MANAGEMENT Operations Management UN Human Rights managers are enabling the most efficient and responsible use of all available resources, supported by the effective deployment of relevant technologies. • To suppor t decision - making by Secretariat managers at all levels, the UN Department of Management, Strategy, Policy and Compliance (DMSPC) has made online Management Dashboards available to all departments. The Dashboards cover human resources, budget and finance, procurement and travel. While still under development, they aim to centralize a variety of data that are drawn from multiple enterprise systems, including Umoja and Inspira. UN Human Rights is also in the process of producing information for financial and human resources management dashboards, while progress is being made on the development of a diversity and inclusion dashboard. MANAGEMENT • Concrete steps were taken to increase the percentage of field presences using Umoja as their primary administrative support system. The Umoja travel module was introduced in the Colombia Office as a pilot of its broader use in the field. It will be adopted by the Offices in Cambodia and Uganda in early 2019. The Umoja roll-out to other field presences will build on lessons learned from these experiences. In light of the remaining challenges and to ensure that operations continue to function at the local level, most Offices are now relying on a combination of Umoja and UNDP, with the intention of gradually moving more of their local service provision directly to the Umoja platform. • To enhance availability of virtual meetings, UN Human Rights introduced Skype for Business as its preferred tool, including its modes for instant messaging, audio, video, application sharing and file sharing. This led to a clear increase in virtual meetings in 2018. UMOJA TRAINING IN THE UN HUMAN RIGHTS COUNTRY OFFICE IN BOGOTÁ, COLOMBIA Jennifer Moyano © OHCHR/Colombia “The Umoja training by our colleagues from Programme Support and Management Services empowered participants to make a change in how processes are carried out and to not be afraid of the system,” says Jennifer Moyano, working in the Country Office in Bogotá. Recently, the Office in Colombia introduced new roles in the Umoja system, which raised different questions regarding its implementation. The colleagues responsible had many doubts about how to interact with the system and regarding the travel regulations. “Before the training we had many questions in terms of the operation in Colombia, rules that all personnel must apply and how to do amendments or cancellations.” In November 2018, a four-day training took place in Bogotá, facilitated by two Geneva-based colleagues, with more than 20 colleagues from different regions of Colombia who work in travel, administration, human resources or finance participating. By sharing the knowledge and supporting the development of new skills, many concerns were resolved. “We were directly interacting with the system and could work on travel requests and expense reports on the spot,” says Jennifer. The training was conducted as part of the Organizational Effectiveness Action Plans, aiming to enhance the support provided to UN Human Rights field presences and enabling the most efficient and responsible use of all available resources supported by relevant technologies. This visit had a positive and important impact. Not only did the colleagues in Colombia learn how to confidently work with Umoja, the training facilitated collaboration with other UN agencies and generated an exchange of experiences on internal processes for trips and workshops. Jennifer emphasizes the support and professionalism of the colleagues who provided the training, their commitment, dedication and support during and after the visit. “Moreover, it was very helpful to have the presence of one colleague from finance and another from travel, since the doubts that involved both areas were resolved in a timely manner.” Jennifer continues to work on the correct implementation of travel regulations, helps colleagues with requirements and reaches out to her colleagues in Geneva in case of doubt. 66 UN HUMAN RIGHTS REPORT 2018 Diversity and Gender Respect for diversity, gender equality and inclusion is at the centre of UN Human Rights’ organizational culture and is fully supported by appropriate organizational arrangements. • UN Human Rights supported the implementation of the Secretary-General’s System-wide Strategy on Gender Parity. It developed an annual strategy and plan to support its implementation, which will be used to achieve prescribed targets for gender parity by 2021. The UN Human Rights strategy and plan will be updated each year. • UN Human Rights supported the International Gender Champions Initiative and, in November, High Commissioner Bachelet became a Geneva Gender Champion. • UN Human Rights established a network of Dignity@Work contacts to provide staff with information on how to address prohibited conduct (such as bullying, sexual harassment, discrimination and abuse of authority). • The 360-degree feedback process for all managers, which was rolled out during 2018, included questions on their approach to gender equality and diversity. • UN Human Rights received two awards from UN Women for its work on gender equality and the empowerment of women. The first prize was the “Pioneer award for piloting the UN-SWAP when the journey was still uncertain” and the second was received for “Best among the UN Secretariat” in implementing the programme in 2017. This follows the participation of UN Human Rights in the UN System-wide Action Plan on Gender Equality and the Empowerment of Women (UN-SWAP). UN HUMAN RIGHTS REPORT 2018 67