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Legal Consultant to Draft Legislative Proposal for Gender-Responsive Covid-19 Responses and Protocols for Women Migrant Workers (Philippines nationals only)
|Advertised on behalf of :|
|Location :||Manila, PHILIPPINES|
|Application Deadline :||27-May-20 (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 :||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.
In the past two decades, an annual average of 172,000 Filipino women migrant workers (WMW) were deployed overseas as new hires. Analysis of the migration flow from the Philippines for the period 1981- 2011 revealed that 60% of registered migrant workers are women (UN Women, 2015). In 2014, out of the 340,279 Filipinos workers overseas, 185,601 were female, indicating a trend of feminisation of the migratory flows (ASEAN, 2017). Women migrant workers are disproportionately vulnerable to violence at all stages of the migration cycle and they often experience intersectional forms of discrimination.
The Philippines is seen as one of the countries with an advanced migration governance framework. However, in the different migration stages, women migrant workers continue to face a risk of violence, trafficking, and discrimination. They also have limited access to protection and support services. In 2016, of the estimated 7,556 overseas Filipino Workers (OFWs) who were in distress and repatriated 67% were women. In the same year, 251 were victims of trafficking, 82% of whom were women. Further, the National Demographic and Health Survey (NDHS) in 2017 found that only 30 per cent of women who experienced physical or sexual violence sought help to stop violence.
Women migrant workers (WMW) are disproportionately vulnerable to violence at all stages of the migration cycle and they often experience intersectional forms of discrimination. The CEDAW Committee expressed concerns on “the widespread exploitation and abuse of Filipina migrant workers working abroad, in particular as domestic workers, and the insufficient support provided to reintegrate those who return.”
In the outbreak of the COVID-19 pandemic, the number of incidences of violence against women is increasing – as tensions rise, freedom is restricted, economic tensions are felt, and women are isolated from support systems. Postponed or cancelled trips and employment contracts abroad brought about by travel bans have forced Filipinas to go back home, where many of them endure intimate partner violence or psychological violence from dependents. Losing their jobs and the prospect of an independent income that would enable them to escape abuse, and the incapacity to support their families any longer, all increase the risk of domestic violence. “Social distancing,” a strategy adopted and recommended to contain the virus, is likely to increase the risk of Gender-based Violence (GBV), as it may be used as a mechanism to isolate the survivor from her family and social networks, as a part of emotional or psychological violence and controlling behavior. Given the circumstances and challenges rising in the time of COVID-19, keeping the protocols available for women migrant workers who have faced violence is important more than ever.
The Programme, “Safe and Fair: Realizing women migrant workers’ rights and opportunities in the ASEAN region (2018-2022)” is part of the multi-year EU-UN Spotlight Initiative to Eliminate Violence against Women and Girls. Safe and Fair is implemented by the ILO and UN Women. Safe and Fair delivers technical assistance and support with the overall objective of making labour migration Safe and Fair for all women in the ASEAN region. Safe and Fair engages with ASEAN Member States’ government authorities; ASEAN institutions; workers’ organizations; employers and recruitment agencies; civil society organizations; community-based organizations; families and communities; research institutions and academia, media networks, youth, and the general public and supports programming in ten countries (Brunei Darussalam, Cambodia, Indonesia, Lao People's Democratic Republic, Malaysia, Myanmar, Philippines, Singapore, Thailand and Viet Nam).
Safe and Fair works in close cooperation with governments and social partners to achieve three inter-linking specific objectives:
Specific objective 1: Women migrant workers are better protected by gender-sensitive labour migration governance frameworks;
Specific objective 2: Women migrant workers are less vulnerable to violence and trafficking and benefit from coordinated responsive quality services; and
Specific objective 3: Data, knowledge and attitudes on the rights and contributions of women migrant workers are improved
The strategy of Safe and Fair mainstreams three cross-cutting topics: women’s voice and agency; rights-based approaches; and broad engagement of stakeholders. Safe and Fair ensures visibility, awareness-raising and dialogue promotion on changing norms around violence against women throughout migration and strengthening rights-based approaches to Safe and Fair labour migration governance for women in the ASEAN region.
Duties and Responsibilities
The Legal Consultant, based on the inputs from the Research Writer for Technical Briefs on Coordination of Services, Policy Recommendation and Service Directory on VAW and Migration developed by a Research Consultant, is expected to complete the following key tasks:
Final products and deliverables
The consultancy is expected to be completed within a period of three (3) months from the date of the contract signing with close communications with Safe and Fair National Project Officer:
Required Skills and Experience
Please note that the system only allows 1 attachment per application so please combined all files into one. In case that is not possible, you can submit the application again with different attachments.
Please submit your electronic application to email@example.com no later than 27 May 2020, and copy to firstname.lastname@example.org. Please provide brief explanations of why you are suited for this Consultancy, and cite relevant experience.
Applications will be evaluated based on the Cumulative analysis.
A two-stage procedure is utilised in evaluating the applications, with the evaluation of the technical application being completed prior to any price proposal being compared. Only the price proposal of the candidates who passed the minimum technical score of 70% of the obtainable score of 100 points in the technical qualification evaluation will be evaluated.
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.