View Vacancy - Regional Inclusion Advisor, G7, New Delhi

The British Government is an inclusive and diversity-friendly employer.  We value difference, promote equality and challenge discrimination, enhancing our organisational capability. We welcome and encourage applications from people of all backgrounds. We do not discriminate on the basis of disability, race, colour, ethnicity, gender identity, religion, sexual orientation, age, veteran status or other category protected by law. We promote family-friendly flexible working opportunities, where operational and security needs allow.
Foreign, Commonwealth and Development Office (Operations and Corporate Services)
RCSH (Regional Corporate Service Hubs)

Note : All applicants are required to mandatorily fill the complete online application form including the employment and educational details, experience segment and the behaviour based questions. We will be thoroughly reviewing the application forms only for all the required details. Forms that are incomplete in any respect will not be considered while shortlisting for the next stage.


Main purpose of job:

This exciting role supports the overseas network to enhance performance and improve employee experience through leading, promoting and building a diverse and inclusive workplace culture where people can be at their best and contribute fully. 

The purpose of the role is to -

  • Create safe spaces for leaders and teams to raise issues, identify gaps and change
  • Provide subject matter expertise in the areas of inclusion, dignity and respect at work, workplace conflict management and resolution, inclusive leadership, and the prevention and reduction of anti-social behaviours (bullying, harassment, discrimination)
  • Engage with professional networks to stay abreast of research and evidence to contribute to innovative inclusion practices
  • Draw on qualitative and quantitative data to identify needs, shape interventions to track progress

 This role has a primarily regional focus but the role holder will also provide input at global level drawing on themes, trends, needs and learning in the region. The role will provide subject matter expertise that supports the development of global inclusion models, frameworks and resources. The role facilitates the delivery of the Foreign Commonwealth and Development Office (FCDO) Inclusion Framework.

The successful candidate will engage strategically and influence leaders and stakeholders to improve employee experience in the FCDO through the promotion of inclusion and reduction and prevention of bullying, harassment and discrimination. The role holder may travel regularly to posts and will partner with a wide range of stakeholders globally, across their region and in the UK.


Roles and responsibilities / what will the jobholder be expected to achieve?

Global responsibilities (10-15 %)

Analysis

  • Provide advice on the collection of global inclusion and people-related data for monitoring and evaluation, particularly on conflict, bullying, harassment and discrimination
  • Support analysis of quantitative and qualitative regional and global data, such as people survey data and leavers data
  • Share relevant regional themes, trends, learning and needs with Inclusion Unit and other global HR teams as needed

 Design and development

  • Provide advice and input as required on global interventions to promote inclusion in the network and prevent and reduce bullying, harassment and discrimination   
  • Advise on and support the design of global inclusion models, toolkits and frameworks in response to global needs drawing on an internal and external evidence base such as internal data

Regional responsibilities (85-90%)

Analysis (20%):

  • Participatory diagnosis and assessment – use participatory methodologies (such as focus groups) to facilitate collective understanding and ownership of plans, strategies and interventions.
  • Collect and analyse relevant data, refer to internal and external research, evidence and good practice in assessment.
  • Identify culturally-relevant options to build on strengths and identify gaps, with reference to FCDO strategy and the Inclusion Framework.

Design and Development (20%):

  • Based on diagnostic findings, provide consultative advice to stakeholders regarding options, working collaboratively with the post and other teams on appropriate interventions, including the means by which impact will be assessed.
  • Develop and co-own Organisational Development processes along with Post Heads, leaders and other stakeholders, to support culture change.

Implementation (40%):

  • Organisational Development and culture: working with leaders and groups provide strategic consultancy support to posts to work towards sustainable change. Facilitate process work with posts and support the delivery of inclusion and people plans and strategies with posts and teams in the region. Where appropriate deliver workshops, training and facilitate learning and development on inclusion, bullying, harassment and discrimination and related topics.  Emphasise outcome-focused delivery.
  • Stakeholder Management and Coaching: working as a strategic partner/coach, develop and advise leaders and managers on inclusive leadership. Strengthen the capability of managers and leaders throughout the region to address barriers to inclusion and drive a culture of inclusion, dignity and respect.
  • Conflict resolution and Employee Relations: supports a culture of conflict competence and informal resolution of issues, eg through promoting informal resolution options such as mediation, conflict coaching, and dialogue. Where strategic and appropriate, support the delivery of conflict resolution interventions in posts. Deliver professional advice to leaders and managers in posts, and work with HR teams to ensure fairness in decision making in accordance with FCDO practice; in partnership with HR teams, anticipate and advise on potential employee relations issues business appropriate employee relations strategies for individual posts.
  • Inclusion thought-leadership: provides good practice advice, guidance, materials and resources to teams and posts and regional colleagues on inclusion, bullying, harassment and discrimination, employee experience, healthy work relationships, conflict and related topics

Monitoring and Evaluation (20%):

Undertake ongoing review of impact against KPIs, eg.- a reduction in negative outcomes associated with bullying, harassment and discrimination. Apply results of monitoring and evaluation process to revised delivery options.


Any other information (or specific local Post requirements):

 This role is part of a distributed team working globally and flexible working is essential to connect with the team and support posts across the region.

This role is a Country-Based Staff role, working from New Delhi. The role will be line managed by the Anti Harassment Coordinator in the Inclusion Unit. The role will also work closely with the London-based HR Business Partner team, the HR Hub Head and the International Academy.

 Some regional travel may be required to build relationships with staff and leadership in posts in the regional network.

 This role is an exciting opportunity to make a real difference to one of the FCDO top priorities –  to promote inclusion and positive/pro-social behaviours and prevent and reduce bullying, harassment and discrimination.

The successful candidate must be able to work at pace and be highly proactive to maximise impact.   Establishing a knowledge of good practice from within the FCDO, the Civil Service and an in the Diversity, Equity and Inclusion (DEI) field more broadly will be important from the outset to provide professional advice to senior colleagues and influence organisational change. 

The successful job holder will be someone who can understand the culture and context and, through careful and considered participatory analysis, analyse the situation and advise on actions. They must have excellent communication skills, be able to communicate with a range of stakeholders holding different roles in the organisation.

Essential on arrival:

  • Proven track record in employee relations, organisational development and leadership development.
  • Experience of managing a diverse and distributed group of stakeholders.
  • Experience of working with multicultural and multilingual teams and groups. Strong intercultural/cultural awareness and conflict resolution skills.
  • Degree educated in Human Resources, DEI (diversity, equity and inclusion), Learning and Development, Organisational Development or related field.
  • The successful candidate will also have strong IT skills and proficiency in using MS Office (Word, Excel, PowerPoint, Teams, and Outlook) and web-based applications
HR Professional Accreditation (CIPD or equivalent)
Seeing the Big Picture, Changing and Improving, Leadership
28 September 2022
Grade 7 (G7)
Permanent
40
South Asia & Afghanistan
India
New Delhi
British High Commission
1
INR
INR 235,471 per month plus 12% Provident Fund and 6% Superannuation Fund
1 November 2022

For British High Commission candidates, the Country Based Staff BHC Terms & Conditions will apply.

Basic Salary will be INR 235,471 per month together with a 12% provident fund and 6% Superannuation Fund

Additionally the BHC offers a great benefits package that includes annual domiciliary medical cover, plus a Group Hospitalisation Scheme with INR 500,000 floater cover for your immediate family.

No relocation or any other related costs or assistance will be provided.

Please note - BHC does not deduct tax at source and employees are required to ensure that any requirements of local income-tax law are complied with in full. Employees who are not liable to pay local income tax on their Mission salary, eg. some non-local national staff and some spouses or partners of UK diplomatic staff, will have their salaries abated by an equivalent amount.    

The BHC is recognised as a good employer, with a robust, fair and transparent performance management & appraisal system linked to increments and staff bonuses. We have a 5-day working week, plus annual leave, public holidays, maternity leave provision, special leave, paid sick leave provision; ample development opportunities, travel opportunities, a good organisational culture, and excellent work/life balance. 

Around half of our work forces are women.  We treat people with respect and equality and have a policy of zero tolerance for any form of discrimination, bullying, or harassment. 

This is a good opportunity to be part of a strong, diverse team, working in the biggest network that FCO has anywhere across the globe. We are aiming to make it the best.

Note : All applicants are required to mandatorily fill the complete online application form including the employment and educational details, experience segment and the behaviour based questions. We will be thoroughly reviewing the application forms only for all the required details. Forms that are incomplete in any respect will not be considered while shortlisting for the next stage.’’

To Apply: 

Please note applications without (a) and (b) will not be considered.

A.    Complete the Online Application Form

B.    Complete the Experience and Behaviour based Segment in the Online Application Form

Internal candidates applying for this position need to upload their appraisal forms for the previous 2 years (if applicable) and also inform their current line managers, else the applications will not be considered.

We will accept only online applications by 28th September 2022 (latest by 23:55 hours IST).

Please note that all the applicants will be required to strictly adhere to the security guidelines for British High Commission

Employees who are not liable to pay local income tax on their Mission salary may have their salaries reduced by the equivalent local income tax amount. 

Please note - Provident Fund Transfer in and out from EPFO is not possible as BHC PF is managed by a private PF trust governed by Indian Income Tax Act, 1961. The staff still has the option to transfer out and in from a privately held PF trust which are not governed by EPFO.

Applicants who do not have the required qualification & experience should kindly abstain from applying, as their applications will not be considered.

Only shortlisted candidates will be contacted and no telephone enquires will be dealt with.

The appointment will be subject to Police Verification and other checks including references, medical, educational and professional.

We welcome all applications irrespective of age, race, colour, gender, disability, sexual orientation, religion, belief or creed. We are also open to applications from people who want to work flexibly.

Please be aware that you will only be able to apply to vacancies for Country Based Staff roles with the British Government through this official tal.net site (operated by Oleeo). Jobs may be advertised on third party websites, however our adverts will always link back to the official tal.net site. If you complete and send an application through any other site, we will not receive it.

This opportunity is closed to applications.