No organization can achieve its full potential where women are left behind. Likewise, as an international organization with 156 Member States, there is a need to ensure geographical representation to better support countries and communities throughout the world. IOM values the contribution of all colleagues and while there have been some notable achievements over the past years, the issue of gender and geographical disparity remains an area of concern which needs to be addressed. Furthermore, IOM remains fully committed to the UN System-wide Action Plan (SWAP) on gender, in particular the focus on gender equality and empowerment of women at the senior management levels.
Gender:While the overall male to female ratio is 54 per cent men and 46 per cent women across IOM, the percentage of women starts to decrease at the P3 level (45 per cent women) and significantly decreases at the senior management level (P4, 37%) , while P5 and higher represents only 26%. Between 2010 and 2014, while progress was made at the P3 and P4 levels, IOM only saw a marginal increase in gender balance at the P5 level and above from 24% to 26%. Note that statistics on gender do not take into account staff members who may identify as a gender other than male or female.
Figure 1 : Gender parity at senior management levels (P5 and above)
Geographical representation: Currently only 103 of IOM’s 156 Member States hold international contract. While the number of non-represented Member States continues to increase each year, more needs to be done in terms of attaining geographical representation across all 156 Member States.
In order to address gender parity and increase geographical representation, more needs to be done. Under the direct supervision of the Head Talent management and the overall supervision of the Director of Human Resources in close coordination with the Gender Coordination Unit and Chief HR Policy and Advisory Services, a researcher is required to conduct a literature review, collect and analyze data, and finalize a report with key recommendations.
2)Deliverables:The main deliverable will be a report which will include a gap analysis of the IOM diversity landscape (quantitative and qualitative), research on external best practices, and provide recommendations on strategies and initiatives to address gaps. In addition to research on geographical diversity and gender parity, the research should also include practices related to better inclusion and representation of LGBTI staff members. There will be three stages to the research:
I. Literature review: a) Research external practices in the field of gender and diversity promotion (across UN agencies, and other similar international organizations, as well as the private sector); b) Conduct research to identify HR strategies, initiatives and practices in other agencies to address gender and diversity; c) Most importantly, document IOM’s previous work done to address the issue of gender parity and geographical diversity, including progress made, lessons learned, and identify the possible reasons for the lack of progress; d) furthermore, review the human resource policiesto address the issue of gender and LGBTI staff members and geographical diversity.
II. Information and data gathering: a) In coordination with IOM Manila (Recruitment Department) and HQ (HR Department), extract, consolidate, and analyze data related to gender and diversity from the organizational SAP solution; identify trends and patternsas well as gaps in data collection, especially related to LGBTI staff members; b) Conduct surveys/questionnaires to gather current information and views from IOM staff; analyze and present data; c) Conduct interviews with key staff or others informants to gather qualitative information (e.g. senior staff, Gender Coordination Unit, Staff Association Committee, Occupational Health Unit, etc).
III. Recommendations: Identify key recommendations for future implementation in order to address the issue of gender and geographical representation within IOM. The recommendations should include a communication plan, cost estimate, workplan/timeline, as well as clearly identify the department/persons responsible for addressing the issues.
The research report must include statistical, graphics, and charts to highlight patterns and findings. Analysis of data may be done through SPSS or other statistical package. A Steering Committee will guide the process.
The language required is English.
3)Specific activities to be performed under contract and timeframe:The Researcher will be required to undertake the exercise over a period of three months. The specialist will be expected to build on already existing information that will be provided by IOM to produce a well-written and designed report. Activities and timetable are as follows (overlapping):
· Literature review and collection of background information: month 1
· Conduct surveys/questionnaires and interviews and analysis to complement data: month 2
· Prepare summary of report, including key recommendations: month 3
· Final report due: end of month 3
Qualifications: University degree in human resources or social or political sciences, preferably with specialization in gender and/or diversity
Experience: At least 10 years of relevant experience in programme management and social research; knowledge of gender equality at the institutional level; experience in leading the development of reports particularly focusing on gender and diversity; experience working with UN systems and knowledge of UN structures and policies.
Skills: Significant knowledge and experience of gender and diversity-related issues in a human resources context, as well as policy development and research.
HOW TO APPLY:
Interested candidates are invited to submit their applications via PRISM, IOM e-Recruitment
system, by January 26, 2015 at the latest, referring to this advertisement.
For further information, please refer to:
http://www.iom.int/cms/en/sites/iom/home/about-iom-1/recruitment/how-to-...
In order for an application to be considered valid, IOM only accepts online profiles duly filled in
and submitted with a cover letter not more than one page specifying the motivation for
applications.
system, by January 26, 2015 at the latest, referring to this advertisement.
For further information, please refer to:
http://www.iom.int/cms/en/sites/iom/home/about-iom-1/recruitment/how-to-...
In order for an application to be considered valid, IOM only accepts online profiles duly filled in
and submitted with a cover letter not more than one page specifying the motivation for
applications.
Only shortlisted candidates will be contacted. You can track the progress of your application in
your personal application page in the IOM e-recruitment system.
your personal application page in the IOM e-recruitment system.
