Result of Service The ultimate purpose of this consultancy is to strengthen UNDRR’s institutional capacity and leadership accountability for advancing gender equality and the empowerment of women, in alignment with the Sendai GAP, the United Nations Secretary-General’s GEAP, and the UN-SWAP.
Through a tailored GRL Training for the 17 members of UNDRR’s senior management, the consultancy will equip senior leaders with the knowledge, skills and practical tools to systematically integrate gender equality considerations into strategic leadership, decision-making, people management and organizational accountability.
Work Location Home base Expected duration 16 Nov 26-15 Nov 27 Duties and Responsibilities Background Created in December 1999, the United Nations Office for Disaster Risk Reduction (UNDRR) is the designated focal point in the United Nations system for the coordination of efforts to reduce disasters and to ensure synergies among the disaster reduction activities of the United Nations and regional organizations and activities in both developed and less developed countries.
Led by the United Nations Special Representative of the Secretary-General for Disaster Risk Reduction (SRSG), UNDRR has over 160 staff located in its headquarters in Geneva, Switzerland, and in regional offices.
Specifically, UNDRR guides, monitors, analyses, and reports on progress in the implementation of the Sendai Framework for Disaster Risk Reduction 2015-2030, supports regional and national implementation of the Framework and catalyses action and increases global awareness to reduce disaster risk working with UN Member States and a broad range of partners and stakeholders, including civil society, the private sector, parliamentarians and the science and technology community.
Disaster risk reduction (DRR) straddles both development and humanitarian action. In line with the guiding principles of the Sendai Framework for Disaster Risk Reduction 2015–2030, UNDRR has been strengthening its institutional work on gender-responsive and inclusive disaster risk reduction and advancing women’s leadership, including through the flagship Women’s International Network for Disaster Risk Reduction (WIN DRR) and the dissemination and implementation of the Sendai Gender Action Plan (GAP) across regions.
In alignment with the GAP, the United Nations Secretary-General’s Gender Equality Acceleration Plan (GEAP), and the United Nations System-wide Action Plan on Gender Equality and the Empowerment of Women (UN-SWAP), UNDRR seeks to reinforce leadership accountability and advance the systematic integration of gender equality and women’s empowerment across its organizational practices and disaster risk reduction work.
The purpose of this consultancy is to design and facilitate a tailored Gender-Responsive Leadership (GRL) Training for the UNDRR Senior Management. The training aims to strengthen senior leaders’ capacities to integrate gender equality and the empowerment of women into strategic leadership, decision-making, people management and organizational accountability.
Specifically, the consultancy will support the application of gender-responsive leadership principles and practices through practical application, peer learning and a follow-up session. Through this process, the consultancy will contribute to strengthening leadership accountability and fostering a more gender-responsive organizational culture within UNDRR. Duties and Responsibilities The consultant will be homebased and will work under the overall guidance of UNDRR ROAP Global Gender Advisor and Associate Expert.
UNDRR will provide existing reference materials, facilitate access to designated reviewers, and provide consolidated feedback. The consultant will be responsible for designing and facilitating the training and ensuring consistency across all components as listed in this ToR.
The consultant will undertake the following work: Inception and document review • Review relevant UNDRR policies, strategies, assessments and institutional documents, as well as relevant UN frameworks, guidance and resources on gender equality, women’s empowerment and gender-responsive leadership. • Review relevant UN-SWAP requirements and the UN Secretary-General’s GEAP to ensure alignment with institutional priorities and reporting commitments.
• Identify key leadership competencies, emerging issues and good practices to inform the training content and approach. Learning Needs Assessment • Conduct a Learning Needs Assessment (LNA) to identify senior managers’ existing knowledge, competencies, experiences and learning priorities in gender-responsive leadership.
• Conduct 15-minute one-on-one introductory calls with each participant to identify common and individual learning needs, leadership challenges and opportunities for applying gender-responsive leadership within UNDRR. • Use the findings to inform the training design, learning objectives, session content and approaches to measuring progress.
Design and facilitate Gender-Responsive Leadership Training and workbook • Design and facilitate ten (10) one-hour online learning sessions monthly over the 10 months period, tailored to UNDRR’s institutional context and informed by the LNA.
• Ensure each session has clear learning objectives, relevant content, interactive exercises and practical application opportunities that enable participants to apply gender-responsive leadership knowledge and skills, develop strategic GRL action plans, and implement and measure results. • Review and adapt session content, as appropriate, to reflect evolving gender equality issues, changes in the socio-political context and participants’ progress throughout the training.
• Respond to participants’ questions and requests for clarification, additional resources or guidance to support their engagement and practical application of learning. • Develop a practical participant workbook to accompany the learning sessions and support continued reflection and application between sessions. • Incorporate mechanisms for documenting leadership commitments, tracking implementation progress, measuring results and reflecting on lessons learned throughout the training programme.
A follow-up peer review session after 6 months • Conduct a follow up peer review session after 6 months to bring all participants together to review the progress in implementing their individual gender-responsive leadership action plans, assess achievements against agreed objectives and indicators, exchange experiences and lessons learned, identify challenges and opportunities, and strengthen mutual learning and accountability for sustained application of gender-responsive leadership practices within UNDRR.
Qualifications/special skills • An advanced degree in a social science discipline associated with gender studies such as social anthropology, economics, social sciences, management, international studies, or other relevant fields is required.
• A minimum of 10 years of training and advisory experience in gender equality and women’s empowerment in international organizations is required; • Experience in capacity building, development of training programmes and training facilitation in gender equality is required; • Strong experience and track record in development and facilitation of workshop as well as training on gender mainstreaming for staff project personnel and gender focal points within the UN system and/or similar international organizations is desirable; • Experience with frameworks to support the integration of gender equality issues, including gender transformative approaches is desirable.
Languages Fluency in English is required. Additional Information Due to the high volume of applications received, only successful candidates will be contacted. No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.
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Result of Service The ultimate purpose of this consultancy is to strengthen UNDRR’s institutional capacity and leadership accountability for advancing gender equality and the empowerment of women, in alignment with the Sendai GAP, the United Nations Secretary-General’s GEAP, and the UN-SWAP. Through a tailored GRL Training for the 17 members of UNDRR’s senior management, the consultancy will equip senior leaders with the knowledge, skills and practical tools to systematically integrate gender equality considerations into strategic leadership, decision-making, people management and organizational accountability. Work Location Home base Expected duration 16 Nov 26-15 Nov 27 Duties and Responsibilities Background Created in December 1999, the United Nations Office for Disaster Risk Reduction (UNDRR) is the designated focal point in the United Nations system for the coordination of efforts to reduce disasters and to ensure synergies among the disaster reduction activities of the United Nations and regional organizations and activities in both developed and less developed countries. Led by the United Nations Special Representative of the Secretary-General for Disaster Risk Reduction (SRSG), UNDRR has over 160 staff located in its headquarters in Geneva, Switzerland, and in regional offices. Specifically, UNDRR guides, monitors, analyses, and reports on progress in the implementation of the Sendai Framework for Disaster Risk Reduction 2015-2030, supports regional and national implementation of the Framework and catalyses action and increases global awareness to reduce disaster risk working with UN Member States and a broad range of partners and stakeholders, including civil society, the private sector, parliamentarians and the science and technology community. Disaster risk reduction (DRR) straddles both development and humanitarian action. In line with the guiding principles of the Sendai Framework for Disaster Risk Reduction 2015–2030, UNDRR has been strengthening its institutional work on gender-responsive and inclusive disaster risk reduction and advancing women’s leadership, including through the flagship Women’s International Network for Disaster Risk Reduction (WIN DRR) and the dissemination and implementation of the Sendai Gender Action Plan (GAP) across regions. In alignment with the GAP, the United Nations Secretary-General’s Gender Equality Acceleration Plan (GEAP), and the United Nations System-wide Action Plan on Gender Equality and the Empowerment of Women (UN-SWAP), UNDRR seeks to reinforce leadership accountability and advance the systematic integration of gender equality and women’s empowerment across its organizational practices and disaster risk reduction work. The purpose of this consultancy is to design and facilitate a tailored Gender-Responsive Leadership (GRL) Training for the UNDRR Senior Management. The training aims to strengthen senior leaders’ capacities to integrate gender equality and the empowerment of women into strategic leadership, decision-making, people management and organizational accountability. Specifically, the consultancy will support the application of gender-responsive leadership principles and practices through practical application, peer learning and a follow-up session. Through this process, the consultancy will contribute to strengthening leadership accountability and fostering a more gender-responsive organizational culture within UNDRR. Duties and Responsibilities The consultant will be homebased and will work under the overall guidance of UNDRR ROAP Global Gender Advisor and Associate Expert. UNDRR will provide existing reference materials, facilitate access to designated reviewers, and provide consolidated feedback. The consultant will be responsible for designing and facilitating the training and ensuring consistency across all components as listed in this ToR. The consultant will undertake the following work: Inception and document review • Review relevant UNDRR policies, strategies, assessments and institutional documents, as well as relevant UN frameworks, guidance and resources on gender equality, women’s empowerment and gender-responsive leadership. • Review relevant UN-SWAP requirements and the UN Secretary-General’s GEAP to ensure alignment with institutional priorities and reporting commitments. • Identify key leadership competencies, emerging issues and good practices to inform the training content and approach. Learning Needs Assessment • Conduct a Learning Needs Assessment (LNA) to identify senior managers’ existing knowledge, competencies, experiences and learning priorities in gender-responsive leadership. • Conduct 15-minute one-on-one introductory calls with each participant to identify common and individual learning needs, leadership challenges and opportunities for applying gender-responsive leadership within UNDRR. • Use the findings to inform the training design, learning objectives, session content and approaches to measuring progress. Design and facilitate Gender-Responsive Leadership Training and workbook • Design and facilitate ten (10) one-hour online learning sessions monthly over the 10 months period, tailored to UNDRR’s institutional context and informed by the LNA. • Ensure each session has clear learning objectives, relevant content, interactive exercises and practical application opportunities that enable participants to apply gender-responsive leadership knowledge and skills, develop strategic GRL action plans, and implement and measure results. • Review and adapt session content, as appropriate, to reflect evolving gender equality issues, changes in the socio-political context and participants’ progress throughout the training. • Respond to participants’ questions and requests for clarification, additional resources or guidance to support their engagement and practical application of learning. • Develop a practical participant workbook to accompany the learning sessions and support continued reflection and application between sessions. • Incorporate mechanisms for documenting leadership commitments, tracking implementation progress, measuring results and reflecting on lessons learned throughout the training programme. A follow-up peer review session after 6 months • Conduct a follow up peer review session after 6 months to bring all participants together to review the progress in implementing their individual gender-responsive leadership action plans, assess achievements against agreed objectives and indicators, exchange experiences and lessons learned, identify challenges and opportunities, and strengthen mutual learning and accountability for sustained application of gender-responsive leadership practices within UNDRR. Qualifications/special skills • An advanced degree in a social science discipline associated with gender studies such as social anthropology, economics, social sciences, management, international studies, or other relevant fields is required. • A minimum of 10 years of training and advisory experience in gender equality and women’s empowerment in international organizations is required; • Experience in capacity building, development of training programmes and training facilitation in gender equality is required; • Strong experience and track record in development and facilitation of workshop as well as training on gender mainstreaming for staff project personnel and gender focal points within the UN system and/or similar international organizations is desirable; • Experience with frameworks to support the integration of gender equality issues, including gender transformative approaches is desirable. Languages Fluency in English is required. Additional Information Due to the high volume of applications received, only successful candidates will be contacted. No Fee THE UNITED NATIONS DOES NOT CHARGE A FEE AT ANY STAGE OF THE RECRUITMENT PROCESS (APPLICATION, INTERVIEW MEETING, PROCESSING, OR TRAINING). THE UNITED NATIONS DOES NOT CONCERN ITSELF WITH INFORMATION ON APPLICANTS’ BANK ACCOUNTS.