The United Nations Secretariat, renowned for its role in global diplomacy, humanitarian efforts, and development, is continuously placing renewed emphasis on the well-being and satisfaction of its employees. With staff representing 193 member states and working across a variety of disciplines worldwide, the UN’s workforce forms the backbone of its complex global operations. The release of a refined ‘Career Satisfaction Framework’ in 2021 started the UN’s journey of empowering its staff to take career growth and personal fulfillment into their own hands, tailored to the evolving professional landscape.

Why career satisfaction matters

Research shows that people spend nearly a third of their lives at work. For UN staff, this statistic carries added significance because of their unique roles in addressing some of the world’s most pressing challenges—ranging from alleviating poverty and fostering peace to combating climate change and defending human rights.

The UN recognizes that career satisfaction is personal and multifaceted. It is driven by a variety of factors, such as the meaningful content of their work, the global impact they make, and the professional growth opportunities they are offered. For most, satisfaction results from a combination of job content, connections built within teams, and exposure to new cultures and organizational contexts. Staff engagement surveys that were conducted in 2019 and 2021 showed consistent low scores in the career development dimensions, across job categories of Secretariat staff at large. While comparing field and non-field staff, the surveys revealed that staff in the field believed that good performance and opportunities for professional development fostered a successful career.

Moreover, career satisfaction at the UN is not just about ascending the hierarchy. It involves crafting one’s career path by embracing both depth and breadth of experience. As the Framework lays out, the “makeup of our Organization and of our people requires that we all excel professionally in our fields. A continuous urge to focus on results, effectiveness and cost-efficiency makes the need for professional excellence greater than it has ever been. It is our individual depth of experience, our functional and technical capabilities, substantive experience and the number of years in our field – or fields – of work that makes us valued in the United Nations Secretariat.” One way we can increase our transferable skills and capabilities is by taking on roles laterally in different functional and organizational contexts.

Mobility—across roles, departments, or locations—plays a critical role in mapping out our careers, while fostering a dynamic and adaptable workforce. By setting realistic expectations and focusing on acquiring transferable skills, staff are better positioned to achieve long-term career fulfillment, even if traditional promotions are less frequent.

Organizational support: a collaborative approach

At the heart of the career satisfaction framework is a collaborative, three-pronged accountability structure: UN employees are encouraged to take ownership of their careers, setting realistic goals, formulating career plans, and taking steps to achieve them. Managers play an essential role in supporting staff by aligning individual aspirations with organizational needs, offering feedback, and helping staff navigate their career journeys. The Organization commits to providing staff with the tools, resources, and opportunities to develop their skills and advance their careers. This includes offering learning programs, mentoring, coaching, and fostering mobility.

The future of work at the United Nations

As the UN looks toward the future, it recognizes that the global workforce is evolving, driven by the rise of the knowledge economy and accelerated by technological advancements. The post-COVID-19 world has only heightened the need for agility, adaptability, and a workforce of lifelong learners.

According to reports, nearly 40% of workers globally will require skill updates within the next five years, with employers expecting their staff to learn on the job. For UN staff, this reality underscores the importance of continuous learning, with career paths no longer defined solely by long-term tenure within a single organization. Instead, staff may pursue diverse roles, often switching between departments, projects, or even geographical locations.

The Secretariat’s new Values and Behaviors framework represents one more effort of the Organization to support future requirements, such as collaboration, innovation and data analytics. The values and behaviors apply to all of us, not only allowing us to contribute to change the organizational culture, but also enabling us to harness our expertise and transferable skills across fields or roles.

And, of course, in a rapidly evolving context, depth of knowledge and experience demands deliberate learning: to perform our functions and deliver on mandates, the Secretariat also launched the United Nations Learning Strategy that brings a new, inspiring learning culture to life.

The special role of mobility in career development

Mobility is foundational in creating a workforce that is dynamic and adaptable. In a world where skill sets must be increasingly transferable, the Organization has made an in-depth effort to facilitate a range of mobility opportunities that allow staff to develop new skills and broaden their perspectives.

Empowering staff for the future

As the global workforce continues to evolve, the UN Secretariat’s enhanced career satisfaction approach offers a forward-thinking approach to supporting its staff. By fostering a culture of lifelong learning, mobility, and collaboration, the UN is not only helping its employees navigate their own career journeys but also strengthening its ability to address the complex challenges of the modern world.

With its emphasis on depth and breadth of experience, tailored support, and mobility, the Career Satisfaction Framework positions the UN as a leader in career development within the international civil service community. As staff craft their own career paths, they can do so with the confidence that they are backed by an organization committed to their professional satisfaction and growth.