Region:Asia Pacific
Current UN Women Plan Period Afghanisthan:2018-2022
World Bank Income Classification:Low Income
The World Bank classifies economies for analytical purposes into four income groups: low, lower-middle, upper-middle, and high income. For this purpose it uses gross national income (GNI) per capita data in U.S. dollars, converted from local currency using the World Bank Atlas method, which is applied to smooth exchange rate fluctuations.
Least Developed Country:Yes
Since 1971, the United Nations has recognized LDCs as a category of States that are deemed highly disadvantaged in their development process, for structural, historical and also geographical reasons. Three criteria are used: per capita income, human assets, and economic vulnerability.
Gender Inequality Index:0.575
GII is a composite metric of gender inequality using three dimensions: reproductive health, empowerment and the labour market. A low GII value indicates low inequality between women and men, and vice-versa.
Gender Development Index:0.723
GDI measures gender inequalities in achievement in three basic dimensions of human development: health, education, and command over economic resources.
Population:209,497,025
Source of population data: United Nations, Department of Economic and Social Affairs, Population Division (2022). World Population Prospects: The 2022 Revision
Male:19,976,265 (9.5%)
Female:189,520,760 (90.5%)
outcome XM-DAC-41146-TUR_O_3
Ind.3A/B Advancing business transformation
To instil an office culture of constant learning and improvement, various staff feedback mechanisms have been introduced in the management of the office. In addition to regular management meetings, annual all of office retreat and individual team retreats, “year-end reflection meetings” were held between the Country Director and Deputy Country Director with each project and functional teams to discuss what needs to be improved/changed/sustained in the work of the CO based on experiences and lessons learnt during the year. An action plan based of based on the points raised is in the process of development. During the reporting year, four senior managers in the CO underwent the corporate 360-degree assessments and based on that engaged in coaching sessions. Discussions with staff based on the 360 degree findings have taken place. Also, the office successfully conducted the annual Leadership Dialogue exercise with the active participation of staff and personnel. The exercise has strengthened the overall understanding and embodiment of the issue of accountability among personnel.
outcome XM-DAC-41146-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.
outcome XM-DAC-41146-TUR_O_5
Ind.5 Product- Services- Processes
All projects have achieved their targets despite challenges in financial management caused by very high inflation and depreciation of the Turkish currency against the USD. Mitigation measures were put in place and discussions are ongoing with donors to cover financial shortages caused by the economic situation. The CO continued to exercise close monitoring of the entire programmatic portfolio under the SN results framework and under different projects in line with Project documents. Project outputs are on track or have been surpassed. Monitoring and reporting capacities of staff were strengthened in different ways (attendance of 4 staff at regional training and consequently them acting as trainers and coaches to other staff on RBM, refreshers for all staff, debriefing on the annual reporting process, etc). Türkiye Country Office has continued making use of common procurement, human resources (partially) and facility services including Common Premises in the reporting year. The CO also continued to make use of previously established LTAs. Additionally, 8 staff have attended and made use of the BOS common soft skills training on stress management, negotiation, and presentation skills during 2022.Showing 6 - 8 of 8
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References to Kosovo shall be understood to be in the context of United Nations Security Council resolution 1244 (1999).
References to Kosovo shall be understood to be in the context of United Nations Security Council resolution 1244 (1999).