STU/68th Council/18/003
9 April 2018

204 EX/5: Follow-up to decisions and resolutions adopted by the Executive Board

and the General Conference at their previous sessions

Part III – Human Resources Issues

ADDENDUM BY THE UNESCO STAFF UNION (STU)

A. Report on geographical distribution and gender balance of the staff of the Secretariat, and progress on the implementation of the measures taken to redress any imbalance (Follow-up to 199 EX/Decision 5.III.A and 201 EX/Decision 5.IV.A)

Part I - Geographical Distribution of Staff

Despite some improvement in geographical balance, STU expresses its serious concern about the underrepresentation of some countries and some regional groups. Despite the efforts made, a large number of countries notably from the Latin America and Caribbean Group (GRULAC) and the Africa Group, remain under- or non-represented.

The UNESCO team must reflect the diversity we all advocate.

The STU pursues the implementation of human resources policies, and revises them as required, to ensure that they effectively enable and support UNESCO’s programme operations – in particular ensuring quality recruitment, diversity and enhancing geographical mobility.

STU encourages a better cooperation with the National Commissions in order for applicants from all regions to apply for posts and increase Member States representation.

Part II - Gender Balance of Staff

STU welcomes the progress made on gender balance at Director level (52%) but expresses concern about the long-standing gender disparity at P-5 level, where only 33% of staff are female. Gender parity at this level is particular important, as it is the level that may allow internal female staff to pursue later a career at managerial level. Lack of opportunities at this level can only result in low access levels to managerial positions for internal female staff, reinforcing the internal glass ceiling for mid-level female staff.

STU also observes with concern that gender disparity persists in some Sectors (SC, CI and IOC).

STU encourages the Director-General to increase efforts to ensure gender balance at P-5 level, as well as overall gender parity in sectors lagging behind.

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B. Progress Report on the Strategic Framework 2017-2021 for Human Resource Partnerships (Follow-up to 202 EX/Decision 5.IV.B)

STU notes that the number of Human Resource Partnerships has increased over the past years and welcomes the opportunity that these deployments offer to the Organization, in terms of additional human resources and expertise. However, STU warns that Human Resource Partnerships should not become a substitute for international civil servants, as the required standards of recruitment qualifications and performance are not the same. All efforts should be made to ensure transparency of Human Resource Partnerships objectives and processes.

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C. Annual report (2017) by the International Civil Service Commission (ICSC): Report by the Director-General (Follow-up to 114 EX/Decision 8.5, 22 C/Resolution 37, 39 C/Resolution 72)

Danger Pay

Although the STU welcomes the new policy in danger pay, the STU wishes to share its concern over the impact of currency devaluation on staff serving in the field. Furthermore, it noted the inconsistencies in the calculation of danger pay, the most distressing being the differentiation between the treatment of international and local staff. More focus should be placed on equal treatment and also on transitioning staff from G to P; the terms “general staff” for some of our colleagues is very misleading as they are doing professional work.

The STU is adamant in its rejection of double standards that were applied to both danger pay and evacuation procedures.

The STU advocates for further improvement in the provision of danger pay to locally recruited staff serving in high-risk locations. In all situations where the conditions prevailing in a duty station are equally dangerous for both internationally and locally recruited staff members, the compensation for “danger” should be the same for all staff.

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