TCU Completes Assessment for UNDP Gender Equality Seal

On August 14, the Brazilian Federal Court of Accounts (TCU) concluded the external assessment mission for the UNDP Gender Equality Seal for Public Institutions. Conducted from August 10 to 14, the stage marked a decisive moment in the process initiated by the Court in March 2024 and sought to independently assess the progress made by the institution in incorporating a gender perspective into management, organizational culture, and its government oversight activities.

The assessment was conducted by Graça Sanches, an international gender equality consultant from Cabo Verde, with support from the United Nations Development Programme (UNDP) team. Throughout the week, interviews and focus groups were held with senior officials, civil servants, managers from different fields, representatives of organizations, researchers, partner institutions, and beneficiaries of TCU oversight activities.

Marcela Timóteo, coordinator of TCU's Diversity, Equity and Inclusion Committee, explained that the mission was not intended merely to verify the existence of rules, plans, or initiatives. The methodology sought to identify what transformations had actually taken place at the Court, what results had been achieved, which changes could be sustained over the long term, and what challenges still needed to be addressed. The assessment considered three main sources: the evidence submitted by TCU on the Seal's international platform, surveys on the work environment and gender equality competencies, and the interviews and focus groups conducted during the mission, she explained.

The TCU's participation in the Seal program mobilized different sectors of the Court over more than two years. The actions undertaken covered areas such as planning, budgeting, leadership, people management, training, prevention of and response to harassment and discrimination, communication, procurement, citizen participation, international cooperation, and government oversight. Since the initial assessment conducted in 2024, when the TCU had a 34% compliance rate with the program's standards, more than 50 actions set out in the Action Plan have been implemented.

In the pre-assessment conducted in 2026, the Court met 34 of the methodology's 40 benchmarks, corresponding to 85% of the criteria. The score exceeds the 80% minimum threshold established for the Gold level. The final result, however, is still subject to completion of the external assessment and an analysis of compliance with the mandatory benchmarks. One of the stages of the external assessment was an interview with TCU President, Minister Vital do Rêgo. During the interview, the President highlighted the work carried out by the TCU under different administrations and emphasized the institution's responsibility to ensure the continuity of these efforts despite changes in leadership.

We have much to celebrate in the progress made in recent years, but we also know that challenges remain. We need to continue increasing the diversity of our workforce and the presence of women in decision-making positions. Gender equality is an ongoing process and must be part of the institution we want to leave to future generations, he said.

Gender Equality as Institutional Transformation

During the opening of the mission on August 10, TCU and UNDP representatives emphasized that the Seal should be understood as going beyond certification. The aim is to mainstream a gender equality perspective across the institution's operations and oversight activities.

Hugo Chudyson Araújo, Head of the Department of International Relations at the TCU, highlighted the external assessment as an opportunity for reflection, learning, and continuous improvement. According to him, a gender perspective has become part of different areas of the Court, including planning, people management, communication, citizen participation, international cooperation, and government oversight. Incorporating this perspective into oversight activities can contribute to assessments, recommendations, and decisions that are better aligned with society's needs, he said.

The Prosecutor General of the Public Prosecution Office within the TCU, Cristina Machado da Costa, also highlighted the gradual development of this institutional agenda. According to her, the progress achieved resulted from a process developed under different administrations and gained momentum with the Court's participation in the Seal program. Among the outcomes was the approval, in 2025, of the TCU Diversity, Equity and Inclusion Policy, which is overseen by the Attorney General.

Mission Concludes

The closing meeting of the external assessment was held on August 14. The meeting marked the end of five days of interviews, meetings, and focus groups and brought together representatives of the Court and UNDP. The team responsible for implementing the Seal highlighted that the mission was also an opportunity for learning and reflection on the transformations achieved over the two and a half years of participation in the program.

During the closing meeting, Marcela Timóteo highlighted that the assessment allowed the institution to reflect on the path it had taken and recognize the changes it had brought about. According to her, the experience went beyond document verification and provided an opportunity for the team to reflect on the incorporation of gender equality at the TCU.

Representing UNDP Brazil, Ismália Afonso congratulated the TCU on completing the process and highlighted the pioneering nature of the experience. According to her, the Court will serve as a reference for other public institutions participating in the initiative. The results of the work carried out at the TCU extend beyond the institution and can contribute to strengthening government oversight and to the work of other public organizations, she said.

The UNDP team also highlighted the openness and transparency demonstrated by the TCU during the mission. According to Damaris Rosabal, a representative of the Seal's global team, the assessment seeks to recognize progress while also identifying opportunities for institutional strengthening and learning. The Court's experience will also contribute to the community of practice created by UNDP to share knowledge among participating institutions, she explained.

The Chief of Staff of the TCU's Internal Affairs Office, Thyago Rodrigues Coimbra, highlighted that the conclusion of the mission represents an important milestone, but not the end of the work. The external assessment allows us to recognize the progress we have made, but it also helps us identify where we can still improve. Most importantly, gender equality must become increasingly embedded in the Court's practices and in the way we carry out our institutional mission, so that this commitment can be sustained over the long term, he said.

At the closing meeting, Cristina Machado stressed that joining the Seal program had helped the Court turn the discussion on gender equality into more structured actions. It is high time to move from rhetoric to action, she said. For the Prosecutor General, participation in the program represents a path of continuity for the institution.

She also highlighted the initiative's potential to have a multiplier effect. In her assessment, just as the TCU can promote good practices in the federal public administration and among state Courts of Accounts, the experience of the Public Prosecution Office within the TCU can serve as a reference for other Public Prosecution Offices.

Government Oversight

One of the distinguishing features of the assessment at the TCU is precisely the Seal's focus on the institution's core mission. The analysis is not limited to internal people management or diversity policies. It also aims to assess how a gender perspective can contribute to improving the quality of government oversight and, consequently, public policies.

In this context, the evaluator heard from teams involved in oversight activities related to issues such as preventing femicide, preventing and addressing harassment at federal universities, hiring women who are victims of violence, women's participation in positions of power, women's soccer, and women's representation in science, technology, engineering, and mathematics. Representatives of federal universities also took part in the assessment to report on the effects of a TCU audit of systems and practices for preventing and addressing harassment at federal higher education institutions.

The aim is to determine whether the Court is able, through its audits, assessments, and recommendations, to identify which public policies may have different effects on women and men and whether pre-existing inequalities are being taken into account in its oversight activities.

For the UNDP, this dimension can broaden the impact of the TCU's experience. By strengthening the Court's capacity to identify inequalities and assess the different impacts of public policies, the initiative can generate benefits that extend beyond the Court itself and contribute to the work of other public institutions in Brazil and abroad.

Next Steps

With the mission now concluded, the evaluator will consolidate the information gathered through interviews and focus groups with the findings from the document review and the surveys conducted throughout the process. The final report and recommendation on the certification level are scheduled to be presented on September 14. The TCU will then have from September 15 to 21 to submit comments and representations. The certification result is expected to be communicated on September 28.

More than simply marking the end of an assessment, the external evaluation brings a cycle of work to a close while setting a new benchmark for institutional improvement. The changes achieved throughout the process are expected to become firmly embedded in the TCU's management practices, organizational culture, and overall work.