Gender Policy Officer (Cancelled)

Contract

This is a P-3 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 5 years of experience, depending on education.

Salary

The salary for this job should be between 105,404 USD and 138,019 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 objective of the United Nations Convention to Combat Desertification (UNCCD) is to combat desertification and land degradation, and to mitigate the effects of drought (DLDD) in affected countries around the world, particularly in Africa, through effective action at all levels. Established in 1994, the UNCCD is the sole legally binding international agreement linking environment and development to sustainable land management. In decision 30/COP.13 Parties to the UNCCD adopted the Gender Action Plan (GAP) ( https://www.unccd.int/sites/default/files/documents/2018-01/GAP%20ENG%20%20low%20res_0.pdf) recognizing that all aspects of DLDD have gender dimensions and call to further mainstream gender equality and empowerment of women and girls into desertification/land degradation and drought-related policies and activities, as appropriate, to implement the Convention and the UNCCD 2018-2030 Strategic Framework. The UNCCD is seeking a gender policy officer who will ensure that UNCCD’s work applies the most-up-to date global perspectives on gender equality and pushes UNCCD to be gender transformative in all actions. The incumbent would be expected to lead a donor-funded project for institutional support for integrating gender equality into the UNCCD, including adequate use of resources and reporting. They would also advocate for greater attention to gender perspectives, providing the necessary rationale and advice on approaches to support gender mainstreaming throughout the UNCCD. This requires that he/she understands the work of the UNCCD, relevant gender perspectives and how these perspectives can be incorporated into on-going work or can be supported through new policy.

Responsibilities The promotion of gender equality is both central to UNCCD’s mandate and a priority within the organization’s activities. Under the overall supervision of the Chief of the External Relations, Policy and Advocacy (ERPA) unit of the UNCCD the incumbent will be responsible for leading efforts to operationalize gender equality throughout all of UNCCD’s programming including for shaping the expert guidance and practical support in direction; building internal capacity, support for staff and partners; monitoring and evaluation and knowledge sharing to ensure the realization of program-level and organizational-level gender equality outcomes. Specifically, the incumbent will have the following responsibilities and tasks: 1. Providing practical support for the integration of gender equality across UNCCD programs as well as expert guidance to organizational planning, policies, and practices. - Lead the donor-funded project for institutional support for integrating gender equality in the UNCCD, including adequate use of resources and reporting; - Provide policy advise and direction for UNCCD’s internal and external gender equality work; - Provide guidance to ensure that gender equality is taken into account in UNCCD’s overall strategic planning, annual planning, and organizational policies and practices; - Lead the development of a corporate internal UNCCD secretariat and GM policy/strategy and the corresponding plan of action, based on the results of the UNCCD Gender Audit; - Lead the preparation of policy and issue papers on gender perspectives in the substantive work of the UNCCD which would outline the linkages - i.e. the ways in which gender perspectives are relevant and important to what the UNCCD does - as the basis for efforts to promote gender mainstreaming. Particular attention should be paid to the synergies and to the ways in which mainstreaming a gender perspective can support the achievement of the goals of the UNCCD. Revise issue and policy-papers as needed over time; - Leads on identifying and analyzing gender issues within programs and develops strategies for strengthening UNCCD’s’ integration of gender equality within all of its program activities; - Assist in the preparation of speeches and other presentations on gender mainstreaming.

2. Regular monitoring and reporting on gender mainstreaming - Ensure compliance with relevant UN gender equality frameworks especially the United Nations system-wide policy on gender equality and the empowerment of women and the corresponding UN System-wide Action Plan on Gender Equality and the Empowerment of Women (UN-SWAP) and lead the annual UN SWAP reporting; - Ensure the M& E staff has relevant knowledge and tools for monitoring and evaluation the gender impacts using a gender sensitive M&E framework. - Ensure that reports contain information on gender impacts of supported projects. This can be done in two ways: (1) by integrating gender-disaggregated information throughout the report, (2) by dedicating a special section/chapter on gender somewhere in the report. - When necessary prepare gender progress and analytical reports and statistics, gender-disaggregated data, project briefs and ensure that management as well as staff and other stakeholders (e.g. UNCCD country parties and other stakeholders) are updated regularly. - Assist with the analysis of data, identifying potential gaps and strategies to address them.

3. Building Internal Capacity - Build staff understanding of key gender equality issues (including issues related to social inclusion, intersectionality, gender identity, engagement of men and boys and the promotion and protection of equality right; - Provide guidance and support to UNCCD secretariat staff and management ensuring that they develop annual plans that integrate gender equality outcomes; - Develop a set of resources, tools and guidance on the integration of gender equality into UNCCD’s operations.

4. Knowledge Sharing - Develop, maintain and disseminate a comprehensive knowledge base on the gender perspectives in the area of work of the UNCCD to promote the professional development of staff in this area and provide information as required for different purposes; - Develop and disseminate a collection of good practice examples of gender mainstreaming in different types of work carried out across the UNCCD; - Maintain contacts with Country Parties, as relevant and appropriate, and develop regular contact with CSO’s and academics working with gender perspectives in this field; - Develop and maintain expert guidance and partnership related to gender equality and ensure follow-up; - Represent UNCCD at different forums, knowledge networks and communities of practice as appropriate;

Performs any other job-related activities required to achieve the goals and objectives of the team, the Unit, the Programme or the secretariat.

Competencies Professionalism: Knowledge of gender equality, gender mainstreaming concepts and analysis. Ability to identify issues, analyses and participate in the resolution of issues/problems. Conceptual, analytical and political skills. Ability to apply judgment in the context of assignments given, plan own work and manage conflicting priorities. 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. Takes responsibility for incorporating gender perspectives and ensuring the equal participation of women and men in all areas of work

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 audience; demonstrates openness in sharing information and keeping people informed.

Teamwork: Works collaboratively with colleagues to achieve organizational goals; solicits input by genuinely valuing others’ ideas and expertise; is willing to learn from others; places team agenda before personal agenda; supports and acts in accordance with final group decision, even when such decisions may not entirely reflect own position; shares credit for team accomplishments and accepts joint responsibility for team shortcomings.

Client Orientation: Considers all those to whom services are provided to be “clients” and seeks to see things from clients’ point of view; establishes and maintains productive partnerships with clients by gaining their trust and respect; identifies clients’ needs and matches them to appropriate solutions; monitors ongoing developments inside and outside the clients’ environment to keep informed and anticipate problems; keeps clients informed of progress or setbacks in projects; meets timeline for delivery of products or services to client.

Education Advanced university degree (Master’s degree or equivalent) in a field relevant to the assignment, for example in gender studies, public administration, social sciences, agriculture economics, social anthropology, rural development or another relevant field is required.

Work Experience At least 5 years of relevant experience in analyzing and integrating gender dimensions into policy and programme formulation and implementation, particularly in the context of land/natural resource use and management, agriculture, food and water security including capacity development programmes and tools is required.

Experience in developing gender related capacity building programmes and knowledge sharing products is required.

Familiar with gender-responsive monitoring and evaluation methods, including gender -related statistics, indicator development and budgeting is desired.

Highly developed conceptual, analytical and innovative problem-solving ability; demonstrated ability to handle complex issues is desired.

Languages For the post advertised, fluency in oral and written English is required. Knowledge of another UN official language would be considered an advantage.

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

Special Notice Appointment against this position is for a period of one year and may be subject to extension.

Individual contractors and consultants who have worked within the UNCCD in the last six months, irrespective of the administering entity, are ineligible to apply for professional and higher temporary or fixed-term positions and their applications will not be considered.

Internal Applicants – when completing the candidate profile, ensure ALL fields, ALL professional experience and contact information are completed and up to date. This information is the basis for the hiring manager to assess your eligibility and suitability for the position and to contact you.

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.