Outcome GTM_O_4

Fostering an empowered workforce and promoting an inclusive UNW culture: With its unique and inclusive culture, UN Women is an employer of choice with a diverse and high-performing atmosphere that embodies UN values.

The UN Women Country Office in Guatemala has built over the years a highly specialized, diverse, efficient team of professionals committed to effectively supporting the fulfillment of UN Women's mandate. In particular, during the year 2023: All team members made and implemented a work plan that includes a training plan section. Likewise, they received continuous feedback and support throughout the year and their respective annual performance evaluation to encourage continuous improvement. The motivation of the UN Women Country Office team in Guatemala has been strengthened through varied activities to maintain a positive work environment, promote collaboration and improve staff commitment, among which the following stand out: (i) monthly meetings, (ii) a retreat that included the "Healthy Cultural Movement" workshop to consolidate the organizational culture, (iii). In addition, training on Time Use based on the "The 5 Choices to Extraordinary Productivity" methodology; and (iv) interagency mixed soccer tournament in September, where UN Women stood out for its messages of no tolerance for violence against women in sports. All of the above has contributed to motivation by promoting integration and strong teamwork within the organization. Adjustments are being implemented in the office's organizational structure during 2023-2024, as a result of the functional analysis carried out at the end of 2022. These adjustments seek to align contracts with identified needs, especially by leveling the salaries of SC staff in accordance with their functions and responsibilities. An increase in the DSA rate was made following a study by the Operations Management Team (OMT). This analysis identified that the per diem rate had remained unchanged in recent years and was insufficient, so the decision was made to update it. Finally, it is worth mentioning that in the last year, the staff of the Office in Guatemala experienced an increase of 45%, driven by the increase in available programmatic funds and the consequent need for more personnel for its implementation. This growth has created challenges in terms of available physical space. To overcome this challenge, within the framework of the interagency Operations Management Team (OMT) of the United Nations System (SNU), the possibility of establishing a new and larger joint location for several United Nations entities is being explored, in compliance with the "Common premises" requirement, it is expected that a new joint office will be achieved in 2024, where UN Women will have more space available.

Fostering an empowered workforce and promoting an inclusive UNW culture: With its unique and inclusive culture, UN Women is an employer of choice with a diverse and high-performing atmosphere that embodies UN values.

UN Women Guatemala has consolidated for years a highly specialized, diversified, and efficient work team committed to supporting the development of UN Women’s mandate efficiently, specifically during 2022 the following advances stand out: A permanent dialogue between the representative and the entire work team to encourage staff and provide advice. This has been sustained in the second half of the year through weekly individual meetings, biweekly coordination meetings, and biweekly technical and operational committee meetings. The knowledge of the UN Women Guatemala Country Office team in financial, administrative and audit processes was strengthened according to institutional guidelines, thanks to the strategic advice provided by the Operations Manager of UN Women in Ecuador. In particular, a process analysis was carried out to identify optimization and efficiency improvement points. As a result, training activities and guide instruments are being integrated to strengthen knowledge in the processes. A functional analysis of labor competencies in the UN Women Guatemala Office was carried out to have a better vision of the necessary adjustments in the work team to adapt the functions to the current and future context, which allows the country office to strengthen its governance. and work efficiently. All team members made and implemented a work plan which includes a training plan section. Likewise, they received continuous feedback during the year and their respective annual performance evaluation to encourage continuous improvement. Awareness of a healthy mind and the general mental well-being of the entire work team has been fostered, encouraging the active participation of the staff in workshops organized by headquarters on mental well-being. The continuity of the operation of the Country Office and the operations processes was guaranteed. An inclusive culture for Persons with Disabilities was promoted by supporting the implementation of the UNDIS Strategy led by the OCR. The following could be said in regard to the framework: (1) UN Women Guatemala signed the interagency commitment to guarantee the Rights of Persons with Disabilities, within the framework of the commemoration of the Day of Persons with Disabilities on December 2, 2022. (2) The inclusive communication campaign #ConVoz (#withvoice) was designed and implemented by interagency to promote the inclusion of Persons with Disabilities and prevention of violence against Women and Girls with Disabilities, a campaign led by UN Women in coordination with OHCHR, UNFPA, and OHCHR. (3) Participation in the training workshop on the incorporation of accessibility criteria in bidding processes and contracting of goods and services led by the interagency group Operations Management Team (OMT).

Result 4. Fostering an empowered workforce and promoting an inclusive UNW culture: With its unique and inclusive culture, UN Women is an employer of choice with a diverse and high-performing atmosphere that embodies UN values.

During 2024, the UN Women Country Office in Guatemala strengthened its Human Resources management , promoting an empowered, inclusive workforce aligned with organizational objectives . Among the year's key achievements are: An analysis of the organizational structure and current staff contract types was conducted to better align contracts with functions, improve working conditions, and consolidate a more robust structure. Recruitment processes were accelerated, enabling the hiring of four new team members, including the designation of a Human Resources Focal Point. Personnel management was carried out, including: (i) Review and approval of 2024 work plans for each team member; (ii) Monitoring of contracts requiring renewal, ensuring evaluations were conducted in a timely manner; (iii) Mid-term evaluations for Fixed-Term Appointment (FTA) contracts; and (iv) Bilateral meetings and feedback sessions with the team to promote continuous improvement and identify needs. Staff capacities were strengthened through training processes, including: (i) Stress and Anxiety Management workshop organized by the Department of Safety and Security (DSS), with the participation of four staff members; (ii) Interagency workshop on United Nations values, which resulted in the development of visual materials to strengthen organizational culture, to be disseminated in 2025 as part of the work plan; (iii) Workshop on Disability Inclusion from a Human Rights Approach (organized by UNOPS); (iv) Regional Project Management Training, where six staff members enhanced their skills in results-based project management and later presented a proposal to optimize processes in 2025; and (v) Procurement training process for operations staff. The Inclusive Procurement Guide was reviewed, including the checklist, as part of the interagency working group actions within the UN System (UNS) for the Disability Inclusion Strategy (DIS).

Result 4. Fostering an empowered workforce and promoting an inclusive UNW culture: With its unique and inclusive culture, UN Women is an employer of choice with a diverse and high-performing atmosphere that embodies UN values.

During 2025, the UN Women Country Office in Guatemala comprehensively strengthened human resources management, internal leadership, operational efficiency, and inclusion, consolidating enabling conditions for staff performance and the fulfillment of the institutional mandate. The main achievements of the year included the following: Comprehensive talent management and professional development of staff were strengthened, ensuring more stable working conditions, career growth pathways, and systematic performance management within the Country Office, through: (i) the improvement of staff contractual conditions by migrating contracts to the National Personnel Service Agreement (NPSA) modality, guaranteeing pension and leave entitlements without salary impact; and (ii) the strengthening of career development, internal mobility, and recruitment processes, through the hiring of two National Officer B (NOB) positions, the reclassification of one General Service 5 (GS5) administrative post to a General Service 6 (GS6) Administrative Associate position, the completion of the competitive recruitment process for the GS6 vacancy, and progress in the recruitment process for the National Officer C (NOC) Programme Specialist position. Institutional leadership, team cohesion, organizational culture, and staff well-being were strengthened by promoting respectful, collaborative, and inclusive leadership that places people at the center, fostering a culture that encourages work-life balance, open and transparent internal communication, and staff recognition, through: (i) the organization of an internal strategic analysis workshop that strengthened team dynamics, inter-area collaboration, and the active integration of project staff in territories with central-level teams, incorporating a joint analysis of the political and social context to guide Country Office actions; and (ii) the promotion of staff participation in the commemoration of United Nations System Staff Day, strengthening team belonging, collegiality, and motivation. Induction processes, continuous training, and performance follow-up for staff were strengthened through systematic monitoring of compliance with mandatory courses at least twice a month, the provision of institutional materials, and the coordination of training processes for all newly recruited staff, as well as the implementation and closure of the 2024 Performance Management and Development (PMD) process. Operational efficiency and the use of institutional resources were optimized through a detailed analysis of operational costs and alternatives for the use of physical office space. This process included the decision to pause the adaptation project of the ninth floor, the identification and analysis of relocation options that would provide adequate space for staff, and coordination with the Office of the United Nations High Commissioner for Refugees (UNHCR), which resulted in the formalization of the lease of the fifth floor effective January 2026 and the initiation of the adaptation process of the new facilities. These actions achieved cost reductions and improved physical conditions, in addition to an alliance with UNHCR that enabled cost optimization through a donation to UN Women of furniture, access systems, security cameras, and fire extinguishers. Administrative efficiency and asset rationalization were strengthened through progress in the establishment of inter-agency Long-Term Agreements (LTAs) for highly demanded services, such as hotels, and the initiation of the appraisal process for the auction of an official vehicle, after determining that transportation needs can be more efficiently covered through the use of the UN Mobility platform. Institutional commitment to disability inclusion was strengthened through: (i) support to the implementation of the United Nations Disability Inclusion Strategy (DIS), led by the Resident Coordinator’s Office (RCO), including the development and validation of the 2025 work plan with strategic partners and monthly monitoring of staff compliance with the mandatory course “Disability Inclusion: Building an Inclusive and Accessible United Nations”; and (ii) participation and technical contributions in national and inter-agency spaces, including financial support from UN Women and the active participation of two staff members in the national consultation workshops for the development of the National Policy on Persons with Disabilities, participation in the presentation of the Guidelines for the Participation of Persons with Disabilities in Consultation Processes, and the provision of inputs to the inter-agency document “Activities and Experience of United Nations System Agencies, Funds and Programmes in Guatemala on Disability Inclusion,” presented to the First Lady of the Nation.