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.
BACKGROUND AND CONTEXT
About RWAMREC
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 to prevent gender-based violence in Rwanda. RWAMREC works in the following six areas: Community empowerment, building Healthy Families, Promotion of Gender Justice, and Youth Mentorship, Diversity and Inclusion, as well as capacity building. RWAMREC operates in 22 districts in all 4 provinces of Rwanda, and the city of Kigali.
Background on the project :
“Engaging men for gender equality in the private sector”
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 labor 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, in partnership with GIZ, RWAMREC is implementing a project that aims at engaging men for gender equality in the private sector. The project will challenge harmful gender norms that hold women back as a result of negative masculinities for the creation of improved working conditions that benefit both men and women and enjoy decent employment in a gender-responsive private sector. The project will seek to address harmful gender norms that are hindering women's economic empowerment and their root causes, including a lack of facilitation in the private sector such as lactation rooms, heavy domestic workloads, lower earnings compared to their counterpart, lack of access to the network of business conversation, etc.
To identify the current status of gender-sensitive and gender-responsive working conditions for female employees, RWAMREC intends to contract a Monitoring and Evaluation (M&E) consultancy to conduct a baseline assessment among 50 companies. The assessment will be conducted both online and face-to-face, where applicable.
SCOPE OF WORK
RWAMREC is seeking to hire a consultancy firm or an individual consultant to conduct a comprehensive baseline assessment of 50 companies, focusing on the working conditions of female employees and evaluating the gender-sensitivity and gender-responsiveness of the workplace within the surveyed companies. The assessment will employ both quantitative and qualitative methods, including surveys, focus group discussions (FGDs), and Key Informant Interviews. The findings will guide project implementation and serve as a baseline for measuring progress and outcomes during and at the end of the project.
The consultant will work closely with RWAMREC’s Director of Programs and MELI Manager; to finalize the research design, develop appropriate tools, and determine the sample of research participants.
KEY DELIVERABLES
The following are the expected deliverables:
Inception Report
Detailed methodology for the baseline assessment, including sample size, fieldwork plan, and research questions.
Design and develop the data collection tools
Development of survey tools and qualitative interview guides.
Data collection and analysis
All collected data, including raw data, entered data, transcriptions, and translations of qualitative interviews and observation notes.
Produce a validated baseline assessment report
A comprehensive report outlining the current status of gender-sensitive and gender-responsive working conditions in the surveyed companies, with recommendations for project implementation and evaluation.
A PowerPoint presentation summarizing the key findings and recommendations of the baseline assessment report.
QUALIFICATIONS AND SKILLS
A holder of a Master’s degree in a relevant field (Development Studies, Rural Development, Social Sciences, Political Science, Gender Studies, Human Rights, Public Administration and other related fields);
At least ten years of proven experience in evaluative research of programs in Rwanda, mainly in the area of gender and women's economic empowerment;
Having qualitative and quantitative expertise and experience;
Having a good understanding and working knowledge to promote gender equality in the business set-up through reconstruction of a non-violent identity of men, adoption of positive masculine behaviors;
Having proven experience in working with the private sector and women entrepreneurs;
Have the ability to speak and write fluent English and Kinyarwanda.
EVALUATION CRITERIA
| Criteria | Score |
1 | Methodology | 30 |
2 | Work plan | 10 |
3 | Qualification and skills | 30 |
4 | Financial proposals | 30 |
| Total | 100 |
DURATION OF THE CONSULTANCY
The assignment shall be completed in a two-month calendar from the date of the contract signing.
PROCEDURE FOR SUBMISSION OF PROPOSAL
Interested candidates are required to submit the following documents no later than Friday, August 2nd, 2023, 2:00 PM Rwanda time (CAT):
A technical proposal outlining an indicative methodology, timeline, and delivery dates (3 Pages max);
A financial proposal (1 Page max);
A detailed CV, including 2 references;
At least one example of similar work done for a previous assignment (a report or PowerPoint presentation).
Applications should be addressed to the RWAMREC Executive Director at the following address: YYUSSA PLAZA Kimironko Tel - Mobile Phone: +250 788315140; E-mail: info@rwamrec.org. Only on-time bids will be accepted.
Done at Kigali, July 19th, 2024
Jonathan MUNYANZIZA
Acting Executive Director
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