UN Transcripts — https://transcripts.un.org/en/ga/c5/80/22
Fifth Committee, 22nd plenary meeting - General Assembly, 80th session — Fifth Committee — 26 February 2026
Language: en
Automatically generated transcript — may contain errors. Not an official United Nations record.

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5th Committee · Chair [0:00]:

I call to order the 22nd meeting of the fifth committee at the first part of our resumed 80th session. I invite the Committee to begin its consideration of agenda item 141 entitled Human Resources Management. In this connection, I invite the Assistant Secretary General For Human Resources, Ms. Marta Helena Lopez, to introduce in one intervention the relevant reports of the Secretary General as listed in today's journal. Ms. Lopez, you have the floor.


UN Secretariat · ASG Human Resources · Marta Helena Lopez [0:35]:

Thank you. Madam Chair. Madam Chair. Distinguished members of the Committee, I am pleased to introduce the three reports of the Secretary General under the agenda item Human Resources Management. Firstly, the Report of the Secretary General on the Implementation of Human Resources Management reforms, Outlook for 2026-2029 A85 50, together with its Annex presenting a comprehensive approach to recruit and retain young talent.

The report sets out the strategic outcomes, reform initiatives and measurable targets that will guide human resources management over the coming period and responds to the Assembly's request to review the Junior Professional Officer and Young Professional Programs. This work also builds on reforms and proposals already introduced to the assembly, including on internships from the 79th session. This report builds on the Human Resources framework presented to the General assembly at its 75th session and reflects the continued evolution of the organization's human resources management approach. It articulates four strategic outcomes, workforce diversity, agility, accountability and one newly introduced resilience under which reform initiatives are detailed alongside indicators and targets to measure progress and impact, all enabled by technology, systematic use of data, staff involvement and a renewed focus on efficiency. The General assembly is invited to take note of the outlook for 2026-2029 in the implementation of human resources management reforms, to approve the actions requested related to the policy governing individual contractors, and to approve the actions requested in the Annex on the comprehensive approach to recruit and retain young talent.

Second, the Report of the Secretary General on Composition of the Secretariat covering staff demographics A84,508, offering a comprehensive view of Secretariat staff from 1 January to 31 December 2024 and during the period 2020 to 2024. This report builds on last year's enhancements in response to General Assembly Resolution 77 278, with analysis of the geographical, gender and age composition of the workforce. Supplementary information containing all tables provided in the Annex of last year's report has been prepared and provided to the Committee to make the most recent information available. The Secretariat Workforce Portal for Member States provides up to date workforce data. The General assembly is invited to take note of the report.

Finally, the 23rd report of the Secretary General on his practice in disciplinary matters and and cases of possible criminal behavior. A 8053 From 1 January to 31 December 2024, the report provides a comprehensive measures for the Secretary General's approach to cases of misconduct. This Report incorporates the Compendium of Disciplinary Measures, a consolidated version of the disciplinary practice from 1st of July 2009. It also provides an analysis of data and trends in the disciplinary practice of the Secretariat. This year's report elaborates on comprehensive measures taken to fulfill the Secretary General's zero tolerance approach for all cases of misconduct as requested by the General assembly in its resolution 77278 and provides information on oversight and investigations mechanisms to ensure accountability.

The General assembly is invited to take note of the report. In addition to these reports, the General assembly is requested to approve the restructuring of the UN Secretariat Internship program, including removal of the break in service requirement and the principle of a centrally funded and managed financial support scheme. The details of this proposal are included in the addendum of the overview report A 79566 Addendum 1, which was deferred from the 79th session. Madam Chair, I would also like to note that the Committee will also consider Under Agenda Item 135 on the Program Budget for 2025, the Secretary General's report on the standards of accommodation for air travel a 79, 628. In that report, the General assembly is requested, inter alia, to consider the adoption of a single threshold model for official travel below the level of Assistant Secretary General, and to establish business class as the standard of accommodation for air travel or where total flight time exceeds 9.5 hours.

Madam Chair and distinguished members of the Committee thank you for your consideration of these reports and I welcome your observations and questions.


5th Committee · Chair [7:48]:

I thank Ms. Lopez for her introduction. I invite the Vice Chair of the Advisory Committee on Administrative and budgetary questions, Mr. Catlego Boaza Malane, to introduce the related reports of that Committee as listed in today's journal. Mr. Malane, you have the floor.


ACABQ · Vice-Chair · Catlego Boaza Malane [8:07]:

Madam Chairperson, Distinguished Delegates, I have the honor of introducing the reports of the Advisory Committee on Human Resources related Matters, starting with implementation of Human Resources Management reforms. Outlook for 20262029 the Advisory Committee knows the Secretary General's ongoing efforts to refine the Human Resources Framework and acknowledges that the associated outcomes and indicators help track progress across result areas. At the same time, the Committee stresses that the Framework still does not constitute the comprehensive and coherent long term strategy previously requested by the General Assembly. The Committee reiterates that Such a strategy should outline clear proposals for accelerated progress on geographical representation, gender parity and rejuvenation, and should integrate workforce planning, the new staff selection system and enhanced performance management as core components. It also emphasizes the importance of reflecting on the implications of the UN8 initiative and Resolution 80242 in the next Human Resources Report, including the impact of downsizing and other structural changes on the diversity outcome.

The Committee stresses the need that the Secretary General ensures that the review process of the system of desirable ranges will be undertaken in close consultation with Member States, including through as early as possible engagement on ways to expand of the geographical posts as well as options and and scenario to improve the system. The Committee also calls for more ambitious rejuvenation targets and requests additional clarity on elements of the comprehensive approach that are not proposed for approval. It requirements approval of the extension of the Young Professionals Program roster availability period, but does not support the proposed reduction in age eligibility due to insufficient evidence and potential negative effects on geographical diversity. The Committee also recommends the approval of expanding Young Professionals Program eligibility to non geographical posts and request more detailed analysis of P2 career progression and the potential impact of special measures on diversity and external recruitment. With regards to Staff Selection 2.0, the committee encourages its accelerated implementation and encourages a deeper, more transformation formative review of the selection process under the UNHD Initiative, including analysis of centralization, options, outsourcing and the potential role of a center of excellence for strategic talent acquisition.

In addition, the Committee highlights the importance of updating generic job profiles to support eligibility and request improved reporting on roster management, including data on roster use diversity and the effectiveness of roster based selections. Finally, the Advisory Committee underscores that workforce planning and workload analysis are essential for efficient budgeting and mandate delivery. It welcomes efforts to introduce a more systematic methodology for staffing structures and encourages clearer integration of organizational adaptability into the eligibility outcome area on individual contracts. The Committee expresses concern over the lack of comprehensive data and recommends that a phased pilot approach for the extension of service duration, accompanied by strict safeguards and clear oversight mechanisms be proposed in the next Report. It also encourages strengthened performance management, including better data collection, analysis of underperformance and the development of function specific standards.

The Committee recommends that the next overview report includes concrete proposals to enhance the performance assessment framework in line with previous General assembly mandates. Madam Chair, with respect to the report on the composition of the Secretariat staff demographics, the Advisory Committee trusts that the Secretary General will provide information on the staffing changes resulting from the UN8 initiative and the downsizing policy, including the impact on Geographical represent on geographical distribution and representation, gender parity and rejuvenation. The Advisory Committee knows with consent that information requested by the General assembly on progress made by senior managers to meet geographical targets was not provided in the report and trust that it will be provided to the Assembly. In addition, the Committee recommends that the assembly request the Secretary General to continue providing workforce data pertaining to geographical representation, including outside the system of the desirable ranges. Madam Chair.

Finally, regarding disciplinary matters in cases of possible criminal behavior, the Committee considers that the strategic outlook of the Secretary General's report should be enhanced with trend analysis and a more systematic assessment of the disciplinary system. Given the potential increase in unsatisfactory conduct in the context of major organizational changes, the Committee underscores the need to strengthen preventive and control measures as well as the timely handling of misconduct complaints through the implementation of the UN80 initiative. With this thank you, Madam Chair.


5th Committee · Chair [13:21]:

I thank Mr. Malane for his introduction. Distinguished Delegates, in accordance with General assembly resolution 35 213, accessed by staff representatives to the Fifth Committee, in particular paragraphs 2, 2A and 3A, I now invite Ms. Narda Cupidor, representing the staff of the United Nations Secretariat, as the single representative of staff unions, to make a statement to the Committee from her seat. I request that the statement be kept brief, not exceeding a maximum of three minutes and specific to the subject. Ms. Cupidor, you have the floor.


UN Secretariat · Staff Representative · Narda Cupidor [14:03]:

Thank you, Madam Chair. Distinguished delegates, members of the Fifth Committee. As the United nations marks its 81st year, the staff unions thanked the Fifth Committee for its stewardship during a period of intense challenge and transformation. We recognize the difficult decisions before Member States as you guide the organization into the future. Staff work in some of the world's top, toughest environments, often at personal risk.

Yes, uncertainty has only increased job security. Concerns, liquidity constraints and prolonged instability have eroded. Immoral staff accept the need for reform, but a precarious workforce cannot fully uphold the responsibilities expected of international civil servants. We therefore rely on Member States to safeguard the conditions of service that enable staff to serve with integrity, confidence and resilience. As decisions are taken to prepare the organization for the future, we respectfully ask that the impact on all staff, regardless of the funding sources under pining post, be fully considered.

We appreciate the early separation program and reassignment measures for for RB funded personnel. However, many colleagues on XB funded post have faced involuntary separation in significant numbers, deepening disparities and uncertainty. Reform is necessary, yet its contractionary effects have been severe. Nearly 3,000 posts were lost this past year alone following earlier freezes and mission closures, straining rejuvenation efforts and geographic balance goals. We have also seen rising reliance on affiliate personnel who shoulder comparable responsibilities and risks without equivalent protection.

Extending maximum affiliate contracts from six months to four and a half years would entrench precarious employment and narrow opportunities for young professionals, particularly from developing countries. We cannot support this measure. A coherent human resources strategy must integrate job security, career development, staffing needs, diverse goals and mobility. We support a centrally funded, centrally managed internship program to ensure equitable access to candidates from all countries on official travel where nearly 90% already occur in an economy class. We support maintaining the standard we respectfully request dedicated time for staff to brief the Committee outside the regular schedule, ensuring inputs reach you in a timely manner and further invite the General assembly to establish a more structured thematic dialogue with staff representative bodies as the current annual three minute intervention does not allow staff to present a full scope of their concerns.

The strength of the United nations lies in its people sustainability. Efficiency is not achieved by reducing staff, but by investing in them, safeguarding institutional knowledge and ensuring coherent workforce planning, data driven recruitment and meaningful career pathways. We appeal for reforms that reinforce rather than erode the Organization's capacity to meet global needs in the coming decades. We rely on Member States to uphold conditions of service that empower staff to perform with integrity, confidence and resilience and support the Organization's long term mandate delivery thank you.


5th Committee · Chair [17:53]:

I thank Ms. Scupidor for her statement. The floor is now open for any delegations who wishes to make a statement. Statement I give the floor to the distinguished representative of Uruguay on behalf of the group of G77 and China.


Uruguay · G77 + China [18:08]:

Thank you, Madam Chair. The full version of this statement will be made available for publication.

I have the honor to deliver this statement on behalf of the group of 77 in China under agenda item 141 on human resources Management. The Group wishes To thank the ASG for Human Resources, Ms. Marta Helena Lopez for the introduction of the relevant reports of the Secretary General, the Vice Chair of the ACABQ, Mr. Gatlego Boaze Malane for presenting the related report, as well as the representative of the UN secretariat staff unions, Ms. Narda Cupidore for her intervention. The Group acknowledges the continued efforts of the Secretariat and the ACABQ in providing data and analysis to support the General Assembly's oversight of Human resources management on the implementation of human resources management reforms. The Group notes the implications implications of the UNAD initiative for the Human Resources framework including workforce transition and downsizing measures. The Group shares the view that Member States should receive a comprehensive assessment of the impact of this decision.

The Group takes note of the information shared regarding the early separation program launched in 2025, including the reported 1,093 approved separations as of January 13, 2026. The Group shares the Group supports close monitoring and transparent reporting on the demographic impact of these measures. Additionally, the Group is of the view that while the existing framework supports tracking across resolved areas, it does not in itself meet the General Assembly's request for a consolidated and comprehensive human resources management strategy with a coherent long term vision and clearly quantifiable targets, benchmarks and implementation timelines. The Group notes that as of December 31, 2024, the number of Secretariat staff stood at 41,999, including 35,231 staff members, representing a decrease of 1,526 staff, or 4.2%, compared with 2023. While some of these trends reflect structural changes in mandates and operations, the Group stresses the importance of ensuring that such shifts do not undermine institutional balance, operational effectiveness, or equitable geographical representation.

On egr, the Group notes the reductions in the number of unrepresented and underrepresented member states between December 2020 and November 2025. While these developments are encouraging, the Group remains concerned by the high number of vacant geographical posts and by the continued low volume of applications from unrepresented Member States. In this context, the Group underlines the importance of accountability for managers and supports the Advisory Committee's recommendation to enhance transparency and tracking. The Group reiterates that external recruitment remains a key tool to improve egr. In this regard, more targeted outreach, sustained talent pipelines, and sufficient liquidity is needed to enable the Organization to fill vacant geographical posts, particularly in favor of unrepresented and underrepresented Member States.

With respect to gender violence, the Group notes continued progress across the Secretariat as at the end of 2024, women represented 43.1% of the overall staff population and 46% of international staff still below the parity range. The Group shares the expectation that efforts be intensified where challenges persist on workforce rejuvenation. The Group notes the gradual aging of the Secretariat workforce, with the average age increasing for 4 from 46.6 years in 2020 to 47.6 years in 2024, as well as projections indicating that approximately 10% of staff are expected to retire between 2025 and 2029 on disciplinary matters and cases of possible criminal behavior. The Group reaffirms that the importance of a zero tolerance approach to misconduct and a strong culture of accountability and in this regard, the Group notes the Advisory Committee's call to strengthen the strategic outlook of reporting, including through enhanced trend analysis and dedicated reporting on the implementation of resolutions and recommendations of oversight bodies. The Group further notes the Advisory Committee's concern regarding potential UN80 related vulnerabilities as major organizational changes may weaken internal control environments.

The Group shares the view that all efforts should be made to ensure strengthened risk management and timely handling of misconduct complaints. The Group welcomes the launch of ClearCheck 2.0 and encourages continued efforts to promote wider participation in active use across the UN system. At the same time, the Group shares the concern regarding the recovery of financial losses arising from misconduct and underscores the importance of intensifying efforts to improve recovery rates through early identification and timely action, including in separation cases. Madam Chair, the Group of 77 in China reiterates that equitable geographical representation, gender balance and workforce rejuvenation remain core principles in the context of human resources management reform. The Group stands ready to engage constructively on this important agenda.

Item I think.


5th Committee · Chair [23:25]:

Thank you and I now give the floor to the distinguished representative of the European Union.


EU · EU [23:32]:

Madam Chair, I have the honor to speak on behalf of the European Union and its member states. The candidate countries North Macedonia, Montenegro, Serbia, Albania, Ukraine, the Republic of Moldova, Bosnia and Herzegovina, as well as Armenia, Monaco and San Marino align themselves with this statement. At the outset, I would like to acknowledge the ASG for Human Resources and the Vice Chair of the ACAVQ and to thank them for presenting their reports as well as to the Staff Representative for her intervention. The UN's most valuable asset is its staff. Their dedication and professionalism are essential to delivering mandates, upholding principles and defending the organization's values.

Effective human resources management is therefore central to building an agile, accountable and resilient UN as ambition in the Pact for the Future and the UN Aid Initiative. Madame Chair, the adoption of Resolution 77278 three years ago reflected a shared commitment to a comprehensive human resources strategy. The proposed update focuses on four strategic outcomes Diversidad conformia lo diusto la carta de nacione. The organization personnel must embody the highest standards of efficiency, competence and integrity and reflect the diversity of the people it serves serves. Achieving this requires a recruitment process that attracts and hires the most suitable candidates with the right skills.

Staff selection 2.0 should ensure quality. We remain committed to supporting the efforts towards diversity in terms of accessibility, career progression and staff retention across all categories and components. We encourage further efforts to achieve gender parity and the empowerment of women at all levels, including in the field. We emphasize that regard should be given to attracting and retaining talent on a wide, as wide as possible geographical basis with proper implementation of the desirable ranges system. We insist on the need to ensure equal opportunities for persons with disabilities.

We repeat our call to rejuvenate the organization and we eagerly await the discussion on the Comprehensive Approach Report. We emphasize the importance of multilingualism and the need for linguistic diversity to be adequately reflected in the human resource mission. Management of the UN talent outreach and addressing the young talent pipeline, as well as having a proper internship program that is properly managed, are all key priorities that we take very seriously because they are essential to attracting and developing the next generation of UN staff in accordance with Article 101 of the UN Charter. Now AGILITY we believe in the importance of having a comprehensive and strategic workforce planning system. UN80 represents a valuable opportunity to engage in collective reflection on the modernisation of the UN's human resources policy and advice so that it can become more flexible in terms of human resource management.

The organization must actively promote career development and learning opportunities, particularly in tense, challenging environments. Moreover, the effective implementation of the Mobility framework is essential to fulfilling UN mandates. Resilience we are convinced that workforce resilience must be recognized as a key element for the future of the un. Focusing on mental health and well being, promoting career support and ensuring organisational adaptability are essential components of a reformed and effective UN workforce, particularly in times of uncertainty caused by downsizing. Accountability in the reform process.

We remain deeply committed to implementing a strong and robust accountability framework. An effective performance management system should actively prevent all forms of discrimination, address misconduct with a survival victim centered approach and make zero tolerance a reality. The UN must be a place free of racism and racial discrimination. Madame Church when discussing the organization's most essential resource, its staff, we also recognize the need to take its financial situation into careful account. Member States have the responsibility to set human resources policies ensuring that liquidity constraints do not hinder their effective implementation or their adequate analysis.

We remain committed to working constructively toward a consensual HRM resolution that provides clear and robust guidance within the framework of the UN8 initiative. We will continue to engage actively with you and all members of the Fifth Committee to achieve this objective. We conclude by commending all those who make our work possible and by expressing our sincere gratitude to the United nations workforce. While challenges remain, their commitment, expertise and sense of purpose ensure that the organization continues to function effectively. Is there professionalism, dedication, passion and compassion that sustain the UN and enable it to serve those who depend on it.

I thank you, Madam Chair.


5th Committee · Chair [28:43]:

I thank you. And I now give the floor to the distinguished representative of Switzerland on behalf of Switzerland and Liechtenstein.


Switzerland [28:54]:

Madame La Prsident. Madam Chair. I have the honor to take the floor on behalf of Switzerland and Liechtenstein. Our delegations thank the Secretary General for his reports and. And we're grateful to the ACABQ for their comments.

Madam Chair, United nations personnel are not merely an administrative component or a figure. They are the organization's driving force. At a time of profound transformation under the UN 80 initiative. We must recognize that institutional reform is not an abstract exercise. It directly affects the women and men who serve the organisation.

Ongoing discussions on efficiency gains, restraint, restructuring and workforce reductions have created uncertainty among staff across all duty stations. Rejuvenation and reform are essential if the UN is to remain fit for purpose. However, all change must be managed responsibly. We must acknowledge the human dimension of this transformation. Protracted uncertainty regarding job stability, evolving mandates or potential relocations can have a tangible impact on morale, psychological well being, productivity and institutional memory.

Sound human resources management is therefore at the heart of successful reform. In times of transition, we need transparent communication, fair processes and predictable workforce planning in order to preserve trust, maintain motivation and protect the expertise that enables the organisation to discharge its mandates. Madam Chair, gender parity remains another priority for our delegations. We welcome the sustained commitment of the Secretariat to achieving gender parity across the organisation by 2028 and its commitment to expediting progress, particularly in peace operations. We commend the emphasis placed on strengthening enabling environments, including through family friendly policies and improving living conditions in the field.

At the same time, we note that liquidity constraints could slow progress. In this regard, rigorous monitoring of disaggregated personnel, data and retention trends at all levels and across all entities is essential. Gender parity must not become a casualty of financial pressures or of restructuring efforts. On the contrary, periods of reform should be seen as opportunities to correct structural imbalances. Ultimately, financial uncertainty not only affects programs, but also people.

Sustainable mandates require sustainable funding and particularly in times of reform and budgetary constraints, strong and forward looking human resource policies that provide clarity, fairness and stability to staff are required. Only under these conditions can the organization fully rely on the commitment and excellency of those who serve it. I thank you.


5th Committee · Chair [31:53]:

I thank you. And I now give the floor to the distinguished representative of Angola on behalf of the African Group.


Angola · Africa Group [32:02]:

Thank you very much, Madam Chair. I have the honor to deliver this statement on behalf of the African Group. The African group thanks Ms. Marta Lopez as Chief for Human Resources, Mr. Catlego Malane, Vice Chair of ACABQ and Ms. Narda Cupidor, representing the UN Staff Union, for their respective presentation. The Group aligns itself with the statement delivered by the distinguished representative of Uruguay on behalf of the group of 77 and China and wishes to make the following additional remarks. The African Group reiterates that the staff are the UN's most valuable asset and central to effective mandate delivery.

We Recall Assembly Resolution 77, 278 and 8242 requesting a comprehensive human resource strategy with measurable targets for equitable geographical distribution, gender parity and rejuvenation. We remain concerned that such a strategy has not yet been presented on equitable geographical distribution and representation. The African Group remains deeply concerned that the persistent imbalance in the composition of the Secretariat, including for African countries in both post with and without geographical status. We attach particular importance to the mandate review of the system of desirable ranges and expect urgent, early, genuine consultations with Member States on options to expand the base figure of geographical posts and improve the methodology with concrete scenarios to be presented to the 82nd session. We underscored that equitable representation must apply across all funding sources in line with assembly resolutions rejecting separate recruitment regimes.

We therefore expect the Secretary to intensify target outreach, including through enhanced cooperation with Resident Coordinators and United Nations Information Centers, and to make full use of the staff selection 2.0 and enhanced reporting mechanism to address systemic barriers that disproportionately affect candidates from developing countries, particularly from the African region. Also, on gender parity, the African Group supports the Secretary General strategies to ensure the equal participation of women throughout the Secretariat, including at senior level, and notes with appreciation the progress achieved in reaching the parity range at several professional levels. At the same time, we remain concerned by the lower representation of women, particularly from developing countries, in field operation and in field services category. We encourage the Secretariat to devise context sensitive measures that respond to office needs while ensuring gender parity. With due regard to geographical balance regarding rejuvenation and the comprehensive approach to recruiting and retaining young talent, the African Group welcomed the effort to strengthen early career pathways, especially for youth from Africa.

However, we share concerns regarding the proposal to lower the Young Professional program age limit from 32 to 30, which will exclude a significant proportion of applicants that could have adversely affect participation by nationals from countries where access to higher education and relevant experience starts. Later, we note the proposal to grant priority consideration to to P2 staff in selections for P3 post to address early career stagnation, but stress that any measures must safeguard geographical diversity, gender balance and fairness to external candidates. Madam Chair, finally, the African Group reaffirms that an effective, efficient and diverse gender balance Secretariat is indispensable to the credibility of the United Nations. We are committed to engaging constructively in the upcoming consultations with a view to achieving a positive outcome. On this agenda item, I thank you.


5th Committee · Chair [36:20]:

I thank you and I now give the floor to the distinguished representative of the Russian Federation.


Russian Federation [36:30]:

Madam Chair, we'd like to thank ASG on Human Resources Management, Ms. Lopez and Deputy Chair of ACABQ, Mr. Melanie for their reports and Ms. Gopidor for your statement on behalf of the Staff Union. One of the pillars of our future resolution should be equitable Geographical Representation or egr, which we all know well. It can be found in many General assembly resolutions. We trust that the HRM resolution will also contain EGR geographical representation distribution. Also, we note in the ACBQ in its report, we'll consider both EGR and egd.

We hope that the recommendations of the Committee on this topic will serve as the foundation for our resolution. Unfortunately, we must note that the Secretary General's report on reform of Human Resources Management and The outlook for 2026, 2029, unlike the ACABQ report, provides information only on EGD, despite the General Assemblies annual resolutions on the UN regular budget which contains many recommendations of the ACABQ on both staffing approaches, that is EGR and egd. We should also pay separate attention to discussing the staffing table of the Secretariat as part of the UN 80 initiative. This includes implementation of the downsizing policy and the impact of post abolishments on ensuring EGR and EGD are observed in the UN Secretariat. The Russian delegation has a lot of proposals on HRM which we'd like to discuss with colleagues this session.

The draft resolution is an important and interesting agenda item. We trust that all delegations will engage constructively on it. The thank you very much.


5th Committee · Chair [38:48]:

Thank you. And I now give the floor to the equally distinguished representative of Israel.


Israel [38:57]:

Thank you, Chair for giving me the floor. With respect, I would like to thank also to ASG for Human Resources and Management, Martha Helena Lopez, the Vice Chair of the ACABQ, Catalengo Malena and for the representative of the UN Secretariat Staff Union, Ms. Noranda Kupidora, for their presence, their presentation and their continued engagement on these important issues. Chair to truly become a united nation is not aspirational. It is an obligation to represent the people of 193 member states. The Organization must and ensure fairness regardless of sex, nationality, race, ethnic or social origin, religion, disability, age, sexual orientation and gender identity.

Representation alone is not enough. Inclusion must translate into advancement. We must strengthen leadership pipelines, mentorship opportunities, transparency in selection and promotion processes and ensure equitable access to senior position, particularly for staff from underrepresented and unrepresented countries, while also empower local knowledge and national staff. Basic guidelines encouraging the selection of candidates from underrepresented countries should be further strengthened. This is essential to build the organization we aspire to.

Improving accessibility is a core component of building a truly inclusive organization. Physical and digital accessibility must be fully integrated into human resources management, supported by clear policies and accommodation to ensure that persons with disabilities are fully able to participate in the UN workforce without any barriers. But creating truly inclusive workplace extends beyond simply physical and structural access. It requires sustained attention to the well being of those who serve within it. Israel strongly supports the strengthening of the mental health services for all personnel.

Chair Gender parity is a structural commitment and cannot be treated as only numerical target. Leadership and operational planning must reflect the diversity of the population we serve and Barry's limiting women's participation in peacekeeping and special political mission must continue to be addressed. Similarly, youth participation must not be symbolic. Youth should be integrated across all levels of employment and career streams, not only through temporary or extra budgetary initiatives. Chair Israel remained deeply concerned by the rise of antisemitism worldwide, online, offline and within international institutions like this one.

Antisemitism.

Incompatible with UN values. We underscore the importance of fully implementing the UN Action Plan for Monitoring and Response for Antisemitism. Thank you. Chair My delegation look forward for the constructive engagement.


5th Committee · Chair [42:26]:

If there are no further comments. The Committee has thus concluded its general discussion on this agenda item. Informal consultations on the reports just introduced will be coordinated by Mr. Jean Bertrand Bina of Cameroon and Ms. Fatou Nia Haidara of the Gambia. The meeting is adjourned.