Position Title: Senior Human Resource Officer (Diversity, Equity and Inclusion (DEI))

Duty Station: Geneva, Switzerland

Classification: Professional Staff, Grade P4

Type of Appointment: Fixed term, one year with possibility of extension

Estimated Start Date: As soon as possible

Closing Date: 15 July 2024

Established in 1951, IOM is a Related Organization of the United Nations, and as the leading UN agency in the field of migration, works closely with governmental, intergovernmental and non-governmental partners. IOM is dedicated to promoting humane and orderly migration for the benefit of all. It does so by providing services and advice to governments and migrants.

IOM is committed to a diverse and inclusive work environment. Read more about diversity and inclusion at IOM at www.iom.int/diversity.

Applications are welcome from first- and second-tier candidates, particularly qualified female candidates as well as applications from the non-represented member countries of IOM. For all IOM vacancies, applications from qualified and eligible first-tier candidates are considered before those of qualified and eligible second-tier candidates in the selection process.

For the purpose of this vacancy, the following are considered first-tier candidates:

1. Internal candidates
2. External female candidates:
3. Candidate from the following non-represented member states:

Antigua and Barbuda; Barbados; Botswana; Cabo Verde; Comoros; Congo (the); Cook Islands; Guinea-Bissau; Holy See; Iceland; Kiribati; Lao People's Democratic Republic (the); Latvia; Madagascar; Marshall Islands; Micronesia (Federated States of); Namibia; Nauru; Palau; Saint Kitts and Nevis; Samoa; Sao Tome and Principe; Solomon Islands; Suriname; The Bahamas; Tonga; Tuvalu; Vanuatu

Second tier candidates include:

All external candidates, except candidates from non-represented member states of IOM and female candidates.

Context:

As an international organization, IOM recognizes that the benefits of employing a wide range of people from different genders, backgrounds, beliefs, cultures, ethnicities and other characteristics are vast – especially since IOM’s workforce needs to reflect the diversity of people on the move that the Organization serves and to have the knowledge and understanding to serve them and Member States from around the world, effectively and with sensitivity.

An inclusive culture ensures that all staff feel valued and appreciated by their managers and the Organization – enabling them to perform to the best of their ability. IOM recognizes the importance of having a diverse workforce and an inclusive working environment and is an organization that champions non-discrimination in all its forms (such as based on age, sexual orientation, gender identity, sex characteristics, HIV status, disability status, nationality, race and ethnicity or other characteristics).

Under the overall supervision of the Director, Department of Human Resources Management and the direct supervision of the Chief, Integrated Talent Management Unit, the Senior Human Resource Officer (Diversity, Equity and Inclusion (DEI)) will be responsible for developing and supporting the diversity, equity and inclusion of IOM’s workforce and human resources planning within the Organization. The Senior Human Resource Officer (DEI) will provide expert advice and support to colleagues on a wide range of DEI related planning and job evaluation processes, projects and initiatives related to the organization. The Senior Human Resource Officer DEI will work with a variety of stakeholders across the Organization to launch, develop, and implement a range of initiatives.

Core Functions / Responsibilities:

1. Leads, monitors and ensures the implementation of DEI support programmes, policies, best practices and strategies including monitoring of benchmarks for geographic diversity and disability inclusion related to the IOM workforce.
2. Provides substantive input in the preparation of position papers and reports for presentation to IOM Senior Management, Member States and Inter-Agency fora, as appropriate.
3. Support Department of Human Resources Management (DHR) and Senior Management in reviewing the organization’s workplace, policies and procedures, ensuring DEI considerations are reflected, including on the operationalization strategies and policies on diversity and race equity.
4. Research and advise on diversity and inclusion issues and creating programmes, training and defining values around diversity and inclusion.
5. Ensure documentation and sharing of experiences, good practices and lessons learned on DEI programming are brought to the attention of IOM colleagues at different levels.
6. Manage the design of programmes relating to knowledge management and learning about diversity including through targeted DEI training.
7. Support management and DHR in the development of systems, tools and processes that enable staff members and external partners to enhance their understanding and adoption of DEI-sensitive behaviours and support implementation of the Recommendations from the Race Equity Strategy and Workplan.
8. Assist with diversity analytics, including benchmarking, tracking metrics, analyzing and generating diversity reporting for various audiences to highlight trends and demonstrate the impact of DEI programs and initiatives.
9. Represent the Organization at inter-agency meetings, seminars, etc. on substantive-related issues.
10. Perform all other duties relevant to the successful achievement of the ITMD goals.

Key thematic responsibilities

Disability Inclusion

1. Lead the annual reporting exercise for the UN Disability Inclusion Strategy (UNDIS) and coordinate with internal and external stakeholders and represent IOM in related inter-agency discussions and processes.
2. Liaise with the Disability Inclusion Expert in programming to develop guidance documents and promote awareness and engagement from different internal stakeholders.
3. Manage and support the internal network of employees with disabilities and support DHR inputting in place reasonable accommodations for IOM employees.

Sexual Orientation, Gender Identity, Gender Expression and Sex Characteristics (SOGIESC) issues

1. Manage and support the internal network of Lesbian, Gay, Bisexual, Transgender, Queer, and Intersex (LGBTQI+) individuals working for IOM and promote a better understanding of SOGIESC issues across the board, in coordination with different stakeholders.

Race equity and equality

1. Support the implementation of the recommendations of five year Race Equity Strategy and Work Plan, which may include organizing events with Offices, Departments, Divisions, Units or Regional and Country Offices, liaise with internal and external stakeholders to ensure accountability and engagement at all levels, lead communication and learning initiatives, mobilize UN employees from different world regions, engage with DHR and the Global Staff Association to promote the development of new policies and practices that foster race equity, diversity and inclusion for all.

Human Resources and Global Staff Association liaison

• Provide expert advice for developing, improving, or modifying HR policies related to disability inclusion, SOGIESC issues, race equity and equality, employment of young people, achieving better geographic diversity and more, as required, while supporting the creation of communication and awareness-raising initiatives for IOM employees worldwide.

Gender

1. Support with the annual exercise of reporting for the UN SWAP and support in the organization of events and other initiatives to highlight the importance of achieving gender equality and gender parity at IOM at every level and across all Regions.
2. Perform other duties as may be assigned.

Required Qualifications and Experience:

Education

• Master’s degree in Political or Social Science, Business Administration, International Relations, Law or a related field from an accredited academic institution with five years of relevant professional experience; or,
• University degree in the above fields with seven years of relevant professional experience.

Experience

• Strong analytical thinking and work experience in change management.

Skills

• Effectively applies knowledge of gender equality, diversity inclusion and migration issues within organizational context;
• Correctly frames migration issues within their regional, global and political context;
• Demonstrated leadership and negotiation skills, including the ability to influence senior management and exceptional interpersonal, written and oral communication skills; and,
• Demonstrated ability to work on complex issues, as well as handle competing priorities, both in a team and independently.

Languages

IOM’s official languages are English, French, and Spanish. All staff members are required to be fluent in one of the three languages.

For this position, fluency in English is required (oral and written). Working knowledge of another official UN language (Arabic, Chinese, French, Russian, and Spanish) is an advantage.

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Notes

Accredited Universities are the ones listed in the UNESCO World Higher Education Database (https://whed.net/home.php).

Required Competencies:

Values - all IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – behavioural indicators level 3

• Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
• Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Managerial Competencies – behavioural indicators level 3

• Leadership: Provides a clear sense of direction, leads by example and demonstrates the ability to carry out the Organization’s vision. Assists others to realize and develop their leadership and professional potential.
• Empowering others: Creates an enabling environment where staff can contribute their best and develop their potential.
• Building Trust: Promotes shared values and creates an atmosphere of trust and honesty.
• Strategic thinking and vision: Works strategically to realize the Organization’s goals and communicates a clear strategic direction.
• Humility: Leads with humility and shows openness to acknowledging own shortcomings.

IOM’s competency framework can be found at this link.

https://www.iom.int/sites/default/files/about-iom/iom_revised_competency_framework_external.pdf

Competencies will be assessed during a competency-based interview.

Other:

Internationally recruited professional staff are required to be mobile.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

This selection process may be used to staff similar positions in various duty stations. Recommended candidates endorsed by the Appointments and Postings Board will remain eligible to be appointed in a similar position for a period of 24 months.

The list of NMS countries above includes all IOM Member States which are non-represented in the Professional Category of staff members.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, and background verification and security clearances. Subject to certain exemptions, vaccination against COVID-19 will in principle be required for individuals hired on or after 15 November 2021. This will be verified as part of the medical clearance process.

Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.