UNFPA is committed to diversity and inclusion, and to a work environment that is equal to all.

Addressing racism and racial discrimination is one of the many aspects of Diversity, Equity and Inclusion. UNFPA does not shy away from the tension of eliminating racism in our workplace. We firmly stand as an anti-racist organization, and are continuously working to address racism in the workplace by raising awareness of employee experiences; developing capacities amongst managers and staff through training and coaching on unconscious bias, inclusive leadership, enhancing our abilities to call in and call out discriminatory behaviour; and reviewing our policies and the effects of our practices to recognize and address systemic racism. UNFPA is clear in its commitment to develop an equitable and inclusive workplace where all employees feel a sense of belonging. As a result, 5 per cent of our colleagues self-identify as belonging to a minority ethnic group, 6 per cent to a minority religious group and 8 per cent to indigenous or native peoples. We are really a global organization that represents the diversity of the people we work with.

To further inclusion and representation efforts in our workforce, UNFPA launched the Young Professionals from Africa and of African Descent programme in 2021. Open to qualified candidates who are no older than 32 years of age and who self-identify as a person of African descent or are a national of an African country, the programme offers an opportunity to gain hands-on experience in a fast-paced, international environment with the potential to grow into leadership roles in international development. Now in its second year, the programme is a starting point for an exciting career with the United Nations, aiming to attract motivated young professionals with diverse academic and professional backgrounds to join UNFPA at the headquarters in New York.

One billion people worldwide, or 15 percent of the world population, live with a disability. It is the world's largest minority, and at UNFPA we intend to represent this population as much as possible. Our mandate revolves around the principle of "Leaving No One Behind", which means reaching out first to those who are furthest behind. Per our policy on the Employment of Persons with Disabilities, in effect during the recruitment and selection process and throughout the career of a UNFPA member of personnel, the organization provides reasonable accommodation through a designated budget, encourages more efforts in recruiting and retaining staff with disabilities and provides a welcoming, enabling and supportive work environment for everyone. Between 2021 and 2022 we have seen a 63 percent increase in the employment of UNV personnel with a disability. We intend to continue this trend.

According to the latest UN Disability Inclusion Strategy (UNDIS) report (2022), UNFPA is exceeding or meeting 12 of 16 indicators. Since the first UNDIS report in 2019, UNFPA has become a more disability-inclusive UN organization in terms of strategic planning and management, internal policies, programming, and organizational culture. Going forward, UNFPA expects to improve its reporting on procurement, accessibility of facilities worldwide and systematic accessibility of conferences and events, as well as recruitment of more persons with disabilities.

UNFPA promotes disability inclusion through both our disability inclusion strategy, We Matter, We Belong, We Decide, and our Leaving No One Behind operational plan. Colleagues are becoming more conversant and aware of disability and inclusion issues, including accessibility, thanks to our latest publication "Think Accessibility!". In addition, UNFPA utilises Google Workspace applications (e.g. email, calendar, chat, conferencing and office productivity software) that meet ADA and WCAG 2.1 accessibility standards. UNFPA also provides thought leadership on disability within the low-income community, contributing to development and humanitarian work pertaining to disability and sexual and reproductive health and rights.

Protection, support and allyship for our LGBTQIA+ (Lesbian, Gay, Bisexul, Transgender, Queer, Intersex, Asexual and more) colleagues and their families is critical to UNFPA as an organization that values and respects all colleagues everywhere, and to UNFPA’s mission to achieve universal access to sexual and reproductive health and to realise the rights of all people.

We have made our position clear when it comes to standing up to Ending Violence and Discrimination Against Lesbian, Gay, Bisexual, Transgender and Intersex People. In May 2020, on the occasion of the 30th anniversary of the International Day Against Homophobia, Biphobia and Transphobia (IDAHOBIT), our Executive Director announced a new feature in our Global Directory allowing LGBTQIA+ colleagues who may not identify as either male or female to self identify with a third-gender prefix option. UNFPA has become the first UN agency to recognize in an accurate and respectful way non binary colleagues. More recently, in a public statement, our Executive Director, Dr. Natalia Kanem, expressed her deep concern about multiple attempts to criminalize same-sex relationships in some parts of the world, exposing millions of individuals to the risk of arrest, imprisonment or even death.

As part of our DEI work, we make sure to raise awareness in all our offices and hold open conversations about LGBTQIA+ issues and the needs of LGBTQIA+ colleagues in order to create allyship and a support network while fostering a strong “speak up” culture.

UNFPA’s commitment to LGBTQIA+ people is not new. UNFPA has long worked to bring attention to the discrimination faced by LGBTQIA+ people. It has developed programming tools, particularly in the area of HIV, to support the rights of LGBTQIA+ people to equal and non-stigmatizing access to high-quality sexual and reproductive health services. UNFPA is leading United Nations efforts to operationalize the principle of Leaving No One Behind and to translate the promises of equality and non-discrimination for all into action. In addition, UNFPA has always strived to promote gender equality, recognizing that everyone is affected by rigid sex roles and discriminatory gender norms and stereotypes stemming from patriarchal behaviours. People around the world face discrimination and human rights violations based on their actual or perceived sexual orientation, gender identity, gender expression and sex characteristics (SOGIESC). Homophobic and transphobic attitudes remain deeply embedded in many cultures and, as a result, LGBTQIA+ people face high risks of stigma, exclusion and violence and are prevented from enjoying their sexual and reproductive health rights. UNFPA aims to disrupt this violence in all that we do.

We want all colleagues to feel safe, appreciated and respected, in line with our values. We strive to be a respectful and inclusive workplace and expect all staff to play their part in bringing an end to homophobia, biphobia and transphobia. We leave no one behind.

That being said, around the world, UNFPA operates within the boundaries and realities of host country conditions. While there is no single or official source for such information, colleagues seeking career moves are encouraged to consult multiple sources such as Equaldex, government reports, news and other sources for the most accurate and up-to-date information.

UNFPA’s mandate guides our work on promoting gender equality. Externally, our global footprint has always centred on advocating for women’s and girls’ rights, promoting gender-responsive data collection and supporting initiatives to improve the quality of life for women and girls, including living free from discrimination and gender-based violence. Internally, our mission is to mirror this work and establish ourselves as an agency that prioritizes gender equality at all levels. With our Executive Director, Dr. Natalia Kanem, and several female directors and leaders, we are proud to be recognized as a women-oriented organization.

That being said, worldwide, women still disproportionately face issues related to unequal power dynamics, harassment, sexual exploitation and abuse and bullying in great numbers. Therefore we want to set an example and work to address such issues, which have no place at UNFPA, and support women as well as individuals of all genders and gender expressions. “Going beyond the numbers” means addressing the cultural element that is at the foundation of such power dynamics and making a shift for the better. We provide training to managers and leaders, hold conversations and webinars, offer coaching and mentoring programmes to boost one’s potential - all this in conjunction and with the support of our Women@UNFPA employee resource group.

While we are still reporting in terms of binary, UNFPA has enabled its personnel to identify their preferred pronouns in our internal directory - allowing our gender non-conforming and non-binary colleagues to feel a greater sense of belonging.

UNFPA has also met or exceeded all of the standards in the United Nations System Wide Action Plan on Gender Equality and the Empowerment of Women (SWAP), which provides a common guide for the entire United Nations system on how to mainstream gender within its programmes, human resources policies, equal representation of female and male staff, evaluations, communications, organizational culture and more.

In 2023 UNFPA launched Agency, Choice and Access: UNFPA Strategy for Promoting Gender Equality and the Rights of Women and Adolescent Girls, which outlines UNFPA's corporate approach to promoting gender equality and women’s and adolescent girls' rights. The Gender Equality Strategy supports the UNFPA goal of achieving sexual and reproductive health and rights in all contexts. It consists of pathways, enablers, and linkages that will catalyze change and prioritize attention to partnerships, wide-ranging advocacy and support for women’s and adolescent girls’ agency, choice and access. Action areas linked to each pathway, enabler and linkage provide strategic guidance that will influence change at all levels from individual, community and policy.

Colleagues at UNFPA are cross-generational. Global demographics are shifting. Our current workforce is aging while a new generation of talent is entering the workforce and bringing fresh skills, tools and expectations. Generation Z are activists and organizers who infuse UNFPA with the energy it needs; by 2030, this generation will be stepping into management positions for the first time.

To attract the brightest talent, we offer a competitive remuneration package (including net salary plus health insurance and other benefits as applicable) in line with the International Civil Service Commission standards, as well as a wide range of Flexible Working Arrangements that promote wellness, balance and equity. We also offer a comprehensive Well-Being package that includes policies on Part-Time Employment, Time off for Lactating Parents and Parental Leave.

UNFPA strives to develop a strong cohort of leaders; encouraging this development is our collective responsibility. We hold our leaders accountable and set an expectation for them to engage with younger colleagues and create space for interactive conversations. We also encourage our younger colleagues to express themselves, take initiative and speak up whenever the opportunity arises. UNFPA is currently designing a suite of social learning programmes and resources to ensure that the next generation of leaders is strong and diverse.

The Young Innovators Fellowship Programme is a specially targeted fellowship programme that aims to attract and cultivate young professionals and fresh perspectives. It gives an opportunity to 18 young professionals between 18 and 26 years old to join UNFPA with a dedicated focus on both providing a youth perspective and driving innovation in UNFPA’s priority areas, including addressing unmet need for family planning, ending preventable maternal deaths, and ending violence against women and girls.

At UNFPA we believe in power equity, as a shift from "power over" a group to "power within" a group.

Intersectionality and respecting each other's journeys and stories is key to DEI. Not only do we celebrate the diversity of our colleagues, but we work to recognize and address the barriers and challenges they face. Our "I Am Not A Single Story" initiative sheds light on our overlapping identities and creates space for those who are often marginalized and forgotten.

At UNFPA we cultivate an environment that welcomes open, honest and courageous conversations so colleagues have an opportunity to address diversity in a holistic manner. The internal "Not A Single Story" podcast series recounts our struggles, challenges, successes, joys and everything in between. UNFPA will continue building allyship, supporting inclusion and encouraging expression and celebration of our differences as critical to delivering on our mandate.