- PNUD en el mundo
El PNUD estÃ¡ presente en 177 paÃses y territorios. Aprenda mÃ¡s sobre el trabajo de la organizaciÃ³n en cada paÃs.
- Arabia Saudita
- Bosnia y Herzegovina
- Burkina Faso
- Cabo Verde
- Congo (República del)
- Congo (República Democrática del)
- Corea (República Popular Democrática de)
- Costa Rica
- Côte d'Ivoire
- Dinamarca (Oficina Rep.)
- El Salvador
- Emiratos Arabes Unidos
- Finlandia (Oficina Rep.)
- Geneva (Oficina Rep.)
- Guinea Bissau
- Guinea Ecuatorial
- Irán (República Islámica de)
- Japón (Oficina Rep.)
- Kosovo (según Res 1244 del Consejo de Seguridad ONU)
- Lao (RDP)
- Macedonia (ex República Yugoslava de)
- Mauricio y Seychelles
- Moldova (República de)
- Noruega (Oficina Rep.)
- Papua Nueva Guinea
- Programa de Asistencia al Pueblo Palestino
- República Centroafricana
- República Dominicana
- Rusia (Federación de)
- Santo Tomé y Príncipe
- Sierra Leona
- Siria (República Árabe)
- Sri Lanka
- Sudán del Sur
- Suecia (Oficina Rep.)
- Tanzania (República Unida de)
- Trinidad y Tabago
- Unión Europea (Oficina Rep.)
- Acerca del PNUD
- Centro de Prensa
International Consultants (2) Technical Advisor on Financial Resource Tracking and Allocations for Gender Equality in the UN system
|Publicado en nombre de :|
|Localidad :||New York, Estados Unidos de América|
|Fecha límite de postulación :||10-Aug-21 (Medianoche Nueva York, Estados Unidos)|
|Tipo de contrato :||Individual Contract|
|Nivel de puesto :||International Consultant|
|Idiomas requeridos :||Inglés|
|Duración del contrato inicial :||4 months with a possibility of extension|
|Duración esperada del puesto :||The consultancy is expected to take a minimum of 10 working days per month|
El PNUD está comprometido con lograr la diversidad de su personal en términos de género, nacionalidad y cultura. Se alienta por igual a las personas que pertenecen a grupos minoritarios, a pueblos indígenas o que tienen alguna discapacidad a presentar su candidatura. Todas las solicitudes se tratarán con la mayor confidencialidad.
UNDP no tolera la explotación y el abuso sexual, ningún tipo de acoso, incluido el acoso sexual, ni la discriminación. Por lo tanto, todos los candidatos seleccionados serán sometidos a una rigurosa verificación de referencias y antecedentes.
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 Entity for Gender Equality and the Empowerment of Women (UN Women) was established in 2011 by resolution 64/289 of the UN General Assembly. In addition to the consolidated mandates and functions of the former four gender-specific entities (OSAGI, DAW, UNIFEM and INSTRAW), the General Assembly mandated to the new Entity the additional role of leading, coordinating and promoting the accountability of the UN system for its work on gender equality and the empowerment of women (GEEW). Thus, UN Women was established as a composite entity serving three sets of mandates: intergovernmental normative; operational and interagency coordination mandates.
In 2006, the United Nations Chief Executives Board (CEB) endorsed a UN system-wide policy on Gender Equality and the Empowerment of Women (CEB/2006/2). In response to this policy, the UN developed a coordinated approach to strengthening accountability for gender equality.
In 2012, the United Nations Chief Executives Board for Coordination (CEB) endorsed the System-Wide Action Plan on Gender Equality and Women’s Empowerment (UN-SWAP) for adoption across the UN system. For the purpose of accelerating gender mainstreaming in the UN system, two aligned dimensions of accountability for gender equality and the empowerment of women were developed and have been recently updated: the UN-SWAP to focus on corporate processes and institutional arrangements at the individual entity level and the United Nations Country Teams Performance Indicators for Gender Equality and the Empowerment of Women (UNCT-SWAP Gender Equality Scorecard), introduced in August 2008 to focus on joint processes and institutional arrangements within the UNCT.
UN Women has been assigned a central role in the gender-responsive implementation of the 2030 Agenda for Sustainable Development. As a result, the accountability frameworks introduced at corporate level (UN-SWAP) and at country level (the UNCT-SWAP Gender Equality Scorecard) have been updated and extended as of 2018 to cover development and normative results tied to the SDGs and the 2030 Agenda for Sustainable Development.
In his 2009 report on peacebuilding, the Secretary-General called on all United Nations-managed funds to institute a “gender marker” to assist “in tracking the proportion of funds devoted to advancing gender equality.” In addition, the Secretary-General’s Policy Committee tasked the UNDG Task Team on Gender Equality to develop common principles to ensure the various UN gender marker systems are comparable. A subsequent Guidance Note set out common principles and standards for gender equality marker systems that track and report on allocations and expenditures for gender equality and women’s and girls’ empowerment. Two of the 17 UN-SWAP performance indicators within the United Nations System-wide Action Plan (UN-SWAP) and one in the UNCT-SWAP directly relate to gender equality markers (resource tracking and resource allocation). The performance of these two indicators remains weak in comparison with other areas of work.
High Level Task Force on Financing for Gender Equality
At its June meeting to discuss the Gender Architecture in 2017, the Executive Committee of the Secretary-General decided that the UN should consider establishing a light and time-bound Task Force on Financing for Gender Equality to review UN budgets/expenditures across the system and make recommendations on how to increase financing for gender equality,
The High-Level Task Force on Financing for Gender Equality met during 2018 and 2019 and its final recommendations were endorsed by the Secretary-General Executive Committee on 10 December 2019. Recommendations included the integration of gender equality objectives into costed strategic plans with financial resources allocated for its implementation; the establishment of financial baselines and common methodologies to refine and meet minimum financial targets; the development of a harmonized policy on financial tracking mechanisms for gender equality; harmonized and consolidated reporting of financial data on gender equality; harmonized and consolidated reporting of financial data on gender equality; and the integration of gender equality criteria, gender equality markers and financial targets into the design, selection, implementation and monitoring of pooled funds and standalone Joint Programmes.
Since that Decision in December 2019, and for the duration of 2020, the collective response to COVID-19 has evidenced a strong focus on gender equality. The system has been reasonably successful at ensuring that women and girls are at the center of the UN response throughout the socio-economic response framework, inter alia through a dedicated gender marker and financial target for gender equality in the COVID-19 MPTF (Multi-Partner Trust Fund).
Building on the lessons learned and based on consultations with the High-Level Task Force membership, a simple, measurable Implementation Plan for the recommendations emanating from the High-Level Task Force was endorsed by the Secretary-General Executive Committee in March 2021.
This Implementation Plan will guide the development of an effective and coherent approach for tracking resources that support gender equality results with agreed upon parameters and standards inside the UN system. This will allow for UN system-wide reporting with regard to funds contributing to promoting gender equality. The Implementation Plan will be supported by a Technical Support Team within UN Women and an Interagency Reference Group (IRG) composed of appointed UN staff at the technical level. The Interagency Reference Group will be divided in Working Groups addressing the implementation of the gender equality markers, financial targets and the integration of gender equality in strategic documents. These Working Groups will include entities managing multi-partner trust funds, individual UN entities and UN Country Teams.
UN Women is looking to recruit International Individual Consultants to support the development and completion of the Implementation Plan for the recommendations emanating from the High-Level Task Force on Financing for Gender equality.
Deberes y responsabilidades
The consultant will provide Technical Support for the successful implementation of the recommendations of the High-Level Task Force on Financing for Gender Equality. In particular, the consultant will guide and support UN entities and relevant UN interagency coordination mechanisms in the initiation or further advancement of the implementation of gender equality markers and the establishment of financial targets or benchmarks for gender equality and the empowerment of women. The purpose of this consultancy is to deliver on the activities included the Implementation Plan towards that end.
Habilidades y experiencia requeridas
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