40th PCB MEETING
Agenda 6: Update on strategic human resources management issues
To be delivered by Marsha A. Martin, NA Delegate
Thank you Chair.
We heard yesterday about a very important campaign against discrimination in Panama presented by First Lady Lorena Castillo: Zero discrimination is not negotiable across the continuum of the global, national and local HIV response. Most of the time in this room this phrase is used in the context of the lives and experiences of people living with HIV, to those vulnerable to HIV acquisition, and to diverse communities living on the edge, generally left out and left behind. Today I want to apply this phrase to the human resource challenges in the HIV architecture.
The NGO Delegation welcomes this report on Strategic Human Resource Management. We encourage UNAIDS to continue strengthening the capacity of the staff to support and carry out the mission and vision of achieving universal access to HIV prevention, treatment, care and support and uniting the world against AIDS. To successfully implement the mission and vision, a strong, capable, committed and cared for workforce across the UNAIDS family is essential. As stated in the report, the future of the global HIV response will require an agile and dynamic workforce, careful deployment of staff resources according to evolving needs, priorities and realities. UNAIDS needs to sustain a high-performing and engaged workforce that is free from discrimination, that is invested in for its diversity; that is supported to continuously move toward greater gender equity. People working in the community-led response to HIV have been in the forefront and remain key for full implementation of the global response; however, sufficient attention has not been given to their maintenance, sustainability, re-tooling, trauma healing, and care.
We request UNAIDS to encourage national and regional governments to take note of community networks and civil society organizations that are doing the work, implementing the HIV agenda, and integrate their work, with adequate budgets, clearly and sustainably in their HIV response. We are pleased to see and read the recognition that “while change and challenges have confounded our human resources” we must be prepared to modify, modernize and maximize our human resources. We agree and call on everyone in the room to make accessible the tools to support human resource development in ALL of our workspaces in our global HIV architecture if we are to see the end of this epidemic.
What does that look like: It is a collective civil society sector that has a secure line of financing. It is a workplace that moves from greater involvement of people living with HIV to meaningful involvement of people living with HIV at all levels of responsibility. It means a workplace that supports growth and development of staff and encourages full participation in the mission and vision of responding to and ending AIDS. It means a workplace that clearly demonstrates that people living with HIV and those from communities most affected including our gay, lesbian, bisexual, and transgender brothers and sisters, communities of color, formerly incarcerated persons, migrant and immigrant communities, our family and friends who are sex workers or who use drugs are valued and shows this through honest engagement, employment, leadership, respect, and support. However, that is not what we experience currently in the field.
Success in achieving the 20-20 targets and the 20-30 goals hinges on sustaining a strong HIV architecture with infrastructure built on expertise, solid financing, capacity, relationships and networks available all along the continuum.
The UNAIDS WE NEED recognizes the true value of a well cared for workplace at all levels of the response, inside the UNAIDS family, its relatives around the globe and their off spring.
We are a big family. Our shared goals and vision require that our family is well fed, clothed, safe, secure, is stably housed and learns to nurture and take verty good care of its members.