Diversity, Equity and Inclusion and Gender Consultant(s)

REQUEST FOR PROPOSALS

Diversity, Equity and Inclusion and Gender Consultant(s)

Project – Organizational Diversity, Equity, Inclusion and Gender Audit

Application deadline31 July 2020

BCCIC invites proposals from qualified applicants to conduct two related but distinct organizational audits by the Fall of 2020. The British Columbia Council for International Cooperation (BCCIC or Council) requires a Justice, Equity, Diversity, and Inclusion (JEDI) audit or assessment of BCCIC staff, Board, and programs and a Gender-Based Analysis+ (GBA+) assessment of BCCIC’s capacity and performance on gender equality programming (including a review of our membership’s capacity building needs in this area). Information received from the assessments will be used to guide decisions related to internal training and development as well as external programming for BCCIC Members. The Council is open to proposals that combine these assessments or that are limited to either one of them. Qualified applicants must be based in or near Vancouver, BC.

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BACKGROUND

BCCIC has been in operation since 1989, and serves a network of more than 140 committed individuals, organizations, and institutions that are engaged in global development, social justice, and solidarity work to create a just, equitable, and sustainable world. BCCIC facilitates and engages its network members and other British Columbia-based international development agents to build relationships, share knowledge, and develop capacity to deliver innovative, inclusive programming that advances gender equality in support of Canada’s Feminist International Assistance Policy action areas and the United Nations Sustainable Development Goals (SDGs).  It also seeks to raise the awareness and deepen the meaningful engagement and contribution of British Columbians on key global issues.

BCCIC’s strategic plan mandates that BCCIC professionally govern and manage its programs and services effectively. This includes considering how internal operations and external programming and partnerships uphold, apply and benefit from the principles and good practices in diversity, equity and inclusion.  BCCIC is soliciting proposals for audits that will assess the current state of our organization and programs and provide recommendations to enable us to be more inclusive, equitable and diverse organizationally. We would especially like to address any existing barriers to full participation and contribution from marginalized groups, such as women, youth, newcomers to the country, single parents, seniors, racialized minorities, Indigenous peoples, people with disabilities, and LGBTQ2S+ and non-binary individuals[1] in BCCIC’s operations, programming and activities.  As BCCIC is committed to the Feminist International Assistance Policy, we would especially like to identify and assess our own understandings and practice of feminism as an organization.

Our work strives to promote the doctrine that no one be left behind, as advocated for by the United Nations Economic and Social Council (ECOSOC). ECOSOC maintains that it is not enough to address inequality by focusing on those “left behind” at the bottom. Rather, a “generalized shift” is needed to transform deeply rooted systems of wealth, decision-making, and governance that have been and continue to be based on unequal distributions of wealth and decision-making power.

BCCIC has a staff of 6 permanent employees, 14 Chapter Regional Coordinators and Steering Committee members, 11 board members, and between 20 and 40 volunteers or interns at any given time. BCCIC has around 35 full organizational members, 12 affiliate members, and 98 individual members.

SCOPE OF WORK and DELIVERABLES

BCCIC seeks to have two distinct but related audits / assessments conducted.

First, BCCIC invites proposals to conduct a full organizational assessment of Council practices and internal climate around justice, equity, diversity, and inclusion (JEDI).

Second, we seek an assessment of BCCIC’s performance and capacity on gender equality, to inform decisions related to internal training and development on gender equality and women’s empowerment, as well as external programming for BCCIC members (capacity development).

Both assessments would involve BCCIC Board, staff, Chapter Regional Coordinators and Steering Committees, interns, volunteers, and sub-contractors when appropriate. The GBA+ assessment may also involve a survey of our membership regarding their capacity development needs regarding gender equality.

Specifically, the Council expects the JEDI audit to involve the following at the very least:

  1. A review of Human Resource policies and practices, program plans, activities and reports, and any other relevant data and documents;
  2. A 360-degree participatory assessment involving staff, Board, Chapter Regional Coordinators and Steering Committee members, interns and volunteers and other stakeholders where appropriate;
  3. Interviews and focus groups of the various stakeholders, potentially including a survey of BCCIC members;
  4. A SOAR (Strengths – Opportunities – Aspirations – Results) analysis or a similar appreciative methodology;
  5. A report and presentations that present findings and provide recommendations to the Board, staff, and volunteers.

We expect the GBA+ analysis to involve the following at the very least:

  1. A review of relevant data and documents;
  2. Consultation with BCCIC management Board, staff, regional coordinators, volunteers, interns and sub-contractors;
  3. Interviews and focus groups of the various stakeholders, potentially including a survey of BCCIC members;
  4. Analysis of the collected information using Gender-Based Analysis+;
  5. A report and presentations that present findings and provide recommendations.

To conduct an audit of internal capacity on gender equality, BCCIC recommends using Oxfam Canada’s Toolkit for Transformative Organizational Capacity Building or a similar tool that adopts an integral approach.

The successful consultant must also consider the following principles:

  1. Efficiency – BCCIC would like to ensure that these two processes are conducted with efficiency and minimize redundancies.
  2. Rigour – BCCIC values these processes and would like to ensure that they are conducted with rigour within the limits of our capacities and resources.
  3. Survey fatigue – BCCIC is mindful of the survey and consultation fatigue that it has observed and heard about from its members.
  4. Innovation – BCCIC encourages innovation in its research and programming and would like proposals to reflect this commitment to creativity and innovation.
  5. Transparency – BCCIC is committed to transparency and self reflection and would like to ensure that the results of the process are open to the public and to membership scrutiny.

Deliverables

Conduct an analysis and develop a baseline assessment report of BCCIC’s current organizational practices and level of JEDI and/or GBA+ awareness and competency (Literature review, data and document review; interviews, consultations etc… to be completed by September 25)

Draft report – This would include

    • Executive summary
    • Reference list
    • Preliminary findings of the JEDI and GE assessments particularly those that relate to how the organization’s structure, policies, documents, and programs support and/or hinder its efforts towards JEDI and Gender Equality
    • Areas for further investigation
    • insight and knowledge on JEDI and/or GBA+ best practices in the field, with a particular focus on non-profit and government agencies
    • Initial recommendations to strengthen JEDI and/or GBA+ capacity to shape and execute BCCIC’s operations, explicitly identifying opportunities for improvement with suggestions regarding how to prioritize and operationalize those improvements

(Full audit and draft report to be completed by October 9)

Presentation and Consultation on draft findings and initial recommendations – The draft report will be presented to BCCIC management, staff and Board. The initial recommendations will be discussed and fleshed out in this consultation session.

Final Comprehensive Report – on findings as well as corresponding recommendations for implementing change; the report must be inclusive of the assessment methodology and tools utilized throughout the audit to ensure validity and reliability in repeat assessments (Final report to be completed by October 30)

Online presentation of results to BCCIC members

BCCIC hopes to complete these assessments by late Fall 2020 in order to inform internal and external strategic planning and programming by Winter 2020/2021.

BUDGET

The outlined scope of work shall not exceed $7500 in associated fees. All material costs, transportation, parking, taxes, or other expenses should be outlined in the proposed budget submitted with the proposal. Any additional subcontracts related to trainings or outsourced fees must be included in this budget. No additional costs will be reimbursed unless previously included or agreed upon by both parties prior to incurring the expense.

REQUIREMENTS FOR PROPOSAL PRESENTATION

Please send a complete proposal to Laurel Wayne-Nixon, Office Manager and Partnership Development, at laurel@bccic.ca, by 11:59 p.m. PDT on July 31, 2020.

Proposals should be submitted in PDF format and must include the following elements, in order.

  1. COVER LETTER

Briefly describe the proposed team structure, relevant experience, and qualifications.

  1. CONTACT INFORMATION

Provide the applicant’s full name; organization (if appropriate); contact information, including business address, phone number, email; and website (if appropriate).

  1. JEDI and/or GBA+ ASSESSMENT/IMPLEMENTATION EXPERIENCE

Provide brief narrative examples of the applicant’s experience with other organizations seeking this type of assessment and/or training. Include samples of previous reports or recommendations developed for similar projects.

  1. SCOPE OF WORK

Provide a concise technical proposal that outlines how the applicant intends to provide the services requested in this RFP. Describe the process for conducting the necessary assessment, including conceptual framework, sampling, methodology, ethical considerations, outputs, and a tentative timeline/workplan for implementation.

  1. COST

Provide a proposed budget for the scope of work, including an estimated number of hours. As part of the proposed budget, list each individual who may perform services and their title, the proposed hourly rate, and the level of involvement anticipated for each component.

  1. RÉSUMÉ

Append résumés of each individual who will provide services under the proposal, as well as a written description of the individual’s experience and role in the work to be done.

  1. REFERENCES

Include names and contact information for three professional references, preferably clients who have utilized the applicant’s services on matters related to organizational equity, diversity, inclusion and transformation.

EVALUATION AND AWARD PROCESS

BCCIC shall evaluate each proposal that is properly submitted. After submission and review of proposals, interviews (phone or in-person) will likely be requested beginning August 10, 2020. Selection of a consultant will be based on the following criteria:

  1. Experience and qualifications of the applicant in performing equity, diversity, and inclusion consultation for organizations of similar size. The consultant(s) should have a proven track record of research, policy, capacity development and/or other programming experience in relation to diversity, equity, inclusion, justice, and gender equality, with experience in a related field.
  2. Successful applicant(s) should have a Gender-based Analysis+ (GBA+) certification and/or should demonstrate an in-depth understanding of intersectionality as it pertains to power, positionality, and identity in the context of gender equality, equity, diversity, and inclusion.
  3. A demonstrated knowledge of BCCIC’s mission and vision.
  4. Clarity, thoroughness, and responsiveness to RFP requirements.
  5. Capacity and time to take on and complete work within the desired time frame.

BCCIC is committed to diversity, equity and inclusion. Applicants from diverse backgrounds are encouraged to apply and voluntarily self-identify in their applications. The strictest confidentiality will be maintained with all applications, to which only the recruitment committee will have access.

Applications for proposals are due July 31, 2020 at 11:59. If there is an influx of many great candidates, interviews may be conducted the week of August 3rd, 2020. Applicants will be notified of their success by August 17, 2020.

POINTS OF CONTACT

Applicants may contact  Sara Michel (sara@bccic.ca) with any questions or for additional information regarding this RFP. Proposals are to be submitted to Laurel Wayne-Nixon, Office Manager and Partnership Development at laurel@bccic.ca.

 

[1] Canada’s 2018 Voluntary National Review report submitted to the High-level Political Forum on Sustainable Development noted key marginalized groups in the country that the Canadian government deems as the focus of the application of the Leave No One Behind principle of Agenda 2030.  See here for a definition of the principle.