Technical Competency
Understanding Gender, Diversity and Context
Anchoring the Competency into Recruitment Processes
Step 1: Integrating it into existing frameworks and procedures
For those with no existing Competency Framework, this is relatively simple and is does not require integration or finding an equivalent within your own system. For those with Competency Frameworks, such as the UN, European Personnel Selection Office (EPSO) and other agencies and organisations, you can find a table below of associated values, behaviours or competencies within other frameworks to allow you to incorporate and test this competency within an equivalent in your existing system.
| Murad Code Technical Competency | UN System (Old Values and Competencies, New Values and Behaviours) | Other systems |
|---|---|---|
| Understanding Context, Social and Cultural Norms |
Old: Respect for Diversity, Client Orientation
New: Inclusion, Humanity, Adapt and Innovate |
UN Women: Awareness and Sensitivity to Gender Issues, GBV Core Competencies: Cultural Competency, Commitment to Gender Equality, Able to Adapt to Context |
Step 2: Adding language into your vacancy announcement, job description and Terms of Reference
In order to anchor this technical competency within the recruitment process, and onwards into expectations in terms of job performance, it is important to include wording in your vacancy announcement, job description and terms of reference. Some model wording for this competency is included below.
In the job/position tasks and responsibilities section:
“Provide technical support within team and to partners for the conduct of gender analysis OR to integrate gender-inclusive approaches into program design and implementation.”
“Conduct a gender and intersectional analysis of the context/conflict and integrate it into planning and design for this work.”
“Support the integration of gender-inclusive and intersectional responsive approaches into program design and delivery.”
“Ensure gender, cultural and contextual competency built into team, design and planning for this work.”
“Adaptation of work to localise and contextualise planning and approach.”
“Prepare a cultural and contextual approach protocol for this work, to include gender, age and culturally sensitive communications.”
In the qualifications/experience section - what we are looking for?
“Commitment to Gender Equality: Committed to promoting gender equality, integrating gender analysis, and mainstreaming it into programming/activities.”
“Cultural Context Understanding: Possesses a solid understanding of the legal, social, cultural and economic context for this work.”
“Contextual Analysis Skills: Capable of critically analysing contexts, trends and risks related to SCRSV.
“Complex Context Understanding: In-depth knowledge of the complexities surrounding [migrants, refugees, and internally displaced persons (IDPs)] who are survivors of sexual violence.”
“Strong cultural competency and understanding of the unique challenges faced by sexual violence survivors in this context.”
“Excellent interpersonal and communication skills, with the ability to build rapport and trust with clients from diverse backgrounds.”
“Working knowledge of legal providers, social services, public benefits, community organizations, health care systems, and related human services in the locality strongly preferred.”
Step 3: Designing written tests or interview questions which assess this competency
One of the most useful ways of understanding a candidate’s competencies is to set either case scenarios or hypothetical examples to understand what they would do and how they would do it. You can also test technical knowledge through written assessments. These can all be tailored to the relevant field of work or specific job. A few broad examples are provided below, both as written tests and for interview questions.
Sample written test examples
Hypothetical (can be based on relevant context and job requirements):
You have been asked to conduct a rapid gender analysis on the conflict in [x], what are your main areas of interest and what are your methodological considerations and concerns?
You have been assigned the task of designing and planning SCRSV data collection work in a context which is highly patriarchal and in which women are significantly disenfranchised, what steps would you take to ensure the work is designed to be culturally sensitive, gender-informed and survivor-centred?
Technical:
What does ‘intersectionality’ mean in the context of SCRSV, and how does it shape your approach to this work?
How do you balance respecting cultural norms with ensuring that survivors’ rights and voices are upheld? And where would you draw the line if cultural norms and survivor rights were irreconcilable?
Sample interview questions
Give us an example of when you considered gender or cultural dynamics in your work. What was the context, and how did it affect the outcome?
Can you tell us about a time when the cultural norms seemed to be in direct conflict with a survivor-centred approach, how did you address this and what did you learn?
In your view, why is it important to integrate gender and diversity considerations into CRSV data collection and analysis?
How do you apply gender-informed approaches to your work? OR What specific tools, frameworks, or methodologies have you used to ensure your work is gender-informed?
Can you give a concrete example of how intersectionality has changed the way you approached a piece of work?