Consultant for Strengthening Environmental and Social Safeguards in the Enterprise Development Fund (EDF)

Introduction

Established in 1951, IOM is a Related Organization of the United Nations and the leading UN agency in the field of migration. Working closely with governmental, intergovernmental and non-governmental partners, IOM promotes humane and orderly migration for the benefit of all. It saves lives and protects people on the move, drives solutions to displacement, and facilitates pathways for regular migration, while providing services and advice to governments and migrants. 

IOM is committed to fostering a respectful, inclusive and supportive workplace where all employees can thrive professionally and feel valued. By creating such an environment, IOM aims to better harness the full potential of migration and strengthen its support to people on the move.

IOM invites candidates from diverse backgrounds to apply and provides reasonable accommodation throughout the recruitment process when required. Learn more about IOM’s workplace culture at IOM workplace culture | International Organization for Migration

Project Context and Scope

As a part of economic recovery and basic service improvement of conflict affected, climate and other
economic affected areas in Iraq, IOM Iraq implements the Enterprise Development Fund (EDF) to support economic development and sustainable job creation within small and medium sized enterprises (SMEs).

A key component of the EDF grant which requires further strengthening is the implementation and management of Environmental & Social Action Plans (ESAP), which aim to mitigate environmental and social risks in the SMEs funded by the EDF, as well as improving staff safety and wellbeing.

Under the direct supervision of the Project Officer (Livelihoods), and in close collaboration with the  Senior Livelihoods Technical Assistant, the Consultant (Environmental and Social Risk Management) will support the operationalisation and strengthening of the ESAP within EDF through a combination of:

a)    Impact assessment of existing ESAP implementation under the EDF
b)    Desk review and refinement of ESAP technical processes
c)    Development of sector-specific and item specific minimum standards and tools
d)    Capacity building of both EDF Technical and Operational Teams

The consultant will ensure that ESAP is implemented within the EDF in a feasible, practical, and effective manner, aligned with ESMF guidelines and Iraqi legislation in both the Kurdistan Region of Iraq (KRI) and Federal Iraq (FI). This includes conducting an impact assessment of ESAP implementation, developing sector-specific standards, designing monitoring tools, and delivering capacity building for EDF Technical and Operational Teams.
 

The consultant will be responsible for the following phases:

Phase 1: Desk Review and ESAP Impact Assessment: 

• Desk review of the existing end-to-end process for the provision of ESAP funding as part of the EDF grant, including drafting of plans, approvals, field implementation, disbursement of ESAP budget, monitoring and reporting. Identify gaps, bottlenecks and areas for improvement in these current processes.  Develop a report evaluating the quality and consistency of ESAP plans previously implemented under EDF.
•  Conduct field visits to EDF-supported businesses across diverse sectors and governorates to assess the implementation and effectiveness of ESAP measures in mitigating social risks and compliance with ESMF requirements. 
• Collect qualitative and quantitative data during these visits through interviews with business owners, staff, and site observations on the state of its infrastructure. 
• Produce an ESAP Impact Assessment Report identifying key findings from the above, lessons learned and actionable recommendations. 

    Phase 2: Development of ESAP Systems, Standards, and Tools for EDF 

•  Based on the report and assessment findings from ‘Phase 1’, develop sector-specific minimum standards for    ESAP plans, aligned with ESMF guidelines, Iraqi legislation and feasibility based on allocated budget. 
• Develop clear guidance on appropriate ESAP measures and interventions tailored to the main sectors covered    by EDF for EDF Technical Team to implement. These standards must then be embedded into new or existing Standard Operating Procedures (SOPs) and enforced during the EDF process. 
• Develop monitoring tools and templates to enable EDF Technical Teams to assess ESAP compliance and effectiveness, in collaboration with the EDF Project Officer. 
• Validate research findings and proposed amendments through consultation with relevant IOM EDF technical      and operational staff and make any adjustments accordingly.  
•  

Phase 3: Capacity Building of EDF Technical & Operational Team Capacity to Identify & Resolve Risks through EDF

• Design and deliver a Training of Trainers (ToT) programme for EDF Technical Team, building staff capacity to     identify risks, appropriate ESAP measures and monitor ESAP compliance to ensure quality implementation by operational staff.
• Training of EDF operational field teams to ensure understanding of updated SOPs, tools and sector-specific guidelines.  

• Accompany EDF operational field teams to implement based on updated guidelines, as well as EDF technical validation and provide feedback as necessary. 

Objectives of the Assignment The main objective of this consultancy is to develop the Environmental & Social Action Plan component of the EDF grant, to maximise grant impact on the implementation of tailored, sector-specific interventions in the interest of improving staff safety and wellbeing, whilst mitigating risks of environmental impact, complemented by an impact assessment of previous implementation.

Tangible and measurable outputs of the work assignment

•     Quality, clarity and practicality of recommendations identified in the ESAP Impact Assessment Report
•     Relevance and feasibility of recommendations and sector-specific, item-specific and geographically specific standards. 
•     Successful integration of the desk review and impact assessment findings into EDF SOPs and tools 
•     Effective capacity building of staff, with demonstrated staff understanding of ESAP implementation
•     Timely delivery of all outputs. 
 

Required Qualifications and Experience

Education, Experience and/or skills required

•  University degree in Environment Engineering, Environmental Sciences/ Environmental Studies or at least 5 years relevant working experience. 
•    Must have prior experience of working with Environmental & Social Management Framework (ESMF)’s in a humanitarian context. 
•    Familiarity with the Iraq context and experience working in Iraq is highly desirable. 
•    Familiarity and/or experience with livelihoods, SME development or economic recovery programming is desirable. 
•    Strong writing and research design skills, with the ability to express and report results in a concise and clear manner to technical and non-technical audiences. 
 

Languages

For this consultancy, Fluency in English is essential, and working proficiency in Arabic and/or  Kurdish is highly desirable. 

Proficiency of language(s) required will be specifically evaluated during the selection process, which may include written and/or oral assessments.

Travel required
Travel is required for this consultancy. This consultancy will be based in Iraq and will require travel to locations across Iraq where the EDF is implemented. All personal travel-related expenses, including airfare and subsistence, will be covered by the consultant. All work-related travel expenses within Iraq will be covered by IOM.

Note:  As part of your application, please submit a financial proposal outlining your approach and fees to complete the assignment.
 

Required Competencies

IOM’s competency framework can be found at this link. Competencies will be assessed during the selection process.

Values - all IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – behavioural indicators

• Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
• Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Notes

IOM covers Consultants against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Consultants are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work. 

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

IOM only accepts duly completed applications submitted through the IOM e-Recruitment system (for internal candidates link here). The online tool also allows candidates to track the status of their application.

No late applications will be accepted. Only shortlisted candidates will be contacted.

For further information and other job postings, you are welcome to visit our website: IOM Careers and Job Vacancies