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. To promote gender equality and women’s empowerment, UN Women and the UN Global Compact have partnered with the private sector under the framework of the Women’s Empowerment Principles (WEPs).
The Women’s Empowerment Principles (WEPs) are a set of Principles offering guidance to business on how to promote gender equality and women’s empowerment in the workplace, marketplace, and community. Established by UN Global Compact and UN Women, the WEPs are informed by international labour and human rights standards and grounded in the recognition that businesses have a stake in, and responsibility for, gender equality and women’s empowerment. WEPs are a primary vehicle for corporate delivery on gender equality dimensions of the 2030 agenda and the United Nations Sustainable Development Goals. By joining the WEPs community, the CEO signals a commitment to this agenda at the highest levels of the company and to work collaboratively in multistakeholder networks to foster business practices that empower women. These include equal pay for work of equal value, gender-responsive supply chain practices, and zero tolerance against sexual harassment in the workplace.
In the Arab Region, the WEPs were leveraged to engage with the private sector and promote gender equality and women’s empowerment across all countries in the region. To date, there are above 500 business leaders from the region that joined the WEPs global platform to promote gender equality and women’s empowerment. UN Women Regional Office for the Arab States (ROAS) is hiring a WEPs 5 consultant to support companies in evaluating their strategies, approach, team structures, and past campaigns to allow them to better understand their strengths and weaknesses when it comes to gender-responsive marketing and develop strong campaigns.
Objective of the Assignment:
Reporting to the Regional Private Sector Specialist, the Gender and Marketing consultant is expected to support WEPs signatories in integrating gender equality into their communication strategies and marketing and advertising practices. More details are to be found under the description of responsibilities and expected deliverables.
Duties and Responsibilities
Provide advisory support for 4 WEPs signatories on gender-responsive marketing by evaluating:
Produce a report that evaluates the companies strengths and weaknesses and has a list of recommended actions.
Inception report outlining the approach to the assignment and structure of the final evaluation report to be presented to companies.
Latest by 15 July 2023
3 Working Days
4 reports including evaluation and recommendations for 4 selected WEPs signatories in the Arab Region.
Latest by 15
20 Working Days
Please visit this link for more information on UN Women’s Core Values and Competencies: https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/About%20Us/Employment/UN-Women-values-and-competencies-framework-en.pdf
Required Skills and Experience
Fluency in English is required; Knowledge of the Arabic language is an asset.
Individual consultants will be evaluated based on the following methodology: Only candidates obtaining a minimum of 49 points in the technical evaluation would be considered for the financial evaluation.
Criteria Weight Technical: 70% (70 points)
Financial: Lowest Financial Proposal: 30% (30 points)
The points for the Financial Proposal will be allocated as per the following formula:
Interested Individual Consultants must submit the following documents/information to demonstrate their qualifications:
The above-mentioned documents should be merged in a standalone file including all of them since the online application submission does only permit to upload of one file per application. Incomplete submissions can be a ground for disqualification.
In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality, and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW, and UNIFEM), which focused exclusively on gender equality and women's empowerment.
At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity, and organizational need.
If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.
UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority, and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check).
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