Background

UN Women (UNW), 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. Placing women’s rights at the center of all its efforts, the UN Women will lead and coordinate United Nations system efforts to ensure that commitments on gender equality and gender mainstreaming translate into action throughout the world. It will provide strong and coherent leadership in support of Member States’ priorities and efforts, building effective partnerships with civil society and other relevant actors.

The regional Women’s economic and political empowerment programme (WEPE) “Spring Forwardfor Women” provides a mechanism to advance the economic and political participation of women living in the Southern Mediterranean region, including Palestine, and to assist them to reposition themselves in the decision making spaces of their countries. The overall objective of the programme is to promote the access and effective participation of marginalized women in economic and public life, by addressing the barriers that have impeded the access and engagement of marginalized women in these areas. The programme will pursue the following specific objectives:

• To empower women politically in order to assure women's active engagement in decision making spaces;
• To empower women economically;
• To enhance regional knowledge and experience-sharing on women's political and economic rights.

Under the Spring Forward Programme, a consultant will be required to adapt the Gender Equity Model (GEM) to the Palestinian context, which is an integrated process for firms that choose to establish gender equity in the labor place comprising four main steps: 1) diagnosis, 2) training, 3) auditing, and 4) evaluation. The GEM participating private firms should have a gender equity policy comprising four critical areas: 1) staff recruitment, 2) staff training, 3) career development opportunities, and 4) mechanisms for addressing sexual harassment. In order to be accredited with the Gender Equity Seal each firm has to conduct several actions to address gender equity issues identified during their self-diagnostic phase. This process includes training to address identified weaknesses based on the pre-auditing (phase one), followed by a period of at least 3 months where the firms prepare themselves for the audit, then phase two consisting of the auditing and post audit actions.

The GEM activities, which will be updated based on the adaptation of the GEM by the consultant to be hired by UN Women under this ToR (phase one), include the following:

• Provision of technical services to firms: Preparation of an assessment in addition to supporting a pre-self-diagnosis on the state of gender equity in the firm; Preparation of an Action Plan to enhance strengths and address weaknesses identified in the assessments; Develop performance and monitoring indicators; and Monitoring progress in implementation of Action Plan;
• Training in areas identified by the Action Plan: On the basis of the assessments, a tailor-made training program will be offered by the consultant to the firm. Firms will be offered the following training modules: practical importance of gender equity for firms; good practice tools to promote gender equity in firms (overview); recruitment; training; career development; prevention of sexual harassment
  
• Pre-audit of gender equity: After training has been completed, firms will undertake another self-diagnosis (a pre-audit/post-self-diagnoses) to be supported by the consultant to ascertain whether they are ready to undergo a certification audit. 

The GEM activities, which will be updated based on the adaptation of the GEM by consultant to be hired by UN Women under this ToR (phase two), include the following:

• Gender Equity Audit and Certification:Once consultant and the firms and deem the firms ready, the consultant will conduct the audit to determine whether the firms have reached the established goals for gender equity. If the audit confirms that the firm is ready and has reached the established goals for gender equity, UN Women will provide the firm with UN Women’s Gender Equity Seal;
• A marketing and communication strategy: To be developed by the consultant to promote equal participation of both men and women, and to give public recognition to firms who achieve certification;
• Post Audit:The consultant will provide further recommendations for the firms to continue upholding the GEM and to adopt further UN Women gender equality principles. 

Under the Spring Forward Programme, UN Women is seeking to recruit a consultant in the West Bank who will apply the Gender Equity Model (GEM) for two firms pre-selected by UN Women, and who will advise UN Women on the certification of the firms following the firms’ success in establishing the required goals for gender equity within their systems.

Duties and Responsibilities

Under the overall supervision of the UN Women Special Representative and in close cooperation with Spring Forward Project Coordinator, the Consultant will undertake the following tasks, duties and responsibilities:

Research and identify the processes and steps necessary to adapt the international procedure of the GEM to the Palestinian context, and to support and prepare two private firms in the oPt for qualifying for the Gender Equality Seal.

 Produce detailed guidelines including best practices and lessons learned from previous experiences in the region. In addition to the documentation of best practices and lessons learnt from the conducted GEM and Gender Equity Seal in the oPt, for future reference.

Assess and conduct a SWOT analysis, as well as support the two firms in a pre and post self-diagnosis to determine course of action to activating and strengthening its gender equity, through:

• A diagnosis process for the following domains should be conducted: staff recruitment, 2) staff training, 3) career development opportunities, and 4) mechanisms for addressing sexual harassment. In addition to the development of action plans to incorporate “good practices” within the organization structure to address gender bias,
• Follow-up with the firms in their adoption of action plans, the pre-certification phase and the certification phase,
• Create a monitoring system to assess progress and ensure the firms achieve their gender equity goals and ensure the firms’ adoption for monitoring tools;
• Establishment of the Gender Equity Coordinator and Gender Equity Committee within the two participating firms,
• Follow-up the self-assessment of the firms and ensure documentation of good practices;
• Follow-up on the definition of standard in each one of the four areas in the model, adapted to Palestine labor conditions and acceptable for participating firms to be used as a reference for the self-diagnosis;
• Oversee the motivation series for management and staff to participate in the certification process developing the instruments to have an open discussion and reach agreements about specific goals;
• Follow-up on the guidance to ensure that the action plan fits within the two firms’ organizational structure and that adequate resources and practices are put in place to make it successful and sustainable;
• Follow-up on the design of a practical performance monitoring and evaluation system to assess progress and ensure the two firms achieving their goals.

• Practical importance of gender equity for firms;
• Good practice tools to promote gender equity in firms (overview);
• Recruitment;
• Training;
• Career development;
• Prevention of sexual harassment.

• Adapt these modules to the specific needs of each firm as defined in its action,
• Develop pre and post assessments, and indicators to ensure that the training is achieving its goals and prepare a report on lessons learnt,
• Prepare and perform tasks related to training plan, to include the following:
• Train the Gender Equity Coordinator and Gender Equity Committee (established within all participating firms) to prepare the Gender Equity Manual for the firms,
• Brief firms executives about the model, their commitment and expected benefits,
• Hold sessions with human resources management to ensure support and resources for the training program,
• Hold training sessions with firm staff and workers,
• Provide materials to support staff and workers participation within the firms,
•  Perform duties related to monitoring and evaluation system of the training including:
•  Keep records of training sessions, with attendance disaggregated by gender
• Develop and maintain a system for participants’ pre and post evaluations for each session,
•  Prepare summary evaluations of experience with training in each firm and prepare a good practices report.

• Once consultant and the firms and deem the firms ready, the consultant will conduct the audit to determine whether the firms have reached the established goals for gender equity per the work plan and monitoring and evaluation system prepared.
• If the audit confirms that the firm is ready and has reached the established goals for gender equity, UN Women will provide the firm with UN Women’s Gender Equity Seal.

• Preparation of a media assessment to define how to reach target groups to attract firms and provide incentives for their participation in the project;
• Advise firms on the design of promotional materials to support the project at critical stages of implementation: certification events and dissemination of good practices;
• Preparation of an operational plan for each firm to execute the campaigns comprising media analysis and selection of target population to promote gender equity and its values;
• Oversee the conducting of the media promotional campaigns among firms to increase interest to participate in the project, as well as the knowledge of and support for the project among the participating firms;
• Prepare a system to monitor the outcomes of the campaign through specific indicators and instruments.

The consultant will prepare a report on further recommendations for the firms to continue upholding the GEM and to adopt further UN Women gender equality principles

• A detailed work plan of the consultancy assignment, including detailed methodology, in English and Arabic;
• A detailed guideline on the processes of certifying private firms with the Gender Equality Seal, including best practices and lessons learned in the region, in English and Arabic;
•  Full report on the process conducted in each of the two firms including: the SWOT analysis, the pre and post-self-diagnosis, the action plans for each firm, the training reports (including the pre-post assessments and training materials), as well as the documentation of lessons learned and best practices in the oPt, in English and Arabic.

There will be at least a 3 month gap between the first and second phases, where the consultant will not be required to put in any working hours/days.

• Full report on the achievements of the work plan for both firms, and recommendations to UN Women on the qualification of the two firms to receive the UN Women Gender Equity Seal, in English and Arabic;
• Social marketing assessment, operational plan and monitoring system for the two firms, in English and Arabic;
• Full report on further recommendations for the two firms to uphold the GEM and adopt further UN Women gender equality principles, in English and Arabic.

Competencies

• Demonstrating consistency in upholding and promoting the values of UN Women in actions and decisions, in line with the UN Code of Conduct.

• Demonstrating an appreciation of the multicultural nature of the organization and the diversity of its staff;Demonstrating an international outlook, appreciating differences in values and learning from cultural diversity.

Results oriented:

• Plans and produces quality results to meet established goals, generates innovative, practical solutions to challenging situations.

Ethics and Values:

• Demonstrating / Safeguarding Ethics and Integrity.

Organizational Awareness:

• Demonstrate corporate knowledge and sound judgment.

Developing and Empowering People / Coaching and Mentoring:

• Initiative-taking; coaching and mentoring ability.

Working in Teams:

• Acting as a team player and facilitating team work.

Communicating Information and Ideas:

• Facilitating and encouraging open communication in the team, communicating effectively.

Self-management and Emotional intelligence:

• Creating synergies through self-control.

Conflict Management / Negotiating and Resolving Disagreements:

• Managing conflict.

Knowledge Sharing / Continuous Learning:

• Learning and sharing knowledge and encourage the learning of other.

• Demonstrated knowledge and experience in gender audits and working with private firms,
• Proven strong coordination and facilitation skills,
• Strong communication skills in English and Arabic (oral and written);
• Ability to work under pressure and to deliver on time,
• Results oriented, flexible and with problem solving skills.
  

Required Skills and Experience

• The consultant must hold a degree in socio-economic sciences, gender studies, or any other relevant field.

• Significant experience in conducting gender audits of at least 5 years;
• Relevant working experience with private firms of a minimum of 2 years;
• More than 10 years of experience in working in the domain of women’s development and gender issues;
• Ability to coordinate between different organizations;
• Familiarity with Palestinian governmental organizations and laws;
• Previous work with UN agencies is an asset.

• Fluency (both oral and written) in Arabic and English.

• Financial offer;
• Detailed methodology;
• Sample of work (a previously conducted audit, analysis, research or similar document); and,
• Three references.