Wasaaradda Arimaha Gudaha: Naadin Shaqo Bannaan “Support Districts Develop Gender Friendly Working Environment, Plan”.

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Wasaaradda Arimaha Gudaha: Naadin Shaqo Bannaan. Position “Support Districts Develop Gender Friendly Working Environment, Plan”.

I.      General Information
Title of Position:                                               Support districts develop gender friendly working environment, plan
Type of Contract: Local Consultant
Duration of the assignment: 4 months
Duty station: JPLG target district – Somaliland
 Supervisor:   Director General

 

 

      II.                        Background

 

Local governments are central pillars in ensuring peace and stability in Somaliland. However, women currently face many barriers to entering positions of influence within local governments and leveraging their positions to shape decisions and create impacts within their communities. Consequently, women, are severely underrepresented in local governments both in the local councils (legislative) and in local administrations (executive). Furthermore, local governments often do not recognize, nor do they adequately respond to the needs and priorities of women and girls.

The findings from Gender Review supported by Joint Programme on Local Governance and Decentralised Service Delivery (JPLG, 2017) confirms that

  • Women are not treated on an equal footing with men in human resource practices with regards to recruitment, pay, promotion, access to training and career development despite interventions to improve human resource management and introduce a women-friendly work environment;
  • Women in local administrations tend to be represented in higher numbers in voluntary and junior positions than in more senior leadership positions;
  • Women endure a hostile working environment with systemic discrimination, sexual harassment, and a lack of access to basic facilities in government offices (toilets and spaces for prayer and eating);
  • Women are subordinated and excluded from decision-making processes even in senior positions;
  • Women fear repercussions from speaking out and they lack confidence; and
  • Women lack champions, role models and support networks, including informal women’s groups and community women’s associations.

AlthoughNational Gender Policy, Local Government Human Resource Management and Participatory Planning Regulations were adopted in Somaliland to allow the equitable participation and benefits from the work environment. However, few questions need to be answered:  What does the idea of a gender favorable work environment mean to the local governments specifically to the mayors? To what extent is the workplace currently a gender friendly environment for example does it have the basic facilities? And what changes are required in the Local Government Offices work environment to make District Councils more equitable and favourable in terms of gender.

 

Previous assessments conducted on the local government offices of 8 JPLG target districts, looked at

  1. What are the facilities available for women (WC, payer space, space for eating?)
  2. How would women working in the LG find the physical space?What changes they would like to see to make them more convenient to their needs.
  3. Assess the Mayor commitment to improving the spaces and making them more attractive for female employees to stay with the LG administration

 

In the assessment it was found that in some districts women working in the Local Government lack the ability and accessibility to meet senior management, and are not represented in meetings where important decisions are made, this may have contributed the high rates of turnover among women working on Local Government Offices; whereas in few districts such mechanism have been established which enabled women to put their concern to the executive committee, whereby the mayor meets every month or quarter of the year with women working in  the local government offices. In few districts women are represented in the executive committee, in addition there are several women appointed as department directors, therefore in these districts the ability and accessibility to the senior management is not a problem.

 

    III.                        Objectives of the Assignment
There is also a feeling that there is a gap in the availability of legal instruments to guarantee women the right to an equitable, safe, and healthy working environment. There seems to be a lack or deficiencies in the provision or even the awareness about the problem’s women face in working for local governments, and these problems do not catch the attention of the mayors, deputy mayors and the executive secretaries. On this backdrop, the Ministry of Interior with the support of UNDP JPLG wants to recruit a consultant, to support districts administration and the Ministry of Interiordevelop plans for improving Local government offices and ameliorate the work environment so that it is a gender friendly workplace, whereby the districts will be able to retain women in local government offices.

This consultancy position is therefore to support districts develop gender friendly working environment, plan for recruitment and retention of women working in local governments which targets mayor, the district councils and executive secretaries.  Which is intended to attract the mayors to attune to the needs of women working in local governments.  Therefore, the main purpose of the assignment is toproduce gender friendly work environment plan targeting SomalilandLocal Governments.

 

    IV.                        Functions / Key Results Expected
Summary of Key Functions:

 

Working under the direct supervision of the Director General Ministry of Interior and in close collaboration with UNDP- JPLG Local team in Hargeisa the consultant will:

1.       Hold consultations with key stakeholders to produce gender friendly working environment plan for Local Governments

2.       Hold discussion and meetings with women working in Local governments to document their views about what they think a gender responsive office model would look like.

3.       Review any regulations, policies and previous work related to gender equality in employment and gender friendly work place

4.       Assessing the needs of the Local Governments and other stakeholders and document how best to raise the awareness of the mayors and other key stakeholders in gender and local governments

5.       Presenting gender friendly work environment plan for recruitment and retention of women working in LGs to mayors, Ministry of Interior, JPLG and other key stakeholders and validate the plans in front of the key stakeholders in the government

 

Deliverables:

1.       Completion of Inception Report detailing activities on the methodology to proceed with the completion of wholistic plan for gender working environment for districts.

2.       Develop and produce gender friendly working environment plan for women in local governments, focusing on facilities available for women in local government offices.

3.       Produce plan for recruitment and retention of women working in LGs, such the implementation fair recruitment process, and other benefits such as, maternity leave and breastfeeding application.

4.       Develop a specific plan for women working in the Local government offices to enable them access senior management and represented in meetings where important decisions are made.

5.       Document and disseminate a brief snapshot of evidence on how gender friendly work environment can work effectively in SomalilandLocal Governments.

6.       Provide technical advice on the best way of establishing a network for women in local governments.

 

Deliverable Estimated Duration to

complete

Target Due dates Review and approvals

Required

Percentage weight of total professional fee
Completion of Inception Report detailing activities on the methodology to proceed with the completion of wholistic plan for gender working environment for districts.

 

10 days 31 May  

MOI DG/UNDP-JPLG Hargeisa

10%
Develop and produce gender friendly working environment plan for women in local governments, focusing on facilities available for women in local government offices. 20 days 20 June  

MOI DG/UNDP-JPLG Hargeisa

40%
Produce plan for recruitment and retention of women working in LGs, such the implementation fair recruitment process, and other benefits such as, maternity leave and breastfeeding application.

 

20 days 10 July  

MOI DG/UNDP-JPLG Hargeisa

40%
Develop a specific plan for women working in the Local government offices to enable them access senior management and represented in meetings where important decisions are made.

 

20 days 30 July  

MOI DG/UNDP-JPLG Hargeisa

40%
Document and disseminate a brief snapshot of evidence on how gender friendly work environment can work effectively in Somaliland Local Governments.

 

Provide technical advice on the best way of establishing a network for women in local governments.

 

15 days 15 August  

MOI DG/UNDP-JPLG Hargeisa

30%

 

 

 

      V.                         Qualifications

 

Education: q  University Advanced Degree in law, social science, development studies, International studies, Business administration, development studies, Public Administration, or any other relevant field.  Additional qualificationis an added advantage.
Experience: q  At least five years’ experience in gender and development

•      Proven record of analytical work on public service reform and policy, government planning

•      Substantive experience and ability to integrate knowledge with broader gender strategic policy

 

Functional Competencies

 

o   Excellentcommunicationskills; including, interpersonal and cross-cultural communication skills as well as the ability to convey ideas and advice to policy makers and technocrats in a clear persuasive way.

o   Ability to effectively lead strategic planning, results-based management and reporting

o   Capability to work effectively under deadline pressure in a calm manner and take on a range of responsibilities.

o   A high degree of initiative and independence in delivering required outputs within tight timeframes, exercising problem solving, advocacy, negotiation and networking skills while simultaneously demonstrating flexibility to effectively deliver.

o   Sound knowledge and understanding of the political and development context of Somalia and Somaliland;

o   Knowledge of Gender, human rights issues and their application in public administration reform

Language Requirements: ·       Fluency in written and spoken Somali

·       Good command English in written and spoken.

    VI.                        : Other information

 

Applications should be accompanied by a CV with at least 2 referees, a certified copy of academic results, in the form of University transcripts, Copies of BSc/BA degree, and other relevant certificates to Director General office, Ministry of Interior before or on 25/ 08/2019

Email: abdidhabaz2@gmail.comand copy mohamoud.hussein@undp.org

Womenare strongly encouraged to apply

Those who are shortlisted will be further communicated to inform date and venue of the interview and the written test.

 

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