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In a circular to staffers, the Office claims it has “collaborated closely with other UN entities and a growing global network of Anti-Racism Advocates, to foster a workplace that is safe, inclusive and equitable for all UN personnel, regardless of their race”

Together with the Office of Human Resources (OHR) and the Department of Operational Support (DOS), the Anti-Racism Office has been working on increasing fairness in recruitment processes through projects such as strengthening “blind hiring” practices and requiring diversity on hiring panels, which will be fully implemented in 2025.

Ian Richards, former President of the Coordination Committee of International Staff Unions and Associations (CCISUA), representing over 60,000 UN staffers, told IPS some of the practices being proposed, such as “blind hiring” and “mixed panels”, make sense. The unions have been requesting this for years. Although defining racial diversity in a legal manner may prove challenging.

At the same time, he pointed out, there are many competing Diversity, Equity, and Inclusion, (DEI) initiatives right now: Anti-racism, gender parity, disability inclusion, LGBTQIA, regional diversity, age diversity.

Each has their own office, coordinator, focal point network, action plan, policy, task force, ICSC agenda item, quota system or communication strategy. And each response to a legitimate grievance, said Richards, an economist specializing in digital business environments at the Geneva-based UNCTAD.

However, some of these conflict with each other, and HR officers and staff in general are finding it a bit hard to keep up.

“For any of this to be really effective, there needs to be some consolidation and prioritisation. Hopefully the SG can have a strategic think about this so we have the best outcome for all”, he declared.

A survey by the UN Staff Union in New York in 2021 was equally revealing.

According to the findings, 59% of the respondents said “they don’t feel the UN effectively addresses racial justice in the workplace, while every second respondent noted they don’t feel comfortable talking about racial discrimination at work”.

Meanwhile, the UN Secretariat in New York, faltered ingloriously, as it abruptly withdrew its own online survey on racism, in which it asked staffers to identify themselves either as “black, brown, white., mixed/multi-racial, and any other”.

But the most offensive of the categories listed in the survey was “yellow” – a longstanding Western racist description of Asians, including Japanese, Chinese and Koreans.

A non-apologetic message emailed to staffers read: “The United Nations Survey on Racism has been taken offline and will be revised and reissued, taking into account the legitimate concerns expressed by staff.”

Meanwhile the UN Special Adviser for Addressing Racism in the Workplace, Mojankunyane Gumbi of South Africa, has been “actively visiting different UN duty stations worldwide, holding town hall meetings with staff and leadership from various departments to discuss and address issues related to racism within the organization”.

The Special Adviser, who as appointed January 2023, has been providing “strategic advice to the Secretary-General on addressing racism and racial discrimination, as well as oversee the implementation of the long-term Strategic Action Plan adopted by the Organization in 2022 to address racism in the workplace.

Following the adoption of the Strategic Action Plan, every Secretariat entity was asked to develop and implement its own action plan, while an Implementation Steering Group under the leadership and stewardship of the Special Adviser will monitor and guide corporate-level actions to implement the Strategic Action Plan.

An Anti-Racism Team has been established to support the Special Adviser.

Dr Palitha Kohona, a former Chief of the UN Treaty Section, told IPS the Secretary-General’s Strategic Action Plan is a welcome initiative.

The UN has always prided itself of its inclusive approach to hiring but, in reality, many staff harbour, often publicly unexpressed but privately discussed, reservations that race and gender influence hiring and promotions, he said.

“Unfortunately, it is widely felt that political considerations influence recruitment and promotions. Some countries have made lobbying a fine art, said Dr Kohona a former Permanent Representative of Sri Lanka to the UN, and until recently Ambassador to the People’s Republic of China

Some of those who were responsible for staff management, he pointed out, tended to be influenced by considerations that were not necessarily consistent with the clearly stated principles of the United Nations, especially in sensitive areas, often conceding to external pressures.

“While equitable geographical distribution must be a guiding principle, staff recruitment, promotions and placements must be done transparently and with due emphasis on merit. Today, this is not too difficult a goal to achieve given the ready availability of talent from most countries of the world. In fact, the steady flow of talent from developing countries to the developed world is an acknowledged reality.”

The goals of the Organisation will be best served if recruitment, placements and promotions occur transparently and relevant information is disseminated as widely as possible through the media, in particular, the social media, he pointed out.

Vacancies, he said, should be advertised in the languages widely used/accessed by applicants around the world. The offices processing applications should also be constituted by geagraphically representative officers.

“The UN must also proactively address the concern that the recruitment of General Staff tends to be biased in favour of certain nationalities,” he declared.

Speaking strictly off-the-record, a senior UN staffer told IPS the official statement outlines the Anti-Racism Office’s efforts within the UN Secretariat, but it lacks a critical examination of the concrete impact of these initiatives.

While the creation of the office and its collaboration with other UN entities is a positive step, there is limited transparency regarding the actual outcomes of these actions. The implementation of “blind hiring” and diversity on hiring panels are mentioned as key initiatives, however, the statement does not provide any data, including status quo, or specific examples showing how these changes have improved or will improve fairness or representation within the Secretariat, he said.

“To effectively evaluate progress, it is essential to highlight measurable results and ongoing challenges in these areas together with the baseline data.

Additionally, while the Special Adviser’s visits and town halls with staff are commendable, the statement fails to address whether the concerns raised during these engagements by staff have led to substantive changes or policy adjustments”.

The numbers of participants and visitors to online events and iSeek are notable, but without demonstrating how these interactions have directly influenced policy changes, decision-making or led to tangible outcomes, the impact remains unclear, he noted.

“It would be more effective to provide specific examples of changes that have resulted from the efforts by the Anti-Racism Office such as improve hiring diversity, more inclusive workplace policies, or shifts in organizational culture, in particular, how the mandate of the Anti-Racism Office has impacted in addressing racism and racial discrimination within the UN”.

To truly advance its mission of fostering an inclusive and equitable workplace, he said, the Anti-Racism Office must go beyond activity metrics such as the number of participants to its virtual events, but focus on outcomes in order to achieve the goals and objectives set in the Secretary-General’s Strategic Action Plan, that was launched four years ago in 2021.

In a circular to UN staffers, Catherine Pollard Under-Secretary-General for Management Strategy, Policy and Compliance Chair of the Task Force on Addressing Racism and Promoting Dignity for All in the United Nations Secretariat, said “the Secretary-General has called upon us to condemn racism wherever we see it, without reservation, hesitation or qualification”.

“This includes looking into our own hearts and minds. The global outcry in 2020 caused us all to look inward and recognize that, in order to fight racism, we have to be proactively anti-racist.”

“As an organization, we were founded on the principles of the dignity and worth of the human person, proclaiming the right of everyone to enjoy all human rights and fundamental freedoms, without distinctions of race, colour or national origin. We have always recognized the prevalence of racism and racial discrimination in society and played a key role in supporting Member States in the development of legal instruments to address this scourge”.

“I want to urge all personnel, of every race, colour, descent, or national or ethnic origin, to come together in the spirit of human decency and collegiality to educate ourselves on how racism may operate in society and in the workplaces of the Organization. I encourage all of you to participate in the ongoing dialogue and awareness campaigns to gain insight into how racism manifests at the workplace and how we can prevent it and support those who experience such behaviour.”

Ultimately, progress in addressing racism and racial discrimination will require unwavering commitment from senior leaders and the full participation of United Nations personnel to ensure that everyone has an equal opportunity to participate in the work of the Organization and is treated with respect and dignity. Let us stand in solidarity against racism, she declared.

IPS UN Bureau Report

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