National Consultant to Support the Government of Georgia in Developing Sexual Harassment Complaintsโ€™ Mechanisms

  • Added Date: Friday, 03 July 2020
  • Deadline Date: Friday, 17 July 2020
Background

Everyone has the right to live a life free from violence, including sexual harassment, be it at workplace or in public spaces. In spite of this, harassment against women in the world of work is present in all jobs, occupations and sectors of the economy in all countries across the world. Sexual harassment against women in the world of work is a serious violation of womenโ€™s human rights and a major barrier to achieving equality of opportunity and access to decent and dignified work (ILO, UN Women, Addressing Violence and Harassment against Women in the World of Work, 2019. Available at: https://www.ilo.org/wcmsp5/groups/public/---europe/---ro-geneva/---ilo-ankara/documents/publication/wcms_731370.pdf). It has a devastating impact on womenโ€™s health, wellbeing and economic status. It is also deeply connected to social norms, values and stereotypes that foster gender inequalities, discrimination against women and unequal power relations between men and women, including intersecting forms of discrimination, for example, based on gender, race, age, disability and others.

Taking into account that definitions of workplace sexual harassment vary in national legislations of different countries, estimates from available country surveys show that as many as 75 per cent of the worldโ€™s women aged 18 years and over, or at least 2 billion women, have experienced sexual harassment (Chamie, J. 2018. โ€œSexual Harassment: At Least 2 Billion Womenโ€ in Inter Press Service News Agency. Available at: http:// www.ipsnews.net/2018/02/sexual-harassment-least2-billion-women/ [31 October 2018]). Despite its high prevalence, sexual harassment in the workplace remains largely unreported, with many victims, bystanders and witnesses afraid or reluctant to come forward or unsure about how to do so. Where victims do complain, many face ineffective complaintsโ€™ systems or procedures, experience retaliatory action, or further violence and harassment, or lose their jobs.

Various international and regional womenโ€™s rights instruments such as the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), the Beijing Declaration and Platform for Action, the ILO Convention No. 111 and the Council of Europe Convention on Preventing and Combating Violence against Women and Domestic Violence (Istanbul Convention), call on the governments, employers, workers and their organizations to take appropriate measures to eliminate discrimination against women in the field of employment and to develop programmes and procedures to eliminate sexual harassment and other forms of violence against women in the workplace and elsewhere. Practical workplace strategies and policies informed by reliable data are an essential tool to promote this transformation, as is ensuring that employers have the skills and knowledge to implement these policies.

In 2019 the Parliament of Georgia adopted landmark legislation establishing regulations for the prevention and response to sexual harassment in public spaces and in the workplace. The adoption of the sexual harassment legislation was preceded by the UN Women/GEOSTAT National Study on Violence against Women 2017 (UN Women/GEOSTAT, 2017. National Study on Violence against Women in Georgia. Available at: https://georgia.unwomen.org/en/digital-library/publications/2018/03/national-study-on-violence-against-women-in-georgia-2017) which revealed that 20 per cent of women in Georgia have experienced sexual harassment, of whom 10 per cent have reported experiencing sexual harassment in the workplace.

UN Women in Georgia has been supporting national partners, including the Public Defenderโ€™s Office, Ministry of Defense, the Ministry of Internal Affairs, as well as private sector companies in setting up various mechanisms for the prevention and response to sexual harassment. Under the Good Governance for Gender Equality in Georgia (GG4GEG) project generously supported by the Norwegian Ministry of Foreign Affairs, UN Women plans to further accelerate support to the Government of Georgia towards the prevention and elimination of the practice of sexual harassment. In this connection, UN Women is supporting the Inter-Agency Commission on Gender Equality, Violence against Women and Domestic Violence and the Civil Service Bureau in setting up effective complaintsโ€™ mechanisms on sexual harassment for the civil service (Civil service refers to the permanent professional branches of a state's administration, excluding military and judicial branches and elected politicians.).

To support the Inter-Agency Commission on Gender Equality, Violence against Women and Domestic Violence and the Civil Service Bureau in developing internal complaintsโ€™ mechanisms on sexual harassment for line ministries/state agencies in the civil sector (up to 8), UN Women is planning to hire a National Consultant. The objectives of the consultancy are as follows:

  • To develop sexual harassment complaints mechanisms for various line ministries and state institutions aligned with the national legislation, internationally established best practices and further aligned with bylaws and internal regulations of individual ministries/state agencies
  • To support line ministries/state agencies in adoption and operationalization of the internal sexual harassment complaints mechanisms

ย 

Duties and Responsibilities

The duties and responsibilities of the national consultant are:

Deliverables:

  • Work plan with timelines in line with duties and responsibilities spelled above (1 working day) โ€“by 01 August 2020;
  • Consultations held with the selected representatives of target organizations (up to 8 organizations) and relevant materials (organigrams, charters, codes of conduct) reviewed, reference groups created (as necessary) (15 working days) โ€“by 20 August 2019;
  • Draft response/complaints mechanism models developed and adjusted for each target organization (20 working days) โ€“ by 30 October 2020;
  • Trainings and working meetings conducted for each target organizationโ€™s staff on sexual harassment response/complaints mechanism and draft response mechanisms finalized/validated (17 working days) โ€“ by 30 November 2020;
  • Coaching and support provided to target organizations according to their further needs in operationalizing the response/complaints mechanisms (15 working days) โ€“ 10 December 2020;
  • Final report prepared and submitted to UN Women (2 working days) โ€“ 15 December 2020.

Competencies

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
  • Leading by Example

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

Required Skills and Experience

Education:

  • At least BA degree in law, sociology, human rights, or related field

Experience and competencies:

  • At least two years of proven experience of work on the prevention and response to sexual harassment
  • At least three years of working experience in the field of gender equality, discrimination and violence against women
  • Prior experience in working with the government stakeholders on developing strategies, policies and tools, training programmes etc. will be an asset

Language:

  • Fluency in Georgian
  • Working knowledge of English will be an asset

Evaluation Procedure:

The candidates will be evaluated in three stages: according to minimum qualification criteria; technical and financial evaluation.

The candidates must possess following minimum qualification criteria to be eligible for further technical evaluation:

  • At least BA degree in law, sociology, human rights, or related field
  • At least two years of proven experience of work on the prevention and response to sexual harassment
  • At least three years of working experience in the field of gender equality, discrimination and violence against women
  • Fluency in Georgian

Technical evaluation criteria (including minimum qualifications):

  • At least BA degree in law, sociology, human rights, or related field ย (max 70 points);
  • At least two years of proven experience of work on the prevention and response to sexual harassment (max 90 points);
  • At least three years of working experience in the field of gender equality, discrimination and violence against women (max 80 points);
  • Prior experience in working with the government stakeholders on developing strategies, policies and tools, training programmes etc. will be an asset (max 50 points);
  • Fluency in Georgian and good knowledge of English. (max 30 points);
  • Working knowledge of English will be an asset (max 30 points)

Maximum total technical score amounts to 350 points. Only candidates who have passed over the minimum qualification criteria and have accumulated at least 245 points out of maximum 350 under technical evaluation will qualify for the next stage i.e. evaluation of their financial proposals.

Evaluation of submitted financial offers will be done based on the following formula: S = Fmin / F * 150

S โ€“ score received on financial evaluation.

Fmin โ€“ the lowest financial offer out of all the submitted offers qualified over the technical evaluation round.

F โ€“ financial offer under consideration.

The winning candidate will be the candidate, who has accumulated the highest aggregated score (technical scoring + financial scoring).

Management arrangements:

The Consultant will work under the overall supervision and guidance of UN Women Country Representative and Deputy Country Representative, and in collaboration and day-to-day management of UN Women GG4GEG project teams.

Financial arrangements:

Deliverable 1, 2 (16 working days) โ€“ 23%

Deliverables 3, โ€“ (20 working days) โ€“ 28%

Deliverable 4, (17 working days) โ€“ 24%

Deliverable 5,6 (17 working days) โ€“ 25%

Application submission package:

*The applicants are required to submit an aggregated financial offer: โ€œaggregated financial offerโ€ is the total sum of all financial claims of the candidate for accomplishment of all tasks spelled out in this ToR. Travel costs (ticket, DSA etc.)ย  should not be included and will be paid for separately by UN Women.

How to Submit the Application:

  • Download and complete the UN Women Personal History Form (P11)-ย https://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-p11-personal-history-form.doc?la=en&vs=558
  • Merge your UN Women Personal History Form (P11), the Financial Proposal, A list of links or copies of any paperwork on social protection and /or capacity building designing and Cover Letter into a single file. The system does not allow for more than one attachment to be uploaded.
  • Click on the Job Title (job vacancy announcement).
  • Click 'Apply Now' button, fill in necessary information on the first page, and then click 'Submit Application;'
  • Upload your application/single file as indicated above with the merged documents (underlined above).
  • You will receive an automatic response to your email confirming receipt of your application by the system.

Notes:

  • UN Women retains the right to contact references directly. Due to the large numbers of applications we receive, we are able to inform only the successful candidates about the outcome or status of the selection process.
  • Applications without the financial offer will be treated as incomplete and will not be considered for further assessment.
  • The individual consultants should take the mandatory learning security course prior to commencement of assignmentโ€“ details will follow before the issuance of contract.


This vacancy is archived.

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