Gender Mainstreaming Adviser-SSA International

Grounded in the vision of equality enshrined in the Charter of the United Nations, UN Women will work 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, UN Women will lead and coordinate United Nations System efforts to ensure that commitments on gender equality and gender mainstreaming translate into action throughout the world. It will provide strong and coherent leadership in support of Member States' priorities and efforts, building effective partnerships with civil society and other relevant actors Background: The Government of the Islamic Republic of Afghanistan (GOIRA) has established a robust policy framework on the promotion of women’s advancement and gender equality. Gender equality policies are enshrined in the Constitution, the Convention on the Elimination of all forms of Discrimination against Women (CEDAW) has been ratified, gender equality targets have been adopted under the Afghanistan Millennium Development Goals (AMDG), and the ANDS contains a Gender Equality Cross Cutting Sectoral Strategy. More importantly, the major gender equality commitments of the government have been put together in a coherent implementation framework, otherwise known as the National Action Plan for the Women of Afghanistan (NAPWA). The NAPWA serves as the government’s primary vehicle for implementing its commitments on women’s empowerment and gender equality. The Government of Afghanistan has adopted 22 National Priority Programs (NPPs) to accelerate the implementation of the Afghanistan National Development Strategy (ANDS). Since gender equality is a cross cutting concern of the ANDS, all NPPs are required to incorporate a gender perspective. The Kabul Communique of 20 July 2011 also requires all government clusters to adopt a NAPWA benchmark for implementation in the context of their NPPs. The Ministry of Women’s Affairs (MOWA) has been pursuing the mainstreaming of gender into the NPPs. In the interest of ensuring that all NPPs are gender responsive, UN Women on behalf of partners, the Ministry of Finance Policy Department and MOWA wishes to contract the services of a Gender Adviser to be assigned to the Ministry of Finance - ANDS Directorate for the purpose of ensuring that the NPPs are gender sensitive. The Adviser will be positioned in the ANDS Directorate, Office of DM for Policy, Ministry of Finance and report directly to the UN Women ACO ICDU Manager who will supervise her/him in close partnership with the ANDS Director. He/she will be a member of the ANDS team and will closely work with ANDS Gender Focal Point, the Gender Budget Unit advisory teams and the duly designated representative in the Ministry of Women Affairs. He/she will also work very closely with the Institutional Capacity Building Specialist – UN Women ACO and supervise one (1) National Gender Mainstreaming Specialist.

Duties and Responsibilities

The main responsibilities of the International Gender Mainstreaming Adviser are: 1. Review mainstreaming gender in NPPs Assess the extent of gender mainstreaming in the current drafts of the NPPs Since numerous steps had been taken by MOWA to mainstream gender into the NPPs, a number of the NPPs have already been reviewed from a gender lens with varying levels of adequacy. The task of the consultant is to develop or recommend a generic gender responsiveness analytical toolkit/framework, to facilitate extent of gender responsiveness taking into consideration existing guidelines and NAPWA. The Consultant will utilise this gender responsiveness analytical toolkit/framework to categorize the 22 NPPs based on the extent by which gender has been mainstreamed, adopting such categorization as gender blind, gender neutral, or gender responsive. The NPPs that fall within the category of gender blind and gender neutral will be taken as priority for her/his gender review. The gender responsiveness analytical toolkit/framework as well as the list of gender blind, gender neutral, or gender responsive NPPs will both be submitted to MOWA for validation and approval during the first two weeks of the assignment. Upon validation by MOWA of the NPPs listed in the gender blind and gender neutral list, the consultant will undertake individual review of each NPP, together with the technical review staff of the concerned ministry. The consultant will ensure that transfer of capacity is happening during the gender mainstreaming process. At the end of the consultancy, the consultant will prepare a report on the gender responsive element(s) of each NPP and raise recommendations on how such could be pursued at the level of implementation, monitoring and reporting. In this connection, the Gender Mainstreaming Advisor will: i. Undertake a thorough review NPPs that have been endorsed and those yet to be endorsed from a gender lens ii. Analyse extent of gender integration in each NPP, including the programme plans and budgets iii. Provide recommendations on strengthening gender responsiveness of each reviewed NPP and work to integrate such changes in consultation with respective Ministry review teams iv. Prepare a report on the gender responsive element(s) of each NPP and raise recommendations on how such could be pursued at the level of implementation, monitoring and reporting Outputs: Gender responsiveness analytical toolkit/framework; Review report indicating responsiveness categories, gender concerns, and recommendations for revision; Revised NPPs; Monitoring and reporting framework with clear benchmarks Timeline: Throughout the consultancy 2. Assess ministries and their capacity for gender mainstreaming i. Assess capacity in gender mainstreaming mechanisms within ministries, including extent of mainstreaming at the level of institutional policy, institutional systems and procedures; functions, challenges faced including their respective technical value in promoting gender mainstreaming at ministry level. ii. Review gender competence of Ministerial gender focal persons, accountabilities, challenges faced, and extent of effectiveness and recommend how the focal persons system can be revitalized and strengthened. In Afghanistan, three main typologies of gender units are to be found within Government. These include ministerial, inter ministerial and women’s shuras, mechanisms. Ministerial gender units (either internal to the Ministry of inter ministerial) exist within the formal structure of a ministry and are usually staffed by few staff, whose responsibilities include: raising awareness about gender issues among staff internally and implementing ministry gender policies. Gender units also provide coordinating activities with gender units in other ministries and with international technical advisors. Gender units are products of the post-2001 institutional reforms initiated by international agencies. For a significant number of ministries, gender unit policies, procedures, TORs and aims/ objectives are still emerging. Women’s shuras are usually informal staff associations for women, headed by an elected women’s representative. These mechanisms exist in most ministries; many were established during the Soviet era which accounts to the predominantly welfare-oriented approach that is characteristic of these shuras. Women’s shuras do not usually have a position in the tashkil (formal ministry structure) hence have limited influence and power on ministry leadership bodies is relatively limited. These mechanisms have entirely different origins and are intended to achieve completely different outcomes. Nonetheless, their often overlap or duplicate each other especially where both exist within a ministry. The key tasks of the consultant will be to:- i. Assess capacity in gender mainstreaming mechanisms within ministries, including extent of mainstreaming at the level of institutional policy, institutional systems and procedures; functions, critical gaps and challenges faced including their respective technical value in promoting gender mainstreaming at ministry level. The consultant will document any promising/good practices in the achievement of gender equality iii. Review the gender competence of ministerial gender focal persons, especially their abilities to analyze and identify gender roles, identities, relations in society, organizations and ability to change perspectives. The consultant will review their terms of reference, accountabilities, challenges faced, and extent of effectiveness and recommend how the focal persons system can be revitalized and strengthened. Outputs: Gender audit tool/instrument; Gender audit report consolidating all sampled audited ministries, audit results, promising practices; Staff gender competency review including review of TORs, accountabilities, challenges and recommendations on strengthening capacities Time line: 1st Month to 2nd Month 3. Assess the capacity of MOWA, DOWA’s and the MOWA Programme Management Unit (PMU) to implement, monitor and evaluate gender mainstreaming processes in Government The Ministry of Women Affairs was established in 2001 in line with the Bonn Agreement which specifically called for specific attention to the role of women, to act as lead ministry for the advancement of women’s status and promoting gender equality across government. It has 9 central departments and 34 provincial departments. The first procedural regulation of MoWA as a central institution was passed by a decision of Ministers’ Council, and approved by Decree No. 26 of 24.05.2004 of President of Transitional Islamic State of Afghanistan. The MoWA Program Management Unit (PMU) was established with 6 core staff led by a Program Management Director who work full time on the MOWA NPP. The key roles of the Unit are planning, implementation, resource allocation and utilization, monitoring, reporting and evaluation of the program performance of the MOWA National Priority Programme (NPP) component areas. The PMU ensures the timely delivery of quality outputs by the working groups; provides quality representation of the program in interagency cluster meetings; and facilitates the establishment of enabling processes that will support the overall performance of the program. The PMU is accountable to the Technical Deputy Minister for the overall performance of the MOWA program, and its six working groups. The Consultant will assess effectiveness of MOWA, its Programme Management Unit and a sample of DOWA offices at Provincial level, their terms of reference, staffing, programme management, institutional structuring and leveraging ability and influence and provide recommend changes to enhance/strengthen its gender work across Government clusters. Outputs: Report on MOWA, its PMU and sampled DOWA offices review and recommendations Timeline:3rd Month to 4th Month 4. Assess the capacity of MOWA’s Gender Mainstreaming Taskforce to provide technical advisory and policy coordination for facilitating the implementation of NAPWA within Government’s Priority Programmes The Gender Mainstreaming Task Force (GMTF) was established to provide technical advisory and policy coordination for facilitating the implementation of NAPWA within priority programs. It is located at the HRD Cluster Maintain linkage with gender entities/focal persons of all clusters. Besides providing coordination at HRD cluster level, the GMTF also seeks to increase attention and political commitment to gender equality in all clusters. Other key responsibilities of the GMTF include supporting efforts aimed at strengthening policies in support of NAPWA implementation, budgeting, monitoring and reporting; and serving as an advisory and coordinating body on gender in the priority programs of government The consultant will assess the performance of the GMTF in mainstreaming gender equality across all clusters and provide recommendations for its strengtheningincluding its terms of reference, its management, leadership and leveraging ability and influence and provide recommendations for its strengthening. Outputs: Report on GMTF review and recommendations Timeline: 3rd and 4th Month 5. Undertake a desk review of existing tools and materials including written, audio visual materials, case studies and training manuals to determine their effectiveness and user friendliness The Ministry of Finance, Ministry of Women Affairs and other line ministries have been supported by various international partners to develop tools, materials and manuals for gender mainstreaming work. The consultant will undertake a desk review of existing materials to determine their efficacy and impact. The materials will also be assessed for user friendliness and appropriateness within the cultural system in place. Outputs: Desk review report on tools and materials Timeline: 5th Month 6. Develop a capacity strengthening strategy addressing gaps identified under (2) (3) and develop action plan and framework that will enable MOWA, the PMU, the GMTF and the ministerial mechanisms to monitor and evaluate NPPs and NAPWA implementation more effectively The Consultant will develop a comprehensive strategy for capacity strengthening for ministry specific gender units and focal persons, MOWA Programme Management Unit and the Gender Mainstreaming Taskforce. Based on the Strategy, the Consultant will develop a detailed and costed implementation plan addressing all the capacity gaps identified for ministry specific gender units and focal persons. The consultant will develop a framework and process that will facilitate MOWA, the Programme Management Unit, the Gender Mainstreaming Taskforce and various Ministries to monitor and evaluate NPPs and NAPWA implementation more effectively. Upon completion of the task, s/he will transfer to UN Women and partners all records and documents used in the gender mainstreaming process at the end of the consultancy period. The Consultant will design, organise and facilitate a Stakeholder Forum comprising all stakeholders, including the Ministry of Finance, Ministry of Women Affairs, Gender units in line ministries and selected DOWA offices to discuss the gender audit/assessment findings, desk review of materials and reach consensus and foster ownership on the strategy, its implementation plan and the proposed framework for monitoring and evaluating the NPPs and NAPWA implementation more effectively. Outputs: Strategy for capacity strengthening for line Ministry Gender Units, MOWA, MOWA PMU and GMTF; Costed implementation plan; Document outlining a Framework for M&E and Reporting on NPPs and NAPWA implementation; Workshop budget, Programme, Participants list, draft participants invitation letter, Workshop presentations and notes and Final Stakeholder Work shop Report Timeline: 6th Month

Competencies

Core Values and Ethics • Demonstrate cultural sensitivity and able to work in a multi-national environment • Support the Organization’s corporate goal • Comply with UN WOMEN rules, regulations and code of conduct • Demonstrate integrity Teamwork • Build effective client relationships and partnerships • Interact with all levels of staff in the organization • Excellent interpersonal skills • Build and share knowledge • Provide guidance and support to others • Apply existing knowledge to work • Make valuable practice contributions Communication • Excellent oral and written skills • Listen actively and respond effectively Task Management • Plan, prioritize and deliver a variety of tasks on time • Exercise sound judgment/analysis • Develop creative solutions • Supervisory skills Learning • Promote learning environment in the office • Provide constructive coaching and feedback for others

Required Skills and Experience

1. Graduate level studies in Social Sciences, Gender/Women Studies and related studies. 2. In depth substantive knowledge and experience on gender equality and women’s empowerment and of gender mainstreaming in a development context in a broad range of sectors/thematic areas 3. Minimum of twenty years of experience in development sector with significant gender responsive programming particularly in a government context 4. Excellent skills in policy and programme analysis 5. Excellent research skills including use of social research statistical data analysis tools and programmes 6. Knowledge of the gender policy framework in Afghanistan is an advantage 7. Above average inter-personal skills, especially in a multi-cultural setting 8. Experience in dealing with various types of organizations and position levels, especially in government 9. Ability to meet tight deadlines, focus on impact and result and respond positively to feedback; 10. Excellent reporting and communication skills, especially in written and oral English 11. Understanding of national and international policy frameworks on gender equality 12. Familiarity with the Afghan culture and experience in mainstreaming gender in a post conflict environment is an asset 13. Previous work experience with the UN is an asset Language Requirements: • Fluent in English language. Strong, confident command of both written and oral English. • Knowledge of local languages, Dari and/or Pashto, an asset. Computer Skills: • High level of proficiency in statistical data analysis systems, internet navigation and various office applications.

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.

Gender Mainstreaming Adviser-SSA International