National Consultant-Development of National Anti-Sexual Harassment Policy(re-advert)

Advertised on behalf of :

Location : Addis Ababa, ETHIOPIA
Application Deadline :07-May-21 (Midnight New York, USA)
Additional Category :Gender Equality
Type of Contract :Individual Contract
Post Level :National Consultant
Languages Required :
Starting Date :
(date when the selected candidate is expected to start)
Duration of Initial Contract :60 days
Expected Duration of Assignment :60 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.


Violence against Women and Girls (VAWG) is one of the most systematic, widespread human rights violations faced globally. About 1 in 3 women worldwide have experienced either physical and/or sexual intimate partner violence or non-partner sexual violence in their lifetime.  It occurs on a systematic basis and it may occur against any woman or girl, regardless of her country of origin, age, or socio-economic status. Women and girls face physical, emotional, and sexual abuses that undermine their health and ability to earn livelihoods; disrupt their social systems and relationships; and particularly for girls, it robs them of their childhood and education.

According to EDHS 2016, at least 1 out of every 3 women in Ethiopia has been beaten, coerced into sex, or otherwise abused in her lifetime, by an intimate partner. Sexual harassment in private and public spaces is also widespread in the country. However, except for small scale varying prevalence rates in different occupations, there are no national prevalence studies conducted either in workplace or public space settings in Ethiopia. One study showed that the pooled  prevalence  of  workplace  sexual  harassment  is  estimated  up to  33.2%.  The  pooled prevalence  was  the  highest  among  female university  staffs  reaching 49%  and  28%  among commercial sex workers.

Although the national policy and legal frameworks for the protection of women and girls’ rights in general are by and large good, there are gaps that ought to be addressed. The major gaps are seen in relation to violence against women including sexual harassment. Even though the Criminal Code (Article  625)  prescribes  penalties  of 18  to 24 months  of imprisonment for sexual  harassment, authorities generally have not enforced harassment laws. The Ethiopian parliament on July 5, 2019 approved a new Labour Proclamation (Proclamation No. 1156/2019) to replace the labour law that has been in existence for 16 years also known as the Labour Proclamation No. 377/2003. The revised law of 2019 has introduced a rule to regulate workplace sexual harassment and sexual violence. The Federal Civil Servants Proclamation No. 1064 /2017 hasalready indicated the prohibition of sexual harassment in the workplace. Some government institutions have also developed institutional anti-sexual harassment policies.

However, sexual harassment can take place anywhere – at work, at university, on the street, in a shop, at a club or restaurant, in a public transport, at an airport, even in the home. Basically, it is unwelcome sexual behaviour that can take place in any public place, and in private spaces. Hence, there is a need for a comprehensive anti-sexual harassment policy that covers all form of sexual harassment committed anywhere and at any time.

The Government of Ethiopia led by the Ministry of Women, Children and Youth (MOWCY) in collaboration with UN Women have thus intended to support the undertaking of an assessment of sexual harassment related initiatives and their implementation status, identify existing gaps and based on the findings, develop a draft national Anti-sexual harassment policy that will be presented to the council of Ministers for approval.  The policy will serve as an overarching normative framework based on which various guidelines and specific policy documents could be derived from.

UN  Women  is thus  seeking  to recruit  two qualified  national consultants to undertake the above-mentioned assignment.


The objective of the assignment is to develop a seminar paper to advocate for the need of anti- sexual harassment policy and draft the national policy for further consultations and approval by council of ministers. The draft comprehensive national anti-sexual harassment policy should be in line with international standards and based on strategic inputs from various stakeholders. Consultations with women’s organizations, feminist movements, academia, labour unions, justice sector, key government institutions like MOLSA and Civil Service Commission, UN agencies such as ILO, UN Women, etc. should seek to gain insight into the scope, content, and relevance of the intended policy.

The specific objectives include the following:

•    To assess sexual harassment related initiatives in the country, thorough review, and analysis  of  existing  national  and  international  documents,  identify  implementation status and existing gaps and develop a position paper on the need to develop SH policy.

•    Based on the position paper, to develop a comprehensive draft national Anti-sexual harassment policy committed in private and public spaces.

•    To harmonize and standardize responses to sexual harassment occurring at any place.

•    To sensitize the public that sexual harassment is illegal and punishable.

•    To provide guidance as to what constitutes sexual harassment and how it should be dealt with

Duties and Responsibilities

  • Inception    report    outlining    scope,    content, methodology and timeline of the assignment
  • Undertake   thorough   review   and   analysis   of existing national and international documents, initiatives and best practices and develop a Position  paper  on  sexual  harassment  and initiatives taken in Ethiopia.
  • Undertake  a  consultation  on  findings  of  the position paper, the content and scope of the policy with relevant stakeholders
  • Submit   a   final   draft   of   the   position   paperincorporating inputs from the consultation
  • Develop  a  comprehensive  draft  national  sexual harassment policy
  • Submit a revised drat of the policy incorporating inputs on the draft
  • Undertake validation workshop
  • Submit final drat of the policy in english


  • Respect for Diversity
  • Integrity
  • Professionalism

Core competencies

  •  Awareness and Sensitivity Regarding Gender Issues
  •  Accountability
  • Creative Problem Solving
  • Effective Communication
  • Inclusive Collaboration
  • Stakeholder Engagement
  • Leading by Example    

Functional Competencies:

  •  Strong knowledge of gender equality and women’s rights issues
  •  Excellent level of conceptual and analytical capacity
  • Ability to work in a team.
  • Ability to write in a clear and concise manner and to communicate effectively.
  • Demonstrates use of initiative and ability to make appropriate linkages in work requirements.
  • Openness to change and ability to receive/integrate feedback.
  •  Meets deadlines for delivery of products or services.
  •  Able to work virtually, using communication technologies.
  • Strong interpersonal skills

Required Skills and Experience


  • Each of the consultants must have university degree in Law, legal studies, Human Rights, or related field.

Experience and Skills

  • Seven years or above relevant experience in the following areas:
    •  Research, analysis, and data collection and particularly on issues of women’s rights and/or sexual and gender-based violence
    •  Drafting of legal or similar documents, particularly policies and strategies.
    •  Excellent writing skills in English and Amharic
    •  Previous experiencm\e working with the UN is an asset.
    • Excellent skills in negotiation and in working with people.
    • Excellent experience in facilitating consultative workshops.
    • Please note that applications without a completed and signed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment can be downloaded from

Language Requirements:  Amharic and English

UNWOMEN 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 confidenc

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