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RO : Regional Office MCO : Multi-Country Office CO : Country Office Presence UN Women provided support
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Output 4: Nurturing an empowered workforce and advancing an inclusive UN Women culture

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.

Our result highlights
our story Unique, inclusive and diverse culture image

Unique, inclusive and diverse culture

For the first time, the Strategic Plan 2022–2025 includes specific indicators on empowered people, encompassing human resources, operations, diversity and inclusion, and personnel safeguarding and well-being. 

UN Women’s continued active inter-agency engagement has included providing technical support to the United Nations system’s Chief Executives Board Taskforce on Sexual Harassment. This assisted in advancing a victim-centred approach, promoting behavioural change, measuring data and results, and enhancing cooperation.

Trainings expanded across the spectrum of personnel, including on workplace relations and standards of conduct, leadership development, 360-feedback reviews and coaching for 200 managers, and mainstreaming disability inclusion. The entity met its 2022 milestones for swifter recruitments and greater diversity.

our story Unique, inclusive and diverse culture image

Unique, inclusive and diverse culture

For the first time, the Strategic Plan 2022–2025 includes specific indicators on empowered people, encompassing human resources, operations, diversity and inclusion, and personnel safeguarding and well-being. 

UN Women’s continued active inter-agency engagement has included providing technical support to the United Nations system’s Chief Executives Board Taskforce on Sexual Harassment. This assisted in advancing a victim-centred approach, promoting behavioural change, measuring data and results, and enhancing cooperation.

Trainings expanded across the spectrum of personnel, including on workplace relations and standards of conduct, leadership development, 360-feedback reviews and coaching for 200 managers, and mainstreaming disability inclusion. The entity met its 2022 milestones for swifter recruitments and greater diversity.

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4

Organizational Output indicators in 2022

SP_O_4A
Average time to select a candidate/complete a recruitment process (Desk Review)
Achievement against 2022 milestone
100%
2022 Result (annual) 15 weeks
2021
Baseline
16 weeks 16 weeks
2022
Milestone
15 weeks 15 weeks
Result
15 weeks 15 weeks
2023
Milestone
15 weeks 15 weeks
Result
- -
2024
Milestone
15 weeks 15 weeks
Result
- -
2025
Target
14 weeks 14 weeks
Result
- -
SP_O_4B
Percentage of senior managers (P5 Heads of office and above) that participate in corporate surveys and leadership programmes within their first 2 years in position (Desk Review)
Achievement against 2022 milestone
118%
2022 Result (annual) 94%
2021
Baseline
35% 35%
2022
Milestone
80% 80%
Result
94% 94%
2023
Milestone
85% 85%
Result
- -
2024
Milestone
90% 90%
Result
- -
2025
Target
95% 95%
Result
- -
SP_O_4C
Percentage of all International Professional staff (P1 to D2) from programme countries (Desk Review)
Achievement against 2022 milestone
103%
2022 Result (annual) 47.2%
2021
Baseline
45.7% 45.7%
2022
Milestone
46% 46%
Result
47.2% 47.2%
2023
Milestone
46.3% 46.3%
Result
- -
2024
Milestone
46.7% 46.7%
Result
- -
2025
Target
47% 47%
Result
- -
SP_O_4D
Extent to which personnel perceive UN Women to empower, engage and nurture their workforce in order to strengthen inclusive culture (Desk Review)
Achievement against 2022 milestone
94%
2022 Result (annual) 50%
2021
Baseline
50% 50%
2022
Milestone
53% 53%
Result
50% 50%
2023
Milestone
55% 55%
Result
- -
2024
Milestone
58% 58%
Result
- -
2025
Target
60% 60%
Result
- -
SP_O_4E
UN Women has: A) Certified to the Secretary-General and the UN Women Executive Board that it has reported all allegations of Sexual exploitation and abuse (SEA) that have been brought to its attention and has taken all appropriate measures to address such allegations, in accordance with established rules and procedures for dealing with cases of staff misconduct; B) Developed a sexual harassment action plan using a victim-centered approach for their actions and provided a report on the actions taken to their respective governing bodies. (Desk Review)
Achievement against 2022 milestone
100%
2022 Result (annual) Yes
2021
Baseline
Yes Yes
2022
Milestone
Yes Yes
Result
Yes Yes
2023
Milestone
Yes Yes
Result
- -
2024
Milestone
Yes Yes
Result
- -
2025
Target
Yes Yes
Result
- -
SP_O_4F
Percentage of UN Women female staff among international professional and national staff - All international professional staff: i. P-1, ii. P-2, iii. P-3, iv. P-4, v. P-5, vi. D1 and above; All National Officers: i. National Officer-A, ii. National Officer-B, iii. National Officer-C, iv. National Officer-D, v. National Officer-E (Desk Review)
QCPR 3.6.7 3.6.8 3.6.9
No aggregate value
Please click this icon for detailed disaggregated reporting under this indicator.
Baseline
- -
SP_O_4G
Percentage of the relevant indicators from the UNDIS accountability framework where UN Women has met or exceeded the standard (Desk Review)
QCPR 1.4.28
Achievement against 2022 milestone
98%
2022 Result (annual) 50%
2021
Baseline
50% 50%
2022
Milestone
51% 51%
Result
50% 50%
2023
Milestone
52% 52%
Result
- -
2024
Milestone
53% 53%
Result
- -
2025
Target
54% 54%
Result
- -
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Disclaimer and notes
The boundaries and names shown and the designations used on this map do not imply official endorsement or acceptance by the United Nations.
References to Kosovo shall be understood to be in the context of United Nations Security Council resolution 1244 (1999).
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