Main Purpose of Job
This role will be required to:
- Coordinate and Manage Diversity, Equality and Inclusion related efforts, groups, events and programmes across the Nigeria Network to support HMG; Partnering with HR and relevant colleagues to manage our diverse needs and improve working culture and outcomes.
- Lead on the interpretation and implementation of Diversity and Inclusion (D&I) policy advice from London. Provide advice to senior management and Nigeria’s Head of Mission on best practise and applicable models using proactive ideas and solutions in partnership with the Regional Inclusion Partner (RIP) for Africa.
- This may include providing technical or expert advice to senior management teams and supporting policy development work. The Job holder will be required to work collaboratively with internal and external stakeholders and engage internationally.
- Facilitate the development of an “inter-cultural competence approach” to staff engagement across the Nigeria Network. This can be a template for Nigeria, which will be aligned with the global template created by D&I UK and Regional Inclusion Partner for Africa.
Other Functions of this role will be to improve the quality of public service by designing and developing programmes and strategies which:
- Promote awareness of diversity and equality in the BHC and across the wider Nigerian network
- Support the Inclusive management of relevant talent across the Nigeria Network (support West Africa Sub-region), exploring opportunities to improve the way we work and model best practise across the network
- Break down diversity and equality barriers
- Improve our understanding of how perspectives and mind-sets influence the way we work
- Help to reduce discrimination and exclusion; reduce cultural bias.
- Helping to make One HMG more of a reality than an aspiration
- Responsible for Investigating cases of grievances, harassment, bullying and discrimination
Collaborating and Partnering (Working with Others) – 30%:
- Summarise the analysis of feedback and recommendations from staff surveys, Away days and team building events, providing an understanding of the status quo, and mapping out future look.
- Work in partnership with teams such as the Human development team in DFID to inform policy on social inclusion and disability awareness within Missions; Support the research, strategy and implementation of DFID’s “leave no one behind programme”
- Providing monthly progress reports on the strategy, feedback and updates to Head Of Mission, diversity and inclusion champions, FCO’s West Africa desk in London and other relevant departments
- Working alongside very senior colleagues within the Mission such as High Commissioner, Deputy High Commissioners, Regional Inclusion Partner for Africa, the head of Human resources, head of political section on policy related matters and the deputy head of DFID in providing strategic advice, which informs policy decisions and strategy.
- Supporting individual teams in the BHC with tips and recommendations for more inclusive working, focusing on HMG global values of Respect, Creativity, Expertise, Courage, Resilience and Public service.
Seeing the Big Picture – 20%:
- Design and develop a Nigeria Network Diversity and Equality Strategy for staff engagement
- Tapping into the Regional Inclusion Partner’s work across the Africa network and lessons learnt from other Africa posts, experience and best practice examples tested in other missions such as China, Pakistan etc. exploring innovative opportunities to implement these in Nigeria (providing template for other West Africa Missions)
- Work closely with Nigeria Communications teams, to raise the visibility of Post’s diversity and inclusion efforts within the FCO network. Consider, share and implement ideas on how internal communications can work better in Nigeria and across the global network
- Designing Themes, actions and outcomes for planning Away-days, and team-building events focused on Diversity and Inclusion
- In partnership with the Regional Inclusion Partner for Africa, interpret analysis of RIP for Africa, bring together ideas from posts in the region to develop a strategy that supports action against Bullying, Discrimination and Harassment across Nigeria’s seven posts (template for Nigeria, aligned with global template).
Building Capacity for All – 30%:
- Research and map out a list of people, skills and relevant talent within the Nigeria Network, including softer skills e.g. local knowledge of various states, regions, political, cultural, language skills etc. so that there is a database with a pool of resources to tap into whenever the need arises.
- This will support the mission’s work across sectors and provide an opportunity for colleagues to feel more valued for the talent and skills they bring to the table. Managing, sharing, updating and improving this facility for the benefit of the sub-region
- Advising on other low-cost opportunities and initiatives to motivate colleagues and encourage them to think creatively and stretch themselves to achieve more sustainable outcomes
- Recommending and driving policies which promote the completion of relevant eLearning such as unconscious bias, diversity, inclusion, equality, disability and mental health awareness every 6-months within the mission for new colleagues and encouraging refresher courses for all staff
- Organizing and facilitating alternative learning sessions on diversity and inclusion for colleagues without access to Firecrest
- Supporting the BHC/DFID Staff induction process by running cultural awareness sessions for new colleagues; supporting relevant colleagues in other posts to replicate this model
- Facilitating regular Inclusion related learning sessions for job-specific groups and in line with business needs e.g. political sections, programmes etc.
Leading and Communicating – 20%:
- Serve as the rallying officer to streamline the work and efforts of relevant corporate groups and committees such as the Diversity and Inclusion working group; the First response Officers; staff Survey review team, the Excellence Committee in Lagos and others in the sub-region. Think creatively about learning and Development opportunities for these groups and the sub-region which promote inclusion and diversity including alternative shadowing models, cross-team learning opportunities etc.
- Coordinate the efforts of Diversity Champions in Abuja and Lagos (support if necessary other West Africa missions and regional offices) to improve our work culture and inclusivity.
- Proactively championing relevant initiatives, and drives at the BHC Abuja
- Supporting performance improvement processes, initiating complex dialogues and delivering strategic communications in the process of managing change.
- Representing Post in Diversity and Inclusion related engagements and dialogues in London.
Essential Qualifications, Skills and Experience
- Minimum of 5 years of progressive experience and work in related activity
- Proven Leadership and effective people management and Influencing skills
- Excellent Team Player; Experience in dealing with a range internal and external stakeholder; Ability to effectively engage Internationally; Ability to manage upwards
- Resilience and ability to manage and resolve conflict
- Proven record of accomplishment in employee relations casework, organisational development and leadership development.
- Experience of managing a diverse and dispersed group of stakeholders.
- Strong cultural awareness and conflict resolution skills
- Ability to exercise sound judgement and interpretative ability
- Ability to demonstrate a high level of Creatively and Innovation
- They should also have experience in mediating conflicts in the workplace.
- Degree in social science, Law, Human development or related field
Desirable Qualifications, Skills and Experience:
- Changing and Improving, Leading and Communicating, Collaborating and Partnering, Building Capability for All.