Request for Proposal – MSI Asia Pacific Diversity, Equity and Inclusion Consultancy

The Organisation
MSI Asia Pacific (MSIAP), its entities and affiliates, are a specialist sexual and reproductive health, non- governmental organisation (NGO) working in Australia, Asia and the Pacific to ensure the fulfilment of sexual and reproductive health and rights (SRHR) of all people.

At MSI Reproductive Choices we are unapologetically pro-choice. We believe that every person has the right to make choices about their own body and future. As one of the world’s leading providers of contraception and safe abortion care, we give everyone the means to do so. Across 36 countries, we provide high quality, safe services, and work with advocacy to create an enabling environment, so every client has safe access to services when and where they are needed.

MSIAP serves as the Public Engagement and Project Management office for MSI in Australia and the Asia Pacific region. Working with key institutional donors including Australian Government (DFAT) and New Zealand Government (MFAT), Foundations and individual supporters, MSIAP oversees a number of projects across Asia and the Pacific.

MSI is committed to creating an inclusive environment with a workforce which is representative of the communities we serve.

We’re proud to be an equal opportunities employer and give equal consideration to all qualified applicants without regard to race, ethnicity, religion, gender, gender identity or expression, sexual orientation, national origin, disability, or age. We are committed to promoting equality and safeguarding the welfare of all team members and clients, with a focus on vulnerable groups.

The consultancy:
MSIAP is at once the Asia Pacific regional subsidiary of the MSI Reproductive Choices global partnership, and an Australian NGO. We are governed by a Board of Directors which oversees the Executive Officer who manages a team of 17 employees in total, inclusive of a team of 4 senior managers.

MSIAP is located separately to MSI Australia (MSIA), the Australian clinical business. However, MSIAP currently purchases some corporate services from MSIA, including Human Resources support. We are guided by many of the global standards set out by the MSI Global Support Office as well as local policies set by MSIA. MSI Asia Pacificwants to ensure our organisation prioritises DEI and takes a forward thinking and holistic approach throughout our: HR policies, practices and strategies, workplace culture, and leadership. MSIAP would like to engage a consultant to help us develop a DEI strategy and roadmap which guides us towards meaningful change, with clear goals/commitments, actionable steps, and measurable outcomes.

Key to the work will be, current best-practice in Australian workplaces, recruitment and retention, workplace culture/cultural safety, and compliance with DFAT Accreditation and ACFID Code of Conduct requirements. With MSIAP building up to our DFAT Accreditation assessment in 2026, this will be an important consideration throughout all work undertaken.

As part of this process, the consultant may suggest tasks such as:

• Assessing Organisational Culture: Evaluating current diversity, equity, and inclusion levels through surveys and interviews with key stakeholders.
• Training and Educating: Offering training on topics such as bias, allyship, leadership, anti-racism, affirmative recruitment and retention, etc.
• Audit Policies and Processes: Ensuring fair and inclusive recruitment, performance, and compensation practices.
• Building Inclusive Leadership: Helping leaders foster inclusive practices, accountability, and anti-racism, and continually increasing representation with leadership renewal.
• Employee resources for cultural safety: Building employee resources and safe spaces for underrepresented groups, including opportunities for early career professionals and supporting employee career pathways.
• Measuring Progress: Tracking diversity, equity, and inclusion progress through metrics and regular assessments.
• Advising on Diverse Recruitment: Providing inclusive recruitment strategies to attract, retain, value and platform diverse talent.
• Creating Inclusive Environments: Promoting workplaces where everyone feels valued and respected, including continuously improving anti-racism and anti-discrimination practice.
• Ensuring Cultural Safety: Creating an environment where people feel respected, safe, and able to express their whole selves without fear of discrimination or harm.
• Resolving Conflicts: Providing procedural guidance or support for resolving diversity, equity, and inclusion-related conflicts constructively.
• Suggest opportunities for broader integration: Provide recommendations for incorporating practice throughout people and culture including recruitment, retention, professional development, early career mentoring and broader leadership and governance.
• Delivering Tailored Diversity, Equity, and Inclusion Documentation: Developing content with clear goals, timelines, and metrics, outlined below.

Terms of Reference
Objectives
We are undertaking this work to:

• Increase equity, fairness, and anti-racism: Create fair systems and policies that provide equal opportunities, address systemic barriers, and actively combat racism within the organisation.
• Build an inclusive, culturally safe workspace: Build a culture of belonging where all employees, especially Aboriginal and Torres Strait Islander people, and people of colour, are respected, safe, and supported to express their whole selves.
• Enable diversity and representation: Increase the genuine representation of underrepresented groups, including governance and leadership roles, across all areas of the organisation.
• Enhance and build on pillar 3 of the Strategic Plan: Strengthen and operationalise the initiatives within Pillar 3 of the MSI Asia Pacific strategic plan, aligning DEI efforts with broader organisational goals to ensure long-term impact and recommendations for short term, medium term and longer term action between now and 2030.

Key deliverables
The following deliverables are suggested, though other suggestions are also welcome which may further enhance the objectives above:

1. A workplan for key deliverables: A detailed plan including:
   • Timelines, outlining key tasks, outputs and timeframes,
   • Key internal or external stakeholders building on the list below,
   • Links to the MSI Global, MSI AP Strategic Plans,
   • Links to the Reconciliation Action Plan,
   • Links to the MSIAP GEDSI policy and principles.
   • Inputs needed at each stage from MSI AP, for delivering a DEI strategy (2025-2030) for MSI AP
   • Any other critical things proposed by the consultants.

1. Publish key findings from a DEI Audit: Gather data through surveys, focus groups, practice and policy reviews to assess the current state of DEI. Inclusive of:
   • internal gender and disability audit,
   • cultural safety and inclusivity assessment,
   • review of HR policy suite/handbook to identify areas for integration. Review of current practices against DFAT and ACFID industry standards and compliance indicators.
   • Any other critical things proposed by the consultants.

1. Deliver DEI Strategy Document: Publish an organisational DEI strategy document in line with best practice principles and practice knowledge.
2. Develop DEI Policy: Review and update organisational DEI policy content in the Employee Handbook. If/where related procedures are required, procedural documentation may also be provided or incorporated into the action plan.

1. Deliver DEI Action Plan: Including clear goals, timelines, and key performance indicators with link to the MSI Asia Pacific Strategic Plan. The document set out organisational commitments, including role ownership and accountability for the Strategy, plus mechanisms for review.

1. Deliver DEI Report: Present a final DEI consultancy report with key recommendations which may not be located within the Strategy Document or Action Plan document, including any additional needs for workforce development, training, organisational development or other people and culture investment. Recommended budget and links to potential providers or products are welcome.
2. Integrated DEI Support and/or Training: Deliver people and culture support and training to key stakeholders below, as identified in the process above, with suggestions for further training required.

Please note that the consultancy is flexible and open to amendments based on the expertise of consultants and suggested best practice. Applicants are encouraged to tailor their proposal as they see fit.

Please view the position description attached to the EthicalJobs advert for a thorough outline of the role and evaluation criteria.

Information Required in Proposal
With reference to the Terms of Reference outlined above, please provide a short proposal that addresses the following areas.

Consultant’s Details

·       Business Name

·       ABN

·       Address

·       Phone

·       Email

Programme Information

·       Ability to meet the Terms of Reference

·       Proposed methodology

·       Approximate time/hours/days allocated to deliverables

·       Ability to meet the timeline nominated (or present reasonable timeline)

Expertise and Experience

·       Demonstrated expertise in DEI strategy development, preferably in the non-profit or SRHR sector.

·       Experience conducting DEI audits and facilitating inclusive stakeholder engagement.

·       Strong understanding of Australian workplace diversity standards and compliance requirements.

·       Proven track record of developing practical, actionable DEI frameworks.

Fee Schedule

·       An estimate of the project fees including:

o       the capped fee for the project

o       the hourly or daily rates that form the basis of the capped fee

o       anticipated out of pocket expenses, including a proposed cap

·       Please show all fees and expenses inclusive of GST

References

·       Details of 2 referees relevant to the delivery of HR or DEI related services

Response Close Date

·       Please submit your response to [email protected]

If you have any questions in relation to this Request for Proposal, please contact the person nominated below.

Name: Ellie Brolly

Position: Team Coordinator

Email: [email protected], using the subject line: Diversity, Equity and Inclusion Consultancy – Flexible Location enquiry

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