Result of Service
An actionable, time-bound, measurable matrix reflective of the commitments by Entities towards attaining equitable geographical distribution for geographical posts, subject to the system of desirable ranges, and to recruiting on as wide geographical basis as possible aligned with the Article 101 of the UN Charter.Work Location
4 monthsDuties and Responsibilities
1. Background of the assignment:
The Secretary-General’s Geographical Diversity Strategy launched in 2020 provides a roadmap and a structured approach to attaining equitable geographical distribution for geographical posts, subject to the desirable ranges system, and to recruiting on as wide geographical basis as possible aligned with the Article 101 of the UN Charter. Despite the Secretariat’s continuing efforts, however, the overall pace towards equitable geographical distribution has been slow and must be accelerated.
Based on the lesson learned from the past two years in the implementation, along with the feedback from the Member States, the Strategy is being revised. The revised Secretary-General’s Strategy will continue to be consistent with his commitment to achieve greater geographical representation and to recruiting staff from as wide a geographical basis as possible aligned with the UN Charter article 101, while focusing on equitable geographical distribution for geographical posts and greater geographical diversity for non-geographical posts.
The Secretariat Entities have a critical role in the implementation of the Strategy. It relies on the Entities ensuring accountability at all levels to fully realize the spirit of the Strategy and deliver on the General Assembly’s mandate of attaining equitable geographical representation. As such, the revised Strategy will include a robust action matrix with distinct roles and responsibilities, including actionable steps that can be realistically pursued and tracked as part of the accountability framework for the Entity.
The goal is to bring each unrepresented and underrepresented Member State within its desirable range by 2030.
2. Specific tasks to be performed by the consultant:
Under the supervision of the Strategic Talent Acquisition and Diversity Team of the Strategic Talent Management Service of the Global Strategy and Policy Division of the Office of Human Resources, the consultant will undertake the following tasks:
a) familiarize the key priorities regarding the approaches towards the revised outline of the Geographical Diversity Strategy; General Assembly mandates; reports to of the Secretary-General to the General Assembly on human resources management reform.
b) design the methodology of a structured and participatory approach to engagement.
c) facilitate and dialogue with the working group, collect inputs, articulate practical approaches for leveraging opportunities to accelerate equitable geographical distribution.
d) engage in consultation with the working group to understand challenges and expectations; elicit different perspectives or experiences on the subject.
e) develop a practical, actionable plan linked to an accountability mechanism for measuring progress as part of entities’ commitment towards attaining equitable geographical representation and greater geographical diversity amongst all posts
f) produce a final report that outlines the primary considerations for incorporation into the revised Strategy.
g) assist with the review and finalization of the revised Strategy
An advanced university degree (Master’s degree or equivalent) in the fields of industrial, social psychology, social sciences, or related fields is required. A first-level university degree (Bachelor’s degree, or equivalent) with two additional years of relevant work experience may be accepted in lieu of an advanced university degree.
A minimum of 10 years of experience in organizational development and implementing practices, systems, and techniques that affect organizational change is required.
Experience in utilizing collaborative approaches to multi-stakeholders engagement is required.
Experience in change management and innovation projects related to Human Resources Management in an international professional setting is desirable.
English and French are the working languages of the United Nations Secretariat. For this consultancy, fluency in English is required.
THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.