Background/Context
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. Placing women’s rights at the centre of all its efforts, the UN Women leads and coordinate United Nations system efforts to ensure that commitments on gender equality and gender mainstreaming translate into action throughout the world. It provides strong and coherent leadership in support of Member States’ priorities and efforts, building effective partnerships with civil society and other relevant actors.
UN Women in Bangladesh supports the government to implement commitments to international normative standards on gender equality and women’s human rights. In line with the UN Sustainable Development Cooperation Framework (UNSDCF) for 2022-2026, the corresponding UN Women Bangladesh Strategic Note (2022-2026) defines UN Women’s strategic engagement in Bangladesh, which was launched in 2021. The country strategy focuses on strengthening the national structures and mechanisms for gender mainstreaming in policies, plans and budgets; supporting efforts to prevent and eliminate violence against women; promoting women’s access to decent and safe work; promoting policies and government investment in women’s empowerment and resilience building in the context of climate change, humanitarian crisis as well as other threats to peace and security. UN Women works with a range of stakeholders in Bangladesh including the government, civil society and women’s organizations, youth, UN agencies and donors, to promote gender equality and women’s empowerment.
Bangladesh is the sixth-largest country of origin for international labour migration and one of Asia’s major labour-sending countries with approximately 650,000 Bangladeshi migrate for overseas employment every year. Based on the official data available, during 2022-23 fiscal year, 08 per cent of the Bangladeshi migrant workers were women[1]. Most Bangladeshi women migrant workers work in the Gulf Cooperation Council (GCC) countries. According to BMET data for March 2024, Saudi Arabia (45.13%) is the top destination for Bangladeshi women migrant workers, followed by Oman (10.32%) and Jordan (16.72%). However, the flow of Bangladeshi women migrant workers has shifted to other destinations such as Hong Kong Special Administrative Region, Italy, Japan, Mauritius, Republic of Korea, and Singapore. Primary reasons for women migrating include escaping poverty, gender-based violence and exploitation and limited domestic employment opportunities. These workers usually come from low-income rural and suburban communities and remit their earnings to support their families back home. While some migrants return home and can reintegrate smoothly, many are unable to convert their migration experience into improved income generation in their home countries.
Returnee migrants face a variety of challenges while reintegrating into their original communities. Although many migrants return after a successful migration, many fall victims to forced return, fraud, trafficking, and abuse leaving them unable to attain their objective of migration. A failed migration can result in psychological issues, economic and social vulnerability, making reintegration difficult. Even those with successful migration experiences can remain unemployed or may not be able to utilize the resources gained from their countries of employment due to lack of proper guidance. Challenges related to reintegration became more acute for Bangladeshi returnee workers during the pandemic.
Migration is a gendered process, impacting women and men differently; this also applies to reintegration. Returnee women migrants are especially vulnerable due to lack of social support emanating from deep rooted social norms and stigma around migration, creating a need for social sensitization in communities of origin. Returnee women are not well accepted in society due to prevalent patriarchal norms and conservative attitude towards women’s mobility. Studies capture difference in attitudes of family members; while they are usually proud about male members of the family who migrated abroad; there is a sense of shame attached to women’s migration. Women therefore continue to face multiple barriers– within their families and communities, upon return. Women returnee migrants often suffer from severe physical and psychological trauma due to abuse and exploitation they face in the destination country.
As most returnee migrants have worked as domestic workers, their earnings are relatively less than male migrant workers. Additionally, they have limited decision making over their own money/income, as their earnings are mostly controlled by the male members of the family. These contribute to a lack of savings upon their return to their origin country.
The Government of Bangladesh has made significant progress on safe migration, return and reintegration. In 2024, the Government of Bangladesh finalized the draft National Reintegration Policy for Migrants setting out a framework for the country’s reintegration programming. The current interim government is now having a re-look at the document before they give a final approval. In 2018 the Wage Earners Welfare Board (WEWB) was established to extend welfare services for returning migrants and their families. The reintegration and wellbeing of Migrant Workers was integrated into the Ten Point Agenda for the 8th Five Year Plan.
The Government of Bangladesh adopted a ‘National Social Security Strategy (NSSS)’ in 2015 to provide comprehensive social protection along the life cycle with focus on universal coverage. According to the Household Income and Expenditure Survey (HIES) 2022, 37.6 per cent of households are covered under at least one social protection programme. The budgetary allocation for Social Security Programme was 2.52% of GDP for 2023-24 FY. The NSSS envisions a National Social Insurance Scheme (NSIS) addressing unemployment, injury, maternity and sickness.
The Ministry of Expatriates’ Welfare and Overseas Employment of the Government of Bangladesh adopted the Mandatory Insurance Schemes for Migrant Workers in 2019 covering both life and non-life insurance products for migrant workers.
Social protection requirements vary in terms of gender dynamics, vulnerabilities and shocks. As mentioned, the realities of male and female in jobs overseas, and upon return are different. To respond to the needs of most vulnerable returnee women and ensure prevention and protection from gender-based violence gender just, equitable policies and programmes are needed.
Review of secondary literature shows limited studies on the gender responsive aspects of social protection measures. Given the relevance of the Mandatory Insurance Schemes for Migrant Workers for groups such as returnee women migrant workers, it is important to understand the extent to which these measures/policies address the differential needs of women and men retuned migrants, and the opportunities therein to further design/strengthen gender responsive social protection approaches in Bangladesh.
The “Reintegration of Migrant Workers,” supported by the Government of Switzerland and implemented by the ILO together with IOM and UN Women, is providing the technical support to the Ministry of Expatriates' Welfare & Overseas Employment (MoEWOE) to review the existing social protection, insurance scheme and welfare schemes for migrants from a gender lens and generate recommendations indicating areas for improvement. To facilitate the process, UN Women is seeking the services of a national consultant.
Scope of Work
(1) Desk Review
Conduct a comprehensive analysis of the existing Unilateral Social Protection/Social Security Services (including the Mandatory Insurance Scheme for Migrant Workers) from a gender lens placing a strong emphasis on the extent to which issues/experiences of women migrant workers are addressed, with specific focus on: Extent to which gender equality and gender mainstreaming is integrated in the existing relevant social protection schemes.Assess how the relevant social protection schemes align to national commitments on women’s economic empowerment as delineated in policies i.e., the National Women Development Policy Assess the extent to which social protection schemes are in line with international standard i.e, Convention on the Elimination of All Forms of Discrimination against Women (CEDAW). Assess the extent to which the schemes contribute towards economic empowerment of returnee women migrant workers. Assess the overall sex and age disaggregated coverage of the schemes based on available data for a minimum period of three years. Assess the effectiveness and sustainability of the schemes- from a gender lens specifically with regards to achieving the longer-term vision of gender equality and women’s empowerment in Bangladesh.
Based on the aforementioned analysis, design a policy option of new social protection and/or security scheme for women migrant workers.
(2) Stakeholder Consultation.
After the comprehensive desk review, facilitate a stakeholder consultation at the national level to gather and validate inputs on the issues related to the social protection of women returnee migrant workers and identify areas for stronger alignment with the existing Social Protection/Social Security Schemes/strategies. The workshop will bring together representatives from government ministries, worker unions, CSOs and private sectors.
The draft framework of the new policy option will also be presented at this workshop. If required a second workshop can be planned in consultation with UN Women to further refine the framework.
(3) Finalize the Report and Policy Brief.
Based on (1) and (2) finalize the study report and policy brief with concrete recommendations for the government in the short, medium and long term. A dissemination plan should be included as an annex to the report.
Deliverables: Deliverable Expected completion time (due day) Payment Schedule (optional)
Inception report with:
Proposed methodology Preliminary Literature review Data collection tools and templates.Deliverables: Inception report and workplan.
05 Days
20% of the payment shall be paid upon submission of deliverables and all acceptance and certified by the UN Women contract administrator. Design and facilitate a pre and a post stakeholder consultation involving key stakeholders from relevant ministries, departments, private sector actors, CSOs and worker unions and gather/validate the information. Draft assessment report based on secondary review Draft framework of new policy option.Deliverables: Agenda, list of stakeholders to be invited, draft assessment report and policy option; PowerPoint presentation.
UN Women will be responsible for logistics; the national consultant will support with coordination with key stakeholders as required.
10 Days 30% of the payment shall be paid upon submission of deliverables and all acceptance and certified by the UN Women contract administrator Finalize the assessment report and policy option incorporating feedback from stakeholder consultations. Finalize the policy brief with concrete recommendations Develop a dissemination plan.Deliverables:
Final Policy Assessment Report with proposed policy option. Final Policy Brief. Dissemination plan. 10 Days 30% of the payment shall be paid upon submission of deliverables and all acceptance and certified by the UN Women contract administrator.
Payment schedule
Payment will be processed as per payment schedule and deliverables for the number of days worked based on submission of progress report on tasks completed with deliverables and timesheet; accepted and certified by the contract administrator. The payment will be made for 25 working days over of the contract period.
Consultant’s Workplace and Official Travel
This position will be home based. However, the consultant may be requested to come to the UN Women for meetings and coordination, as required.
Travel, Logistics and DSA:
Travel arrangements for the consultant outside Dhaka should be undertaken only upon prior agreement/approval from UN Women. UN Women will organize the travel, and cover travel expenses. The Consultant/SSA shall receive per-diem or DSA and terminals not to exceed the United Nations daily subsistence allowance rate in such other location(s) and actual travel cost.
Supervision and Performance Evaluation:
Under the overall guidance of the UN Women Deputy Country Representative, the selected consultant will work under the direct supervision of the Programme Analyst – Women’s Economic Empowerment (WEE).
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 Women’s Core Values and Competencies:
https://www.unwomen.org/en/about-us/employment/application-process#_Values
FUNCTIONAL COMPETENCIES:
• Technical credibility in migration and gender equality issues.
• Communications skills in facilitating high level dialogue session with multistakeholder.
• Consistent approaches to work with energy and a positive attitude.
• Demonstrates openness to change and ability to manage complexities.
• Ability to deliver the planned results and ensure the quality of the product.
IV. Required Qualifications
Strong Proficiency in written and spoken English and Bangla is required.
Technical Qualification Evaluation Criteria:
The total number of points allocated for the technical qualification component is 100. The technical qualification of the individual is evaluated based on the following technical qualification evaluation criteria: