Consultancy: Diversity and Inclusion Consultant – DOC, NYHQ – Requisition# 535105

UNICEF works in some of the world’s toughest places, to reach the world’s most disadvantaged children. To save their lives. To defend their rights. To help them fulfill their potential.

Across 190 countries and territories, we work for every child, everywhere, every day, to build a better world for everyone.

And we never give up.

Background & Rationale

Following the results presented in the Global Staff and Pulse Surveys in 2017, 2018 and 2020, as well as the ITF report in June 2019, UNICEF staff clearly identified and expressed a need to improve the organization’s work environment and culture.  The Division of Communication (DOC) senior management, staff representatives and Human Resources have taken multiple measures to do so. “Diversity and Inclusion” was identified as one of the main areas needing attention, and as a result DOC dedicated funding for extended and centralized learning on unconscious bias, diversity and inclusion. 

In 2020, in the wake of the COVID-19 pandemic, the tragic death of George Floyd and subsequent historical anti-racism protests in the US and around the world, DOC made a commitment to align its ongoing efforts to address the issue of race and racism in the workplace. In particular, the impact on staff, their well-being and their rights. Furthermore, DOC will take a deeper look at how these discussions align with our communication approaches and guidance on relating and working with beneficiaries and partners in the field. 

One of the efforts to create a racially-inclusive workplace is the formation of the DOC Anti-Racism Action Group (ARAG).  The ARAG is comprised of an informal group of colleagues whose primary functions are to review and provide recommendations on the Division’s approach to racism, discrimination, diversity and inclusion.  The ARAG feeds into UNICEF’s Internal Task Team on Non-Discrimination and Engagement Group.  The ARAG provides UNICEF leadership with specific, measurable, actionable and time-bound recommendations on the following three goals: to help UNICEF live out its values and become consistently anti-racist in its day-to-day work and practices; to create an atmosphere where people can talk openly about racism; and to protect every UNICEF employee’s right to work in a safe and inclusive environment. 

The ARAG developed several specific, measurable action points, notably the hiring of an external expert to develop and lead on the objectives as articulated in the description of the assignment below.

Purpose

In this context, DOC is seeking an expert/s on Anti-Racism, Diversity and Inclusion to engage with staff, consultants and interns to undertake conversations around racism and discrimination, and to conduct a situational analysis of DOC’s culture. The Consultant will present a roadmap with recommendations on actions, including on how to address unconscious bias and microaggression in the workplace, and conduct training as well as capacity building activities accordingly.  The Division is comprised of 150 personnel, and the ideal target is for every colleague to undertake the trainings.

DOC envisions this as an overarching project that will be implemented over a 13.5 month period of time, as per the phases described below, with contracts issued to cover the respective phase(s).  Movement between phases will be based on and is subject to satisfactory performance and funding availability. 

Description of the assignment

The expert will facilitate (remote/online) sessions, open forums and conversations on topics around Diversity and Inclusion in the workplace and specifically:

1. Facilitate a half-day session DOC conversation on anti-racism, discrimination and anti -black racism to build awareness and sensitize the team. Facilitate Conversations about race how to examine our own privilege to help us to understand each other better and to build more collaborative teams and individuals.
2. Develop a Situational Analysis/Diagnostic of the DOC workforce, culture and diversity with a focus on race and ethnicity.
3. Prepare a roadmap with recommendations on actions, including on how to:
   • • Address unconscious bias and microaggression in the workplace;
     • Address the importance of belonging and engagement with employees to allow them to contribute in a meaningful way;
     • Build and sustain a culture of inclusion to ensure the retention and development of talent; and
     • Present the roadmap to the Leadership Team and Anti-Racism Task Force, securing their buy-in and agreement.
4. Conduct mandatory DOC staff trainings on:
   • • Implicit bias and unconscious bias
     • Understanding white privilege and structural racism 
     • Empowering managers and leadership to engage and encourage conversations within their teams about race.
     • Other sessions as required
5. Prepare progress reports on agreed milestones as per the agreed upon roadmap.

Duty Station

Remote based with New York hours (EST)

Travel (If Applicable)

None

Timeframe

Start date: 15 November 2020

End date: 31 December 2021 

DOC envisions this as an overarching project that will be implemented over a 13.5 month period of time, as per the phases described below, with contracts issued to cover the respective phase(s).  Movement between phases will be based on and is subject to satisfactory performance and funding availability. 

Deliverables	Duration (Estimated # of Days)	Deadline
1.Develop a Situational Analysis/Diagnostic of the DOC workforce, culture, diversity with a focus on race and ethnicity (desk review, interviews etc	5 working days	15 Dec 2020
2. Prepare a roadmap with recommendations on actions as per item 3 above.	3 workings days	30 January 2021
3. Facilitate a half-day session DOC conversation on anti-racism, discrimination and anti -black racism to build awareness and sensitize the team (minimum of two with team tentatively scheduled for January and December 2021)	Two half day sessions	1st session mid -January 2021 2nd session 1st week of December 2021
4. Training sessions for the Division of Communication Training on implicit bias and unconscious bias Training on understanding white privilege and structural racism  Training to empower managers and leadership to engage and encourage conversations within their teams about race	Minimum of two – 90 minute trainings per deliverable	30 Oct 2021

Key competences, technical background, and experience required Deadline

• Masters required in Social Studies, Psychology, Emotional Intelligence, Cultural Studies, or other related discipline.
• Proven analytical skills, capacity to conduct high quality quantitative and qualitative analysis.
• More than ten years of professional experience in facilitating sessions related to Racism, Diversity and Inclusions, gender equity, civil rights, human rights and education required.
• In-depth and recent knowledge of race and anti-racism work, beyond the US would be an asset.
• An established track record of effectively disseminating sustainable practices that address racism and discrimination.
• Excellent written and oral communication skills, particularly the ability to relate to and to dialogue with people at all levels.
• Experience working with international organizations required.
• Coaching experience, training and practice in mindfulness and wellbeing – emotional intelligence, team-building and cross-cultural learning skillsets necessary.
• The ability to deliver work of a high quality under pressure and to tight deadlines

For every Child, you demonstrate…

UNICEF’s values of Care, Respect, Integrity, Trust, and Accountability (CRITA) and core competencies in Communication, Working with People and Drive for Results.

View our competency framework at

http://www.unicef.org/about/employ/files/UNICEF_Competencies.pdf

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:

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

With the exception of the US Citizens, G4 Visa and Green Card holders, should the selected candidate and his/her household members reside in the United States under a different visa, the consultant and his/her household members are required to change their visa status to G4, and the consultant’s household members (spouse) will require an Employment Authorization Card (EAD) to be able to work, even if he/she was authorized to work under the visa held prior to switching to G4.   
At the time the contract is awarded, the selected candidate must have in place current health insurance coverage

Individuals engaged under a consultancy or individual contract will not be considered “staff members” under the Staff Regulations and Rules of the United Nations and UNICEF’s policies and procedures, and will not be entitled to benefits provided therein (such as leave entitlements and medical insurance coverage). Their conditions of service will be governed by their contract and the General Conditions of Contracts for the Services of Consultants and Individual Contractors. Consultants and individual contractors are responsible for determining their tax liabilities and for the payment of any taxes and/or duties, in accordance with local or other applicable laws.