​44th PCB - Intervention by Millie Milton - Agenda item 4 Update on strategic human resources management issues



Delivered by Millie Milton, Latin America and the Caribbean NGO Delegate

Good day all,

In the first page of the Strategic Human Resources Management update, we see, “A fit for purpose workforce: UNAIDS in 2018”. In 2018, when UNAIDS was in the spotlight for allegations of harassment, abuse of authority and bullying, and the resultant findings in the Independent Expert Panel (IEP) report, we in the PCB saw larger issues in the UNAIDS workforce.

Embedded in the Management Action Plan (MAP) are new and creative approaches to human resource management, but also a challenge to ensure that the actions undertaken make a difference to the staff members who work in the Secretariat.

The role of human resources professionals is to ensure that a company’s most important asset—its human capital—is being nurtured and supported through the creation and management of programs, policies, and procedures, and by fostering a positive work environment through effective employee-employer relations. Human resource management involves both strategic and comprehensive approaches to managing people, as well as workplace culture and environment.

Since the last update to the PCB on strategic HRM issues, the Secretariat has continued to move forward with its ambitious agenda across the four pillars of the 2016-2021 Human Resource Management Strategy. Allow me to mention a few items that merited the NGO Delegation’s attention.

The number of staff employed by the UNAIDS Secretariat has declined by approximately one quarter in the past seven years, from 904 in July 2011 to 680 in December 2018. This reduction can greatly overburden staff and affect their output.

Between 2013 and 2018, the percentage of female staff members in the UNAIDS Secretariat increased from 52% to 54%, (2% increase in 5 years). There was no mention of People of Trans experience being hired or promoted, so this prompts us to ask, where is the gender balance?

In the Management Action Plan Leadership training was earmarked, but only 65 personnel were trained out of 654. How can the MAP address this situation?

Further, the MAP says that PCB members will be engaged in strengthened monitoring and guidance on strategic Human Resource Management issues, but this was not mentioned in the update for this Agenda item.

We are calling on the management of UNAIDS to effectively use strategies to make the organisation a fit for purpose workforce in the future. We believe that effective human resource management in UNAIDS can help us reach our goal of ending AIDS in 2030.



Photo from UNAIDS Communications and Global Advocacy

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