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- A propos du PNUD
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Private Sector Development Analyst - National and International Consultant
|Publié pour le compte de :|
|Lieu :||Home-based, EGYPTE|
|Date limite de candidature :||20-Apr-21 (Minuit New York, États-Unis)|
|Catégorie supplémentaire :||Égalité des sexes|
|Type de contrat :||Individual Contract|
|Niveau du poste :||National Consultant|
|Langues requises :||Arabe Anglais|
|Durée du contrat initial||12 months (with possible extension)|
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.
UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.
The world is being adversely impacted by the consequences of the coronavirus (COVID-19) with an unprecedented economic downturn that is felt not only by all segments of populations, but also has strong gender implications. It is becoming obvious that the labour market and economies including the global supply chains are heavily affected, leading to worldwide business disruptions.
The COVID-19 pandemic is highlighting, and magnifying inequalities and the multiple and intersecting forms of discrimination faced by women and girls. The pandemic has moved beyond a global health crisis and has morphed into a labor market, social and economic crisis, posing a serious threat to women’s employment and livelihoods, especially in precarious informal and non-essential sectors. This is particularly consequential for Arab States, where gender gaps are among the widest compared to the rest of the world.
The pandemic is having a dramatic effect on the jobs, livelihoods, and well-being of workers and their families and on enterprises across the globe, particularly the small and medium-sized. While certain sectors and industries have successfully moved online, pointing the way towards exciting innovations in the world of work, small and medium-sized enterprises – the engine of the regional economy and major employers of women – are suffering immensely and many may not recover.
Globally, the pandemic will likely push 47 million more women and girls below the poverty line. The Arab region’s economy is expected to contract by at least 5.7% and the ranks of the poor are estimated to rise by 14.3 million people, swelling to more than 115 million. That is one-quarter of the total Arab population.
In a region where 14.3 million people were already unemployed, the ILO estimated losses in the equivalent of 17 million full-time jobs in the second quarter of 2020. With the largest gender gap in human development in the world, women in the Arab region suffer significant consequences of the pandemic. Women earn on average 78.9%percent less than men on a per capita basis and they stand to lose 700,000 jobs particularly in the informal sector where they constitute 61.8 percent of workers and lack social protection nets. Other estimates from June 2020 anticipated that women would bear 41% of job losses in the Arab world, even though they constitute no more than around 19% of the workforce.
Across the MENA region, SMEs account for over 90% of all business and provide a major source of job creation (IMF, 2019). Therefore, policies supporting SMEs, which concentrate the majority of female employment in the private sector or providing assistance to informal workers which constitute 62% of female employment in MENA, are likely to be of particular importance for women. Importantly, many businesses have taken steps to promote a responsive work environment for women during the pandemic, through protecting jobs of women, promoting teleworking arrangements, and ensuring better work-life balance.
 Women’s Empowerment Principles (WEPs)
 Source: Bonnet, Florence, Joann Vanek, and Martha Chen. 2019. Women and Men in the Informal Economy – A Statistical Brief. Manchester, UK: WIEGO.
The recently published UN Women and IFC Report: Bridging the Gap: Emerging Private Sector Response and Recovery Measures for Gender Equality amid COVID-19 showcases a growing number of companies and organizations around the world that are taking action to ensure the economic inclusion and social well-being of their employees, customers, and suppliers, as well as local communities.
In this regard, platforms for the private sector such as the Women’s Empowerment Principles (WEPs) play an important role in providing technical expertise and facilitating knowledge exchange among businesses regionally and globally. The WEPs are a primary vehicle for corporates to deliver on gender equality dimensions of the 2030 agenda and the Sustainable Development Goals, and one of the most important global initiatives aimed at empowering women and ensuring that women have an increasing role in economic life, in all sectors and at all levels. The WEPs are the entry point for private sector companies to ensure that their policies and practices are gender-sensitive and support women and men equally at this critical time, through providing flexible work arrangements for women, remote arrangements, and protecting jobs of women, and having in place anti-harassment policies where possible.
 The Women’s Empowerment Principles (WEPs) are a set of seven principles offering guidance to businesses on how to promote gender equality and women’s empowerment in the workplace, marketplace, and community. Jointly established by UN Women and UN Global Compact, the WEPs are informed by international labor and human rights standards and grounded in the recognition that businesses have a stake in, and responsibility for, gender equality and women’s empowerment.
Devoirs et responsabilités
Reporting to the UN Women Regional Programme and Policy Specialist and working in close cooperation with the UN Women Regional Office in the Arab States (ROAS) Women’s Economic Empowerment team and WEE focal points in respective UN Women country offices, the Private Sector Development Analyst will:
Please visit this link for more information on UN Women’s Core Values and Competencies:https://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-values-and-competencies-framework-en.pdf?la=en&vs=637
Qualifications et expériences requises
Individual consultants will be evaluated based on the following methodology: Only candidates obtaining a minimum of 49 points in the technical evaluation would be considered for the financial evaluation.
Technical: 70% (70 points)
Financial: Lowest Financial Proposal: 30% (30 points)
The points for the Financial Proposal will be allocated as per the following formula:
Interested Individual Consultants must submit the following documents/information to demonstrate their qualifications:
The above-mentioned documents should be merged in a standalone file including all of them since the online application submission does only permits uploading one file per application. Incomplete submission can be a ground for disqualification.
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.