Phasellus ullamcorper ipsum rutrum nunc. Vivamus laoreet. Nunc interdum lacus sit amet orci. Morbi nec metus. Quisque rutrum.

Vestibulum fringilla pede sit amet augue. In consectetuer turpis ut velit. Nullam tincidunt adipiscing enim. Nulla porta dolor. Pellentesque dapibus hendrerit tortor.

Vestibulum ante ipsum primis in faucibus orci luctus et ultrices posuere cubilia Curae; In ac dui quis mi consectetuer lacinia. Suspendisse feugiat. Aliquam erat volutpat. Cras ultricies mi eu turpis hendrerit fringilla. Nullam accumsan lorem in dui.

Suspendisse nisl elit, rhoncus eget, elementum ac, condimentum eget, diam. Vestibulum volutpat pretium libero. Etiam ultricies nisi vel augue. Vestibulum ante ipsum primis in faucibus orci luctus et ultrices posuere cubilia Curae; Fusce id purus. Donec quam felis, ultricies nec, pellentesque eu, pretium quis, sem.

Pellentesque habitant morbi tristique senectus et netus et malesuada fames ac turpis egestas. Cras ultricies mi eu turpis hendrerit fringilla. Aenean posuere, tortor sed cursus feugiat, nunc augue blandit nunc, eu sollicitudin urna dolor sagittis lacus. Pellentesque posuere. Nullam dictum felis eu pede mollis pretium.

Legend

1. Develop a Values Charter with a Zero Tolerance Policy (Deep dive!)

  • Values charter research based on landscaping of values charters in comparable organizations and diagnosis of Stop TB environment
  • Special session to collectively draw a day-to-day interaction principles during the all staff retreat in Q3-4

2. Create a Diversity, Equity & Inclusion Leadership Position in the Secretariat and Expand Anti-Discrimination and Safe Workplace Training for All

  • Online workshops/trainings on unconscious bias, microaggression and prohibited conducts organized in late 2021
  • D&I adviser position encumbered since 10 January 2022
  • Workshops on anti-racism, bullying and inclusive work environment, to be organized for all staff in Q3-4 (face-to-face for Geneva-based and online for remote staff)

1. Develop a Values Charter with a Zero Tolerance Policy (Deep dive!)

  • Values charter research based on landscaping of values charters in comparable organizations and diagnosis of Stop TB environment
  • Special session to collectively draw a day-to-day interaction principles during the all staff retreat in Q3-4

2. Create a Diversity, Equity & Inclusion Leadership Position in the Secretariat and Expand Anti-Discrimination and Safe Workplace Training for All

  • Online workshops/trainings on unconscious bias, microaggression and prohibited conducts organized in late 2021
  • D&I adviser position encumbered since 10 January 2022
  • Workshops on anti-racism, bullying and inclusive work environment, to be organized for all staff in Q3-4 (face-to-face for Geneva-based and online for remote staff)

3. Ensure Ample Staff Support Mechanisms

Information on available UNOPS support and reporting mechanisms shared with all staff on a continuous basis

  • One-to-ones meetings with 45 colleagues organized by D&I adviser in Q1
  • Practical tips on inclusive performance review developed and shared with all managers and staff

Demo area

3. Ensure Ample Staff Support Mechanisms

Information on available UNOPS support and reporting mechanisms shared with all staff on a continuous basis

  • One-to-ones meetings with 45 colleagues organized by D&I adviser in Q1
  • Practical tips on inclusive performance review developed and shared with all managers and staff
  • Practical tips on inclusive performance review developed and shared with all managers and staff
  • Practical tips on inclusive performance review developed and shared with all managers and staff
  • Practical tips on inclusive performance review developed and shared with all managers and staff

3. Ensure Ample Staff Support Mechanisms

Information on available UNOPS support and reporting mechanisms shared with all staff on a continuous basis

  • One-to-ones meetings with 45 colleagues organized by D&I adviser in Q1
  • Practical tips on inclusive performance review developed and shared with all managers and staff

3. Ensure Ample Staff Support Mechanisms

Information on available UNOPS support and reporting mechanisms shared with all staff on a continuous basis

  • One-to-ones meetings with 45 colleagues organized by D&I adviser in Q1
  • Practical tips on inclusive performance review developed and shared with all managers and staff

1. Develop a Values Charter with a Zero Tolerance Policy (Deep dive!)

  • Values charter research based on landscaping of values charters in comparable organizations and diagnosis of Stop TB environment
  • Special session to collectively draw a day-to-day interaction principles during the all staff retreat in Q3-4

2. Create a Diversity, Equity & Inclusion Leadership Position in the Secretariat and Expand Anti-Discrimination and Safe Workplace Training for All

  • Online workshops/trainings on unconscious bias, microaggression and prohibited conducts organized in late 2021
  • D&I adviser position encumbered since 10 January 2022
  • Workshops on anti-racism, bullying and inclusive work environment, to be organized for all staff in Q3-4 (face-to-face for Geneva-based and online for remote staff)

3. Ensure Ample Staff Support Mechanisms

Information on available UNOPS support and reporting mechanisms shared with all staff on a continuous basis

  • One-to-ones meetings with 45 colleagues organized by D&I adviser in Q1
  • Practical tips on inclusive performance review developed and shared with all managers and staff

4. Create Channels for Staff Representation at and Engagement with the Board

  • Work in progress in collaboration with the Board Strategy Review external team, Executive Committee and Stop TB Secretariat

5. Create Channels for Staff Representation at and Engagement with the Board

  • 3 all staff meetings dedicated to Stop TB working environment and employee engagement organized in February, March and May 2022
  • 8 Team sessions on action planning towards a thriving and inclusive Stop TB organized in March 2022
  • An all-secretariat retreat scheduled in Q4

6. Conduct Regular Staff Surveys

  • Full analysis of Stop TB working environment prepared and shared with all staff based on findings from 2020 PWC Pulse Survey, 360, 2021 People Survey and one-to-one with colleagues
  • Stop TB roadmap for inclusive and thriving Stop TB complemented by team’s action plans
  • Monitoring and reporting on action plan to Executive Team on a monthly basis, to all staff on a bimonthly basis and to the Board at every Board meeting

7. Increase Transparency and Accountability of Reports of Misconduct Through Regular and Timely Notification to the Board

  • Report communicated by UNOPS to the Executive Committee prior to the Board meeting

8. Routinely Revise Operating Procedures

  • New SOPs on office space, risk, grants making, overhead prepared
  • Under the guidance of the Executive Committee: Governance Manual to be reviewed and revised once the Board Strategy Review has been approved by the Board

9. Enhance the Performance Evaluation of the Executive Director

  • NOT APPLICABLE for implementation TO SECRETARIAT

10. Review the Board and Executive Committee

  • NOT APPLICABLE for implementation TO SECRETARIAT

11. Expand Anti-discrimination Efforts in the TB Response

  • Continuous augmentation of Challenge Facility for Civil Society for people-centered TB response, supporting 20 organizations / networks of people affected by TB
  • Stop TB supporting 27 countries to focus the TB response on communities, human rights and gender

12. Promote Leadership Roles of Affected Communities and Civil Society

  • 60 grants since last Board to do work in high TB Burden countries with 20% of proposal review committee TB survivors, 85% from high TB burden countries
  • OneImpact community led monitoring: 18,000 people with TB are monitoring TB response in 12 countries