Description

Background
UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.
UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

UNDP is the knowledge frontier organization for sustainable development in the UN Development System and serves as the integrator for collective action to realize the Sustainable Development Goals (SDGs). With presence in 170 countries and territories, UNDP endeavors to help countries develop strong policies, skills, partnerships and institutions so they can sustain their progress. UNDP personnel are united by a common purpose: to help countries and communities across the world pursue peaceful, prosperous lives, lived in harmony with the planet.

Drawing on the diversity of UNDP’s client needs and partnerships, the Office of Human Resources (OHR) in the Bureau for Management Services (BMS is the hub for the global HR function for UNDP, providing strategy, policy setting, guidance and oversight. In addition, OHR provides a broad range of HR advisory and talent management services enabling UNDP to deliver fully integrated development solutions at corporate level. In this context, OHR is focused on the implementation of an ambitious and forward-looking three-year strategy, People for 2030, which will progressively transform UNDP’s culture and enable its workforce capacity to deliver more and better results.

Through People for 2030, OHR aims to be at the leading edge of HR in the international development sector by developing high quality and innovative human resources solutions and driving transformation across UNDP. In this renewed and dynamic framework, OHR is seeking high caliber human resources professionals with a strong HR background, and the capacity, commitment, and attitude needed to generate a culture characterized by innovation, entrepreneurship and a focus on delivering transformative outcomes.

In this context and under the overall guidance of the Chief of the People Performance Unit, the Diversity, Equity and Inclusion (DEI) Program Officer will lead the implementation of the UNDP Diversity and Inclusion Strategy and key People for 2030 priorities that propel UNDP to achieve its commitments. Within this context, and as part of UNDP’s efforts to be an anti-racist, LGBTI+ inclusive, gender diverse and equitable organization, the DEI Program Officer will drive the implementation of UNDP’s flagship DEI Initiative (Speak Up – Safe Spaces) and facilitate DEI knowledge by establishing and growing a UNDP DEI Center of Excellence (COE) that will inject expertise across the organization to deliver results at scale.

Duties and Responsibilities

With UNDP’s mission underpinned by the universal principle of “leaving no one behind”, the organization is firmly committed to promoting diversity. This commitment is reflected on the one hand, by ensuring that our workforce is representative, in its broadest sense, of the societies and people we serve and, on the other, that in all aspects of our operations we foster inclusion as a way of ensuring all personnel are empowered to contribute to UNDP’s work. The post will therefore be entrusted to advance key elements of the People for 2030 Strategy, including Building a Diverse, Inclusive and Equitable UNDP and Creating Positive People Experience and Engagement.

In this context and under the overall guidance of the Chief of the People Performance Unit the Diversity, Equity and Inclusion (DEI) Program Officer will:

Lead the implementation of UNDP’s Diversity, Equity, Inclusion (DEI) Strategy, in collaboration with key stakeholders.
Drive implementation of the speak-up culture initiatives that nurture up-stander actions and discourage bystander attitudes and introduce additional culture-first solutions and mechanisms to ensure all UNDP’s workforce enjoys a positive employee experience.
Build and maintain a UNDP DEI Center of Excellence (COE) that strengthens Diversity, Equity, and Inclusion (DEI) knowledge and capabilities across UNDP and includes best practice knowledge, expertise, resources, and data-driven solutions including reporting.
The post holder will work closely with the other UNDP teams to implement the UNDP Diversity and Inclusion strategy and strengthen the speak-up culture which fosters an open, respectful, and non-discriminatory work environment that is based on respect, openness, and trust where all personnel have a strong sense of belonging.

1) Lead the implementation of UNDP’s Diversity, Equity, and Inclusion Strategy (DEI) in collaboration with key stakeholders

Working closely with the DEI Committee, drive and manage implementation of UNDP’s Diversity, Equity and Inclusion Strategy, 2023-2025, and related actions which may include managing the initiatives, product delivery, stakeholder convening and events that support the overall objectives and goals.
Provide subject matter expertise to key stakeholders from Bureaus and Country Offices on DEI strategy components to drive uptake and upskilling of inclusive capabilities at office level.
Facilitate establishment of new DEI governance structures (the DEI Committee) and serve as Secretariat to this Committee. This includes providing DEI expert guidance and input.
Lead development and implementation of mechanisms that measure organizational culture and the organization's performance towards the implementation of the Anti-racism and Diversity, Equity and Inclusion Strategy and related actions.
Lead the design and delivery of DEI strategy related learning and communication programs.
Undertake survey initiatives; reviews data analytics; designs data collection and monitoring tools; reviews, analyzes, and interprets responses, identifies problems/issues and prepares conclusions to drive progress in anti-racism, diversity, equity and inclusion related initiatives.

2) Drive and manage the implementation of UNDP’s “Speak Up” culture initiatives

Lead the implementation of the Speak Up – Safe Spaces pilot program including liaising with key project stakeholder groups, ensuring effective project management of all project outputs, collation of data and submission of periodic reports, updates, briefings, etc.
Lead the design and deployment of tools that identify and measure the key elements of the current and desired Speak Up culture for teams, and drive a discussion on workplace practices, opportunities for continuous improvement as well as identification of interventions that promote the desired culture change.
Manage the Safe Spaces Program including acting as platform admin and manage all ancillary personnel including consultants and vendors.
Drive the design and facilitation of knowledge transfer and learning sessions for identified stakeholders, leveraging DEI expertise, with a focus on Antiracism and Speak Up Culture principles.
In collaboration with others, lead the design and implementation of a comprehensive awareness raising and engagement strategy for the Safe Spaces program.
Lead efforts to identify focal points and create communities of practice that can help drive a speak up culture across UNDP.
Design and facilitate knowledge transfer and learning sessions for identified focal points on Speak Up culture principles, strategies, and tactics.
Lead the design and deployment of model approaches that promote openness and trust within teams to further efforts to embed a speak up culture.
In consultation with others, lead the design and implementation of initiatives that help to address implicit bias, perceived power imbalances and promote authenticity.
Drive organizational efforts that foster a culture of inclusivity and facilitate programs focused on engendering a sense of belonging across UNDP’s workforce.

3) Build and maintain a UNDP DEI Center of Excellence (COE) that strengthens Diversity, Equity, and Inclusion (DEI) knowledge and capabilities across UNDP and includes best practice knowledge, expertise, resources, and data-driven solutions including reporting.

Provide subject matter expertise, technical knowledge, coaching, support, input, guidance and advice on DEI in HR across UNDP’s business units.
Build, maintain and communicate UNDP’s DEI Knowledge Management Portal that will serve as a centralized and accessible reference point for various key stakeholder groups across UNDP. This will include for instance definitions of DEI terms, UN reference documents, relevant strategies, action plans, regulatory and policy commitments etc.
Lead the design and implementation of metrics, monitoring, and reporting systems to effectively benchmark organizational progress in DEI management in accordance with ISO standards.
Lead the design and roll out of DEI related organization wide surveys and facilitate the dissemination of results.
In consultation with others, drive DEI related organizational diagnostics and gap analysis. Identify strengths, opportunities, gaps, risks, challenges, and potential solutions to deliver organizational effectiveness initiatives and services.
Develop, monitor, analyze, and report on key performance indicators regarding programmatic practice, internal and external DEI metrics, and organizational culture and practices
Lead efforts to strengthen the advancement of best practice diversity, equity and inclusion practices into the talent management cycle.
Prepare various DEI related written outputs, e.g., draft background papers, analysis, sections of reports and studies, inputs to publications, etc.
Provide substantive support to consultative and other meetings, conferences, etc., to include
proposing agenda topics, identifying participants, preparation of documents and presentations, etc.
Participate in inter-agency DEI discussions as needed.

Competencies

Core Competencies - UNDP Core Competencies can be found here.

Achieve Results: LEVEL 3: Set and align challenging, achievable objectives for multiple projects, have lasting impact
Think Innovatively: LEVEL 4: Easily navigate complexity, encourage/enable radical innovation, has foresight
Learn Continuously: LEVEL 4: Create systems and processes that enable learning and development for all
Adapt with Agility: LEVEL 4: Proactively initiate/lead organizational change, champion new systems/processes
Act with Determination: LEVEL 4: Able to make difficult decisions in challenging situations, inspire confidence
Engage and Partner: LEVEL 3: Political savvy, navigate complex landscape, champion inter-agency collaboration
Enable Diversity and Inclusion: LEVEL 4: Create ethical culture, identify/address barriers to inclusion

Cross-Functional & Technical Competencies

Talent management Diversity and inclusion: Ability to design and deliver diversity and inclusion approaches; ability to integrate diversity and inclusion considerations into the specific people and organizational strategies, policies, and initiatives; knowledge of the theory and methods to mitigate biases and eliminate discrimination; knowledge of practical ways to increase participation of under-represented groups in the workforce; knowledge of inclusive workplace practices and behaviors
Talent management Employee engagement: Knowledge of theories and models of human motivation and engagement including the predictors of employee engagement: knowledge of and ability to guide application of tools, techniques, and processes to increase employee engagement: knowledge of tools and methodologies to measure employee engagement and to identify its specific drivers: knowledge of tools and methodologies to ensure regular engagement with personnel on key workplace matters, with a view to identifying the most pressing workplace issues.
Business Direction & Strategy - Strategic thinking: Ability to develop effective strategies and prioritized plans in line with UNDP’s objectives, based on the systemic analysis of challenges, potential risks and opportunities; linking the vision to reality on the ground, and creating tangible solutions. Ability to leverage learning from a variety of sources to anticipate and respond to future trends; to demonstrate foresight in order to model what future developments and possible ways forward look like for UNDP.
Business Direction & Strategy - System thinking: Ability to use objective problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system.
Business Management - Results-based management: Ability to manage programmes and projects with a focus at improved performance and demonstrable results.
Business Management - Change management: Ability to prepare, support, and help individuals and teams in designing and implementing organizational change.

Required Skills and Experience

Education:

Master’s Degree or equivalent to one of the following areas Human Resources, Organizational Psychology, Organizational Development, Business Administration, Diversity and Inclusion, Social Sciences, Gender studies, law, Political Sciences, International Relations etc.
A certificate in HR Management, Diversity and Inclusion, Change Management, Project Management, or related field is highly desirable.

Experience:

Minimum 7 years of implementing diversity and inclusion programs in complex, international or multinational organizations is required.
7 years of project/program management experience, driving complex projects against KPIs to completion is required
At least 3 years of demonstrable diversity, equity, and inclusion subject matter expertise, with specialization in one or two of these areas; anti-racism, LGBTI+, gender equality
Experience in facilitating multi-stakeholder discussions that foster diverse inputs
Experience in managing programmes and projects with a focus on improved performance and demonstrable results; a track record of achieving results in diversity, equity and inclusion and promoting the implementation of strategies or action plans
Progressively responsible experience in human resources, change management initiatives or organizational development is an asset.

Evidence of developing and implementing industry-leading best practices on diversity, equity, and inclusion.
Experience developing strategies and executing initiatives that drive measurable results within the context of the organization’s talent and business strategy is desired
Strong global mindset, cultural literacy, ability to work in a multi-cultural environment and knowledge of global diversity including post-colonial and restorative justice frameworks.
Inspirational style that will challenge and motivate others to achieve results
A clear understanding of DE&I priorities, and ability to articulate them to audiences within and outside the organization.
Advanced relationship-management experience and consulting skills, with a superior ability to influence, lead, engage and build consensus across various levels of leaders through collaboration and influence.
Ability to develop effective strategies and prioritized plans in line with UNDP’s objectives, based on the systemic analysis of challenges, potential risks and opportunities, linking the vision to reality on the ground, and creating tangible solutions.Ability to drive and manage cultural and systemic change in a matrixed organization; prepare, support, and help individuals and teams in designing and implementing organizational change
Ability to use problem analysis and judgement to understand how interrelated elements coexist within an overall process or system, and to consider how altering one element can impact on other parts of the system.
Record of presenting data, insights, or information in compelling ways to mobilize resources, talent or action is desirable.

Languages:

Proficiency in oral and written English language;
Knowledge of other UN languages is an asset.