Work from the Comfort of your Home: IOM is Hiring for a Consultant [Home Based Opportunity]

Classification : Consultant, Grade Other
Type of Appointment : Consultant, three months
Estimated Start Date : As soon as possible
Closing Date : 24 December 2024

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.

Organizational Department / Unit to which the Consultant is contributing:
Under the department of Human Resources Management/Integrated Talent Management
Division/Diversity, Equity and Inclusion Unit.
Core Functions / Responsibilities:
Tasks to be performed under this contract

1. First deliverable – Inception report outlining the scope of work and methodology – (5 working
   days).
2. Second deliverable – Draft Report of the Analysis of the Gender/Race Pay Gap on Ungraded
   Contracts Within IOM – (30 working days) based on:
   a. desk research on the availability and disparities in gender/racial pay gaps on ungraded
   contracts within IOM.

b. key informant interviews with relevant employees holding ungraded contracts who are of
different minority groups (racial minorities, people of African descent, women of African descent,
indigenous peoples or others depending on the region).

3. Third deliverable – Revised draft Report on Gender/Race Pay Gap on Ungraded Contracts
   within IOM- incorporating comments from relevant stakeholders and presentation of findings in a
   validation meeting to the DEI-DHR team and incorporation of inputs (5 working days)
4. Fourth deliverable – Final Report on the Gender/Race Pay Gap on Ungraded Contracts – (1
   working days).
   Performance indicators for evaluation of results

• Relevant disaggregated data by gender, geographical location, etc. is available and usable for
  analysis.
• Difference in pay between identified groups (e.g., racial/ethnic minorities, women, and Global
  South nationals) and reference groups is made available.
• Data identifying disparities in career progression and factors contributing to pay progression
  gaps are made available.
• Record of consultations held with team members is made available.
• Actionable recommendations tailored to address disparities are made available.
  Required Qualifications and Experience:
  Education
• Master’s or PhD degree in Gender/Race/Ethnicity studies, Statistics, Labour Law, Sociology,
  Human resources, Human Rights, Social Sciences, Law or a related field from an accredited
  academic institution with at least two years of relevant professional experience; or
• University degree in the above field with 4 years of relevant professional experience in the
  Human resources/ Social Science Statistics/ Human rights/Gender/Race/Ethnicity/ Labor law
  sector.
  Experience
• Experience in qualitative (and ideally quantitative) research with excellent communication and
  drafting skills including knowledge to develop technical resources including tools for undertaking
  interviews;
• Demonstrated experience and updated knowledge in the field of gender/race pay gaps; and,
• Sound knowledge and experience working with foundational concepts in relation to racial
  equity and equality including gender parity.
  Skills
• Familiarity with the UN System, ICSC and or similar international Organizations is highly
  desirable; and,
• Ability to foster commitment, to work under pressure and deliver within the timeframe.
  Languages
  IOM’s official languages are English, French, and Spanish. All staff members are required to be
  fluent in one of the three languages.
  For this position, fluency in English is required (oral and written). Working knowledge of another
  official UN language (Arabic, Chinese, French, Russian, and Spanish) is an advantage.
  Proficiency of language(s) required will be specifically evaluated during the selection process

Notes
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.

Accredited Universities are the ones listed in the UNESCO World Higher Education Database
(https://whed.net/home.php).
Required Competencies:
Values – all IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural
  differences. Encourages diversity and inclusion.
• 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.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly
  treated.
  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 actions 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.p
  df
  
• Competencies will be assessed during a competency-based interview.

Visit the  International Organization for Migration (IOM) Careers Page

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