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Breaking the Cycle of Gender-Based Violence At RWAMREC, we believe that sustainable change starts within communities. This belief drives our commitment to fostering gender equality and preventing gender-based violence (GBV) through transformative, community-led initiatives. One of our latest efforts is the Gender Transformative Approach (GTA) training for Community Health Workers (CHWs) and their partners in Gakenke District—a crucial step toward building families and communities free from violence. This training is part of the Bandebereho  scale-up project, implemented in collaboration with the Ministry of Health (MOH) through the Rwanda Biomedical Center (RBC), the Ministry of Gender and Family Promotion (MIGEPROF), and the National Childhood Development Agency (NCDA). With support from the Global Innovation Fund (GIF), Grand Challenges Canada (GCC), and the International Development Research Centre (IDRC), we are working to engage men in maternal, newborn, and child health (MNCH), caregiving, and violence prevention. Why This Training Matters Gender norms shape how people live their lives—but harmful norms can trap individuals in cycles of inequality and violence. Our GTA training is designed to challenge these norms by equipping CHWs and their partners with the tools to lead discussions on gender equality, positive masculinities, and violence prevention. We know that meaningful change happens when the whole community is involved. By engaging men aged 21-40—especially those with expectant partners or young children—we aim to promote healthier family relationships and shift harmful social attitudes. And by ensuring CHWs receive comprehensive training, we empower them to become champions of change in their communities. Our Objective: Building a Safer Future Through this training, we aim to: Create safer homes:  Foster environments where couples and families can live free from violence. Engage men as allies:  Encourage men to actively participate in caregiving and take responsibility for ending GBV. Strengthen community leadership:  Equip CHWs and their partners with the skills to facilitate discussions on gender equality and healthy relationships. Promote sustainable change:  Address the root causes of GBV by challenging harmful norms and encouraging positive masculinities. What's Happened in Gakenke? From March 17th to 21st, 2025, we delivered the GTA training across six health centers under Gatonde District Hospital. We are bringing together a diverse group of 363 participants, including: 326 Community Health Workers and their partners 16 CHW supervisors from Burera and Gakenke districts 12 Bandebereho  project staff and support personnel 6 heads of health centers 1 supervisor from Gatonde Hospital 2 staff members from Gakenke District This hands-on training will focus on fostering open dialogue, reflecting on personal attitudes, and developing practical strategies for violence prevention and gender equality. The Path Forward At RWAMREC, we know that addressing GBV requires more than raising awareness—it demands active engagement and sustained commitment. By empowering CHWs and their partners, we are creating a network of advocates who will continue to challenge harmful norms, promote gender equality, and build safer communities. Together, we are not just imagining a future free from violence—we are building it. One conversation, one training, and one empowered community at a time . Stay connected with us to learn more about how RWAMREC is transforming lives and shaping a more equitable Rwanda.

1. Background: About RWAMREC About RWAMREC The Rwanda Men's Resource Centre (RWAMREC) is a non-governmental organization working on gender equality and GBV prevention through the promotion of positive masculinities and engaging men and boys. RWAMREC operates in 27 districts across all four provinces of Rwanda and the city of Kigali, working within six strategic areas: Community Empowerment, Healthy Families, Gender Justice, Youth Mentorship, Diversity and Inclusion, and Capacity Building. The organization implements various programs and projects aimed at addressing Gender-based Violence, socio-economic empowerment of women, and the overall health and welfare of women, families, and communities in Rwanda. Please refer to the RWAMREC strategic plan attached here. About the Bandebereho Program Bandebereho, RWAMREC’s flagship program, empowers Rwandan families by engaging men in reproductive, maternal, and child health, as well as caregiving and family violence prevention—challenging the traditionally limited male involvement in caregiving and maternal and child health. Using fatherhood as an entry point, Bandebereho effectively addresses harmful gender norms. The program has demonstrated success, reaching 20,000 families with significant reductions in intimate partner violence and improved health outcomes for women and children, as evidenced by two rounds of randomized controlled trials. The program aims to expand its reach to 104,000 families by 2027, with a vision for full integration into Rwanda's Community Health system beyond 2027. Currently, RWAMREC is conducting a baseline and cost analysis to inform the national scale-up strategy for Bandebereho. RWAMREC’s Strategic Plan RWAMREC is in the midst of implementing a five-year strategic plan (2022-2026), which requires a budget of RWF 15.654 billion (approximately USD 12 million). To date, approximately USD 5.6 million, or 46% of the target, has been raised. A mid-term review of this strategic plan is underway to reassess our goals, targets, and implementation strategies, thereby extending to 2028. In this context, RWAMREC seeks to hire a fundraising expert to develop and operationalize a comprehensive multi-year fundraising strategy for the organization. This strategy will encompass resource mobilization efforts aligned with RWAMREC’s strategic goals and a specific strategy to mobilize resources for the Bandebereho national scale-up. The RWAMREC fundraising strategy will aim to raise the necessary funds over the next five years, including its detailed and costed practical implementation plan. It will also provide guidance on adapting the plan over time. The strategy should not only address existing gaps but also lay the foundation for future fundraising needs. 2 Scope of Work RWAMREC is seeking a consultant or consultancy firm to develop: 1) a 3-year costed fundraising strategy, 2) a fundraising roadmap for Bandebereho scale-up, 3) design, develop, or strengthen internal systems, and 4) strengthen internal capacities to uptake the systems. To ensure continuity beyond the consultancy period, the consultant is expected to work closely with the existing RWAMREC team throughout this assignment. They will collaborate with the management team, particularly the Office of the Executive Director, the Director of Programs, and the Head of Resource Mobilization. The consultant will establish an actionable succession plan for the conclusion of the assignment, detailing clear roles and responsibilities for the Resource Mobilization team and identifying upcoming fundraising projects that will require follow-up. The scope of work provided is not exhaustive, primarily due to the dynamic nature of the fundraising landscape and evolving roles within RWAMREC. Therefore, the consultant is expected to work closely and collaborate with the RWAMREC team to fully understand the scope and establish success metrics prior to the commencement of the assignment. 3. Objectives The objectives of this assignment are to: Develop a comprehensive, costed 3-year fundraising strategy (2025-2028) for RWAMREC  that aligns with the organization's updated strategic plan. The strategy should clearly outline: 1.1 Financial targets, broken down into annual targets. 1.2 Diverse funding sources that the organization is well-positioned to secure during the said period. 1.3 Detailed actions and timelines to support RWAMREC's long-term sustainability and growth. Design, develop, and launch a costed 2-year fundraising roadmap (2025-2027) for the national scale-up of the Bandebereho program , leveraging the overall RWAMREC fundraising strategy and the Bandebereho scale-up strategy. 2.1 By the end of September 2025, secure at least USD 500,000 in initial commitments. 2.2 By the end of August 2025, establish a robust pipeline to achieve the full USD 1 million funding goal, closing the current fundraising gap for the Bandebereho scale-up. Strengthen RWAMREC's internal business development capacities  through a two-pronged approach: (1) Designing, developing, and/or enhancing operational systems, and (2) building the internal capacity to effectively implement and utilize these systems. The focus is on establishing well-documented procedures, rather than software-based solutions, to ensure consistent and effective application of these systems both during and after the consultancy period. 3.1 Enhance Internal Business Development Systems: - Design and develop a robust end-to-end fundraising system for RWAMREC. This may include donor mapping and scoping, positioning, bid management, grant or proposal development, and impact reporting and storytelling. - Build the internal capacity of RWAMREC staff to effectively adopt and utilize the fundraising systems, supporting long-term growth and sustainability. 3.2 Diversify RWAMREC’s Funding Portfolio\ - Develop and implement targeted strategies to engage and secure funding from non-traditional global donors who are not currently part of RWAMREC's existing funding sources. 3.3 Develop a Fundraising Technical Brand - Create a robust fundraising technical brand highlighting RWAMREC’s expertise and effectively engaging a wide range of potential donors. 4. Deliverables The consultant is expected to deliver: An inception report: The inception report will serve as the foundation for the assignment, providing a detailed work plan, timelines, and methodology based on consultation between the consultant and RWAMREC. A three-year costed fundraising strategy for RWAMREC with an actionable implementation matrix. A specific fundraising roadmap for the Bandebereho national scale-up. An exhaustive list of ideal prospects for RWAMREC, including specific prospects for Bandebereho, along with detailed profiles of key prospects. Basic user manual for the systems developed. A final report summarizing the assignment and recommendations, including a succession or gradual role transfer plan 5. Timeline Start Date : April 11th 2025 End Date : September 30th, 2025 Milestones The assignment will be completed through three interconnected milestones : Milestone One: Inception Phase Objective:  Establish a clear understanding of the terms of reference and deliver a detailed work plan. Deliverable:  Submission of an inception report. Due Date:  By the last working day of April 19, 2025 . Milestone Two: Strategy Development and Submission Objective:  Deliver comprehensive fundraising strategies and a robust pipeline for the Bandebereho scale-up. Draft of the Overall Fundraising Strategy for RWAMREC Due Date:  By the last working day of May 2025 . Draft of the Bandebereho Program Fundraising Roadmap Due Date:  By May 31, 2025 . Final Version of the Overall Fundraising Strategy for RWAMREC  (incorporating leadership feedback) Due Date:  By June 30, 2025 . Final Version of the Bandebereho Program Funding Roadmap  (incorporating leadership feedback) Due Date:  By June 30, 2025 . Robust Pipeline for the Bandebereho Scale-Up A comprehensive pipeline outlining all commitments and concrete steps required to address the funding gap. Due Date:  By August 31, 2025. Milestone Three: Systems Strengthening Objective:  Implement priority systems, diversify funding, and establish RWAMREC’s fundraising technical brand. Implementation of Agreed-Upon Priority Systems Three priority fundraising and business development systems, identified in collaboration with management, are fully operational. Staff are trained and equipped to effectively adopt and utilize these systems for ongoing organizational growth. Due Date:  By July 31, 2025 . Development of a Diversified Funding Portfolio A diversified funding portfolio is established, with potential leads identified and clear strategies to engage new funding sources. Due Date:  By July 31, 2025 . Creation of RWAMREC’s Fundraising Technical Brand A strong fundraising technical brand is developed, positioning RWAMREC as a leader in its sector and effectively engaging potential donors by showcasing the organization’s expertise and impact. Due Date:  By June 30, 2025 . 6. Expertise Required RWAMREC seeks a dynamic, forward-thinking consultant with proven influence, strategic insight, and a deep network of funders aligned with our mission. This consultant should be ready to leverage their network to drive success and demonstrate strong business acumen. Additionally, they should be a collaborative team player, dedicated to coaching and mentoring the RWAMREC team, sharing skills and expertise to build lasting capacity. The ideal consultant should possess: Required: Proven expertise in developing fundraising strategies for NGOs. Required: Experience working with NGOs in Sub-Saharan Africa with a successful track record of securing significant funding (upwards of USD 10 million). Required: Strong networks with donors and funding agencies, with an understanding of the local fundraising landscape. Familiarity with gender equality promotion work, men engage work, and working with women’s rights organizations. At least a bachelor's degree in Business Administration, International Development, or related fields. A master's degree in Business Administration or related fields will be an added value. Experience in donor mapping , donor engagement, and proven ability to establish and maintain strong relationships with donors in the global space. Experience working with large-scale local NGOs or international NGOs in Sub-Saharan Africa, holding at least a senior management position in the former or a mid-management position in the latter. 7. Evaluation Criteria RWAMREC reserves the right to selection of the consultant, or the consultancy, and will apply the following criteria; Understanding of the assignment ToRs, and overall strategy to be used for implementation. Highest possible points to be awarded = 10 Financial proposal: Highest possible points to be awarded: 30 Detailed cost breakdown, per milestone Indirect costs Tax and VAT Proposed payment schedule Terms of payment Assumptions and conditions Technical proposal: Highest possible points to be awarded:30 Detailed description of the approach & methodology for use, Proposed work plan & relevant timelines Team composition & expertise. Risk management & mitigation, Monitoring, Evaluation, and reporting plan, Capacity building plan, and previous experience. Relevant experience, expertise, and skills of the consultant: Highest possible points to be awarded: 20 Academic qualifications of consultant and team:10 8. Submission of Proposals Interested candidates/consultants are requested to submit the following documents by 5 PM CAT, April 4 th, 2025 . Applications submitted late will not be considered. Candidates should submit the following documents to info@rwamrec.org , with the email subject “Application: RWAMREC fundraising strategy development consultancy” A technical proposal outlining an indicative methodology, timeline, and delivery dates (maximum 7 pages). A quotation or financial proposal (maximum 3 pages). A detailed CV or company portfolio including two references. max 2 pages Women are strongly encouraged to apply Fidele RUTAYISIRE Executive Director, RWAMREC

The 69th Session of the Commission on the Status of Women (CSW69) marks a pivotal moment in the global movement for gender equality. As we reflect on the 30th anniversary of the Beijing Declaration and Platform for Action, RWAMREC is proud to contribute to this milestone event with a strong presence and a clear message: men and boys must be active allies in dismantling patriarchal structures and advancing gender justice. Who is RWAMREC? Men working with women to promote gender equality The Rwanda Men’s Resource Centre (RWAMREC) is a leading organization dedicated to promoting gender equality by engaging men as allies in the fight against gender-based violence and discrimination. We work in Rwanda and the Central African Republic (CAR)  to challenge harmful masculinities and promote positive male engagement. RWAMREC is an ECOSOC-accredited NGO  and an observer at the African Union Human Rights Commission . Who is RWAMREC? Since our founding in 2006, we have reached thousands of people  through community programs, advocacy, and policy work. One of our flagship programs, BANDEBEREHO ,  promotes positive fatherhood and gender-equitable relationships. It is now being scaled up through Rwanda’s national health system . A randomized controlled trial (RCT) demonstrated its immediate impact upon implementation, and this positive effect was maintained even after six years. What is CSW and Why It Matters CSW is the principal global intergovernmental body dedicated to promoting gender equality and the empowerment of women. Every year, it convenes government representatives, civil society organizations, UN agencies, and gender advocates to assess progress and strategize on policies for gender equality. In today’s geopolitical landscape, where gender rights face increasing resistance and backlash, CSW69 is more crucial than ever. From the rollback of progressive policies to the rise of online misogyny and extremist movements targeting gender equality, the fight for women’s rights demands not just resilience but also stronger, broader alliances. RWAMREC stands at the forefront of these efforts, advocating for the essential role of men and boys in gender transformation. By challenging toxic masculinities and promoting positive male engagement, we ensure that gender equality is not solely a women’s issue but a collective goal for all of society. RWAMREC’s Role at CSW69 We are honored to have our Director of Programs, Gisele Umutoniwase,  and Executive Director, Fidèle Rutayisire,  as key speakers in two dynamic side events: 1. Bridging the Divide: Men and Boys as Allies and Agents of Change in Feminism Date:  Wednesday, 12 March 2025 | Time:  10:00 AM - 12:00 PM EST | Venue:  Permanent Mission of Rwanda in New York This event, co-organized by RWAMREC alongside the Government of Rwanda, UN Women, MenEngage Alliance, and other global partners, will explore how men and boys can actively support feminist movements. Key discussions will address: The role of men in tackling gender stereotypes and resisting the backlash against feminism. Lessons learned from 30 years of engaging men in gender equality. Practical strategies for mobilizing men to be proactive allies in the fight against GBV and gender injustice. Our Director of Programs, Gisele Umutoniwase,  will share RWAMREC’s insights on best practices and challenges in transforming masculinities and fostering meaningful male engagement. Gisele Umutoniwase, RWAMREC Director of programs 2. Transforming Care: Progress, Challenges, and Future Directions in Men’s Involvement in Care Work Date:  Friday, 14 March 2025 | Time:  3:00 PM - 4:15 PM EST | Venue:  Conference Room 12, General Assembly Building This high-level discussion, co-hosted by RWAMREC, the Government of Rwanda, and key international partners, will focus on: The progress made in engaging men in unpaid care work and caregiving responsibilities. Policy gaps that hinder gender-equitable caregiving. Future commitments to drive systemic change in care policies worldwide. Our Executive Director, Fidèle Rutayisire,  will contribute to this critical dialogue, emphasizing RWAMREC’s experience in promoting positive masculinities and equitable caregiving roles in Rwanda and beyond. Fidèle Rutayisire, RWAMREC Executive Director Why Engaging Men is Fundamental to Gender Equality RWAMREC has long championed the belief that achieving gender equality requires engaging men as allies rather than as bystanders or adversaries. Our work is grounded in: Transforming harmful masculinities – Challenging patriarchal norms that sustain gender-based violence and inequality. Encouraging men’s involvement in care work – Shifting the burden of unpaid care and domestic responsibilities. Fostering male allyship – Promoting men’s active participation in feminist movements and social justice efforts. Join Us in Shaping a More Inclusive Future As the global community gathers at CSW69, RWAMREC is committed to amplifying the message that gender equality is a shared responsibility. We invite policymakers, civil society, and all stakeholders to engage in these crucial conversations and work towards a world where men and women stand together in solidarity for justice and equality. Follow us on our social media channels for live updates from CSW69!

Nairobi, 18th – 20th February 2025 Addressing Gender Inequality in Agriculture: The Need for Men's Engagement Agriculture is the backbone of many economies worldwide, particularly in developing countries, where it provides employment and sustenance for millions. However, gender inequality remains a significant barrier to progress in this sector. Women make up almost half of the agricultural workforce globally, yet they have less access than men to essential resources such as land, credit, education, and technology. This inequality is particularly evident in Rwanda, where women contribute significantly to farming but continue to face systemic barriers that limit their productivity and decision-making power. The recent Together: Strengthening Women’s Voices for Sustainable Agriculture and Food Systems  conference in Nairobi brought global experts together to discuss strategies for creating a more inclusive and sustainable agricultural system. RWAMREC’s Director of Programs, Gisèle Umutoniwase, participated in this vital dialogue , highlighting the critical role of gender-transformative approaches in agriculture. One of the key takeaways from the conference was the need for men to transition from being gatekeepers of gender norms to active participants in fostering gender equality, particularly in the agricultural space. Men's Role in Advancing Gender Equality in Agriculture The agricultural sector has long been dominated by gendered power dynamics that favor men in land ownership, financial access, and decision-making. RWAMREC has consistently advocated for engaging men as allies in gender equality  rather than reinforcing traditional roles that disadvantage women. When men become active supporters of women’s economic empowerment, communities experience greater food security, higher incomes, and improved well-being for all. One critical issue in agriculture is the burden of unpaid care work , which disproportionately falls on women. In addition to farming responsibilities, women are often expected to manage household chores, childcare, and elder care, significantly reducing their ability to participate fully in income-generating agricultural activities. Addressing these imbalances requires shifting social norms and implementing policies that support equitable labor distribution at home and in the fields. RWAMREC’s Engagement with GIZ in Burkina Faso During the conference, Gisèle Umutoniwase shared insights from RWAMREC's successful collaboration with GIZ in Burkina Faso , where the organization worked to integrate gender perspectives into agricultural training programs. The project focused on transforming traditional gender roles by training male and female farmers on the economic benefits of gender equality. One of the key strategies was incorporating gender-responsive methods into existing agricultural and financial training, ensuring that women had access to the same opportunities as men. The initiative also emphasized the importance of raising awareness among men about the value of shared decision-making and equitable labor division . As a result, many participating households reported increased agricultural productivity and improved family well-being. The project demonstrated that gender equality is not just a women’s issue but a societal transformation that benefits all . Gender Equality and Climate Change Mitigation Another significant discussion point at the conference was the intersection of gender equality and climate change mitigation . Studies, including research from Project Drawdown , highlight that women’s lack of access to education and resources is a major contributing factor to environmental degradation. When women are empowered through education, they tend to make more sustainable agricultural choices, leading to better conservation practices and climate resilience. Also read: ​ Project Drawdown's research highlights that educating girls is a powerful climate change mitigation strategy , potentially reducing CO₂ emissions by 51.48 gigatons by 2050 . Gender-transformative approaches in agriculture can help address both gender inequality and climate change. By ensuring women have equal access to land, financial resources, and education, communities can adopt more sustainable farming practices, reduce emissions, and improve overall environmental sustainability. Investing in women farmers is, therefore, a crucial strategy for building climate-resilient food systems . Moving Forward: A Call to Action RWAMREC remains committed to promoting gender-transformative approaches  in the agricultural sector, ensuring that men and women can thrive together in sustainable food systems. The Together Conference in Nairobi  reinforced that gender equality must be integrated into all aspects of agricultural policy and practice to create meaningful and lasting change. As we move forward, we call upon policymakers, development partners, and agricultural stakeholders to: Increase investment in gender-responsive agricultural policies Support programs that engage men as allies in gender equality Reduce women’s unpaid care burden through equitable policies and community initiatives Promote women’s access to land, credit, and education Integrate gender perspectives into climate action strategies By implementing these strategies, we can ensure a more inclusive, sustainable, and food-secure future for all .

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.

Scaling Parenting Programs to End Violence: Key Insights on Parenting Programs to Reduce VAC and VAW from the Saving Brains Webinar On the 19th of February 2025, the Saving Brains Webinar  brought together leading experts to discuss how parenting programs can effectively reduce violence against children and violence against women. The event featured Emmanuel Karamage, BandeBereho Project Coordinator at RWAMREC , alongside Kate Doyle from the Prevention Collaborative  and Beatrice Ogutu from Investing in Children and their Societies (ICS-SP) . This engaging discussion emphasized how scaling up evidence-based programs like Bandebereho , through the Rwanda Health System , can create safer, more nurturing family environments—ultimately leading to a brighter, more secure future for children and communities. Evidence from the Bandebereho RCT, following a six-year follow-up, highlighted positive outcomes in reducing intimate partner violence and violence against children. The program not only decreased violence but also increased men's involvement in caregiving and improved couples' relationships. If you missed it, you can watch the full webinar recording here:   Saving Brains Webinar . Why Parenting Programs Matter in Violence Prevention Research consistently shows that violence against children and women is deeply interconnected. Parenting programs offer a proven solution  by addressing harmful gender norms, improving family relationships, and promoting positive discipline strategies. Key takeaways from the webinar emphasized: ✔ Parenting interventions can reduce both intimate partner violence (IPV) and violent discipline  of children. ✔ A gender-transformative approach  is crucial—engaging both fathers and mothers in caregiving responsibilities fosters healthier family dynamics. ✔ The importance of scale-up strategies , as seen in Rwanda, where the BandeBereho program is now integrated into the national health system. For more insights, UNICEF Innocenti provides valuable publications on ending violence against children and women :🔗   UNICEF Innocenti Violence Prevention Publications Check out their new infographic  on the links between violence against children and women:📌   UNICEF Infographic on Violence The BandeBereho Scale-Up Through the Rwanda Health System Emmanuel Karamage shared how BandeBereho , a parenting program designed to promote gender equality and violence prevention, is expanding through Rwanda’s health sector. The program’s integration into maternal and child health services  ensures that thousands of families benefit from training in positive parenting, gender-equitable caregiving, and nonviolent conflict resolution. According to the Parenting Briefs by UNICEF Innocenti , programs that work at the intersection of violence prevention and gender equality  lead to long-term improvements in child and maternal well-being​​​. 🔗 BandeBereho Website 📄 BandeBereho Sessions Manual Looking Ahead: Scaling Parenting Programs for Greater Impact The discussion highlighted the need for continued investment in evidence-based parenting interventions  that address both violence against children (VAC) and violence against women (VAW) . Key recommendations included: ✅ Strengthening multi-sectoral collaboration  between governments, NGOs, and health providers. ✅ Adapting programs  to diverse cultural and social contexts for better effectiveness. ✅ Ensuring sustainability through policy integration , as demonstrated by the BandeBereho scale-up. RWAMREC remains committed to working with partners to expand parenting interventions  that foster gender equality and family well-being. Watch the Full Webinar & Stay Engaged 📺 Watch the full Saving Brains webinar here:   Saving Brains Webinar 💬 Join the conversation! Share your thoughts in the comments or tag us on social media using #ParentingPrograms #ViolencePrevention #BandeBereho #SavingBrains #Rwanda #GenderEquality By investing in parenting programs, we can break cycles of violence, strengthen families, and create a safer future for children and women. 🔗 Visit   RWAMREC's Website  to learn more about our work.

RWAMREC is hiring a communication consultant Position:  Communication Consultant Project:  Engaging Men in the Private Sector for Gender Equality Location:  Kigali, Rwanda Contract Type:  Short-term Consultancy Duration:   6 weeks  ABOUT RWAMREC The Rwanda Men’s Resource Centre (RWAMREC) is a non-government organization striving to achieve gender equality by promoting positive masculinities and male engagement approaches to prevent gender-based violence (GBV) in Rwanda. The RWAMREC’s vision is a peaceful Rwandan society where women and men share roles and responsibilities of raising families and governing society with equality and respect for human rights. Hence, it has a distinctive and innovative mission to promote gender equality by transforming masculinities through awareness creation, advocacy, capacity development, movement building, and service delivery. BACKGROUND The project “Engaging Men for Gender Equality in the Private Sector” is implemented by RWAMREC in partnership with GIZ Rwanda and aims to engage men as allies, both as managers, colleagues, husbands, and business partners in improving the working conditions of women’s employees in the private sector. The intended project will tackle harmful gender norms that prevent women from actively participating in the economy, including: : Norms that prevent women from having safe and equitable working conditions as employees. Norms that prevent women from owning and managing successful businesses. THE RATIONALE Rwanda has made significant progress in closing gender equality gaps in the public sector, with policies enabling women to hold 61.3% of parliamentary seats—the highest globally. However, gender equality in the private sector remains limited, negatively affecting women, their families, and the economy. One of the project activities is to leverage social media to challenge gender norms and promote women’s economic empowerment in Rwanda According to Datareportal, Rwanda’s internet penetration rate was 30.5% of the total population at the start of 2023, with social media users accounting for only 5.7% of the population. Among these users, 63.5% were male, while 36.5% were female. Facebook has the highest female representation at 35.4% compared to 64.3% male, followed by Instagram (36.9% female vs. 63.1% male). Twitter has the lowest proportion of female users, with only 19.9% female compared to 80.1% male. Given men’s dominant presence on social media, this project will focus on media campaigns to effectively reach men and the broader public through educational and informational communication materials. These campaigns will address harmful gender norms that hinder women’s economic empowerment, including: Limited facilitation in private workplaces, such as the absence of lactation rooms. Heavy domestic workloads that disproportionately burden women. Lower earnings compared to male counterparts in similar roles. Limited access to professional networks and business opportunities. By tackling these underlying barriers, the campaigns will work to challenge deeply ingrained biases and create a more equitable environment where both men and women can thrive economically and socially. Leveraging media influencers, the initiative will drive conversations that reshape perceptions of gender roles in the workplace. In this context, RWAMREC is seeking a qualified communication consultant to design and implement communication strategies and materials that promote positive femininities and masculinities in the world of work through both online and offline awareness campaigns. OBJECTIVE The Communication Consultant will develop a comprehensive communication strategy and create impactful materials to promote positive masculinities and femininities to improve the working conditions of women’s employees in the private sector, with a strong emphasis on social media engagement. These materials will support integrated online and offline awareness campaigns designed to challenge harmful gender norms and advance gender-transformative practices in the workplace. The strategy will highlight key elements of gender diversity management within corporate structures and processes, including: Implementing work-life balance policies such as childcare facilities, daycare reimbursements, and lactation rooms; Increasing the proportion of women in decision-making roles; Eliminating sexual harassment in the workplace; Promoting gender diversity in traditionally male- or female-dominated professions, both horizontally and vertically; Closing gender-specific wage gaps; Ensuring inclusive and non-sexist communication; Enhancing safety in public spaces. Specifically, the consultant will craft a tailored communication strategy, and a brand concept and produce engaging content for an online campaign launching on May 1st, in celebration of Labor Day. Led by RWAMREC, this six-month campaign will leverage the expertise of six social media influencers trained in the Gender Transformative Approach (GTA), ensuring extensive reach and meaningful impact. RESPONSIBILITIES The consultant will undertake the following tasks: Meeting with RWAMREC staff to discuss the approach, campaign objective, and other requirements/expectations. Produce a brief inception report summarizing key policies, reports, and research on Rwanda's private sector, along with international conventions on sexual harassment and related frameworks. Identify gender gaps in the sector regarding improved working conditions for both men and women. Conduct a Co-Creation Meeting to Inform Strategy: The consultant will facilitate a structured co-creation meeting with RWAMREC’s team to ensure the strategy is informed by collective insights and expertise. This session will involve an in-depth discussion of findings from the desk review, including key gaps, challenges, and opportunities related to the working conditions of employees in the Rwandan private sector. The meeting will also serve as a platform to align the project’s objectives with best practices and stakeholder expectations. As part of this process, the consultant must conduct structured interviews with key stakeholders, including representatives from the Private Sector Federation (PSF), the Gender Monitoring Office (GMO), and other private sector actors, to integrate their insights and ensure a well-rounded approach. Design a Communication Strategy: As a result of the co-creation inputs, the consultant will develop a comprehensive community strategy that includes the below: Develop a 6-month communication strategy that aligns with RWAMREC’s overall communication strategy, ensuring consistency while adapting key elements to effectively engage the private sector. The strategy should outline objectives, barriers, target audience (persona building), campaign name, strapline, hashtags, and messaging. Identify the most effective social media platforms to engage private sector employees, workplace leaders, and other relevant stakeholders. Integration of Metrics for Success: Define how the success will be measured. Innovative Digital Engagement Approaches: Propose innovative strategies to leverage digital platforms creatively, ensuring the campaign reaches private sector employees and engages the broader public. Barriers and Risks: Identify potential barriers and risks related to the campaign, including possible backlashes or negative reactions, and develop strategies to mitigate these challenges. Outline how to manage criticism or resistance from conservative segments of the audience while maintaining the campaign’s integrity. Present the final strategy to the RWAMREC, GIZ, GMO, and PSF teams in a validation meeting to ensure alignment with stakeholder expectations. Content Development both in English and Kinyarwanda. Design and produce educational and engaging materials that promote the concepts of positive masculinity and femininity in the workplace, ensuring the content is both impactful and aligned with campaign objectives, RWAMREC’s training materials, and communication guidelines from RWAMREC and GIZ and addresses possible barriers identified. Ensure all materials are designed to resonate with the target audience, inspire action, and reflect the campaign's commitment to inclusivity and gender equity. Brand concept: Visual Identity: Create a cohesive visual direction for the campaign (colors, imagery, patterns, and design elements) that reflects themes of inclusion, empowerment, and professionalism. Ensure visuals align with RWAMREC and GIZ organization’s branding guidelines. Platform-Specific Strategy: Tailor the brand concept for optimal resonance on key social media platforms, including LinkedIn, X, Instagram, TikTik, YouTube, Facebook, and Threads. Cultural Sensitivity and Localization: Adapt the concept to reflect cultural nuances, especially considering the audience’s workplace norms, gender roles, and societal attitudes toward masculinity and femininity in Rwanda. Work closely with the project and communication team to ensure the messaging reflects the themes of positive masculinity and femininity in the workplace while maintaining cultural relevance and sensitivity. Supporting RWAMREC in briefing the influencers on the communication strategy and content: Provide guidance and support to the influencers on how to amplify the campaign's visibility effectively, including offering advice on posting strategies, storytelling techniques, and responding to audience feedback. DELIVERABLES A comprehensive Communication Strategy Document and presentation in digital format. Social media content package, including 30 posts, videos, infographics, factsheet, etc (designed and not designed) both in English and Kinyarwanda. QUALIFICATIONS AND EXPERIENCE Bachelor’s degree in Communication, Journalism, Marketing, or related field (Master’s degree preferred). At least 5 years of experience in communication for development, gender advocacy, or social marketing. Proven experience creating impactful social media campaigns and multimedia materials. Strong understanding of gender equality and transformative approaches. Proficiency in digital tools for content creation and social media management. Excellent communication and interpersonal skills, with the ability to engage diverse stakeholders. Familiarity with the Rwandan context and fluency in English and Kinyarwanda. EVALUATION Criteria Score Qualification 20 Methodology and Work Plan 30 Financial proposal 30 Total 100 TIMEFRAME The consultant will have six weeks to complete the consultancy, ensuring the campaign is ready to launch on May 1st , International Workers' Day. REPORTING The consultant will work under the direct supervision of the Project Coordinator, in close collaboration with the Communications team, to ensure smooth execution and alignment with project objectives. APPLICATION PROCESS Interested candidates should submit: Cover Letter: A concise and compelling outline of your suitability for the role, tailored to the specific requirements. Detailed CV: A comprehensive résumé showcasing relevant experience and achievements. Portfolio: A curated collection of previous work, including social media campaigns and multimedia materials, to demonstrate expertise and creativity. Technical proposal: Clearly outline the proposed methodology approach and timeline to deliver the expected outcomes. Financial Proposal: A detailed breakdown of consultancy fees and any additional costs. Applications should be sent to info@rwamrec.org by the 27th of February 2025 . Please include “Communication Consultant Application - Engaging Men in gender equality in the Private Sector Project” in the subject line. Kigali, 12/02/2025 Fidele Rutaysire, RWAMREC Executive Director

GEWEP celebrating IRWD The Gender Equality and Women Empowerment Program (GEWEP) has been a transformative initiative in Rwanda since 2011, empowering vulnerable women and girls socially, economically, and politically. Currently in its third phase (2020–2025), GEWEP builds on years of impactful work, reaching over 173,000 women and girls across Rwanda's Southern Province. Coordinated by CARE Rwanda in collaboration with RWAMREC, Pro-Femmes Twese Hamwe, and African Evangelical Enterprises, the program addresses gender-based violence, strengthens women’s economic independence, and increases their participation in political decision-making. Since its inception, GEWEP has been a driving force for change, reshaping gender norms and empowering communities toward a more inclusive future. This photo essay captures the lasting legacy of the GEWEP III program in the Southern Province, highlighting its impact on gender equality, financial empowerment, and social transformation. Explore the stories below.

RWAMREC is hiring a Communication Officer for Generation Gender ABOUT RWAMREC Rwanda Men’s Resource Centre (RWAMREC) is a non- government organization whose goal is to change masculinity norms of men and boys to positively support promoting gender equality in Rwanda and beyond. RWAMREC envisions a peaceful society where women and men share roles/responsibilities in raising families and governing society through equality and respect. Its mission is to promote gender equality by transforming masculinities and femininities through awareness creation, advocacy, capacity development, movement building and service delivery. ABOUT GENERATION GENDER The Generation Gender program strives towards the creation of gender-just and violence-free societies with and for young men and women in their full diversity. We believe investing in youth is central to achieving sustainable, inclusive, and stable societies. Generation Gender Rwanda is a coalition of 3 CSOs including RWAMREC as the lead, alongside the Health Development Initiative (HDI) and the African Youth and Adolescent Network (AfriYAN Rwanda). The Gen G program utilizes a Gender Transformative Approach, which emphasizes amplifying young feminist voices, strengthening the role of young men as allies, focusing on human rights and youth agency, and addressing harmful gender norms and unequal power relations while embracing sexual and gender diversity POSITION OVERVIEW The Communication Officer will be responsible for coordinating and implementing the vision and message of the Generation Gender (GenG) Rwanda Coalition. The communication officer will then develop and establish the GenG communication plan that is sustainable with the coalition working towards creating societies that are just for women and free from violence. The incumbent will work closely with GenG Rwanda program teams to amplification of the coalition’s advocacy activities and mobilization of stakeholders to enhance the fight for improvement of the position of women in Rwanda as well as other parts of the world. Roles and responsibilities of the Communication Officer within RWAMREC The Communication Officer  will be a full-time staff member of RWAMREC, working under the direct supervision of the Director of Programs  in collaboration with the GenG Rwanda Project Coordinator.  The Communication Officer will be responsible for the following: Develop the GenG Rwanda Coalition communication strategy and plan. Work closely with the GenG Rwanda Coordinator  and communication leads from each coalition organization to collect photos and videos documenting ongoing activities for the GenG program. Manage GenG Rwanda social media accounts , including the YouTube channel. Produce and regularly post designed digital content on the GenG Rwanda  and the three organizations’ social media platforms. Visually document success stories from program participants. Produce video content for the Coalition’s YouTube channel. Coordinate GenG Rwanda online campaigns. Design printed communication tools, such as banners, leaflets, etc. Support the RWAMREC Communication Lead  when needed. Execute any other tasks assigned by the Direct Supervisor. QUALIFICATIONS AND SKILLS Bachelor’s degree in Communication, Public Relations, Journalism, Media Studies, or a related field. A Master’s degree is an added advantage. Minimum of 3 years of professional experience in communication, media, or public relations, preferably within NGOs or gender equality initiatives. Proven experience in designing and implementing communication strategies. Demonstrated expertise in managing social media platforms and creating content, with at least basic knowledge of apps or software for designing social media content, such as Canva, Vyond, etc. Strong interpersonal and communication skills, with the ability to engage diverse stakeholders. Excellent written and verbal communication skills in English and Kinyarwanda. Creative and innovative thinker with a passion for gender justice. Open-minded and respectful of diversity, including gender and sexual identities. WHAT WE OFFER Contract Length: 1 year, renewable Duty Station: Kigali, with frequent in-country and international travel Start Date: 1st March 2025 APPLICATION PROCESS Interested candidates should submit a CV, cover letter, and contact information for three professional references to info@rwamrec.org . Applications will be accepted until February 1, 2025 . Only shortlisted candidates will be contacted for interviews. RWAMREC is an equal opportunity employer and encourages applications from qualified individuals regardless of gender, sexual orientation, age, disability, or ethnicity. We are committed to creating a diverse and inclusive workplace where all employees feel valued and respected. Done in Kigali on 11th January 2025. Signed by the RWAMREC Administration

INSIDE THIS RWAMREC - January 2025 Newsletter Celebrating RWAMREC's Partnerships and Achievements RWAMREC Champions Fatherhood: The State of Rwanda's Fathers Engaging Men for Gender Equality in the Private Sector: RWAMREC Partners with GIZ Rwanda "Bite Bro" Campaign: Redefining Masculinities GEWEP's Legacy in Rwanda’s Southern Province RWAMREC Launches Men Take the Pledge Against GBV in Rwanda Explore our January 2025 Newsletter for the latest updates, highlights, and insights: January 2025 Quarterly Newsletter

RWAMREC IS HIRING a Monitoring, Evaluation, Learning and Impact Manager ABOUT RWAMREC Rwanda Men's Resource Centre (RWAMREC) is a non-governmental organization dedicated to changing masculinity norms among men and boys to support the promotion of gender equality in Rwanda and beyond. RWAMREC envisions a peaceful society where women and men share roles and responsibilities in raising families and governing society through equality and respect. Its mission is to promote gender equality by transforming masculinities and femininities through awareness creation, advocacy, capacity development, movement building, and service delivery. POSITION OVERVIEW The Monitoring, Evaluation, Learning, and Impact Manager will play a crucial role in RWAMREC's efforts to ensure the effectiveness and impact of its programs and initiatives. This role is responsible for designing and implementing comprehensive monitoring and evaluation frameworks, facilitating learning processes, and assessing the impact of interventions. The incumbent will collaborate closely with program teams to collect data, analyze results, and provide evidence-based recommendations for program improvement. KEY RESPONSIBILITIES Monitoring and Evaluation Framework Development Design and develop robust M&E frameworks and systems for RWAMREC's programs and projects. Establish clear indicators, targets, and data collection methodologies to measure program effectiveness and impact. Ensure alignment of M&E activities with organizational goals and donor requirements. Data Collection and Analysis Oversee the collection, management, and analysis of data related to program activities, outputs, and outcomes. Conduct regular data quality assessments to ensure the accuracy, reliability, and integrity of collected data. Utilize quantitative and qualitative methods to analyze data, identifying trends, patterns, and lessons learned. Learning and Knowledge Management Facilitate learning processes within RWAMREC to promote continuous improvement and innovation. Document best practices, success stories, and lessons learned from program implementation. Organize regular reflection sessions and knowledge-sharing events to disseminate learning and foster cross-departmental collaboration. Impact Assessment and Reporting Lead impact assessments and evaluations to measure the long-term effects and outcomes of RWAMREC's interventions. Prepare comprehensive M&E reports, including findings, recommendations, and lessons learned, for internal and external stakeholders. Collaborate with program teams to integrate M&E findings into program planning, decision-making, and advocacy efforts. QUALIFICATIONS Master’s degree in a relevant field such as Gender Studies, Development Studies, Social Sciences, Public Health, or International Relations. Proven experience in designing and implementing M&E frameworks and systems, preferably within the gender and development sector. Strong analytical skills with the ability to interpret complex data sets to inform decision-making and program improvement. Familiarity with quantitative and qualitative research methods, data analysis software, and statistical tools. Excellent communication and interpersonal skills, with the ability to effectively collaborate with diverse stakeholders. Commitment to gender equality, male engagement, social justice, and human rights principles. Fluency in English; knowledge of Kinyarwanda and French is an advantage. WHAT WE OFFER Contract Length: 1 year, renewable Duty Station: Kigali, with frequent in-country and international travel Start Date: March 1, 2025 APPLICATION PROCESS Interested candidates should submit a CV, cover letter, and contact information for three professional references to info@rwamrec.org . Applications will be accepted until February 1, 2025 . Only shortlisted candidates will be contacted for interviews. RWAMREC is an equal opportunity employer and encourages applications from qualified individuals regardless of gender, sexual orientation, age, disability, or ethnicity. We are committed to creating a diverse and inclusive workplace where all employees feel valued and respected. Done in Kigali on 9th January 2025 Signed by the RWAMREC Administration

Field coordinator, APPLICATION DEADLINE: 3 JANUARY 2025, 5:00PM ABOUT US: Rwanda Men’s Resource Centre (RWAMREC) is a non-government organization whose goal is to change masculinity norms of men and boys to positively support promoting gender equality in Rwanda and beyond. RWAMREC envisions ‘a peaceful society where women and men share roles/responsibilities in raising families and governing society through equality and respect.’ Its mission is to promote gender equality by transforming masculinities and femininities through awareness creation, advocacy, capacity development, movement building and service delivery. JOB DESCRIPTION: FIELD COORDINATOR TERMS OF REFERENCE The Field Coordinator will play a pivotal role in coordinating activities for the Partnership to Support Value Chains in Agriculture, Tourism, and Hospitality MSMEs under the ‘Kataza’ program at the district level. The program is funded by the Mastercard Foundation through the Rwanda Development Bank. Reporting directly to the Kataza Project Manager, the Field Coordinator will be responsible for ensuring the effective implementation of program activities in alignment with RWAMREC’s and donor requirements, guidelines, and best practices. The primary focus of this role will be on transforming gender norms and engaging men to support women in achieving financial inclusion within the target communities. KEY RESPONSIBILITIES: Coordination of Program Activities Lead the coordination of all program activities at the district level, ensuring alignment with project objectives and timelines. Collaborate closely with program stakeholders, including MSMEs, community leaders, government agencies, and other implementing partners, to facilitate smooth implementation of activities. Facilitation of Training Sessions Coordinate the Journey of Transformation training sessions for the program’s target groups, including participants from Agriculture, Tourism, and Hospitality MSMEs. Facilitate gender-transformative sessions aimed at challenging traditional gender norms and promoting women’s financial inclusion, actively engaging men in the process. Organize and conduct awareness-raising sessions on gender and male engagement in women’s financial inclusion. Data Management and Documentation Oversee data collection efforts within the district, ensuring accuracy, completeness, and timeliness of data. Consolidate and document program-related data, reports, and success stories in accordance with RWAMREC and donor requirements. Maintain organized records and databases to track program progress and outcomes. Monitoring and Evaluation Support monitoring and evaluation efforts by regularly assessing the impact of program activities at the district level. Identify challenges, opportunities, and lessons learned to inform program adjustments and improvements. Capacity Building and Support Provide technical support and capacity-building to program participants, community leaders, and local partners on gender-transformative approaches and financial inclusion strategies. Foster a supportive environment for learning and collaboration among stakeholders involved in program implementation. Reporting and Communication Prepare regular progress reports, narrative updates, and other documentation as required by RWAMREC and the donor. Communicate effectively with the Program Manager and other relevant stakeholders to ensure transparency and alignment with program objectives. QUALIFICATIONS: Bachelor’s degree in Social Sciences, Development Studies, gender studies or a related field. Master’s degree preferred. At least 3-5 years of relevant experience in coordinating and implementing development programs, with a focus on gender equality, women’s empowerment, and/or financial inclusion. Strong understanding of gender-transformative approaches and proven experience in engaging men as allies in promoting gender equality. Excellent facilitation and training skills, with the ability to conduct interactive and participatory sessions. Proficiency in data management and documentation, and experience in doing monitoring and evaluation. Demonstrated ability to work effectively with diverse stakeholders, including MSMEs, community members, government officials, and donor representatives. Excellent communication, interpersonal, and organizational skills. Fluency in English and Kinyarwanda; knowledge of French is an advantage. Strong commitment to RWAMREC’s mission and values, with a passion for promoting gender equality and social change. Young people are highly encouraged to apply. HOW TO APPLY Cover letter addressed to the Executive Director, detailing their qualifications and relevant experience. Resume. Copy of ID Names and contact of three professional references. Please send your application to info@rwamrec.org and include “Field Coordinator Application” in the subject line of your email. Start date: 13th January 2025 We offer a one-year renewable contract Approved by Fidèle RUTAYISIRE Executive Director, RWAMREC Below the FIELD COORDINATOR TERMS OF REFERENCE: