Director, Anti-Racism Team (Cancelled)

Contract

This is a D-2 contract. This kind of contract is known as Professional and Director staff. It is normally internationally recruited only. It's a staff contract. It usually requires 16 years of experience, depending on education.

Salary

The salary for this job should be between 270,944 USD and 326,557 USD.

Please keep in mind that the salary displayed here is an estimation by UN Talent based on the location and the type of contract. It may vary depending on the organization. The recruiter should be able to inform you about the exact salary range. In case the job description contains another salary information, please refer to this one.

Org. Setting and Reporting The Anti-Racism Team is responsible for high-level oversight, coordination, monitoring, advocacy, mainstreaming, and long-term sustainability of the activities of implementing departments and offices in the global Secretariat in addressing racism and discrimination, including the compounded nature of intersectional discrimination, and in advancing geographical representation and gender parity in the United Nations Secretariat.

The Director will lead the oversight, coordination, monitoring, advocacy, mainstreaming and sustainability activities of the Team in attaining geographical representation and gender parity in all categories and at all levels of personnel and in addressing all forms of anti-racism.

Responsibilities Within delegated authority, the incumbent will be responsible for the following duties: - Leads the oversight, coordination, monitoring, advocacy, mainstreaming and sustainability activities of the Team in attaining geographical diversity and gender parity in all categories and at all levels of personnel and in addressing all forms of anti-racism. - Provides substantive advice to the Under-Secretary-General for Management Strategy, Policy and Compliance and the Special Advisor on Addressing Racism and Promoting Dignity for All at the United Nations Secretariat on all matters pertaining to implementing the strategic action plan and serves as the Secretary of the Implementation Steering Group. - Acts as the lead focal point and interlocutor on all efforts to address racism and racial discrimination, and by extension, all forms of discrimination, through active engagement, visibility, and collaboration with heads of departments and offices, representatives of staff, United Nations personnel, staff resource groups and internal and external stakeholders. - Contributes to the overall mandate of the OUSG/DMSPC in the provision of strategic policy leadership guidance in assigned areas through a clear, integrated global management strategy and policy framework. - Leads all change management efforts to transform the Secretariat to a workplace where racial discrimination is actively addressed, where there is accountability for racist conduct and where the Organization provides a dignified workplace for all. - Leads the provision of expert advice, including on the exercise of delegated authority by the heads of entities and human resources practitioners, on complex matters on addressing racism, geographical representation, and gender parity. - Oversees the monitoring of the selection decisions of the heads of entities to ensure advancement toward geographical representation, and gender parity in the appointment of United Nations personnel at all categories and appointment types. - Provides substantive guidance and advice on all efforts concerning changes to organizational culture, team culture, informal systems and practices and leadership, including interpersonal interactions and behavioural change that leads to the full embodiment of the principles of the Charter. - In collaboration with the Office of Human Resource (OHR) and the Department of Operational Support (DOS) and other stakeholders, provides substantive, strategic and tactical guidance in the review of operations, management practices, internal processes, and talent management to address implicit bias and barriers. - In collaboration with the OHR and DOS, provides substantive advice in the review of structures, policies, and high-level functions, including the infrastructure that supports the Organization's operations to address personal, interpersonal, structural, and institutional racism. - Provides substantive advice in reviewing the internal accountability system and recommends possible changes related to internal mechanisms concerning the administration of justice, complaints mechanisms and processes, regulatory environment, safe complaints handling for personnel in cases alleging discrimination and outcome-based reporting. - Provides substantive guidance in developing an anti-racism training programme for senior leaders to build knowledge, skills, and abilities to address racism and racial discrimination, and belonging at the workplace. - Leads the identification of levers, entry points and opportunities within the Organization to shape, promote, motivate, and engage United Nations personnel around anti-discrimination and anti-racism. - Leads the development of mechanisms to capture and share experiences and lessons learned to continuously nurture and improve the desired anti-discrimination culture. - Ensures accountability in operationalizing and implementing the strategic action plan in respective departments and offices. - Identifies common obstacles or challenges and work with implementing partners and departments and offices to devise appropriate solutions, drawing on support from experts to facilitate the mainstreaming of the strategic action plan. - Coordinates and oversees the preparation of reports for presentation to senior leaders, the implementation steering group, intergovernmental bodies, and other policymaking organs, as appropriate. - Leads the development of a transparent methodology that will regularly monitor specific indicators, including on racism, geographical representation and gender parity, talent acquisition, retention, and promotions, and publish progress against specific objectives and benchmarks adopted to achieve the strategic action plan's goals for each Secretariat entity. This will include key performance indicators. - Collaborates and interacts with other United Nations common system organizations and external institutions on lessons learned and best practices in achieving racial, gender and geographical imperatives and assessing how they can be applied in the UN context. - Provides strong leadership in oversight, formulation, and implementation of the programme of work of the Team determination of priorities, and allocation of resources for completion and delivery of high-quality outputs. - Oversees recruitment of personnel taking into account geographical and gender balance and other institutional values, managing, guiding, developing and coaching staff, fostering teamwork and a positive work environment. - Represents the Organization at international, inter-agency meetings, seminars, conferences providing substantive expertise as appropriate. - Performs other related duties as requested by the Under-Secretary General for Management Strategy, Policy and Compliance.

Competencies Professionalism: Knowledge of strategies to address racism and racial discrimination, and by extension, all forms of discrimination. Ability to lead efforts to transform organizations into a workplace where racial or any other form of discrimination is actively addressed and where there is accountability for discriminatory conduct. Shows pride in work and in achievements. Demonstrates professional competence and mastery of subject matter. Is conscientious and efficient in meeting commitments, observing deadlines and achieving results. Is motivated by professional rather than personal concerns. Shows persistence when faced with difficult problems or challenges; remains calm in stressful situations.

Communication: Speaks and writes clearly and effectively. Listens to others, correctly interprets messages from others and responds appropriately. Asks questions to clarify and exhibits interest in having two-way communication. Tailors language, tone, style and format to match the audience. Demonstrates openness in sharing information and keeping people informed.

Leadership: Serves as a role model that other people want to follow. Empowers others to translate vision into results. Is proactive in developing strategies to accomplish objectives. Establishes and maintains relationships with a broad range of people to understand needs and gain support. Anticipates and resolves conflicts by pursuing mutually agreeable solutions. Drives for change and improvement; does not accept the status quo. Shows the courage to take unpopular stands. Provides leadership and takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work; demonstrates knowledge of strategies and commitment to the goal of gender balance in staffing.

Empowering others: Delegates responsibility, clarifies expectations, and gives staff autonomy in important areas of their work. Encourages others to set challenging goals. Holds others accountable for achieving results related to their area of responsibility. Genuinely values all staff members' input and expertise. Shows appreciation and rewards achievement and effort. Involves others when making decisions that affect them.

Building trust: Provides an environment in which others can talk and act without fear of repercussion. Manages in a deliberate and predictable way. Operates with transparency; has no hidden agenda. Places confidence in colleagues, staff members and clients. Gives proper credit to others. Follows through on agreed upon actions. Treats sensitive or confidential information appropriately.

Education Advanced university degree (Master’s degree or equivalent) in sociology, social anthropology, humanities or related area is required. A first-level university degree (Bachelor's degree or equivalent) in combination with two additional years of relevant work experience may be accepted in lieu of an advanced university degree.

Work Experience Over fifteen years of progressively responsible professional experience in anti-racism matters, of which at least five are at setting a strategic vision for creating, leading, and implementing successful anti-racism strategies is required.

At least three years of senior managerial experience leading and managing large teams in international or non-governmental organizations is required.

Experience advising senior leadership, clients, or other relevant stakeholders on anti-racism initiatives is required.

Experience in envisioning and direction of change management strategies, including communications is required.

Experience as a key spokesperson and collaborator in advancing anti-racism, in complex organizational settings is required.

Experience in forward-thinking and innovative solutions to address anti-racism is required.

Experience in building and maintaining effective partnerships across organizations is required.

Experience in advancing geographical diversity is desirable.

Experience in advancing gender parity is desirable.

Experience in advancing disability inclusion is desirable.

Languages English and French are the working languages of the United Nations Secretariat. For the position advertised, fluency in English is required. Knowledge of French is desirable. Knowledge of another official United Nations language is an advantage.

Assessment Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview.

Special Notice This job opening is advertised to fill a position financed from temporary funding through 31 December 2023. The appointment or assignment and renewal thereof are subject to the budgetary approval. In case of selection of a staff member of the United Nations Secretariat who meets the definition of "internal candidate" in staff rule 4.10, the staff member will be placed on a temporary assignment, and would be required to maintain a lien on their current post.

Staff members appointed to the current position are required to submit a financial disclosure statement upon assignment or appointment and annually thereafter.

The United Nations Secretariat is committed to achieving 50/50 gender balance and geographical diversity in its staff. Female candidates are strongly encouraged to apply for this position.

At the United Nations, the paramount consideration in the recruitment and employment of staff is the necessity of securing the highest standards of efficiency, competence and integrity, with due regard to geographic diversity.¿ All employment decisions are made on the basis of qualifications and organizational needs. The United Nations is committed to creating a diverse and inclusive environment of mutual respect. The United Nations recruits and employs staff regardless of gender identity, sexual orientation, race, religious, cultural and ethnic backgrounds or disabilities. Reasonable accommodation for applicants with disabilities may be provided to support participation in the recruitment process when requested and indicated in the application.

United Nations Considerations According to article 101, paragraph 3, of the Charter of the United Nations, the paramount consideration in the employment of the staff is the necessity of securing the highest standards of efficiency, competence, and integrity. Candidates will not be considered for employment with the United Nations if they have committed violations of international human rights law, violations of international humanitarian law, sexual exploitation, sexual abuse, or sexual harassment, or if there are reasonable grounds to believe that they have been involved in the commission of any of these acts. The term “sexual exploitation” means any actual or attempted abuse of a position of vulnerability, differential power, or trust, for sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of another. The term “sexual abuse” means the actual or threatened physical intrusion of a sexual nature, whether by force or under unequal or coercive conditions. The term “sexual harassment” means any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment, and when the gravity of the conduct warrants the termination of the perpetrator’s working relationship. Candidates who have committed crimes other than minor traffic offences may not be considered for employment.

Due regard will be paid to the importance of recruiting the staff on as wide a geographical basis as possible. The United Nations places no restrictions on the eligibility of men and women to participate in any capacity and under conditions of equality in its principal and subsidiary organs. The United Nations Secretariat is a non-smoking environment.

The paramount consideration in the appointment, transfer, or promotion of staff shall be the necessity of securing the highest standards of efficiency, competence, and integrity. By accepting an offer of appointment, United Nations staff members are subject to the authority of the Secretary-General and assignment by him or her to any activities or offices of the United Nations in accordance with staff regulation 1.2 (c). In this context, all internationally recruited staff members shall be required to move periodically to discharge new functions within or across duty stations under conditions established by the Secretary-General.

Applicants are urged to follow carefully all instructions available in the online recruitment platform, inspira. For more detailed guidance, applicants may refer to the Manual for the Applicant, which can be accessed by clicking on “Manuals” hyper-link on the upper right side of the inspira account-holder homepage.

The evaluation of applicants will be conducted on the basis of the information submitted in the application according to the evaluation criteria of the job opening and the applicable internal legislations of the United Nations including the Charter of the United Nations, resolutions of the General Assembly, the Staff Regulations and Rules, administrative issuances and guidelines. Applicants must provide complete and accurate information pertaining to their personal profile and qualifications according to the instructions provided in inspira to be considered for the current job opening. No amendment, addition, deletion, revision or modification shall be made to applications that have been submitted. Candidates under serious consideration for selection will be subject to reference checks to verify the information provided in the application.

Job openings advertised on the Careers Portal will be removed at 11:59 p.m. (New York time) on the deadline date.

No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.