Tender: Development of Internal Prevention and Response of Sexual Harassment and Exploitation policy at CARE International Rwanda (Deadline: 03rd May,2022)

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Tender: Development of Internal Prevention and Response of Sexual Harassment and Exploitation policy at CARE International Rwanda (Deadline: 03rd May,2022)

🏘️ About the Organization 

CARE International Rwanda

📋Tender Description Details

I. TERMS OF REFERENCE FOR INDIVIDUAL SERVICERS

Title of Assignment

Development of Internal Prevention and Response of Sexual Harassment and Exploitation policy at workplace. 

Section

Fighting against Gender-based violence and other injustices

Location

Kigali-Gender Monitoring Office

Duration

1.5 Months.

Timing

Start: Mid MAY   2022

End: June 2022

  1. Background and Justification

The principle of non-discrimination as the basic right of workers at work is aimed to provide a conducive environment to work as stipulated in ILO Convention No. 100 concerning Equal Remuneration for Men and Women Workers for Work of Equal Value, and ILO Convention no. 111 concerning Discrimination (Employment and Occupation). Based on both ILO Conventions, workers/labors have the right to receive equal treatment with no differences, exceptions or other choices based on race, ethnicity, skill, colour, sex, religion, political beliefs, and national extraction which resulted to the diminishing of equal opportunities in employment, occupation or wages.

With the recent global outcry against violence and harassment, the ILO has adopted the Violence and Harassment Convention No.190 and its supplementing Recommendation No.206. The convention provides international labor standards to prevent, remedy and eliminate violence and harassment in the world of work, including gender-based violence and harassment.

Safe working environment is very influential in achieving a conducive industrial  relationship. One of the things to be paid attention to in creating safe working environment is a working condition free of discrimination, including free of sexual harassment at the workplace.

In Rwanda, eradication of discrimination and divisionism based on ethnicity, region or on any other ground as well as promotion of national unity, equitable power-sharing, promotion of social welfare and establishing appropriate mechanisms for equal opportunity to social justice is enshrined in the fundamental principles of the Constitution of the Republic of Rwanda adopted in 2003 and revised in 2015. To put into action the above principles, several policies, strategies, and laws have been put in place to support the translation of such commitments into action. And these laws include;

  • Law N°66/2018 of 30/08/2018 regulating labor in Rwanda provides that sexual harassment in any form against supervisee is prohibited and
  • Law No. 32/2016 of 28 August 2016 governing persons and the family, which repeals several provisions discriminatory against women.

The Gender monitoring office (GMO) as an institution that upholds gender accountability for inclusive and sustainable development in  Rwanda, monitors compliance to gender equality principles and fight against GBV/ injustices across all sectors. GMO also promotes internal and external change to end tolerance for all forms of exploitation and abuse. To deliver on this mandate, and in line with ILO C190: Art.9, which requires organizations to put in place internal policies to address violence and harassment at work, the GMO is committed to having an internal prevention and responsive policy to sexual harassment, exploitation and abuse.

  1. Rationale of sexual harassment policy development in GMO 

Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s employment, as well as situations which create an environment which is hostile, intimidating or humiliating for the addressee.

Sexual harassment can involve one or more incidents and actions constituting harassment may be physical, verbal and non-verbal. Physical sexual harassment characterized by: massaging, pocketing, touching, kissing, hugging, Physical violence, and sexual assault, use of job-related threats or rewards to ask sexual favors. Verbal conduct focusing on Comments on a worker’s appearance, age, private life, and other stories and jokes that can leads to Sexual advances, and lastly Non-verbal conducts is mostly on sexually suggestive material, Sexual suggestive gestures, Crying, Eyeing and etc.

A sexual harassment policy is important in an organization because it acts as a deterrent that forbids sexual harassment, identifies behavior that would constitute harassment, provides employees with methods by which they can report harassment and a mechanism to raise awareness about the issue as well as communicating that the practice will not be tolerated within the organization/company. GMO as an employer needs to be proactive to protect its employees, hinder consequences of sexual harassment activities in terms of lowered morale, lost time from work, and lower productivity but also be a spring of information about PRSHEP (Prevention and Response of Sexual Harassment and Exploitation policy).

To respond to this and in line with all the above, GMO with the support of Care International Rwanda would like to hire an individual consultant to guide and facilitate the development of GMO Internal Prevention and Response of Sexual Harassment and Exploitation policy at workplace.

  1. 2. Purpose of the assignment

Under the direct supervision of the Director of the fighting against GBV and other injustices (focal point), and the overall guidance of the Executive Secretary, the Consultant will facilitate the development of the Prevention and Response of Sexual Harassment and Exploitation policy with preventive and response    actions for adequate monitoring and reporting.

  1. Scope of work

The scope of work will cover but not limited to the following:

  • Review key documents (e.g. ILO convention and related recommendation, national policies and law, GMO code of conduct and relevant policies,…) and engage in consultations with GMO senior management and staff (the Director of the fighting against GBV and other injustices, Executive Secretary) . On this basis, provide a sequenced plan of actions, including the necessary preparatory work that must be completed prior to commencement.
  • Understand the requirements of the operation given the nature of GMO’s operations and mandate

Guide and facilitate discussions and working sessions leading to the development of the policy

  • Write the internal P&RSHP for GMO and highlighting all appropriate strategies that will aid workers in reporting, investigating, referral, victim’s assistance. The policy will also outline the roles and responsibilities of internal team to handle received complaints.
  • Support GMO in developing ToRs for the team selected to be handling the implementation of the policy
  • Training  internal team selected to be handling sexual harassment policy and provide with them all related knowledge.
  • Developing a detailed sexual harassment training manual as a guidance tool for GMO and its partners with the objective of increasing knowledge, priorities, actions, and modalities of preventing and responding to sexual harassment at workplace. The consultant will also provide initial trainings to GMO staff on the policy and implementation strategies.
  • Develop a presentation and facilitate an internal validation meeting of the policy
  1. Deliverables:

The consultant will be entitled to the following responsibilities and tasks including:

  • Inception Report, the consultant is expected to produce an Inception Report for the assignment within 5 days after contract signing. Broadly, the inception Report should  bring out the following:
    • Detailed plan of actions and timeline of the assignment
  • A Prevention and Response of Sexual Harassment and Exploitation policy
  • ToR for teams in charge of handling the implementation of the policy
  • A sexual harassment training manual

4. Consultant qualifications and experience

  1. Education:

Advanced university degree (a Master’s Degree) or equivalent in gender studies, social anthropology, law and women’s rights, Economics, sociology, public health, or other field related to Preventing Sexual harassment.

  • Relevant experience, knowledge and skills:

  • At least 5 years of humanitarian or development experience, including in emergency settings on children’s and women’s rights and violence prevention and response, in particular sexual violence and other forms of gender-based violence.
  • Experience in and knowledge of Government and international policies and guidelines related but not limited to  sexual harassment and GBV.
  • Proven and extensive knowledge and experience in developing policies and strategies both at the national and global levels.
  • Expert knowledge in the development of sexual harassment policy
  • Proven experience in developing and facilitating training and capacity-building activities on fighting sexual harassment at work pace.
  • Deep understanding of GBV guiding principles. Demonstrated understanding of issues related to confidentiality, data safety/security, and other ethical concerns related to protection issues.
  • Excellent communication, facilitation and interpersonal skills.
  • Flexible work attitude: the ability to work productively in a team environment as well as independently, and the ability to handle requests or issues as they arise.
  • Fluency in English (Written & Oral) is required.

5. Supervision arrangement

The consultant will be working under the overall guidance of the Executive Secretary of GMO and designated teams from Care International Rwanda and with daily supervision of the Director of GBV and other injustices.  Regular meetings will be held as required by GMO and CARE international Rwanda in order to fast track assignment progress and compliance to set deadlines.

  1. Reporting arrangement 
  • All payments will be made against approved deliverables and GMO and Care will jointly assure these responsibilities.
  • No advance payment is allowed unless negotiated otherwise
  1. Selection Process

A desk review and technical assessment of the shortlisted candidates will be conducted, and the short-listed candidates may be subject to an interview with the GMO and CARE International Panel to ensure the selection of the applications that are technically responsive. Care International will lead the process.

8. The application file should contain the following documents

  • A technical proposal, including a description of the proposed methodology detailing how the deliverables will be achieved with a clear timeframe and detailed Curriculum Vitae of the proposed team to carry out the assignment with clear roles and functions in this assignment
  • Financial offer detailing various costs associated with the delivery of the above services, in PDF
  • The financial proposal must be a separate document from the technical proposal.
  • Minimum 3 certificates of similar work done in the past
  • Company profile; VAT registration certificate; RRA tax clearance certificate; RSSB tax clearance certificate

Application procedures

Interested candidates or consultancy firms are requested to submit their application files not later than May 3rd,2022 at 5:00 pm electronically only to the following e-mail address: rwa.procurement@care.org , with mention “ Development of Internal Prevention and Response of Sexual Harassment and Exploitation policy at workplace  ”

Done in Kigali on April 24th ,2022

Procurement unit

Application Deadline Provided

Please  Apply for  this tender  not later than 03rd/ May/ 2022


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