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Analysis of the Status of Women in the United Nations Duty Station in Nairobi
|Publié pour le compte de :|
|Lieu :||Nairobi, KENYA|
|Date limite de candidature :||14-Feb-18 (Minuit New York, États-Unis)|
|Catégorie supplémentaire :||Égalité des sexes|
|Type de contrat :||Individual Contract|
|Niveau du poste :||National Consultant|
|Langues requises :||Anglais|
|Date de commencement :|
(date à laquelle le candidat sélectionné doit commencer)
|Durée du contrat initial||15 days|
|Durée prévue de la mission :||15 days|
The UN’s commitment to achieving system-wide gender parity is underpinned by a strong legislative and institutional framework which has been consistently developed and strengthened since the founding of the United Nations in 1945. This framework includes the Charter of the United Nations (1945), the Commission on the Status of Women (CSW), the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) (1979), Resolutions of the General Assembly, the Beijing Declaration and Platform for Action (1995).
The Beijing Declaration and Platform for Action of 1995 set forth governments’ commitments to enhance women’s rights. Paragraph 193 of this Platform specifically outlines actions to be taken by the UN, including establishing a goal of 50:50 gender balance for UN staff at the professional levels and above by 2000. Prior to this, the UN General Assembly had adopted a number of resolutions targeting the increased representation of women within the UN system. In 1989, the General Assembly resolution 44/185 set the target of an “overall participation rate of 30 per cent of the total by 1990”. This was subsequently increased to 35 per cent for overall participation and 25 per cent at the D-1 level and above by 1995; and thereafter in 1998 adjusted to target 50/50 gender balance across all posts by the year 2000. Today, the goal of 50:50 gender parity applies to all categories of UN staff posts, regardless of the type or duration of appointment, the source of funding, or staff rules under which the appointment is made. Yet, progress towards these targets has been slow and uneven across the UN Development System and regionally.
The adoption of the Agenda 2030 in September 2015 can however be described as having constituted a critical milestone in efforts to advance accountability towards the advancement of gender equality and the empowerment of women (GEWE) globally - and within the UN Development System. In addition to the inclusion of a stand-alone Sustainable Development Goal (SDG) on gender equality i.e. SDG 5 which aims to “ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life”, eleven of the other 17 SDGs also contain gender-related targets, thereby providing a stronger, more integrated imperative for the global community to its frame efforts to address GEWE– within broader development initiatives. In line with this, the Quadrennial Comprehensive Policy Review (2016-2020) adopted subsequent to the SDGs, called for all entities of the UN to promote GEWE by enhancing gender mainstreaming, through the full implementation of the System-wide Action Plan on GEWE as well as the UN Country Team performance indicators for GEWE (the gender scorecard), in particular with regard to gender-responsive performance management and strategic planning, the collection and use of sex-disaggregated data, reporting and resource tracking, to assist in mainstreaming gender equality in the preparation of the United Nations Development Assistance Framework, or equivalent planning framework.
In terms of the representation of women in leadership, UN Member states stressed the need to ensure equal and fair distribution based on gender balance and on as wide a geographical basis as possible”. Paragraph 73 of the QCPR (2016) went on to state that UN entities were to continue efforts “to achieve gender balance in appointments within the United Nations system at the global, regional and country levels for positions that affect operational activities for development, including appointments to resident coordinator and other high-level posts, with due regard to the representation of women from programme countries, in particular developing countries, while keeping in mind the principle of equitable geographic representation”. In line with this, and following the biennial report of the UN Secretary-General António Guterres on the “Improvement of the Status of Women in the UN system” of 27 July 2017, a System-wide Strategy on Gender Parity was launched on 13 September 2017 by the UN Secretary-General to support the realisation of this goal.
The Network of Women Leaders in the UN Nairobi Duty Station was established in 2013 to bring together senior women leaders committed to the promotion of GEWE within the UN Nairobi Duty Station and in their areas of work. It is co-chaired by the UN Undersecretary General and Director-General of the UN Nairobi Duty Station, and the Regional Director for UN Women’s regional office for East and Southern Africa (UN Women ESARO). UN Women ESARO also serves as the Network’s Secretariat. In recognition of the challenges many women working in the UN face in their efforts to advance their careers, the Network has sought to undertake advocacy-related initiatives, to support the career advancement efforts of women in 3 categories:
Purpose and objectives of the consultancy:
The Network has embarked on efforts to support the implementation of this gender parity strategy within the UN Nairobi Duty Station, in recognition of the urgency of this agenda- and its intrinsic value to the realisation of relevant, inclusive and responsive UN Development System. To inform these efforts, UN Women wishes to undertake a comprehensive analysis of the status of women in the United Nations System in Nairobi. The scope of this analysis will be informed by the UN Women report titled: “Status of Women in the United Nations System” published in 2016. The analysis will also refer to other relevant studies and/or reports that have been undertaken by other UN institutions.
Devoirs et responsabilités
Under the overall guidance of the UN Women Regional Director for ESARO and with the support of the Network and cooperation of participating agencies, funds and programs in the UN Nairobi Duty station, the Consultant will undertake the following:
1. Conduct a refreshed survey on gender parity in the UN system in Nairobi:
2. Review and document individual UN entities’ organisational arrangements for the design, implementation and/or monitoring of GEWE policies and practices- including a conducive organisational culture which is facilitative of the advancement of women:
3. To survey the (reported) incidence of sexual harassment claims – at UN entity level, and identify ways this has impacted gender parity;
4. To identify ‘good practices’ in promoting and achieving gender parity and recommendations for individual entities to implement. As part of this effort, the consultant will undertake a desk review of the relevant reports/studies/research undertaken by UN entities globally, which are relevant to understanding the trends revealed by the analysis- and possible solutions;
5. To develop a presentation of the key findings of the gender parity analysis – and related information within the report, to be used in sharing the findings of the same for advocacy purposes.
Core Values/Guiding Principles
Cultural sensitivity and valuing diversity:
Development and Innovation:
Work in teams:
Communicating and Information Sharing:
Self-management and Emotional Intelligence:
Continuous Learning and Knowledge Sharing:
Appropriate and Transparent Decision Making:
Qualifications et expériences requises
Le PNUD s’engage à recruter un personnel divers en termes de genre, de nationalité et de culture. Nous encourageons de même les personnes issues des minorités ethniques, des communautés autochtones ou handicapées à postuler. Toutes les candidatures seront traitées dans la plus stricte confidentialité.
Le PNUD ne tolère pas l’exploitation et / ou les atteintes sexuelles, ni aucune forme de harcèlement, y compris le harcèlement sexuel, et / ou toutes formes de discrimination. Tous/tes les candidats/tes selectectionnes /ées devront ainsi se soumettre à de rigoureuses vérifications relatives aux références fournies ainsi qu’à leurs antécédents.