REQUEST FOR TRAINING ON DIVERSITY, EQUITY AND INCLUSION AT OXFAM NOVIB (NL) At Oxfam Novib

Table of Contents

1 Project Background 3

1.1 Oxfam Novib 3

1.2 Background and rationale 3

2 Project Definition 4

2.1 Product requirements 4

2.1.1 Output results 4

2.1.2 Outcome results 4

2.2 Specifications And Requirements 5

2.3 Pricing/Details Required 5

3 Purchase procedure 5

3.1 Procedure 5

3.2 Administrative criteria 5

3.2.1 Deadlines 5

3.2.2 Contents of quotation 5

3.3 Award criteria 6

3.4 Selection and assessment 6

4 Code of Conduct 6

5 Disclaimers 6

6 ANNEXES 7

1. Project Background
   1. Oxfam Novib

Do you want to fight for equality? Tackling inequality at its roots, together with colleagues, our partner organizations and activists in more than 90 countries? To change the systems behind it, once and for all!

Oxfam Novib stands behind the people who stand up for equality. Together, we fight for a world where everyone has equal opportunities, regardless of gender, ethnicity or skin color. A world where everyone feels safe; where income gaps are shrinking instead of growing, where climate change is tackled in a firmer and more honest way.

For more information on Oxfam Novib please visit our website.

1. 1. Background and rationale

Considering the leading role we have in fighting injustice and unravelling power and privilege, we believe we need to actively work with staff on issues related to power and privilege incl. racism.

We feel that training staff is an organizational ambition we have formulated in

• our Diversity Equity and Inclusion priorities, and
• our feminist principles

Furthermore, it will be of great added value to other initiatives already existing within Oxfam Novib such as the Decolonization of Aid group, the Equal Partnership group, Promoters of Activism, the Viral Change superspreaders group and the Horizon II Planning group.

1. Project Definition
   1. Product requirements
      1. Output results

• To have all Oxfam Novib staff (>300 people) participate in an (mandatory) awareness raising session followed by one or more group discussions.
• A group of interested people will be trained further on anti-racism to become facilitators of discussions on the topic. These facilitators will not be experts but will have enough knowledge and skills to organize and facilitate ‘uncomfortable’ group meetings and will be participants in discussions as well (leading by example). This means daring to show vulnerability and questioning one’s own (racist) behaviour.
• This new group of facilitators will organize regular intervision[1] meetings with groups of max. 10 people to discuss specific topics around power and privilege including racism during the course of the year. The groups should support a form of peer learning that helps create a safe and reflective space to tackle issues regarding racism and other forms of discrimination. It should promote learning from your colleagues through self-reflection improving the learning culture in the organisation as well. The facilitators in a group will remain connected over a longer period to build mutual trust and create safe spaces in which own (mis)behaviour can be unpacked and discussed.
• Both the training and intervision take the personal privileges as a starting point to avoid keeping it too abstract or not something that affects us. This might otherwise lead to hiding within/behind the system/organizational culture.
• 1. 1. Outcome results
• Awareness raising, understanding and sensitivity enhanced amongst all Oxfam Novib staff in The Hague around concepts incl. blind spots, (white) privilege, unconscious bias, white fragility, while saviourism and biological/ethnic/bodily/cultural/behavioural racism.
• Self-reflection regarding discriminatory statements and/or behaviour are openly and timely discussed with all The Hague staff.
• A better understanding and recognition of racism from an intersectional perspective (gender identity, class, level of education, national origin, sexual preference etc.).
• 1. Specifications And Requirements
• Starting point will be an all-staff training session of around 2 hours on what Power and (White) Privilege means.
• Another training of 2 hours for the facilitators of about 10 intervision groups of each 10 persons. The facilitators will be given guidance on how to facilitate difficult/ courageous conversations.
• 1. Pricing/Details Required
• The detailed specifications of services to be supplied (contents, shape/format, etc.).
• Item prices, total prices, final total price of €5,000 excl. VAT.
• Preferably the all staff training will be conducted in September 2023or else in October 2023.

[1] The intervision method is a form of peer learning that helps create a safe and reflective space amongst teams to tackle a common challenge or problem. You’re learning from your colleagues. Using intervision develops a learning culture in the organisation.

We could call intervision a form of reflective group supervision. Intervision differs from supervision in the hierarchy and the level of exchange between professionals. Supervision consists of training others and seeing them and their work from above. Intervision, on the other hand, is learning from others and seeing them and their work from within, together and mutually. Terms such as peer learning, peer assistance, group supervision, etc. are also used to refer to intervision. This activity is usually performed by four to six people.

Intervision is a peer-led method that doesn’t require an outside expert. All participants are employees, on the same level, and participate in sessions that aim towards helping each other understand and solve a problem. At the end of every intervision, participants find new and helpful ways of addressing an issue in the work context or space. Their issue could be about conducting better usability testing or how to set roadmap priorities without feedback, for example. https://www.mindtheproduct.com/intervision-learn-how-to-collaborate-differently/