Antecedentes

The Women’s Empowerment Principles: Equality Means Business (http://weprinciples.org) (WEPs) is a joint initiative of UN Women and the UN Global Compact, launched on International Women’s Day 2010 following a year-long international, multi-stakeholder consultation process. The WEPs elaborate the gender dimension of corporate social responsibility (CSR) and businesses’ role in sustainable development.

While there have been significant efforts to promote global gender equality and women’s empowerment, progress has been much slower than anticipated. Advancing and empowering women is too big an assignment for any single sector, be it government, international organizations or civil society.  Providing a partnership platform to engage the private sector – the engine for jobs, innovation, capital creation and investment – is essential. To fill this need, the WEPs provide a road map for businesses on how to empower women in the workplace, marketplace and community. Further, the Principles help companies explore the gender dimension of other areas of corporate sustainability, for example environmental sustainability and supply-chain sustainability.

To date (February 2019), more than 2,000 business leaders globally have committed to implement the seven WEPs:

• Establish high-level corporate leadership for gender equality;
• Treat all women and men fairly at work – respect and support human rights and nondiscrimination;
• Ensure the health, safety and well-being of all women and men workers;
• Promote education, training and professional development for women;
• Implement enterprise development, supply chain and marketing practices that empower women;
• Promote equality through community initiatives and advocacy;
• Measure and publicly report on progress to achieve gender equality.

The CEO Statement of Support encourages business leaders to use the WEPs as guide posts for actions that advance and empower women in the workplace, marketplace and community, and communicate progress through the use of sex-disaggregated data and other benchmarks. Signees underscore that equal treatment of women and men is not just the right thing to do — it is also good for business and needs to be a priority.

The Law on Gender Equality of Georgia stipulates that “free choice of occupation or profession, career promotion, vocational training” is guaranteed without discrimination (Gender Equality Law of Georgia, Article, Art. 4/2/”f”). Despite this, economic empowerment of women is still a challenge including access to paid work, remuneration, access to credits and loans remain challenges, especially for IDP women, women living in mountainous, rural, and conflict-affected areas (GEOSTAT: http://www.GEOSTAT.ge/?action=page&p_id=1172&lang=eng). According to the latest official data, the economic activity rate for women is 58% (as compared to 75% for men), employment rate among women is 51% (compared to 64% among men) - Please refer to  GEOSTAT, Women and Men in Georgia, 2018 (available on-line at: http://www.GEOSTAT.ge/cms/site_images/_files/english/health/W&M%20ENG-2018.pdf), while the registered unemployment rate for men is higher than for women (11% compared to 7% - GEOSTAT: http://www.GEOSTAT.ge/?action=page&p_id=146&lang=eng). In 2017, the average nominal monthly salary of women in all fields of the economy and all sectors was 770 GEL for women while it was 1,197GEL for men (GEOSTAT, Women and Men in Georgia, 2018).

The country’s Gender Wage Gap (GWG) was estimated at 35.7% and there is continued horizontal and vertical gender segregation in the labour market, where women are concentrated in low-paid jobs and sectors (GEOSTAT, Women and Men in Georgia, 2018). UN Women Technical Assistance to GEOSTAT in Measuring the Gender Wage Gap in Georgia in 2014 showed that there also exist differences by region and education level. In 2014, the gender wage gap was about 33.5% in urban areas versus 34.5% in rural areas. Tbilisi was estimated to have the smallest gender wage gap of 28.3% compared to 37.2% for the rest of the country. Similarly, in 2014, for the highly educated the gender wage gap was 29.5%, whereas for the lower educated it was 2.3% favoring women.

To mobilize the Georgian private sector to promote gender equality and women’s roles and positions in the economy, UN Women launched the Women’s Empowerment Principles in the country in 2014. To accelerate and support implementation of the WEPs and promote women’s participation in the economic development of the country, UN Women has been partnering with private sector actors, based on the WEPs. As part of these collaborations, UN Women implements trainings for private sector actors on the WEPs. In 2019, with support from the Government of Norway, under the Joint Action for Women’s Empowerment (JAWE) Project, UN Women is expanding the number of private sector partners in this partnership.

Similarly, as a similar situation exists in Armenia and Azerbaijan, with funding from the Swiss Agency for Development and Cooperation (SDC) and the Austrian Development Agency (ADA) under the project Women’s Economic Empowerment in the South Caucasus (WEESC), UN Women is expanding this partnership to include private sector entities from Armenia and Azerbaijan.

In order to facilitate the expansion of the project, a national consultant will be contracted to train a cadre of trainers who will be able to deliver WEPs-related trainings to and within companies in Armenia, Azerbaijan and Georgia. The consultant will deliver the WEPs trainings based on a previously developed manual and will update previously developed training materials prior to delivering the training. At the end of the assignment, the trainees should be able to independently conduct WEPs trainings.

In addition, the national consultant will develop methodological guidance for consultants and other key focal points (specifically business association representative/s) on how to support private sector companies to conduct internal gender assessments in compliance with WEPs and develop WEPs Action Plans in a participatory manner. The brief methodological guidance should be based on and aligned with the existing Gender Gap Analysis Tool (https://weps-gapanalysis.org/), but also include guidance on how to involve company employees in the Action Plan development, through, for example, focus group discussions or employee interviews. At the end of the assignment, these trainees should be able to independently assist private sector companies to conduct internal gender assessments and develop WEPs Action Plans.

The consultant will deliver two three-day trainings. The first two days of each of the trainings will be for consultants and representatives of private sector entities on the WEPs and the third day of the trainings will be a guidance for consultants and other key focal points (specifically business association representatives) on how to support private sector companies to conduct internal gender assessments and develop WEPS Action Plans in a participatory manner.

The objectives of the assignment are:

• To increase capacities of trainees on WEPs to enable them to conduct WEPs trainings; and

To increase capacities of trainees to support companies to conduct a Gender Gap Analysis and to develop WEPs Action Plans.

Deberes y responsabilidades

The duties and responsibilities of the National Consultant are:

• To update the existing training materials (http://georgia.unwomen.org/en/digital-library/publications/2016/12/equality-means-business) and develop training agendas for the WEPs trainings;
• To develop methodological guidance and aligned training materials on supporting companies to conduct gender gap analysis and develop WEPs Action Plans;
• To develop and conduct pre and post-training tests;
• To deliver 2 two-day trainings for consultants and representatives of private sector entities (identified in close consultation with UN Women) on the WEPs (15-20 participants in each training);
• To deliver 2 one-day trainings for consultants and other key focal points on how to support companies to conduct a Gender Gap Analysis and draft WEPs Action Plans in a participatory manner (5-12 participants in each training);

To draft and submit a final report summarizing the work carried out, evaluation of the results from the trainings, as well as any key lessons learned, observations and recommendations for UN Women’s further engagement with the private sector.

Deliverables:

• Updated existing training materials (http://georgia.unwomen.org/en/digital-library/publications/2016/12/equality-means-business) and training agendas for the WEPs trainings (1 working day) – by 5 April 2019;
• Methodological guidance and training materials on how to support companies to conduct a Gender Gap Analysis and develop WEPs Action Plans in a participatory manner (3 working days) – by 10 April 2019;
• Pre- and post-training tests conducted (1 working day) – by 24 April 2019;
• Delivery of 2 two-days trainings for consultants and representatives of private sector entities on the WEPs (4 working days) – by 24 April 2019;*
• Delivery of 2 one-day trainings for consultants and other key focal points on how to conduct gender gap analysis and draft WEPs Action Plans in a participatory manner (2 working days) – by 24 April 2019;*
• Final report (1 working day) – by 15 May 2019.

*Trainings will be held outside Tbilisi and UN Women will cover all costs related to the training (transportation from/ to Tbilisi, accommodation, meals and venue for participants and consultants).

Competencias

Core Values:

• Respect for Diversity
• Professionalism

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues
• Effective Communication
• Inclusive Collaboration
• Stakeholder Engagement

Please visit this link for more information on UN Women’s Core Values and Competencies: http://www.unwomen.org//media/headquarters/attachments/sections/about%20us/employment/un-women-employment-values-and-competencies-definitions-en.pdf

Habilidades y experiencia requeridas

Education:

• University degree (Masters) in Economy, Business Administration, Gender Studies or similar fields.

Experience and competencies: 

• At least one (1) year of proven experience of designing, implementing/delivering and evaluating trainings, applying different training methodologies;
• At least three (3) years of experience working in corporate social responsibility (CSR), out of which at least one year in or with the private sector;
• At least one (1) year of proven experience of women’s rights and gender equality issues.

Language:

• Fluency in Georgian and English (speaking and writing).

Evaluation procedure:

The candidates will be evaluated against the following technical and financial criteria:

• University degree (Masters) in Economy, Business Administration or similar fields (max 30 points);
• At least one (1) year of proven experience of designing, implementing/delivering and evaluating trainings, applying different training methodologies (max 90 points);
• At least three (3) years of experience working with corporate social responsibility (CSR), out of which at least one year in or with the private sector (max 100 points);
• At least one (1) year of proven experience women’s rights and gender equality issues (max 100 points);
• Fluency in Georgian and English (speaking and writing) (max 30 points).

Maximum total technical score amounts to 350 points. Only candidates who have passed over the minimum qualification criteria and have accumulated at least 245 points out of maximum 350 under technical evaluation will qualify for the next stage i.e. evaluation of their financial proposals.

Evaluation of submitted financial offers will be done based on the following formula: S = Fmin / F * 150

S – score received on financial evaluation;

Fmin – the lowest financial offer out of all the submitted offers qualified over the technical evaluation round;

F – financial offer under consideration.

The winning candidate will be the candidate, who has accumulated the highest aggregated score (technical scoring + financial scoring).

Management arrangements:

The Consultant will work under the overall supervision and guidance of UN Women Country Representative and Deputy Country Representative, and in collaboration and day-to-day management of UN Women JAWE and WEESC project teams.

Financial arrangements:

Payment will be made in one instalment per reported number of fee days based on submitted and approved Time Sheet and after all the deliverables are submitted, accepted and approved:

Deliverable 1-6 (12 working days) – 100%

Application submission package:

• CV;
• Duly filled Personal History Form PHF11 that can be downloaded from http://www.unwomen.org/en/about-us/employment
• Technical proposal on the WEPS training explaining why candidate considers her/himself the most suitable for the work and providing a brief methodology concept-vision on how she/he will approach and conduct the work;
• Financial Proposal - lump sum proposal/offer* in Georgian Lari (including breakdown of this lump sum amount indicating all necessary costs to complete this mission: total remuneration, travel expenses (per diems, tickets, lodging and terminal expenses, if applicable).

*The applicants are required to submit an aggregated financial offer: “aggregated financial offer” is the total sum of all financial claims of the candidate, including travel costs (ticket, DSA etc.) for accomplishment of all tasks spelled out in this ToR.

Only short-listed candidates will be contacted.

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