Diversity, Equity and Inclusion (DEI) Assessment

Background and purpose

RED NOSES International (RNI) is an international non-profit foundation using the art of healthcare clowning to promote emotional wellbeing, social inclusion and creative empowerment to people in need of joy. As part of its 2030 Strategy, RNI has committed to conducting its first-ever group-wide Diversity, Equity and Inclusion (DEI) Assessment. The assessment is intended to be practical, realistic and action-oriented: it will surface what is already working well across the network, identify risks and gaps, and propose a focused set of priority areas for the remainder of the strategy cycle.

RNI is commissioning an external evaluator or team to design and lead this assessment. Given the sensitivity and complexity of Diversity, Equity and Inclusion topics — and the importance of objectivity and cultural safety — external expertise is considered essential. At the same time, the RNI Research and Learning Department intends to remain actively involved as an operational partner throughout the process, retaining ownership of key decisions.

Overview of RED NOSES International

RED NOSES International is a non-profit foundation with over 30 years of experience in healthcare clowning. It acts as the coordinating body for a network of 11 local RED NOSES organisations operating across Europe, Jordan and Palestine, with the Emergency Smile programme extending to crisis-affected regions globally, coordinated by an International Office based in Vienna, Austria. Through the art of clowning, RED NOSES promotes emotional wellbeing, social inclusion and creative empowerment across four programme areas — Healthcare, Disability Inclusion, Older Citizens, and Humanitarian Response — delivered across different contexts: hospitals, care homes, schools and humanitarian settings.

RED NOSES brings together around 750 people — clown artists, programme and operational staff, and leadership teams at both national and international levels — across multiple countries and cultural contexts, primarily in Central and Eastern Europe, with additional presence in Jordan, Palestine, and humanitarian settings worldwide. The network spans significant generational diversity, with long-standing staff and newer colleagues working side by side, sometimes under different contractual arrangements. The organisation's audiences are equally varied: children in hospitals, people with disabilities, older citizens living with dementia, individuals affected by crisis and displacement, and the professionals who support them. A further layer of complexity comes from the clown artistic work itself — the clown figure inherently plays with stereotypes, boundaries, and social norms, raising specific questions about how Diversity, Equity and Inclusion principles translate into practice on stage. This breadth of roles, contexts, cultures, generations, audiences, and clown artistic practice makes a DEI lens both essential and genuinely difficult to apply consistently across the whole organisation.

About the Diversity, Equity and Inclusion Assessment

RED NOSES has always been committed to the values of inclusion, respect and human dignity — these are embedded in our values and our programme work. However, the organisation has not yet conducted a systematic, group-wide review of how Diversity, Equity and Inclusion is understood, practised and governed across its network.

This assessment is a genuine learning process — a first attempt to understand where RED NOSES stands on Diversity, Equity and Inclusion: what is already working well, where there are risks and gaps, and what a realistic set of priorities for the 2030 strategy cycle could look like. Given that this is RNI's first Diversity, Equity and Inclusion assessment, the scope and framing should be understood as exploratory. The evaluator will play an active role in helping RNI define and refine what Diversity, Equity and Inclusion means in its specific ecosystem, and in identifying which dimensions of Diversity, Equity and Inclusion are most relevant and useful to examine.

The Diversity, Equity and Inclusion Advisory Panel

To strengthen the quality, relevance and inclusivity of the assessment, RNI intends to establish a Diversity, Equity and Inclusion Advisory Panel — a diverse group of office staff and clown artists drawn from across the RED NOSES network, representing different countries, functions, roles and lived experiences. The Panel will serve as a structured source of diverse internal perspectives throughout the evaluation: acting as informants, sounding boards and sense-making partners at key moments in the process.

The Advisory Panel will be established by RNI, with active guidance from the evaluator. Specifically, the evaluator will advise on how the Panel should be composed — recommending profiles and diversity criteria as well as the overall size of the Panel — and on how to minimise the risk of internal bias in the selection process. RNI will make the final decisions on Panel membership. Once the Panel is confirmed, the evaluator will be responsible for onboarding and engaging Panel members throughout the assessment, in coordination with the RNI team. The evaluator will also facilitate dedicated Panel sessions at key milestones — including an onboarding session at the start, a sense-making session during analysis, and a review session before the final report is produced.

Objectives of the Diversity, Equity and Inclusion assessment

1. Build shared awareness and understanding of what Diversity, Equity and Inclusion means within the RED NOSES ecosystem — across teams, roles and local contexts.
2. Map existing DEI-related policies, practices and initiatives across countries, programmes and functions — including informal and grassroots initiatives.
3. Identify key DEI risks and harms (e.g., harassment, exclusion, representation gaps) and assess the effectiveness of current prevention and response mechanisms.
4. Identify opportunities and readiness to strengthen equity and inclusion across the network (e.g., diversity of clown artists as well as office staff, inclusive processes, equitable access to opportunities).
5. Propose a focused and realistic set of priority areas for the 2030 strategy cycle and recommend how to resource and govern them — in the form of a practical DEI roadmap.
6. Document the current state of DEI at RNI and recommend one or more DEI indicators suited to RNI's existing monitoring and evaluation culture to track future progress.

Key learning questions

The assessment should address the following questions. The evaluator may propose refinements during inception.

On the current state of Diversity, Equity and Inclusion:

• What does Diversity, Equity and Inclusion currently mean across the RED NOSES network — how is it understood by office staff, clown artists and leadership, and how consistent is that understanding across countries and functions?
• What DEI-related policies, practices and initiatives already exist across the network — formal and informal — and what has been their impact?
• How do office staff, clown artists and leaders experience inclusion, equity and diversity in their day-to-day work? Where do people feel respected, heard and able to contribute — and where do they face barriers?
• What are the key DEI risks and harms across the network, and how effectively are current mechanisms preventing and responding to them?

On representation and participation:

• Who is present across functions, levels and geographies — and whose perspectives shape decisions?
• How diverse are the clown artist, operational and leadership teams across different dimensions (ethnicity, disability, gender, age, cultural background), and how does this vary across national contexts?
• Are there systemic barriers to participation, progression or access to opportunities for certain groups?

On organisational culture and leadership:

• To what degree is the international leadership (Senior Management Team, International Office leadership and local Artistic and Managing Directors) visibly committed to Diversity, Equity and Inclusion — and what does that commitment look like in practice?
• How do organisational culture and informal power dynamics shape inclusion across the network?

On context and intersectionality:

• How do local and cultural contexts shape the experience of Diversity, Equity and Inclusion differently across the network — in Central and Eastern European contexts, and in Jordan and Palestine?
• How do people's experiences of inclusion or exclusion differ depending on intersecting identities and roles?

Scope of work

The assessment is group-wide, covering the International Office and local organisations across the RED NOSES network. Given the budget and timeline, the evaluation should be proportionate and prioritise depth over exhaustive coverage. In-person data collection activities are welcomed, to better capture the situation on the ground.

The evaluator is expected to triangulate evidence across multiple sources and methods, and to work in close collaboration with the RNI internal team throughout.

Tasks

a. Desk review and DEI-initiative mapping. Review existing documentation, including: RNI 2030 Strategy, Programme Descriptions, Safeguarding Policy, Anti-Discrimination and Anti-Harassment Policy, HR policies, communication and fundraising guidelines, any existing DEI-related materials, and relevant local context documents. The desk review will serve as a foundation for the inception phase and will provide an initial mapping of what DEI-related work already exists across the network.

b. Advisory Panel set-up and engagement. As a first step, the evaluator will conduct initial conversations with possible Panel members to inform their advice on composition. The evaluator will then advise RNI on the size, diversity criteria and profile of the Diversity, Equity and Inclusion Advisory Panel, and on how to minimise internal bias in the selection process. Once Panel members are confirmed by RNI, the evaluator will onboard the Panel and facilitate its structured engagement throughout the assessment — including at least three dedicated Panel sessions (see timeline). Panel members should be treated as a valuable source of contextual knowledge and lived experience throughout the process, including as participants in data collection.

c. Kick-off and inception. Confirm evaluation questions and scope with RNI (incl. Senior Management Team/CEO); develop an evaluation matrix (questions → dimensions → indicators → sources/methods); design data collection tools (both quantitative and qualitative); agree detailed workplan, coordination routines and communication approach; produce the Inception Report. The inception report is the moment at which the evaluator formally proposes and justifies their methodological approach, and RNI provides feedback before data collection begins.

d. Data collection. The evaluator is expected to propose a mixed-methods data collection approach that they consider most appropriate for the scope and context of this assessment. RNI does not prescribe a fixed set of tools — we welcome the evaluator's expertise and judgment in designing a methodology that is feasible, culturally appropriate, and suited to a diverse, multi-country workforce. Possible methods may include, but are not limited to:

• An anonymous survey to RED NOSES office staff and clown artists
• Focus groups with office staff and clown artists across different countries and functions;
• In-depth interviews with a selection of people in managing positions across key functions — including programme, communications, artistic, research, fundraising and HR as well as leadership at both the International Office and local organisation level;
• Interviews and/or focus groups with Advisory Panel members, who bring diverse contextual knowledge and lived experience from across the network.

Whatever methods are proposed, the evaluator must ensure they are psychologically safe, GDPR-compliant, accessible to a multilingual and geographically dispersed workforce, and proportionate in terms of the time and effort required from participants — recognising that office staff and clown artists across the network have significant workloads and that participation in the assessment must not become a burden. The evaluator is responsible for designing all data collection tools and for piloting them before deployment — the Advisory Panel will play a useful role in reviewing and piloting the tools before they are rolled out more broadly. As an organisation with a strong affinity for participatory and arts-based approaches to research and evaluation, RNI welcomes methodological creativity; however, the evaluator should select whatever methods are most appropriate to this specific task, rather than defaulting to the approaches RNI uses in its programmatic work. For reference, examples of RNI's previous research and evaluation work can be found here.

e. Analysis and synthesis Thematic analysis of all data collected; identification of key findings, patterns, risks and opportunities; consolidation of the DEI-initiative mapping; development of draft priority areas for the roadmap. Analysis should be sensitive to differences across local and cultural contexts, teams and roles.

f. Validation Facilitate two online validation meetings: one with the Advisory Panel, and one with the Senior Management Team. The purpose of both sessions is to test interpretations, check for gaps or missing voices, and build ownership of findings before the final report is produced.

g. Reporting and handover. Deliver the DEI Assessment Report and DEI Roadmap. Facilitate two closing sessions: a handover session with RNI international and local leadership, focused on ensuring ownership and continuity of the DEI roadmap; and a broader presentation session open to office staff and artists across the RED NOSES network, to share key findings and ensure that those who participated in the assessment are informed of the outcomes.

Ethics, safeguarding and data protection

The evaluator must demonstrate a strong commitment to ethical practice throughout the process. Specific requirements include:

• Trauma-informed approach: Diversity, Equity and Inclusion topics — particularly discussions of discrimination, exclusion, privilege and identity — can be emotionally activating. The evaluator must design all data collection processes with psychological safety in mind, and must have experience facilitating sensitive conversations in a way that does not cause harm.
• Do-no-harm: methods must minimise burden and risk for participants, particularly in contexts where people may fear professional consequences for speaking openly.
• Confidentiality and anonymity: reporting must protect individual identities; minimum cell-size rules should be applied where quantitative data is reported.
• Informed consent: clear, accessible consent procedures must be in place for all data collection activities.
• GDPR-aligned data management: secure storage, controlled access, agreed retention rules, and a clear data management plan.
• Safeguarding: the evaluator must be familiar with and adhere to RNI's Children and Vulnerable Persons Safeguarding (CVPS) Policy and Anti-Discrimination and Anti-Harassment Policy.

Deliverables

The evaluator is expected to deliver the following outputs (all in English):

• Inception Report (by Oct. 2026)— evaluation matrix; refined learning questions; proposed methodology and justification for chosen tools and methods; sampling plan; data collection tools; detailed workplan, including budget; advice on Advisory Panel composition. The inception report is the moment at which the evaluator formally proposes and justifies their methodological approach, and RNI provides feedback before data collection begins.
• Brief summary of each Advisory Panel session (Oct ’26; Dec/Jan’27; Apr/May ’27), documenting key inputs and how they will inform the assessment. Note: the third Panel session (Apr/May '27) serves as one of the two validation meetings.
• Draft DEI Assessment Report (by May ’27)— findings against evaluation questions; mapping of existing initiatives; identification of key strengths, risks and gaps; draft priority areas for the roadmap.
• Two online validation meetings with 1) the Advisory Panel and 2) the Senior Management Team (by Apr. / May ’27)— facilitation and presentation of emerging findings; structured collection of feedback.
• Presentation slide deck (by Apr. / May ’27)— for use during the validation meetings with RNI Senior Management Team and the Advisory Panel.
• Final DEI Assessment Report (by Jun ’27) — incorporating validation feedback; clear, actionable recommendations.
• DEI Roadmap (2027–2030) (by Jun ’27) — a practical, prioritised action plan linked to RNI's strategic commitments, with recommendations on DEI indicators/KPIs, governance, and resourcing.
• Two closing sessions (by Jun ’27) — one handover with the leadership from the international office and of all 11 local offices; and a broader presentation at group-wide level.

Indicative timeline

• Early Sept 2026 — Consultant hired; kick-off: Contract signed; kick-off internal meeting.
• Sept – Oct 2026 — Inception — methodology and tools: Interviews with possible Panel members; Panel setup; Data collection tools designed; Inception report.
• Oct 2026 — Advisory Panel touchpoint 1: Panel session 1: validation of inception report and tools; agree scope and priority questions.
• Nov '26 – Feb '27 — Data collection: Group-wide data collection.
• Dec / Jan 2026 — Advisory Panel touchpoint 2 — mid-fieldwork: Panel session 2: sense-making of emerging patterns; identification of gaps or missing voices.
• Mar 2027 — Data analysis and synthesis: Thematic analysis; emerging findings consolidated.
• Apr / May 2027 — Advisory Panel touchpoint 3 — validation workshop: Panel session 3: review of draft findings and proposed roadmap; agree final messages.
• Apr / May 2027 — SMT validation workshop: Findings shared with senior leadership; priority areas tested.
• May 2027 — Draft report: Draft DEI Assessment Report.
• Jun 2027 — Final report and roadmap: Final report + DEI Roadmap + presentation slide deck.
• Jun 2027 — Closing sessions: Two closing sessions: 1) handover with RNI international and local leadership and 2) broader online presentation across RED NOSES network (incl. office staff and clown artists).

Budget and payment

A fixed budget of up to EUR 40,000 (all costs included) is available for this evaluation. The budget must include all professional fees, overheads, any proposed travel, per diems, translation/interpretation costs, and incidental expenses.

Applicants should submit a lump-sum budget and a short budget narrative with key assumptions (e.g., number of interviews, focus groups, languages, team days).

Suggested payment schedule (indicative; may be negotiated):

• 30% on contract signature
• 30% on acceptance of draft inception report
• 40% on acceptance of final report, roadmap and handover

Required profile and experience

The evaluator or evaluation team should meet the following requirements:

• Evaluation leadership: At least 8 years' professional experience in evaluation or organisational assessment, and evidence of leading at least 2–3 comparable evaluations (multi-country and/or multi-stakeholder processes).
• Diversity, Equity and Inclusion expertise (essential): Demonstrated expertise in DEI — including familiarity with intersectional frameworks, organisational culture change, and the specific challenges of DEI work in non-profit or arts/culture contexts.
• Trauma-informed facilitation: Demonstrated experience facilitating sensitive conversations on Diversity, Equity and Inclusion topics (discrimination, exclusion, identity, power) in a psychologically safe and trauma-informed way.
• Mixed-methods competence: Ability to design and implement both qualitative and quantitative data collection and analysis.
• Sector experience: Experience in at least one of the following: arts and culture organisations, international NGOs, healthcare or social care settings, humanitarian contexts.
• Eastern European representation — essential: Given that the majority of RED NOSES national organisations are based in Central and Eastern Europe, the evaluation team must include at least one member with direct professional or lived experience in a Central or Eastern European context. This reflects the importance of ensuring that the cultural frames, historical contexts, and specific DEI dynamics of these countries — including their particular experiences of discrimination, exclusion and minority rights — are represented within the evaluation team itself, and are reflected in the design and interpretation of the evaluation. Additionally, experience working in or with organisations operating in Middle Eastern contexts — particularly Jordan and/or Palestine — is a strong asset, given RNI's presence in the region.
• Language: Excellent written and spoken English. Knowledge of additional relevant languages (German, and/or Central/Eastern European languages) is a strong asset.
• Ethics and data protection: Demonstrated experience working ethically in sensitive organisational contexts, including GDPR-aligned data handling and safeguarding awareness.

Proposal submission requirements

Applicants should submit the following:

1. Technical proposal (max 10 pages): understanding of the assignment; proposed methodology; sampling and language access approach; workplan; risk mitigation strategy.
2. Team composition and CVs — including roles, relevant experience, and an explicit statement of how the Eastern European representation requirement is met.
3. Two examples of relevant evaluation or assessment work (links or short annexes).
4. Financial proposal in EUR — fees/days/rates and direct costs, with key assumptions.
5. Two references (contact details of clients from comparable assignments).

Selection criteria

Proposals will be assessed using the following criteria:

• Methodological quality, feasibility and appropriateness for DEI context (50%)
• Relevant experience (DEI, multi-country, arts/NGO/health contexts) (30%)
• Team composition — including Eastern European representation and trauma-informed expertise (10%)
• Value for money (5%)
• Clarity and presentation of proposal (5%)

How to apply

Please submit proposals by email using the subject line: "RNI DEI Assessment – Proposal – [Applicant name]"

• Submission deadline: 26th July 2026
• Email to: silvia.de-faveri@rednoses.org
• Expected interviews (shortlisted candidates): August 2026
• Expected contract start: September 2026

For any questions about this call, please contact Maggie Roessler, Head of Research and Learning, at maggie.roessler@rednoses.org.

RNI reserves the right to request clarifications from applicants and to award the contract based on best value for money and absence of conflict of interest.