Consultant inclusion assessment & workshop facilitation

 
  1. Background and purpose

Trias is an international NGO working with organizations of farmer and non-farmer entrepreneurs in Asia, Latin America, Africa, and Europe. We support these organizations so that they can act as powerful catalysts for social and economic change towards an equitable economy and a just society.

Inclusion is a core element of Trias’ worldwide advocacy as stipulated in the Trias Strategy Note 2022-2031. As Trias is supporting member-based organisations to integrate the needs, qualities and perspectives of women, youth and other underprivileged people in their strategies, policies, budgets and activities, it is essential that inclusion, safety and belonging are part of the organizational culture of our staff.

Trias Brussels currently consists of 29 staff members. In January 2021 we established a working group on inclusion (6 staff members) that aims to assess and nourish the culture of inclusion at the Brussels office, and to develop a contextualized inclusion plan and an evaluation system to measure progress with regards to inclusion. The inclusion working group of Trias Brussels works closely with all other teams in the Brussels office to strengthen inclusion in different processes.

Trias Central America has a lot of experience in facilitating processes that nourish inclusion and transform unequal power relationships through gender-transformative approaches.In the past they have supported Trias South America and Trias Southeast Asia by providing workshops catered to the needs and context of teams, organisations and communities in these regions. The Central American team of Trias will be supporting Trias Brussels and the consultant of this project in a similar way.

 

  1. Background of the consultancy

 

  • Support with the roll out of an assessment of the state of inclusion, diversity, equity, accessibility and social access (IDEAS) at the level of staff members at Trias Brussels office (both relationships internally in Trias Brussels as well as the relationships of staff members of Trias Brussels with colleagues in the other regions).
  • Support with the facilitation of an inclusion workshop that is tailor-made to the needs and expectations of the staff members of Trias Brussels (as expressed in the inclusion assessment designed and facilitated by the consultant). If travel restrictions allow, this inclusion workshop will be facilitated by the Trias Central American team. In this case the consultant will take up a supporting role during the workshops (Option A). If travel would not be possible, the consultant will be the main facilitator of the workshops. In that case the Trias Central American team would take up a supporting role during the workshops (Option B).

The expected outcome of this consultancy is the conduct of an assessment which analyses and draws upon data already gathered in the Trias Employee Satisfaction Survey and earlier diversity plans, alongside further information collected through interviews (conducted virtually) with Trias staff and ex-staff members. Analysis from this assessment will be used to prepare an inclusion workshop of three days and to inform the regional plan for inclusion, diversity, equity, accessibility and social justice (IDEAS) at Trias Brussels.

 

  1. Expected results

 

The final objective of this consultancy is to cocreate a context-sensitive process at the Brussels office of Trias.

The expected result of this consultancy is the submission of a final assessment report with regards to inclusion, diversity, equity, accessibility and social justice (IDEAS) on the level of staff working for Trias Brussels, and on the level of the relationships between staff members from Trias Brussels office with staff members of the other regions. The report should be developed through a participatory process, which considers existing resources, experiences and perspectives of Trias staff members and volunteers.

This process should consist of the following:

  • Review of existing Trias-materials related to inclusion, diversity, equity, accessibility and social justice (IDEAS), including the Trias gender trajectory that was designed by Trias Central America, in order to become familiar and understand the inclusion processes that exist in Trias,
  • Conducting interviews (virtually) with Trias staff members and ex-staff members to understand the strengths, weaknesses, opportunities and threats for an inclusive organizational culture,
  • Collection and analysis of the needs and expectations of the Trias staff members with regards to nourishing an inclusive organizational culture,
  • Identify the main milestones (those already taken and those that still need to be taken) for Trias to become a more inclusive, diverse, equitable, accessible and socially just organization.
  • Preparation of the facilitation of an inclusion workshop in close collaboration with the inclusion advisors of Trias Central America and Trias Brussels,
  • Facilitation of a physical 3-day inclusion workshop (depending on Covid-19 restrictions for group events and travelling) with participatory methodologies and experiential learning that supports staff to develop knowledge, behavior and skills on how to mainstream inclusion, diversity, equity, accessibility and social justice in our culture, work and our organisational community (with a focus on the relationships within Trias Brussels, but also the relationships between the staff of Trias Brussels with staff in the other Trias regional offices),
  • Drafting the final assessment report that contains an analysis of the organizational capacity for inclusion mainstreaming, as well as the next steps to be taken to institutionalize inclusion, diversity, equity, accessibility and social justice in our culture, work and organizational community.

 

 

  1. Methodology and approach

 

The process must be participatory and transformative. It is important that safe and inclusive places are created to guarantee the meaningful participation of Trias staff members throughout this process. The participants should also be encouraged and challenged to act as agents of sustainable change.

The key research questions of the assessment are:

  1. “How inclusive, diverse, equitable, accessible and socially just is the culture, work and organisational community at Trias Brussels?”
  1. “What should (still) be done for our culture, work and organisational community to become more inclusive, diverse, equitable, accessible and socially just?

The assessment process is not merely looking at the cognitive realities (the head) in the lives of staff, but also at their behavior, feelings and attitudes (the heart) and skills (the hands) with regards to inclusion.

The consultant will collaborate with the inclusion working group and the institutional inclusion advisor of Trias Brussels and the inclusion advisors of Trias Central America to finetune a concrete assessment and workshop plan.

 

  1. Timeline

 

The expected timeline is as follows; please note that this may be subject to slight change:

 • September 2021: review of existing materials related to inclusion, diversity, equity, accessibility and diversity

• September 2021: conducting interviews with Trias staff and ex-staff members to gather perspectives and experiences to inform the assessment and to prepare the inclusion workshop

•  September 2021: Analysis of data and interview responses and drafting of assessment of the staff’s needs with regard to inclusion, and the expectations for the inclusion workshop

• September - October 2021: Preparation inclusion workshop (in collaboration with inclusion advisors from Trias Central America and Trias Brussels)

 • October 13 – 15, 2021: Facilitation of inclusion workshop (in collaboration with inclusion advisors from Trias Central America and Trias Brussels)

• October - November 2021: Writing the final assessment report

 

  1. Budget

The consultant is to provide an estimation of their fee for this work, not exceeding 7000 EUR (inclusive of VAT). The total expected time investment is around 12 working days.

The final costs will be agreed on post estimation and discussion. We understand that estimates will vary based on different ideas and approaches; please provide an estimate with a proposed selection of options. This fee should cover all expenses related to the project, including working time and any related expenses and all communication costs.

Terms of payment (instalments) and time of payment will be discussed prior to signing the contract.

 

  1. Profile of consultant

 

Trias is looking for a consultant with a background in the mainstreaming of inclusion, diversity, equity, accessibility and social justice (IDEAS), and know-how in designing and facilitating inclusion assessments.

  • Skilled in nourishing safe, inclusive spaces to transform an organizational culture,
  • Experienced in facilitating processes of experiential learning that encourage personal reflection (head, heart, hands) on inclusion and raise awareness on power in our relationships,
  • Commitment to participatory approaches in training and evaluation,
  • Familiar with the gender-transformative approaches to development,
  • Expertise in addressing unconscious biases and micro-behavior at the workplace (in recruitment, selection, organizational culture, relationships, …),
  • Ability to analyze and present data in an easily digestible format,
  • Experience in conducting evaluation interviews,
  • Ability to conduct interviews in Dutch, Spanish and English as essential. French optional.
  • High degree of empathy,
  • Eagerness to contribute to a process organisational decolonization.

 

 

 

  1. How to apply

 

Please send your applications by 22 August 2021 with reference to “Inclusion - assessment & workshop facilitation” to Nick Vanden Broucke via nick.vandenbroucke@trias.ngo

Applications should include:

  • Your cv,
  • A short cover letter explaining how you meet the criteria for the assessment (in English or Dutch),
  • A one-pager to pitch the approach you propose for this consultancy,
  • A budget indication (including a breakdown of total costs, number of hours),
  • If applicable, examples of relevant previous evaluation reports you have produced,
  • Please also do provide 1 recent reference.

We believe that exclusion disproportionately hurts the most underprivileged people in society — including women, young people, persons with migration or working class backgrounds, LGBTIQ+ people, etc.  We believe that these communities must be centered in the work we do. Hence, we strongly encourage applications from people with these identities or who are members of other underprivileged communities.