National Consultant to Support the Government of Georgia in Institutionalizing Sexual Harassment Complaints’ Mechanisms – TbilisiPosted: 25 December, 2020
Organization: UN Women (UN Women)
Location: Tbilisi (Georgia)
UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence.
UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.
|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 women’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/
ilo-ankara/documents/publication/wcms_731370.pdf). It has a devastating impact on women’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 world’s women aged 18 years and over, or at least 2 billion women, have experienced sexual harassment (Chamie, J. 2018. “Sexual Harassment: At Least 2 Billion Women” 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 complaints’ systems or procedures, experience retaliatory action, or further violence and harassment, or lose their jobs.
Various international and regional women’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 Defender’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 funded by the Norwegian Ministry of Foreign Affairs, UN Women supported the Inter-Agency Commission on Gender Equality, Violence against Women and Domestic Violence (GEC) in designing sexual harassment response mechanisms in eight (8) pilot ministries/state agencies (Ministry of Environmental Protection and Agriculture; Ministry of Economy and Sustainable Development; LEPL Civil Service Bureau; State Inspector's Service; Sakpatenti; Geostat; Ministry of Regional Development and Infrastructure; Office of Resource Officers of Educational Institutions; Ministry of Foreign Affairs). To further support the GEC in institutionalizing sexual harassment response mechanisms across the civil service, UN Women is planning to hire a National Consultant. The objectives of the consultancy are as follows:
DUTIES AND RESPONSIBILITIES
|Under the supervision of the UN Women GG4GEG Programme Analyst, selected consultant will be responsible for the implementation of the following tasks:
Please visit this link for more information on UN Women’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
Experience and competencies:
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:
The candidates will be evaluated in three stages: according to minimum qualification criteria followed by technical and financial evaluation.
Technical evaluation criteria (including minimum qualifications):
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 – score received on financial evaluation;
Fmin – the lowest financial offer out of all the submitted offers qualified over the technical evaluation round;
F – financial offer under consideration.
The winning candidate will be the candidate, who has accumulated the highest aggregated score (technical scoring + financial scoring).
The contractor will report to and work under direct supervision of the UN Women GG4GEG Programme Analyst and overall guidance of the UN Women Deputy Country Representative in Georgia.
Application submission package:
* The applicants are required to submit an aggregated financial offer: “aggregated financial offer” 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.) should not be included and will be paid for separately by UN Women.
How to Submit the Application: