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International Organization for Migration: Consultant – External Review of Race Equality and Equity in IOM, 22.11.

Organization: IOM

Posted: 9 Nov 2020

Closing date: 22 Nov 2020

Position Title : Consultant - External Review of Race Equality and Equity in IOM

Duty Station : Home based

Classification : Consultant, Grade OTHE

Type of Appointment : Consultant, six months

Estimated Start Date : As soon as possible

Closing Date : 22 November 2020

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.


Staff members of the International Organization for Migration (IOM) are represented by the Global Staff Association (GSA). The GSA aims to safeguard the collective and individual rights and interests of IOM staff members globally, promote their welfare, resolve issues arising between IOM staff members and the Administration, and advocate with the Administration for changes that will benefit IOM staff members and the Organisation as a whole. In 2017, IOM created the Global Staff Association Committee (GSAC) to replace the Staff Association Committee in Geneva and to act as the executive body of the GSA. GSAC members were elected in 2018.

Through this consultancy, GSAC seeks to lay the foundation for the development of a five-year global Anti-Racism Strategy for IOM and contribute towards supporting the Administration’s efforts to making IOM into a model for racial equity, ultimately contributing to staff well-being.

Under the overall supervision of the GSAC Chairperson and direct supervision of the Diversity and Inclusion Officer (based in the Human Resources Management Division) and in consulation with existing anti-racism working groups, the successful candidate will be tasked with performing all activities listed under Responsibilities and Accountabilities below.

Core Functions / Responsibilities:

Research, Coordination, and Planning

  • Devise an implementation plan and timeline of their work and deliverables based on the Terms of Reference, to be reviewed and agreed upon with GSAC and the Diversity and Inclusion Officer;
  • Engage in preliminary consultations with GSAC and the Diversity and Inclusion Officer to gain an in-depth understanding of the IOM context and receive background information necessary to design a five-year Anti-Racism Strategy tailored to the Organisation’s specific needs;
  • Facilitate roundtables with senior management and various units of the Administration to gather in-depth knowledge on the Organisation’s functioning at the managerial and strategic levels and the prevalence of racism and ethnicity-based discrimination in the Organisation;
  • Conduct a systematic literature review and carry out desk research on racism and ethnicity-based discrimination in IOM and the UN system in general;
  • Review data about cases reported to the Office of the Inspector General, Ethics and Conduct Office, Office of the Ombudsperson, and GSAC that have elements of racism and ethnicity-based discrimination in order to detect trends and hotspots; and
  • Analyse existing IOM data to extract information that can serve to increase understanding of race and ethnicity at IOM, including staffing data as well as the results from the 2019 Global Staff Engagement Survey and the 2016 Diversity and Inclusion Report, among others.
  • Interview representatives from staff associations and human resources functions in various UN agencies on policies and practices pertaining to racism and ethnicity-based discrimination in the UN system;
  • Conduct a survey involving all IOM staff in order to gather data on lived experiences and perceptions about racism and ethnicity-based discrimination in the IOM workplace as well as analyse and present the survey results to IOM staff through two global webinars;
  • Facilitate one focus group discussion in each of the nine IOM regions to gather additional structured feedback on staff members’ views, perceptions, and concerns on racism and ethnicity-based discrimination in the workplace from a diverse array of national and international IOM staff; and
  • Interview at least 20 staff members from a range of diverse backgrounds and located in different geographical areas in order to gather qualitative data based on their lived experiences.


  • Produce a report based on the literature review, desk research, as well as consultations with IOM staff, the IOM Administration, and other UN agencies on racism and ethnicity-based discrimination to define the current situation and be used as a basis for formulating the Anti-Racism Strategy. The document should include, among others:
  • definitions of “race” and “ethnicity” that can be applied in IOM for staff to self-report incidents of racism and ethnicity-based discrimination;
  • an analysis of staff members’ needs and experiences, the Organisation’s challenges, and any organisational factors and practices that may contribute to perpetuating structural inequality, as well as key trends;
  • an examination of racial and structural inequalities in IOM, highlighting any potential situations that may be contributing to furthering unjust power dynamics in IOM both for staff members and beneficiaries;
  • analysis of critical points in the IOM employment cycle and identification of areas where race and ethnicity should be included as a critical factor to reduce bias in employee selection and decision-making processes;
  • critical assessment of a limited sample of Vacancy Notices, IOM’s social media presence, selected sections of the IOM website, IOM’s main publications, and other outward-facing communications tools and analysis if the communication style is inclusive and reflects the multiracial, multiethnic, and multinational nature of the IOM workforce;
  • an interrogation of intersectionality and its implications in terms of gender, LGBTIQ+ identities, disability, age, and other identity considerations at IOM; and
  • make concrete recommendations for the development of a five-year Anti-Racism Strategy.

Interaction with Senior Management

  • Present the report to IOM senior management; and
  • Deliver anti-racism training to senior management at Headquarters as well as Regional Directors and make recommendations about topics to be covered in awareness-raising sessions on specific matters related to racism and ethnicity-based discrimination.

Formulation of a Five-Year Anti-Racism Strategy

  • Based on the research conducted and the data collected for the report, develop a five-year Anti-Racism Strategy, including succinct, concrete, and practical recommendations on specific actions that different layers of the Organisation can take to address racism and ethnicity-based discrimination in the short-, medium-, and long-terms, customised to the IOM context.
  • The Anti-Racism Strategy should include:
  • a yearly implementation plan with a list of organisational goals and a roadmap to achieve them (with milestones and a Gantt chart of the tasks and different units that would carry them out);
  • good practices for senior management on strategic leadership in the context of racism and structural inequality in the Organisation;
  • suggestions on policy improvements to ensure that staff have reporting channels that they feel safe using and that the mechanisms in place to tackle racism and ethnicity-based discrimination are well-structured;
  • practical recommendations on how to institutionalise anti-racism in the Organisation and across management functions;
  • good practices on supporting anti-racist management at a team/office level;
  • suggested areas of focus for potential subsequent training workshops and awareness-raising sessions for senior management and the Administration;
  • a list of educational and training resources for staff; and
  • long-term interventions, how to monitor them, and a summary of the potential risks.
  • Present, revise, and finalise the Anti-Racism Strategy based on feedback from GSAC, the Diversity and Inclusion Officer, anti-racism working groups, and senior management.
  • Provide feedback on the GSAC Position on Addressing Racism in IOM.

Tangible and Measurable Outputs of the Work Assignment

  • A detailed implementation plan covering the duration of the assignment
  • A report based on the literature review, desk research, as well as consultations with IOM staff, the IOM Administration, and other UN agencies on racism and ethnicity-based discrimination
  • A report containing survey findings and results
  • Roundtables and training sessions for senior management

A five-year Anti-Racism Strategy Timeline for Deliverables January 2021

  • Draft detailed implementation plan for review (10 January)
  • Final implementation plan based on feedback (20 January)
  • Draft questions/guides for survey, focus groups, and interviews (31 January)

February 2021

  • Final questions/guides for survey, focus groups, and interviews based on feedback (15 February)

March 2021

  • Draft report based on literature review, desk research, as well as consultations with IOM staff, the IOM Administration, and other UN agencies on racism and ethnicity-based discrimination (15 March)
  • Draft survey report (20 March)
  • Final survey report based on feedback (31 March)
  • Final report based on literature review, desk research, as well as consultations with IOM staff, the IOM Administration, and other UN agencies on racism and ethnicity-based discrimination based on feedback (31 March)

April 2021

  • Draft outline for Anti-Racism Strategy (15 April)
  • Draft report from roundtables and training sessions with senior management (20 April)
  • Final report from roundtables and training sessions with senior management based on feedback (30 April)
  • Final outline for Anti-Racism Strategy based on feedback (30 April)

May 2021

  • First draft of Anti-Racism Strategy (10 May)
  • Second draft of Anti-Racism Strategy based on feedback (31 May)

June 2021

  • Third draft of Anti-Racism Strategy based on feedback (15 June)
  • Final Anti-Racism Strategy (30 June)

Performance Indicators for Evaluation of Results

  • Deliverables carried out according to the timelines outlined above
  • Final deliverables reflect inputs of all parties consulted
  • Satisfactory completion of tasks indicated in these ToR
  • Quality of the elaborated analysis
  • Adequate and prompt provision of technical inputs
  • Timely delivery of drafts and deliverables as indicated these ToR
  • Periodic and regular progress updates

Compliance with the IOM Data Protection Principles, IOM Guidelines on Research Report Writing, IOM House Style Manual, and IOM Spelling List

Required Qualifications and Experience:


  • Advanced academic credentials in African Studies, African American Studies, migration and/or diaspora studies, sociology, social anthropology, public administration, human resources management, psychology, law, organisational development, or a related field from an accredited academic institution with more than eight years of relevant professional experience; or
  • University degree in the above fields with over 12 years of relevant professional experience.


  • A minimum of eight years of relevant professional experience in human resources, diversity and inclusion, organizational psychology, or related fields, with proven record in producing similar analysis and reports, handling confidential information, managing sensitive processes and negotiations and working flexibly across different time zones and regions;
  • Previous experience in facilitating dialogues on racism, diversity, equity and inclusion, or intersectionality is an asset.


  • Academic and practical knowledge on racism and ethnicity-based discrimination in different contexts, continents, and cultures;
  • Knowledge on the intersectionality of race and ethnicity with other factors, such as religion, culture, nationality, sexual orientation, gender identity, disability, and age, among others;
  • Excellent research, analytical, communications, and writing skills;
  • Ability to maturely handle sensitive and confidential information;
  • Flexibility to work according to the working hours of different time zones.


IOM’s official languages are English, French, and Spanish.

For this position, fluency in English, and French and/or Spanish is required (oral and written). Working knowledge of another language is an advantage.

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


The consultant must adhere to the International Organization for Migration (IOM) Data

Protection Principles (IN/138) and maintain confidentiality.

The consultant will be responsible to follow IOM writing guidelines and latest glossaries in all given assignments for accurate translation.

1 Accredited Universities are the ones listed in the UNESCO World Higher Education Database


Required Competencies:

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

  • Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.
  • 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.

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.


  • Internationally recruited professional staff are required to be mobile.
  • The appointment is subject to funding confirmation.
  • Appointment will be subject to certification that the candidate is medically fit for appointment or visa requirements and security clearances.
  • Vacancies close at 23:59 local time Geneva, Switzerland on the respective closing date. No late applications will be accepted.

How to apply

Interested candidates are invited to submit their applications via PRISM, IOM e-Recruitment system, by 22 November 2020 at the latest, referring to this advertisement.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system. The online tool also allows candidates to track the status of their application.

Only shortlisted candidates will be contacted.

For further information please refer to: www.iom.int/recruitment

Posting period: From 09.11.2020 to 22.11.2020

No Fees:

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

Requisition: CON 2020 11 Consultant - External Review of Race Equality and Equity in IOM - Home based (56712929) Released

Posting: Posting NC56712930 (56712930) Released

International Organization for MigrationType
ConsultancyCareer Category
Advocacy/CommunicationsYears of experience
5-9 years

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