(Re-advertisement):Temporary Appointment; (364 days): Project Manager (Diversity Equity and Inclusion) , P4 , PFP, Geneva, Switzerland post# 117334

This position is being re-advertised. existing applicants need not re-apply, as your application will still be considered . Thank you.

UNICEF works in 190 countries and territories to protect the rights of every child. UNICEF has spent 70 years working to improve the lives of children and their families. Defending children’s rights throughout their lives requires a global presence, aiming to produce results and understand their effects. UNICEF believes all children have a right to survive, thrive and fulfill their potential – to the benefit of a better world.

And we never give up.

As a human rights organization, and as a member of the UN system, UNICEF is committed to equal treatment for all in our work with children, partners, communities, and its personnel. Over the past year, UNICEF has undergone a period of self-reflection to better understand employees’ experiences of racism and discrimination. The UNICEF family is committed to include everyone, irrespective of their gender identity, nationality, ethnicity, age, dis/ability, sexual orientation, religion, socio-economic background or any other personal characteristic. UNICEF is committed to being a diverse, equitable and inclusive organization where all staff feel that they belong.  Achieving this will require transformational change across organizational culture, policies, practices, power dynamics, human resource systems, as well as new styles of leadership and accountability for all staff.

The Division of Private Fundraising and Partnerships (PFP), based in Geneva, aims to achieve results for children by maximizing UNICEF’s private fundraising, partnerships, and engagement activities, including work with National Committees, regional and country offices.

For every child, hope…

The Diversity, Equity and Inclusion Manager is responsible for providing PFP’s Senior Management Team with strategic guidance, oversight and expertise to shape and coordinate PFP’s diversity, equity and inclusion agenda.

How can you make a difference?

The role involves direct engagement with PFP’s Senior Management Team and with other internal and external entities. The Manager provides leadership and expert advice in the development and delivery of PFP anti-racism and discrimination strategy, workplace policies, programmes and tools to accelerate the creation of a more diverse inclusive, and equitable PFP workforce. The position is set within the context of transformational change in the organization and has a key practical role to play in ensuring that diversity, inclusion and belonging principles and practices are embedded in the leadership and management of the Division.

1. Anti-Racism and Discrimination Strategy

• Support PFP Senior Management Team (SMT) to develop a strategy for the Division. The Diversity, Equity and Inclusion Strategy would aim to address interpersonal as well as systemic forms of racism and has an intersectional lens to tackle inequities based on ethnicity/race, religion, national origin, gender identity and sexual orientation, disability and other dimensions  with input from multiple stakeholders, including UNICEF National Committees.
• Contributes to the design of programmes relating to knowledge management and learning diversity.
• Leads, monitors and ensures the implementation of diversity, equity and inclusion programmes, policies, best practices and strategies including monitoring of the benchmarks for racial/ethnic diversity, gender identity and sexual orientation and disability inclusion, in alignment with UNICEF’s global data collection and monitoring practices.
• Incorporate the PFP Recommendations for Action on Anti-Racism and Discrimination into PFP’s Anti-Racism and Discrimination Strategy.
• Develop a timeline for the operationalization of the Strategy and set quantitative and qualitative targets over time.
• Track, report on and monitor strategy implementation globally.

2. Mainstream diversity and inclusion in UNICEF policies, division wide standards, processes, practices, communications and publications

• Support the UNICEF Diversity, Equity and Inclusion (DEI) Director in the implementation of UNICEF’s global action plan on anti-racism and discrimination and in the implementation of programmes and services that promote DEI in UNICEF.  
• In coordination with the Diversity, Equity and Inclusion (DEI) Director, conduct initial and ongoing comprehensive organizational surveys/assessments to measure progress and identify areas of focus indicated in the Task Team on Anti-Racism and Discrimination Recommendations for Action report.
• Provide ongoing input to initiatives led by Director of DEI to ensure that they are implemented in PFP.
• Support the Diversity, Equity and Inclusion (DEI) Director to review relevant HR policies and selection processes, including outreach, evaluation and assessment methods and tools from a diversity-sensitive standpoint and put forward recommendations for improvement with a view to enhancing diversity in PFP.
• Support the design and development of innovative human resources policies, best practices and strategies around talent management and employee engagement and developing an enabling environment in coordination with DEI Director, HR in PFP and the Division of Human Resources (DHR).
• Institutionalize dialogue mechanisms across PFP between different groups of personnel and across the workforce.
• Develop a vision for how PFP can influence its partners to also embark on similar exercises and learn from those who can share lessons and best practices on their experience.
• Organize continuous learning sessions on diversity, equity and inclusion, open to all PFP personnel and National Committees.
• Analyze UNICEF internal reports and staff surveys and propose remedial actions accordingly in coordination with the PFP Director and the DEI Director.
• Coordinate actions to ensure diversity, equity and inclusion is a reality at all levels of PFPs work and activities.
• Keep abreast of the latest trends on workplace diversity, equity and inclusion and propose new initiatives on areas such as anti-racism or disability inclusion.
• Ensure that PFP personnel and National Committees remain informed of developments in DEI practices, through a range of accessible and interactive formats.
• In partnership with the PFP Anti-Racial Discrimination Task Force, engage employees through the development and creation of Employee Resource Groups designed to foster an inclusive and meaningfully diverse workplace.

Deliverables:

• The development of an innovative, creative and effective anti-racism and discrimination strategy with support to practical implementation.
• Input to the global community supporting UNICEF’s diversity, equity and inclusion strategy.
• Implementation of capacity building initiatives and the creation of spaces for open dialogue.

Estimated Duration of the contract:

• 364 Days

Reporting to:

• PFP Director

Working Place:

• Geneva, Switzerland is the official duty station.  (Flexible work arrangements may be applied if there is a need.)

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

Education:

• An Advanced degree in Organizational Psychology, Social Science, Anthropology, or other relevant qualification is required.
• Alternatively, a Bachelor’s Degree and additional 2 years work experience can also be considered.

Experience:

• Eight years of progressively professional experience related to supporting DEI initiatives required.
• Leading transformational DEI initiatives for large international organizations is an asset.
• Proven expertise in leading successful racial and ethnic diversity, gender equality, disability-inclusive, LGBTIQ+-inclusive strategies for large organizations required.
• Creative, bold, innovative risk-taking approach to DEI.
• In-depth knowledge of gender and racial equality, diversity and inclusion best practices, concepts and programs.
• Experience in leading or supporting cross-functional transformational change management initiatives particularly on issues such as racism.
• Experience carrying out similar work in complex international organizations or large global corporations with locations in multiple countries as asset.
• Proven ability to design and facilitate group dialogue in multicultural, complex, ambiguous situations essential.
• Ability to advise and influence senior leaders’ decision making.

Language requirements:

• Fluency in English is required; fluency in any other UN language is an asset.

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.

The UNICEF competencies required for this post are…

• Analyzing (LII)
• Deciding and Initiating Action (LIII)
• Formulating Strategies and Concepts (LIII)
• Persuading and Influencing (LIII)
• Leading and Supervising (LII)
• Relating and Networking (LII)
• Entrepreneurial Thinking (LII)

Click here to learn more about UNICEF’s values and competencies.

UNICEF is committed to an inclusive culture, and we welcome applications from individuals of all genders, ages, sexual orientations, nationalities, races, religions, beliefs, ability status, and all other diversity characteristics. We strongly encourage Black, Indigenous, People of Colour, LBGTQIA2S+ people and individual with disabilities to apply.

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:

UNICEF PFP-Geneva is currently reviewing organizational changes; therefore, the exact future location of the post is still under consideration/to be determined. Candidates may be asked commence duties remotely. Should the selected candidate be assigned and relocate to Geneva, they may later be asked to relocate and be assigned to another location during the initial contract or assignment period.

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