Historique

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. To promote gender equality and women’s empowerment, UN Women and the UN Global Compact have partnered with the private sector under the framework of the Women’s Empowerment Principles (WEPs).

Dare to Care is a ground-breaking regional programme to transform patriarchal masculinities and social norms and advance women's economic empowerment in the Middle East and North Africa. This regional programme, a first-of-its-kind in terms of focus, scale, and approaches, aims to support the achievement of regional and national priorities on gender equality and women’s empowerment, with a focus on women’s economic empowerment - which is a critical pillar for achieving gender equality overall, through the tangible increase of men’s and boys’ caregiving and household responsibilities, throughout the Middle East and North Africa (MENA) region. The direction of Dare to Care is now to achieve a region-wide transformational shift in patriarchal masculinities and social norms, with the aim of surging women's employment. The distinct goal of the programme is to transform patriarchal masculinities and social norms, contributing to achieve greater gender equality and women’s empowerment, particularly to increasing women’s participation in the workforce in the region from 20.4 per cent (2021) to 25 per cent (2025). The programme is funded by the Swedish International Development Agency (Sida), the German Development Agency (GIZ) and the Basque County’s International Development Agency. This consultancy is specifically funded by GIZ.

Under the framework of the Date to Care Programme, the Women’s Empowerment Principles (WEPs) will be utilized to promote gender-responsive workplaces by fostering positive masculinities and the involvement of men in unpaid care and household responsibilities of men through the engagement with the private sector. The WEPs are a set of principles offering guidance to businesses on how to promote gender equality and women’s empowerment in the workplace, marketplace, and community; 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. In the Arab Region, the WEPs are leveraged to engage with the private sector and promote gender equality and women’s empowerment across all countries in the region. To date, there are over 580 business leaders from the region that joined the WEPs global platform to promote gender equality and women’s empowerment. The distinct focus of the work with WEPS under the Dare to Care regional programme is to integrate initiatives in private sector that promote positive masculinities and the involvement of men in unpaid care and household responsibilities.

UN Women Regional Office for the Arab States (ROAS) is seeking to engage a Masculinities and Private Sector consultant to provide WEPs signatories in the region with support and guidance on engaging men to have an active role in promoting gender responsive workplaces, with a particular focus on the involvement of men in unpaid care and household responsibilities.

Objective of the Assignment:

Under the overall guidance of the Regional Programme Manager of the Dare to Care programme and the direct supervision of the Private Sector Development Specialist, the Masculinities and Private Sector consultant is expected to support WEPs signatories with engaging men in the private sector to tackle issues such as:

1. Advancing caring responsibilities of men;
2. Being conscious of and active allies against sexism and unconscious bias in the workplace;
3. Becoming advocates of equal pay and opportunities for advancement for women;
4. Leveraging their influence to end all forms of violence and harassment at work;
5. Understanding how to support inclusive networking opportunities.

More details are to be found under the description of responsibilities and expected deliverables.

Devoirs et responsabilités

Under the overall guidance and supervision of the Regional Programme Manager of the Dare to Care programme and the Private Sector Development Specialist, the WEPs Male Allyship consultant will:

• Develop multimedia training materials in PowerPoint on male allyship in the workplace covering the above-mentioned topics. The target trainees for the trainings are executives and company employees in the private sector. The materials should be interactive and based on group work, tailored for the private sector, and reflect an understanding of the principles of human resources. This material will be accompanied by a facilitator’s guide to support future trainers;
• Develop a toolkit for promoting male allyship in the workplace. The toolkit should sum up the most important lessons, best practices, and exercises of the training materials in an easy-to-read, written format. The target audience for the toolkit is executives and company employees in the private sector;
• Within the training and toolkit, there should be a:
  • A checklist for companies to assess how well they are doing with engaging men on gender-related matters at work;
  • A best practice package of examples of male allyship in the private sector in action and male champions from the private sector across various industries.
• Conduct two pilot trainings to validate the approach and contents of the proposed materials.

The below is additional criteria for the contents of the final materials:

• The consultant should ensure that the final materials are inspiring, engaging, informative and designed with a strong appeal to mobilize private sector companies;

• The materials need to be designed with strong behavioral change principles, especially with regards to changing the culture and environment of workplaces;
• The final materials will aim at triggering transformative approaches in the workplace, at the different levels, from headquarters to branches;
• Furthermore, the development of the materials should be conducted in close consultation with the private sector and be developed in direct response to their expressed needs;

The WEPs Male Allyship Consultant will be expected to submit the below listed deliverables, against which remuneration will be processed upon confirmation of satisfactory deliverables from the Regional Programme Manager:

Compétences

Core Values

• Respect for Diversity;
• Integrity;
• Professionalism.

Core Competencies

• Awareness and Sensitivity Regarding Gender Issues;
• Accountability;
• Effective Communication;
• Inclusive Collaboration.

Functional Competencies

• Strong knowledge of gender issues and men’s engagement;
• Strong knowledge of the private sector and human resource practices and systems;
• Highly effective organization and planning skills and high attention to detail;
• Excellent communication skills;
• Excellent drafting and editing skills across a range of reporting formats and requirements;
• Excellent analytical and research skills;
• Team player;
• Demonstrated ability to work in a diverse environment.

Qualifications et expériences requises

Education

• Master's degree or equivalent in international development, women’s/gender studies, social sciences, human resources or related field;
• A first-level university degree in combination with 2 additional years ofqualifying experience may be accepted in lieu of the advanced university degree.

Experience

• At least 7 years of programmatic experience in promoting gender equality and positive masculinities;
• Demonstrated experience working with the private sector and/or on human resources in the private sector is required;
• Demonstrated experience and high proficiency in producing knowledge products, toolkits and practical guides for different audiences, preferably on issues related to gender equality and/or social inclusion;
• Experience in capacity building and delivery of trainings is required;
• Strong writing and reporting skills in English language;
• Experience working with the UN is an asset;
• Solid knowledge of the cultural context and nuances in the Arab region to promote gender equality is an asset.

Language Requirements

• Fluency in English is required;
• Knowledge of Arabic and/or French languages is an asset.

Evaluation Criteria

Individual consultants will be evaluated based on the following methodology: Only candidates obtaining a minimum of 49 points in the technical evaluation would be considered for the financial evaluation.

Criteria Weight Technical: 70% (70 points)

• Criteria 1: Programmatic experience in promoting gender equality and positive masculinities; with experience in the UN and Arabic and/or French language skills being assets; (20 points)
• Criteria 2:  Experience working with the private sector and/or on human resources in the private sector; (20 points)
• Criteria 3: Experience and high proficiency in producing knowledge products, toolkits and practical guides for different audiences, as well as experience in capacity building and delivering of trainings, preferably pertaining to gender equality and/or social inclusion issues; (20 points)
• Criteria 4: Knowledge of the cultural context and nuances in the Arab region to promote gender equality. (10 points)

Financial: 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 link to portfolio of work;
• UN Women Personal History form (P-11) which can be downloaded from http://www.unwomen.org/about-us/employment;
• Financial proposal; Proposed inclusive daily rate.

• Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and may not be considered for further assessment;
• UN Women will only be able to respond to those applications in which there is further interest.

Note:

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality, and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW, and UNIFEM), which focused exclusively on gender equality and women's empowerment.

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.

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).