Antecedentes

1. BACKGROUND OF PROJECT AND CAMPAIGN

Safe and Fair: Realizing women migrant workers; rights and opportunities in the ASEAN region (2018-2022) is part of the 50year EU-UN Spotlight Initiative to Eliminate Violence Against Women and Girls. Safe and Fair is implemented by the ILO and UN Women (in collaboration with UNODC).

Safe and Fair’s overall objective is to make labour migration safe and fair for all women in ten countries in the ASEAN region (Brunei Darussalam, Cambodia, Indonesia, Lao People’s Democratic Republic, Malaysia, Myanmar, Philippines, Singapore, Thailand and Viet Nam). The project aims to address women migrant workers’ vulnerabilities to violence, sexual harassment, and exploitation in the workplace, and to strengthen rights-based and gender-responsive approaches to violence against women and labour migration governance.

Violence against women (VAW) is a grave violation of human rights. Based on data from 87 countries, 1 in 5 women under the age of 50 will have experienced physical and/or sexual violence by an intimate partner within the last 12 months. VAW has a great impact ranging from immediate to long-term multiple physical, sexual, and mental consequences for women and girls, including death. It negatively affects women’s general well-being and prevents women from fully participating in society. Violence not only has negative consequences for women but also their families, the community, and the country at large. It has tremendous costs, from greater health care and legal expenses and losses in productivity, impacting national budgets and overall development. VAW is deeply rooted in the unequal division of power and resources between men and women.

In the migration context, VAW continues to play a significant role in migration – both in driving women into precarious migration pathways, and as part of migration and labour itself. Irregular migrants and migrant domestic workers are at particular risk of exploitation, abuse, violence, forced labour and trafficking due to their status and isolation. Whether migrating through regular or irregular channels, women migrants can face the risk of violence and abuse from intermediaries and employers, as well as from partners and others. Violence against women migrant workers, and trafficking, are part of the broader spectrum of violence against women, and the cultural and gendered norms that drive it. Such cultural and gendered norms also impact the migration opportunities available to women, restricting their ability to access regular migration into skilled, safe, and well-paid employment. For survivors of violence against women and trafficking, services are not well equipped to meet their needs. Services are frequently challenging to reach, and are often not well coordinated among institutions, including policing, criminal justice, health, and social welfare services. Discrimination hits a migrant woman on two fronts – that of her gender and that of her nationality.

It is universally recognized that eliminating gender-based violence against everyone, everywhere is a priority and a target to achieve sustainable development. Moreover, the positive experiences and valuable contributions women migrant workers make to our communities can only be ensured if their human rights are fully respected and protected.

While countries across the ASEAN region including Thailand have seen advances in addressing violence against women, much more needs to be done. Changing cultural norms around violence against women throughout migration and strengthening rights-based and gender-responsive approaches to safe and fair labour migration governance is necessary in order to achieve labour migration that is safe and fair for all women in the ASEAN region.

The situation to date, however, has not markedly changed leaving much to be done to improve migrant workers’ working and living conditions. In particular, women migrant workers remain highly exposed to a double risk and vulnerability: discrimination, violence and exploitation on the one hand and society turning a blind eye to it on the other. Negative attitudes towards migrant workers are expressed through discriminatory actions, such as limiting or denying entry, exclusion from access to services, or exclusion from a number of labour protection regulations applicable to national workers, including social protection. Already in 2010, the ILO conducted a study in four Asian migrant destination countries – Malaysia, Singapore, the Republic of Korea and Thailand – to assess public attitudes towards migrant workers. The findings indicated that the majority of respondents in all countries held unfavourable attitudes towards migrant workers. Similarly, from the survey on attitudes toward migrant workers, conducted by U Report, UNICEF in collaboration with Safe and Fair Programme which was published on 11 February 2020, 30% of the youth respondents participating in the survey think that migrants experience violence in Thailand should not receive assistance from the state if they are without regular migration status (50% believe that they should receive assistance, 19% is not sure). Following this collaboration, Safe and Fair take this poll result to the next step to design how the Programme could change the attitude of youth towards migrant workers and rights related to migrant workers which should be addressed to the youth group.

To tackle such negative behaviours and attitudes, the behaviour change activity must be guided through stages of change model, which is a sequenced learning process in five main stages (pre-contemplation, contemplation, preparation, action, maintenance). Marx Ferree proposed that a training that focuses on discursive change is composed of three core elements, 1. Knowledge, 2. Desire, and 3. Ability Approach (KDA). These elements are sometimes called being “ready, willing and able”. This KDA model is useful for designing a Theory of Change for training for gender equality and rights of women migrant workers.

Training for labour rights which are also human rights, gender equality oriented to knowledge-building (K) alone will produce “trained people” in the sense of knowing facts and being able to explain them, but it is doubtful that it will produce the desire or ability among trainees to engage in transforming their workplaces into more gender-equitable. Training that produces both knowledge (K) and motivation (D), but lacks a component that identifies and supports the abilities of trainees collectively to make a difference in their organisations may just increase frustration. Training that builds knowledge and skills/abilities, but not desires, may not sufficiently motivate trainees with the deep commitment necessary to effect lasting change in their work and lives.

In 2019, UN Women introduced the “HeForShe University Tour”, which aims to bring awareness regarding gender inequality and its impacts to university campuses across Bangkok. The Tour provides a forum for critical discussion, opportunities to listen and learn from guest speakers and students, and a chance for students to brainstorm actions and initiatives they can implement to end gender inequality in their communities. The HeForShe University Tour also seeks to engage youth from all genders to actively participate in the fight for gender equality. In the wake of the campaign that brought light the issue of gender-based violence in the campus, Thammasat University, one of the most prestigious universities in Thailand, renewed its dedicated commitment on preventing and responding to violence against women and girls by adopting the policy against sexual harassment and sexual violence on campus. The policy was drafted based on UN Women’s Guidance Note on Campus Violence Prevention and Response with technical support from UN Women ROAP. This achievement is remarkable as Thammasat University is the first Thai university with a sexual harassment policy in place.

On 8 September 2020, Safe & Fair Programme provided a special lecture on “Gender Equality and Elimination of Gender-Based Violence against Women, including Women Migrant Workers” to Thammasat University student representatives to test the training module using KDA approach to challenge discriminatory attitudes and behaviours towards women with a special focus on violence against women migrant workers that is in line with Safe & Fair Objective 3. The result of the activity was very positive. From 28 participants, 100% said they gained more understanding of violence against women and some of them said the training is simple, yet powerful. The participants revealed that the special lecture provided them with a better understanding of other people’s feelings and motivated them to accept diversity and to live in harmony with people in different backgrounds.

As part of the “Generation Equality” campaign and under Safe and Fair Objective 3, the “Spotlight on Generation Equality” aims to challenge discriminatory attitudes and behaviours towards women, women migrant workers, targeting youth groups and young leaders to address VAW, labour rights, trafficking and gender-based discrimination of women, including women migrant workers, through the KDA approached activities as follows.

2. Planned Activities

2.1. Activity 1. 3-day training for young leaders of Thammasat University (60 pax) using “The Chang-Makers: A Young Activist’s Toolkit for Ending Violence against Women and Girls” as the framework with details of programme as follows.[1]

• Chapter 1: The Power of Gender (containing learning modules on ‘human rights’, ‘gender equality’, ‘sex & gender’, ‘imbalance of power’, and ‘patriarchy’)
• Chapter 2: Violence against Women and Girls (containing learning modules on ‘definition of VAW’, ‘intersectionality’ and ‘impacts of VAW’)
• Chapter 3: Generation Equality (adapted from “Healthy Relationships”, containing group discussion, role play, and strategies to negotiate “safe spaces for equality within the different relationships including migrant workers and community”)
• Chapter 4: Taking Action (containing learning modules on how to live the beliefs of gender equality, take action, and raise the voices to challenge discriminatory attitudes & practice,  trafficking and gender-based violence of women, women migrant workers, and girls)

A special focus on violence against women migrant workers will be ensured during group discussions, case studies, examples provided.

2.2. Activity 2. One-day Public Forum[2]

2.3. Activity 3. Media engagement for the activities 1 & 2 under the theme, “Spotlight on Generation Equality” covering voices of youth on elimination of violence against women migrant workers and changes of negative attitude towards to them.[3]

[1] Please see Annex 1 for more details, available from https://wetransfer.com/downloads/53c91b112a34e34e21c724f9c718b93c20200921083842/88124bd2e2ac3e0c990efb3f4dadda9d20200921083936/df7ddc

[2] Please see Annex 2 for more details, available from https://wetransfer.com/downloads/53c91b112a34e34e21c724f9c718b93c20200921083842/88124bd2e2ac3e0c990efb3f4dadda9d20200921083936/df7ddc

[3] Please see Annex 3 for more details, available from https://wetransfer.com/downloads/53c91b112a34e34e21c724f9c718b93c20200921083842/88124bd2e2ac3e0c990efb3f4dadda9d20200921083936/df7ddc

Deberes y responsabilidades

3. OBJECTIVE OF ASSIGNMENT AND SCOPE OF WORK

UN Women, Safe and Fair Programme is seeking to work with an individual consultant to develop media and communications campaign materials and facilitate the campaign on “SPOTLIGHT ON GENERATION EQUALITY”, through both offline and online channels to the target audience in Thailand.

The selected consultant is expected to undertake the following tasks.

• Develop a detailed workplan for the communication and media strategies as per Annexes 3.
• Create the media tools, materials, and channels that engage youth stakeholders (TU), influencers, and public into the communication, activities, and strategies to challenge violence and the discriminatory attitudes and practices against women and women migrant workers.

• Coordinate with relevant stakeholders and networks to disseminate the information materials through offline and online channels, such as Facebook and other social media platforms to promote the rights of women migrant workers.

4. DELIVERABLES AND TIMELINE

Payments for this selected individual will be based on the achievement of each following five deliverables and certification that each has been satisfactorily completed. Payments will not be based on the number of days worked but on the completion of each stated deliverable within the indicated timeframes.

The service provider will produce the following deliverables:

5. DURATION OF ASSIGNMENT

The duration of the consultancy is from 5 October 2020 to 15 December 2020; a total of 40 person-days. The duty station is Bangkok (home-based). The consultancy fee should cover his or her travel expenses to/from the venues of the events in Pathum Thani and Samutsakorn Provinces.

6. CONTRACT SUPERVISION

The consultant will work under the direct supervision of Programme Analyst – Ending Violence against Women, Safe and Fair Programme, UN Women Thailand who will be responsible for the quality assurance of the deliverables. The consultant will work in close consultation with Safe and Fair Communication Specialist and relevant staff at UN Women and ILO.

7. SCHEDULE OF PAYMENTS

Payment upon submission and satisfactory deliverables of the analysis report submitted.

Competencias

Core Values:

• Respect for Diversity
• Integrity
• Professionalism

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues
• Accountability
• Creative Problem Solving
• Effective Communication
• Inclusive Collaboration
• Stakeholder Engagement

Functional Competencies

• Good analytical skills
• Good knowledge of violence against women

Habilidades y experiencia requeridas

8. DEGREE OF EXPERTISE AND QUALIFICATIONS

• Bachelor’s degree or higher in communications, journalism, public relations, marketing, or other related fields.
• At least 5 years of relevant experience with communication campaigns and public advocacy, with a focus on one of the following fields: ending of violence against women (VAW), human rights, migrants’ rights, child rights, or sustainable development. Knowledge on VAW in Thailand context is a plus.
• Excellent written and verbal Thai and English communications and interpersonal skills is required.
• Ability to work efficiently and responsively within a multicultural environment, such as international NGOs, or UN organizations.
• Former experience with the communication works of the elimination of violence against women, trafficking in persons, or safe migration is advantage.
• Thai national

9. EVALUATION

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 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.

Technical qualification evaluation criteria:

The total number of points allocated for the technical qualification component is 100. The technical qualification of the individual is evaluated based on following technical qualification evaluation criteria:

Financial/Price Proposal evaluation:

• Only the financial proposal of candidates who have attained a minimum of 70% score in the technical evaluation will be considered and evaluated.
• The total number of points allocated for the price component is 100.
• The maximum number of points will be allotted to the lowest price proposal that is opened/ evaluated and compared among those technical qualified candidates who have attained a minimum of 70% score in the technical evaluation. All other price proposals will receive points in inverse proportion to the lowest price.

10. HOW TO APPLY:

Interested applicants are requested to submit documents listed below:

• Updated CV
• Signed Personal History Form (P.11) (available at http://asiapacific.unwomen.org/en/about-us/jobs)
• Proposed lump sum professional breaking down in daily professional fee and related cost (if any) submitted in “Thai Baht”
• work samples, such as media products

When applying; the CV, the signed P11 Form and proposed lump sum professional fee should be merged into one (1) single PDF document since the system will allow only to upload maximum one document. Therefore, please combine these forms and documents into one (1) single PDF document and upload them to the system.

Should they be short-listed in consideration of the consultancy post, candidates should have the ability to quickly submit degree certificates, medical certifications, or any other requested document. Incomplete applications will not be considered. Applicants are responsible to make sure to have provided all the requested application materials before the deadline.

Deadline of submission: 6 October 2020