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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 :||English|
|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.
OBJECTIVE OF THE CONSULTANCY
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
Required Skills and Experience
Experience and Skills
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