ACBAR

CTG staff and support humanitarian projects in fragile and conflict-affected countries around the world, providing a rapid and cost-effective service for development and humanitarian missions. With past performance in 17 countries – from the Middle East, Africa, Europe, and Asia, we have placed more than 20,000 staff all over the world since operations began in 2006.

CTG recruits, deploys and manages the right people with the right skills to implement humanitarian and development projects, from cleaners to obstetricians, and mechanics to infection specialists, we’re skilled in emergency response to crises such as the Ebola outbreak in West Africa. Key to successful project delivery is the ability to mobilise at speed; CTG can source and deploy anyone, anywhere, in less than 2 weeks and have done so in 48 hours on a number of occasions.

Through our efficient and agile HR, logistical and operational services, CTG saves multilateral organisations time and money. We handle all our clients’ HR related issues, so they are free to focus on their core services.

Visit www.ctg.org to find out more

1. Background Information

The United Nations Office for Project Services (UNOPS) is an operational arm of the United Nations, supporting the successful implementation of its partners' peacebuilding, humanitarian and development projects around the world. UNOPS supports partners to build a better future by providing services that increase the efficiency, effectiveness and sustainability of peace building, humanitarian and development projects.  Mandated as a central resource of the United Nations, UNOPS provides sustainable project management, procurement and infrastructure services to a wide range of governments, donors and United Nations organizations. 

Project Information

The Infrastructure for Basic Human Needs in Afghanistan (IBN) Project is an initiative aimed at promoting social and economic development at the local level within Herat province, an area significantly affected by a series of earthquakes in October 2023. This project is committed to the construction and rehabilitation of critical community infrastructure, prioritizing aspects such as safety, earthquake resilience, and adherence to the 'building back better' philosophy, all while maintaining respect for the local cultural context. Additionally, the project contemplates employing the "Cash for Work" scheme as a strategic measure to revitalize livelihoods and stimulate economic activity in the region.

The project envisages the active participation of a diverse group of stakeholders, relevant to the affected communities.

Job-Specific Information

Under the direct supervision of the Senior Project Manager, the Diversity and Inclusion Officer supports the Project in the following:

a) ensuring the project design and implementation follows a ‘principled’ approach that includes women as service providers and beneficiaries of the project, including working with the implementing partners and relevant project implementing units to ensure community women are meaningfully engaged per the project design;

b) supporting the implementation of project components on any relevant gender and social inclusion aspects and risk mitigation;

c) working with the relevant project implementing units and third party monitoring agents to regularly monitor gender and inclusion indicators per the Operations Manual;

d) developing the Sexual Abuse and Exploitation/Sexual Harrassment (PSEA/SH) Action Plan and supervision to ensure the plan is implemented in accordance with the agreed timeline He/She also provides support on training and awareness, data analytics and monitoring of gender-related policies. The Diversity and Inclusion Officer will be required to travel across all project sites.

2. Summary of Key Functions 

Specific responsibilities and duties include, but are not limited to:

Project Implementation Support

• Support the project in the implementation of the Gender and Diversity focused guidelines specific to the project and its stakeholders, based on the project’s legal framework, project development objectives and Results Framework indicators, its Operations and Training Manuals.
• Provide support on the design of the project grievance redress mechanism, including in-person, accessible complaint uptake channels for women and girls. Ensure appropriate protocols and mechanisms are in-place for addressing SEA/SH grievances and serve as a permanent member of the grievance redressal committee related to gender-based violence or sexual harassment.
• Assist the project in the implementation and compliance with the Project’s SEA/SH Action Plan, in accordance with the agreed timeline and budget.
• Support all Project components in all aspects of gender equality and social inclusion.

Monitoring and Reporting

• Support the project to collect, compile, analyze and report on the gender-disaggregated data on the inclusion of women, physically or mentally challenged persons, internally displaced person/returnee, very elderly and other most vulnerable groups in the project beneficiary selection and project benefits. Input to implementing partners and third party monitoring agents monitoring protocols and guidelines to ensure that gender and inclusion data is collected and that indicators are appropriately monitored.
• Support the process of assessing community compliance and of monitoring and reporting on continued adherence. Verify implementing partners and third party monitoring agents reports of women’s participation with spot checks in the field.
• Support in ensuring implementing partners hire and retain adequate numbers of female staff and that implementing partners follow the UNCT Mahram policy that accounts for additional costs of women working (transport, Mahram costs, etc.)
• Support in ensure that implementing partners regularly consult with female staff and with community women to understand if they feel safe participating in the project activities and work with the implementing partners to develop strategies that help minimize any risks to women workers and beneficiaries;
• Closely monitor and inform the Snr. PM and project team on policies/procedures/guidelines/laws issued by the de-facto authorities at central and field levels that could impact on the participation of women and other marginalized groups in project activities.

Training and Knowledge Management

• Ensure that the overall training materials of the project are gender-sensitive and contextualized for project coverage areas. Support the project in gender-focused training for the Project Team.
• Provide transactional support in training management and all project personnel in the project’s gender and diversity norms.
• Ensure all project workers have been sensitized to and have signed a code of conduct that prohibits SEA/SH and that communities know how and where to report SEA/SH grievances.
• Support the Project in the promotion, incentivizing and evaluation of the inclusion and participation of women in the communities in project activities, as beneficiaries and workers.

3. Qualifications and Experience

a.  Education

• A first-level university degree (e.g. Bachelor) in Sociology, Development Studies, Gender or other social science is required.
• Specific gender-focused training by the UN or international non-governmental (INGOs) organizations is an asset. 
• Training in PSEA and demonstration of understanding of the basic tenants of the PSEA framework is an asset.                         

b. Work Experience

• A minimum of 2 years of relevant experience in gender, women’s empowerment and/or diversity management is required.
• Experience working with the UN agencies or other donor agencies, government ministries, and/or non-governmental organizations (NGOs) is valued.

C. Language Requirements:                   

• Excellent knowledge of both written and oral English is required.
• Fluency in Pashto and/or Dari is required.

4. Competencies 

• Integrity & Inclusion: Treats all individuals with respect; responds sensitively to differences and encourages others to do the same.  Upholds organizational and ethical norms.  Maintains high standards of trustworthiness.  Role model for diversity and inclusion.            
• Leading Self and others:  Acts as a positive role model contributing to the team spirit. Collaborates and supports the development of others. For people managers only: Acts as positive leadership role model, motivates, directs and inspires others to succeed, utilizing appropriate leadership styles 
• Partnership: Demonstrates understanding of the impact of one's own role on all partners and always puts the end beneficiary first. Builds and maintains strong external relationships and is a competent partner for others (if relevant to the role).
• Result Orientation: Efficiently establishes an appropriate course of action for self and/or others to accomplish a goal. Actions lead to total task accomplishment through concern for quality in all areas. Sees opportunities and takes the initiative to act on them. Understands that responsible use of resources maximizes our impact on our beneficiaries.        
• Agility: Open to change and flexible in a fast paced environment. Effectively adapts one’ own approach to suit changing circumstances or requirements. Reflects on experiences and modifies own behavior. Performance is consistent, even under pressure. Always pursues continuous improvements.
• Solution Focused: Evaluates data and courses of action to reach logical, pragmatic decisions.  Takes an unbiased, rational approach with calculated risks. Applies innovation and creativity to problem-solving.
• Effective Communication: Expresses ideas or facts in a clear, concise and open manner.  Communication indicates a consideration for the feelings and needs of others. Actively listens and proactively shares knowledge. Handles conflict effectively, by overcoming differences of opinion and finding common ground.

• Note: When applying, please rename your CV with your full name (e.g., Ali Ahmad). Otherwise, the system will not accept your CV.
• توجه: هنگام ارسال درخواست، لطفاً رزومه (سی وی) خود را با نام کاملتان (مثلاً علی احمد) تغییر نام دهید. در غیر این صورت، سیستم رزومه (سی وی) شما را قبول نخواهد کرد
  یادونه: د غوښتنلیک سپارلو پر مهال، مهرباني وکړئ خپل سی وي د خپل بشپړ نوم سره نومول کړئ (لکه، علي احمد). که نه، سیسټم به ستاسو سی وي ونه مني.
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