A core element of the WHO AFRO Transformation agenda has been placing WHO workforce at the center of change. Critical to this approach is the transformation of the Organization's HR functions to purposefully drive staff engagement and promote diversity, equity, inclusion and ethical behavior in WHO in the African Region. Some of these improvements have included:

• Realigning human resources to ensure the most qualified candidates are recruited to relevant positions throughout the Organization.
• Induction training for newly recruited staff to ensure that all new staff have the necessary tools and knowledge to perform their functions effectively.
• Improving recruitment processes and outreach initiatives to attract highly qualified candidates.
• Training and development to enhance staff capacity and performance.
• The mandatory inclusion of at least one fully qualified female candidate in all recruitment shortlists; AFRO's continued commitment towards gender parity has translated in a 3.2% increase in the number of female staff in the Region from 29.8% in 2015 to 33% in 2021.
• Establishment of staff feedback mechanisms including regular Regional Director Townhall meetings, monthly Change Agent Network meetings
• Mandatory training for all staff on 'Prevention and Response to Sexual Exploitation, Harassment and Abuse.
• Broad use of a variety of communication channels to engage and inform staff on AFRO Transformation Agenda progress including monthly staff newsletters, @Workplace, Twitter etc.

Staff engagement in the AFRO mentorship programme continues to grow with over 300 staff paired as mentees since 2020 with mentors from WHO AFRO, WHO HQ, WHO SEARO and WHO EMRO. An assessment of the first four-month mentorship cohort reported 96% of mentees experienced learning and growth as a result of the mentorship relationship and 78% of participants experienced increased effectiveness in their work.

The number of staff who have volunteered as change agents in the Region has increased from 150 in 2018 to 280 in 2021. Change agents are trained in change and project management and are actively advancing transformation in behaviours and organizational culture in WHO in the Region.

Our workforce has demonstrated great resilience and agility in shifting to the new ways of virtual and hybrid working. WHO stress counsellors continue to provide COVID and non-COVID related psychosocial support to all of WHO workforce and their dependents and staff well-being continues to be prioritized in WHO's Business Continuity Plan.

A candid global evaluation of WHO Transformation noted in its report that 'small, positive change' in our organizational culture was evident; with more staff in the Secretariat feeling heard and valued.