UN Women: Leadership

Building Inclusive Leadership

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• Overview

• UN Women Mandate

• Why Leadership Matters to UN Women

• UN Women’s Approach to Leadership

• Our Leadership Model

• UN Women Competency Model: Our Values in Action

• Our Journey to Our Values in Action

• Our Values in Action: UN Women Competencies

• Our Approach to Leadership Development

• Implementation Overview

• Benefits of Our Approach

UN Women’s 5 Step Leadership Model

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Context• The 2030 Agenda for Sustainable Development offers a real opportunity to drive lasting change for women’s rights and equality,

and to bring transformative change in women’s and men’s lives. As a fairly new organization UN Women has a great

opportunity is uniquely placed to create and establish a standardized approach to leadership assessment and development,which best supports the implementation of the 2030 Agenda for Sustainable Development.

• Significant internal benchmarks exist through other UN agencies which are more mature in their Human Resource systems andprocesses.

• It was identified that UN Women’s Leadership Model also needed to provide a holistic and aligned approach across the

organization for developing future leaders.

Purpose

• The UN Women Leadership Model was developed to ensure we have the transformative leadership in place to supportimplementation of 2030 Agenda for Sustainable Development.

• This pack provides an overview of UN Women’s approach to leadership including the leadership model, competencyframework and leadership development programmes as well as a summary of the key benefits.

• The UN Women Leadership Model was developed in consultation with 150 employees, across five key locations, over athree month period. Consultation was completed through seven workshops totaling 20 hours of discussion.

• Our model is now finalized and UN Women is currently in the implementation phase, with a final completion scheduled forthe end of September 2016.

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Overview

Our Vision

The UN Women vision is a world in which societies are free of gender-based discrimination, where women and men

have equal opportunities, where the comprehensive economic and social development of women and girls is ensured

so that they can lead the changes that they want to see, where gender equality and women’s empowerment are

achieved and where women’s rights are upheld in all efforts made towards further development, human rights, peace

and security. Grounded in the vision of equality enshrined in the Charter of the United Nations, the composite entity

will work for the elimination of discrimination against women and girls; the empowerment of women; and the

achievement of equality between women and men as partners and beneficiaries of development, human rights,

humanitarian action and peace and security. Placing women’s rights at the center of all its efforts, the composite entity

will lead and coordinate United Nations system efforts to ensure that commitments on gender equality and gender

mainstreaming translate into action throughout the world. It will provide strong and coherent leadership in support of

Member States’ priorities and efforts, building effective partnerships with civil society and other relevant actors

(A/64/588, para. 5).

*Source: Annual Report, 2014-2015; Strategic Plan 2014-2017

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UN Women Mandate

Why does Leadership Matter to UN Women?

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5

Organizations with

strong leaders are

2.3x more likelyto financially

outperform peers.

Organizations who are perceived to

have ineffective leadership experience a

19.8% equity discount..

Leadership is one of the top issues organizations face

today. 86% of organizations rate leadership as an

urgent or extremely urgent issue,

according to Deloitte Leadership Premium (2012).

Transformative leadership matters to UN Women because it ensures that we have the required leadership

behaviors in place to deliver on the 2030 Agenda for Sustainable Development. Leadership is

inextricably linked to performance. The Corporate Leadership Council 2016 (CLC) research indicates that

transformative leadership behaviors drive organizational performance in the following ways:

• Leaders with top leadership skills are 50% more likely to substantially outperform revenue than those with poor

leadership skills and 80% more likely to outperform in terms of other key performance measures such as

reputation.

• Best-in-class leadership talent strategies align with organization strategy and drive employee engagement and

retention through improved leadership behaviours.

• A comprehensive leadership talent strategy supports organizational performance in a continuously changing

environment by engaging employees, aligning their behavior and responding to organizational changes.

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UN Women’s Approach to Leadership

The 2030 Agenda for Sustainable Development provide a platform to present UN Women’s approach to leadership, which

is an integrated and transformative model that accounts for substantive gender equality leadership competencies.

Our goal at UN Women is to create an inclusive culture, with one standard of behaviors for all individuals. Our model of

inclusive leadership is embedded in UN Women. This is leadership style focused on leveraging Diversity of Thought through

Inclusive Collaboration competencies across the organization.

Our leadership model promotes transformative change by developing core leadership capabilities for all our people managers. This willensure that our leaders are able to support key stakeholders to understand and act upon the linkages across 2030 Agenda forSustainable Development.

An established commitment to inclusive leadership as outlined in the UN Women competencies and leadership job profiles

Leaders provided with opportunities to undertake professional development related to inclusive leadership

Leaders are equipped with strong people and performance enhancement skills.

Leaders provide the standard for flexible workplace practices by role modeling flexibility in their day-to-day workplace practices

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Our Leadership Model1. IDENTIFY LEADERSHIP NEEDS

Identify critical leadership capabilities and risks based on strategic priorities.

UN Women completed this as a part of developing the UN Women Competency

Model (UN Women Way) which is aligned to the Leadership Charter.

2. ASSESS CAPABILITIES AND GAPS

Assess the talent pipeline for critical succession risks and identify critical competency gaps. UN Women has developed a tailored 360 degree assessment tool, aligned to the

Leadership Charter as well as a self assessment tool.

3. SOURCE LEADERS

Reviewed our recruitment process to include a competency interview to

assess key leadership capabilities as well as developing psychometric tools

which can be used for senior leadership roles. Developing a revised

performance management and succession planning process.

4. DEVELOP INCLUSIVE LEADERSHIP CAPABILITY

We have created a leadership development program to build inclusive leadership as well as strong people and

performance enhancement skills.

5. SUPPORT LEADERS ACROSS CAREER TRANSITIONS

UN Women is focus on providing tailored leadership platforms for networking, sponsorship, visible assignments, and development. Support structures are being developed to effectively transition leaders through their career life, supported by leading maternity and paternity leave practices and career transition planning.

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Our leadership model outlines a system for aligning leader behaviors, assessment and development to ensure UN Women supports the effective delivery of the 2030 Agenda for Sustainable Development.

Our leaders play a critical role in demonstrating Our Values in Action, developing our cultureand enhancing employee engagement.

Our leadership model is underpinned by our Competency Model, “Our Values in Action.”

How do we bring all these elements together in a consistent format to align and reinforce the desired behaviors and culture within UN Women?

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Integrity

Respect for diversity

Professionalism

What is UN Women

Competency Framework?

UN Women Competency Framework

consists of three main elements:

• Core Values• Core Competencies• Managerial Competencies

We define competencies as the skills,

attributes and behaviors that we are

expected to demonstrate as effective

members of the organization. It’s not

just about what we do, but how we

do it.

UN Women Competency Model: Our Values in Action

Leadership Charter UN Women Values Core Competencies/

Technical

Competencies

April 2016 – June 2016 September 2015 August 2016

• Our Leadership Charter is our statement about who we are, what we do and what we strive for as an organisation in the context of the Sustainable Development Goals.

• It unites us and gives us a common language and reference point, no matter where we operate in the world.

• Our Leadership Charter is central to everything we do.

• Using the Leadership Charter we need a simple and clear way of outlining the behaviours and expectations we need all individuals to demonstrate to continue to drive high performance.

• Our Values in Action were developed in close consultation with UN Women individuals, managers and leaders, to ensure that they are aligned to supporting the achievement of our mandate.

Leadership Charter (2015) Simplifying and aligning to Our Leadership Charter

• The result is Our Values in Action, which align to our Leadership Charter, and provide clear example behaviours and actions for team members and team leaders.

• These are behaviours and actions we need all employees to engage in to effectively achieve our mandate.

• Our Values in Action are the critical next step to help us embed our Leadership Charter in how we do our work everyday.

• Success for UN Women is defined as “what” and “how”. The UN Women mandate defines the “what” we aim to achieve. Our Values in Action define “how” we achieve at UN Women.

The Journey to Our Values in Action

Our Values

in Action

Our Values in Action

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• The competencies and values are outlinedin the Our values in Action, which is theframework that describes the desiredbehaviours for all individuals at UNWomen.

• This framework clarifies the expectedbehaviours and standards for performanceat every level in in the organization forboth country offices and organizationalunits at headquarters.

• Our Values in Action outline thebehaviours required to achieve UNWomen’s vision, mission and goals.

• UN Women values guide how we do thingsand the values set the standards forperformance.

• UN Women values improve the quality ofbehaviours and therefore overallperformance and contribution individualsmake to the organization.

Our Values in Action: UN Women Competencies

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INTEGRITYRESPECT

FOR DIVERSITY

PROFESSIONALISM

Our Values in ActionTo support the implementation of UN Women values,each value has been defined in terms of competenciesthat describe the behaviours which demonstrate thevalues in action..These are real examples of everydaybehaviours that can be used as guidance for individualsand provide the foundation for coaching anddevelopment. The desired behaviours associated witheach competency will differ for individual contributorand manager level roles.

Our Core Competencies

Core competencies are the means by which behaviours

are effectively reinforced and aligned to the

organizations values creating the desired culture to

enable the effective delivery of the UN Women

mandate. There are seven core competencies, linked to

one of the three values applied across every role within

the organization

Our Values

UN Women’s leadership competencies are grounded in

the organizations values and Leadership Charter. There

are three leadership competencies which define the

means by which the Leadership Charter is achieved.

Gender Equality: Our Unique Focus

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UN Women Leadership Development Gender Equality Program Content: • 1. Leadership

• What leadership means• UN leadership in the context of the 2030 agenda for

sustainable development • Assessments of leadership competence – different

perspectives and tools • 2. Gender equality, women’s empowerment and women’s rights

• Gender equality, women’s empowerment and women’s rights

• Substantive concepts useful to senior managers . • Gender mainstreaming, UN system approach

• 3. Leadership for results on GE/WE/WR• Gender mainstreaming as critical to sustainable

development • Good leadership on GE/WR is good management. • Cover what leadership on GE/WR through GMS means for

people’s work. Analyze specific work contexts to identify priority actions to transfer learning.

• Moving beyond gender parity to show how a changed culture helps leaders achieve better results in their work.

• As good leadership …What good leadership means in the context of the 2030 Agenda, staying true to UN principles

Gender Awareness and

Sensitivity

We achieve Gender Equality when everyone encompasses the understanding of existing gender differences, issues and inequalities; as well as the ability to consider how all individuals can support and demonstrate gender equality practices in the workplace. We demonstrate a passion for the UN Women mandate this requires that every team member is committed to developing gender awareness and applying this sensitivity in their day to day activities.

Inclusive Collaboration

We achieve Inclusive Collaboration when we work as a team to collectively deliver the UN Women mandate. Inclusion means valuing individual contributions and opinions through consultation and engagements. This means allowing people to be themselves at work, valuing differences and letting people know that their contribution is important. This means that no one feels left out because of their differences.

Diversity of Thought

We achieve Diversity of Thought when we work together to engage in creative thinking and innovative problem solving. We achieve this by considering multiple perspectives and approaches to problem solving and collaborating with others to identify innovative solutions. This requires promoting organizational learning and knowledge management; as well as building a culture of knowledge sharing. This means remaining open and supportive of changes that further UN Women’s work, as well as taking calculated risks and continuously improving performance.

Substantive Knowledge Focus We ensure that UN Women has the transformative leadership in place to supportimplementation of the 2030 Agenda by strengthening substantive leadership capabilities as itrelates to gender equality. This is achieved through the development of all 7 corecompetencies, but with a specific focus on the following three:

Our Approach to Leadership Development

To ensure that real learning takes place and endures, we emphasize and encourage a holistic approach by integrating both

formal and informal elements. We believe that the most effective way to learn and develop a new skill or behavior is to

apply and practice it on the job and in real life situations.

Our learning and development philosophy is built upon how individuals internalize and apply what they learn based on how

they acquire the knowledge. We rely on the 70/20/10 formula that describes how learning occurs:

Experience 70% from real life and on-the-job experiences, tasks and problem solving. This is the most important

aspect of any learning and development plan.

Exposure 20% from exposure feedback and from observing and working with role models.

Training 10% from formal training.

We believe that the key elements to a successful learning process include both the 70/20/10 formula and how individuals

internalize and apply what they've learned.

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Our Approach to Leadership Development

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• Our workplace is full of opportunities to stretch capabilitiesand get better every day

• Consider how to achieve career and development goals bylearning from the 3 E’s:

• Experience. There is no substitute for hands-on experience.This can include projects, job changes and rotations, specialassignments and more

• Exposure. Includes working with or being coached ormentored by role models, leaders and experts. Exposurealso occurs when working on high visibility projects andassignments

• Education and learning. Includes acquiring new knowledgeor skill through training programs, industry seminars, formaleducation and relevant reading

• The wheel contains simple routines leaders can embed intotheir daily work to enhance their development.

Learning and Development Programs

August September October November December January February

1 8 15 22 29 5 12 19 26 3 10 17 24 31 7 14 21 28 5 12 19 26 2 9 16 23 30 6 13 20 27

UN Women Onboarding and Induction

Mentoring - Formal Program

Competency and Values Launch and Training

Leadership Assessment and Development

Emerging Leaders Program

Global Workforce Survey

Unconscious Bias and Safe to Speak Up

Human Resources for Leaders Training

• Develop

• Consult/Communicate

• Launch

• OngoingImplementation

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Implementation Overview

Benefits of Our Approach

Our approach to leadership at UNWomen is integrated and aligned,ensuring that we develop and enhancebehaviors that support the delivery ofour mandate and key priorities.

Our leadership assessment approach isfocused on creating a culture ofinclusion with a strong focus on GenderAwareness/Sensitivity, Diversity ofThought and Inclusive Collaboration.

At UN Women, we ensure allindividuals are accountable fordemonstrating leadership, as such wehave a standard approach tocompetencies across the organizationirrespective of level.

Our holistic approach ensuresconsistency rather than one offinitiatives.

Harmonized integration: all leaders will experience the same approach to their behavior assessment and development, ensuring consistency across the organization.

Phased learning: UN Women will provide a phased approach to developing leaders.

Clear standards: A set of desired behaviors provided for all leaders, which outline what is to be demonstrated and how these behaviors can be developed.

Practical tools: Integrated leadership assessment tools including competency interviews, psychometrics, 360 degree assessment, and a leader self assessment tool.

Simple approach: A clear link between the Leadership Charter and development.

Benefits to UN Women Benefits to UN Women Leaders

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The implementation of the UN Women leadership model will provide a program that has a broader focus with a key emphasis on gender mainstreaming in terms of making women’s as well as men’s concerns and experiences an integral dimension of the design, implementation, monitoring and evaluation of the Leadership Assessment and Development.

Our leadership program will support UN Women leaders to drive transformative change, and put key practices in place to achieve the 2030 Agenda.

The UN Women leadership model will establish gender equality practices as part of our leaders roles and support them with the tools to develop others to demonstrate their substantive knowledge.

The UN Women approach to leadership will develop leaders who can engage and support key stakeholders to build linkages across the Sustainable Development Goals.

Benefits to UN Women Partners

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