year, s taff increased performance awareness, promoted a culture of accountability, and advanced their knowledge and further develope d their skills to better manage programmes and integrate the organization’s overall strategic directions into implementation and operations, as a result of trainings and capacity development activities related to programme and operations functions by the Conflict Cluster Office (CCO). A challenge remained with 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. As a response, the office developed an online learning platform that contains standard operating procedures (SoPs), training materials, and induction sessions which supported the quick onboarding of newly recruited personnel, and technical support was provided to strengthen programme officers' capacities to deliver quality, results-based monitoring throughout the year, and to ensure institutional knowledge with current programmes.

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 Tunisia advanced this target by fostering an inclusive and respectful workplace culture grounded in United Nations values, promoting diversity, equity, and staff wellbeing. Through transparent recruitment, performance management, capacity-building initiatives, and a strong focus on ethics and accountability, the office strengthened staff engagement, enhanced performance, and positioned itself as an employer of choice with a motivated and high-performing workforce. 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. Efforts to promote diversity were reinforced through the recruitment of a UN Volunteer (UNV) with a disability, contributing to a more inclusive workplace environment.