National Consultants (3) for Ethiopia, Kenya and Uganda to support Development of Training modules on migrant women's engagement in economic activities and articulating pathways for economic reintegra

Result of ServicePretested training modules that are responsive to the unique needs of women domestic workers from the GCC delivered to return migrant women domestic workers in the respective countries. The module should build on the outline and program developed from the situation analysis, should be pretested and responsive to the unique needs of women domestic workers from the GCC explicitly identified in the situation analysis report. Articulated pathways for economic reintegration of return migrant women in Ethiopia, Kenya and Uganda policy briefs that inform policy processes. Work LocationUNECA, GPSPD, 7th Floor Expected duration3 months Duties and ResponsibilitiesBACKGROUND The project “International Migration in Africa: Shaping a Positive Narrative and Removing Barriers to Mobility” aims to address migration-related challenges across Africa. The result area 1 of the project seeks to promote economic empowerment of migrant women: by supporting migrant women’s engagement in economic activities in 3 selected countries in Africa (Kenya, Ethiopia and Uganda). The United Nations Economic Commission for Africa (ECA) through its Gender, Poverty and Social Policy Division (GPSPD is providing technical support entailing capacity building, business management coaching, tailormade training and mentoring for the migrant women’s business enterprises so that they can design good quality products that would attract sustainable revenue and access international markets. To date, assessments have been conducted in Ethiopia, Kenya and Uganda to outline strategies to promote economic empowerment of returnee migrant women and facilitate their successful reintegration into local economies. Accordingly, in Kenya, national official data indicates that in the decade between 2014/5 and 2024, aggregated numbers of Kenyan migrant workers in GCC Countries more than tripled from 59,082 to 202,932. Different estimates of about the same period indicate that by November 2014, 100,000 Kenyans were working in Arab countries (MGSoG, 2017, p. 6) and that by 2021, estimates give a figure of close to 300,000 (Bisong, 2021). The research by Vinner (2022) points the lack on reliable data to the fact that there were no national/central data collection points for labour migration in Kenya, which led to fragmented pieces of information. However available from different sources show an increasing trend in labour export in Kenya from 2011, 2014/5 and 2024 to GCC countries. In Uganda, Statistics from the MoGLSD (2023), show that labour migration to the Middle East countries has been on the rise since 2016 except for 2020 when it dropped due to the travel restrictions associated with the COVID19 pandemic. According to Namaganda and Nkirote (2019) there has been an increase in the demand for cheap labour from Uganda in the Middle East, especially in the domestic work sector, which is largely dominated by young women. An average of 24,086 Ugandans leave Uganda annually in search of employment, especially to the Gulf States (Daily Monitor, 2022). Looking at Ethiopia, figures provided by the Ethiopian Ministry of Labor and Social Affairs show that between 2008/9 to 2012–13, three regions (Oromia, Amhara, and Addis Ababa) alone contributed a total of 316,064 legal migrants to the Gulf alone. Of this figure, 94 percent or 297,512 were female domestic workers (Kefale and Zerihun 2015). The number of women migrating using clandestine routes is estimated to be double that figure. Top destination countries in the Middle East are Saudi Arabia, the United Arab Emirates, Kuwait, Lebanon, and more recently Sudan which is usually used as transit country as well as South Africa. As a follow on to the assessments, ECA is seeking services ECA is seeking services of business development experts to support training and capacity building, business management coaching, tailormade training and mentoring for the migrant women’s business enterprises so that they can design good quality products that would attract sustainable revenue and access international markets. The consultant is required to tailor training modules to the specific needs of return migrant domestic workers from the Gulf Cooperation Countries and undertake trainings to enhance the livelihoods of returnee migrant women while simultaneously establishing a positive narrative around migration in Africa. II. OBJECTIVES OF THE CONSULTANCY The objective of the consultancy is to support the implementation of the capacity building component of the project. The selected candidate will be responsible for developing modules for a tailored training programme and module development to meet the economic and business needs of return migrant domestic workers. Accordingly, the capacity building component is envisaged to build sustainable women returnee businesses by building their capacity through training, business and market development support.; broker linkages for returnee migrant entrepreneurs to take full advantage of business opportunities. III. SCOPE OF THE ASSIGNMENT The final deliverable will be training modules delivered to return migrant women domestic workers in the respective countries. The module should build on the outline and program developed from the situation analysis, should be pretested and responsive to the unique needs of women domestic workers from the GCC explicitly identified in the situation analysis report. The focus of the training programme should be on providing short-term training in entrepreneurship, financial and managerial skills, and other business development services as a first step. During the training, beneficiaries will be encouraged to get to know each other and organize themselves into groups and associations depending on their area of training and the type of business they want to engage in. Once this process of learning/training and administrative procedures of enterprise development and business start-up is finalized, mechanisms to ensure the target populations access to important inputs and finance will be supported via established acknowledged returned migrant women groups. The consultant will: • Identify the appropriate training programme and set accurate indicators for the project. • Tailor a training programme based on identified needs and priorities of the target population, identified sustainable market potential, strategic entry points into the identified markets, employment opportunities (job markets) and capacity of local service providers and duty bearers in entrepreneurship and business development and employment creation. • Build the capacity of women returnees to establish decent and sustainable livelihoods • Support In documentation of the criteria for selection of potential partners and any solicitation documentations if needed: governmental, private, and non-governmental organizations including women migrant associations, micro-finance institutions to ultimately economically empowers migrant women in business and micro-enterprises. • Support development of policy briefs and relevant policy processes with key stakeholders IV. DUTIES AND RESPONSIBILITIES Under the overall guidance of the Director of the Gender, Poverty and Social Policy Division and direct supervision of the Chief of the Gender Equality and Women’s Empowerment Section, the consultant will substantively be expected to produce the following outputs in line with the overall objectives of the consultancy. • Develop content for modules for training entrepreneurship and enterprise creation for returned domestic workers. • Identify and coordinate return migrant domestic workers to benefit from the capacity building with relevant justification • Document selection criterion to select the ultimate target beneficiaries in consultation with all key stakeholders. • Work with relevant partners to deliver training programs to returned domestic workers in respective countries. • Engage with relevant government officials and organize policy discussions to integrate needs of women return migrants at the national level. V. METHODOLOGY • The training modules to be developed in a way that demonstrates sensitivity to return women migrants in the target countries and an understanding of the local labour markets. • The consultant will be required to develop a checklist for identifying gender biases in training materials and develop one which is gender and sensitive to return migrants building on the outline in the situation analysis. • Develop content into training modules that respond to the unique needs of return migrant domestic workers from the Gulf Cooperation Countries. The modules/materials will be pre-tested and where possible accredited by ECA/AUC partner institutions. The consultant will also be expected to work with stakeholders and partners identified in the situation analysis and other relevant partners. • Overall, the consultant should review and adapt appropriate content from existing training materials and align with national level frameworks • The consultant is expected to further develop and document criteria for anchor institution to effectively support returnee migrant women • The consultant is expected to engage with relevant government officials, return migrants and key stakeholders throughout the process. Qualifications/special skillsAn advanced university degree (Master's degree or equivalent ) in social sciences, population dynamics/migration, international development, or in a suitable relevant fields is required. A first-level university degree in combination with qualifying experience may be accepted in lieu of the advanced university degree. Relevant experience working on issues related to business development support, development finance, return reintegration; experience of working in, and knowledge of, these issues in Africa would be preferred. Experience in working with local and international organizations, government departments and humanitarian/development actors. Good drafting skills, ability to communicate effectively both orally and in writing, ability to clarify information, good computer application skills, good organizational skills, ability to deal with people with tact and diplomacy, etc. Competencies to work for and with people of different cultural backgrounds and nationalities. Competencies – The consultant should possess excellent training and module development skills as well as strong communication and drafting skills. S/he is also expected to possess a strong ability to work with partners and take the initiative to move complex processes forward to achieve agreed results, work at varying levels and on different initiatives simultaneously (personal organization and ability for multi-tasking). The consultant must also possess the ability to work under pressure and to meet deadlines. The consultant should be fully proficient in computer skills and use of relevant software and other applications. LanguagesEnglish and French are the working language of the United Nations. Fluency in oral and written English is required. Knowledge of local languages spoken in respective countries, one more or several other UN working languages is an added advantage. Additional InformationNot available. No FeeTHE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.