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Sustainable Development Goals (SDG)

Dear SDG actors,

What are the inspiring breakthroughs and success stories that illustrate SDG implementation? What are the good practices that can be replicated and scaled up? What are the gaps and constraints and how should we address them? Looking ahead, what steps should we take to accelerate progress?

To help answer these and other questions, UN DESA circulated a call for submissions of SDG-related good practices or success stories from Member States, the UN system and stakeholders – and received more than 600 suggestions! After a vetting from an interagency panel of experts, the first batch of good practices have been released on a searchable online database (//sustainabledevelopment.un.org/partnerships/goodpractices), featuring more than 400 submissions. More SDG good practices will be made available as the review is finalized. Our intention is to periodically issue a Call for Submissions of good practices, so if you missed this round, there will be another opportunity in the future.

To search the submissions including by sorting them by individual SDGs, click here and select the “SDG Good Practices” checkbox under the “Action Network & Databases” section in the left column. There is also a search bar for searching by country name or organization name.

We hope that this database will be useful in pointing out projects and initiatives being done to implement the SDGs around the world, and inspire others to take action.

Best regards,
UN DESA Division for Sustainable Development Goals

SIOP I-O Job Network: Make Your Summer Job Search Simple

If you find yourself looking for a new job, make your search a little easier with the SIOP I-O Job Network. The I-O Job Network provides two features that will simplify your job search:

1) Find jobs relevant to your field all in one place. The I-O Job Network offers jobs posted by employers specifically looking for candidates with I-O related skills.

2) The I-O Job Network allows you to post your resume. Give yourself a break and let potential employers reach out to you!

If you have questions, please e-mail siop@siop.org

United Nations Careers – Vacancies

Intern – Human Resources (unpaid, full-time)
Office of Coordination of Humanitarian Affairs
Requirements: Enrolled in graduate degree program, or be in final academic year at a university program, fluency in oral and written English
Due date: 29/June/2019
IO Keywords: workforce management and capacity gap identification, talent management and development, performance management, change management or recruitment strategies
//careers.un.org/lbw/jobdetail.aspx?id=100672&Lang=en-US

Intern – Humanitarian Affairs (unpaid, full-time)
Office for the Coordination of Humanitarian Affairs
Requirements: Enrolled in graduate degree program, or be in final academic year at a university program, fluency in oral and written English
Due date: 28/December/2019
IO Keywords: Researches, analyzes, and presents information gathered from diverse sources; assists in organization of meetings, seminars, workshops; assists in outreach and coordination with a wider set of partners
//careers.un.org/lbw/jobdetail.aspx?id=106089&Lang=en-US

Human Resources Officer
United Nations Logistic Base
Application Deadline: 11/May/2019
Job ID: 114663
Duty Station: Brindisi
//careers.un.org/lbw/jobdetail.aspx?id=114663&Lang=en-US

Evaluation Officer (Management and Programme Analyst)
Office of Internal Oversight Services
Application Deadline: 17/May/2019
Job ID: 114049
Duty Station: New York
//careers.un.org/lbw/jobdetail.aspx?id=114049&Lang=en-US

Programme Management Officer
Office of Counter-Terrorism
Application Deadline: 22/May/2019
Job ID: 113852
Duty Station: New York
//careers.un.org/lbw/jobdetail.aspx?id=113852&Lang=en-US

Programme Officer, Gender and Disability
Department of Management Strategy, Policy and Compliance Office of Human Resources
Application Deadline: 11/May/2019
Job ID: 113877
Duty Station: New York
//careers.un.org/lbw/jobdetail.aspx?id=113877&Lang=en-US

Programme Management Officer
Department of Peace Operations
Application Deadline: 8/June/2019
Job ID: 114933
Duty Station: New York
//careers.un.org/lbw/jobdetail.aspx?id=114933&Lang=en-US

Alliance for Organizational Psychology

Whether working in consulting, academia, industry, or government, the niche field of Industrial- Organizational (IO) psychology is growing. The Bureau of Labor Statistics projects an 8.4% increase between 2016 and 2026. Despite this growth, many students remain unaware of careers available within I-O psychology and gravitate toward less science-practitioner fields.

In an effort to educate students, the team at Psychology.org has created a series of comprehensive guides that explore I-O psychology degrees, licensure, and careers.

You can read the guides here:

Guide to Industrial-Organizational Psychology Degrees: //www.psychology.org/online-degrees/industrial-organizational-psychology/

Guide to Psychology State Licensure: //www.psychology.org/online-degrees/

Guide to Industrial-Organizational Psychology Careers: //www.psychology.org/careers/industrial-organizational-psychologist/

It’s time to vote in the 2018 GOHWP Elections!

Voting is now open!

To vote, please click on the link below, or copy and paste it into your browser. If you are a full member, you’ll be asked to vote for the chair, vice chair, and 3 board members at large. If you are a student member, you will vote for the aforementioned positions, as well as a student representative

//xavier.co1.qualtrics.com/jfe/form/SV_3WS1IeOkXbNKpdH

Or, the short form:

//tinyurl.com/2018ElectionGOHWP

The election will be open until Saturday, October 27th. We will announce the new GOHWP Executive Board shortly thereafter.

Thank you for your participation in this important process!

Sincerely,

Morrie Mullins, on behalf of the GOHWP Leadership Team

Organizational Democracy

From GOHWP Member Matt Grabowski, IUPUI Doctoral Candidate, USA

 

Democracy is a cornerstone in western society. Many major governments operate utilizing the principles of democracy such that their citizens are encouraged to participate in their government and that the voice of the people can be heard. Though it has its flaws, we consider democracy to be superior to any other form of governance, yet organizations often do not operate by these principles.

 

Even organizations that employ thousands of people are usually governed by just a handful who use their resources as they see fit, even if their actions are not in the best interests of the majority. It seems counterintuitive to believe that people collectively should have control over how they are governed in greater society but not in the businesses they spend nearly one third of their life working. The concept of organizational democracy differs entirely from the typical hierarchical power structure by bringing many of the same principles we use in a democratic society into the organization.

 

Organizational democracy is exactly what it sounds like. It is employing the principle of “one person, one vote” into the workplace to ensure a voice is given to all workers. Organizational democracy is not as simple as just giving everyone a chance to vote on certain topics, this is a system that is built into the structure of the organization that guarantees the power of the majority. Specifically, employees in democratic organizations are tasked to participate in all levels of decision making with equal weight, and this is considered part of their responsibilities to the organization. These decisions range from simple proximal things (e.g. employee PTO or the purchasing new equipment for their department) to large scale decisions (e.g. what products/services will the company offer and how the profits are distributed).

 

A few companies exist using this type of model. The most notable example, Mondragon is worker cooperative federation which is made up of 261 companies and co-operatives (including a university) which collectively employ 74,335 people. The company was founded in Spain over 60 years ago and now operates internationally. As a democratic system, members of the co-operative federation participate in decision making collectively by form of a congress in which the members are elected to their positions to represent their respective co-operative members. While some members of the organization may hold a higher elected position, even lower member still get to participate with their vote being equally weighted.

 

The bulk of the research on organizational democracy is theoretical and comes from outside the field of psychology. Research in sociology and economics seems to focus on the larger impact of democratic organizations within society, but research at the organizational level and the individual level seems limited. Research from applied psychology fields have addressed the effects of culture and structure on democracy in the workplace, attitude and motivational differences of employees in democratic organizations versus non-democratic organizations, and even the effects of democracy on a few behaviors like organizational citizenship behaviors. This leaves ample opportunity for continuing research for I-O, especially on the “I” side such as considerations for hiring, performance appraisal, and training just to name a few topics. Plus, given the broader implications of organizational democracy increasing equality and the general welfare of people, this should be a topic to further explore in the HWP realm as well.

 

In summary, organizational democracy would mean bringing our societal form of governing down to the organizational level. Though this seems like an odd and unusual form of running an organization this organizational structuring exists and there is evidence that it is effective. We in the I-O and HWP fields have only begun to explore this topic and much more research still needs to be done! If democracy is the key to participation and equality, then organizational democracy is the next logical step in our society.

 

Further readings

 

Weber, W. G., Unterrainer, C., & Hoge, T. (2008). Socio-moral atmosphere and prosocial and   democratic value orientations in enterprises with different levels of structurally anchored participation. German Journal of Research in Human Resource Management, 22, 171-194. doi:10.1177/239700220802200205

 

Wegge, J., Jeppesen, H., Weber, W., Pearce, C., Silva, S., Pundt, A., … Piecha, A. (2010). Promoting work motivation in organizations: Should employee involvement in organizational leadership become a new tool in the organizational psychologist’s kit? Journal of Personnel Psychology, 9, 154-171. doi:10.1027/1866-5888/a000025

 

The Sociological Quarterly Volume 57, Issue 1 (the whole issue is on democracy at work)

 

A link to Mondragon’s website

 

GOHWP-relevant Grant Opportunities!

The following were shared with GOHWP by Professor Stuart Carr, and we wanted to share them with you!

Future of work

Russell Sage Foundation, US

This supports innovative research on the causes and consequences of changes in the quality of jobs for less- and moderately-skilled workers and their families. Awards are worth up to USD 150,000 each over two years.

Maximum award: USD 150,000

Closing date: 20 Aug 18 (recurring)

 

Non-standard employment grant

Russell Sage Foundation, US

This supports innovative social science research on the causes and consequences of the increased incidence of alternative work arrangements in the US. Awards are worth up to USD 150,000 each over two years.

Maximum award: USD 150,000

Closing date: 20 Aug 18 (recurring)

 

Social inequality

Russell Sage Foundation, US

This supports research on the effects of economic inequality on social, political and economic institutions, and on equality of opportunity, social mobility and the intergenerational transmission of advantage. Grants are worth up to USD 150,000 per project, for a maximum of two years.

Maximum award: USD 150,000

Closing date: 20 Aug 18 (recurring)

Geospatial Research Scientist, The Center For Policing Equity

The Center For Policing Equity
Geospatial Research Scientist

New York, NY

About The Center For Policing Equity

The Center for Policing Equity is a research and action think tank that, through evidence-based approaches to social justice, conducts research and uses data to create levers for social, cultural and policy change.

Position Description

The Center for Policing Equity is looking for a skilled quantitative researcher with a focus on geospatial data and science as well as a passion for research on race and policing. The Geospatial Research Scientist will focus primarily on producing high-level scholarship and public reports that leverage aggregated data from the uniquely robust and ever-growing National Justice Database. The National Justice Database is the first and largest database on police behavior in the country (e.g., vehicle stops, pedestrian stops, use of force, complaints against officers).

Key Responsibilities

  • Conduct advanced quantitative analyses on policing data, and contribute to reports and academic research articles relevant to the intersection of law enforcement and issues of racial and gender equity, with a focus on the spatial distribution of police behaviors and racial disparities.
  • Help to develop, maintain, and maximize the utility of the nation’s first and largest database of police behavior data.

Qualifications 

  • PhD/ABD, (exceptional candidates with M.A. or M.S. will also be considered) in a relevant field (e.g., Geography, Criminology, Demography, Political Science, Sociology, Epidemiology, Psychology, Data Science), with an interest in social science and law regarding policing and social justice
  • Published research articles focused on policing and/or race
  • Experiences in geospatial research—using shape files; matching overlapping geo-coded data; using data from the U.S. Census and related agencies; analyzing spatial clustering, spatial lags and autocorrelation measures; creating maps using ArcGIS or other GIS software.
  • Superior research skills; strong quantitative and analytic skills

Experience with geocoded data and multi-level modeling (using Stata, SAS, SPSS, R and/or Python)

See more at: //leaderfit.catsone.com/careers/index.php?m=portal&a=details&jobOrderID=9583480

UN Women: HR Recruitment Consultant

New York, NY

Company Location

Job description

BackgroundUN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.Duties and ResponsibilitiesHR Consultant Will Be Providing The Following Services

  • Provision of support to the review of job descriptions and post establishment process;
  • Provision of support to the recruitment and selection processes including preparation of vacancy announcements, screening candidates, coordination and chairing of panel interviews;
  • Provision of guidance to hiring managers on recruitment processes;
  • Preparation of interview panel summary reports and documentation for submission to review bodies;
  • Conduct reference checks and other assessment tools to assist in the selection of candidates;
  • Preparation of necessary statistics and/or analysis and other briefs for senior management;
  • Coordination and collaboration with HR Specialists on recruitment activities;
  • Maintenance of recruitment related data for management planning;
  • Contribute to the review of recruitment and staffing policies, procedures, methods, tools and associated systems to ensure its applicability and efficacy in operational management.

Competencies

Core Values

  • Respect for Diversity;
  • Integrity;
  • Professionalism.

Core Competencies

  • Awareness and Sensitivity Regarding Gender Issues;
  • Accountability;
  • Creative Problem Solving;
  • Effective Communication;
  • Inclusive Collaboration;
  • Stakeholder Engagement;
  • Leading by Example.

Please visit this link for more information on UN Women’s Core Values and Competencies: //www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-employment-values-and-competencies-definitions-en.pdfEducationRequired Skills and Experience

  • Masters degree or equivalent in social sciences, psychology, business, human resources management, or related field.

Experience

  • At least 5 years of experience in the area of human resources, including experience in the area of recruitment for international organizations;
  • Knowledge of the United Nations policies, procedures and practices, particularly those related to human resources and operations;
  • Ability to work in a multi-ethnic environment with sensitivity and respect for diversity, including gender balance;
  • A high sense of confidentiality, diplomacy and urgency is required.

Languages

  • Excellent oral and written communication skills in English are required;
  • Knowledge of another UN language would be an asset.

Application

  • All applications must include (as an attachment) the completed UN Women Personal History form (P-11) which can be downloaded from //www.unwomen.org/about-us/employmen;.
  • Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment.

NoteIn July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women’s empowerment.

Seniority Level

Associate

Industry

  • Nonprofit Organization Management
  • Government Administration
  • Financial Services

Employment Type

Full-time

Job Functions

  • Human Resources