About RWAMREC
Rwanda Men’s Resource Centre (RWAMREC) is a non-governmental organization striving to achieve gender equality through the promotion of positive masculinities and male engagement approaches to prevent gender-based violence in Rwanda. RWAMREC operates in 27 districts across all four provinces of Rwanda and the city of Kigali, focusing on six key areas:
Community Empowerment
Building Healthy Families
Promotion of Gender Justice
Youth Mentorship
Diversity and Inclusion
Capacity Building
Background and Context
Rwanda has made remarkable progress in reducing gender equality gaps in the public sector through favorable policies and strategies. However, despite having the highest percentage of women in parliament worldwide (61.3%), gender equality in private businesses remains low, negatively impacting women, their families, and the economy.
Key statistics from the NISR Labour Force Survey Thematic Report on Gender include:
Women’s participation in Rwanda’s labor market is 48.2%, compared to 65.6% for men.
Women hold only 32% of decision-making positions in the private sector.
The PSF Secretariat has no women CEOs or directors among its five directorate positions.
Women earn approximately 13% less than men due to differences in occupation, education, and working hours.
The National Institute of Statistics of Rwanda (NISR) Labour Force Survey (2019-2022) highlights further disparities:
Regardless of education level, women earn lower average monthly incomes than men.
In 2022, the gender wage gap at the university level widened to 105,437 Frw (239,719 Frw for women vs. 345,156 Frw for men).
Women managers earn 1.3 times less than their male counterparts (374,274 Frw vs. 488,099 Frw).
Gender pay gaps are wider in urban areas than in rural ones.
A Transparency International Rwanda report found that 10% of employees have experienced gender-based corruption, including sexual harassment and exploitation.
Private sector workplaces often lack internal employee welfare programs such as health insurance, paid leave, social security, childcare facilities, and lactation rooms. The sector remains male-dominated, with many men benefiting from patriarchal systems that provide privileges and power. Additionally, awareness of the benefits of gender equality remains low.
Project Overview
In partnership with GIZ, RWAMREC is implementing a project to engage men in promoting gender equality in the private sector. The initiative challenges harmful gender norms and aims to create gender-responsive workplaces that benefit both men and women. The project addresses:
Workplace support systems (e.g., lactation rooms, childcare facilities)
Unequal domestic workloads
Gender wage gaps
Limited access to business networks for women
To support the creation of gender-sensitive workplaces in selected private companies, RWAMREC is hiring a Gender-Sensitive Workplace Expert to provide coaching and technical support.
Objective of the Assignment
The technical expert will provide support, coaching, and follow-up for 20 selected companies in Musanze and Kigali (Nyarugenge and Gasabo). The expert will:
Develop standardized tools for company adoption.
Deliver capacity-building sessions.
Support implementation across all 20 companies.
Key Outcomes
The assignment's success will be measured by at least 10 companies integrating at least one gender diversity management element.
Tasks of the Gender-Sensitive Workplace Expert
The expert will:
Conduct a gender assessment of company policies, tools, and practices to identify gaps related to:
Work-life balance policies (e.g., childcare, lactation rooms)
Women's participation in decision-making roles
Prevention of sexual harassment and exploitation
Gender representation in traditionally male- or female-dominated roles
Gender-specific wage gaps
Inclusive and non-sexist communication
Safety in public spaces
Develop action plans with company leadership based on assessment findings.
Prioritize key areas for support in collaboration with RWAMREC.
Create standardized tools (e.g., gender-sensitive HR policies, sexual harassment policies).
Ensure action plan implementation through hands-on company support.
Conduct training for company staff on using gender-sensitive tools.
Provide one-on-one coaching for companies in applying tools effectively.
Engage male champions to advocate for gender equality within companies.
Train male and gender champions on addressing GBV and sexual harassment.
Support awareness-raising efforts through company-level activism.
Conduct follow-up visits to track progress and provide additional support.
Review the baseline assessment report and address key recommendations.
Contribute to project indicators, ensuring at least 10 companies integrate a gender diversity management element.
Develop weekly and monthly plans for effective technical support and coaching.
Produce progress reports, including:
Monthly reports on developed action plans
Reports on capacity-building and coaching
Follow-up visit reports
Final report on technical support and coaching outcomes
Deliverables & Payment Milestones
Payments will be based on the following key deliverables:
Inception report: Work plan, methodology, and tools
Monthly reports: Progress on action plan implementation
Standardized tools: Developed and adopted by companies
Capacity-building reports: Training and one-on-one coaching summaries
Follow-up visit reports: Company progress updates
Final report: Comprehensive summary of technical support and coaching
Qualifications and Skills
The ideal consultant should have:
A Master’s degree in social sciences, human rights, gender/women’s studies, international development, or a related field.
At least three years of experience in gender equality, gender mainstreaming, women’s empowerment, and male engagement.
Extensive experience in gender and business development services.
Strong understanding of gender dynamics in Rwanda and experience working with private-sector companies.
Excellent communication skills and the ability to engage with various stakeholders.
Previous experience working on Gender Equality Seal certification is an asset.
Evaluation criteria for shortlisting
Past Qualifications and experience (20%);
Knowledge and experience in the provision of technical support (20%);
Methodology and the work plan (30%);
Financial proposal (30%) (on monthly basis)
Note: RWAMREC shall award the tender to 1 candidate whose proposals will be determined to be the best quality services and is substantially responsive to these Terms of Reference.
Assignment period:
The entire duration for the assignment is for 6 months starting the day of contract signing.
Submission of proposals. The consultant is requested to submit a detailed CV, and a technical proposal addressed to the Executive Director of RWAMREC not later than 13 th of March 2025 through this e-mail: info@rwamrec.org up to 5:00pm.
Done in Kigali, February 27, 2025
RUTAYISIRE Fidele,
Executive Director, RWAMREC.
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