Senior Programme Management Officer (Diversity and Inclusion Adviser)

Contract

This is a P-5 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 10 years of experience, depending on education.

Salary

The salary for this job should be between 204,886 USD and 256,769 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 This position is located in the Executive Direction and Management of the Office of the High Commissioner for Human Rights. The Senior Diversity and Inclusion Adviser reports directly to the Deputy High Commissioner for Human Rights. The focus of this position is to lead the conceptualization, implementation, monitoring and evaluation of programmes, operations, organizational priorities, policies, guidelines, strategy development and other activities in in relation to diversity and inclusion.

Responsibilities Within delegated authority, the Senior Diversity and Inclusion Adviser will be responsible for the following duties:

• Takes the lead to conceptualize, develop, implement and evaluate diversity and inclusion initiatives and programmes to enable a more inclusive and diverse workforce and working environment.
• Identifies priorities, challenges and issues to be addressed and proposes corrective actions; liaises with relevant parties; identifies and initiates follow-up actions.
• Ensures the implementation of the Organizational Effectiveness Action Plan on Diversity and Inclusion and Secretary General’s priorities that include the Strategic Action Plan on Addressing Racism and Promoting Dignity for All in the United Nations Secretariat.
• Supports the High Commissioner in fulfilling their responsibilities for the achievement of equitable geographical distribution and greater geographical representation, including gender and other forms of diversity, in close coordination with the Human Resources Management Section.
• Works collaboratively with the Human Resources Management Service, to ensure integration of all diversity and inclusion considerations into the career life-cycle of staff, including outreach, recruitment, on boarding, learning, career development, talent management and performance management.
• Acts as advisor to senior management on all matters of diversity and inclusion and manage the senior level Advisory Group on Diversity and Inclusion.
• Directs research and programme evaluation and presents information gathered from diverse sources.
• Coordinates policy development; reviews the assessments of issues and trends, preparation of evaluations or research activities and studies.
• Undertakes survey initiatives; guides the design of data collection instruments; reviews, analyzes and interprets responses, presents results and identifies problem areas/issues and prepares conclusions and recommendations for remedial action.
• Prepares and contributes to various written outputs, e.g. background papers, talking points, analysis, reports and studies, publications, on diversity and inclusion.
• Manages outreach activities; designs and conducts a suite of targeted training programs, seminars etc. to equip leaders and staff to build the expected values and behaviours pertaining to diversity and inclusion.
• Leads field missions, including provision of guidance to external consultants, government officials and other parties and drafting mission summaries, etc.
• Serves as an effective champion and spokesperson and establishes collaborative relationships and partnerships with key stakeholders and officials at all levels inside and outside the organization.
• Engages with a variety of stakeholders and change agents across the organisation to shape and influence the transformational shift to working environments that are respectful, safe, collaborative, innovative, inclusive and accountable.

• May perform other duties as required.

  Competencies - PROFESSIONALISM: Knowledge and understanding of theories, concept and approaches relevant to mainstreaming racial and gender equality, disability inclusion and other forms of diversity and systems thinking as well as organizational change. Ability to identify key strategic issues, opportunities and risks in creating an inclusive and diverse working environment. Ability to generate and communicate broad and compelling organizational direction. Ability to communicate clearly links between the Organization's strategy and the work unit's goals. Demonstrated ability to provide innovative technical leadership by performing and/or overseeing the planning, development, and management of operation. Demonstrated ability to negotiate and apply good judgment. 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. 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.

• 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.

• CREATIVITY: Actively seeks to improve programmes or services; offers new and different options to solve problems or meet client needs; promotes and persuades others to consider new ideas; takes calculated risks on new and unusual ideas; thinks "outside the box"; takes an interest in new ideas and new ways of doing things; is not bound by current thinking or traditional approaches.

• 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 confidences in colleagues, staff members and clients; gives proper credit to theirs; follows through on agreed upon actions; treats sensitive or confidential information appropriately.

• JUDGEMENT/DECISION-MAKING: Identifies the key issues in a complex situation, and comes to the heart of the problem quickly; gathers relevant information before making a decision; considers positive and negative impacts of decisions prior to making them; takes decisions with an eye to the impact on others and on the Organization; proposes a course of action or makes a recommendation based on all available information; checks assumptions against facts; determines the actions proposed will satisfy the expressed and underlying needs for the decision; makes tough decisions when necessary.

  Education Advanced university degree (Master’s degree or equivalent) in business administration, management, economics or a related field. A first-level university degree in combination with two additional years of qualifying work experience may be accepted in lieu of the advanced university degree. Advanced studies in the field of diversity and inclusion or organizational change management is desirable.

  Work Experience A minimum of ten (10) years of progressively responsible experience in project or programme management, administration or related area is required.

  Out of these, a minimum of seven (7) years of experience at senior level in an advisory capacity on a broad range of diversity and inclusion initiatives is required.

  A minimum of five (5) years of experience in leading innovation and change management initiatives for large organizations is desirable.

  Experience working in development or human rights-based organizations 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 another United Nations official language is an advantage.

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

  Special Notice Extension of the appointment is subject to extension of the mandate and/or the availability of the funds.

Staff members of the United Nations Secretariat must fulfill the lateral move requirements to be eligible to apply for this vacancy. Staff members are requested to indicate all qualifying lateral moves in their Personal History Profile (PHP) and cover note.

The United Nations Secretariat is committed to achieving 50/50 gender balance 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.