Outcome TUR_O_4

Ind.4 Nurturing an empowered workforce and advancing an inclusive UN-Women culture

In 2022, UN Women Türkiye Office successfully accomplished the recruitment of 10 personnel (2 Fixed-term staff members, 5 Service-Contract holders, 3 UN Volunteers) reaching a total number of 40 personnel. Considering the importance of nurturing an empowered workforce in the context of a growing office, the CO invested in a dedicated Human Resources Associate position which was filled in the third quarter of the year. 25 Special Service Agreements (SSAs) have been finalized. Diversity was an element considered in all recruitments during the reporting year. At the time of reporting, there are 10 ongoing recruitments (3 Fixed-term staff member, 5 Service-Contract holders, 2 interns) which are planned to be finalised during the first quarter of 2023. Timeline for staff (FTA and TA) recruitments followed as agreed in the selection strategy and in accordance with the UN Women Türkiye HR Standard Operationg Procedures. During the year, 7 personnel separated from the organization (1 Fixed-term staff member, 5 Service-Contract holders, 1 UN Volunteers). The practice of conducting exit interviews for separating staff was institutionalized in the office. All staff members have completed the mandatory trainings and Performance Management and Development (PMDs) on time. Furthermore, staff attended online trainings on new processes such as GST and QUANTUM, Communication, Stress Management, Negotiation, and Presentation skills under Business Operations Strategy (BOS). An all-staff retreat was held in September which received very positive reviews of staff as having contributed to stronger sense of team, improved morale and understanding of shared priorities and direction.

Ind.4 Nurturing an empowered workforce and advancing an inclusive UN-Women culture

In the reporting period, there has been progress in achievement of the output. Türkiye CO managed and strengthen significantly its human resources by hiring 1 IP (TA), 1 NO (FTA) 4 service contract personnel, 2 National UN Volunteers (Specialist and Expert), bringing the total number of new personnel to 8. A total of 21 Short-Term consultancy was also finalized. All staff completed mandatory training, with additional capacity-building through office learning sessions. Staff continued to benefit from flexible working arrangements with further revisions and improvements. As of December 31, 2024, there are ongoing recruitments for 6 FTA (2 NOA, 1 NOB, 1 G7, 2 G6), 5 SC (2 SB4,3 SB3), and 1 UNV positions. In addition, one reclassification request (G5 to G6) is pending for approval. Besides this, whole CSO team (5 NO and 3 GS staff) is transitioned to the phase-2 of the project. The teams have completed performance management and development reviews on time. Mandatory training completion was tracked using a specific timeframe and tracking table. As of December 31, 2024, all staff members have completed all mandatory training on time. In 2024, staff increased their capacity through internal and external trainings. Office-learning sessions became an integral part of the 2024 learning activities. These sessions covered a wide range of topics, from operational trainings (ERP systems, reporting) to emerging hot topics (ie AI and New Forms of Gender Based Violence, Men's and Boys Engagement on Gender Equality) and all organized with in-house capacity. During the last quarter of 2024, with the launch of ECALearn funds, 13 personnel benefitted from online and self-paced courses provided by UNSSC (Managing People and Performance for NOB, NOC, NOD levels, E-learning Path on Data Analytics for NOA and NOB levels). Also one Administrative Assistant attended the “Leadership Skills for Programme Support and Administrative Functions” blended training. For better use of ECALearn funds in 2025, detailed analysis of former learning surveys was supported with a 2025 needs analysis, Besides this, 4 Assistants attended CIPS 3 training in Istanbul and Operations Manager atternded the CIPS 4 training in Egypt. Lastly, completion of “UN Women Information Security Essentials”(Cyber Security Training) was ensured for all personnel. Türk iye Office continues to benefit from Flexible Working Arrangements. Ac cordingly, personnel have the right to request flexitime, compressed work schedules, telework, telecommuting, and scheduled breaks for external learning activities. Currently, 30 personnel are benefiting from the Flexible Working Arrangement System by submitting their FWA Request through GST.

Ind.4 Nurturing an empowered workforce and advancing an inclusive UN-Women culture

During the reporting period, the Türkiye Country Office continued strengthening its inclusive and values-driven workplace culture, demonstrating solid results in several key areas, including diversity-sensitive recruitment, leadership development, disability inclusion, and full compliance with corporate learning and performance management requirements. During 2025, five FTA, four NPSA and 21 SSA contracts issued. Additionally, 13 Service Contract holders were successfully transitioned to NPSA contracts as of 1 May 2025. Also, one FTA two NPSA and one National Youth recruitments were initiated in 2025, to be completed in the Q1 of 2026. Regarding the recruitments, budget shortfalls in 2025 required financial reorganization and temporary suspension of several positions, delaying recruitments pending confirmed funding. In parallel, specific vacancies faced delays due to limited availability of suitably qualified candidates, further slowing the selection process. These combined factors prevented full adherence to the timelines outlined in the selection strategy. Due to budget shortfalls, learning activities in 2025 were limited and focused mainly on group work. In line with its commitment to an inclusive and diversity-respecting workplace culture, UN Women Türkiye organized a full-day interactive internal group session on LGBTIQ+ inclusion to strengthen understanding of SOGIESC concepts, promote allyship, and embed LGBTIQ+ perspectives into everyday office practices. This initiative reinforced the Country Office’s ongoing efforts to advance respect for diversity across its internal culture, aligning with UN Women’s rights-based and intersectional approach to equality. Building on this commitment to fostering an inclusive, diverse, and learning-oriented workplace, group learning activities were further reinforced during the Team Building and Strategic Planning Workshop held in Q3, which brought together all staff for two days of interactive engagement and collective reflection. The workshop featured a series of targeted capacity-building sessions, including updates on UN Women Türkiye’s upcoming Strategic Note (2026–2030) , a Negotiation Skills module focused on practical techniques for achieving mutually beneficial outcomes, and a dedicated segment on Negotiating in Difficult Contexts using UN-agreed language . An interactive discussion on the “Manosphere” added a forward-looking lens on emerging socio-digital trends relevant to gender equality work. These thematic sessions were complemented by structured team-building exercises designed to strengthen trust, collaboration, and resilience across the office. Together, these initiatives deepened shared understanding of strategic priorities, enhanced individual competencies, and strengthened team cohesion, further positioning the office to deliver effectively on its mandate within an evolving operational landscape.

Ind.4 Nurturing an empowered workforce and advancing an inclusive UN-Women culture

In the reporting period, there has been progress in achievement of the output. Türkiye CO managed and strenghed significantly its human resources by hiring 15 new staff, completing 22 Short-Term consultants. All staff completed mandatory training, with additional capacity-building through 12 sessions. Staff continued to benefit from flexible working arrangements with further revisions and improvements, and private counseling sessions. During 2023, the UN Women Türkiye Country Office successfully recruited 3 Fixed-Term staff members (FTA), 7 Service-Contract (SC) holders, 4 UN Volunteers, and 1 intern, bringing the total number of new personnel to 15. A total of 22 SSA recruitments have been finalized. As of December 31, 2023, there are ongoing recruitments for 1 TA, 4 FTA, 5 SC, and 1 UNV positions, as well as 6 ongoing SSA recruitments. The teams have completed performance management and development reviews on time. Mandatory training completion was tracked using a specific timeframe and tracking table. As of December 31, 2023, all staff members have completed all mandatory training on time. In 2023, staff increased their capacity through a total of 12 trainings (7 external and 5 internal) and 1 UN Women Türkiye CO Orientation Day conducted by UN Women. The trainings include WSAT Women Security Awareness Training, Women Empowerment in Humanitarian Action Working Group -WEHA- Lessons Learnt, Team Counselling Session, Prevention of Sexual Harassment Training, Organizational Culture Training, BOS joint staff training "Communication skills", Learning sessions on Elections, Law 6284, CEFM, Earthquake Awareness and preparedness training, and Disability Inclusion + Accessibility Trainings. Additionally, staff participated in successful trainings on Digital Violence against Women in Politics and Digital Safety tips conducted in line with the Learning and Development Plan. The capacity of personnel was further supported through on-the-job coaching for new personnel in areas such as Quantum training, program management, event and travel management, as well as General Service Tracker usage. Türkiye Office revised the FWA System to ensure all staff members benefit from it. With the revised flexible working arrangement system, personnel have the right to request flexitime, compressed work schedules, telework, telecommuting, and scheduled breaks for external learning activities. Currently, 22 out of 44 personnel, which is 50% of the current employees, are benefiting from the Flexible Working Arrangement System by submitting their FWA Request, signed by their supervisors, to the HR Unit. Lastly, online private counseling sessions are provided to staff members who request them, with UN Women-appointed psychologists. The HR and OM teams work to provide confidential and successful support to staff. Additionally, regarding HR processes, updated SSA templates have been shared with staff, and an informative internal session on the SSA SoPs has been conducted, followed by a meeting focusing on further details of the SSA templates and the SSA Recruitment tracking table