Application Deadline: May 17, 2022

Terms of Reference (ToR) for Individual Consultant on Evidence Based Research on Workplace Harassment and Violence in Ethiopia

1.    Background

Introduction

To facilitate the actions leading up to the ratification of the International Labour Organization (ILO), the Violence and Harassment Convention (No. 190) and its accompanying Recommendation (No. 206), a technical working group is established which is composed of the key stakeholders representing government organizations, worker’s organization, civil society, and UN organizations. The technical working group identified the need to conduct an evidence-based research on the extent to which workplace harassment and violence exist and its effect in the World of Work in Ethiopia. The outcome of this analysis will be used for the advocacy effort for the ratification of ILO Convention 190.

Overview of the project

In June 2019, at the Centenary Conference of the International Labour Organization (ILO), the Violence and Harassment Convention (No. 190) and its accompanying Recommendation (No. 206) were adopted. The global community has made it clear that violence and harassment in the world of work will not be tolerated and must end. These landmark instruments were developed by the world of work actors (representatives of governments, employers and workers), and set out a clear and common framework to prevent and address violence and harassment, based on an inclusive, integrated and gender-responsive approach.

The Convention recognizes that violence and harassment is unacceptable, and that everyone has the right to a world of work free from violence and harassment. It offers broad protection to a variety of individuals and applies to the public and private sectors, to the formal and informal economy, and in urban and rural areas. The Convention and the Recommendation are grounded on the adoption of an inclusive, integrated and gender-responsive approach to prevent and eliminate violence and harassment in the world of work. This envisages action on protection and prevention, enforcement and remedies, to guidance and training. In adopting such an approach, the Convention requires Members to recognize the different and complementary roles and functions of governments, and employers and workers and their respective organizations, taking into account the varying nature and extent of their respective responsibilities. The instruments further recognize that preventing and eliminating violence and harassment in the world of work requires Members to respect, promote and realize the fundamental principles and rights at work as well as promote decent work.

The ILO Constitution requires that all member states must, within 12 months of the last day of the International Labour Conference where the Conventions were adopted (in other words,16 June 2011 and 21 June 2019), do a formal ‘submission’ their parliament/equivalent legislative body. This means the responsible ministry has to present the new instrument - the Convention and Recommendation – to parliament along with their opinion/advice on whether the government should ratify. Member states must report to the ILO to confirm the submission was done, with a copy of that submission.

Convention No. 190 in the Ethiopian Context

In recent years, Member States, including Ethiopia, have made progress in improving laws and policies in addressing violence and harassment, particularly sexual harassment against women. Work-related violence can also be included under broader equality and non-discrimination policies, for example the National Plan of Action for Inclusion of Persons with Disabilities 2010–20 by the Ethiopian Ministry of Labour and Social Affairs. In order to create a safe and dignified workplace free of violence and harassment, and a comfortable setting for a productive work, the new and improved Labour Proclamation 1156/2011 has included articles on protection measures against workplace harassment and violence. Ethiopia has ratified all eight ILO core labour standards. The Workers with Family Responsibilities Convention (No. 156) is equally relevant to the Convention. These will contribute to promoting and raising awareness on these new instruments, and identifying gaps and opportunities for improvement in line with Convention No. 190.

The Convention 190 is mainly devoted to initiate member States to establish a national system that can positively address violence and harassment in the world of work. While Ethiopia has made some progress in improving laws and policies in addressing the rights of workers and GBV, the current laws and policies on ground do not sufficiently cover the subject matter of violence and harassment in the world of work. The Convention addresses both formal and informal workers in its scope; it covers violence and harassment that takes place in the ‘world of work’ which includes commute to work and working from home.

To facilitate the actions leading up to the ratification of the International Labour Organization (ILO), the Violence and Harassment Convention (No. 190) and its accompanying Recommendation (No. 206), a technical working group is established which is composed of the key stakeholders representing government organizations, worker’s organization, civil society and UN organizations. The technical working group identified the need to conduct an evidence-based research on the extent to which workplace harassment and violence exist and its effect in the World of Work in Ethiopia. The outcome of this analysis will be used for the advocacy effort for the ratification of ILO Convention 190.

2.    Purpose and scope of the consultancy             

The overall objective of this assignment is to create an evidence based report to demonstrate the existence of workplace harassment and violence in Ethiopia, its effect in the World of Work and the expect benefits of ratifying ILO Convention 190. This process will support in understanding the urgency and need for the ratification of ILO Convention 190.

Specific research objectives include:

• Identify the extent to which workplace (including in the informal and unregulated economic activities) harassment and violence exists through review of published reports and interviews with relevant institutions
• Identify any existing policies, initiatives, institutions and partners implementing good practices around the prevention and response to workplace harassment and violence
• Identify and assess the challenges related to systemic, structural, and operational gaps to the prevention and response to workplace harassment and violence 
• Assess (qualitatively and quantitatively) the effect or impact of workplace harassment and violence in the World of Work and its impact on socioeconomic development and women’s rights
• Provide a compelling justification for the need and benefit for the ratification of the Convention in Ethiopia, including a collections if case studies and stories to showcase the human aspect of the issues

3.    Geographic focus

No travel required

4.    Expected deliverables

The consultant is expected to deliver the following products:

• An inception report, interview questions and report outline;
• A draft report meeting the specified objectives above
• A presentation/validation workshop
• A revised report incorporating all the feedbacks and recommendations from the technical working group

5.    Timeframe

The table below reflects all expected activities of contract/assignment to take place in 18 working days.

Activity

Tentative schedule

Responsibility/Support

1. Inception report and report outline: Within 3 days of signing
2. Draft report: Within 15 days is signing
3. Presentation: One day draft report
4. Revised report: Within 3 days of draft report

6.    Submission of proposal

The individual consultant who meet the requirements below should submit a proposal, which should include the following:

·      Cover letter describing how the individual consultant previous experience matches the consultancy objectives as well as the candidate’s interest for the consultancy. This letter should not be longer than one page.

·      Technical proposal containing the interest and motivation of the consultant, clear framework, methodology and approach, timeline/work plan, comments on the Terms of Reference (TOR), brief experience and profile of the consultant, and any other relevant information regarding the specific assignment. A work plan for this assignment should be developed in relation to the methodology suggested by the consultant and the number of days set for this assignment. This technical proposal should not be longer than 10 pages.

·      Copy of the following:

o  Renewed trade license

o  TIN

o  Tax clearance

o  VAT registration

·      CVs, including detailed work experience and education

·      No other annexes or attachments should be included.

·      Financial Proposal. The consultant should estimate the cost and prepare a detailed budget to the key activities or phases in the work plan. Cost estimates may cover items including local transportation, professional fees, per diem and other expenses, payments for interviewers, data processors, and secretarial services, applicable tax, etc. This should be presented in a separate envelope and should indicate the breakdown of the proposed cost.

Job Requirements

7.    Knowledge and experience of individual/skills and qualifications

• Master’s degree in law, development studies, gender studies, international relations or any other relevant subject; 
• Minimum of 5 years of progressively responsible experience in the areas of research, legal advisory, promotion of gender equality, labor policy and policy implementation guideline development;  
• Proven track record and experience in research and working with government  
• Excellent command of oral and written English and Amharic.

Please note that no substitution of personnel will be allowed without the prior approval of CARE.

8.    Selection/evaluation criteria

The selection committee will review all applications after the submission deadline. All applicants must meet the minimum requirements that described above. The following are the evaluation/selection criteria for the technical and financial proposals: 

Technical SN Criteria Points (100%)

Understanding of ToR: 10%

Methodology: 20%

Proposal presentation: 10%

Relevant experience, organization past performance in relevant job, and team composition: 40%

Key personnel interview (if needed): (+20% if needed)

Overall assessment: 80%

Financial SN Criteria Points (20%)

Budget realism and reasonableness: 15%

Bottom line price analysis: 5%

Overall assessment: 20%

How to Apply

Interested applicants should clearly mark their applications as “Made by Women Impact Grant EVIDENCE BASED RESEARCH ON WORKPLACE HARRASSMENT AND VIOLENCE IN ETHIOPIA” and submit both technical and financial proposals in a separate sealed envelope in person to CARE Ethiopia Procurement Unit, located around 22 Mazoria, behind Lex Plaza building, next to Ha’Geez Cultural Restaurant, Addis Ababa

Note: CARE reserves the right to reject any and all non-responsive or otherwise unacceptable proposals. Applicants should submit their technical proposal and financial proposal separately. CARE Ethiopia has the right to contact short listed and potential candidates to present their proposal to the team and negotiate on terms and conditions if required.