Advisor (Worldwide)

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Addis Ababa, Ethiopia
Worldwide Group for Migration

CALL FOR APPLICATION(CFA)

Open to Inside and Exterior Candidates

Emptiness No.: IOM-CFA/0046/2024

Place Title: Worldwide Advisor – Consultancy for the event of tips and a guidelines for gender-responsive labour migration insurance policies

Place Grade: Advisor – Class B

Obligation Station: Homebased with a chance to travel.

Kind of Appointment: Advisor

Estimated Begin Date: As quickly as potential

Closing Date: seventh April 2024

1. Background

Labour migration, when ruled in a gender-responsive means, is usually a driving drive for inclusive growth and gender equality in each origin and vacation spot nations. Gender- responsive participation within the labour drive fosters development and growth, and leveraging each women and men’s expertise is crucial for societies to prosper. Migration is usually a driver of empowerment and autonomy for men and women, and supply alternatives for a shift in gender norms and stereotypes. Ladies migrant employees who return to nations of origin are more and more seen as position fashions and contribute to altering perceptions in regards to the position of girls within the personal and public sphere. Enabling protected, common and dignified migration for men and women is due to this fact a possibility to advance gender-sensitive growth throughout the continent that contributes to each socio-economic growth and gender equality. Gender equality is important for financial development and sustainable growth.

On the identical time, gender discrimination, dangerous gender stereotyping and gender-based violence place men and women migrant employees in conditions of vulnerability and restrict the alternatives for them to contribute to social and financial growth. Men and women migrants expertise intersectional discrimination based mostly on a number of elements together with gender identification, race/ethnicity, nationality, sexual orientation, migration standing, age and sophistication.[1] Gender dimensions – i.e., socially constructed roles, expectations and power relations – affect the entire migration course of and translate into inequality of alternative and therapy for men and women migrant employees. Ladies migrant employees face a twin problem: they’re on the intersection of two teams – girls and migrants – which can be typically marginalised and dealing with varied labour market limitations.

Each women and men migrant employees are at risk of being subjected to gender-based violence and exploitation all through the migration course of, with completely different gender-specific limitations in accessing efficient reporting, redress and justice mechanisms in addition to limitations to entry to health-care companies, labour rights protections and different social safety advantages. Ladies migrant employees particularly face quite a few structural limitations and mobility restrictions that disproportionately have an effect on them, typically resulting in their engagement in irregular migration pathways and exacerbating their vulnerability. Discriminatory insurance policies, cultural norms, and legal frameworks restrict girls’s entry to protected and common migration channels, forcing them to hunt different and sometimes harmful routes. Restrictions on mobility, comparable to stringent visa necessities, restricted job alternatives, and social norms that confine girls to sure roles, impede their means emigrate for work.

Gender-responsive labour migration insurance policies are vital as they make sure that the completely different experiences, wants and vulnerabilities confronted by men and women migrants in any respect phases of migration are addressed comprehensively and equitably. The Committee on the Elimination of Discrimination towards Ladies (CEDAW) in its Common Advice No. 26 on girls migrant employees emphasizes the accountability of nations of vacation spot and nations of origin to formulate complete gender-sensitive and rights-based insurance policies, based mostly on equality and non-discrimination and with the energetic involvement of girls migrant employees and related non -governmental organizations.

Agenda 2030 additionally highlights the linkages between gender and migration. Below SDG8.8 on respectable work for all, the worldwide community dedicated to guard labour rights and promote protected and safe working environments for all employees, together with migrant employees, notably girls migrants, and people in precarious employment. Considerably, the AU Migration Coverage Framework for Africa and its Plan of Motion (2018-2030) (MPFA) known as for Member States and the RECs to strengthen responses to the actual wants of migrant girls and women, notably making certain that their health wants, labour rights and human rights are revered. A gender perspective needs to be built-in into all nationwide and regional migration management insurance policies, methods and programmes, recognising the precise wants of girls in migration, anchored to advertise their empowerment and management and shifting away from addressing girls migrants primarily by the lens of victimhood. Moreover, the MPFA emphasises the necessity to develop migration insurance policies that permit men and women emigrate for employment by protected and common channels.

By contemplating the distinctive experiences of men and women within the design and implementation of labour migration insurance policies, nations can foster inclusive and truthful migration programs that harness the complete potential of all migrant employees, no matter their gender. Furthermore, gender-responsive insurance policies assist to fight discrimination, exploitation, and violence towards girls migrants, creating safer and extra supportive environments for them. Finally, integrating gender views into labour migration insurance policies not solely advantages particular person migrant employees but additionally strengthens the social and financial cloth of each sending and receiving nations. As such, gender-responsive labour migration insurance policies promote gender equality, shield the rights of migrant employees, and contribute to sustainable growth.

Nevertheless, in actuality, policy-making pertaining to labour migration typically fails to acknowledge and tackle gender dimensions of labour migration governance, coverage and administration. The dearth of a gender equality perspective in migration insurance policies can have detrimental results on men and women on the transfer.. Coverage-making that doesn’t mainstream gender will finally fail to satisfy the varied wants of women and men migrant employees and to meaningfully tackle the inequalities and challenges they face. Whereas varied steerage supplies exist on mainstreaming gender in migration governance, there are restricted sources that think about the wants and challenges of women and men migrant employees in Africa. Additional, there may be additionally a necessity for actionable, sensible and hands-on steerage outlining the important thing components of gender-responsive labour migration insurance policies contextualized to the African context.

It’s towards this background, and contemplating the JLMP venture’s sturdy dedication to gender equality and gender-responsive outcomes, that IOM is searching for the companies of certified and skilled Gender Specialist and researcher, ideally with a working information of IOM migration governance agenda, to develop sensible tips and a guidelines for gender-responsive labour migration insurance policies for the JLMP venture.

This consultancy shall be carried out below the AU-ILO-IOM-UNECA Joint Programme on Labour Migration Governance for Improvement and Integration (higher often called the Joint Labour Migration Programme, or JLMP) in Africa, to strengthen the efficient governance and regulation of labour migration and mobility by creating sensible tips and a guidelines for gender-responsive labour migration insurance policies. The JLMP is a long-term joint enterprise among the many 4 organizations in coordination with different related companions working in Africa, growth cooperation actors, personal sector organizations and civil society representatives. It’s the instrument devoted to the implementation of the fifth Key Precedence Space of the Declaration and Plan of Motion on Employment, Poverty Eradication and Inclusive Improvement, which was adopted by the Meeting of Heads of States and Governments in January 2015, Addis Ababa, Ethiopia. Its strategy focuses on intra-African labour migration and helps achievements of the First 2023 Ten Yr Plan of the African Union (AU) Agenda 2063 and of the Sustainable Improvement Targets (SDGs). As well as, the JLMP is a crucial instrument of implementing the Migration Coverage Framework for Africa (MPFA) and Plan of Motion (2018-2030) adopted by the AU Govt Council from 25-26 January 2018 in Addis Ababa, Ethiopia.

Consistent with the JLMP Strategic Framework, the JLMP goals to strengthen the efficient governance and regulation of labour migration and mobility for enhanced sustainable growth for inclusive financial development and regional integration of the African Continent. The anticipated outcomes of the venture are:

• End result 1: Strengthened efficient, rights-based, and gender-responsive governance and regulation of labour migration and mobility for migrant employees of all gender identities in Africa.
• End result 2: Migrant employees of all gender identities in each formal and casual sectors get pleasure from protected, humane, and safe working environments, entry to and portability of social safety and social advantages, and mutual recognition of expertise and {qualifications}.
• End result 3: Improved availability and elevated utilization of labour migration disaggregated knowledge and statistics by MS and RECs for evidence-based decision-making, coverage planning, formulation, and utility.
• End result 4: Strengthened governance and accountability of the JLMP

Respect for human and labour rights in addition to gender-responsiveness are two of the guiding rules of the JLMP Strategic Framework, which varieties the premise of the JLMP programme. JLMP advocates for the safety, promotion and safeguarding of common human and labour rights for all worldwide migrants and upholds the rules of equal therapy and alternatives in addition to non-discrimination. It acknowledges that the wants of girls, males, girls and boys differ and fluctuate at completely different phases of migration and promotes advocacy for gender equality and fairness in addition to equitable entry to sources and decision-making to empower every particular person to attempt. JLMP has developed a Gender Evaluation and Gender Motion Plan (2021), which guides its implementation to stop opposed impacts on males and/or girls migrant employees and to make use of the programme in a transformative strategy to promote gender equality and fairness.

Thus, as a part of End result 1, the JLMP goals to develop sensible tips and a guidelines for gender-responsive labour migration insurance policies.

2. Goal and Scope of the Consultancy

The target of the consultancy is to develop sensible tips and a guidelines for African Union Member States on procedural and materials components to include in a labour migration coverage in Africa to make sure its gender-responsiveness. Amongst others, the rules and guidelines ought to embody the next:

• Course of: suggestions on the method to comply with to develop a gender-responsive labour migration coverage. What steps needs to be adopted when creating a gender-responsive labour migration coverage? Which stakeholders needs to be included? How can a gender stability, inclusive session and efficient participation in any respect ranges be ensured? How are follow-ups (together with implementation, monitoring, analysis), sustainability, possession, and accountability ensured?
• Content material: suggestions on easy methods to determine, combine and tackle particular gender points in policymaking. Potential questions embody the next: what particular factors needs to be taken under consideration within the labour migration coverage to make sure its gender-responsiveness? What are among the frequent gender-specific points, alternatives, and challenges that should be addressed by a labour migration coverage?. What are the concrete measures to make sure gender-responsive implementation? The rules ought to embody the formal and casual sector in addition to expert and unskilled, documented and undocumented migrant employees. They’ll lower throughout your entire migration cycle, from pre-departure to return.
• Incorporate good practices from Africa: analyze completely different present labour migration insurance policies in African Member States and RECs and share greatest practices from a gender perspective. Finest practices from different areas will be added, whereas the main target ought to stay on Africa.
• Guidelines combining each the procedural and substantive dimensions and providing an easy-to-follow sensible step-by-step method for the event of gender-responsive labour migration insurance policies in Africa.

The paperwork shall be knowledgeable by:

• Current steerage on gender-responsive labour migration insurance policies, as listed above.
• Current labour migration insurance policies from AU Member States and RECs to spotlight good practices.
• Current JLMP merchandise, together with the JLMP Gender Evaluation and Gender Motion Plan.
• Different sources as related.
• A consultative assembly with AU Member States on the draft paperwork to additional enrich them according to MS’s feedback and suggestions.

3. Organizational Division / Unit to which the Advisor is contributing:

The AU/ILO/IOM Joint Programme on Labour Migration Governance for Sustainable Improvement and Integration in Africa (JLMP).

4. Tangible and measurable deliverables of the project

The chosen advisor shall be anticipated to,

a. Develop an inception report, together with a skeleton construction in type of an annotated define for the draft tips – April 2024.

b. Revise the inception report based on JLMP suggestions – April 2023.

c. Produce the draft tips and guidelines – Could 2024.

d. Incorporate varied rounds of JLMP and different stakeholders’ feedback and submit draft tips and guidelines to be offered to AU Member States – Could 2024.

e. Current the draft tips and guidelines to AU Member States in a consultative assembly and combine their feedback, and draft a report of the consultative assembly – June 2024.

f. Current the rules and guidelines to AU Member States at a validation assembly and combine their feedback, and draft a report of the validation assembly – July 2024.

g. Incorporate AU Member States’ suggestions and submit closing tips and guidelines, and different supplies generated from this consultancy – July 2024.

h. Submit a closing report of the Consultancy work.

5. Fee schedule

The overall charge, inclusive of associated prices, not topic to any deductions, shall be paid to the advisor as follows.

1. 30% after submission of the inception report and approval by the venture group (#a, b)

2. 40% after completion and approval of draft report back to be offered to AU Member States (#c, d, e)

3. 30% after the approval of the ultimate report (#f, g, h)

   6. Training, Expertise and/or expertise required.

Training

• Publish-graduate or equal diploma in Gender Research, Migration Research, Legislation, Public Coverage and Administration, Public Administration, Human Rights, Improvement Research, or every other related college diploma.

Technical expertise/competencies

• At the very least 5 years of expertise engaged on gender mainstreaming and evaluation, design, implementation, monitoring and analysis of insurance policies and programmes.
• Demonstrable technical expertise within the discipline of gender, migration governance, migration coverage, labour migration and human mobility.
• At the very least 3 years of expertise in creating insurance policies, tips and/or instruments on gender equality and gender mainstreaming.
• Familiarity and demonstrated expertise with gender points within the context of labour migration in Africa.
• In-depth information of gender and labour migration dynamics in Africa and different areas.
• Confirmed substantial involvement in gender mainstreaming and coverage growth.
• Earlier working expertise with the JLMP, AUC, RECs, the UN (basically) or the IOM and ILO is an asset.

Abilities

• Robust analytical, writing, modifying and communication skills.
• Expert and skilled in research, glorious conceptual and analytical expertise, glorious writing expertise.
• Means to handle time effectively, successfully deal with a number of duties and competing priorities, and meet tight deadlines.
• Glorious analytical and organizational expertise; means to assume critically and creatively.
• Consideration to element and extremely organized, collaborative, and group oriented.

Language

• Glorious written and spoken English is crucial. Proficiency in French is a bonus.

7. Journey required

• This can be a home-based consultancy project. The advisor could also be required to travel. IOM guidelines on travel will apply.

8. Competencies

Values

• Inclusion and respect for variety: respects and promotes particular person and cultural variations. Encourages diversity and inclusion.
• Integrity and transparency: maintains excessive moral requirements and acts in a fashion in line with organizational rules/guidelines and requirements of conduct.
• Professionalism: demonstrates means to work in a composed, competent and dedicated method and workout routines cautious judgment in assembly day-to-day challenges.
• Braveness: demonstrates willingness to take a stand on problems with significance.
• Empathy: exhibits compassion for others, makes folks really feel protected, revered and pretty handled.

Core Competencies – behavioural indicators

• Teamwork: develops and promotes efficient collaboration inside and throughout models to attain shared targets and optimize outcomes.
• Delivering outcomes: produces and delivers high quality leads to a service-oriented and well timed method. Is motion oriented and dedicated to attaining agreed outcomes.
• Managing and sharing information: repeatedly seeks to study, share information and innovate.
• Accountability: takes possession for attaining the Group’s priorities and assumes accountability for personal actions and delegated work.
• Communication: encourages and contributes to clear and open communication. Explains advanced issues in an informative, inspiring and motivational means.

9. Administration and Supervision

• The consultancy will work below the direct supervision of the IOM-Particular Liaison Workplace in Addis Ababa reporting on to IOM – JLMP Programme Coordinator in coordination with AUC JLMP Programme Coordinator and help from IOM nation and regional places of work, AUC, ILO, and different related key stakeholders. Technical oversight will even be supplied by the JLMP Gender Specialist.

10. Paperwork to be Submitted.

The chosen advisor shall be required to submit the next paperwork:

1. Technical proposal

Submit a technical proposal which summarizes a transparent understanding of the phrases of reference/duties at hand, a proposed workplan and proposed methodology for the event of tips and a guidelines for gender-responsive labour migration insurance policies, in addition to define the related expertise for all consultants engaged. Whereas submitting the technical proposal, the consultants shall guarantee to connect the next:

i. Cowl letter (max 1 web page) explaining why they’re appropriate for the work.

ii. Related Expertise (max 2 pages).

iii. Up to date Curriculum Vitae of key particular person(s) who will undertake this project.

iv. Pattern work achieved, ideally tips and checklists on migration governance.

2. Monetary Proposal- Element finances with a breakdown together with tax if relevant.

• The monetary proposal shall specify a complete lump sum quantity (together with a breakdown of prices for deliverables, variety of working days, actions within the workplan (together with, the place relevant, conferences, travel bills, per diem, and many others.). IOM SLO (Particular Liaison Workplace) will facilitate logistics and fee of companies based on the work plan and milestones achieved within the deliverables. The contract worth shall be mounted no matter modifications in the associated fee parts within the monetary proposal submitted.

How one can apply

candidates are invited to submit functions by RECADDIS@iom.int on or earlier than the time limit of seventh April 2024, referring to the consultancy title and name for the appliance quantity within the topic line of the e-mail/utility.

Please observe that solely shortlisted candidates shall be contacted.

Candidates who don’t comply with the required process will mechanically be disqualified from the competitors.

Deadline for Submission – seventh April 2024

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