Consultant, Anti-Discrimination, Diversity and Inclusion

Remote

TERMS OF REFERENCE:

CONSULTANCY POSITION

Position TitleConsultant, Anti-Discrimination, Diversity and Inclusion
Position LocationRemote
Reports toDirector, Human Resources
Application DeadlineSeptember 30, 2022
Expected Start DateOctober, 2022
Budget Range~$20,000

Background

World University Service of Canada (WUSC) is a leading Canadian international development organization that works towards a world where young people can grow up in safe, secure, supportive environments, where they can learn, work and play a vital role in their community and country’s development. Founded in 1957 and currently working in 25 countries worldwide with an annual budget of approximately $40 million dollars, WUSC’s internationally recognized programs support youth, women and other marginalized populations, focusing on three thematic areas of education, economic opportunities, and empowerment.

WUSC has a strong commitment to anti-discrimination, diversity and inclusion in our organization’s operations, policies, practices, programming and public facing work. In our 2018 update to our Gender, Age, and Diversity Policy and Guidance, we made the commitment to take an intersectional approach to our understanding of diversity and inclusion. As the policy defines: the interconnected nature of social categorizations such as race, gender, and class as they apply to a given individual or group, create overlapping and interdependent systems of discrimination or disadvantage.

WUSC opposes all forms of discrimination, prejudices, and racism and is dedicated to ensuring racial equality across all aspects of the organization’ policies, and practices, and our programming. We recognize that we still have a lot of work to do on the path to becoming a truly anti-racist, diverse, and inclusive organization. We commit to undertaking a thorough examination of our internal systems, structure, and procedures  and our engagement externally, to further understand where our work and practices are actively promoting diversity, equity,  and inclusion and where we may also unconsciously be perpetuating and reinforcing systemic racism and discrimination. In doing so, we recognize the need to also examine power and privilege as it relates to our work, including the relationships we have with funders, project participants, partners, staff, students, and volunteers.

The Anti-Discrimination, Diversity & Inclusion Committee

In fall 2020, the Anti-Discrimination, Diversity and Inclusion Committee (ADDI Committee) was formed, led and organized by WUSC staff across the globe who have self-identified interest in participating in the Committee. The ADDI Committee is envisioned to be a permanent committee, with a clear liaison to WUSC’s management team.

The ADDI Committee has identified 3 primary areas of work. These areas of work were identified through several all-staff participatory and inclusive discussions of interested potential members. These areas of work became the Subcommittees, each envisioned to have two nominated or self-nominated “Subcommittee Co-leads.” The Subcommittee Leads meet monthly to discuss and coordinate across the ADDI Committee, supported by a Secretary (also a volunteer staff member).

  • Subcommittee #1: Culture & Community
  • Subcommittee #2: Internal Operations
  • Subcommittee #3: Decolonizing & Development

After the formation of the ADDI Committee, the Committee was able to move forward on a few key organizational priorities including (but not limited to):

  • conducting focus group discussions across WUSC’s global team to identify key areas of work for the Committee;
  • collecting data on demographics and salary scale across WUSC;
  • providing recommendations on how to improve diversity on WUSC’s Board of Directors; and;
  • feeding into WUSC’s Organizational and Departmental Work plans.

One key area to work that has emerged in these initial pieces of work is the need for inclusive participatory capacity strengthening sessions or the global WUSC team to deepen understanding, knowledge, skills, capacities, and awareness of unconscious bias, how to address and integrate anti-racism and anti-discriminatory principles actively in our day-to-day work.

Roles and Responsibilities

The mandate of the Consultant, Anti-Discrimination, Diversity and Inclusion will be to develop and provide an inclusive and transformative participatory training program for all staff with different modules to deepen understanding and awareness of unconscious bias, how to address and integrate anti-racism and anti-discrimination principles into everyday work.

Key areas of support for this consulting position will include:

  • Develop guidelines for inclusive training.
  • Develop an initial participatory training for the global WUSC team addressing anti-racism and discrimination, and integration of these principles into our day-to-day work
    • Facilitate several capacity strengthening sessions for all WUSC staff (on topics relating to DEI and unconscious bias)
    • Develop or co-develop an online training module for new staff onboarding.
  • Design a ‘train the trainer’ participatory training session based upon the initial training to be delivered to new staff or volunteers and partner staff.
  • Recommend additional training modules to be determined in collaboration with WUSC such as:
    • Additional online training modules for new staff, supervisors, core ADDI officials, and refresher training.
    • Sr. Management, Board of Directors training
    • Country Directors, Project Directors, Supervisor training
    • Human Resources staff
    • Technical Advisors
    • Campus and Local Committees

Thematic priorities

  • Unconscious bias / Microaggressions / passive aggression (in speech, online, email etiquette, meetings, within team dynamics etc)
  • Anti-racism (BIPOC) but also more detailed issues relevant to country offices like colourism, tribalism, nepotism
  • Indigenous Peoples
  • Anti-Discrimination (disability, SOGIESC / 2SLGBTQ, religion, etc.)
  • Gender and age
  • Power, Privilege and intersectionality (management, supervisors, and expats)
  • Decolonizing Development and the links between international development and colonialism (to try and preemptively address gender, SOGIESC / 2SLGBTQ, pushbacks)

Qualifications

  • Experience working with international development organizations in the areas of diversity and inclusion, and familiarity with the unique positioning of international development organizations working in the Global South;
  • Significant experience in supporting organizations to strengthen their policies to address issues related to anti-racism, discrimination, diversity, decolonization of aid;
  • Demonstrated experience in training and capacity strengthening of organizations;
  • Good understanding of safeguarding issues
  • Experience working with global and remote teams in a cross-cultural environments; and
  • Bachelor’s or Master’s degree in human resource, sociology, organizational administration, international development, or a related field;
  • Strong English and French communication and writing skills required

Application Process

Suitably qualified and experienced consultants are invited to submit their narrative and financial proposal inclusive of CVs of proposed staff within one MS Word or PDF file (budget in Canadian dollars).

This proposal and any questions can be sent to Irene Njoroge at jo[email protected].

The deadline for the submission of only electronic proposals is 30 September 2022  (5PM Eastern Standard Time).

WUSC’s activities seek to balance inequities and create sustainable development around the globe; the work ethic of our staff, volunteers, consultants, representatives and partners shall correspond to the values and mission of the organization. WUSC promotes responsibility, respect, honesty, and professional excellence and we will not tolerate harassment, coercion and sexual exploitation and abuse of any form.

WUSC offers a  dynamic international  work environment with a  diverse intercultural workforce. WUSC is an equal opportunity employer. We welcome and encourage applications from people with disabilities and from those in the Black, Indigenous, or people of colour (BIPOC) communities.

Accommodations are available on request for candidates taking part in all aspects of the selection process. Only those candidates selected for an interview will be contacted. 

No telephone calls please.


ANTI-DISCRIMINATION, DIVERSITY & INCLUSION CONSULTANCY EVALUATION CRITERIA

Summary of Proposal EvaluationScore Weight (%)
Technical Criteria90
Financial Evaluation10
TOTAL SCORE100
Candidates DetailsName:
Company Name:  

Technical Criteria Evaluation

Proponents shall submit in the Technical Proposal all information and support documentation required to perform a complete evaluation of the proposal according to the criteria described in the table below. Please provide a detailed timeframe separated for each one of the phases. In order to assess best value for money the technical evaluation of the proposal will be based on:

CriteriaMaximum Score
Technical Approach 
Project management development and implementation plan.
– Understanding of the task, the project environment and sufficient addressing of the important aspects of the task
– Relating different components of the project. Appropriateness of the task to the conceptual framework adopted.
– Clarity,organization of activities, and logical and realistic planning


10      

10    
10
Total Score30
Documented significant references of international experience in development of an Inclusive, transformative and participatory Training Program with different modules to deepen understanding and awareness of unconscious bias, how to address and integrate anti-racism and anti-discrimination principles into everyday work.
– Proven experience of working with international development non-governmental organizations in the related field
– Proven experience developing projects where a structured consultative and collaborative process with different stakeholders, including the potential end users, was implemented
– Provide a minimum of three relevant references of similar and successful past projects, preferable in the international non-profit sector.
– Quality of prior reports or sample of work done in the area or similar field
                 





10      


10        

5          

5
Total Score30
Personnel 
Team quality:
– Composition, academic qualifications and professional experiences of team
– Provide detailed and relevant curriculum vitae of the consultant(s)-, whom you propose to undertake the tasks with a minimum of 5 years of relevant international experience in this field
– Knowledge of Anti-Discrimination, Diversity and Inclusion in a Global context and show evidence of executing assignments in the ADDI sector in the past
10  

10          


10      
Total Score30
Financial Proposal 
– Financial Proposal makes sense, cost of the assignment submitted is within the budget (5=Yes and 0=No)
– Is the budgeting equivalent to Level of effort of the team
5    

5
Total Score10
Grand Total100

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