The services of the SWTP are only available to members of the SWTP. Members receive the following services:

1.Recruitment support. The SWTP team will review the applications of members prior to the submission of the application in Inspira. When invited for an interview, the SWTP will set up the candidate with a coach to do a mock Competency Based Interview (CBI). The SWTP team may also provide candidates with information about the work of the UN to help them prepare for assessments during the recruitment process.

2. Training and coaching. The SWTP regularly provides a different training and development opportunities.

3. Networking opportunities. The SWTP provides opportunities for the members of the pool to network and engage with each other.

4. Advocacy. Both internally and externally, the SWTP continuously advocates for the project and its members, providing members with an added visibility to the UN’s senior leadership.

The SWTP is not a guaranteed job offer and members of the pool are required to go through the UN recruitment process for selections for positions.

The SWTP focuses on senior level positions in the UN, mainly P-5 to D-2. Senior Leadership vacancies in the UN System are posted on this website.

The Global Call for Nominations for the positions of Special Representative of the Secretary-General (SRSG) and Deputy Special Representative of the Secretary-General (DSRSG) in the United Nations peace operations is a separate outreach initiative conducted by the United Nations Secretariat to increase the pool of candidates for the Head and deputy Head of Mission positions in the field. The Global Call is open to men and women. Women nominated through the Global Call might also meet the requirements of the Senior Women Talent Pipeline (SWTP), which is a separate initiative geared solely towards women who are non-staff members and are interested and eligible for senior management positions in the field (director-level positions usually graded at D1 or D2-level). Inclusion in the SWTP does not exclude nominees from being part of the Global Call pool and vice-versa. The Global Call and the Senior Women Talent Pipeline (SWTP) are two different outreach initiatives serving different purposes and targeting different career levels. Whereas the SWTP focuses solely on female candidates for senior management positions in the field (mainly D1 and D2-level), the Global Call is open to men and women and focuses on candidates for senior leadership roles (primarily at the Assistant Secretary-General level and Under-Secretary-General level).

To be placed in the SWTP does not bring any guarantees that you will be successful in obtaining a position, but it increases your chances in the recruitment process as you will receive dedicated support. Your success through being a member of the SWTP is very much dependent on the demand from field operations and the match with your profile, as well as on you applying to positions you qualify for.

The SWTP cannot and does not place any candidates. Any applications must be done through Inspira following the regular recruitment process, after which the hiring manager proceeds with the recruitment and selection process. Regardless of whether a hiring manager may reach out to the SWTP to inquire about potential female applicants potential candidates, all vacancies are posted in Inspira and are open to all to apply.

The SWTP is currently not accepting applications. We may open another intake of candidates at a later stage, which will be communicated on this site as well as through note verbales to Permanent Missions.

• The majority of current Peace Operations are located in Africa and the Middle East. Therefore, candidates who are bilingual in English and French or English and Arabic are in high demand. To be eligible to apply, candidates should have an advanced university degree (Masters or equivalent) in a relevant area and a minimum of fifteen years of professional experience. If you don’t hold an advanced university degree you may also be eligible if you hold a first level university degree (e.g. Bachelor's degree) in combination with 17 years of relevant work experience.
• In addition, at Director level, peacekeeping and special political missions need staff who are excellent managers (of budgets as well as people) and leaders. Any leadership experience gained in conflict or post-conflict environments will be extremely valuable. The SWTP looks to support members’ applications to D1/D2 positions in non-family and hardship duty stations. Therefore, potential members must be willing to deploy to such locations in the short-medium term. For more information on current duty station classifications, please click here.

The SWTP is a project that was established and funded with the specific purpose to support non-UN Secretariat staff in their applications to positions in peacekeeping. The SWTP is not a career development tool for Secretariat staff members, and as such, no applications from currently serving Secretariat staff are accepted. For career development opportunities available to serving staff members including coaching and mentoring, please click here (page available from the UN network only).

As UN Agency, Funds and Programmes staff are considered as ‘external applicants’ according to current rules and regulations, current AFP staff are eligible to apply for SWTP membership.

No. The SWTP is not the same as a roster. Roster membership does not mean automatic SWTP membership; the SWTP has a separate screening process and acceptance is not guaranteed.

There is no pre-set number or a quota of successful candidates per nationality. The number of selected candidates depends on candidates’ success in the competitive screening process. Candidates from all countries are evaluated against the same questions and criteria.

No. The SWTP is a purely civilian initiative and does not seek to deploy uniformed personnel. Retired military or police officers (female candidates only) who are seeking to contribute in a civilian capacity, however, are very much encouraged to apply.

The current policy governing the retention in service beyond the mandatory age of separation which is captured in the administrative instruction ST/AI/2003/8 remains unchanged. In accordance with the policy, retention in service beyond the mandatory age of separation is made only in exceptional circumstances by the Secretary-General where it is in the interest of the Organization. As the UN Secretariat cannot appoint anyone to a new position closer than 1 year pre- retirement, and because the SWTP is aimed at providing candidates with individual support, training and coaching to put them in the best possible position to apply, the SWTP will not consider applications from anyone over the age of 64 at the time of applying.

Currently, SWTP membership is not time-bound. However, in the future we will have to institute measures to ensure that the SWTP is made up of individuals who are actively engaged in and looking for opportunities to work in Peace Operations. SWTP members will be informed of such measures when the time comes.

No, men are not eligible for the SWTP. The United Nations-wide Strategy on Gender Parity sets targets and monitors the following areas: leadership and accountability; senior management; recruitment and retention; creating an enabling environment; and Mission settings. It seeks a fair balance between individual accountability and incentives, recognizes different starting points and challenges, and provides positive tools to empower and encourage staff and managers alike, taking into account that the initial situation and the difficulties encountered vary considerably depending on the context, and seeking to provide both officials and supervisory staff with the necessary means and the desire to act. It is not simply about achieving quantitative goals, but about changing the institutional culture so that the Organization can fully deliver on its promises. The Strategy is intended to foster a gender-responsive and inclusive workplace. The commitment to achieving system-wide gender parity is underpinned by a strong legislative and institutional framework which has been consistently developed and strengthened since the founding of the United Nations in 1945. Ultimately, the strategy operationalizes this legal framework, taking the imperative of gender parity from ambition to action.

All D1 and D2 positions are advertised in Inspira. The recruitment process generally consists of an eligibility check (does the candidate meet all the requirements as specified in the vacancy announcement?); a suitability check (is this candidate’s experience suitable to the role?); an assessment exercise (often a written exam or other type of simulation exercise or case study); and a Competency Based Interview. The SWTP team is not involved in any of these parts of the recruitment process for any position.

Please see here for more information. All benefits and entitlements are regulated by the International Civil Service Commission.

The UN Secretary-General attaches top priority to achieving gender parity by 2028, as elaborated in his System-Wide Strategy on Gender Parity. Ambitious year-on-year targets have been circulated to all departments and field missions, including Peacekeeping and Special Political Missions. Field missions accountable for their own targets. While the SWTP pre-dates the Gender Parity Strategy, the Strategy has certainly given new impetus to the SWTP. It has become an important tool of the Secretariat in the outreach to and recruitment of senior women peacekeeping staff.

For the latest data and information on the UN System’s efforts in achieving Gender Parity, please see here.