Five National Consultant(s): To support private sector companies with the implementation of the Women’s Empowerment Principles (WEPs)



Advertised on behalf of :

Location : Cairo, EGYPT
Application Deadline :21-Aug-21 (Midnight New York, USA)
Type of Contract :Individual Contract
Post Level :National Consultant
Languages Required :
Arabic   English  
Duration of Initial Contract :83 working
Expected Duration of Assignment :6 months

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.

UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.


Background

UN 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.

In line with UN Women’s Strategic Plan 2018-2021, the UN Women Egypt office is contributing to three interdependent and interconnected outcomes:

  • Women lead, participate in and benefit equally from governance systems.
  • Women have income security, decent work, and economic autonomy.
  • All women and girls live a life free from all forms of violence.

Women’s economic empowerment is central to realizing women’s rights and gender equality. Women’s economic empowerment includes women’s ability to participate equally in existing markets; their access to and control over productive resources, access to decent work, control over their own time, lives, and bodies; and increased voice, agency, and meaningful participation in economic decision-making at all levels.

In addition, empowering women in the economy and closing gender gaps in the world of work is key to achieving the 2030 Agenda for Sustainable Development and achieving the Sustainable Development Goals, particularly Goal 5, to achieve gender equality, and Goal 8, to promote full and productive employment and decent work for all; also Goal 1 on ending poverty, Goal 2 on food security, Goal 3 on ensuring health and Goal 10 on reducing inequalities.

The private sector is a key partner in efforts to advance gender equality and empower women. Research shows that women’s economic empowerment contributes to economic growth, innovation, and increased performance of companies. More than 30 percent of private-sector leaders report increased profits from efforts to empower women in emerging markets (McKinsey 2010) and companies with more than one woman board director generated an additional annual return of 3.5 percent (McKinsey 2007, Catalyst 2014). Hence, ensuring the inclusion of women’s talents, skills, and energies—from executive offices to the factory floor and the supply chain—requires intentional actions and deliberate policies.

Under the framework of the United Nations Partnership Development Framework (UNPDF) and in alignment with the objectives of the Economic Empowerment pillar of the National Strategy for Women’s 

Empowerment (NSWE) and the objectives of the Closing the Gender Gap Accelerator, UN Women is working with the private sector through the Women’s Empowerment Principles (WEPs) from this linkhttps://www.unwomen.org/en/digital-library/publications/2011/10/women-s-empowerment-principles-equality-means-business

Established by UN Global Compact and UN Women, the WEPs are informed by international labor and human rights standards and grounded in the recognition that businesses have a stake in, and responsibility for, gender equality and women’s empowerment. The WEPs are a primary vehicle for corporate delivery on gender equality dimensions of the 2030 agenda and the United Nations Sustainable Development Goals. By joining the WEPs community, the CEO signals a commitment to this agenda at the highest levels of the company and to work collaboratively in multistakeholder networks to foster business practices that empower women. These include equal pay for work of equal value, inclusive supply chain practices, and zero-tolerance against sexual harassment in the workplace. For more information on the WEPs, please read the WEPs brochure from this link https://www.weps.org/sites/default/files/2021-05/WEPS_BROCHURE.pdf. To date, more than 37 business leaders from Egypt have signed the CEO Statement of Support, therefore, signaling their support to achieve gender equality and the empowerment of women and more specifically, to the guidance offered by the WEPs.

Objective of the Assignment
Under the overall supervision of the UN Women Deputy Country Representative, and the day-to-day supervision of the UN Women Programme Analyst, UN Women will recruit up to 5 consultants to support it in promoting uptake and implementation of the WEPs among private sector companies, in collaboration with relevant stakeholders. Each consultant will be responsible for supporting 5 private sector companies to sign the WEPs and providing them with guidance and technical support to apply the WEPs. The aim is to increase private sector companies’ commitment to gender equality and women’s empowerment in their workplace, marketplace, and community. In doing so, UN Women aims to increase the number of companies in Egypt signing onto the WEPs to reach 100 by June 2022. 

 


Duties and Responsibilities

  1. Review thoroughly the WEPs induction material, resources, and business case available online and utilize these resources to raise awareness and advocate for the WEPs among the private sector (e.g. on eligibility criteria, benefits from joining the WEPs, obligations of companies, etc.) through supporting the convening of and participating in events with private sector stakeholders such as chambers of commerce, the Federation of Egyptian Industries, Closing the Gender Gap Accelerator, women’s business networks, and others.
  2. Follow up with interested companies to gather expressions of interest from them.
  3. Support interested companies to sign the CEO Statement of Support from this link https://www.weps.org/sites/default/files/2020-07/CEO_Statement_of_Support_English_July2020.pdf(available in English or Arabic). The statement should be signed by the highest decision-making authority in the company.
  4. Provide guidance to companies that are interested to join the WEPs global network to complete the online application through this link https://www.weps.org/join
  5. Provide guidance to companies to create an account on the WEPs website and create a “company profile page” by following this step-by-step guide  from this link https://www.weps.org/sites/default/files/2020-08/WEPs%20Guidance%20Note%20-%20Company%20Profile%20Page%20July%202020.pdf
  6. Provide guidance and technical support to companies to self-assess their strategic approach to gender equality, identify gaps and develop a WEPs action plan, with key performance indicators, that addresses those gaps by preparing for and completing a free online self-assessment tool The WEPs Gender Gap Analysis Tool from this link https://weps-gapanalysis.org/
  7. Provide guidance and technical support to companies to develop an action plan based on the strength and opportunities identified by the self-assessment.
  8. Provide guidance and technical support to companies that have completed steps 6 and 7 above on communicating their progress and sharing their experiences and lessons learned based on their progress on their key performance indicators identified in their action plan.
  9. Based on the action plan developed per company and in consultation with the company’s leadership, identify priority actions for the company to take to catalyze gender equality and the empowerment of women that could be supported further by UN Women Egypt country office. These may include training for human resource and middle managers on gender equality and unconscious bias, gender-sensitive marketing and supply chain practices, technical guidance on family-friendly workplace policies, developing a policy on sexual harassment in the workplace, and others.

Deliverables per consultant

Level of Effort

Timeline

1. Support the convening of and/or participate in 5 events with private sector stakeholders to raise awareness and advocate for the WEPs among private sector companies.

  • Deliverable: report on 5 events

5 days

 

 

August-September

2. Follow up with interested companies to gather expressions of interest from them. 

  • Deliverable: expressions of interest collected from at least 7 companies

3 days

 

August-September

3. Follow up with private sector companies to sign the CEO Statement of Support from this link https://www.weps.org/sites/default/files/2020-07/CEO_Statement_of_Support_English_July2020.pdf

  • Deliverable: 5 companies sign the CEO Statement of Support

5 days

 

August-September

4. Provide guidance to 5 companies that are interested to join the WEPs global network to complete the online application.

  • Deliverable: 5 companies complete the online WEPs application 

5 days

 

 

August-September

5. Provide guidance to companies to create an account on the WEPs website and create a “company profile page”

  • Deliverable: 5 companies create an account on the WEPs website and create a company profile page.

5 days

 

 

October

6. Provide guidance and technical support to 5 companies to self-assess their strategic approach to gender equality, identify gaps and develop a WEPs action plan, with key performance indicators, that addresses those gaps by preparing for and completing a free online self-assessment tool The WEPs Gender Gap Analysis Tool from this link https://weps-gapanalysis.org/

  • Deliverable: Report on technical support provided to 5 companies to prepare for and complete the online self-assessment tool

20 days (4 days per company)

 

 

 

 

 

October-November

7. Provide guidance and technical support to companies to 5 companies to develop an action plan based on the strength and opportunities identified by the self-assessment.

  • Deliverable: Report on technical support provided to 5 companies to prepare for and develop an action plan with key performance indicators, based on the self-assessment completed.

25 days (5 days per company)

 

 

 

 

October-November

8. Provide guidance and technical support to companies that have completed steps 6 and 7 above on communicating their progress and sharing their experiences and lessons learned based on their progress on the key performance indicators identified in their action plan.

  • Deliverable: Report on technical support provided to 5 companies to communicate their progress on the implementation of the WEPs. This can be through, for example, developing case studies to document good practices and/or lessons learned, briefings to stakeholders, social media stories, etc.  

10 days (2 days per company)

December

9. Based on the action plan developed per company and in consultation with the company’s leadership, identify priority actions for the company to take to catalyze gender equality and the empowerment of women that could be supported further by the UN Women Egypt country office.

  • Deliverable: report on priority actions and their rationale per company that could be supported further by UN Women Egypt country office.

5 days

December


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: https://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-values-and-competencies-framework-en.pdf?la=en&vs=637

Functional Competencies

  • Knowledge and expertise in gender research and policy analysis;
  • Advanced analytical and problem-solving skills;
  • Excellent negotiation skills;
  • Ability to draft and communicate high-quality clear and concise outputs;
  • Familiarity with statistical analysis and indicators, especially gender-related statistics and indicators;
  • Capacity to set priorities, self-organize research work and plan, prioritize and deliver tasks on time;
  • Capacity to engage and communicate with partners from the private sector and leverage partnerships within WEPs and other platforms;
  • Ability to engage with all levels of private-sector employees (management, white-collar, and blue-collar);
  • Knowledge and use of computer office tools (word, database, spreadsheets, etc.).


Required Skills and Experience

Education:

  • Bachelor's degree in economics, finance, business administration, education, international development, or another relevant science area.

Experience:

  • At least 7 years of relevant work experience including experience in international development, poverty reduction, economic development, and/or private sector development.
  • Knowledge and understanding of the Women’s Empowerment Principles, or similar tools such as the Gender Equality Seal, and the Sustainable Development Goals (SGDs).
  • Experience in engaging with business associations, Chambers of Commerce, and similar groups.
  • On-the-ground work experience in promoting diversity, equity, and inclusion with the private sector.

Language Requirements:

  • Fluency in written and spoken English and Arabic is required

Evaluation Criteria:

Individual consultants will be evaluated based on the following methodology: Only candidates obtaining a minimum of 70 points in the technical evaluation would be considered for the financial evaluation.

Technical Weight Criteria: 70% (100 points)

  • Criteria 1: Relevant education. (20 points)
  • Criteria 2: At least 7 years of relevant work experience including experience in international development, poverty reduction, economic development, and/or private sector development. (20 points)
  • Criteria 3: Knowledge and understanding of the Women’s Empowerment Principles, or similar tools such as the Gender Equality Seal, and the Sustainable Development Goals (SGDs). (20 points)
  • Criteria 4: Experience in engaging with business associations, Chambers of Commerce, and similar groups. (20 points)
  • Criteria 5: On-the-ground work experience in promoting diversity, equity, and inclusion with the private sector. (20 points)

Financial Weight Criteria: Lowest Financial Proposal: 30% (30 points)

The points for the Financial Proposal will be allocated as per the following formula:

  • Contract will be awarded to the technically qualified consultant who obtains the highest combined score (financial and technical);
  • The points for the Financial Proposal will be allocated as per the following formula: (Lowest Bid Offered*)/ (Bid of the Consultant) x 30;
  • 'Lowest Bid Offered' refers to the lowest price offered by Offerors scoring at least 49 points in the technical evaluation.

Application:

Interested Individual Consultants must submit the following documents/information to demonstrate their qualifications:

  • A cover letter with a brief presentation of your consultancy explaining your suitability for the work and a link to the portfolio of work.
  • UN Women Personal History form (P-11) which can be downloaded from this link https://www.unwomen.org/en/about-us/employment/application-process
  • P11; and financial proposal; Proposed inclusive daily rate.

The above-mentioned documents should be merged in a standalone file including all of them since the online application submission does only permit uploading one file per application. Incomplete submission can be a ground for disqualification.

Incomplete submission can be a ground for disqualification. Make sure that you provide a valid email address for future communications.



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