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 Policy, Programme and Intergovernmental Division (PPID) provides intellectual and strategic leadership on normative support and the delivery of integrated policy and program advice, including through policy analysis and gender mainstreaming. The Division leverages innovation, knowledge management, and cutting-edge technical expertise to support UN Women programs and to build the capacity of partners to deliver results on gender equality and women’s empowerment. The Women Peace, Security and Humanitarian Action Section (WPSHA) is responsible for providing technical support to UN Women Country Offices in several key areas including conflict prevention and peacebuilding, justice sector and security sector reform, promoting women's political participation and mainstreaming gender issues into governance reforms. 

The Elsie Initiative Fund for Uniformed Women in Peace Operations (EIF) (https://elsiefund.org/), is hosted by UN Women under the WPSHA section in PPID in the Headquarters based in New York, USA. The EIF aims to support and incentivize efforts to increase the meaningful participation of uniformed women in United Nations peace operations through financial assistance or financial incentives. It seeks to accelerate progress towards achieving the United Nations Security Council’s declared target of doubling the rate of women’s participation within police and military contingents by 2020 compared to 2015, as well as supporting targets to increase the proportion of women serving as military observers, staff officers and individual police officers.  

Adequate due diligence of all project proposals is fundamental to managing the programmatic risks of the EIF. The EIF Terms of Reference (English https://elsiefund.org/wp-content/uploads/2020/05/tor-elsie-fund-english.pdf; French https://elsiefund.org/wp-content/uploads/2020/05/tor-elsie-fund-french.pdf) requires that countries contributing military and police officers to peace operations – known as Troop and Police Contributing Countries (T/PCCs), who are being considered for funding, are assessed against the United Nations Human Rights Due Diligence Policy on United Nations support to non-United Nations Security Forces (HRDDP) prior to funds being disbursed. (Policy Links: HRDDP: English and French; and HRDDP Guidance Note: English and French.  

The HRDDP, issued by the United Nations Secretary-General on 13 July 2011, is intended to serve as a risk management mechanism to ensure that any support provided by United Nations entities to non-United Nations security forces is consistent with the purposes and principles set out in the Charter of the United Nations and with its obligations under international law to respect, promote and encourage respect for international humanitarian, human rights and refugee law. One of the key components of implementing the HRDDP is the risk assessment. This provides a baseline analysis of risks for providing or not providing support to security institutions; it also identifies appropriate mitigating measures that can reduce these risks to acceptable levels. Based on the risk assessment, the project management, in consultation with internal and external partners as appropriate, decides whether support can be provided, and, when support is provided, ensures that mitigation measures are implemented and the conduct of the recipient receiving support is monitored in terms of their human rights obligations. 

The EIF is considering supporting the project proposals from the Togo Armed Forces as part of its first programming cycle launched in 2019. The proposals aim to increase the deployment of female military and/or police officers including identifying and overcoming barriers to deployment, delivering training and reinforcing equal opportunities policies and implementation.  

Deberes y responsabilidades

Under the overall supervision of the Communications and Knowledge Management Specialist,  and in coordination with the EIF Fund Manager, the consultant will be responsible for the following duties and responsibilities. In undertaking these tasks, the incumbent will be required to draw upon United Nations and other sources relevant to the assessment of the Togo Armed Forces, specifically through a gender analysis. In particular, the respective incumbent will be required to undertake a document review of human rights reports produced by the United Nations Office for the High Commissioner of Human Rights (OHCHR), including the HRDDP risk assessments if available, reports of the Universal Periodic Review (UPR), United Nations Treaty Bodies such as the Committee on the Elimination of all forms of Discrimination against Women, and Special Procedures in particular the Special Rapporteur on Violence against Women, reports of the Secretary General to the Security Council on peace operations, reports of other United Nations mechanisms, offices or agencies (e.g. Special Representative of the Secretary-General on Sexual Violence in Conflict), reports of United Nations commissions of inquiry, decisions of United Nations treaty bodies on individual cases, and UNODC Transnational Organized Crime Threat Assessments (see the United Nations Inter-Agency HRDDP Guidance Note (2015) - Sources of information for the risk assessment, pp. 20-21 for the list). The incumbent will also cover reports and individual cases related to sexual exploitation and abuse from the United Nations Conduct and Discipline Service (CDS) (https://conduct.unmissions.org/documents-standards) and the United Nations Office of Internal Oversight (OIOS). The incumbent will be required to provide credible sources during the assessment particularly when covering  individual cases of abuses. Furthermore, the incumbent is required to include reports on sexual harassment and gender discrimination within the security institutions including reports on standards of conducts and civilian oversight mechanisms. Where at all possible, data should be disaggregated by age and sex to determine the groups that are most affected by violations and further validation with the affected groups should be undertaken.  

The incumbent will also be expected to perform the following duties in consultation with the OHCHR headquarters, regional and country offices, the United Nations Country Team, UN Women regional and country offices, CDS, OIOS, United Nations protection cluster, national human rights institutions and international and national non-governmental organizations: 

• Develop a comprehensive assessment of the risks related to the provision of financial support to the Togo Armed Forces project. 

• As part of the HRDDP risk assessment, identify and develop a comprehensive set of mitigation measures addressing the risks identified related to the projects from the above-mentioned security institutions. 

• Develop a monitoring, evaluation and reporting framework for implementation of the mitigation measures where necessary, as well as recommendations for field verification to ensure ongoing HRDDP compliance by the above-mentioned security institutions.  

• Provide HRDDP inputs to the EIF’s standardized documents, that are applicable to the project, as well as standardized templates to be used for internal processes and communication to beneficiaries and partners. 

DELIVERABLES 

The deliverables are to be written in English and include the following:  

Comprehensive HRDDP risk assessment report and mitigation measures 

1.  Based on the EIF HRDDP Implementation Tool, a comprehensive HRDDP risk assessment report for the Togo Armed Forces, on the EIF’s financial support to be provided in accordance with the letter of interest and detailed project proposals:  

2. The report should contain the elements to be considered for a risk assessment listed in the text of the policy and on pages 18 to 20 of the Inter-Agency HRDDP Guidance Note (2015). The assessment should include violations for which women are particularly at risk such as sexual harassment within the uniformed services and sexual exploitation and abuse against community members. The assessment should also cover corrective measures that have previously been established with a view to preventing the recurrence of human rights violations in the country. 

• Human rights record 

• Accountability record 

• Prevention mechanisms 

• Legislative / policy framework 

• United Nation’s ability to influence and risk of not providing support 

• Risks inherent to the kind of support envisaged 

3. Action plan which includes a: 

• a comprehensive set of mitigation measures for each risk identified, or related to the implementation of projects by each security institution; 

• detailed regular monitoring and reporting framework; and 

• recommendations for field verification to ensure HRDDP compliance where required. 

EIF HRDDP Implementation Tool 

1. Provide observations and lessons learned from using the EIF HRDDP Implementation Tool and standardized documents including the: (i) matrix of risk assessment criteria specific to the type of projects eligible for support by the EIF; (ii) matrix of mitigation measures and an analytical framework to identify the level of risk; (iii) standard operating procedures for implementing, monitoring and evaluating mitigation measures; and where relevant, templates used for internal processes and communication to beneficiaries and partners.  

TIMEFRAME 

REVIEW PERIOD 

On receipt of each deliverable, a five-day review/approval period will be required to review, seek amendment where required, and approve outputs prior to authorizing any payment.  

Competencias

N WOMEN CORE VALUES: 

• Respect for Diversity; 

• Integrity; 

• Professionalism. 

UN WOMEN CORE COMPETENCIES (Please visit this link for more information on UN Women’s Core Values and Competencies): 

• Awareness and Sensitivity Regarding Gender Issues; 

• Accountability; 

• Creative Problem Solving; 

• Effective Communication; 

• Inclusive Collaboration; 

• Stakeholder Engagement; 

• Leading by Example. 

TECHNICAL / FUNCTIONAL COMPETENCIES 

• Solid technical knowledge in the design and formulation of HRDDP related documents, processes and procedures; 

• Knowledge of gender issues, especially in the context of peace operations and gender-based violence; 

• Comprehensive knowledge of and exposure to a range of human rights issues, including related to the operation of security forces; 

• Solid knowledge of the international legal framework, institutional mandates, policies and guidelines  

• Ability to draft, edit and prepare clear and concise reports; 

• Strong analytical and research skills, including ability to evaluate and integrate information from a variety of sources; 

• Highly effective organization and planning skills and high attention to detail; 

• Demonstrated ability to develop and maintain strong relationships and partnerships; 

• Good level of computer literacy; 

• Ability to handle confidential and politically sensitive issues in a responsible and mature manner; and 

• Sound judgment with proven ability to work effectively under minimum supervision. 

Habilidades y experiencia requeridas

EDUCATION AND CERTIFICATION 

• An advanced university degree (Master’s degree or equivalent) in international relations, human rights, international law, humanitarian law, political science, social sciences, gender studies or related field.  

• A first-level university degree in combination with two additional years of qualifying work experience may be accepted in lieu of the advanced university degree. 

WORK EXPERIENCE 

• A minimum of seven years of progressively responsible experience in human rights, international law, gender or a related area is required.  

• Experience with HRDDP monitoring, policy development or implementation and risk assessment is required.  

• Experience with developing an analytical framework from a gender perspective, analysing human rights-related documents, human rights monitoring or fact finding, research, reporting methodologies and report writing is required. 

• Experience working in  Togo or the West Africa Region is highly desirable. 

• Experience working with security institutions is desirable. 

• Experience on project development, management, and evaluation concepts and procedures is an advantage. 

• Experience with inter-agency collaboration is an advantage. 

LANGUAGE REQUIREMENTS 

Fluency in  English and French (written and spoken) is required.  

ASSESSMENT 

Evaluation of qualified candidates may include an assessment exercise which may be followed by a competency-based interview. 

HOW TO APPLY 

Please complete the UN Women P11: http://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-p11-personal-history-form.doc?la=en&vs=2740  and attach a sample assessment or similar report you have written. 

Please send a covering letter and answer the following questions taking note of the maximum number of characters: 

1. A minimum of 7 years of experience in human rights, international law, gender or a related area including experience with the implementation of the HRDDP policy and risk assessment is required. Please explain how you meet this criterion using examples (maximum 1,000 characters). 

2. Experience in applying a gender analytical framework in analysing human rights-related documents, human rights monitoring or fact-finding studies, research, or risk assessment methodologies. Please explain how you meet this criterion using examples (maximum 1,000 characters). 

3. Experience working with security institutions. Please explain how you meet this criterion using examples (maximum 1,000 characters). 

4. Experience working in or on Togo or the West Africa Region. Please explain how you meet this criterion using examples (maximum 1,000 characters). 

Note: When answering each of the questions above, you are requested to provide the dates, employer and details of experience to illustrate the provided examples. Below is a suggested format: 

“2015-2020 (6 years): We Create Ltd: As team leader of a graphics design team with ten people, I planned and executed several projects with a portfolio of 150 clients. I guided and supervised the creation of designs, concepts and layouts. I led the creative design for 10 series of handbooks for an international organisation (IO) and developed over 30 websites for NGOs and IOs. This work has significantly contributed to the recognition of the company’s expertise for designing for non-profit organisations.  

2010-2014 (5 years): Visuals Ltd: As graphic designer, I created computer graphics, web graphics, logos, illustrations, advertisements and brochures for over 30 clients. With a combination of visual art and page layout, I created a series of advertising posters for a public-private campaign with governmental organisations and companies. I developed over 20 websites for non-profit organisations which included identifying photos, designing icons and developing content and key messages” [1000 characters].