Regional Inclusion Advisor, G7, New Delhi

Job Description (Roles and Responsibilities)

**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
- 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

**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%)**:
**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 t