The Architecture of Equality

📜 Administrative Instruction ST/AI/1999/9

In September 1999, the United Nations Secretariat issued Administrative Instruction (AI) ST/AI/1999/9, titled "Special Measures for the Achievement of Gender Equality." This directive aimed to accelerate the attainment of gender equality within the UN staff, particularly in Professional category posts. It superseded the earlier ST/AI/412 and became effective on October 1, 1999.

🎯 Secretary-General's Mandate

As articulated by Secretary-General Ban Ki-moon in 2012, Special Measures are defined as "procedures designed to accelerate the achievement of gender parity at the Professional levels and above." These measures are intended to rectify past and present discrimination against women, ensuring gender balance in recruitment and promotion. They are stipulated to remain in effect until gender parity is achieved and sustained.

⚖️ Alignment with International Standards

The Gender Equality AI aligns with and supports the mandates of Articles 8 and 101 of the UN Charter and Article 4, paragraph 1 of the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW). This ensures the UN's internal policies are consistent with its international commitments to gender equality.

💡 General Recommendation No. 25

In 2004, the UN Committee on the Elimination of Discrimination against Women (CEDAW Committee) adopted General Recommendation No. 25. This recommendation clarifies Article 4, paragraph 1, to facilitate the implementation of temporary special measures and accelerate progress toward gender equality, particularly in employment and professional fields.

⭐ UN Committee's Commendation

The CEDAW Committee acknowledged the UN Secretary-General's initiative in implementing temporary special measures, citing the administrative instructions on recruitment, promotion, and placement of women in the Secretariat as a practical example. The goal of achieving a 50/50 gender distribution, especially at higher echelons, was specifically noted.

📈 Senior-Level Representation

Data from various reports illustrates the representation of women in senior UN positions:

• 2000: 30.3% at D1 level.
• 2009: Decreased to 26.7% at D1 level (29.2% across the entire UN system).
• 2011: 24.4% at D2 level.
• December 2011: 27.4% at D1 level.

Projections indicated that at the prevailing rate of progress, gender parity at D-1 and above might take over a century to achieve.

📉 Trends and Projections

The statistics reveal a complex picture, with periods of progress followed by stagnation or decline. The failure to meet successive targets underscores the difficulties in translating policy objectives into tangible results, prompting ongoing debate and review of implementation strategies.

🎯 Core Objective

The overarching goal is to achieve a 50/50 gender distribution across the entire UN system, including all departments and levels, from Professional category posts up to D-1 and above. This applies universally, irrespective of funding source or appointment type.

⏳ Cumulative Seniority

Section 1.6 of ST/AI/1999/9 mandates that cumulative seniority be considered for women candidates during promotion, unless it adversely affects their situation. Seniority is calculated as the average of years accrued in the current and immediately preceding Professional grade.

✅ Selection and Appointment Criteria

Section 1.8 of ST/AI/1999/9 stipulates that vacancies in the Professional category and above shall be filled by a woman candidate if her qualifications meet the post requirements and are substantially equal to or superior to those of competing male candidates. This provision is crucial for affirmative action.

📄 Governing Issuances

Current policies for appointments, placement, and promotion to achieve gender equality are primarily outlined in ST/SGB/282 ("Policies to Achieve Gender Equality") and ST/AI/1999/9 ("Special Measures for Achievement of Gender Equality"). The latter remains in force unless specifically amended or abolished.

❓ Systemic Conflicts

The UN Secretariat has sometimes argued that Section 13.3 of the newer Staff Selection System (ST/AI 2010/3) supersedes Gender Equality AI (ST/AI/1999/9), citing inconsistencies. However, UN Women maintains that affirmative action for women remains applicable law, and the Secretary-General has affirmed the continued validity of the Gender Equality AI.

📚 Related Concepts

• Convention on the Elimination of All Forms of Discrimination against Women (CEDAW)
• Gender Equality
• Gender Inequality
• Gender Mainstreaming
• UN Women
• UN Staff Selection System

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📜 Important Notice

This document has been generated by an AI content specialist, drawing exclusively from the provided source material. It is intended for academic and informational purposes, aiming to provide a comprehensive overview suitable for higher education students. The content reflects the information available in the source and does not constitute legal, policy, or administrative advice.

This is not official UN documentation or legal counsel. Users are advised to consult official United Nations resources and legal experts for definitive guidance. The creators of this page are not responsible for any interpretations or actions taken based on the information presented herein.