Outcome 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.

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 2025, traditional learning and development initiatives were constrained by reduced resources & shifting organizational priorities. Instead, emphasis was placed on more cost-effective approaches including internal capacity-building, knowledge sharing opportunities, staff well-being mechanisms and tools coupled up with compliance activities. Throughout this period, the leadership team maintained regular engagement with personnel by convening monthly staff meetings, ensuring continued communication and dialogue. Performance Management webinar (January) PMD Focal point in collaboration with HRBP facilitated a PMD webinar and discussed the launch of PMD cycle, updates in PMD tool and Quantum features, shared best practices. Leadership dialogue (March) RD/DRD hosted thematic leads, senior leadership teams & personnel (during all staff meeting) on Navigating Outside activities. Fraud & Risk management training (March) Regional OM & ECO OM co-facilitated fraud & risk management training to regional personnel. Wellness Room Broadcast (May) This was an interagency session that launched “The Wellness Room Broadcast”, a new interactive discussion series dedicated to exploring our well-being and mental health. The series are hosted by the UNDSS Stress Counselor, together with one of the UNW certified Peer Helpers, creating a safe and engaging space to reflect, share, and learn practical tools for emotional resilience and self-care. Effective workplace relations resolution (July) Ombudsman specialists facilitated sessions & shared guidance, best practice and tools on effective approaches to resolve workplace issues. Additionally, they highlighted the various informal/formal mechanisms available. Roles/responsibilities of ombudsman. 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. One of the two colleagues nominated completed the programme (July). UNV informational Webinar (November) Session facilitated (to HR, OMs & thematic leads) by the UNV Regional Office for Arab States, provided better understanding of UNV services, various contract modalities, different levels/categories, roles and responsibilities (UNV vs UNW), UNV personnel administrative/contract management, best practices & FAQ. There are several running operations learning labs hosted on a weekly/bi-weekly basis including; Finance, ICT & Procurement Lab. HR conducted refresher sessions on; Consultants recruitment, Consultancy Policy and HR Focal Induction (refresher).

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.

Enhanced commitment to a positive organizational culture with focus on staff well-being continues to be a major priority for the region. This is demonstrated through; Implementation of Learning Plan in May/June 2023 that has led to more capacity & professional development (planned mission exposure/detail assignments:64% completed, career advancement: 2 national/1 international colleagues left to pursue higher international posts); Introduced flexible working arrangement that provide a work-life balance; Positive feedback from staff retreat held in September 2023 indicated improved levels of team cohesion and reduction in stress. A comparative stress level assessment conducted indicated reduced stress level; Stress Level 2022 2023 Moderate stress (normal stress level): 38% 33% Severe stress (cluster of heightened and extremely stressed): 47% 26%

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.

Massive investment in staff capacity building contributed to both reduction in high levels of stress and an impressive delivery in programme. Positive feedback from the staff retreat gave testimony to the improved levels of team cohesion and reduction in stress.