Gender Participatory Audit – (Zimbabwean nationals/locally based consultants only)
1. Background
CAFOD – who we are and our new Strategic Framework:
The Catholic Agency for Overseas Development (CAFOD) is the official development and humanitarian relief agency of the Catholic Church in England and Wales. CAFOD’s mission is to promote human development and social justice in witness to Catholic faith and gospel values by supporting long-term development, advocacy and humanitarian relief.
CAFOD proudly pioneers a value based partnership model; as CAFOD has its own operational capacity, but we spend more than half of all funds through third party organisations, using a partnership model to help deliver positive change for the most vulnerable and marginalised. Strategic local partnerships span across sectors and across the country; our partners are working at local and national level and operate in alignment with local and national government strategies, holding the relationships with local communities, stakeholders and authorities.
In April 2022, CAFOD embarked on a process to re-design its country programmes, in line with the CAFOD’s International/Global Strategy – Our Common Home: 2020 – 2030. Our Common Home is based on the Pope’s Encyclical Laudato Si, which encases CAFOD’s vision and values and delineates the links between the cry of the poor (social crisis) and the cry of the earth (environmental crisis), how they intertwine and how CAFOD’s priority is to respond to both in an integrated way.
CAFOD’s global strategic framework is underpinned by 10 Integral Ecology characteristics, which illustrate the commitments of the organization at various levels and provide scope on its ambitions and integrated approach. Integral Ecology Characteristic n.2 summarises CAFOD’s commitment towards gender and inclusion at corporate and programmatic level:
‘We identify and challenge the systems, structures and social norms that discriminate against women, girls and excluded groups, to bring about empowerment and transformative change, including gender justice.
CAFOD has a heritage of work on gender and has recently updated its programme quality framework, including minimum standards on gender sensitivity. Guidance materials and technical support opportunities exist from the programmatic lens, although they remain limited in scope for application at country level. A Gender Policy and Strategy is in place, containing corporate and programmatic actions. However, the Policy and Strategy is now outdated and in need of a refresh to support the delivery of the ambitious gender justice aims of Our Common Home. CAFOD recognises that sustainable transformative change agendas on gender cannot be achieved without full buy-in and support from staff and partners, individually and organisationally. It is therefore necessary at this juncture to ascertain existing levels of knowledge, attitudes and behaviours, which staff and partners have at country level. This ToR will focus on the extent to which gender is integrated holistically within the CAFOD Zimbabwe Office and its partners, identifying potential barriers and suggested ways forward. It is intended that CAFOD will learn from the methodologies and outcomes of this pilot, with the view to applying in other contexts and organisational processes and plans related to gender and the wider EDI drive (Equality, Diversity, Inclusion).
CAFOD’s work in Zimbabwe and the focus on gender:
CAFOD has supported partners in Zimbabwe since the mid-1970s and established a permanent presence in Harare in 1998 with the opening of its country programme office. Since then, CAFOD has successfully been implementing projects funded by EU, FCDO, UN and other donors and has a strong track record of good financial management and support to partners. Over the years CAFOD has also done extensive work towards local partner capacity development/strengthening and accompaniment for effective programme delivery. CAFOD and its partners focus on both rural and urban communities and have scope to cover all geographical areas of the country through its network of partners.
The programme re-design process for Zimbabwe was successfully completed in December 2022 with a sign-off by the Head of Region, Africa. Zimbabwe’s new strategy (2023 – 2028) is intended to operationalize and contribute to the achievement of global strategy, Our Common Home. Locally, amongst other things, CAFOD Zimbabwe’s Strategy is aimed at contributing to the government’s development agenda as espoused in the National Development Strategies I and II. In July 2023, the strategy was launched at country level.
The core programme strategy in Zimbabwe has Gender Justice, women and girls at its heart. The Theory of Change recognizes that women and girls are at the intersection of all vulnerabilities, whilst at the same time their voices and aspirations are not taken into account nor are responses formulated to their needs or build on their capacities and potential.
Whilst CAFOD operates exclusively through local partners, these are engaged on the basis of need, relevance and alignment with CAFOD’s own strategic outlook. Given CAFOD’s deliberate commitment around Gender Justice, women and girls – both at global, country office and programme level – it is paramount that CAFOD’s partners have full understanding and buy in into the gender discourse, as articulated by Integral Ecology Characteristic n.2 and the Zimbabwe recently launched core programme strategy. The purpose of this assignment is to assess – within CAFOD in Zimbabwe and within a set of selected partners as relevant – current standards with respect to perceptions around concepts like gender equality and gender justice, women and girls rights, gendered power dynamics and discrimination, and how these might affect the effective application of shared programme standards and tools; the exercise will also assist in assessing actual alignments with CAFOD’s policies and standards around gender and identifying potential gaps and areas for development.
CAFOD Zimbabwe Office seeks to hire a qualified national individual consultant or consultancy firm to conduct a Participatory Gender Audit for the organization and its partners in Zimbabwe to help inform ways forward at this critical juncture for the country team and wider organization.
2. Purpose of Consultancy:
The overall purpose of the Participatory Gender Audit is to establish levels of understanding, capability and readiness of CAFOD staff and partners to subscribe to and deliver CAFOD’s vision and internal and external commitments on gender. The audit will also determine whether internal practices, policies and related support systems are effective in promoting a gender-equitable work environment and delivering gender justice aims programmatically. It will identify gaps, set clear recommendations and enhance the collective capacity of CAFOD and partners to assess gender capability, set out action plans and deliver effectively.
Specific objectives (all refer to CAFOD and partners)
To assess current levels of understanding and knowledge on gender related concepts and how it relates to staff and partners work (e.g. gender sensitivity, equality and equity, gender justice, intersectionality, toxic masculinity etc)
To map existing attitudes, behaviours and organisational culture in relation to gender related power dynamics and norms
To assess the extent to which gender considerations are embedded into internal practices, policies and related support systems and the political will is there to ensure their application, promotion and effectiveness.
To identify the current challenges, barriers, gaps and areas of concern in regard to gender justice
To formulate practical recommendations to ensure that CAFOD and partners effectively address identified gaps, including creative ways to engage on attitudes, norms and behaviours.
Scope of Work
The gender audit will focus on the following issues: (1) Political will; (2) Organisational culture; (3) Staff and partners’ knowledge, attitude and perceptions and alignment with CAFOD’s corporate standards around gender/women & girls.
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Potential questions:
What knowledge do staff and partners have on gender/gender equality/gender justice/power dynamics/WAGs rights related concepts and organisational policies and procedures on gender (if they exist)?
Do staff and partners feel they have adequate understanding to address gender (in)equalities in programmes/activities or in their wider work remit?
How is gender equality perceived in the organization and individually and is there broad support or internal resistance? Are gender issues taken seriously and discussed openly by men and women?
What attitudes exist that may act as a barrier to gender equality in the workplace and in programme delivery?
Does the organisational culture, policies, procedures and processes favour or hinder gender mainstreaming? Is there accountability within the organisation for gender mainstreaming?
3. Methodology
The Consultant is encouraged to suggest innovative approaches that satisfy the objectives of the proposed work. Overall, the suggested methods should adopt a participatory approach in line with principles of Catholic Social Teachings, and work collaboratively with CAFOD programme and admin staff. The final methodology will be agreed upon with CAFOD and the Consultant and elaborated in the inception report.
The implementation phase consists of the following methods to collect, analyse and formulate the audit’s findings:
Desk review and analysis of key documents.
Consultation with relevant staff and partners through interviews, focus group discussions, self-assessments, surveys or other channels of consultation as relevant. Consultations will aim to complement information collected through the desk review and analysis and to gather further evidence.
Tabulation and analysis of the collected data. Data may be analysed using different gender analysis methodologies.
Sharing and discussing the main findings with the women and men who participated in the audit and the managers of the organisation before the final report is presented.
Collaboration on an agreed gender action plan alongside a report detailing findings and recommendations. It is requested that the consultant incorporates initial potential ideas, resources or materials for future engagement with staff and partners on raised gaps to support transformation of attitudes going forward.
Given the potentially sensitive nature of some the areas explored within the assignment, it is essential that the consultant has demonstrable qualifications and extensive experience in similar assignments, including social analysis, managing in-depth interviews, FGDs, etc. The consultant/consultants must also speak the main local languages (Shona, Ndebele).
4. Deliverables
Three (3) page max (excluding annexes) inception report with a proposed methodology and a detailed timeline.
Two detailed reports with findings from CAFOD and findings from selected partners, and a set of consolidated recommendations addressing both.
A Power Point presentation gathering main findings and recommendations both for CAFOD and partners.
A top-line Gender Action Plan for CAFOD and partners
5. Duration of the consultancy
The overall time investment is estimated at ca 20 consultant days.
6. Management and Reporting
The Consultant will report directly to the Country Representative (CR). The inception report draft should be shared with the CR for consultation and feedback.Please note that the ownership of all documentation and any material related to the Programme Launch belongs to CAFOD and cannot be used outside of CAFOD without CAFOD’s consent.
7. Indicative Timelines
Activity______________________________Proposed Timeline
Advertisement _________________________September 1st 2023
Deadline for submission of proposal________ September 15th 2023
_____________________________________September 20th – 22nd
Inception meeting with selected consultant___September 25th 2023
Submission of inception report____________September 29th 2023
Report on findings in CAFOD____________ October 31st
Report on findings in Partners____________November 15th
(including Power Point with main findings)
Preliminary Action Plan__________________Nov 15th
After Action Review with Consultant________Dec 4th
More Information
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Job Application Details
APPLICATION DETAILS
TO APPLY Proposals should be submitted via email to [email protected] no later than Sept 15th. The proposals should be accompanied by: A detailed CV with relevant experience and references A sample of similar worked conducted Any other information deemed relevant to demonstrate previous experience in similar assignments NB: Please note these ToRs are not fully exhaustive of the aspects to be investigated, and that the selected consultant will be briefed by CAFOD’s staff as relevant after engagement.
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