RWAMREC is committed to achieving workforce diversity in terms of gender, nationality, background, and culture.
Qualified female applicants, qualified nationals of non- and under-represented groups, and persons with disabilities are encouraged to apply.
Everyone who works for RWAMREC is required to adhere to the highest standards of integrity and professional conduct and to uphold RWAMREC’s values.
RWAMREC has a zero-tolerance policy for conduct that is incompatible with its objectives and mandate, including sexual exploitation and abuse, sexual harassment, abuse of authority, and discrimination.
ABOUT RWAMREC
The Rwanda Men's Resource Centre (RWAMREC) is a non-government organization striving to achieve gender equality through the promotion of positive masculinities and male engagement approaches in preventing gender-based violence (GBV) in Rwanda.
The RWAMREC's vision is a Rwandan peaceful society where women and men share roles and responsibilities of raising families and governing society with equality and respect for human rights. It hence has a distinctive and innovative mission to promote gender equality by transforming masculinities through awareness creation, advocacy, capacity development, movement building, and service delivery. Indeed, the organization was formed as a response aimed at seeing men become part of the solution and efforts to end men's violent behaviors. With this concept, the organization worked to change the masculinity norms of men and boys to become positive and supportive partners in promoting gender equality in Rwanda.
The creation of RWAMREC was also triggered by the fact that gender promotion work was misunderstood as purely women's affairs, with men tending to exclude themselves, and some feeling that they were being disempowered by gender equality to the detriment of women. This resulted in some men obstructing women's empowerment efforts in many ways in trying to protect their masculinities. RWAMREC's answer was to bring men together to understand that they too benefit from women's empowerment and are part of gender equality promotion work and benefits.
RWAMREC's specific domains of activities include:
• Community Empowerment: RWAMREC interventions contribute towards women's empowerment through engaging men as partners, beneficiaries, and agents of change.
• Healthy Families: RWAMREC interventions promote peaceful families through the prevention of intimate partner violence and any other form of gender discrimination. Child Support and Youth Mentorship: The population of Rwanda is overwhelmingly young; therefore, there is a significant need to focus on the promotion of gender equality and the rights of children and youth.
• Gender Justice: There is a need for engaging men to recognize and create a space for women's rights. Gender Justice has to do with the provision of response services to survivors of GBV and the engagement of actors in policy advocacy and accountability at all levels.
CONTEXT AND JUSTIFICATION
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 at 61.3% worldwide, gender equality in private businesses remains low. This situation adversely impacts women, their families, and the economy.
According to the NISR (Labour Force Survey Thematic Report on Gender), women's participation in Rwanda's labour market is only 48.2%, while men's participation is 65.6%. Furthermore, women occupy only 32% of decision-making positions in the private sector. Regarding women's representation in decision-making positions among PSF Secretariat staff, there are no women CEOs (the Chief Executive Officer, the Chief Advocacy Officer, and the Chief Operations Officer are males). As for the 5 Directorate positions, they are all occupied by males. Women in Rwanda are paid around 13% lower than the monthly salary of men, mainly due to the differences in occupation between males and females, level of education, and monthly working time (more females than males are involved in part-time jobs with less remuneration).
According to the National Institutes of Statistics of Rwanda's Labour Force Survey (2019-2022), the Thematic Report on Gender shows that, as the level of educational attainment increases, the income from the main employment job also increases. Still, regardless of the level of education, females get lower average monthly earnings than their male counterparts with the same level of education. The results show that, in 2022, the gap between female and male average monthly income at the University level has widened to 105,437 Frw (239,719 Frw for females against 345,156 Frw for males).
The same report indicated that females earn less income on average than their counterparts. Although the average monthly income earnings of females whose occupation is the manager are the highest compared to other occupations, it is still 1.3 times lower compared to male managers (374,274 Frws against 488,099 Frw). The difference in average income between females and males is wider in urban than in rural areas. The findings show that in 2022, a female living in an urban area was earning on average 74,817 Frws lower than a male counterpart (94,751 Frws against 169,568 Frws respectively), while in a rural area, a female was earning on average 16,544 Frws lower than the male counterpart (27,987 Frws against 44,531 Frws respectively).
As reported by Transparency International Rwanda regarding sexual harassment in the workplace; 10% of employees, either personally or at least through one of their workmates, have experienced cases of gender-based corruption in the form of sexual harassment, exploitation, and/or use of sex as a form of "payment".
Additionally, there is a lack of access to internal employee welfare programs in private companies such as health insurance, paid time off, and social security, in particular the lack of childcare facilities in private companies for mothers and lactation rooms.
The private sector is mainly dominated by men, who benefit from the patriarchal system because it gives them privileges and power. Men also often do not acknowledge the benefits of gender equality for both men and women due to the fear of losing power and privileges in the workplace. This is coupled with a lack of awareness of the root causes of those behaviors.
In this framework, RWAMREC is implementing a project "Engaging Men for Gender Equality in the Private Sector" funded by GIZ and the project seeks to engage men (especially male employees and employers), to challenge negative gender norms that influence negative masculinities. It will do so by showing men the impact of these norms on themselves, the community, and the workplace. The project will especially highlight how women benefit from improved working conditions and how male colleagues will also benefit from an improved working environment for women. An 18-month project to engage men as positive and supportive partners both as managers, colleagues, husbands, and business partners of women and in the family
context.
Overall, the project intends to tackle harmful gender norms that prevent women from actively participating in the economy. This includes:
Norms that prevent women from having safe and equitable working conditions as employees.
Norms that prevent women from owning and managing successful businesses.
This project is implemented in Gasabo and Nyarugenge in Kigali city and Musanze in the Northern province. And it targets mid-size companies specifically CEOs, Senior Leadership teams, and employers) and female-led entrepreneurs with mid-sized companies in the above-mentioned districts.
The project has a range of activities with capacity building being the main to respond to the three below objectives:
To equip private sector leadership teams (CEOs, Owners, and senior leadership team) with the knowledge to enable them to have a gender-sensitive environment for female employees in their companies.
To enhance knowledge of private companies 'employees in regards to gender so they can create a safe and conducive environment for their women and advocate for gender mainstreaming at the workplace.
To empower women entrepreneurs and their husbands with in-depth knowledge of how gender norms and positive/negative masculinities are affecting their competitiveness and improve their understanding of gender equality.
Given the above, RWAMREC seeks to recruit a qualified Business Development Expert to develop new and adapt existing training modules/materials for the project participants who are mainly from the private sector companies.
THE OBJECTIVE OF THE ASSIGNMENT
The primary objective of the consultancy is to develop new training modules for the CEOs, and Senior Leadership teams and adapt existing GTA ones for company employees, and female-led entrepreneurs.
SCOPE OF WORK
RWAMREC is seeking to hire a consultant to develop new training modules for the CEOs, and Senior Leadership teams and adapt existing GTA ones for company employees, and female-led entrepreneurs. Specifically, the consultant will do the following:
Conduct consultation workshops/interviews with at least 10 selected companies to identify the needs concerning gender integration into the business for improving the working conditions of women employees.
Using the findings from the consultation and developing a GTA training module for the CEO and Senior Leadership team.
Review the existing gender transformative training modules in RWAMREC, and adapt one training module for company employees and one for female-led entrepreneurs.
RESPONSABILITIES AND TASKS
The following are the responsibilities and tasks for the consultant:
Hold a briefing meeting with the RWAMREC team.
Develop the interview guide and organize consultation workshops/interviews with the selected representatives from 10 companies.
Facilitate face-to-face interviews/workshops with the selected participants in each company to understand the company's status in terms of gender mainstreaming.
Develop questionnaires and share them with the sampled people from 10 companies via email.
Review the existing GTA training materials and identify areas of adaptation and improvement.
Adapt the existing GTA training modules, and repurpose the content to the company employees and female-led entrepreneurs.
Organize and conduct a co-creation workshop with the RWAMREC team, and other partners including PSF, and BPN.
Develop the gender transformative training module for the CEOs and Senior Leadership teams from private sector companies.
Conduct ongoing informative meetings with RWAMREC to update the team on progress.
Attend and participate in the meetings related to the assignment when needed.
Organize and lead the review of the final training module with the RWAMREC team.
Develop a simple tool to measure company capacities to address and mainstream gender in the business.
REQUIREMENTS/DESIRABLE SKILLS
Master's Degree in social sciences, human rights, gender/women's studies, international development, or a related field.
A minimum of 3 years of practical experience in the field of gender equality, gender mainstreaming, women's empowerment, and male engagement;
Extensive experience in gender and Business Development service provision.
Thorough understanding of the gender context in Rwanda, and experience working with the private sector supporting gender intervention in the private sector world.
Strong communication skills, and ability to liaise with various stakeholders, including private- sector companies;
Experience in working with the Gender Monitoring Office in Gender Equality Seal certification program in Rwanda would be an added value.
DELIVERABLES
Inception report and work plan
Consultation meetings with companies report
A gender transformative approach training module for the CEO and Senior Leadership team. An adapted gender transformative training module for the company employees.
An adapted gender transformative training module for female-led entrepreneurs.
EVALUATION CRITERIA
| Criteria | Score |
1 | Methodology | 30 |
2 | Work plan | 10 |
3 | Qualification and skills | 30 |
4 | Financial proposals | 30 |
| Total | 100 |
TIME FRAME
This assignment will take 2 months, effective from the signing of the contract.
APPLICATION PROCEDURE
The candidates are encouraged to submit the following documents, not later than the 9th of August, 2024, at 2:00 pm local time technical proposal outlining an indicative methodology, timeline, and delivery dates; financial proposal; detailed CVs, including 2 references, and samples of similar work done for a previous assignment.
Applications should be addressed to the RWAMREC Executive Director at the following address: YYUSSA PLAZA Kimironko.
Tel-Cellular: +250 788315140;
E-mail: info@rwamrec.org. with the Subject line "Gender Business Development Expert" Late applications will not be accepted.
Done in Kigali, 26/07/2024
Jonathan MUNYANZIZA
Head of resources mobilisation, Acting Executive Director
Fidele Rutaysire
Executive Director
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