Antecedentes

Descripción del trabajo en español

Description du poste en français

The European Union and the United Nations launched the Spotlight Initiative in September 2017. This global partnership, with €500 million of dedicated funding, is aimed at eliminating all forms of violence against women and girls, as well as harmful practices. It follows a transformative and evidence-based approach, addressing unequal power relations between men and women and focusing on gender equality and women’s empowerment. In line with the principles of the 2030 Agenda for Sustainable Development, the Initiative follows a human rights-based approach and takes into consideration the specific needs of women and girls who experience multiple and intersecting forms of discrimination and uphold the principle of “leaving no one behind”. This work is embedded in the broader normative framework of the sustainable development goals and builds on decades of work, existing initiatives, and accelerated momentum.

The Spotlight Initiative seeks to intensity the focus and accelerate progress on eliminating violence against women and girls, as well as harmful practices, through “dedicated large-scale resources, comprehensive design and focus, and evidence-based programmatic theory of change”.

The Spotlight Initiative aims to support transformative change on the ground to end violence against women and girls globally. The Initiative covers five regions, Asia, Africa, Latin America, the Pacific, and the Caribbean. The Initiative adopts a comprehensive approach to violence, implementing interventions under 6 outcome areas: legislation and policies; strengthening institutions; violence prevention; the provision of available, accessible and acceptable quality services; quality and reliable data collection, and the support of the women’s movement and relevant civil society organizations.

The Spotlight Initiative intends to work closely with women’s movements and relevant human rights-based civil society organizations (CSOs) on the design and implementation of the Initiative and its Country and Regional Programmes in a mutually supportive and reinforcing way, and wishes to be accountable to survivors of violence, women’s and feminist movements, and human rights civil society organisations, deploying and building upon their vast knowledge and experience, developed at community, national, regional and global levels.
 
To this end the Initiative has established Civil Society Reference Groups (RGs) at national, regional and global levels as institutional mechanisms to harness civil society expertise to strengthen the Initiative’s effectiveness and accountability to the women’s movement. The Civil Society Global Reference Group (GRG) has a dual responsibility — to advocate to and to advise the Spotlight Initiative, informed by the women’s and feminist movements, as partners for the realization of the Spotlight’s objectives. The workplan of the GRG outlines a number of activities over 2020-21 to support this role, focused on strengthening coordination between the three levels of RGs for more effective collective advocacy and monitoring of Spotlight implementation.

The Initiative is supported by a Secretariat to ensure coherence, alignment, quality, and strong technical support for a programme of this size with regional specificities. The Spotlight Secretariat’s technical unit is specifically accountable for the technical quality and coherence of the Initiative. It responds to requests from the Initiative’s Strategic and Operational Committee for support and assistance to: provide key technical support and guidance in development of country programmes: collaborate with and provide support to technical officers of UN Agencies at country and regional levels to guarantee the technical quality and coherence of the Initiative, regularly brief and consult all relevant UN Agencies, serve as a liaison to civil society at the global level to build partnerships and ensure inclusion, ensure timely deployment of technical capacity to country programmes as needed, initiate and support regional programming where there is no regional structure, make the linkages between programming and policy outputs, provide on-going monitoring support for quality assurance, coordinate the evaluation of programmes, and ensure public information, communication and visibility for the Initiative and Conduct analysis and management of the Initiative’s knowledge .

Deberes y responsabilidades

The Global Reference Group Coordinator role

Under the guidance and direction of the Global Reference Group, and supported day-to-day by the Head of the Technical Unit of the Secretariat, the consultant is responsible for supporting the GRG in the following work areas:

• Establishment of a coordination mechanism with regional and national RGs
• Undertaking collective and solidarity advocacy to key decision makers
• Coordinating civil society monitoring of Spotlight implementation.

Tasks under each of these work areas have been delineated in the GRG workplan, and GRG members have been asked to self-nominate to working groups to progress them. The role of the Coordinator will be one of project coordination of each work area (i.e. to ensure streamlined communications between working groups, the GRG, and other RGs, and to keep track of tasks, deliverables and timelines) as well as technical support to selected tasks (such as drafting strategic and operational documents and collecting and incorporating inputs).

Functions

1. Agree upon and implement a communications approach with the GRG that streamlines and manages email flow between working groups, the Secretariat, other RG members and the GRG;

2. Review the GRG TORs and Workplan and develop a realistic workplan for this role that includes project coordination of, and technical support to, the three work areas outlined above. This would include:

• With the working group for the establishment of a coordination mechanism with regional and national RGs: drafting of a proposal for a coordination platform and guidelines for collaboration; collection and incorporation of inputs on the proposal; contracting of any technical support, and; establishment and operationalization of the platform;
• In close consultation with the working group on advocacy: drafting of a proactive collective advocacy plan; collection and incorporation of inputs on the plan; approval and implementation;
• With the same working group: assess the feasibility of establishing a responsive advocacy mechanism (potentially including a civil society-led, independent inquiry and problem-solving function) and take forward as agreed;
• With the monitoring working group: support implementation of the GRG monitoring plan (which exists in draft form), including collating data and assessing potential to develop and release an annual report card.

3. Support the GRG to keep track of progress on their workplan and manage/troubleshoot emerging issues as required.

Key Performance Indicators

• Email communications with the GRG are streamlined to the GRG’s satisfaction by end August 2020;
• An effective coordination mechanism exists between the GRG and regional and national RGs by end Aug 2020;
• An advocacy plan has been agreed by the GRG by end Sept 2020 and its implementation to date is reviewed at the end of the year;
• Data has been collected and collated for a GRG annual report card or similar by end August 2020, and a plan exists for the GRG’s future monitoring work;
• Future deliverables and KPIs for coordination of advocacy and monitoring work to be determined through processes above.
   

Competencias

Core Values:

• Respect for Diversity, equity and inclusion
• Integrity
• Professionalism

Core Competencies:

• Awareness and understanding of gender including intersecting identities
• Accountability
• Creative Problem Solving
• Effective Communication
• Inclusive Collaboration
• Stakeholder Engagement
• Leading by Example

Please visit this link for more information on UN Women’s Values and Competencies Framework: https://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-values-and-competencies-framework-en.pdf?la=en&vs=637

Functional Competencies

• Organisational skills, including determining priorities and urgency in a practical way, using goals to guide actions, securing agreement with stakeholders, creating and implementing detailed project plans;
• Project management skills: identifying and prioritising tasks, planning ahead and developing schedules, communicating with all relevant stakeholders, anticipating and adjusting for potential barriers and problems;
• Relationship management skills,  including the ability to develop and maintain strong collaborations with individuals and groups and respectfully build consensus among competing stakeholder priorities;
• Skills and knowledge in advocacy and monitoring in the field of violence against women and girls;
• Excellent writing skills, including ability to produce a range of different kinds of high quality written materials and translate complex information into plain language and actionable strategies;
• Critical thinking and research skills in sourcing, distilling and providing information, guidance and advice to stakeholders and decision makers;
• Attention to detail and adherence to internal and external approvals processes;
• A persevering style and ability to trouble shoot, problem solve and work productively with limited supervision.

Habilidades y experiencia requeridas

Education and certification

• Master’s degree (or equivalent) in relevant field, such as Human Rights, Social Sciences, International Development, Gender/Women’s Studies, Public Policy;
• Bachelor’s degree is acceptable with additional two (2) years of relevant work experience.

Experience and knowledge

• Five years’ experience in working with monitoring systems to draw out key learnings, and communicate them in a compelling way;
• Successful advocacy track record, ideally with organisations and movements working from a feminist perspective, especially in the Global South or East;
• Working knowledge of the Spotlight Initiative, violence against women and girls, feminist organizing, policy and programming issues, and the UN system;
• Experience in navigating sensitive and complex relationships across multiple levels, with diverse constituencies and stakeholders;
• Experience working in a virtual environment and across multiple time zones;
• Lived experience of injustice and/or other forms of systemic oppression would be valued.

Language Requirements

• Fluency in English is required;
• Knowledge in Spanish and/or French is an asset.

Application

All applications must include (as an attachment) the completed UN Women Personal History form (P-11) which can be downloaded from https://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-p11-personal-history-form.doc?la=en&vs=558. Kindly note that the system will only allow one attachment. Applications without the completed UN Women P-11 form will be treated as incomplete and will not be considered for further assessment.

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.