UN Transcripts — https://transcripts.un.org/en/ga/c5/80/23 Fifth Committee, 23rd plenary meeting - General Assembly, First part of the resumed 80th session — Fifth Committee — 4 March 2026 Language: en Automatically generated transcript — may contain errors. Not an official United Nations record. --- 5th Committee · Chair [0:01]: I call to order the 23rd meeting of the fifth committee at the first part of our resumed ATS session. I invite the Committee to resume its consideration of Agenda Item 136, entitled Program Budget for 2026, in particular, the question of addressing racism and racial discrimination. In this connection, I invite the Under Secretary General for Management Strategy, policy and compliance, Ms. Katherine Pollard, to introduce the report of the Secretary General on Addressing Racism and Racial Discrimination contained in document A84.689. I understand that the Special Advisor to the Secretary General for Addressing Racism in the workplace, Ms. Mojangunyambet Gombe, has requested to also make a statement to supplement Ms. Pollard's remarks. Ms. Pollard, you have the floor. UN Secretariat · USG Management Strategy, Policy and Compliance · Katherine Pollard [1:12]: Thank you, Madam Chair. And good morning to you and the distinguished members of the Committee. Madam Chair, distinguished delegates, I have the honor to introduce to you the report of the Secretary General on Addressing Racism and Racial Discrimination. We also have the benefit of being joined today by the Special Advisor to the Secretary General for Addressing Racism in the Workplace. Since our last joint address to you in November 2023, there have been a number of key developments related to the Secretariat's Anti Racism agenda. Chief among those was the creation by the General assembly of the Anti Racism Office as a sub program in the Department of Management Strategy, Policy and Compliance. The Anti Racism Office oversees, coordinates and monitors the implementation of the Secretary General's Strategic Action Plan on Addressing Racism and Promoting Dignity for All. It operates under the substantive guidance of the Special Advisor and my managerial oversight. The Special Advisor also convenes and chairs the Implementation Steering Group that provides leadership, guidance and expertise related to operationalization and mainstreaming of the Strategic Action Plan. Despite persistent liquidity constraints, the Anti Racism Office has managed to make progress across its three pillars of work, advocacy and awareness raising, transparency and institutional reform and accountability, and racial justice. Nevertheless, its small size has affected its scope and challenged its capacity to advance its vital agenda more rapidly. One way to address this is through strengthening the cohesion of the Secretariat's global network of anti racism advocates and action that can be supported through voluntary contributions. On that and all of the matters outlined in the report, my colleagues and I stand ready to answer your questions. Madam Chair, I will now give the floor to the Special Advisor to deliver her remarks. Thank you. UN Secretariat · Special Advisor to SG (Racism in workplace) · Mojangunyambet Gombe [3:23]: Thank you very much. USG Pollard. Madam Chair, distinguished delegates, I've had the honor of overseeing the substantive implementation of the Strategic Action Plan over the last three years. It has not always been easy to do so considering the contested narratives around racism and racial discrimination. However, because history has no blank Pages. Our recorded past enables us to arrive at the truth. We committed atrocities against each other in the past. But that past should not hold us hostage. The Strategic Action Plan is one intervention to help us move forward towards what the United nations demands of us. That we remember always that all human beings are born free and equal in dignity and rights. Racism and racial discrimination continue to affect our organization. The staff surveys confirm that. The many town halls, live talks, conversations, complaints all confirm this. The Strategic Action Plan gives us the roadmap towards eliminating the scourge. We cannot be a trusted standard bearer of human rights if the Secretariat's most valuable asset, its staff, continues to be debased by racial discrimination. We continue to implement the plan in its entirety. In the last year, we focused on the collection of raised data from personnel as agreed by the General Assembly. This data will be provided voluntarily, used in an anonymized and aggregated form, kept confidential and used only to understand racism and racial discrimination in the Secretariat and to take remedial actions to reverse patterns of racism and racial discrimination and their trends. This information will not be used in connection with any individual human resources management processes. To shift organizational culture, we launched the Secretariat's first ever course on racism entitled Addressing Racism and Racial Discrimination in the Workplace. This is an online, self paced learning tool soon to be made mandatory for all personnel. Our work on accountability focuses on areas including developing measures to tackle racism and racial discrimination, addressing issues related to internal administration of justice system, promoting racial justice, creating a safe institutional environment for making complaints and reporting incidents of racism, for fostering racial healing and protection and strengthening support mechanism for staff members affected by racial discrimination. We have on our part, reviewed the amendment of the Secretary General's Bulletin on prohibited conduct to include racism and racial discrimination. We know that we cannot hope to end a centuries old scourge overnight. Much remains to be done. Inaction is not an option. With your support, we will continue our efforts to transform the Secretariat into a safe environment in which racism is not tolerated and dignity is extended to all. Madam Chair, we stand ready to answer any questions the Committee may have. 5th Committee · Chair [6:58]: I thank Ms. Pollard and Ms. Gambie for their statements. I now invite the Chair of the Advisory Committee on Administrative and budgetary questions, Ms. Juliana Gaspar Rouach to introduce the related report of the Committee contained in document A87, addendum 28 scas parwash, you have the floor. ACABQ · Chair · Juliana Gaspar Rouach [7:20]: Thank you. Madam Chair. Madam Chair. Distinguished delegates, I am pleased to present the Advisory Committee's report on addressing racism and racial discrimination. The Committee acknowledges the long standing efforts undertaken by the United nations to combat racism. While progress has been made, the Committee observes that important gaps remain and encourages continuing strengthened action in this regard. The Committee notes that the report of the Secretary General does not fully demonstrate the actions taken to respond to the General Assembly's request for a review of the structure, placement and reporting lines of the Anti Racism Office. He recommends that in his next report, the Secretary General included a clear assessment of the impact of the Office's existing placement and reporting arrangements on Monday delivery, as well as options for strengthening these arrangements. The Committee also stresses the importance of comprehensive and reliable data to deepen the organization's understanding of racism and racial discrimination. The Committee thus welcomes ongoing initiatives including voluntary and anonymized race based data collection and expanded staff engagement, while recommending that the Secretary General further strengthen data collection, analysis and transparency in cooperation with the relevant UN offices and in line with General Assembly Resolution 80 238. Finally, the Committee encouraged continued efforts to refine and strengthen the Strategic Action Plan, including through systematic review of policies and procedures, expansion of anti racism learning, reinforcement of accountability, and the development of clear performance indicators to measure progress. Thank you, Madam Chair. 5th Committee · Chair [9:02]: I thank Ms. Gasparduas for her statement. The floor is now open for any delegation who wishes to make a statement. I now give the floor to the distinguished representative of Uruguay on behalf of the group G77 and China. Uruguay · G77 + China [9:23]: Thank you, Madam Chair. I have the honor to speak on behalf of the group of 77 in China on agenda item 136 regarding the report of the Secretary General entitled Addressing Racism and Racial Discrimination. The Group thanks the Undersecretary General of the MSPC, Ms. Catherine Pollard, and the Special Advisor on Addressing Racism in the workplace, Ms. Mohanyuan Gumby, for the introduction of the Secretary General's Report, as well as the Chair of the ACABQ, Ms. Juliana Gaspar Ruas, for presenting the related report. The Group acknowledges the continued efforts undertaken to advance the strategic action plan aimed at addressing racism and promoting dignity for all. Within the Secretariat, we recognize the progress achieved in strengthening advocacy, awareness raising initiatives and institutional coordination, as well as the ongoing work of the Anti Racism Office and the network of advocates across duty stations. The Group reiterates that combating racism and racial discrimination is essential for safeguarding the credibility, integrity and effectiveness of the UN in this regard, we reiterate the firm opposition of the group of 77 and China to all forms of racism, racial discrimination, xenophobia and related intolerance. We welcome the continued efforts to refine the Strategic Action Plan and to strengthen data collection, training initiatives and institutional reforms which contribute to fostering an inclusive and respectful workplace culture. At the same time, the Group underscores the importance of ensuring that ongoing initiatives are implemented in a balanced, transparent and inclusive manner, with due consideration for the perspectives and realities of staff from developing countries. We note the continued challenges reflected in staff perceptions, recruitment patterns and access to opportunities, and emphasize that efforts to address systemic institutional racial bias across the Secretariat should remain a priority. In this regard, strengthening accountability mechanisms, enhancing trust in reporting systems and ensuring equitable representation at all levels of the Organization remain essential to achieving lasting progress. In this context, the Group notes the Advisory Committee's observation regarding the placement and reporting arrangements of the Anti Racism Office. We share the view that future reporting should provide clearer analytical insight into how the current placement supports the effective discharge of the Office mandate, including an assessment of any constraints and options to strengthen reporting arrangements as requested by the ga. The Group also underscores the importance of comprehensive and reliable data to continuously assess the impact of the Strategic Action Plan and guide its implementation. We welcome efforts to strengthen data collection and transparency, including steps to enable the voluntary, anonymized and aggregated collection of race related data, and we encourage further updates on how such data will strengthen the analytical framework for understanding racism and racial discrimination in the Secretariat. Regarding learning and training, the Group takes note of the ongoing efforts to build a coherent learning portfolio, including the launch of the Secretariat's course on addressing racism and racial discrimination in the Workplace and related targeted initiatives. We share the view that future reports should include comprehensive information and statistics on staff participation in anti racism learning and training initiatives, along with an assessment of their effectiveness. The Group further stresses the importance of expediting the ongoing work to strengthen the policy framework, including the review process to incorporate activities clear definition of racial discrimination as prohibited conduct. We share the expectation that the Secretariat provided GA with an update on its status as well as further details in future reporting, given the paramount importance of legal clarity for transparency and accountability. Additionally, the Group supports the call for further refinement of the Strategic Action Plan, including through systematic review of policies, rules and procedures to prevent discriminatory outcomes, reinforcement of accountability mechanisms and further institutionalization and expansion of Anti racism learning. We also support the development of performance indicators and assessment tools to measure progress and impact in a more results based manner. The Group highlights the challenges faced by the Anti Racism Office, including liquidity constraints and the impact of organizational reforms including the UNITY Initiative on staffing and non post resources. In this regard, we underscore the importance of safeguarding mandate delivery, ensuring operational continuity and mitigating any potential negative impact on staff diversity and inclusion during periods of transition. Madam Chair, the Group reaffirms its commitment to supporting the Secretariat's efforts to foster a workplace grounded in dignity, equality and mutual respect, which is essential to ensuring that the UN continues to serve as a leading voice for human rights. We look forward to maintaining our constructive engagement with all partners to ensure that the Strategic Action Plan delivers meaningful, inclusive and sustainable results for all staff members. I thank you. 5th Committee · Chair [14:50]: I thank you and I now give the floor to the distinguished representative of Trinidad and Tobago on behalf of caricom. Trinidad and Tobago · CARICOM [14:56]: Thank you, Madam Chair. Madam Chair, I have the honor to speak on behalf of the 14 member states of the Caribbean Community, CARICOM on agenda item 136, proposed program budget 2026 addressing racism and Racial Discrimination. We thank the Secretary General for his report and Advisory Committee for its related report. Moreover, CARICOM aligns itself with the statement delivered by the distinguished representative of Uruguay on behalf of the group of 77 and China and wishes to add the following remarks. Madam Chair for caricom, addressing racism and racial discrimination within the United Nations Secretariat is a matter of enduring importance. For us, this historical the historical legacies of the transatlantic slave trade, colonialism and systemic exclusion continue to shape the lived experience experiences of our people and it is in this spirit that we remain committed to the effective implementation of the Strategic Action Plan on addressing racism and promoting dignity for all in the Secretariat. CARICOM therefore welcomes the continued progress made by the Anti Racism Office in advancing its three prong approach, encompassing advocacy and awareness raising, transparency and institutional reform and accountability, and racial justice. We take note in particular of the launch of the Secretariat's first training course on racism and racial discrimination in the workplace, the expansion of the network of anti racism advocates and the work undertaken to refine the Strategic Action Plan through a consultative process. Madam Chair, the data presented in the Secretary General's report reflect that strong structural challenges persist. The analysis of staffing composition and recruitment outcomes indicate continuing disparities at successive stages of the selection process, including at senior levels. These findings reinforce the importance of sustained institutional action grounded in measurable outcomes and supported by reliable data. In this regard, Chair CARICOM underscores the importance of structured reporting with measurable performance indicators that enable Member States to assess progress against clearly defined benchmarks. We welcome the planned introduction of voluntary and anonymized race related data collection through Inspira in 2026, which we hope will strengthen the evidence base for policy reform and enable more targeted corrective action over time. CARICOM also takes note of the concerns identified in the Staff Engagement Survey regarding trust in reporting mechanisms and perceptions of fairness in how complaints are handled. Addressing these concerns will require not only clear policy frameworks but also consistent managerial accountability and practical safeguards that give staff confidence to come forward without fear fear of adverse consequence. We encourage the time bound completion of the review of the Secretary General's bulletin ST SGB2019 8 which would formally define racial discrimination as prohibited conduct and call for clearly defined benchmarks to guide follow up actions and ensure accountability in the implementation of the revised Form Framework. In this regard, Chair, we also underscore the importance of the consistent application of established disciplinary procedures in cases involving racial discrimination in accordance with the Organization's administrative framework. We take note of the observations of the Advisory Committee regarding the placement and reporting arrangements of the Anti Racism Office and agree that future reporting should provide a clearer assessment of how current arrangements support mandate delivery along with options to enhance effectiveness where needed. We are also mindful of the resource constraints under which the Anti Racism Office currently operates, including the impact of the UN 80 initiative on its staffing and non post resources. CARICOM would encourage ensuring that broader organizational reforms are implemented with due regard for their potential impact on staff diversity and on the capacity of the Office to deliver its mandate effectively with allocated resources remaining aligned with clearly defined deliverables under the mandate. In this context, CARICOM also underscores the importance of ensuring that any application of artificial intelligence in recruiting, in recruitment, staff management and related processes is subject to rigorous oversight to safeguard equity and inclusion and prevent the embedding or amplification of racial bias. Madam Chair, in closing, CARICOM remains committed to constructive engagement on this item and looks forward to continued reporting that demonstrates tangible progress in the fostering and organizational culture where dignity and respect are lived realities for all. Chair, I thank you, 5th Committee · Chair [20:40]: I thank you and I now give the floor to the distinguished Representative of Israel. Israel [20:50]: Thank you Chair for giving me the floor. I wish first to thank USG Pollard for being here and also to Special Advisor Gombe. I wish to thank the Chair of the ACABQ and the Secretariat for being with us. Racism and racial discrimination have no place in the United Nations. The Organization was conceived as a place where individuals from every region and every background come together to build a better world. Its credibility depends not only on the reports, reports, mandates and resolution it adopts, but on the example it sets through its own institutional culture. Yet in 2026 discrimination continue to persist from concerns of unequal opportunities to lack of staff confidence in reporting mechanism. Those stresses that the Strategic Action Plan and the three pillar framework which guide us remain crucial. The State of Israel supports the incorporation of racism and racial discrimination into The Cleric Check 2.0 system. A zero tolerance policy must be more than declaratory. It must ensure that history does not repeat itself. Accountability cannot stop at a resolution of individual cases. It must prevent patterns of misconduct from re emerging elsewhere in the system. By ensuring that findings are record and shared across participating entities, ClearCheck 2.0 strengthens due diligence, closes accountability gaps and reinforces the principle that there can be no immunity for discriminatory conduct within the United Nations. Chair Efforts to fight racism must never themselves become vehicles for discrimination. Antisemitism is one of the world's oldest form of hatred and has long manifested as both racial discrimination and religious against the Jewish people. The International Holocaust Remembers Alliance Working Definition of Antisemitism Establish a critical framework for identifying and addressing forms of this discrimination. The horrifying phenomena of antisemitism must be part of the Strategic Action Plan. Chair we look forward to the continued engagement on this matter and reaffirm our commitment to a workplace where dignity, fairness and equality are not aspiration, but a reality. Thank you, Chair. 5th Committee · Chair [23:33]: Thank you. If there are no further comments, the Committee has just concluded its general discussion on this question. Informal consultations on the reports just introduced will be coordinated by Ms. Noel Tam of Singapore. I would like to pause for a few moments to enable changes to the seating at the podium so that we may begin the next item on our agenda. I invite the Committee to resume its consideration of Agenda Item 134, entitled Review of the Efficiency of the Administrative and Financial Functioning of the United nations, in particular, the Question of Progress towards an Accountability System in the United Nations Nations Secretariat. In this connection, I invite the Acting Director, Business Transformation and Accountability Division of the Department of Management Strategy, Policy and Compliance, Mr. Kevin Summers Gill, to introduce the 15th progress report of the Secretary General on Accountability Strengthening Accountability in the United Nations Secretariat, contained in Document A. Mr. Summerskill, you have the floor. UN Secretariat · Acting Director, BTA Division (DMSPC) · Kevin Summerskill [26:14]: Good morning and thank you, Chair. Distinguished Delegates, I have the honour to introduce the report of the secretary general entitled 15th progress report on Accountability Strengthening Accountability in the United Nations Secretariat as requested by the General assembly and its resolution 70 255. The Secretary General's management reforms were the catalyst for a shift in the culture of the organisation away from focusing on process to delivering results with staff accountable for financial and programme performance. The report recognises that a culture shift of such significance can only happen over time and must be part of a process of continuous improvement. Progress continues to be made in improving elements of the accountability system. Some examples of the concrete measures taken in 2025, as detailed in section 2, include enhanced transparency of performance through placing greater emphasis on demonstrating concrete results. The annual budget provides programme planning and performance information clearly indicating whether planned targets were met except or not met, excluding partially met, and provides explanations and corrective actions where applicable. A strengthened internal control framework including through enhanced monitoring mechanisms. The Statement of Internal Control again provided reasonable assurance that the Secretariat operates under an effective system of internal controls. Progress continued in integrating internal controls with risk management. The rollout of Umoja's ERM solution for 64 secretariat entities progressed alongside ongoing efforts to improve quality and consistency of risk information and strengthen risk management across the Organisation. Expansion by the secretariat of the ClearCheck database to include additional categories of misconduct, continued mandatory training on standards of conduct and the use of a risk management toolkit to address sexual exploitation and abuse. Progress noted in implementing oversight Body recommendations. The Board of Auditors again issued unqualified audit opinions on the financial statements of UN Volume 1 and 2, reflecting strong governance and compliance with its financial reporting framework. Transparency of information is core to accountability. Efforts were focused on expanding access to timely decision relevant information through enhanced data integration and user centric tools. United nations business intelligence data models and corporate data sources were further leveraged to improve the functionality of the Management Dashboard, increasing visibility across key processes such as tracking Board of Auditors recommendations and the implementation of enterprise risk management. To conclude, the report shows the Secretariat's continued progress in reinforcing accountability as a central pillar of its management system. More can always be done and the report details planned activities in 2026 and beyond to drive continuous improvement. We look forward to receiving your comments and guidance. Thank you. 5th Committee · Chair [29:43]: I thank Mr. Summerskill for his introduction. I now invite the Chair of the Advisory Committee on Administrative and budgetary questions. Ms. Juliana Gaspar Ruachtry introduced related reports of the Committee contained in document A86 13 discussed by Ruas. You have to. ACABQ · Chair · Juliana Gaspar Rouach [30:04]: Thank you. Madam Chair. Madam Chair, Distinguished Delegates, I am pleased to introduce the report of the Advisory committee on the 15th progress report on Accountability, Strengthening Accountability in the United Nations Secretariat. The Committee notes the efforts and progress achieved in the different components of the accountability system, but is of the view that the components often operate in a fragmented and siloed manner and considers that further efforts are required to ensure an integrated system. In particular connections between personal and institutional accountability as well as clear delineation of roles and responsibilities and mechanisms for systematic feedback and follow up in the system of internal control merit further review and consideration. The Committee trusts that the content of future reports will address its observations in order to provide more meaningful information on the progress made in furthering institutions institutional and personal accountability in respect of the budgetary process and noting the introduction of changes in peacekeeping performance and budget reports. The Committees of the view that transformative changes to budget documents would have benefited from input from Member States and emphasized the advantages of presenting a model of pilot to Member States before changes are implemented at scale. The Committee also acknowledged the progress achieved achieved with the new staffing model being implemented for the support account, UNLB and rsce, and encourages the Secretary General to provide an assessment on possible ways to adapt and expand the use of staffing models based on workload factors. On personal accountability, the Committee reiterates its recommendation that the assembly request the Secretary General to include aggregate information and data analysis on organizational performance gathering centrally through the collection of managers performance against indicators in the compact process and other mechanisms. The Committee also reiterates its view on enhancements to the performance assessment framework and recommends that the assembly request the Secretary General to include proposals in that regard in the next Human Resources Overview report. Regarding institutional accountability, the Committee trusted the ongoing internal review on the three lines of defense will be followed by the incorporation of a clear definition and attribution of roles and responsibilities and by strengthening the exercise of the second line of defense across different departments. The Committee also stresses that the accountability system should provide strong assurances that all cases with potential significant financial loss or reputational risk to the organization are probed and trust that additional information will be provided in the next report. Thank you, Madam Chair. 5th Committee · Chair [32:42]: I thank Ms. Gaspar Ruach for her introduction. The floor is now open for any delegation who wishes to make a statement. I now give the floor to the distinguished representative of Uruguay on behalf of the group of G77 and China. Uruguay · G77 + China [32:57]: Thank you, Madam Chair. I have the honor to deliver this statement on behalf of the Group of 77 and China under agenda item 134 on progress towards an accountability system in the UN Secretariat. The Group wishes to thank the Acting Director of the Business Transformation and Accountability Division, Mr. Kevin Summersgill, for introducing the 15th progress report of the Secretary General on Accountability, as well as the Chair of the ACABQ, Ms. Juliana Gasparrus, for presenting the related report. The Group wishes to reiterate its long standing view that authority must be accompanied by by responsibility and accountability. Managers, particularly senior managers entrusted with significant responsibilities, are expected to deliver tangible results in a timely and cost effective manner, in full compliance with regulations, rules and ethical standards, and with due regard to the role of oversight bodies and the implementation of accepted recommendations. The Group recognizes the efforts undertaken and the progress achieved across the various components of the accountability system. At the same time, we share the Advisory Committee's view that these components too often operate in a fragmented manner and that further efforts are required to ensure that the Accountability Framework functions as a coherent and integrated system capable of continuous improvement and providing the appropriate level of assurance. In this regard, the Group stresses the importance of strengthening the critical linkages between personal and institutional accountability, including through clearer definitions of roles and responsibilities and effective mechanisms for systematic feedback and follow up within the internal control system. We also underscore the need for the Accountability Report to evolve from narrative descriptions of initiatives towards a more analytical and strategic assessment of performance of the system system itself, including data analysis, identification of shortcomings and corrective measures, and the definition of strategic objectives for continuous improvements as emphasized by the Advisory Committee. The Group notes the Advisory Committee's view that the content and format of the Accountability Report merit a thorough review and we look forward to improvements that provide more meaningful information on progress and furthering both institutional and personal accountability. In this context, we also note the observations regarding the periodicity of reporting, including the possible value of a multi year perspective for strategic evaluation. The Group reiterates the importance of continuously improving the presentation of the proposed program budget, ensuring that resources are clearly linked to a results based budgeting framework and reflect existing mandates and the measures to achieve them, including with due consideration for the priorities of Member States. We also emphasize the need to integrate indicators that provide quantifiable information to drive a culture of efficiency and cost effectiveness. The Group further shares the Advisory Committee's opinion that transformative changes to budget documents would have benefited from input from from Member States during the budgetary review process. In this regard, we underscore the advantages of presenting models or pilots to Member States before changes are implemented at scale. Regarding Senior Managers compacts, the Group recalls the importance of strengthening the link between institutional and personal accountability. We note the Advisory Committee's emphasis on the value of centrally aggregated partners performance data, including the identification of shortcomings and related corrective measures. The Group remains concerned that equitable geographical distribution continues to face persistent challenges. In this regard, we recall the General Assembly's guidance on geographical targets contained in Senior Managers Compacts and look forward to further information on accountability measures in cases of non compliance compliance with compact targets as well as updated reporting on progress achieved, including in the context of the implementation of the UN 80 initiative, on the issue of strengthening the three lines of defence model and the need for greater clarity on the attribution of roles, responsibilities and coordination processes. Among them, we underscore that a strong framework for accountability, internal controls and risk management is particularly particularly important in the context of UN80 and we look forward to updated information on the progress of the internal evaluation being conducted. Finally, the Group reiterates the importance of the full and timely implementation of recommendations of oversight bodies and endorsed recommendations of the Advisory Committee and as appropriate, of holding program managers accountable for the non implementation of these recommendations. Madam Chair, the Group of 77 in China reiterates its strong support for an effective, efficient and transparent accountability system that is fully embedded in the working culture and operational practices of the UN Secretariat and that consistently reinforces both institutional integrity and managerial responsibility. The Group remains ready to engage constructively with all partners to conclude this agenda item in a timely manner. I thank you. 5th Committee · Chair [38:18]: I thank you and I now give the floor to the distinguished representative of Switzerland on behalf of Switzerland and Liechtenstein. Switzerland · Switzerland and Liechtenstein [38:28]: Madame La President. Madam Chair, I have the honor to address you on behalf of Switzerland and Liechtenstein. We thank the Secretary General for his report. We thank the ACAB Council for its observations. Accountability is not an accessory governance mechanism. It constitutes the very foundation of the trust that Member States place in the United Nations. It is the guarantee that the mandates entrusted by this assembly be implemented with integrity, transparency and a sense of duty. Without accountability, there can be neither credibility nor legitimacy. In the context of the wholesale transformations underway under UN 80, these are marked by reorganization, structural adjustments and persistent financial constraints. In that context, the solidity of the accountability mechanism is of particular importance. Reform will bear fruit only if it is built upon clearly delineated responsibilities, coherent control mechanisms and an institutional culture anchored in ethics and leading by example. Moreover, liquidity constraints must not weaken evaluation in internal oversight and misconduct prevention capacities. Investing in accountability means protecting the integrity and effectiveness of the organisation in the long term. With this in mind, we welcome the positive audit results and the absence of new critical recommendations. These results attest to an administration that is overall robust. They must, however, encourage us to continue the efforts undertaken because accountability is never fully acquired, rather, it is built over time. Madam Chair, allow me to highlight three specific points that we consider important in this regard. Firstly, we welcome the continued strengthening of the delegation of authority system and the review of the first and second lines of defence. Clearly defined roles and effective articulation between risk management and internal control are vital, particularly in terms in times of transformation, we also welcome the progress made in integrating risk management into institutions and the progress made in improving monitoring analytical tools. Data today constitutes a strategic instrument to support better decision making. Nevertheless, digital transformation and the increasing use of AI must absolutely be accompanied by robust guarantees in terms of data protection and ethical governance. Innovation cannot come at the expense of trust. Finally, we welcome the expansion of the ClearCheck mechanism. Preventing and sanctioning misconduct, namely in matters of sexual exploitation and abuse, constitutes a fundamental pillar of our shared responsibility and cannot be diminished in times of institution institutional reform or liquidity constraints. The dignity of individuals, the protection of victims, and the exemplary conduct of personnel must remain at the heart of our collective action. Accordingly, the resources, structures and tools dedicated to upholding these principles must be preserved and strengthened. Chair Accountability is first and foremost a matter of culture. It requires exemplary leadership, a common, constant commitment to improvement, and the institutional courage to recognize weakness in order to correct this weakness more effectively. This is how we strengthen trust within the staff, among Member States, and towards individuals we serve. Thank you. 5th Committee · Chair [41:56]: I thank you and I now give the floor to the distinguished representative of Israel. Israel [42:04]: Thank you, Chair, for giving the floor and thank you for all Secretariat members of being with us today. Chair Accountability is the very foundation of trust upon which this organization is built. Delegation must be accompanied by a clear definition of role, effective monitoring mechanism, risk mitigation safeguards, and response measures in cases of mis, engagement or abuse to maintain the highest level of neutrality. Oversight mechanisms are indispensable. Regular audit reviews and the issuance of recommendation are not procedural formalities. They are critical instruments that safeguard integrity, performance and public trust. Chair Accountability means not only addressing violations when they occur, but ensuring that those who have broken the rules are never permitted to repeat them. This must be accompanied by a victim centered approach that prioritizes the protection, dignity and well being of those affected. We note with appreciation the progress made on conduct and disciplinary matters, including the expansion of clearcheck. The zero tolerance approach to discrimination, harassment, abuse of authority, sexual exploitation and abuse, and related intolerance, including antisemitism, must be more than only a declaration. It must ensure that those who are doing it are held accountable and that staff feels safe to report misconduct without fear of retaliation. Chair United Nation officials must lead by example. In an era in which information circulates so fast and globally, the words of the UN official and representative carry significant weight. Equally impactful are images and visual materials accompanying those statements which could shape narrative just as powerfully as text. The credibility of the organization therefore depends to considerable extent on the accuracy, responsibility and judgment exercise in both language and imaginary. At the same time, the rapid advancement of artificial intelligence presents an additional layer of complexity in a world where images and content can be generated, alerted or manipulated with increasing sophistication, we must ensure that all data, visual and digital materials that are under UN name are carefully verified, authenticized and aligned with the organization principle of integrity and impartiality. It is essential that the UN maintain clear standards, an appropriate mechanism to ensure and to evaluate the efficiency and accountability in official communication, including process, to review, correct and address instances where inaccurate information is shared all over the world. We also must collect data and analysis on the time when this misinformation is occurring. We must remember that people all over the world consume and understand the world through the UN official communication and social medias. Accountability is not about fault finding, it's about ensuring that this organization lives up the standards it sets for others. We look forward to engaging constructively during the informals to strengthen a system that defines the credibility of the un. Thank you, Chair. 5th Committee · Chair [46:18]: Thank you. If there are no further comments, the Committee has thus concluded its general discussion on this question. Informal consultations on the reports just introduced will be coordinated by Ms. Yusra Selig of Algeria. Before I adjourn this meeting, I would like to remind delegations to submit through the E list of participants module on E delegate the names of their representatives, alternates and advisors as soon as possible, but no later than the close of business 6pm on Friday 6th March, so that an updated list of the membership of the Fifth Committee can be issued as soon as possible. The meeting is adjourned.