UN WOMEN Jobs - 70579- International Consultant

International Consultant - Gender Markers Specialist

Advertised on behalf of

UN WOMEN

Location :

Home Based

Type of Contract :

Individual Contract

Starting Date :

06-Mar-2017

Application Deadline :

24-Feb-17 (Midnight New York, USA)

Post Level :

International Consultant

Duration of Initial Contract :

30 Days

Languages Required :

English

Expected Duration of Assignment :

3 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

Context

The landmark UN System-wide Action Plan (UN-SWAP) on gender equality and women’s empowerment was adopted by the United Nations Chief Executives Board (CEB) for Coordination in April 2012. The UN-SWAP is the first unified accountability framework to measure progress on work related to gender equality and women’s empowerment across the United Nations system. As per its mandate on coordination for the UN system’s work on gender equality and the empowerment of women, the development and implementation of the UN-SWAP has been coordinated by UN Women.

With its agreed 15 Performance Indicators the UN-SWAP has established a new, uniform and comprehensive framework for accountability. The framework simultaneously provides a snapshot with respect to a given indicator, and a set of common standards to which to aspire. As such, the framework constitutes a monitoring and reporting tool that propels action.

Based on findings from the 2015 UN-SWAP reporting, the United Nations system meets or exceeds requirements in 57 percent of ratings on all Performance Indicators, and approaches requirements in a further 28 percent. Resource tracking and allocation were worst performing Performance Indicators since the beginning of UN-SWAP implementation, with the UN system still only meeting/exceeding requirements in 33 percent of cases for the former and 17 percent for the latter in 2015. However, this does not mean there has been no progress over the 4 years of implementation. Indeed 21 entities track resources for gender equality (up from 10 in 2012) and the number is expected to rise in 2016.

As UN system entities continue to develop and adopt gender equality markers at the corporate level (top down approach), it is clear that this effort can yield further results if supported also by a bottom up approach by introducing gender equality markers at the UNCT level, to be applied to the UNDAF’s one budgetary framework.

Background to gender marker systems

In 2013 the UNDG produced Guidance and Principles for development of gender marker systems for entities of the UN system. However, as the UN-SWAP for UNCTs will be rolled out (formerly known as Gender Scorecard), support and capacity building around gender equality markers for UNCTs’ one budgetary framework will be needed. These documents should guide the consultancy and be adapted as relevant to the UNCT context, in particular in relation to the unit of analysis to be introduced, and the periodicity of coding.

Building on this guidance material, the UNDG has also recommended an eight-step system for developing gender marker systems, as follows:

Establish a gender marker support team;
Review lessons learned in existing documents;
Adapt the gender marker methodology (rating, level, users, quality control);
Develop technical resources (draft guidance);
Pilot the proposed marker;
Design gender equality marker reports;
Roll-out of the gender marker;
Review the application of the marker.

Duties and Responsibilities

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.

Objective

The consultancy will support the establishment of a gender marker system for UNCTs using the typology above to organize the system. Each of the eight areas in the typology should be elucidated with reference to the context of UNCTs.

Methodology for the consultancy

The consultancy will include a desk review of relevant documents, interviews with key stakeholders in New York and elsewhere and two field missions to UNCTs yet to be determined.

Deliverables

A draft gender equality marker system for UNCTs, organised by the eight-point UNDG typology noted above, adapted to the context of UNCTs.

The final report should also include a section on the results of the piloting in two country teams.

Competencies

Core values:

Integrity:

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

Professionalism:

Demonstrate professional competence and expert knowledge of the pertinent substantive areas of work.

Respect for Diversity:

Demonstrate an appreciation of the multicultural nature of the organization and the diversity of its staff. Demonstrate an international outlook, appreciating difference in values and learning from cultural diversity.

Core Competencies:

Ethics and Values:

Demonstrate and promote ethics and integrity by creating organizational precedents.

Organizational Awareness:

Build support for the organization and ensure political acumen.

Development and Innovation:

Support staff competence development, and contribute to an environment of creativity and innovation.

Work in teams:

Build and promote effective teams. Demonstrate ability to work in a multicultural, multi ethnic environment and to maintain effective working relations with people of different national and cultural backgrounds.

Communication and Information Sharing:

Create and promote an environment for open and effective communication.

Self-management and Emotional Intelligence:

Stay composed and positive even in difficult moments, handle tense situations with diplomacy and tact, and have a consistent behavior towards others.

Conflict Management:

Surface conflicts and address them proactively acknowledging different feelings and views and directing energy towards a mutually acceptable solution.

Continuous Learning and Knowledge Sharing:

Share knowledge across the organization and build a culture of knowledge sharing and learning.

Appropriate and Transparent Decision Making:

Ensure fair and transparent decision making processes and manage risk.

Required Skills and Experience

Education:

MA in social studies, international development, international relations or economics

Experience:

At least 10 years of work experience covering the following areas:

Vast expertise of gender mainstreaming in development programming;
Deep understanding of the functioning of the UN Development System at the country level, including with respect to gender mainstreaming in the UNDAF;
Understanding of UNCTs accountability tools for gender, such as the UNCT gender scorecards, the UNDP Gender Seal etc.
Ability to facilitate inter agency discussions on gender related issues;
Knowledge of UNDAF development and budgeting processes in the UNCTs;
Experience with developing, implementing and/or evaluating gender equality marker systems.

Language:

Excellent English Writing Skills.