Job Description

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

The consultant will be responsible for developing a standardised induction training manual for IOM cultural mediators1 deployed across the Europe and Central Asia (ECA) region followed by the delivery of a tailored pilot training in Ireland. The consultant will be responsible for designing a comprehensive, practical and modular induction package that defines the core knowledge, skills, and ethical principles required for cultural mediators in IOM operational contexts, with particular attention to migration management, border procedures, reception settings as well as procedures of the EU Pact on Migration and Asylum, and other topics identified by the mission in Ireland.

The assignment will include a review of existing IOM guidance, manuals and training materials, as well as relevant good practices from selected country-level cultural mediation projects, in order to identify transferable elements and gaps. Based on this analysis, the consultant will develop a structured induction training manual that can be used as a regional baseline, to be complemented by country specific adaptations where required. In addition to the baseline, the consultant will be required to develop top-up modules specific to the needs of IOM Ireland’s cultural mediators, including topics such as trauma-informed communication, protection, referral pathways, professional boundaries, confidentiality, self-care, prevention of vicarious trauma, and deliver a tailored pilot training in Ireland.

 

The consultant will work under the overall supervision of the Chief of Mission in Ireland and the direct supervision of the Immigration and Border Governance (IBG) Head of Unit, with the technical guidance of the Mental Health and Psychosocial Support (MHPSS) unit in Ireland and

the Regional Office for Europe and Central Asia. The assignment is deliverable-driven and will result in (1) a validated induction training manual and associated materials, supporting the consistent onboarding and professionalisation of cultural mediators across the region, and; (2) a tailored training package and pilot training delivered to IOM Ireland’s cultural mediators.

 

Project Context and Scope

 

Across ECA, cultural mediation has become an established component of IOM programming in migration management, particularly within Immigration and Border Governance, reception and protection contexts. Despite the fact that the role and scope of cultural mediators vary by country, IOM applies a consistent operational understanding: cultural mediators facilitate communication between migrants and authorities by addressing linguistic, cultural and procedural barriers, preventing misunderstandings and mitigating tensions in transit, reception and destination settings. Unlike interpreters, cultural mediators are expected to understand both the cultural background of migrants and the legal and administrative frameworks of destination countries, allowing them to support more effective and humane migration procedures.

 

In the ECA region, cultural mediators are most commonly deployed at borders, hotspots, reception facilities and immigration services, where they support identification and registration processes, explain procedures, and contribute to smoother interaction between migrants and frontline officials. A core function across all contexts is the early identification of vulnerabilities, including unaccompanied minors and victims of trafficking, and referral to appropriate protection and psychosocial services. In several EU Member States, cultural mediators have also supported authorities by reducing workloads and waiting times through improved communication and procedural clarity, demonstrating the added operational value of cultural mediation beyond purely linguistic and cultural support.

 

From a regional perspective, while a number of ad hoc and country-specific training initiatives for cultural mediators have been implemented across Europe and Central Asia, these efforts have remained fragmented and project-driven, without a shared baseline framework. In Ireland specifically, IOM provides cultural mediation support to international protection applicants at different stages, including during their initial application, substantive interviews, and within reception centres, mediating for MHPSS service provision and providing practical support and information throughout the asylum process. As at the regional level, cultural mediation training in Ireland is delivered in an ad-hoc and fragmented manner.

 

To address this gap, IOM aims to develop a standardised induction training manual for cultural mediators, applicable across missions and operational contexts, with a tailored training package to be piloted in Ireland. The purpose of this induction training is to establish a common foundation of core competencies, ethical standards, roles and responsibilities for all IOM-deployed cultural mediators, while allowing for contextual adaptation at country level. The development of this standardised induction package will support quality assurance, consistency of service delivery and professionalisation of the cultural mediator role across the ECA region.

Responsibilities

• Demonstrated understanding of cultural mediation in migration contexts, including roles, ethical considerations and operational environments within IOM programming.
• Ability to apply relevant international standards, organisational frameworks and IOM core competencies in the development of induction training content.
• Ability to collaborate effectively with stakeholders and incorporate feedback from diverse actors, including Steering Group members, regional thematic experts and field colleagues.
• Ability to clearly communicate findings, analyses and proposed training structures to technical and non-technical stakeholders.
• Development of comprehensive, coherent and professional analytical inputs, including mapping results and a well-reasoned proposed structure for the induction training manual.
• Proposing practical, feasible and operationally relevant solutions for a standardised induction training applicable across different country contexts.
• Demonstrating creativity and innovation in the design of training approaches, while ensuring usability and scalability across the ECA region.
• Adherence to agreed timelines and deadlines for all deliverables.

Qualifications

Required Qualifications and Experience

Education

• Advanced university degree (Master’s or equivalent) in a relevant field such as migration studies, social sciences, education, international relations, law or a related discipline; or a first-level university degree with extensive demonstrated experience in cultural mediation, training development or migration-related programming

Experience

• At least five years of experience in a professional thematic consultancy, i.e experience in migration-related programming, including experience in cultural mediation, intercultural communication, and demonstrated experience in developing training or capacity-building materials.

 

Languages

For this consultancy, fluency in English is required (oral and written).

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

Travel required

 

While the consultancy is primarily home-based, travel to Ireland (Dublin) will be required. IOM will reimburse these costs.

 

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

Required Skills

Job info

Contract Type: Consultancy (Up to 11 months)
Org Type: Country Office
Vacancy Type: Consultancy
Recruiting Type: Consultant
Grade: UG
Is this S/VN based in an L3 office or in support to an L3 emergency response?: No