Junior Professional Officer Position, Organizational Culture and Diversity Officer, P2, New York (Dutch Sponsored and open to nationals of developing countries only)

Contract

This is a P-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 2 years of experience, depending on education.

Salary

The salary for this job should be between 108,633 USD and 147,551 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.

UNICEF works to save children’s lives, to defend their rights, and to help them fulfil their potential, from early childhood through adolescence.

Together with partners, we work in 190 countries and territories to translate that commitment into practical action, focusing special effort on reaching the most vulnerable and excluded children, to the benefit of all children, everywhere.

And we never give up.

The incumbent will be a member of the recently-established Culture & Diversity team in the Office of the Executive Director (OED), based in NY Headquarters. A diverse and inclusive workforce is part of UNICEF’s DNA. For years, UNICEF’s DEI efforts focused on increasing women’s representation and making the workplace more gender-equal. More recently, this lens expanded to include issues related to nationality; disabilities; age; and very recently, sexual orientation and gender identity beyond the male/female binary and discrimination based on race and ethnicity. The new structure with a well-resourced team in OED demonstrates UNICEF’s institutional and leadership commitment to DEI and fosters greater accountability for results. One of the main goals of the new team is to integrate the DEI work with the portfolio currently under Organizational Culture, and translate this locally to regions and country offices since DEI is a continuous process of examination and change to organizational culture. Inclusion fosters employee engagement and an organizational culture aligned with our core values and mission; there is no inclusion without a healthy culture, and the same applies the other way around.

For every child, dedication

Under the general supervision of the Principal Advisor, Organizational Culture, in OED, the Culture and Diversity Office r(JPO) will support all actions related to reshaping, and reaffirming UNICEF’s organizational culture and diversity, equity and inclusion (DEI) agenda, in support of our mission, goals and strategy. They will help monitor, coordinate, communicate, and implement actions related to building a more values-based culture and a more diverse and inclusive UNICEF.

The job has great scope for innovative approaches by the person selected, who should be dynamic, engaging, and able to work at the ‘big picture’ (culture, systems, processes) level but also at the level of the individual (organizational culture change begins with the individual).

How can you make a difference?

Responsibility 1: Contribute to the work of the Culture and Diversity team in several areas, including:

• Implementation of the Recommendations for Actions of the internal UNICEF Task Team on Anti-Racism and Discrimination, particularly on awareness-raising, capacity-building and recruitment and promotion;
• Development of initiatives to improve gender equality at the workplace;
• Internal communication and engagement with Employee Resource Groups;
• Contribution to effective functioning of the DEI Advisory Group;
• Review and development of management policies related to Culture and DEI
• Undertaking of research/identification of good and constructively ‘disruptive’ practices on organizational culture change and DEI to support the development of strategies and approaches to leverage these external good practices within the UNICEF context.

Responsibility 2: Support roll-out of global tools and initiatives to Regional and Country Offices, by:

• Developing and implementing awareness-raising and capacity-building materials on DEI and culture tailored to local contexts;
• Working with Country Offices on DEI diagnosis, including broadening the data collection and analysis of nationally-recruited staff, supporting attraction of diverse talent and tailoring efforts to foster inclusion and psychological safety locally;
• Contributing to roll-out of new diversity indicators, DEI in recruitment tools, and other initiatives to integrate DEI perspectives in relevant HR processes and practices at the local level;
• Engaging employees at all levels of UNICEF in the culture change and DEI journey, through innovative communications and other platforms, tools, and approaches.

Learning elements and expectations:

Upon completion of the assignment the JPO will have/ will be able to:

• Set high standards for quality of work and monitor progress towards project goals, working towards their achievement;
• Apply strong analytical and research skills with the ability to develop new initiatives with minimum guidance and using often complex information from multiple sources;
• Translate global initiatives to local contexts, considering multiple factors and different perspectives;
• Use knowledge of current DEI issues, policies and discussions in the field of organizational culture;
• Have greater familiarity with the working modalities, approaches, and orientation of the UN with respect to culture and DEI.

The JPO training programme includes the following learning elements:

• Pre-Boarding: UNICEF Context, organizational culture and values

• On Boarding: Build and expand core knowledge of UNICEF’s functional context

• JPO Orientation Programme – Designed towards development of professional skills and personal insights into performance and collaboration and create an understanding of how the organization functions and carries out its work around the world

• E-learning opportunities in performance management: create the conditions for high performance and development

• E-learning opportunities on basic UNICEF programme & operational strategies: assimilate UNICEF’s approaches to programming and operations; thematic programme areas; as well as cross-cutting functional areas

• JPO Coaching & Mentoring Programme – driven by individual needs and targeted towards insights into organizational culture and targeted training opportunities and support. The JPO will also benefit from coaching and mentoring by their supervisor, the Head of the Culture and Diversity team in the Office of the Executive Director.

• Opportunity to undertake self-directed research into topics of personal and organizational interest related to culture and diversity. Because these areas are ones where UNICEF is accelerating its work in terms of human resources, programming, data, and communications, the JPO will have the opportunity to pursue learning into relevant topics, to advance UNICEF’s agenda in this area. The JPO will receive feedback on their self-directed research, and may also have opportunities to put it into practice, depending on the specific topic explored.

• Participation in learning sessions with UNICEF offices on unconscious bias, allyship, culture change, and other cutting-edge topics.

• Stretch assignments- opportunity, normally from to max of six months that goes beyond the current description and creates an opportunity to learn new skills in a different Duty Station, Division or Section

• Career Transition Programme tailored to support the JPOs in their final year with their future career aspirations

• The JPO position includes a Duty travel and training allowance (DTTA) of $4000 per year which may be used for learning activities related to the assignment and career development.

• To learn more about the JPO Programme, please visit the following link:

Junior Professional Officer Programme | UNICEF Careers

To qualify as an advocate for every child you will have…

• National of a developing country that appears on the list of the following eligible countries for the Dutch JPO Programme http://www.nedworcfoundation.nl/pdf/List%20of%20eligible%20countries%20%20November%202018.pdf
• An advanced University degree (master’s degree or equivalent) in any of the following fields is required: international relations, human rights, social sciences, human resources, organizational development, communications, humanities or development studies is required
• A first-level university degree (Bachelor’s degree or equivalent) in combination with qualifying experience (with additional two years of relevant working experience) may be accepted in lieu of an advanced university degree
• A minimum of two years to maximum 4 years of relevant working experience in international development, workplace culture or diversity, equity and inclusion initiatives. Experience at country level is an asset.
• Fluency in English required. Fluency in a second language is an asset.

Remarks:

Part of the candidates' academic training must have taken place in a developing country that appears on the following list of eligible countries of the Dutch JPO Programme.

http://www.nedworcfoundation.nl/pdf/List%20of%20eligible%20countries%20%20November%202018.pdf

For every Child, you demonstrate...

UNICEF's values of Care, Respect, Integrity, Trust, and Accountability (CRITA).

The UNICEF competencies required for this post are...

• Demonstrates Self Awareness and Ethical Awareness (1)
• Works Collaboratively with others (1)
• Thinks and Acts Strategically (1)
• Drive to achieve impactful results (1)

To view our competency framework, please visit here.

UNICEF is committed to diversity and inclusion within its workforce, and encourages all candidates, irrespective of gender, nationality, religious and ethnic backgrounds, including persons living with disabilities, to apply to become a part of the organization.

UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. UNICEF also adheres to strict child safeguarding principles. All selected candidates will be expected to adhere to these standards and principles and will therefore undergo rigorous reference and background checks. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.

Remarks:

Mobility is a condition of international professional employment with UNICEF and an underlying premise of the international civil service.

Only shortlisted candidates will be contacted and advance to the next stage of the selection process.

Selected candidates may be subject to inoculation (vaccination) requirements, including against SARS-CoV-2 (Covid).