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National Consultant to conduct trainings on increasing gender diversity through recruitment to maritime industry companies in Georgia
|Advertised on behalf of :|
|Location :||Home-based with travel to Batumi, Georgia|
|Application Deadline :||14-Sep-18 (Midnight New York, USA)|
|Type of Contract :||Individual Contract|
|Post Level :||National Consultant|
|Languages Required :||English|
|Starting Date :|
(date when the selected candidate is expected to start)
|Duration of Initial Contract :||September 28, 2018 – November 30, 2018|
|Expected Duration of Assignment :||15 working days in the period of 28 September 2018 – 30 November 2018|
According to the Global Gender Gap Report 2015, among 145 economies, Georgia ranked 82, on how well the country uses its “female talent pool, based on economic, educational, health-based and political indicators”. In 2016, 53% of women were reportedly employed in Georgia compared to 67% of men. The gender gap widens even more among younger population with only 47% of women in the age group of 25-34 employed compared to 74% of men. In addition to gender wage gap (36.4% in 2015), large gaps also exist between women’s economic groups, and 61% of women’s employment is considered vulnerable.
Despite some progress made by Georgia to improve legislative and policy frameworks to support gender equality and women’s rights, there still is space for improvement in the field of important labor protections and policies to promote decent work, challenges remain in further mainstreaming of gender into sectoral policies, strategies and service delivery to advance women’s economic empowerment. In its 2014 report, the ILO Committee of Experts again urged the State Party "to take concrete steps to give full legislative expression to the principle of equal remuneration for men and women for work of equal value" and expressed concern at the lack of effective enforcement mechanisms to ensure the fulfilment of this right.
Against this background, with the support of the Norwegian Ministry for Foreign Affairs, UN Women launched the project “Joint Action for Women’s Economic Empowerment in Georgia” in December 2017. The project seeks to strengthen the private sector’s engagement in the promotion of women’s economic empowerment and in this way contribute to the achievement of the SDGs in Georgia. Among others, the project targets companies operating in the maritime industry, traditionally male-dominated industry in Georgia.
In order to enhance the understanding of companies and institutions operating in the maritime sector on how they can promote gender diversity in the industry, UN Women would like to hire a National Consultant who will be responsible for developing modules and conducting a training to the institutions, including crewing companies, operating in the maritime sector in Georgia. The primary target of the training is private sector companies. The exact training topics will be finalized based on the needs assessment conducted by the consultant, but the overall focus is increasing gender diversity through recruitment. The training should include information on the benefits of gender diversity, as well as practical exercises on simple outreach and recruitment techniques for improving diversity in male-dominated industries. These techniques include, for example, gender-aware job advertisements, showcasing diversity in recruitment campaigning and specialized internship and grant programmes
 World Economic Forum, The Global Gender Gap Report, available on-line at: http://reports.weforum.org/global-gender-gap-report-2015/.
 GEOSTAT, Woman and Man in Georgia: Statistical Publication, 2017, pp. 52-54, available in Georgian on line at: http://www.geostat.ge/cms/site_images/_files/georgian/health/W&M%20in%20GEO_2017.pdf
 Defined by ILO as the sum of contributing (non-paid) family workers and own-account (self-employed) workers. Rates are from 2013 from World Bank Open Data, available at: http://data.worldbank.org/
 Report of the Committee of Experts on the Application of Conventions and Recommendations, 2014.
Duties and Responsibilities
The duties and responsibilities of the Consultant are:
Please visit this link for more information on UN Women’s Core Values and Competencies: http://www.unwomen.org//media/headquarters/attachments/sections/about%20us/employment/un-women-employment-values-and-competencies-definitions-en.pdf
Required Skills and Experience
The candidates will be evaluated in three stages: according to minimum qualification criteria followed by technical and financial evaluation.
The candidates must possess following minimum qualification criteria to be eligible for further technical evaluation:
Technical evaluation criteria (including minimum qualifications):
Maximum total technical score amounts to 350 points. Only candidates who have passed over the minimum qualification criteria and have accumulated at least 245 points out of maximum 350 under technical evaluation will qualify for the next stage i.e. evaluation of their financial proposals.
Evaluation of submitted financial offers will be done based on the following formula: S = Fmin / F * 150
S – score received on financial evaluation;
Fmin – the lowest financial offer out of all the submitted offers qualified over the technical evaluation round;
F – financial offer under consideration.
The winning candidate will be the candidate, who has accumulated the highest aggregated score (technical
scoring + financial scoring).
The consultant will report to and work under direct supervision of UN Women Programme Specialist and UN Women Programme Analyst, and under the overall guidance of UN Women Georgia Country and Deputy Country Representatives.
Payment will be disbursed upon submission and approval of deliverables and certification by UN Women that the services have been satisfactorily performed as specified below:
Application submission package:
*The applicants are required to submit an aggregated financial offer (“aggregated financial offer” is the total sum of all financial claims of the candidate for accomplishment of all tasks spelled out in this ToR).
Only short-listed candidates will be contacted.
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
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.