STATEMENT ON BEHALF OF THE ASSOCIATION OF SOUTHEAST ASIAN NATIONS BY MR TERRENCE TEO, COUNSELLOR, PERMANENT MISSION OF THE REPUBLIC OF SINGAPORE TO THE UNITED NATIONS, ON AGENDA ITEM 140: HUMAN RESOURCES MANAGEMENT, 4 MARCH 2020

Thank you, Mr Chair.

1 I have the honour to speak on behalf of the 10 Member States of the Association of Southeast Asian Nations (ASEAN) on Agenda Item 140: Human Resources Management. ASEAN aligns itself with the statement made by Guyana on behalf of the Group of 77 and China.

2 ASEAN thanks Ms Martha Helena Lopez, Assistant Secretary-General for Human Resources Management, and Mr Abdallah Bachar Bong, Chair of the Advisory Committee on Administrative and Budgetary Questions for introducing their respective reports. 

Mr Chair,

3 Amidst the Secretary-General’s ongoing reforms for the United Nations, it is imperative that the human resources management policies of the Organisation also evolve in tandem, so that it advances rather than holds back transformation efforts. The Organisation is ultimately defined by its people, so meaningful reform is only possible if human resources policies support these changes. The Fifth Committee was supposed to complete its biennial review of human resources management across the UN in 2018. Regrettably, we were unable to come to a satisfactory conclusion on key policy issues. We hope to achieve a successful resolution of the outstanding issues in this session. In this regard, allow me to make three points.

4 First, ASEAN strongly believes that an Organisation comprising staff with geographical representation that truly reflects the current composition of Member States will enhance the diversity of capabilities and improve the effectiveness of mandate delivery. While we commend efforts to advance gender parity in the UN, it is not clear that similar attention has been given to achieve equitable geographical representation, especially at the senior levels. To this end, ASEAN will pay close attention to discussions on the system of desirable ranges and how it can be enhanced.

5 Second, ASEAN urges the Secretary-General to take concrete steps to improve the recruitment and retention of UN staff, particularly to achieve equitable geographical representation at all levels. In this regard, we commend efforts such as the new online examination platform which enhances the accessibility to UN recruitment opportunities. More can and should be done to create equal opportunities for candidates from developing countries. For greater accountability, we request the Secretary-General to report tangible outcomes that show improvement in geographical representation to the General Assembly on a regular basis.

6 Third, ASEAN understands that the training and development of UN staff have been curtailed due to the ongoing liquidity challenges faced by the Organisation. Consistent investment in developing its people is a cornerstone of a sustainable organisation. Putting off such expenditures to save cash in the short term would be detrimental to the UN’s ability to deliver on its mandates in the long term. It is regrettable that the long-term growth and sustainability of this Organisation is threatened because certain Member States fail to pay their dues in full and on time. ASEAN urges the Secretary-General to not lose sight of this important aspect of human resources management, and to continue to invest in the necessary training and development for UN staff.

Mr Chair,

7 The greatest asset of any organisation is its people. ASEAN stands ready to engage constructively with all delegations towards securing the best policies for the staff of the Organisation.

8 I thank you.

.    .    .    .    .