The recent controversy regarding UNOPS consultants in Geneva has triggered a much larger and long-overdue debate on the use of ´non-staff personnel´ in the UN system and the asymmetries in their working conditions with respect to UN staff.
On 2012, the United Nations’ Joint Inspection Unit (JIU) published a report on a survey aimed at assessing the practices of individual consultancies and other non-staff personnel in the UN System, including various specialized agencies. The investigation revealed that use of non-staff personnel in the UN amounts to approximately 40 percent of its total workforce. One of the key reasons for the use of non-staff personnel, according to the report, is the lack of sufficient resources to pay for a staff position in conjunction with the strain of having to deliver with scarce funding. A further 2014 report specified another reason to hire non-staff personnel: greater flexibility in the recruitment process in comparison to staff recruitment. In spite of numerous recommendations made by the JIU to UN agencies, regarding contracting practices, no real progress has been made to address the aforementioned issues and solve them.
Consultants in the UN, generally maintain a contractual relationship with a UN Agency but are not considered formal ’employees’. While the use of consultants does not appear prima facie to be a breach of human rights standards on labour, I argue in this post, that the manner in which consultancy contracts are being implemented by the UN is inconsistent with the ‘equal pay for equal work’ principle.
UN Consultancy Schemes and the ‘Equal Pay for Equal Work’ Principle
Article 7 of the ICESCR stipulates that members of the Convention should guarantee fair wages and equal remuneration for work of equal value “without distinction of any kind”. As for the scope of the term “remuneration”, in the ICESCR drafting sessions there was a general consensus that the term comprises other benefits “beyond monetary wages” such as social security, family and child benefits, as was later established in the ILO Convention 100. Therefore the ‘equal pay for equal work’ principle not only involves a monthly salary but it also includes other social benefits. Read the rest of this entry…