Madam Chair,

1. I have the honor to speak on behalf of the Group of 77 and China on agenda item 136, regarding the report of the Secretary-General entitled "Addressing racism and racial discrimination".

2. The Group thanks the Under-Secretary-General of DMSPC, Ms. Catherine Pollard, and the Special Adviser on Addressing Racism in the Workplace, Ms. Mojankunyane Gumbi, for the introduction of the Secretary-General's report, as well as the Chair of the ACABQ, Ms. Juliana Gaspar Ruas, for presenting the related report.

3. The Group acknowledges the continued efforts undertaken to advance the Strategic Action Plan aimed at addressing racism and promoting dignity for all within the Secretariat. We recognize the progress achieved in strengthening advocacy, awareness-raising initiatives and institutional coordination, as well as the ongoing work of the Anti-Racism Office and the network of advocates across duty stations.

4. The Group reiterates that combating racism and racial discrimination is essential for safeguarding the credibility, integrity and effectiveness of the United Nations. In this regard, we reiterate the firm opposition of the Group of 77 and China to all forms of racism, racial discrimination, xenophobia and related intolerance. We welcome the continued efforts to refine the Strategic Action Plan and to strengthen data collection, training initiatives and institutional reforms, which contribute to fostering an inclusive and respectful workplace culture.

5. At the same time, the Group underscores the importance of ensuring that ongoing initiatives are implemented in a balanced, transparent and inclusive manner, with due consideration for the perspectives and realities of staff from developing countries. We note the continued challenges reflected in staff perceptions, recruitment patterns and access to opportunities, and emphasize that efforts to address systemic institutional racial bias across the Secretariat should remain a priority. In this regard, strengthening accountability mechanisms, enhancing trust in reporting systems and ensuring equitable representation at all levels of the Organization remain essential to achieving lasting progress.

6. In this context, the Group notes the Advisory Committee's observations regarding the placement and reporting arrangements of the Anti-Racism Office. We share the view that future reporting should provide clearer analytical insight into how the current placement supports the effective discharge of the Office's mandate, including an assessment of any constraints and options to strengthen reporting arrangements, as requested by the General Assembly.

7. The Group also underscores the importance of comprehensive and reliable data to continuously assess the impact of the Strategic Action Plan and guide its implementation. We welcome efforts to strengthen data collection and transparency, including steps to enable the voluntary, anonymized and aggregated collection of race-related data, and we encourage further updates on how such data will strengthen the analytical framework for understanding racism and racial discrimination in the Secretariat.

8. Regarding learning and training, the Group takes note of the ongoing efforts to build a coherent learning portfolio, including the launch of the Secretariat's course on addressing racism and racial discrimination in the workplace and related targeted initiatives. We share the view that future reports should include comprehensive information and statistics on staff participation in anti?racism learning and training initiatives, along with an assessment of their effectiveness.

9. The Group further stresses the importance of expediting the ongoing work to strengthen the policy framework, including the review process to incorporate a clear definition of racial discrimination as prohibited conduct. We share the expectation that the Secretariat provide the General Assembly with an update on its status as well as further details in future reporting, given the paramount importance of legal clarity for transparency and accountability.

10. Additionally, the Group supports the call for further refinement of the Strategic Action Plan, including through systematic review of policies, rules and procedures to prevent discriminatory outcomes; reinforcement of accountability mechanisms; and further institutionalization and expansion of anti-racism learning. We also support the development of performance indicators and assessment tools to measure progress and impact in a more results-based manner.

11. The Group highlights the challenges faced by the Anti?Racism Office, including liquidity constraints and the impact of organizational reforms, including the UN80 Initiative, on staffing and non-post resources. In this regard, we underscore the importance of safeguarding mandate delivery, ensuring operational continuity, and mitigating any potential negative impact on staff diversity and inclusion during periods of transition.
 
Madam Chair,

12. The Group reaffirms its commitment to supporting the Secretariat's efforts to foster a workplace grounded in dignity, equality and mutual respect, which is essential to ensuring that the United Nations continues to serve as a leading voice for human rights. We look forward to maintaining our constructive engagement with all partners to ensure that the Strategic Action Plan delivers meaningful, inclusive and sustainable results for all staff members.

I thank you.