UN Women Job Recruitment

UN Women – In July 2010, the United nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women’s empowerment.

We are recruiting to fill the position below:

Job Title: National Consultant for the Development of a Sexual and Gender-Based Violence Training Manual for the Nigerian Police Force

Location: Abuja, Nigeria
Type of Contract: Individual Contract
Post Level: National Consultant
Advertised on behalf of: UN WOMEN
Duration of Initial Contract: 50 Working days

Background

• UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works 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.
• The active participation of women and girls in shaping their future, based on a recognition of their dignity and capacities, is posited in several global policy frameworks as a basic condition to promote gender equality and women’s rights. SDG 16 “Peace, Justice and effective, accountable, inclusive Institutions” and SDG 5 “Gender Equality and Empower all Women and Girls” are understood and implemented together, as interdependent and synergic goals.
• Placing women’s rights at the center of all its efforts, UN Women leads and coordinates the United Nations system efforts to ensure that commitments on gender equality and gender mainstreaming translate into action throughout the world. It provides strong and coherent leadership in support of Member States’ priorities and efforts to build effective partnerships with civil society and other relevant actors.
• In Nigeria, gender inequality is widespread due to patriarchy, imbalance in socio-economic opportunities, cultural and religious factors and inadequate enabling legal and policy frameworks, among other factors.
• The violence or threat of violence that women and girls face is a consistent thread, ranging from domestic violence, traditional harmful practices, fear of standing for elected office, sexual harassment of girls and young women, among others, with consequences that constrain women’s autonomy and life chances.
• Against this backdrop, UN Women works to support the Government’s national priorities, which prioritizes the empowerment of women and girls and their contribution to all areas of economic, political and social development.
• The objective of building and sustaining peace and security across the country is critical for Nigeria, which faces several security challenges including the Boko Haram insurgency in the North East, the Farmers / Herders conflict in the Middle Belt, and conflicts over natural resources in the oil-rich Niger Delta region.
• In 2006, Nigeria launched its National Gender Policy, which provides the overarching framework for achieving gender equality through various sectoral and institutional guidelines and interventions. In response to this imperative policy and the critical role of the law enforcement plays, the Gender Policy for the Nigeria Police Force (NPF) was formulated in 2009 and launched in 2010, with the collaboration and support of development partners, including UN Women, UNFPA, and various international and national NGOs.
• The Gender Policy also speaks to Nigeria’s National Action Plan (NAP) for implementation of UN Security Council Resolution (UNSCR) 1325, which acknowledges the need to promote gender-responsive security sector reforms.
• The objectives of the gender policy of the NPF are as follows:
  • To institutionalize gender mainstreaming framework as a core value in the Nigeria Police Force;
  • To infuse into the Police Act / Regulations the principle of CEDAW and other global, regional, and national frameworks that support gender equality and women empowerment;
  • To reduce the current gender gap in the Nigeria Police Force, and make the Nigeria Police Force an equal opportunity employer; and
  • To build the capacity of the Nigerian Police Force to effectively handle cases of gender-based violence/violence against women.
• The Gender Policy is aligned with the core principles of gender equality found in national, regional, and international legal and policy instruments.
• The implementation objective was to eliminate all forms of gender-based discriminatory policies and practices in the Force and the professional handling of gender-based violence cases.
• Given the critical front-line role that the NPF have vis-à-vis gender-based violence, the Policy also outlines institutional structures for dealing with gender-related crimes and capacity building for relevant personnel.
• The Policy also set out targets with timelines and an implementation monitoring mechanism.
• The advent of the COVID-19 pandemic has also seen the NPF as frontline responders and key to enforcing containment measures.
• Enforcement of containment measures must respect the principle of proportionality, international rule of law and human rights, and ensure that they do not interfere with access to essential health and related services, particularly for women and girls. With the worrying increase in cases of sexual and gender-based violence due to the pandemic and associated measures, the effective role of NPF personnel in handling and investigating sexual and gender-based violence cases has become even more critical.
• The police and other criminal justice actors response to recent cases of GBV is a clear indication of the inadequate number of personnel with the required capacity and skill-set in managing these cases across the full spectrum of the criminal justice system. While the leadership of the NPF has stated his commitment to putting in place necessary measures to ensure the NPF adequately respond to SGBV, increased capacity, resources, and training will be required.
• The current political commitment and momentum by the NPF, as a front-line institution, on addressing the increase in GBV as a result of COVID-19 and associated measures, as well as other policy developments around community policing, among others, provides a strategic opportunity to put in place a systemic training approach to GBV within the NPF.
• As such, under UN Women’s project on Enhancing Gender-Responsive Security Operations and Community Dialogue, which aims to among other things, enhance the capacity of security sector personnel for gender-responsive operations, UN Women in close collaboration with NPF, wishes to engage a consultant to develop a Training Manual on SGBV for the NPF.

Duties and Responsibilities

• The overall objective of the consultancy is to develop a Training Manual on SGBV (trainer’s and participant’s manual), with basic modules for all front-line officers, as well as advanced modules for specialized NPF staff (Investigators, Gender Focal Points, GBV Desk Officers), and pilot the training for selected personnel. This will also involve an initial mapping of past and current related training and training materials offered by training institutes and other entities

Under the supervision of the UN Women and NPF team (working closely with associated training institutions), the following tasks will be carried out:

• Undertake consultative and planning meetings with NPF leadership, senior management and relevant staff as well as identified key stakeholders (Training Unit, associated training institutions etc) to be engaged in the process, in close collaboration with the NPF;
• Map past and current existing training, resources, courses and materials on SGBV and related topics for the NPF;
• Draft a training manual on SGBV, which includes a trainer’s and participant’s manual;
• Present the draft manual to NPF and key stakeholders for validation and incorporate inputs;
• Undertake a pilot training for select NPF and training personnel;
• Generate a final report with an evaluation of the pilot training and recommendations.

The selected Consultant will be expected to complete the following key-deliverables within the indicative timeframe:

Deliverables – Indicative Timeline:

• Inception report (including workplan, training concept, proposed outline, mapping of past/existing SGBV training) – 7 days from the commencement of assignment
• Draft Training Manual (trainer’s and participant’s manual) – 25 days from commencement of assignment
• Presentation and Validation workshop for draft Training Guide – 30 days from commencement of assignment
• Final Training Manual – 40 days from commencement of assignment
• Pilot training for NPF personnel – 45 days from the commencement of assignment
• Final report and evaluation – 50 days from commencement of assignment

Reporting:

• Under the strategic guidance of the Country Representative and in partnership with the UN Women and NPF Team, the proponent will develop and deliver the above-listed outputs in accordance with the above-outlined timeframe and specifications. Writing and formatting of the document should be consistent throughout.
• The proponent will be expected to report to the office for a minimum of 1 hour per week, with additional check-ins as required.

Required Skills and Experience
Education:

• Master’s degree in Law, Social Science, Gender Studies, International Development, Human Rights, Political Science, International Relations, Peace and Conflict Studies or any related field.

Experience:

• At least 7 years of relevant experience at the national or international level in policy or programming work on gender and / or SGBV;
• Knowledge of international, regional, and regional instruments, policies, protocols and institutional frameworks that relate to SGBV, and strong knowledge of the relevant Nigerian frameworks;
• Proven experience in capacity development, with a focus on developing and delivering training materials, particularly for protection / front line actors;
• Fluency in English is required
• Experience coordinating and liaising with government agencies and / or donors is an asset
• Experience working in the UN system is an asset

Competencies
Core Values / Guiding Principles:

• Integrity: Demonstrate consistency in upholding and promoting the values of UN Women in actions and decisions, in line with the UN Code of Conduct;
• Professionalism: Demonstrate professional competence and expert knowledge of the pertinent substantive areas of work;
• Cultural sensitivity and valuing diversity: Demonstrate an appreciation of the multicultural nature of the organization and the diversity of its staff. Demonstrate an international outlook, appreciating difference in values and learning from cultural diversity.

Core Competencies:

• Ethics and Values: Demonstrate and safeguard ethics and integrity;
• Organizational Awareness: Demonstrate corporate knowledge and sound judgment;
• Development and Innovation: Take charge of self-development and take initiative;
• Work in teams: Demonstrate ability to work in a multicultural, multiethnic environment and to maintain effective working relations with people of different national and cultural backgrounds;
• Communicating and Information Sharing: Facilitate and encourage open communication and strive for effective communication;
• Self-management and Emotional Intelligence: Stay composed and positive even in difficult moments, handle tense situations with diplomacy and tact, and have a consistent behavior towards others;
• Conflict Management: Surface conflicts and address them proactively acknowledging different feelings and views and directing energy towards a mutually acceptable solution;
• Continuous Learning and Knowledge Sharing: Encourage learning and sharing of knowledge;
• Appropriate and Transparent Decision Making: Demonstrate informed and transparent decision making.

Please visit this link for more information on UN Women’s Core Values and Competencies: http://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-employment-values-and-competencies-definitions-en.pdf

Functional Competencies:

• Knowledge of international human rights treaties and instruments, and the gender dimensions of these legal frameworks;
• Excellent analytical capacity;
• Experience drafting policy implementation tools and/or guides;
• Ability to speak and write in a clear and gender-sensitive language;
• Familiarity with the UN system and knowledge of UN Women;
• Knowledge of women, peace and security frameworks and security sector

Duration of the Assignment:

• The assignment is expected to take 50 working days from the date of signing the contract.

How to Apply
Interested and qualified candidates should:
Click here to apply online

Job Title: National Consultant for the Development of a Standard Training Manual for Gender Focal Points of Security Sector Institutions

Location: Abuja
Advertised on behalf of: UN Women
Type of Contract: Individual Contract
Post Level: National Consultant
Duration of Initial Contract: 50 Working Days
Duration of the Assignment: The assignment is expected to take 50 working days from the date of signing the contract.

Background

• UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works 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.
• The active participation of women and girls in shaping their future, based on a recognition of their dignity and capacities, is posited in several global policy frameworks as a basic condition to promote gender equality and women’s rights. SDG 16 “Peace, Justice and effective, accountable, inclusive Institutions” and SDG 5 “Gender Equality and Empower all Women and Girls” are understood and implemented together, as interdependent and synergic goals. Placing women’s rights at the center of all its efforts, UN Women leads and coordinates the United Nations system efforts to ensure that commitments on gender equality and gender mainstreaming translate into action throughout the world. It provides strong and coherent leadership in support of Member States’ priorities and efforts to build effective partnerships with civil society and other relevant actors.
• In Nigeria, gender inequality is widespread due to patriarchy, imbalance in socio-economic opportunities, cultural and religious factors and inadequate enabling legal and policy frameworks, among other factors. The violence or threat of violence that women and girls face is a consistent thread, ranging from domestic violence, traditional harmful practices, fear of standing for elected office, sexual harassment of girls and young women, among others, with consequences that constrain women’s autonomy and life chances. Against this backdrop, UN Women works to support Government’s national priorities, which prioritizes the empowerment of women and girls and their contribution to all areas of economic, political and social development. The objective of building and sustaining peace and security across the country is critical for Nigeria, which faces several security challenges including the Boko Haram insurgency in the North East, the Farmers/Herders conflict in the Middle Belt, and conflicts over natural resources in the oil-rich Niger Delta region.
• Conflicts across different regions in Nigeria present significant challenges to the security sector. The ongoing Boko Haram insurgency in the North-East; resource-related insurgency in the Niger-Delta in the South-South, ethnic and herder/farmer clashes in the North Central/middle-belt states, and militancy and banditry in the North West are cases in point. These have all resulted in the increased deployment of security personnel-primarily military- to undertake internal operations across the country. Increased displacement of populations, disruption to economic activities, and increased protection concerns-in particular sexual and gender-based violence as a result of the conflicts and security responses, are disproportionally affecting women and girls. This highlights the critical need for a gender-responsive approach to security operations, spearheaded by gender-sensitive security sector institutions.
• Nigeria’s National Action Plan (NAP) for implementation of UN Security Council Resolution 1325 acknowledges the need to promote gender-responsive security sector reforms, although full-scale implementation at policy and operational levels remains a challenge to date. Despite ongoing measures by SSIs and partners amidst increasing commitment to gender responsive operations and security institutions, critical gaps and challenges remain. Consultations with various security actors, including the Nigeria Army Gender Advisers highlight continued needs with regards to tailored training and operational guidelines for the nature of contexts and operations being undertaken.
• UN Women has in its previous and current programming undertaken baseline studies in various states of the North East, Middle Belt, and at a federal level which have assessed the representation of women within the various security services, knowledge of gender and related issues amongst security personnel, and community-security relations. These studies indicate that more needs to be done with regards to addressing issues of women’s representation across the security services; strengthening knowledge and capacity with regards to gender responsive security; and developing mechanisms and guidelines to support security personnel in-mission. In particular, the situation in the North East provides an opportunity to test and support efforts to make operations more gender responsive.
• The lack of deployment of women in operations in the North East, a long-standing operation which is currently shifting to a focus on major population hubs, coupled with  anecdotal evidence of not only high levels of sexual and gender based violence, but also sexual exploitation and abuse from security personnel, indicate a need to strengthen community engagement and dialogue as well as preventative measures for security personnel currently deployed or deploying in these contexts.
• As such, under UN Women’s project on Enhancing Gender-Responsive Security Operations and Community Dialogue, which aims to among other things, enhance the capacity of security sector personnel for gender-responsive operations, UN Women in close collaboration with the Security Sector Gender Group, wishes to engage a consultant to develop a Training Manual on Gender for Gender Focal Points for Security Sector Institutions

Duties and Responsibilities

• The overall objective of the consultancy is to develop a Standard Training Manual for Gender Focal Points of Security Sector Institutions (trainer’s and participant’s manual), with basic modules as well as advanced modules for specialized personnel, and pilot the training for selected personnel.
• This will also involve an initial mapping of past and current gender and related training and training materials offered by training institutes and other entities. The training concept should also envisage the possibility of step-down training.
• Under the supervision of the UN Women team (working closely with the Security Sector Reference Group), the following tasks will be carried out:
• Undertake consultative and planning meetings with UN Women and identified key stakeholders (Security Sector Reference Group, etc) to be engaged in the process;
• Map past and current existing training, resources, courses and materials on gender, protection, and related topics for the gender focal points of security sector institutions;
• Develop questionnaire and undertake quick capacity training needs assessment of gender focal points;
• Draft a training manual on gender, which includes a trainer’s and participant’s manual;
• Present the draft manual to key stakeholders for validation and incorporate inputs;
• Undertake a pilot training for select gender focal points of SSIs;
• Generate a final report with an evaluation of the pilot training and recommendations.

The selected Consultant will be expected to complete the following key-deliverables within the indicative timeframe – Indicative Timeline:

• Inception report (including workplan, training concept and proposed outline, mapping of past/existing GFP training) – 7 days from the commencement of assignment
• Training and capacity needs assessment report (develop questionnaire and undertake quick training needs assessment of GFPs) – 15 days from commencement of assignment
• Draft Training Manual (trainer’s and participant’s manual) – 25 days from commencement of assignment
• Presentation and Validation workshop for draft Training Guide – 30 days from commencement of assignment
• Final Training Manual – 40 days from commencement of assignment
• Pilot training for select GFP – 45 days from the commencement of assignment
• Final report and evaluation – 50 days from commencement of assignment

Reporting:

• Under the strategic guidance of the Country Representative and in partnership with the UN Women, the proponent will develop and deliver the above listed outputs in accordance with the above outlined timeframe and specifications. Writing and formatting of the document should be consistent throughout.
• The proponent will be expected to report to the office for a minimum of 1 hour per week, with additional check-ins as required.

Qualifications / Required Skills and Experience
Education:

• Master’s degree in Law, Social Science, Gender Studies, International Development, Human Rights, Political Science, International Relations, Peace and Conflict Studies or any related field.

Experience:

• At least 7 years of relevant experience at national or international level in policy or programming work on gender, gender mainstreaming, or related areas;
• Knowledge of international, regional, and regional instruments, policies, protocols and institutional frameworks that relate to protection, gender and women’s rights, and strong knowledge of the relevant Nigerian frameworks;
• Proven experience in capacity development, with a focus on developing and delivering training materials, particularly for security actors;
• Fluency in English is required
• Experience coordinating and liaising with government agencies and/or donors is an asset
• Experience working in the UN system is an asset

Competencies
Core Values / Guiding Principles:

• Integrity: Demonstrate consistency in upholding and promoting the values of UN Women in actions and decisions, in line with the UN Code of Conduct;
• Professionalism: Demonstrate professional competence and expert knowledge of the pertinent substantive areas of work;
• Cultural sensitivity and valuing diversity: Demonstrate an appreciation of the multicultural nature of the organization and the diversity of its staff. Demonstrate an international outlook, appreciating difference in values and learning from cultural diversity.

Core Competencies:

• Ethics and Values: Demonstrate and safeguard ethics and integrity;
• Organizational Awareness: Demonstrate corporate knowledge and sound judgment;
• Development and Innovation: Take charge of self-development and take initiative;
• Work in teams: Demonstrate ability to work in a multicultural, multiethnic environment and to maintain effective working relations with people of different national and cultural backgrounds;
• Communicating and Information Sharing: Facilitate and encourage open communication and strive for effective communication;
• Self-management and Emotional Intelligence: Stay composed and positive even in difficult moments, handle tense situations with diplomacy and tact, and have a consistent behavior towards others;
• Conflict Management: Surface conflicts and address them proactively acknowledging different feelings and views and directing energy towards a mutually acceptable solution;
• Continuous Learning and Knowledge Sharing: Encourage learning and sharing of knowledge;
• Appropriate and Transparent Decision Making: Demonstrate informed and transparent decision making.

Please visit this link for more information on UN Women’s Core Values and Competencies: http://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-employment-values-and-competencies-definitions-en.pdf

Functional Competencies:

• Knowledge of international human rights treaties and instruments, and the gender dimensions of these legal frameworks;
• Excellent analytical capacity;
• Experience drafting policy implementation tools and/or guides;
• Ability to speak and write in a clear and gender-sensitive language;
• Familiarity with the UN system and knowledge of UN Women;
• Knowledge of women, peace and security frameworks and security sector

Language required:

• English

How to Apply
Interested and qualified candidates should:
Click here to apply online

Job Title: National Consultant for the Review of the Nigeria Police Force Gender Policy

Location: Abuja, Nigeria
Type of Contract: Individual Contract
Post Level: National Consultant
Languages Required: English
Duration of Initial Contract: 50 Working days

Background

• UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works 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.
• The active participation of women and girls in shaping their future, based on a recognition of their dignity and capacities, is posited in several global policy frameworks as a basic condition to promote gender equality and women’s rights. SDG 16 “Peace, Justice and effective, accountable, inclusive Institutions” and SDG 5 “Gender Equality and Empower all Women and Girls” are understood and implemented together, as interdependent and synergic goals.
• Placing women’s rights at the center of all its efforts, UN Women leads and coordinates the United Nations system efforts to ensure that commitments on gender equality and gender mainstreaming translate into action throughout the world. It provides strong and coherent leadership in support of Member States’ priorities and efforts to build effective partnerships with civil society and other relevant actors.
• In Nigeria, gender inequality is widespread due to patriarchy, imbalance in socio-economic opportunities, cultural and religious factors and inadequate enabling legal and policy frameworks, among other factors. The violence or threat of violence that women and girls face is a consistent thread, ranging from domestic violence, traditional harmful practices, fear of standing for elected office, sexual harassment of girls and young women, among others, with consequences that constrain women’s autonomy and life chances.
• Against this backdrop, UN Women works to support Government’s national priorities, which prioritizes the empowerment of women and girls and their contribution to all areas of economic, political and social development. The objective of building and sustaining peace and security across the country is critical for Nigeria, which faces several security challenges including the Boko Haram insurgency in the North East, the Farmers / Herders conflict in the Middle Belt, and conflicts over natural resources in the oil-rich Niger Delta region.
• In 2006, Nigeria launched its National Gender Policy, which provides the overarching framework for achieving gender equality through various sectoral and institutional guidelines and interventions. In response to this imperative policy and the critical role of the  law enforcement plays, the Gender Policy for the Nigeria Police Force (NPF) was formulated in 2009 and launched in 2010, with the collaboration and support of development partners, including UN Women, UNFPA, and various international and national NGOs. The Gender Policy also speaks to Nigeria’s National Action Plan (NAP) for implementation of UN Security Council Resolution (UNSCR) 1325, which acknowledges the need to promote gender-responsive security sector reforms.
• The objectives of the gender policy of the NPF are as follows:
  • To institutionalize gender mainstreaming framework as a core value in the Nigeria Police Force;
  • To infuse into the Police Act / Regulations the principle of CEDAW and other global, regional, and national frameworks that support gender equality and women empowerment;
  • To reduce the current gender gap in the Nigeria Police Force, and make the Nigeria Police Force an equal opportunity employer; and
  • To build the capacity of the Nigerian Police Force to effectively handle cases of gender-based violence / violence against women.
• The Gender Policy is aligned with the core principles of gender equality found in national, regional, and international legal and policy instruments. The implementation objective was to eliminate all forms of gender based discriminatory policies and practices in the Force and the professional handling of gender-based violence cases. Given the critical front-line role that the NPF have vis-à-vis gender-based violence, the Policy also outlines institutional structures for dealing with gender related crimes, and capacity building for relevant personnel. The Policy also set out targets with timelines and an implementation monitoring mechanism.
• Since the launching of the Policy, the Nigerian Police Force has made some advancements towards gender mainstreaming. In 2011, the proportion of female police officers stood at 12.41%. However, this modest progress is even less so reflected within higher ranks, where only 5% of senior officers are women. Moreover, the police force has established structures for preventing and responding to Gender-Based Violence (GBV). Other gender-responsive reforms include the introduction of a recruitment target for women, a review of its internal regulations to counter discriminatory provisions, formation of a Gender Unit specialized to respond to cases of GBV, and gender-sensitive training.
• The current political commitment and momentum by the NPF, as a front-line institution, on addressing the increase in GBV as a result of COVID-19 and associated measures, as well as other policy developments around community policing, among others, provides a strategic opportunity to review the overall implementation of the Policy since its drafting ten years ago and associated achievements, challenges and gaps; changing security and policy context and needs; and content validity.
• As such, under UN Women’s project on Enhancing Gender-Responsive Security Operations and Community Dialogue, which aims to support an enabling, gender-responsive policy environment for security sector, UN Women in close collaboration with NPF, wishes to engage a consultant to support the review and revision of the NPF Gender Policy.

Duties and Responsibilities

• The overall objective of the consultancy is to undertake an evaluation of the implementation of the 2010 NPF Gender Policy, including achievements, challenges and gaps; review current policy and context developments; and revise and update the Policy.
• The consultancy will have a deliberate focus on identifying lessons learnt, good practice, and implementation gaps from the first decade of the Policy’s existence to inform and improve a revised Policy.
• The review and revision process should address both  the internal practices of the NPF relating to personal and administrative questions – recruitment, retention and promotion of women as well as issues of gender harassment etc.; and the external policing practices that relate to interface with the population, including in the context of regional / international peacekeeping or peace support operations.

Under the supervision of the UN Women and NPF team, the following tasks will be carried out:

• Undertake consultative and planning meetings with NPF leadership, senior management and relevant staff as well as identified key stakeholders (reference group) to be engaged in the process, in close collaboration with the NPF;
• Develop state of implementation tool and conduct desk research, consultations, and interviews on the level of implementation of the current Policy;
• Facilitate a consultative multi-stakeholder meeting on implementation status of current Policy, including progress, challenges and lessons learnt;
• Review the current and emerging policy, legal, and institutional context, including existing policies, laws, strategies and institutional frameworks/arrangements of relevance to the NPF, security sector reform and gender/women, peace and security;
• Revise and update the current Gender Policy in line with current realities, including operational framework to enhance implementation, monitoring and reporting;
• Facilitate a validation workshop on the above-mentioned revised Policy and incorporate inputs into a final document.

The selected Consultant will be expected to complete the following key-deliverables within the indicative timeframe:

Deliverables – Indicative Timeline:

• Inception report (including workplan, methodology, and tools for implementation review) – 7 days from the commencement of assignment
• Draft implementation assessment report – 25 days from commencement of assignment
• Consultative workshop for implementation assessment report – 30 days from commencement of assignment
• Situational analysis report on current and emerging policy, legal, and institutional context – 30 days from commencement of assignment
• Draft revised Policy – 40 days from commencement of assignment
• Validation workshop for draft revised Policy – 45 days from commencement of assignment
• Final revised Policy – 50 days from the commencement of assignment

Reporting:

• Under the strategic guidance of the Country Representative and in partnership with the UN Women and NPF Team, the proponent will develop and deliver the above-listed outputs in accordance with the above outlined timeframe and specifications. Writing and formatting of the document should be consistent throughout.
• The proponent will be expected to report to the office for a minimum of 1 hour per week, with additional check-ins as required.

Required Skills and Experience
Education:

• Master’s degree in Law, Social Science, Gender Studies, International Development, Human Rights, Political Science, International Relations, Peace and Conflict Studies or any related field.

Experience:

• At least 7 years of relevant experience at national or international level in gender or related strategy development and / or implementation;
• Excellent knowledge of international, regional, and regional instruments, policies, and frameworks that relate to gender and the security sector;
• Previous exposure to security sector reform;
• Strong understanding of the security policy and legislative environment and institutions in Nigeria;
• Proven experience in mobilizing stakeholders, leading and facilitating workshops and consultative processes;
• Previous experience in conducting gender audits and assessing and developing institutional gender policies;
• Fluency in English is required
• Experience coordinating and liaising with government agencies and/or donors is an asset
• Experience working in the UN system is an asset

Competencies
Core Values / Guiding Principles:

• Integrity: Demonstrate consistency in upholding and promoting the values of UN Women in actions and decisions, in line with the UN Code of Conduct;
• Professionalism: Demonstrate professional competence and expert knowledge of the pertinent substantive areas of work;
• Cultural sensitivity and valuing diversity: Demonstrate an appreciation of the multicultural nature of the organization and the diversity of its staff. Demonstrate an international outlook, appreciating difference in values and learning from cultural diversity.

Core Competencies:

• Ethics and Values: Demonstrate and safeguard ethics and integrity;
• Organizational Awareness: Demonstrate corporate knowledge and sound judgment;
• Development and Innovation: Take charge of self-development and take initiative;
• Work in teams: Demonstrate ability to work in a multicultural, multiethnic environment and to maintain effective working relations with people of different national and cultural backgrounds;
• Communicating and Information Sharing: Facilitate and encourage open communication and strive for effective communication;
• Self-management and Emotional Intelligence: Stay composed and positive even in difficult moments, handle tense situations with diplomacy and tact, and have a consistent behavior towards others;
• Conflict Management: Surface conflicts and address them proactively acknowledging different feelings and views and directing energy towards a mutually acceptable solution;
• Continuous Learning and Knowledge Sharing: Encourage learning and sharing of knowledge;
• Appropriate and Transparent Decision Making: Demonstrate informed and transparent decision making.

Please visit this link for more information on UN Women’s Core Values and Competencies: http://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-employment-values-and-competencies-definitions-en.pdf

Functional Competencies:

• Knowledge of international human rights treaties and instruments, and the gender dimensions of these legal frameworks;
• Excellent analytical capacity;
• Experience drafting policy implementation tools and/or guides;
• Ability to speak and write in a clear and gender-sensitive language;
• Familiarity with the UN system and knowledge of UN Women;
• Knowledge of women, peace and security frameworks and security sector

Duration of the Assignment

• The assignment is expected to take 50 working days from the date of signing the contract

How to Apply
Interested and qualified candidates should:
Click here to apply online

Note

• 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.
• UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.