Development of Gender Analysis and Gender Action Plan for the MRCS. Duration: A maximum of 30 working days tentatively during April-May 2017

Transcription

1 Regional Office Vientiane, c/o Mekong River Commission Secretariat P.O.Box: 3802, Vientiane Capital, Lao PDR, Tel/Fax: (856 21) ext 4402 Terms of Reference Title: Development of Gender Analysis and Gender Action Plan for the MRCS Short title: Gender Analysis and Gender Action Plan Duty station: Vientiane and Phnompenh if needed Duration: A maximum of 30 working days tentatively during April-May 2017 Introduction: The lower Mekong River Basin has an immense economic, social, ecological and cultural importance for the approximately 60 million inhabitants of the four riparian countries Cambodia, Lao PDR, Thailand and Viet Nam. The river system provides waterways for transportation and enriches the nutrient content of the soil with sediments through natural flooding. In a region in which still two thirds of the economically active population generate their livelihoods from the agricultural and primary sector, water and related resources remain a decisive factor for production. The role of the Mekong River Commission (MRC) is of great significance for its Member Countries (MCs). Rapid population growth, accelerated economic development accompanied by increased integration into regional and international markets, a rapid increase of water-related large scale investments (dams, large agribusiness related plantations, mines, and tourism) and the impact of climate change challenge the work of the organisation. Founded in 1995, the MRC has the role to support the governments of its MCs (Cambodia, Lao PDR, Thailand and Viet Nam) to sustainably manage the basin's water and related resources and to help use these resources to lift the population out of poverty. Germany s cooperation with the MRC is based on a medium term cooperation strategy which has been signed by both parties in February The current phase focuses on 2 fields of action: Organizational Transition Transboundary Water Management The overall objective of GIZ support is that The MRC provides effective and competent support to its member states in their efforts to address sustainably the challenges facing the river basin. There is a growing body of evidence linking gender equality to aid effectiveness and development more broadly. The World Bank has well demonstrated that activities that take gender equality into account tend to achieve their objectives more often than projects that ignore them. Gender equality and women s empowerment are central to the achievement of all the Sustainable Development Goals (SDGs) Sustainable Development Goals (SDGs), September 2015 apart from Goal # 5: Achieve Gender Equality and Empower all Women and Girls, the Goal # 1,4,6,8 and 11 have focused on gender issues, and all Goals are relevant to gender issues.

2 Page 2 02 June 2016 Specific Context and Justification: Since adoption of the Integrated Water Resources Management (IWRM), the MRC has committed to integrate gender aspects into its institutional framework with an aim to contribute to an achievement of the MRC s strategic objective which form the cornerstones of the MRC vision of Economically prosperous, Socially just and Environmental sound Mekong River Basin. The MRC Gender Strategy and Policy were developed and endorsed by the MRC Council in 1998 and 2000 respectively. In this connection, numbers of gender related guidelines, toolkits and training manual were further developed. However, there remain some challenges for more effective institutionalisation and implementation of gender responsive measures at MRC. The existing MRC Gender Strategy and Policy entitled Commitment on Gender Mainstreaming (GM) in Water Resources Development in the Lower Mekong lacks the important parts of institutional arrangements, implementation mechanism as well as M&E. The MRC Gender Strategy, Policy and relevant toolkits haven t been properly introduced for application into the work of MRC. While the SP of the new MRC has included gender aspects, an urgent need remains to adjust the indicators and explicitly integrate them into the Annual Work Plan (AWPs). Therefore, the development of an MRC Gender Action Plan based on the endorsed MRC Gender Strategy and Policy, SP and MRCS-wide Gender Analysis (GA) is essential to further institutionalize gender at MRCS. Specifically, a GA and Gender Action Plan are urgently needed to address gender inequalities on sustainable water-resource management, and to integrate gender equality considerations into implementation of the MRC SP , MRC AWPs, and MRC core functions. Objectives and Scope of the Consultancy To review gender equality issues on sustainable water-resource management in the Lower Mekong Region To review good practices of mainstreaming gender at institutional and policy level at other RBOs that can be relevant for MRC To identify the strengths, weaknesses, opportunities and threats/risks of gender mainstreaming in the current MRC new structure, workplan and human resources policy including a SWOT analysis of specific division To recommend the integration of gender equality considerations into implementation of the MRC SP , current MRC AWP and planning of future AWPs, current MRC new structure and its planned review mission, MRCS human resources policy and M&E system. Methodological Approach The Gender Analysis for Institutions and Organisations (MRC Gender Checklist, 2000, adapted from Harward Analytical Framework) will be the main reference document for implementing this assignment in addition to other key documents such as MRC SP and the MRC New Structure 2 While not every gender issue will be relevant at every stage in the project/programme development cycle, the following principles of institutional gender responsiveness should be reviewed: 2 2

3 Page 3 02 June 2016 It is noted that MRC has no more project/programme thus, the consultant will need to review these principles to propose the method that adapt to MRCS context. Where? What? Institutionalisation Ensure that gender is an integral part of the institutional philosophy, objectives, strategies, activities, outputs and impacts at all stages of the project/programme/work cycle. Invest in women and men to build institutional capacity. Project/programme principles mandates and policies Project/programme design Project/programme document and plans Terms of reference and job descriptions Policy statements and mandates should be explicit on gender, and should articulate expectations for gender equity and equality in relevant objectives. Agreed ground rules on the roles of women and men in the project. Commitment including commitment of resources by management, to achieve gender equity goals. Use gender information and data from economic and social statistics (e.g. UNDP Human Development Report) and special studies (Time Use, Gender Matrix) to design project/programme appropriately for women and men. Ensure both men and women are included at all stages in project/programme formulation. Actively seek the views and enlist the help of both women and men in the affected communities. Plan structure and organisation that accommodates women and facilitates participation as equal partners. Avoid generic terms such as farmer, workers, clients, unless males only are indicated. Otherwise specify women and men farmers, male and female workers,... Use SMART 3 objectives which are gender inclusive. Explicit, specific references to gender issues. Assign responsibility for gender outcomes. Quantified results (outputs and impacts) for women. Terms of Reference (ToR) which are explicit and specific about mandates and staff responsibility for identifying, addressing and reporting on gender issues. Staff recruitment Advertise to attract qualified male and female candidates. Mention policies of equal opportunity if these exist. Include both sexes in interviews and assessments. Check attitudes of potential staff to key gender issues. Workplace and conditions of service Equal pay for work of equal value. Fair remuneration for part-time/contract workers. Equal opportunity tribunal and mechanisms for redress. Recognise different needs of male/female workers. 3 SMART objectives are Specific, Measurable, Achievable, Relevant and Time-bound. 3

4 Page 4 02 June 2016 Policies for maternity leave and parental rights. Assess need for child care facilities, subsidies, services. Acknowledge women s basic human rights (I.L.O.) Enforce mechanisms to prevent exploitation of workers Participation Involve groups and organisations with expertise on gender in the relevant sector. Consult women beneficiaries on issues about or of concern to women. Ensure adequate representation of technical and professional women in project/programme planning, designing and management. Include local women in all community participation activities including decision-making and training. Support women s participation in staff association. Research and feasibility studies Identify the subjects of the research - women or men; women and men? Consult relevant women on study content and design. Recruit and sensitise female and male enumerators on issues and techniques to ensure gender accommodation. Ensure data is collected on both males and females to help identify gender differentials and issues. Include indigenous knowledge and practices from women and men when relevant in studies. Data and statistics Disaggregate data by sex, and apply gender analysis to identify employment issues, to define problems and set project parameters. Engage gender specialists to analyse gender issues. Resources and resource allocations Budgets and finance Work plans and calendars Economic outcomes Identify, define and recognise gender differences in access to and control over resources. Use quotas where necessary to increase equity. Seek to remove barriers to women s access. Make explicit (earmarked) budget and resource allocations where necessary to achieve gender objectives. Specify special equipment, supplies, materials, reports and publications necessary to achieve gender equity. Work plans should be specific on activities by men and women to achieve/ensure gender equity and equality. Check seasonal obligations of women and men. Equitable distribution according to agreed principles. Both women and men have access to financial services. Social impacts Include gender in any social impact analysis or review. Identify gender gaps emerging from project activities. Political change Analyse differential impacts of changes in access to and power over resources as a result of project activity. Ensure women are included in leadership, decision-making, management, monitoring and evaluation of the project/programme. 4

5 Page 5 02 June 2016 Monitoring and Evaluation (M&E) Select relevant gender indicators. Ensure M&E system is responsive to gender. Analyse unforeseen events which may exacerbate or narrow gender gaps. Women and men enumerators, both gender sensitised. Include qualitative information and analysis. Feed M&E findings to women and men beneficiaries - engage them in separate participatory group analysis. Reporting Reports should include analysis of gender issues and progress towards gender goals and objectives. The assignment will be conducted from the consultant s home base (with review of relevant background documents) and at the MRC Secretariat in Vientiane/Lao PDR and Phnom Penh/Cambodia. Skype/phone calls, exchange of s and meetings with GIZ/MRC (in Vientiane) and conduction of interviews with key stakeholders take place under this assignment. Workshop with MRCS staff for SWOT analysis of the divisions and regular communication with MRCS task force on gender mainstreaming on the key findings, recommendations and development of gender operation plan would be needed. Expected results and outputs A detailed workplan for the assignment A desk review of gender equality issues on sustainable water-resource management in the Lower Mekong Region; good practices of mainstreaming gender at institutional and policy level at other RBOs that can be relevant for MRC A GA of the MRCS including SWOT analysis of gender mainstreaming of specific divisions A gender action plan for SP Recommendation of specific measures to mainstream gender considerations into the implementation of current 2017 AWP, the planning and implementation of AWP 2018 and future AWPs Tentative workplan Tasks Up to No of days Develop detailed workplan 1 Review of relevant background documents and other desk review 3 Conduction of meetings and workshop with relevant MRCS colleagues 15 Analysis and drafting reports 5 Institutional wide dissemination meeting to brief staff and get feedback 2 Final report writing, revision and submission 4 Total 30 Qualifications He or she will need to have: At least Master degree in gender studies, international development, social science, anthropology or related fields; 5

6 Page 6 02 June 2016 Extensive experience related to the conceptualization and implementation of gender analysis, evaluation in the field of environment/water/natural resource management related projects Proven experience in developing strategies for effective gender mainstreaming at institutional and policy level. Strong experience working with different stakeholders gender and environment/water/natural resource management related projects; Working experience in the Lower Mekong Region is an asset; Fluent in spoken and written English. Role of GIZ and MRC / Working principle GIZ is responsible for contractual arrangements. Selection and steering of consultant, reception of results will be under responsibility of GIZ Gender Focal Point in close collaboration with Chief of Strategy and Partnership and MRCS members of gender task force/working group. The consultant will submit draft and final reports to GIZ. All deliverables will request approval of GIZ and MRCS prior to payment. Provided documents and information SP and other relevant documents, MRC relevant programme documents, MRC Gender strategy and policy, MRC Gender Checklist etc., Time frame The consultant will work for a total input of up to 30 days tentatively during April-May 2017 Contractual Arrangements Accommodation allowance and per diem will be paid for travel days and time in accordance with GIZ rules and regulations. Airfares will be reimbursed based on provision of original receipts and boarding passes. Other incidental expenses (visas, taxis to and from airports) will be paid based on provision of original receipts. Flights within the region need prior agreement by GIZ. A service fee will be paid based on provision of invoices. The service fee will be based on a daily rate. 1 expert day equals to 8 working hours. Intermediary payments will be made to the consultant upon submission of defined progress reports, time record and documented expenses; final payment will be made to the consultant upon submission of the final report, time record and documented expenses and evaluation form certified GIZ. APPLICATION PROCEDURE: The interested candidates should send his/her CV and cover letter (explaining understanding of assignment and relevant experience) to Ms. Linh Nguyen at dieu.nguyen@giz.de by 25 th March