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DEI Consultant


The Women’s Refugee Commission (WRC) works to improve the lives and defend the rights of refugee and internally displaced women, children, and youth. As an advocacy and research organization, WRC is dedicated to bringing about systemic changes that lead to greater respect for the rights of uprooted women, children, and youth. The organization strives to effect policy and programmatic change with broad, worldwide impact. We are a team of 40+ staff located primarily in New York City and Washington, DC.

WRC is in the process of ensuring the organization is more diverse, equitable, and inclusive. We are seeking a consultant with expertise in change management, organizational culture change, and leadership skill-building to help us advance our DEI efforts. The Consultant will help develop a thoughtful and strategic approach that balances staff’s ongoing workload with the critical work that needs to take place using the available human and financial resources.

Scope of Work

  1. Conduct a desk review of existing documents, reports, audits, and policies, including hiring practices, to ensure concrete understanding of existing diversity, equity, and inclusion (DEI) and operational landscape.
  2. Assist WRC staff across the organization, including internal working groups and leadership, to unpack and develop a shared understanding of what equity, diversity, and inclusion mean in an organization like WRC and craft a written document laying out those meanings for WRC.
  3. Assist the organization to unpack staff expectations and perceptions and how WRC will address issues around trust, transparency, and inclusive decision-making and how these issues are connected to DEI. Develop a shared understanding of these terms and how they apply to WRC and develop a mechanism for how to measure whether we have reached a shared understanding.
  4. Lead discussions and activities around what makes a healthy workplace and positive organizational culture; what staff value and want in WRC’s workplace culture; and how staff at all levels contribute to such. Apply the learning into accountability measures in the deliverables.
  5. Provide technical expertise on the human resource policies and management that are foundational for DEI in the organization.
  6. Lead a visioning and action-planning process on how WRC will achieve a healthy workplace with policies and a positive organizational culture that centralizes diversity, equity, inclusivity, and respect within WRC’s organizational success with measurable objectives and benchmarks, plans for data collection, identified roles and responsibilities, semi-annual review processes, and accountability mechanisms.

Potential Activities

  • Workshops and/or retreats for all staff.
  • Workshops for leadership and management-level staff.
  • Coaching and behavior change activities for leadership staff.
  • Long-term strategy and roadmap for achieving a healthy workplace and positive organizational culture, including methods to monitor and evaluate a variety of areas, e.g., organization policies, hiring practices, staff retention, continued staff education, etc.

Scope of Work

  1. A comprehensive review of existing WRC policies, practices, and internal structures with (1) specific, actionable recommendations for changes needed to advance DEI and a positive work culture for all staff, particularly the inclusion and retention of staff from underrepresented groups; and (2) a proposed accountability framework defining roles and responsibilities in effecting the recommended changes.
  2. A 5-year action plan with (1) defined objectives and priorities, (2) proposed activities and timeline, (3) benchmarks for measuring success, and (4) an articulated accountability structure to assist WRC management identify and implement necessary changes to foster a positive, diverse, equitable, and inclusive workplace culture. This should include work that is internal to WRC (e.g., developing an internal communications plan to promote transparency or integrating DEI into performance management for leadership and managers), as well as our external-facing efforts (e.g., revising our philosophy on fundraising/development to align with DEI principles, if needed).
  3. A set of recommendations tailored to WRC’s leadership and managers, accompanied by ongoing support (e.g., leadership coaching) for a period of one year, on effective change management practices to institutionalize a healthy and positive work environment for staff and DEI as a leadership priority and to advance accountability of WRC leadership.

Reports to: Executive and Operating Team(s)
Position: Temporary
Location: NYC but temporarily remote due to COVID
Closing Date: Until filled

How to Apply

Interested candidates must submit a cover letter along with a proposal via this link.


The Women’s Refugee Commission is an equal opportunity employer. It is our policy to ensure equal employment opportunity without discrimination on the basis of race, sex, color, national origin, gender identify, sexual orientation, age, religion, marital status, veteran status or disability. Qualified applicants from all backgrounds are encouraged to apply. The Women’s Refugee Commission is a registered 501(c)(3) non-profit organization.