United Nations Core Values: Integrity, Professionalism, Respect for Diversity
Result of Service
i. A detailed implementation plan covering the six months assignment. ii. Detailed report of the literature review, desk research, stocktaking of all the work OCHA has undertaken so far to tackle racism and discrimination and improve diversity, equity and inclusion at HQ, Regional Offices and Country Offices to ensure a common baseline on where we are. Mid-May 2022 iii. Design and undertake consultations including through focus group dialogues and roundtable discussions across the organization, with the PSMC, senior leadership, minority groups, staff representatives, Diversity and Inclusion Focal Points and other groups that will be identified. Prepare report from consultations. Mid-May to July 2022. iv. Draft and present strategy and action plan August 2022. v. Review comments on strategy and action plan and finalize action plan September 2022. vi. Design capacity development program and conduct TOT and training for senior managers. September 2022
Remote with travel
Duties and Responsibilities
OCHA senior leadership is committed to creating an organization that is anti-racist and non- discriminatory and where all OCHA personnel feel welcomed, respected, safe and included. OCHA is also committed to strengthening diversity and inclusion and the overall culture of the organization. To achieve this, OCHA initiated its organization-wide examination and reflection on anti-racism, in line with the UN Secretary-General’s call for debate on racism within the United Nations in April 2020. The overall aim of the consultancy, which will build on the work and analysis undertaken so far, is two-fold: (i) raise awareness on racism, discrimination, diversity, equity and inclusion, and (ii) Develop a four-year strategy and action plan with concrete and timebound measurable actions to be undertaken in the short, medium and long term to address systemic, structural and institutional racism and discrimination. Recognizing that racism is part of diversity, equity and inclusion and broader organizational culture, the anti-racism strategy and action will also include recommendations and action on how to improve diversity, equity and inclusion and the broader organizational culture. The consultations on racism and discrimination will therefore be set up to also capture diversity, equity and inclusion and organizational culture. 1. Formulation of four-year anti-racism strategy and action plan to address systemic and individual racism, discrimination, and improve diversity, equity and inclusion in OCHA Support OCHA to develop a four-strategy and action plan with concrete, practical and measurable short- term, medium and long-term sustainable actions to address racism and discrimination and improve diversity, equity and inclusion. As racism and discrimination is part of the broader organizational culture, findings should also feed into addressing the broader organizational culture in OCHA. The strategy should include short, medium and long-term implementation plans with a list of organizational goals and a roadmap to achieve them along with clear roles and responsibilities and analysis of risks and mitigation measures and an accountability framework. The development of the strategy and action plan will entail: i. A quick review of the work OCHA has done so far which has included a review of OCHA policies, Perceptions Report on Racism in OCHA, UN survey on racism, staff engagement survey. Building on this, undertake the following tasks: ii. Extract and analyze additional OCHA data that can serve to increase understanding of race and other forms of discrimination in OCHA. iii. Analysis of personnel’s needs and experiences, the Organization’s challenges, and any organizational factors and practices that may contribute to perpetuating structural inequality, as well as key trends. iv. Examination of racial and structural inequalities in OCHA, highlighting any potential situations that may be contributing to furthering unjust power dynamics in OCHA both for personnel and people affected by humanitarian crises. v. Analysis of critical points in the OCHA employment cycle and identification of areas where race and ethnicity should be included as a critical factor to reduce bias in employee selection and decision-making processes. vi. Critical assessment of a limited sample of Vacancy Notices, OCHA’s social media presence, selected sections of the OCHA website, OCHA’s main publications and functions, and other outward-facing communications tools and analysis if the communication style is inclusive and reflects the multiracial, multiethnic, and multinational nature of OCHA’s workforce. vii. Interrogation of intersectionality and its implications in terms of gender, LGBTIQ+ identities, disability, age, and other identity considerations at OCHA. viii. Undertake preliminary consultations with senior leaders and managers at HQ and in Regional and Country offices, PSMC members, staff representatives, to understand the OCHA context and receive background information necessary to design the four-year anti-racism and non- discrimination strategy that is aligned to the UN action plan and tailored to OCHA’s specific needs. ix. Facilitation of roundtables with senior management and various units to gather in-depth knowledge of how OCHA functions at the managerial and strategic levels and the prevalence of racism and discrimination based on ethnicity, gender, religion, sexual orientation. x. Develop the content and format of 10 focus group dialogues across OCHA offices on racism, discrimination, diversity, equity, and inclusion and workplace culture and civility building on the dialogues conducted as part of the UN SG’s work on racism, and that ensures OCHA personnel can share their stories and experiences in a safe environment. 2. Good practices on creating anti-racist organization and diversity, equity and inclusion Collect and assess the application of good practices from other UN agencies, NGOs, private sector on: i. Mitigating incidents of racism, discrimination in various structures, processes and practices and settings at different levels. ii. How to identify, prevent, and mitigate direct and indirect racism. iii. How to ensure equity in hiring practices, career development programmes including on the job support programmes and mentorship. iv. Anti-discrimination policies and programmes. i. Good practices on how to institutionalize anti-racism in the organisation and across management functions. ii. Good practices on supporting anti-racist management at a team/office level. 3. Accountability and metrics to measure organizational performance i. Develop a mechanism or system to measure the organization’s performance towards the implementation of Diversity, Equity and Inclusion Strategy and Action plan. ii. Design an accountability framework towards the implementation of the Diversity, Equity and Inclusion Strategy and Action plan. iii. Design and deliver an-organizational-wide training and awareness program on anti-racism, discrimination, diversity, equity and inclusion to complement the implementation of the strategy and action plan. Specific sessions should be organized for leaders and managers. 4. Capacity Development on anti-racism and non-discrimination: i. Review training and awareness raising sessions delivered on anti-racism to OCHA personnel, make recommendations about topics to be covered in awareness-raising sessions on specific matters related to racism and ethnicity-based discrimination, and design a training package on anti-racism and ethnicity-based discrimination for OCHA personnel. ii. Deliver anti-racism and discrimination training to senior and middle level managers across the organization. iii. Design and deliver a TOT for the Diversity and Inclusion Focal Points who will take on a leadership role in the dialogue on racism, discrimination, diversity, equity and inclusion. iv. Develop materials/resources, tailored to OCHA, to guide the consultations on racism (how to guide, key words/phrases) to be used by leaders and managers and the DEI Focal Points.
Academic Qualifications: An advanced university degree (Master’s or Doctorate degree or equivalent) in social sciences, organizational psychology, human resources management, business administration or a related field is required. A first-level degree (Bachelor’s degree or equivalent) in the special fields of studies with two additional years of relevant work experience may be accepted in lieu of the advanced degree. Experience: A minimum of 10 years of progressive responsible experience in human resources management or related areas, with 5 years of experience in developing organizational-wide strategies on diversity, equity and inclusion with a focus on drafting strategic actions plans, addressing implicit bias, best practices in this areas and coordination with experts is required. Experience in preparing written outputs, e.g., studies, strategies, draft background papers, analysis of reports, inputs to publications is required. Language: Fluency in English is required. Knowledge of French is desirable.
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