Position Title : Consultant - Diversity, Equity and Inclusion Unit
Duty Station : Homebased
Classification : Consultant, Grade Other
Type of Appointment : Consultant, three months
Estimated Start Date : As soon as possible
Closing Date : 23 December 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.
Context:
Project Context and Scope
IOM is part of the UN System as a related organization. IOM is not a member of the International Civil Service Commission (ICSC), but the Organization follows the common salary scale of the United Nations. However, as IOM is not an ICSC member, it has grades and contract types that are outside the norm. One of those contract types is “Ungraded”, which can be national or international. Salary for ungraded contracts is not defined by a salary table but negotiated and established on an ad-hoc basis depending on the requirements for the position, seniority of the candidate, budget available and individual negotiations with the individuals being hired. Workers on Ungraded contracts are considered staff members, and they have access to some of the same benefits granted to staff members with graded contracts.
The objective of the consultancy is to identify and analyze possible gender and race pay gaps in IOM's ungraded contracts (by selecting one or several countries/region depending on relevance and data availability) to gain a deeper understanding of the inequalities which particularly affect employees from racial minority and ethnic groups, particularly employees of African descent, indigenous individuals, and nationals from the Global South in general (based on their race, ethnicity, indigeneity, gender, religion etc.) in their respective contexts. Addressing pay, progression, and promotion disparities for under-represented groups will enhance outcomes for all marginalized or at-risk groups.
Specifically, the consultancy aims to:
- Assess the existence and the magnitude of the gender/race pay gap in ungraded contracts.
- Identify gaps and needs through a gender and racial lens, highlighting, where relevant, employees from racial minority and ethnic groups, particularly employees of African descent, indigenous individuals, and nationals from the Global South in general.
- Develop recommendations aimed at closing the gender/race pay gaps and provide specific actions for achieving racial inclusivity and ensuring gender equality.
As an international organization with a global mandate, IOM is present in 171 countries and has over 550 field offices worldwide supporting 175 Member States. IOM prides itself on its diverse and capable staff – the Organization's most valued asset. The Organization aims to maintain an equitable geographical balance among its staff, as such, its recruitment efforts target, but are not necessarily limited to, the nationals of its Member States. It is important to highlight that IOM is an equal opportunity employer dedicated to recruiting committed professionals with diverse skills in the field of migration to work in multi-cultural environments, in which diversity and Page 1 / 5 cultural sensitivity are valued. Notably, the Organization invests in better workforce planning and people management, aimed at facilitating their professional development and improving their daily workplace experience, while ensuring the well-being of the staff and creating an inclusive, supportive work environment. Fast-tracking racial equity principles in the organizational culture is vital for IOM's goals.
To uphold IOM’s dedication to racial equity and equality, a 5-Year Race Equity and Equality Strategy was developed, outlining five key pillars of main interventions derived from the research findings. The Strategy concluded that a considerable number of staff and affiliated workers have faced, and continue to face, discrimination based on race or ethnicity. The Strategy was developed through an active and participatory approach involving IOM staff across the full spectrum of national and international posts and grades depicting a broad representative group of staff – from junior staff members in country offices to the Director General. The Strategy also noted that while some attribute the discrimination they experienced to individual ignorance, others point to systemic issues within IOM that either cause or could potentially cause such discrimination. It is crucial for IOM to understand the systemic nature of racism and its structures, which create discrimination and inequality and put in place measures eliminating racial biases.
IOM aims to undertake an analysis of gender/race pay gap in ungraded contracts with specific focus, where relevant on employees of from racial minority and ethnic groups, particularly employees of African descent, indigenous individuals, and nationals from the Global South in general, in line with Recommendation 6 of its Race Equity and Equality Strategy and Action Plan for 2024- 2028, the objectives of the IOM’s People Strategy (2024-2028) and its Implementation Plan and IOM's Human Resources policies at large. These policies guarantee gender equality/equity and non-discrimination while promoting equity, diversity, and inclusion, which is a cross-cutting priority for the organization as outlined in its Strategic Plan. They call for a holistic and integrated approach that is people-centered by considering the impact of intersecting personal identities and conditions of vulnerability, addressing equality and equity throughout all stages of life.
The analysis supports IOM’s commitment to the UN's Gender Parity Strategy, aiming for gender parity at all levels by 2028. The strategy includes actions to foster organizational culture changes, such as integrating professional and personal life, family-friendly policies, and improved recruitment and talent management. It also contributes to the 1995 Beijing Declaration targets, including a 25% reduction in the gender gap in labor force participation by 2025. Additionally, it aligns with the UN 2030 Agenda, SDG Target 8.5, advocating for equal pay for equal work, and supports CEDAW's call for equal remuneration and treatment in work evaluation.
*** See attached document for more information