Under the direct supervision of the Head of PIU, the Diversity and Inclusion Officer (Gender) supports the Project in 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 FPs and contractor(s) 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 PIU and TPMA to regularly monitor the ECA and other 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 provides support on training and awareness, data analytics and monitoring of gender-related policies. The Diversity and Inclusion Officer (Gender) will be required to travel across all project sites considering the low profile missions.
Job Overview
Location
Kabul
Nationality
Afghan
Category
Other
Employment Type
Full Time
Salary
Not disclosed
Vacancy Number
VA No. 3497
No. of Jobs
1
City
Kabul
Organization
UNOPS
Experience
A minimum of 2 years of relevant experience in gender, women’s empowerment and/or diversity management.
Contract Duration
Ongoing ICA – ‘Open-ended, subject to organizational requirements, availability of funds and satisfactory performance
Gender
Male/Female
Education
Bachelor's degree or equivalent: 2 years of relevant experience
Closing Date
2026-06-30
About UNOPS
Job Description
Job Requirements
Role Purpose
The Diversity and Inclusion Officer (Gender) supports the Project in ensuring that project design and implementation adhere to a principled approach, actively engaging women as service providers and beneficiaries. This role focuses on integrating gender equality and social inclusion, mitigating risks, monitoring relevant indicators, and developing and overseeing the Sexual Abuse and Exploitation/Sexual Harassment (PSEA/SH) Action Plan, thereby enhancing the project's impact and sustainability for all beneficiaries.
Functions / Key Results Expected
1. Gender and Diversity Mainstreaming
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Support the project in the implementation of 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.
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Support all Project components in all aspects of gender equality and social inclusion. - Ensure FPs hire and retain adequate numbers of female staff and that FPs follow the UNCT Mahram policy that accounts for additional costs of women working (transport, Mahram costs, etc.).
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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.
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Ensure that FPs regularly consult with female staff and with community women to understand if they feel safe participating in the project activities and work with the FPs to develop strategies that help minimize any risks to women workers and beneficiaries.
2. Monitoring, Reporting, and Risk Mitigation
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Support the process of assessing community compliance with the ECA, and of monitoring and reporting on continued adherence.
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Verify FP and TPMA reports of women’s participation with spot checks in the field.
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Support the project to collect, compile, analyze and report on the gender-disaggregated data on the inclusion of women, physically or mentally challenged persons, IDP/returnee, very elderly and other most vulnerable groups in the project beneficiary selection and project benefits.
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Input to FP and TPMA monitoring protocols and guidelines to ensure that gender and inclusion data is collected and that indicators are appropriately monitored.
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Closely monitor and inform the Management 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.
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Advise the design of the project GRM, including in-person, accessible complaint uptake channels for women and girls.
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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.
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Assist the project in the implementation and compliance with the Project’s SEA/SH Action Plan, in accordance with the agreed timeline and budget.
3. Capacity Building and Advisory Support
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Ensure that the overall training materials of the project are gender-sensitive and contextualized for project coverage areas.
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Support the project in gender-focused training for the Project Team, FPs and Contractors.
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Provide transactional support in training management and all project personnel, FPs, Contractors key personnel in the project’s gender and diversity norms.
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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.
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Perform other related duties as required by the Head of PIU.
Skills
Communication, Data Analysis, Diversity & Inclusion, Policy Analysis, Training
Competencies
Treats all individuals with respect; responds sensitively to differences and encourages others to do the same. Upholds organisational and ethical norms. Maintains high standards of trustworthiness. Role model for diversity and inclusion.
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.
Demonstrates understanding of the impact of 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).
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.
Open to change and flexible in a fast paced environment. Effectively adapts 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.
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.
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.
Education Requirements
Required
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Bachelor's degree or equivalent: 2 years of relevant experience
Desired
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Specific gender-focused training by the UN, World Bank or international non-governmental (INGOs) organizations.
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Training in PSEA and demonstration of understanding of the basic tenants of the PSEA framework.
Experience Requirements
Required
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A minimum of 2 years of relevant experience in gender, women’s empowerment and/or diversity management.
Desired
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Experience working with the World Bank, UN agencies or other donor agencies, government ministries, and/or non-governmental organizations (NGOs).
Language Requirements
| Language | Proficiency Level | Requirement |
|---|---|---|
| English | Fluent | Required |
Submission Guidelines
Submission Email
https://careers.unops.org/careersmarketplace/JobDetail/3497
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