UNITED NATIONS DEVELOPMENT PROGRAMME Junior Professional Officer (JPO) JOB DESCRIPTION

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1 Please use this format to request a JPO for your office. The Job Description should be specific and comprehensive and UN/UNDP abbreviations should be spelled out in full. I. Position Information JPO functional title: Programme Specialist on Gender, Private Sector and Poverty Reduction Main sector of assignment: Gender Detailed sector of assignment: Gender Agency: UNDP Department: Gender Reports to: Gender Team Leader Position Status: Non-rotational Job Family:YES Grade Level: (P2) Country and Duty Station: Panamá Regional Hub Duty Station status: Duration and Type of Assignment: One-year fixed-term appointment, renewable at least once subject to satisfactory performance, recommendation by respective office and partner country agreement II. Job Purpose and Organizational Context Despite of the progress, gender gaps in the labour market remain wide open globally, regionally and at country levels, across industries and regions. It will take 217 years to close the economic gender gap worldwide (World Economic Forum, 2017). There are tremendous barriers keeping women from participating equally in the business world. First, women are substantially less likely to participate in the labour market, considering that only 49% of women compared to 76% of men share their talent in the labour force (ILO, 2017). On top of that, women are less likely to find a job and even less likely to find a quality job. Unemployment rate for women is 6.2% compared to 5.5% for men (ILO, 2017). The private sector can make a critical contribution to eradicating gender inequalities and driving the achievement of sustainable development. By implementing gender equality standards, the private sector can ensure equal opportunities for women, create inclusive work environments and help achieve Sustainable Development Goals focused on gender equality (Goal 5), decent work and economic growth (Goal 8) and reduced inequalities (Goal 10). It is a matter of business sustainability and a smart decision of their bottom-line. The most recent findings estimate that closing the gender gap in economic participation by 25% by 2025 could increase global GDP by US$5.3 trillion in the same time period. Moreover, women control 65% of household spending and global consumer spending estimated in U$40 trillion (World Economic Forum, 2017). Companies with gender-balanced boards and a stronger female leadership outperform those without them. Companies with strong female leadership among 4,216 companies listed in the MSCI Index, generated a Return on Equity 2.7 pp higher than those without in 2015 (MSCI, Women on boards: global trends in gender diversity on corporate boards, 2015). What is the UNDP Gender Equality Seal for private sector about? 1

2 UNDP promotes the development of two different types of seals based on transformative partnerships. First, tailored Nationally-owned Certification Programmes developed with governments, after assessing each country s particular context. And second, the Gender Equality Seal for Multinational Companies (MNCs), for companies with regional operations and those located in countries without a national certification programme. In both cases, the Gender Equality Seal is a voluntary certification program based on the development of an integrated Gender Equality Management System (GEMS), which establishes a set of standards and achievable goals that promote gender equality and women s empowerment in the workplace. Once companies implement this set of measures and actions, upon verification of the results achieved and the degree of compliance with the requirements and a certification is obtained, a Gender Equality Seal (GES) is awarded, thus the seal which is a symbol that recognizes gender equality in the workplace. UNDP supports governments for the creation of national certification programmes based on international standards on gender equality, women s empowerment and labour regulations, as well as national norms based on local legislation and other national measures. UNDP also supports the process of adoption, customization and institutionalization of the programme and develops national capacities through a varied range of services including advisory, training, technical support and policy development. By incorporating a gender perspective into a company s overall management system, the GES allows businesses to integrate comprehensive measures to transform their regulations, processes, operations, culture and corporate DNA.The aim is to develop a transformative company strategy that incorporates gender equality as an integral part of corporate governance and good business practices. Participating companies commit to: Detecting and eliminating gender-based wage gaps; Increasing women s role in decision-making in leadership positions; Developing and implementing policies to improve work-life balance with shared social responsibility; Increasing women s presence in occupational areas that are traditionally male-dominated, and men s presence in female-dominated areas; Eradicating sexual and sex-based harassment in the workplace; Using inclusive and non-sexist communication inside and outside the company; and Promoting women in business and cross-cutting gender equality along value chains. The Gender Equality Seal (GES) for private sector is a global signature product developed almost a decade ago by the United Nations Development Programme UNDP to create a more egalitarian work environment, close persistent gender gaps, and promote the empowerment of women in the business sector, while at the same time promoting productivity and competitiveness along with sustainability and social justice. In line with the aspirations set by the 2030 Agenda for Sustainable Development. The success of the GES has led to a growing demand from governments and companies around the globe, proving a relevance as an innovative tool to tackle the most pressing challenges of the 2030 Agenda. UNDP has embarked on the global expansion of this initiative and a scaling-up phase for will take place. 2

3 The UNDP Gender Equality Seal for private sector will: Be implemented in 15 countries (Africa, Asia-Pacific, Europe & CIS, we will continue supporting efforts in Latin America and the Caribbean) Benefit 60 companies Benefit 100,000 female and male workers Expected Results Effective incentives, rigorous standards, regular tracking of progress and support for ongoing learning are the pillars of the UNDP Gender Equality Seal. This programme is expected to result in Institutional capacities developed to design and implement innovative integrated solutions to strengthen gender equality and women s empowerment in the business sector to advance the 2030 Agenda Business strategies and operations are aligned with and contribute to the achievement of gender economic parity related Sustainable Development Goals SDGs III. Supervision Name of Supervisor: Eugenia Piza-López Title of Supervisor: Gender Team Leader for LAC Content and methodology of supervision: As part of the UNDP JPO programme overall framework, the JPO will benefit from the following supervision modalities: Structured guidance provided by the supervisor, especially in the beginning of the assignment, with the purpose of gradually increasing the responsibilities of the JPO Establishment of a work plan, with clear key results Effective supervision through knowledge sharing and performance/development feedback throughout the assignment Easy access to the supervisor Participation in Unit/Team/Office meetings to ensure integration and operational effectiveness Guidance and advice in relation to learning and training opportunities within the field of expertise Completion of the yearly UNDP Performance Management Document (PMD) If more than one supervisor; clear agreement of the roles and responsibilities between the relevant parties 3

4 III. Duties and Responsibilities and Output expectations 1. Programme Support and Policy Advice: Conduct relevant analysis and guidance and prepare initial drafts of technical advice and programme support documents to help the global implementation of the Gender equality Seal (GES) for Private Sector Support country offices in LAC, Africa, Asia, Europe and the Middle East in integrating policy advice on UNDP s Gender equality Seal for Private Sector into country programmes; Prepare materials to support the implementation of the GES in different countries and regions; Support the gender team in its efforts to integrate gender equality in policy and programming work, particularly with private sector issues. 2. Support Policy Development Conduct analysis data, case evidence and research findings to distill relevant lessons from the implementation of the GES for private sector programme. Contribute to development of guidance private sector and subjects described above and related tools for the implementation of policy, including coordination testing and rolling out of tools and methodologies Take part in the process of analyzing, improving and adapting the GES for private sector to different contexts and on key emerging agendas based. Provide context input to support quality assurance of policy services and foster policy innovation in the specific thematic area to enhance programme delivery. Support the review and assessment of policies in other relevant thematic areas where gender team specialized on poverty, private sector, political participation of women, women s economic empowerment) with the objective to identify gaps and opportunities to support country offices in policy work. 3. Policy Positioning and Representation Conduct research and analysis and draft materials to support mobilizing, fostering and strengthening strategic partnerships with UN entities and other relevant bodies on gender issues and private sector. Draft and aid the development of briefings and speeches, as applicable, especially for senior managers, regional, global and country-specific meetings. Support the team s engagement in UN interagency coordination efforts in policy areas associated with private sector, poverty reduction, employment, by providing research insights and data. 4. Partnerships and Resource Mobilization Support the development of UNDP, UN Women, ILO and other agencies partnership on gender and private sector including, inter-alia, organizing coordination meetings, preparing documentation and consulting key actors, reviewing drafts of agreements, etc. Undertake research for partnership building and resource mobilization, developing drafts of papers and marketing materials, and participating in relevant country-focused, regional or global external meetings, in line with the Policy Bureau s partnership and resource mobilization strategy for private sector and gender issues. Perform analysis and research to support the implementation of global and regional partnerships strategies with private sector companies, private sector think tanks and private sector institutions. Participate in relevant external meetings, including resource mobilization, partnership and advocacy activities with UN partners, permanent missions and external stakeholders. 4

5 5. Knowledge Management Keep an up-to-date library of knowledge related to gender and private sector issues global, regional and when appropriate country specific and proactively share documents the global network and respond to their specific requests for information Contribute to the development and review of knowledge products in close coordination with the all Regional Hub gender team leaders Support the analyses of and sharing of lessons learnt and programme evaluation results. Take a lead role in the management of the GES for Private Sector Platform and the America Latina Genera platform including the coordination of monthly newsletter. IV. Competencies and Selection Criteria Description of Competency at Level Required (For more comprehensive descriptions please see the competency inventory) In this section list all 5 core competencies as well as the most relevant technical/function competencies the role will require along with the appropriate level. Primary competencies are those integral to the position and are the criteria by which a hiring decision would be made. Secondary competencies are necessary but are not critical to the role. Core Innovation Level 2: Execute & Learn (Perform defined tasks) Ability to make new and useful ideas work Leadership Level 1: Support (Reliable Replication) Ability to persuade others to follow People Management Level 1: Support (Reliable Replication) Ability to improve performance and satisfaction Communication Level 2: Execute & Learn (Perform defined tasks) Ability to listen, adapt, persuade and transform Delivery Level 2: Execute & Learn (Perform defined tasks) Ability to get things done Technical/Functional Primary Gender Knowledge of gender concepts and areas of work, principles and issues and the ability to apply to strategic and/or practical situations is an advantage Private Sector Knowledge of private sector and how they work, principles and issues and the ability to apply to strategic and/or practical situations is an advantage Research Knowledge of various programme information for research to provide recommendation and guidance to management Partnerships Ability to engage with other agencies, donors, and other development stakeholders and forge productive working relationships 5

6 Knowledge management Ability to capture, develop, share and effectively use information and knowledge. Social inclusion and decent work Knowledge of decent employment, livelihoods and social protection concepts, principals and issues and the ability to apply to strategic and/or practical situations. Secondary Sustainable development Knowledge of poverty, human development and inclusive and sustainable growth issues and the ability to apply to strategic and/or practical situations. Project and Programme Management Ability to plan, organize and control resources, procedures and protocols to achieve specific goals. Report and brief writing Ability to prepare quality reports and briefs V. Recruitment Qualifications Education: Master s Degree or equivalent Advanced Degree in International relationships, social sciences, development economic, gender studies or related disciplines of business administration. Experience: 1. A minimum of two years professional work experience providing advice and programme support in the general area of Gender and/or Private Sector. Experience working in developing country settings in an asset. Language Requirements: Written and spoken English is essential, command of Spanish and/or French is highly desirable. Other desirable education, languages and work experience: Studies on gender issues, private sector and development, broad development issues VI. Training and Learning As part of the UNDP JPO programme overall framework, the JPO will benefit from the following training and learning opportunities: Participation in a two-week long Programme Policy and Operations Induction Course in New York within the first 3 to 6 months of assignment Use of yearly JPO duty-related travel and training allocation (DTTA), as per the online DTTA guide Other training and learning opportunities, as presented in the UNDP JPO Orientation Programme 6

7 In addition, the JPO will benefit from the following specific training and learning modalities/opportunities in the receiving office: UNDP Gender Courses, UNDP online trainings VII. Background Information Information on the receiving office: Organization chart: (see attached) Living conditions at the Duty Station:family duty station Smoking/Non-Smoking environment (as applicable): no smoking 7

8 Approved by: Name of the Head of Office: Title of the Head of Office: Richard Barathe Director UNDP Regional Hub Date of issuance: 10 December