National Consultant for the WIMIN project

BACKGROUND

The ILO is implementing the project Women in Management Initiative (WIMIN) on supporting women to reach management and leadership positions in firms and workers’ and employers’ organisations in Lebanon. It is based on the theory of change that if women had the opportunity to rise to senior positions, and firms and organisations had the information and support on promoting gender equality, it would help women, employers’ and workers’ organisations, and firms, reach 33 percent critical mass, at which organisational change towards gender equality is seen to be catalysed. For workers’ organisations this means increasing the number of female members and developing their capacity to participate in trade unions and progress to positions of decision-making. The WIMIN programme will focus on selected sectors, particularly those where women’s employment is high or there is potential to increase it, such as health, banking, education, and IT.

In order to help shape the activities WIMIN would support, and build women’s capacity in increasing women membership to trade unions and syndicates, the ILO would like to conduct a gender mainstreamed mapping of CGTL and FENASOL members to understand the position of women’s representation, participation and agency in trade unions.

The outcome of the mapping will be used by the consultant to develop key recommendations on sector prioritisation, gaps and needs, and the design of interventions.

OBJECTIVE

To provide a gendered assessment of the mandates and membership of CGTL and FENASOL.

Task

1. Describe the mandates and membership and trends, of CGTL and FENASOL.
2. Analyse women’s representation in trade unions to cover questions such as – how do sector trade unions’ membership of women compare with their employment; which trade unions have women in decision making levels
3. Analyse women’s participation in selected trade unions to understand factors such as reasons for joining or not joining trade unions, barriers and enablers to participation, opportunities and constraints to progressing to positions of decision making
4. Trade unions’ ability to effectively collect, comprehend and represent workers’ concerns related to gender equality (eg what sort of data do they maintain, most common complaints related to gender etc, redress mechanisms)
5. Skills needs, particularly of women in the selected trade unions, to enable them to participate and progress more effectively in trade unions for instance, of women; particularly related to accessing board, collective bargaining and negotiation skills, awareness on labour law
6. Recommend which sectoral trade unions have the most potential to promote gender equality at work including through the increase of women’s participation and progression to decision making levels.

This information will be used to design programmes for women to access board positions, with a focus on raising awareness on gender equality, importance of unions and syndicate membership and the role of women as board members.  

SCOPE OF CONSULTANCY

CGTL and FENASOL comprises of syndicate members of 22 sectors out of which;  9 sectors FENASOL and 13 for CGTL : Agriculture sector , health sector , transportation sector (land-sea-air), Industry sector (soil - paper industries - mechanics and steel - chemicals - foodstuffs),tourism sector (Hotels, restaurants, nutrition and amusement centres), Printing and information sector , banks sector, Modern techniques sector, Trade sector, Independent interests and private and public institutions sector, Insurance and security sector, Craft industries sector, petroleum sector, Construction sector, food sector, teaching sector, tailoring sector, Domestic workers sector, Mechanic workers/ hospital workers .

The Work will be performed under the guidance and supervision of the National Project Officer in Beirut and the Gender specialist for ROAS.

DELIVERABLES

Deliverables will be considered final once approved by the National Project coordinator and the Gender Specialist

Phase 1- Inception Report including an initial mapping of the organisations and the research framework (methodology including questions) to be used to understand women’s representation, participation, voice and agency in the trade unions

Phase 2- Draft report - Desk review of sectors with the highest women’s labour force participation in Lebanon, including identification of the top 5 syndicates relevant to these sectors including the gaps and needs to be increasing women representation.

Phase 3: Power point presentation of findings and facilitation of workshop for results to be validated by CGTL and FENASOL

Phase 4: Final report

PAYMENT

Three instalments based on the deliverables subject to the clearance and satisfaction of the ILO:

• 30 % will be paid upon completion of Phase 1, described in the Deliverables sections
• 30% will paid upon completion of Phase 2 and 3, described in the Deliverables
• 40% will be paid upon completion of Phase 4, described in the deliverables

EXPRESSION OF INTEREST

Expression of interest should include the below:

• Workplan
• Curriculum Vitae with evidence of work of a similar nature
• Financial offer including total number of working days and rate per day

QUALIFICATIONS

• Education: Advanced University degree in gender studies, human rights, labor law, Development Studies, economics, social Sciences or a related discipline.
• At least 8 years of relevant professional experience.
• Experience in conducting gender and employment-related research.
• Knowledge and previous working experience within the field of labour, employment and development.
• Experience working with Governments and social partners in Lebanon.
• Excellent command of spoken and written English and Arabic.
• Excellent presentation, research and analytical skills.
• Working experience with the ILO and other UN agencies

Languages

Excellent command of English and Arabic

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

• Substantive experience and record of accomplishment in gender equality and women’s empowerment.
• Good knowledge of ILO and the UN system.
• Demonstrated analytical and technical skills in managing development projects/Programmes.
• Ability to introduce new approaches and strategic innovations.