Auh - Regional Inclusion Advisor (G7)

2 weeks ago

Abu Dhabi, United Arab Emirates Foreign & Commonwealth Office Full time

Job Description (Roles and Responsibilities)

The British Embassy Abu Dhabi has a vacancy for a Regional Inclusion Advisor (RIA) on a fixed-term contract for three (3) years.

This role is an exciting opportunity to make a real difference to one of the Foreign, Commonwealth and Development Office’s (FCDO) top priorities - to promote inclusion and positive/ pro-social behaviours, and prevent and reduce bullying, harassment, and discrimination.

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.

The jobholder will support 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 jobholder will be line managed by the Dignity and Respect Team Leader in the Inclusion Unit, and they will work closely with the London-based HR Business Partner team, the Regional HR Hub Head, and the International Academy (IA). This role is part of a distributed team working globally and flexibility is essential to connect with the team and support posts across the region. Some regional travel may be required to build relationships with staff and leadership in posts in the regional network.

**Duties and responsibilities**:
**_ Regional responsibilities_**
- **Implementation**
- ** Organisational development and culture**:working with leaders and groups and provide strategic consultancy support to Posts/ Missions 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**:support a culture of conflict competence and informal resolution of issues, e.g., 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**:provide 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.
- **Design and development**
- 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.
- **Analysis**
- 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.

**_ Global responsibilities_**
- **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.
- **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

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