Workplace Culture and Diversity Consultant

Context

IOM is an organization uniting staff members from 168 nationalities. IOM Iraq employs nearly 2,000 individuals with diverse social identities. The social identities of the individuals are a factor in defining interpersonal relationships, how performance is being evaluated and affect design and implementation of programming.

IOM has recently invested institutional resources and focus on enhancing equality and diversity in the workplace as well as in programming. IOM Iraq is interested in matching IOM’s growing commitment at global level to equality and diversity to the day-to-day experience of IOM personnel. As an example, in May 2022, IOM Iraq was selected as the finalist for UN Culture Change Challenge Programme on Sexual Harassment where the idea of enhancing peer-to-peer accountability was embraced by senior officers of all UN Agencies. However, in its preparation, colleagues who participated in the key informant interview have pointed out that they experience and witness inequality between colleagues and abusive behaviour in the workplace, all the while not feeling confident to take action.

This consultancy aims too critically review its organizational culture and programming that discriminate and put barriers for IOM personnel and beneficiaries for access to services.

In this framework, IOM Iraq is seeking an experienced expert on workplace culture with specific focus to women empowerment and promoting equality amongst all to undertake an assessment on the organizational and programmatic level to effectively mainsteam different social identities into its work culture and programmes. The findings and recommendations of the assessment is anticipated to provide IOM Iraq with a set of immediate actions to be taken to increase the organization’s duty of care to its personnel and improve the quality of the services to be delivered to the beneficiaires and community members.

The consultant will carry out the tasks under the overall guidance of the Chief of Mission, the overall supervision of Deputy Chief of Mission and the direct supervision of Gender Focal Points.

Core Functions / Responsibilities

The consultant is expected to conduct an extensive participatory assessment and develop learning materials focusing on two components below with questions that may include, but not limited to:

Organizational culture

• How is equality amongst personnel with diverse social identities perceived by personnel? Could you share your thoughts or the thoughts of your colleagues?
• Are there any measures taken to promote equality in the office? This can include current status of sex balance among staff including those in managerial position and flexible working arrangement. What do you think can be added?
• What are the examples of perceived detrimental “culture” that fuel discrimination and inequality in the workplace? Is there negative actions including but not limited to microaggression, biased language, abusive behaviour based on social identities, pervasive in the workplace?
• What role does one’s social identities including sex play in the recruitment process, progress of career and how are the challenges being addressed? (i.e. decision making made in the recruitment process with a comment “this is not a job for a woman”)
• What are the mechanisms the colleagues resort to in order to resolve any abusive behaviour based on the social identities?
• Are the office facilities and environment responsive to needs of all personnel?
• To what extent do you think one’s sex intersects with other aspects (e.g. race, ethnicity, age, contract status) which cause certain individuals to be particularly disadvantaged

Programming

• Do staff feel equipped to mainstream social identities including sex into design, planning, implementation and monitoring of programmes?
• To what extent is consideration for social identities including sex included in programming?
• What is the proportion of financial and human resources used to promote equality?
• What support is available in the teams/divisions/mission for staff facing challenges in terms of workplace culture? Is that support (if any) sufficient? How could that support be improved?

Deliverables and Timelines (subject to change in consultation with the manager)

1. First deliverable (week 2): Inception report including data collection methods, data collection tools, data sources, sampling and indicators- delivered by email.

The assessmnet will look into the intersectionality of the factors including contract types, grade, race, age and ethnicity. The methodology outline should provide details in terms of how the audit will achieve an intersectional analysis.

1. Second deliverable (Week 6): Data collection and outline of abstract report, first draft of one-day workshop package on workplace culture targeting different levels of managerial responsibilities (Week 6), contents of workplace campaign package.
2. Third deliverable (week 8): First draft of the report. The Assessment Report will include identified gaps in specific areas within the organizational culture and programmatic design, and recommended actions categorized with action holder, urgency, indicator and target. The main findings and the recommendations will be presented to senior management for review and feedback before the final submission.

Revised package of workshop and campaign. Campaign materials will be visually designed by dedicated designers based on the content developed by the consultant.

1. Final deliverable (week 12): Final report of the Assessment report. Delivery of workshop, launch of campaign.

Performance indicators for the evaluation of results

• Number of staff members and third-party contractors interviewed/consulted: At least 150 (disaggregated by sex, contract type, national/international and grade).
• Number of Divisions consulted: 8 (PxD, MMD, MHD, TRD, PSD, PRD, RMM, RMD)
• Number of Workshop held: 2
• Number of campaign material developed: 2

Required Qualifications and Experience:

Education

• Master’s or Doctoral Degree in Gender, Sociology Psychology, Political Sciences, Humanities, Communication, Business or a related field from an accredited academic institution with 5 years of relevant professional experience;

Experience

• At least 5 years of experience in the field of workplace culture, diversity and inclusion with a proven track record in supporting the succcessful delivery and implementation of relevant initiatives
• Experience in conducting workplace dynamic analysis for an organization with multiple layers of diversity among members
• Experience with workplace culture, equality and analysis and communication in humanitarian and development projects
• Working experience in the region is an asset

Required documents during application

• Candidates need to submit a detailed financial and technical proposal for the assignment, including evidence to your previous relevant work in the area.

Travel required (Yes/NO)

• The consultant will be based in Erbil, Iraq with frequent travel within the country to gather data and information through an participatory approach.
  • Fluency in English language is required.

Languages

• Fluency or working knowledge of Arabic/Kurdish language is an advantage.
  • Inclusion and respect for diversity: Respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.

Competencies

Values

• 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.

Core Competencies – behavioural indicators

• 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 action and delegated work.
• Communication: Encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.