Today is the International Women’s Day, and what could be a better way of celebrating this day then launching two white-papers that serve to modernize the geographic quota calculation of the U.N. and of other multilateral and International organizations. Our innovative quota scheme reflects the current diversity objectives and promotes women's careers.
The UN Secretary-General, António Guterres has launched an ambitious strategy to reach gender parity at the senior levels of leadership by 2021, and ultimately in 2028 across the whole United Nations. But how true is this System-wide Strategy on Gender Parity and its recommendations? We believe there's a high risk that this strategy only will keep the status quo. Impactpool wants to speed up the process to reach the parity goal by building the world's largest pool of qualified women.
How can leaders advance gender equality? Read this post by our guest-blogger Kristine St-Pierre. Kristine is an independent consultant with experience in research, analysis and training in the field of gender parity, equality, women, peace and security, peacekeeping and security sector reform. Her recommendations goes very well in line with the System-Wide Strategy on Gender Parity.
The use of talent pools is one recommendation in the Secretary-General’s System-wide Strategy on Gender Parity, in this article we list 7 best practices to build effective talent pools in your organization and what has made talent pools to fail in the past. Use our tips how you best use talent pools to reach gender parity in your organization!
Recruiting for gender parity in the deep field is one of my biggest challenges as Chief of the Recruitment Section for UN Field Missions writes Kristina Koch, guest blogger at Impactpool. In this article, she both shares her insights from a recent field study to learn more about how it is to be a woman working in the “Deep Field” and an ongoing innovative initiative to reach gender parity.
The UN is relaunching its Senior Women Talent Pipeline in an effort to increase the number of women in its peace operations, an intiative on line with the UN Secretary General's System-Wide Strategy on Gender Parity. Improving the gender balance in mission leadership is not only a laudable but also an essential measure if the Organization is to succeed in its ongoing efforts to develop more efficient and effective field missions for future global peace and stability.
In late 2016 Impactpool sent out a survey to former and current United Nations staff members. All candidates had started their UN career at a junior staff position (P1 or P2) during the past 25 years. With this survey, we wanted to find out what successful UN staff members have in common, and we discovered that there is a lot.
We asked staff of the United Nations where they go to find job opportunities. Our focus was women, and our results shows that printed media belongs to the past, organization’s own job site is still attracting important talents. However, one other source grows faster than any other source and is already the largest talent provider of all.
More and more organizations are working strategically to reach gender parity at all levels in their organizations. How has this affected traditional search firms, if at all? The world is changing, but for some reason some things are more diffiucult to change. Does it have to be that way? At Impactpool we do not think so. In all our services we have a commitment to contributing to gender parity in International Organizations and when it comes to Executive Search, we break norms. Our slogan is "No women, No Fee".
Impactpool's most recent talent survey shows that women who served as an UN Volunteer before their first UN staff position are close to 70% more likely to stay in the UN system compared with colleagues not having any previous UN Volunteer experience. In this article we present data that shows how reaching gender parity at UNV will benefit the whole UN system.