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UN Women Coordination Division

UN System-wide Action Plan for implementation of the CEB Policy on gender equality and the empowerment of women: briefing. UN Women Coordination Division. Mandate. Responds to Member States request for greater coherence and accountability for gender equality and the empowerment of women (GEEW).

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UN Women Coordination Division

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  1. UN System-wide Action Plan for implementation of the CEB Policy on gender equality and the empowerment of women: briefing UN Women Coordination Division

  2. Mandate • Responds to Member States request for greater coherence and accountability for gender equality and the empowerment of women (GEEW). • UNW was conceived originally as part of the proposals requested by the General Assembly on System Wide Coherence • UNW’s founding General Assembly resolution 64/289 mandates UNW to lead, coordinate and promote accountability of the United Nations system in its work on GEEW.

  3. Context: CEB • Request: Accountability framework for Gender equality and the empowerment of women – CEB 2006/2

  4. CEB Policy The Policy noted the importance of: “accelerating our efforts to advance the agenda for achieving gender equality and the empowerment of women through the practical implementation of the globally agreed commitments contained in the outcomes of global United Nations conferences and summits and their follow-up, in particular the Beijing Declaration and Platform for Action, the outcome of the twenty-third special session of the General Assembly, the internationally agreed development goals, including those contained in the Millennium Declaration, the outcome of the 2005 World Summit and Security Council resolution 1325 (2000).” CEB 2006/2

  5. CEB Policy 2006 Policy noted: “A United Nations system-wide action plan that includes indicators and timetables, allocation of responsibilities and accountability mechanisms and resources is essential to make the strategy of gender mainstreaming operational.” CEB 2006/2

  6. CEB Policy CEB Policy committed members to: “providing strong leadership within our organizations to ensure that a gender perspective is reflected in all our organizational practices, policies and programmes.” CEB 2006/2

  7. Purpose of UN SWAP Unified Gender framework to promote: • Common Understanding • Enhanced coherence • Systematic self assessment • Simultaneously snap shot and aspirational • Reactive to proactive • Aspiration of UN system entities in their work on their GEEW • Accountability to Member States for the work of the UN system on GEEW

  8. Broader Framework • Response to the Policy through an accountability framework at three interconnected levels: • Corporate (the UN SWAP) • UNCT Performance Indicators for Gender Equality and the Empowerment of Women (introduced in 2008) • Accountability for Development Results at country level (to be introduced)

  9. SWAP: the process • Consultations : over 50 entities, Departments and inter-agency coordination bodies, between July 2011 and February 2012 • Piloting by 8 entities – representative sample of the system • Testing and validation of the UN SWAP reporting framework and validation of the UN SWAP Performance indicators • UN Women identified challenges across the system during the consultation process in terms of required time and resources, resulting in the development of the roll-out strategy for the UN SWAP

  10. Consultations process North America Based Entities – July 2011 Europe Based entities – Sept 2011 Others – Sept – Nov 2011 Pilots – Dec 2011 – Feb 2012

  11. Pilots: Some conclusions • Pilots – Eight (IAEA, IOM, ESCWA, OHCHR, UNICEF, UNDP, UNFPA, UNAIDS) SWAP: • Technically sound, viable and feasible • Still needs advocacy, must remain vital and energized, needs resources, technical support • Needs roll out strategy • Best if aligned with gender strategies still to be prepared • Performance Indicators were found to be adequate and needed revisions and additional indicators

  12. Presentation to the HLCP, HLCM and CEB • The UN SWAP was presented to the HLCP and HLCM in March 2012, and received overwhelming support, with 20 entities speaking strongly in favour in each case • The UN SWAP and its roll-out strategy were presented to the CEB in April 2012 by Michelle Bachelet, Executive Director of UNW • UNW was encouraged at these high level meetings to be proactive in facilitating the UN SWAP roll out, and in the roll out to continue the participatory methods used in UN SWAP development

  13. UN Women Board • In its Executive Board meeting of June 2012, the UNW Board commended UN Women for leading the development of the United Nations System Wide Action Plan (UN-SWAP), welcomes its adoption by the CEB as an accountability framework to be applied throughout the UN system, calls upon UN-Women to continue its effective coordination work and recommends that ECOSOC, during its operational activities segment, consider steps to encourage the full application of UN-SWAP.

  14. UN SWAP: Content • The UN SWAP and its six elements: accountability, results based management, oversight, human and financial resources, capacity, and knowledge exchange and networking • 15 Performance Indicators, rated at five levels: not applicable, missing, approaches, meets, exceeds : gradational • Technical Notes - support each Performance Indicator – includes good practice

  15. UN SWAP: Performance Indicators, meeting requirements: Accountability 1.Policy and plan: Up to date gender equality and women’s empowerment, including gender mainstreaming and the equal representation of women, policies and plans implemented 2.Gender Responsive Performance Management: Assessment of gender equality and the empowerment of women integrated into core values and/or competencies for all staff, with a particular focus on levels P4 or equivalent and above

  16. UN SWAP: Performance Indicators, meeting requirements: Results Based Management • 3. Strategic Planning: Gender Analysis is included in the central planning document AND that it includes at least one specific outcome/expected accomplishment and one indicator • 4. Monitoring and Reporting: Reporting on GEEW results in relation to central planning document AND all key data is sex-disaggregated or, specific reason provided for its absence

  17. UN SWAP: Performance Indicators, meeting requirements: Oversight 5. Evaluation: Meets the UNEG gender-related norms and standards 6. Gender Responsive Audit - Entity audit office fully resourced to assess progress in promotion of gender equality and the empowerment of women every five years 7. Programme Review - Programme quality control systems fully integrate gender analysis

  18. UN SWAP: Performance Indicators, meeting requirements: Financial and human resources 8. Financial Resource Tracking - Financial resource tracking mechanism in use to quantify disbursement of funds that promote gender equality and women’s empowerment 9. Financial Resource Allocation - Financial benchmark for resource allocation for gender equality and women’s empowerment mandate is met

  19. UN SWAP: Performance Indicators, meeting requirements: human and financial resources 10. Gender Architecture: Gender FP or equivalent at HQ, regional and country levels are: a. P5 and above levels for both mainstreaming and representation of women; b. have written terms of reference c. at least 20 per cent of their time is allocated to gender focal point functions AND The entity has reached the equal representation of women for General Service staff and also at P4 and above levels 11. Organizational Culture: Organizational culture fully supports promotion of gender equality and the empowerment of women

  20. UN SWAP: Performance Indicators, meeting requirements: capacity 12. Assessment - Entity-wide assessment of capacity of staff at HQ, regional and country levels in gender equality and women’s empowerment is carried out And 13. Development - A capacity development plan is established or updated at least every five years

  21. UN SWAP: Performance Indicators, meeting requirements: Knowledge and Info Management 14. Knowledge generation and communication - Knowledge on gender equality and women’s empowerment is systematically documented and publicly shared and Communication plan includes gender equality and women’s empowerment as an integral component of internal and public information dissemination 15. Coherence - Participates systematically in inter-agency coordination mechanisms on gender equality and the empowerment of women

  22. Elements of UN SWAP roll out strategy • 1. Ongoing support: UN SWAP reporting framework: a help desk has been established and is providing regular feedback across the UN system • 2. Communities of practice/Centres of technical support in 6 CEB areas: already functioning in the case of the gender marker and being developed in the other areas of the UN SWAP • 3. Outreach to specialized entities: given the techncial nature of their work, specialized entities need specific support • 4. Coordination and Networking: roll out meetings are planned in Europe and New York, and by teleconference for other regions, in the fall of 2012

  23. Elements of SWAP roll out strategy • 5. Peer reviews: entities will visit each other to learn about UN SWAP implementation in a relevant context • 6. Input into Secretariat work on accountability, RBM and change management: this is ongoing and UNW is making recommendations to the Secretariat Change Management Team • 7. Establishment of and orientation on web based reporting system for the UN SWAP: a draft is ready and will be piloted in the fall of 2012 • 8. Working Group on accountability for gender equality development results at country and normative levels: work is planned on this for the fall of 2012

  24. SWAP: Implementation and Accountability • Gender departments to play a coordinating role while accountability rests with senior managers per CEB policy • Mandatory training which may require additional resources • A 5-7 year period to meet the UN SWAP requirements by entities • A remedial plan of action to be developed for entities who do not meet the requirements • UN Women to identify the main system-wide and strengths and weaknesses and to coordinate on building on strengths and filling gaps in consultation with entities

  25. Reporting on SWAP – next steps • Reporting which will commence in 2013, sets a baseline for the UN system – SWAP roll out: 1 year • Reporting regularly through the Report of the Secretary-General on “Mainstreaming a gender perspective into all policies and programmes in the UN system”. • Reporting to CEB’s High Level Committees (HLCP/HLCP), with first reporting in 2014

  26. THANK YOU

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