1. Gender & Diversity in Management Gender Scorecard
Executive Board UNDP/UNFPA
Annual Session 2005
“Gender in UNDP”
Wednesday, 15 June 2005, New York
Brian Gleeson, Director OHR
15 June 2005

2. Objectives of the session
Update implementation of UNDP Gender balance in management policy
Present a report from the UNDP Gender & Diversity Scorecard
Outline key actions undertaken to implement the policy
Linkages with UNDP Corporate gender Strategy and Implementation Plan 2005

3. Gender and Diversity in Staffing Decisions adopted at the UNDP/UNFPA Executive Board annual session (14 to 23 June 2004)
ITEM
FOLLOW UP ACTION
BUREAU/DIVISION
REPORTING TO THE EB
Gender balance in UNDP
(Decision 2004/22)
UNDP to present to the Executive Board the organizational scorecard mentioned in DP/2004/31
UNDP/
BDP/OHR
Annual session June 2005
Decision 2004/22 Gender balance in UNDP
The Executive Board,
1. Bearing in mind that gender balance is an important human resource strategy for achieving employment equity but that it is separate activity from making progress on gender mainstreaming as a development effectiveness tool,
2. Requests, in this regard, a presentation at the Executive Board of the organizational scorecard mentioned in DP/2004/31 at its next annual meeting in June 2005.

4. UNDP Gender Policy
Gender Balance in Management Policy issued in September 2003
Key target: achievement of 50/50 gender balance at all levels by 2010
Recruitment target of 3:2 ratio female/male new hires
Development of Gender Scorecard as monitoring and implementation tool
Accountability rests with senior management

5. What we are doing? Policy Monitoring (gender score card)
Results: promotion figures
New Opportunities to meet the 50/50 target
Diversity in senior management – an overview
Best Practices
Selection of candidates for the RC assessment
Talent Pool analysis to single out key staff for development and grooming for senior assignments

8. Gender Balance Fast Facts
In September 2003, UNDP committed to implementing a new Gender in Management Policy to reach 50/50 gender balance at the senior management levels by 2010.
In August 2004, the web based Gender Scorecard was launched to support the implementation of the policy.
As of May 2005, the gender balance at senior level (D1, D2, ASG) is 71% male and 29 % female.
Gender balance for all professional staff (P1 to ASG) is 60% male and 40% female
The gender balance for all UNDP is 50% male and 50% female

9. New Opportunities to meet the 50/50 target How demography will help create more opportunities for qualified staff
Retirement Fast Facts
A total of 29% of UNDP’s total workforce (all staff with 100, 200 and 300 series contracts = 1898 staff members) will retire in the next five years (2005 to 2010)
171 internationally recruited staff members, or 11% of the total international staff population will retire in the next five years. This includes:
41% of all D2 level staff and 28% of all D1 staff
33% or 41 RC/RRs (123 RC/RR in total excluding OICs) are 55 years or older and will retire in the next five years (29 men and 12 women).

10. UNDP Top 19 National Groups – all staff
(100, 200, 300 series)
13 June 2005
Diversity in UNDP

11. Diversity in Senior Management
Fast Facts
The top 10 national groupings in UNDP include nationals from five programme countries (India, Philippines, Brazil, Nepal and Kenya) and from five donor countries (United States, Canada, United Kingdom, France and Denmark).
The top 16 national groupings include ten programme countries (India, Philippines, Brazil, Nepal, Kenya, Ethiopia, Serbia and Montenegro, Senegal, Burkina Faso, Bangladesh).

12. UNDP Staff - Gender & Promotion
Promotion results
UNDP Staff - Gender & Promotion
Female
Male P5 D1 D2
2000 19 25 3 10 2
2001 20 14 5 13 4
2002 7
2003 16 8 11
2004 15 9
Total 88 81 37 69

13. Gender & Diversity in the selection of candidates for the RC assessment
Source
Gender
Regional Balance
Total M
F (%)
North
South (%)
Mar-04 38 28
10 (26%) 20
18 (47%)
Sep-04 19 10
9 (47%) 7
10 (52%)
Apr-05 24 13
11 (45%)
11 (46%)
UNDP only 16 6
10 (62%)
9 (56%)
More focused strategy to select candidates for the RC/CA exercise with a view to ensure:
Realistic number of qualified candidates
Diversity (gender/nationality)
Quality of applicants

14. Other Initiatives
QUARRY EXERCISE
In March 2005 OHR introduced the Quarterly Reassignment Exercise (QUARRY), a more competitive and transparent corporate reassignment exercise to replace the Succession Management Exercise. The new exercise will be conducted quarterly.
17 posts were advertised in the first QUARRY.
The outcome was 8 men and 7 women were selected for the positions (53% Male and 47% female) and a geographical distribution of 60% South and 40% North.
LEADs
The LEAD program was launched in 2000 and brought into 70 new staff members (54% female and 46% male) in the organization.
The program was reviewed in May 2005 review exercise. 30 LEAD recruits “graduated” from the LEAD Programme (meaning they have been mainstreamed into middle management positions of UNDP). 4 LEAD recruits have left UNDP due to poor performance, and 36 LEAD recruits will continue in the programme until the next review period planned for April/May 2006.
17.1% of the LEAD recruits (12 staff members) are currently serving as Deputy Resident Representatives. Of these 5 are men and 7 are women.

15. Corporate Gender Strategy Implementation Plan 2005
The UNDP gender balance in management policy is an integral part of the UNDP Corporate Gender Strategy.
The Office of Human Resources is a key partner in the implementation of the strategy supporting the implementation of two Goals (1 and 5)
Goal 1: Develop capacities through training, knowledge sharing and networking (learning)
Goal 5: Human Resources policies and practices aligned with corporate commitment to gender equality and gender balance (policy review and implementation)