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National Consultant for the Development of a Certified Training Manual for Domestic Workers
|Advertised on behalf of :|
|Location :||Cairo, EGYPT|
|Application Deadline :||27-Jun-22 (Midnight New York, USA)|
|Additional Category :||Gender Equality|
|Type of Contract :||Individual Contract|
|Post Level :||National Consultant|
|Languages Required :||Arabic English|
|Duration of Initial Contract :||50 Working Days|
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.
Worldwide trends reflecting the unequal burden of care work, as well as a mismatch of care needs and care services available (in both public and private sectors) and the impact this has on families and women’s economic and public participation are mirrored in Egypt. The recent UN Women report ‘The Role of the Care Economy in Promoting Gender Equality: Progress of Women in the Arab States 2020’ revealed that in Egypt, married women spend seven times more time than that of married men on unpaid care work, while unmarried women spend 6.5 times more time as unmarried men. Employed and unemployed women in Egypt spend almost the same amount of time on unpaid care work, reflecting the double burden many women face. There is also a mismatch between care needs in the home and available services, which limits the ability to redistribute unpaid care responsibilities.
The above report also posits that expanding decent jobs in the care economy sector can be a major driver of private sector growth and women’s engagement in paid work. Between 2009–2017, private sector employment in Egypt grew faster in paid care sectors (education, health, and social work) than in the rest of the economy (at 13 versus 1.8 per cent). Addressing gender imbalances in unpaid care work and investing in the paid care sector would equally increase women’s economic empowerment and reduce gender disparity in the Egyptian labour market, as women form a significant percentage of employees in the paid care sector.
The Government of Egypt has recently announced plans to establish more nurseries and childcare centres. In addition, under new directives from President Abdel Fattah El Sisi, nurseries will now be treated as micro, small or medium-sized enterprises (MSMEs), granting them eligibility for all incentives available under the MSMEs Act. The directives include tax markdowns to a rate of 1 per cent of the total growth in sales per year. The President also instructed his government to continue giving unlicensed nurseries temporary licenses until they complete the necessary paperwork.
Furthermore, the Ministry of Social Solidarity (MoSS) has another programme that recognizes women’s unpaid care work responsibilities and supports them in reducing this burden, which are the Working Women’s Service Centres (WWSC). They were established to help working women by providing practical solutions to reconcile work and family responsibilities by providing domestic-oriented services at reasonable prices while at the same time providing the women employed by the centres access to decent work in their communities. There are currently 41 such centres located in 22 governorates that provide a diverse range of services – such as ready made meals, laundry services, etc. – to women and their families. However, there is a recognized need to improve the services offered.
Objectives of the Assignment
In close coordination and in partnership with MOSS, UN Women is recruiting a national consultant to develop a training manual to enhance the professional skills of Egyptian domestic workers and improve and standardize job skills for the domestic worker profession. In addition, it aims to improve the recognition of decent work standards of domestic workers and enhance their employability and living and working conditions. The manual will cover but is not limited to the following topics: applicable national laws related to gender equality and women’s empowerment, international and national labour standards related to decent work and social protection in addition to technical topics such as housekeeping, health and hygiene, cooking, laundry, and self-development.
The manual will be developed through a consultative process involving key stakeholders such as domestic workers, domestic workers and women’s organizations, MOSS, Ministry of Manpower, ILO and other relevant entities such as the private sector. It should be in line with international good practices in the field and build on lessons learned and insights from other countries with similar contexts as Egypt.
Duties and Responsibilities
Under the overall supervision of the Deputy Representative of UN Women Country Office in Egypt, and the day-to-day supervision of the programme coordinator, the national consultant will be responsible for the following:
Please visit this link for more information on UN Women’s Core Values and Competencies: https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/About%20Us/Employment/UN-Women-values-and-competencies-framework-en.pdf
Required Skills and Experience
Individual consultants will be evaluated based on the following methodology: Only candidates obtaining a minimum of 49 out of the 70 points in the technical evaluation would be considered for the Financial Evaluation.
Technical Criteria Weight: 70%
Financial: Lowest Financial Proposal: 30% (30 points)
The points for the Financial Proposal will be allocated as per the following formula:
Interested Individual Consultants must submit the following documents/information in a package to demonstrate their qualifications:
The above-mentioned documents should be merged in a standalone file including all them, since the online application submission does only permit to uploading one file per application.
Incomplete submission can be a ground for disqualification. Make sure that you provide a valid email address fro future communications.
At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.
If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.
UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.)