Snr Inclusion & Diversity Adv

Before submitting an application, UNHCR staff members intending to apply to this Job Opening are requested to consult the Recruitment and Assignments Policy (RAP, UNHCR/HCP/2017/2 and the Recruitment and Assignments Administrative Instruction (RAAI), UNHCR/AI/2017/7 OF 15 August 2017.

Senior Inclusion and Diversity Adviser

Organizational Setting and Work Relationships

The Senior Inclusion and Diversity Adviser is responsible for providing the High Commissioner, Senior Executive Team (SET), the Directors of Divisions and Regional Bureaux (SMC) with strategic guidance, oversight and expertise to shape and coordinate UNHCR's inclusion, diversity and gender equity agenda. The role involves direct engagement with these senior leaders and with other internal and external entities. The job holder provides leadership and expert advice in the development and delivery of workplace policies, strategies, programmes and tools to accelerate the creation of a more inclusive, diverse and gender equitable global workforce. The position is set within the context of transformational change in the organisation and has a key practical role to play in ensuring that inclusion and diversity principles and practices are embedded in the leadership and management of the workforce. 
The role includes representing UNHCR in various internal and external inclusion and diversity fora as well as influencing and monitoring internal and external communication concerning the UNHCR workforce.
The incumbent supervises colleagues assigned to the Senior Inclusion and Diversity Adviser and oversees the work of groups established to advance inclusion and diversity initiatives. An essential requirement is the proactive partnering with the Division of Human Resources as well as the fostering of collaborative working relationships with other partners including but not limited to the Ethics Office, the Change Management Team, the Innovation Service and Senior Coordinator on Prevention of Sexual Exploitation and Abuse and Sexual Harassment.


All UNHCR staff members are accountable to perform their duties as reflected in their job description. They do so within their delegated authorities, in line with the regulatory framework of UNHCR which includes the UN Charter, UN Staff Regulations and Rules, UNHCR Policies and Administrative Instructions as well as relevant accountability frameworks. In addition, staff members are required to discharge their responsibilities in a manner consistent with the core, functional, cross-functional and managerial competencies and UNHCR¿s core values of professionalism, integrity and respect for diversity.

Duties

Ensure the development and implementation of the policy on Inclusion and Diversity, develop frameworks, strategies, tools, practices and processes for fostering inclusion and greater diversity in the workplace; as well as monitoring and reporting on progress. This includes updating and monitoring implementation of the Gender Parity Action Plan and the Disability Inclusion Strategy and reporting on progress.
Strategic and policy engagements
- Define and maintain strategic oversight of organizational priorities in the areas of inclusion and diversity and work with management to design appropriate interventions to achieve them throughout the workforce.
- Update and coordinate the implementation of the Gender Parity Action Plan.
- Develop and coordinate the implementation of the Disability Inclusion strategy and related work plan.
- Supervise the work of colleagues ensuring they are provided with the direction and support necessary to deliver on their objectives in line with the strategic priorities.
Broad engagement with management on the Inclusion and Diversity agenda
- Engage and work with the SET and SMC to develop and finalize UNHCR¿s policy on Inclusion and Diversity and update the Inclusion, Diversity and Gender Equity strategy ensuring alignment with the Global Strategic Priorities and the People Strategy. 
- Partner proactively with the Division of Human Resources to mainstream and embed inclusion and diversity into HR policies and practices to support inclusive leadership of an engaged global workforce. Support the implementation of the People Strategy, Transformational Human Resources, and HR strategic priorities to include support to development of workforce surveys and outreach tools.  
Accountability and measurement mechanisms
- Develop accountability and progress measurements that will provide management with meaningful data analysis on achievements and barriers to progress towards a more diverse workforce and inclusive work environments.
Broad engagement in pursuit of better work environments
- Work collaboratively with other change agents across the organisation to shape and influence the transformational shift to working environments that are respectful, safe (from sexual exploitation and abuse (SEA) sexual harassment (SH) and harassment and bullying), collaborative, innovative, inclusive and accountable; including the Change Management Team, the Ethics Office, the Office for PSEA and SH, Innovation Service and Division of Human Resources (DHR).
- Advise Regional Bureaux, Divisional Directors, Representatives and Heads of Services on actions they can take to foster greater inclusion and diversity of their workforce.
Thematic IDG engagement on learning and communication
- Contribute to the design and support delivery of learning and development initiatives to strengthen inclusion, diversity and gender equity in the workplace, with specific focus on equitable hiring, retention and promotion of staff from diverse backgrounds.
- Partner with internal and external communications teams to develop, influence and ensure consistent messaging and regular organization-wide communication of workforce inclusion and diversity.
External engagement (including reporting)
- Coordinate UNHCR¿s workforce reports for UN-wide efforts on Inclusion and Diversity such as UNSWAP (Gender) and UN Disability Inclusion.
- Establish and maintain partnerships internal and external to the UN to identify areas for potential collaboration and to maintain oversight of developments and actions in terms of inclusion and diversity. Maintain contact and close cooperation with other UN agencies in the region or country and represent UNHCR in the working groups/task forces within country/regional UN inter-agency mechanisms. 

Minimum Qualifications

Years of Experience / Degree Level
For P5 - 12 years relevant experience with Undergraduate degree; or 11 years relevant experience with Graduate degree; or 10 years relevant experience with Doctorate degree

Field(s) of Education
Human Resources Management,  Human Resources Development; Social Sciences;
Gender Studies; or other relevant field.
(Field(s) of Education marked with an asterisk* are essential)

Certificates and/or Licenses
UNHCR HR certification
(Certificates and Licenses marked with an asterisk* are essential)

Relevant Job Experience
Essential:
In-depth knowledge of gender, diversity and inclusion best practices, concepts and programs. A track record in leading on the development and implementation of gender equity, diversity and inclusion strategies, and stewarding collaborative processes across multiple stakeholders. Experience in leading or supporting cross-functional transformational change management initiatives. Experience carrying out similar work in complex international organizations or large global corporations with locations in multiple countries. Proven ability to design and facilitate group dialogue in multicultural, complex, ambiguous situations. Ability to advise and influence senior leaders decision making.
Desirable:
Experience of working outside of UNHCR and/or the UN system. Experience working in or liaising with Field operations.

Functional Skills
HR-Gender, Diversity and Inclusion Management;
HR-Human Resources Management;
HR-Talent development;
HR-Employee Engagement;
HR-Relationship Management;
HR-Policy development;
HR-Partnering;
TR-Training/Coaching/Facilitation;
SO-Critical Thinking and problem solving;
SO-Situational Judgement;
MG-Change Management (Tools/Design/Administration);
CO-Strategic Communication;
(Functional Skills marked with an asterisk* are essential)

Language Requirements
For International Professional and Field Service jobs: Knowledge of English and UN working language of the duty station if not English.
For National Professional jobs: Knowledge of English and UN working language of the duty station if not English and local language.
For General Service jobs: Knowledge of English and/or UN working language of the duty station if not English.


This is a Standard Job Description for all UNHCR jobs with this job title and grade level. The Operational Context may contain additional essential and/or desirable qualifications relating to the specific operation and/or position. Any such requirements are incorporated by reference in this Job Description and will be considered for the screening, shortlisting and selection of candidates. C001L4 - Accountability Level 4
C002L4 - Teamwork & Collaboration Level 4
C003L4 - Communication Level 4
C004L4 - Commitment to Continuous Learning Level 4
C005L4 - Client & Result Orientation Level 4
C006L4 - Organizational Awareness Level 4
M001L4 - Empowering and Building Trust Level 4
M002L4 - Managing Performance Level 4
M006L4 - Managing Resources Level 4
M005L4 - Leadership Level 4
M003L4 - Judgement and Decision Making Level 4
M004L4 - Strategic Planning and Vision Level 4
X008L4 - Stakeholder Management Level 4
X006L4 - Policy Development & Research Level 4
X009L4 - Change Capability and Adaptability Level 4

Please note that UNHCR does not charge a fee at any stage of its recruitment process (application, interview, meeting, travelling, processing, training or any other fees).

The UNHCR workforce consists of many diverse nationalities, cultures, languages and opinions. UNHCR seeks to sustain and strengthen this diversity to ensure equal opportunities as well as an inclusive working environment for its entire workforce. Applications are encouraged from all qualified candidates without distinction on grounds of race, colour, sex, national origin, age, religion, disability, sexual orientation and gender identity.

Please note that the closing date for vacancies in this addendum 4 to the  September 2019 Compendium is Thursday 13 February 2020 (midnight Geneva time)