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.
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.
UN Women is committed to the achievement of equality between women, men, boys and girls as partners and beneficiaries of humanitarian action and resilience. In May 2015, UN Women engaged in Gender in Humanitarian Action and in 2017 created the Humanitarian Action and crisis Response Office to consolidate its advocacy, coordination and capacity development role for the integration of gender equality across humanitarian action. UN Women Humanitarian response includes three areas of work, namely disaster risk reduction and mitigation, humanitarian response and early recovery dealing with Women’s Leadership, Empowerment, Access and Participation (LEAP) and Resilience. The impact of conflict is often measured by casualties: Women and girls face heightened risks due to displacement and the breakdown of normal protection structures and support, gender-based violence.
As part of its Disaster Risk Reduction and Resilience work(DRR), the UN Women Regional Office for West and Central Africa, focusses on prevention and resilience building by ensuring that new and existing disaster risks are mitigated by putting women’s agency and voice at the center of disaster risk reduction efforts. UN Women facilitates and promotes the integration of gender equality and women's empowerment through Coordination and Leadership; Capacity Development; Mainstreaming Gender into Data, Analysis, and Advocacy and Targeted programming.
UNWOMEN collaborates closely with UN system partners, national institutions and civil society organisations to ensure accountability and coherence in addressing gender equality in humanitarian action and DRR. UN Women works with gender equality institutions and organizations, from grassroots to intergovernmental bodies, to strengthen their position and capacity as champions for gender equality in humanitarian action, resilience and beyond.
The Elsie Initiative Fund for Uniformed Women in Peace Operations (the fund) aims to support and incentivize efforts to increase the meaningful participation of uniformed women in United Nations peace operations. The Fund primarily offers financial assistance and incentives for Troop and Police Contributing Countries to identify and overcome barriers to the deployment of trained and qualified uniformed women peacekeepers. The fund is supporting UN Women to conduct a Barrier Assessment in the Republic of Sierra Leone Armed Forces for the Meaningful Participation of women in UN Peacekeeping Missions.
UN Women is seeking to recruit a consultant to Conduct the Assessment. Reporting to the UN Women Head of Office the Consultants in close coordination with the UN Women Women Peace and Security Programme Specialist and DECAF will perform a Barrier Assessment on the Sierra Leone Police using the Measuring Opportunities for Women in Peace operations (MOWIP) methodology
The Measuring Opportunities for Women in Peace operations (MOWIP) methodology will allow assessment teams to identify and measure barriers to and opportunities for women’s meaningful participation in peace operations in their particular country in 10 issue areas and to weight the relative significance and level of priority of each issue area. In order to allow quantitative as well as qualitative measures, assessment teams are expected to use three complementary types of data collection methods:
A fact-finding form including a list of observable indicators, which will be developed under the overall guidance of and with technical support from the Lead Consultant and Consultant, in coordination with Cornell GSS Lab, and with support of the DCAF Help Desk. The fact-finding form will allow collecting factual evidence such as hard numbers of personnel, country policies for deployment, etc. Assessment teams are expected to use official documents (legislation, policies, official guidance, handbooks, manuals, etc), relevant academic sources, contacts with government officials, and grey literature and interviews to fill out the fact-finding sheet. It is envisioned that the research institutions will begin work on filling out the questionnaire immediately after the workshop.A survey of at least 380 male and female personnel (ideally 190 women, 190 men and at least 50% currently or previously deployed personnel). These data will help assessing the experiences of men and women in the Republic of Sierra Leone Armed Forces and understand the specific opportunities and barriers they may face. Assessment teams will be expected to use tablets/phones and the application Qualtrics (https://it.cornell.edu/qualtrics) or iSurvey/droidSurvey (https://www.harvestyourdata.com/) to gather data.
Key decision-maker interviews with key decision-makers both within the Sierra Leone Police Force (SLP) and within relevant government bodies. Government or other structures with overall responsibilities for decisions about the military/police/gendarmerie, particularly those responsible for decisions about peace operation deployment, will be used to gather additional information about decision-making.
The data collected by the Consultant will be cleaned and processed by the Lead Researcher at the Cornell GSS Lab and national research institution in order to develop statistics indicating the most prominent good practices, opportunities and barriers which will be provided to the Sierra Leone Police
The Consultants, in collaboration with SLP, and with the technical support of DCAF Help Desk and Cornell GSS Lab, will analyse the data collaboratively to complete the MOWIP Indicator Form and jointly draft an internal MOWIP report. This report will be presented to the SLP at a validation workshop. In principle, the assessment institution is responsible for organising and facilitating the validation workshop. [DCAF, the Cornell GSS Lab and the Lead Researcher from SLP may also attend the validation workshop.]
The purpose of the validation workshop is to:
The SLP in collaboration with the Lead and Co Consultants and with the technical support of DCAF Help Desk and Cornell GSS Lab, will work collaboratively to incorporate the requested changes and submit the final version of the public MOWIP report for approval by the RSLAF. The assessment institution is encouraged to participate in any launch or publicity activities undertaken by the RSLAF. This report will be uploaded onto DCAF’s website and can also be distributed freely by the assessment institution and SLP.
Through written correspondence and exchange forums, the SLP will provide feedback, and, upon request, draft case studies of good practices and lessons identified to be incorporated into the public MOWIP Report and shared with the National Committee for implementation of WPS agenda in Sierra Leone].
Deliverables:
Deliverable 1: To provide support for the implementation of for FFF questionaries and Desk Review of the SLP and other research instruments used during the researchDeliverable 2: To provide technical support to the Lead Consultant in Barrier Assessments in English along, with a set of recommendations. (Expected delivery date: February 2022)Deliverable 3: A final approved narrative report for the whole assignment. (expected delivery date15 March 2022)
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.Functional Competencies:
Ability to lead Policy review process through consultation with stakeholders.Very strong background on gender.Experience in assessing impact of policies, strategies and measures from a gender perspective.Ability to manage time and meet tight deadlines.Focuses on impact and result for the client and responds positively to feedback.Consistently approaches work with energy and a positive, constructive attitude.Demonstrates strong oral and written communication skills.Builds strong relationships with clients, focuses on impact and result for the client and responds positively to feedback.Consistently approaches work with energy and a positive, constructive attitude;Demonstrates strong oral and written communication skills;Remains calm, in control and good humored even under pressure;Proven networking, organizational and communication skills.
Advanced degree (Master’s level or higher) in Gender, Peace & Women Studies, Law, Political Science, International relations, Humanities or other related area.
Experience:
A minimum of 7 years of progressively responsible experience in the fields related to peace and security, inclusive of gender; international or regional cooperation and development assistance; and/or defense, military or police service is required.Experience working with on issues related to increasing women’s participation.Experience working directly or in partnership with police, military or defense services or components.Experience in planning and organizing complex multi-stakeholder projects/processes.At least 2 previous similar assignments, particularly in areas related to gender and participation. (Including research papers and studies, articles, policy paper, evaluation, etc.…)Experience with the UN system or/and International Organizations is an assetLanguages:
Fluency in spoken and written English is required
This vacancy is archived.