Antecedentes

In the past two decades, an annual average of 172,000 Filipino women migrant workers (WMW) were deployed overseas as new hires. Analysis of the migration flow from the Philippines for the period 1981- 2011 revealed that 60% of registered migrant workers are women (UN Women, 2015). In 2014, out of the 340,279 Filipinos workers overseas, 185,601 were female, indicating a trend of feminisation of the migratory flows (ASEAN, 2017). Women migrant workers are disproportionately vulnerable to violence at all stages of the migration cycle and they often experience intersectional forms of discrimination.

The Philippines is seen as one of the countries with an advanced migration governance framework. However, in the different migration stages, women migrant workers continue to face a risk of violence, trafficking, and discrimination. They also have limited access to protection and support services. In 2016, of the estimated 7,556 overseas Filipino Workers (OFWs) who were in distress and repatriated 67% were women. In the same year, 251 were victims of trafficking, 82% of whom were women. Further, the National Demographic and Health Survey (NDHS) in 2017 found that only 30 per cent of women who experienced physical or sexual violence sought help to stop violence.

Women migrant workers (WMW) are disproportionately vulnerable to violence at all stages of the migration cycle and they often experience intersectional forms of discrimination. The CEDAW Committee expressed concerns on “the widespread exploitation and abuse of Filipina migrant workers working abroad, in particular as domestic workers, and the insufficient support provided to reintegrate those who return.”

In the outbreak of the COVID-19 pandemic, the number of incidences of violence against women is increasing – as tensions rise, freedom is restricted, economic tensions are felt, and women are isolated from support systems. Postponed or cancelled trips and employment contracts abroad brought about by travel bans have forced Filipinas to go back home, where many of them endure intimate partner violence or psychological violence from dependents. Losing their jobs and the prospect of an independent income that would enable them to escape abuse, and the incapacity to support their families any longer, all increase the risk of domestic violence. “Social distancing,” a strategy adopted and recommended to contain the virus, is likely to increase the risk of Gender-based Violence (GBV), as it may be used as a mechanism to isolate the survivor from her family and social networks, as a part of emotional or psychological violence and controlling behavior. Given the circumstances and challenges rising in the time of COVID-19, keeping the protocols available for women migrant workers who have faced violence is important more than ever.

The Programme, “Safe and Fair: Realizing women migrant workers’ rights and opportunities in the ASEAN region (2018-2022)” is part of the multi-year EU-UN Spotlight Initiative to Eliminate Violence against Women and Girls. Safe and Fair is implemented by the ILO and UN Women. Safe and Fair delivers technical assistance and support with the overall objective of making labour migration Safe and Fair for all women in the ASEAN region. Safe and Fair engages with ASEAN Member States’ government authorities; ASEAN institutions; workers’ organizations; employers and recruitment agencies; civil society organizations; community-based organizations; families and communities; research institutions and academia, media networks, youth, and the general public and supports programming in ten countries (Brunei Darussalam, Cambodia, Indonesia, Lao People's Democratic Republic, Malaysia, Myanmar, Philippines, Singapore, Thailand and Viet Nam).

Safe and Fair works in close cooperation with governments and social partners to achieve three inter-linking specific objectives:

Specific objective 1: Women migrant workers are better protected by gender-sensitive labour migration governance frameworks;

Specific objective 2: Women migrant workers are less vulnerable to violence and trafficking and benefit from coordinated responsive quality services; and

Specific objective 3: Data, knowledge and attitudes on the rights and contributions of women migrant workers are improved

The strategy of Safe and Fair mainstreams three cross-cutting topics: women’s voice and agency; rights-based approaches; and broad engagement of stakeholders. Safe and Fair ensures visibility, awareness-raising and dialogue promotion on changing norms around violence against women throughout migration and strengthening rights-based approaches to Safe and Fair labour migration governance for women in the ASEAN region.

Deberes y responsabilidades

The Legal Consultant, based on the inputs from the Research Writer for Technical Briefs on Coordination of Services, Policy Recommendation and Service Directory on VAW and Migration developed by a  Research Consultant, is expected to complete the following key tasks:

1. Review and analyze relevant documents on the Covid-19 response, including laws, policies, initiatives of the government and other stakeholders that address violence against women migrant workers during the pandemic
2. Identify the role of relevant national agencies, stakeholders, service providers that deliver services to women migrant workers and on violence against women during the COVID-19 pandemic; to complement with/ also building on the Technical Brief on Referral Mechanism or Coordination of Services developed by a Research Consultant
3. Conduct interviews (online), as needed, with experts working in the related fields and other relevant stakeholders
4. Prepare drafts of a) legislative proposal, b) policy paper/ background paper; and c) one proposed protocol on coordination of services for women migrant workers during the Covid-19 pandemic based on the Philippine context
5. Present the drafts to, and incorporate feedback from women’s rights and migrant’s rights networks, Safe and Fair National Project Advisory Committee (NPAC) members, etc.; and
6. Finalize the legislative proposal, policy paper, and three protocols based on the comments and inputs.

Final products and deliverables

The consultancy is expected to be completed within a period of three (3) months from the date of the contract signing with close communications with Safe and Fair National Project Officer:

Competencias

Core Values:

• Respect for Diversity
• Integrity
• Professionalism

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues- please revise accordingly in needed
• Accountability
• Creative Problem Solving
• Effective Communication
• Inclusive Collaboration
• Stakeholder Engagement
• Leading by Example

Habilidades y experiencia requeridas

• Juris Doctor degree or Law degree with Master of Laws (LLM) with special/ specific courses on women’s rights, VAW, and migration
• At least 7 years of experience working on gender equality, violence against women, migration, and other issues related to women migrant workers
• Demonstrated experience in doing legislative proposal, policy paper, and/ or protocols in areas of violence against women, migration, gender equality, and human rights, preferably in the Philippines
• Strong understanding of issues related to gender equality in the context of labour migration, violence against women, preferably in the Philippines;
• Previous working experience with UN agencies, government agencies, Philippine women’s rights and migrant rights’ organizations is required; and
• Strong written and communication skills in English

Submission package

• Application Letter
• CV, P11
• Financial proposal which shall specify a total lump sum amount based on deliverables
• Sample work on legislative proposals, policy papers, or protocols.

Please note that the system only allows 1 attachment per application so please combined all files into one.  In case that is not possible, you can submit the application again with different attachments.

Please submit your electronic application to jean.ricohermoso@unwomen.org  no later than 27 May 2020, and copy to royelynne.colobong@unwomen.org. Please provide brief explanations of why you are suited for this Consultancy, and cite relevant experience.

Applications will be evaluated based on the Cumulative analysis. 

• Technical Qualification (100 points) weight; [70%] 
• Financial Proposal (100 points) weight; [30%]

A two-stage procedure is utilised in evaluating the applications, with the evaluation of the technical application being completed prior to any price proposal being compared. Only the price proposal of the candidates who passed the minimum technical score of 70% of the obtainable score of 100 points in the technical qualification evaluation will be evaluated.

Note:

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.