This article addresses the G-to-P process at the United Nations and examines the hardships of excellent G-level staff who do not get the opportunity to showcase their managerial skills or knowledge due to the bureaucratic limitations of the organization.

There are many staff members who joined the United Nations as support staff (i.e., G-level) simply to ‘get their foot in the door’. 

Most of these staff have college degrees, some with master’s degrees, even doctorate-level degrees, but simply cannot access the professional (i.e., P-level) jobs. 

There have been numerous discussions about this matter in the form of town hall meetings with the Sectretary-General; General Assembly debates; and even on a working level with the staff unions. It is understood that it is a ‘member state’ decision. But why? Where is the logic? 

So, in essence, the organization may hire an outsider, who knows very little about the work involved, yet has a bachelor’s or master’s degree (similar to many support staff colleagues) and is hired at the P-level or even higher category. Yet support staff who have been at the organization for 5, 10, 15 or even 20 years are compelled to take a very selective and competitive examination, known as the G-to-P exam. And even then, they only graduate to associate professional (P2) jobs.

As a P-level staff member who entered the organization more than 23 years ago, I am proud to state that the support staff are the backbone of this organization. Without their work, the UN could not function. They are the ones behind the scenes making sure everything is running smoothly; documents are edited with precision; presentations given perfectly; and talking points/briefing notes accurately written.

There are theories – that for the longest time, the UN did not require a college degree for G-level jobs. And that if the G-level staff graduated to P-level staff based on merit/seniority only, then it would (among other things) lead to a decline in the level of university qualifications in the professional category. 

Well then, how about the UN requiring a university degree for the General staff category? Qualifications of applicants have evolved over the years and the UN should evolve as well. The majority of people applying to the organization have university degrees. Thus, that should be a prerequisite. 

Furthermore, no matter how many years one has been at the UN in the P category, if a move is desired to a higher P category, then the applicant is subjected to a competitive process regardless of how many years’ experience the applicant possesses at the organization. This competency-based examination should thus render the G-to-P exam obsolete.

It is important to create a work environment where everyone has fair opportunities to advance based on merit and knowledge. Implementing transparent and merit-based job placement processes to ensure that promotions are based on an individual’s skills, performance and qualifications will foster and maintain a healthy work environment.

By nurturing a work environment that values merit and knowledge, the UN can create a more equitable and inclusive workplace where everyone can succeed based on their abilities and contributions. 

Diversity and representation in the workplace should be promoted by actively recruiting employees from diverse backgrounds and creating opportunities for underrepresented groups to advance and thrive within the organization. The organization should take proactive steps to create such a workplace culture that values fairness, inclusivity, and equality ultimately leading to a more positive and productive work environment for all employees.