Hivos Consultancy to Develop and Review Tools, Policies and Practices to Inform the Model Workplace Sexual Harassment Project– Sexual Harassment Work - Kenyan Jobs Blogspot :: The best career opportunities in Kenya

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Sep 30, 2016

Hivos Consultancy to Develop and Review Tools, Policies and Practices to Inform the Model Workplace Sexual Harassment Project– Sexual Harassment Work

[email protected] Campaign: Supporting the Implementation of the Model Sexual Harassment Policies in the Flower Sector of Eastern Africa
Call for Expression of Interest: Consultancy to Develop and Review Tools, Policies and Practices to Inform the Model Workplace Sexual Harassment Project – Sexual Harassment Work (October 11, 2016 to February 5, 2017)
About Hivos: Hivos is an international non-governmental organization that seeks new solutions to persistent global issues. 

With smart projects in the right places, Hivos opposes discrimination, inequality, abuse of power and the unsustainable use of our planet’s resources. Hivos seeks to contribute to both a counterbalance in power as well as structural change.

Thus, Hivos cooperates with innovative and progressive citizens, businesses, civil society organizations and governments in order to foster sustainable economies and inclusive societies. 

Hivos is a not-for-profit organization, registered in The Hague, The Netherlands, with 5 regional offices across the world.
The [email protected] Campaign: The [email protected] Campaign anchors most of Hivos’ substantive work on Corporate Accountability. 

Founded in 2012, the [email protected] Campaign aims to contribute to decent work for women who earn their living through global production chains, most notably: flowers, fruits, vegetables and pulses, grown for the export market. 

The Campaign involves Southern partners spread over Kenya, Uganda, Tanzania and Ethiopia, Rwanda, Zimbabwe, Zambia and Malawi, enlisting both local and international partnerships (CSOs; Businesses; Governments, certification bodies, trade unions, the media and citizens), working together to improve work-place conditions for women. 

The Campaign has adopted a number of core strategies, including: promoting an effective social certification regime; contributing to law and policy reform; building the capacities of workers and workers’ representatives; and, promoting engendered corporate social responsibility. 

It is supplement by a consumer advocacy component in The Hague, aimed at promoting “ethical consumerism,” and proactive engagement with Northern governments.
Background: The Model Workplace Sexual Harassment Policy
In 2013, a number of civil society organizations and a trade union conducted baseline studies on the rampancy of sexual harassment in the cut flower farms of Kenya (Conducted by Workers Rights Watch – WRW), Uganda (Conducted by Uganda Workers’ Education Association – UWEA), Tanzania (Conducted by Tanzania Plantation and Agricultural Workers’ Union - TPAWU) and in Ethiopia (Conducted by the National Federation of Farm, Plantation, Fisheries Agro-Industry Trade Union – NFFPFATU).
The studies revealed that sexual harassment in the work-place was common, yet widely unacknowledged. This wall of silence meant that the sector did not consider sexual harassment a challenge to which it should address itself. Many flower farms did not have workplace sexual harassment policies, even though municipal laws required that they do. 

Some of the farms that had sexual harassment policies did not have strong and viable structures for implementing the said policy. In certain farms, the available policies were sorely inadequate. 

To compound matters, in a number of labour catchment communities, sexual harassment was not seen as amounting to an offence or an infraction worthy of losing one’s job, standing in society, or marriage, over. 

Lastly and most challenging, there was a near universal lack of knowledge and understanding about the meaning, scope and effects of sexual harassment.
In 2015, the above organizations, with funding from Hivos and in collaboration with Women Working Worldwide (WWW), developed model workplace policies for the sector in their respective countries. 

The policy would define sexual harassment and spell out the measures required for its implementation at farm level as well as the structures responsible for aspects of ensuring its implementation. 

In partnership with flower growers and other stakeholders, the four organizations from Kenya, Uganda, Tanzania and Ethiopia, lobbied for and supported the implementation of these policies in participating pilot farms across Kenya, Uganda, Tanzania and Ethiopia. 

Workers, supervisors and managers were sensitized on the substantive scope of the policy as well as the broad context of sexual harassment and its effects. 

The Gender Committees in the respective farms were also trained on how to handle reported cases as well as their broader functions in regards to addressing sexual harassment in the workplace. 

Ultimately, the duty of implementing the policy would fall upon the management through the management structures and the Gender Committee. The workplace shop stewards would be tasked with monitoring the implementation of the policy, on a day to day basis.
In Kenya, from March to December 2015, Workers Rights Watch (WRW) and Women Working Worldwide (WWW) – supported by Hivos – working in collaboration with Kenya Flower Council (KFC), Fairtrade Africa and 6 flower farms in Kenya, co-developed the model sexual harassment policy as part of a pilot project implemented in 7 flower farms of Kenya. 

The project’s aim was to develop participatory and sustainable workplace structures that protect women workers from sexual harassment.
Following the close of the pilot project, marked milestones towards protecting workers from sexual harassment have been registered. 

There is a general acknowledgement of the presence – latent or open – of sexual harassment in the work-place and an emerging consensus that the sector should collaboratively tackle the problem. 

The pilot project is a step towards the development of sustainable structures at the workplace for addressing sexual harassment, in line with the law. 

The process has yielded a number of best practices to be consolidated and advanced. It has also exposed structural, legal and policy challenges that need to be addressed.
As part of the project evaluation, Hivos and partners have identified the need to establish a peer learning framework amongst flower growers within and without the respective countries of focus. 

There is also need to establish an adaptable self audit checklist and an implementation monitoring framework, to aid in the implementation of the project. 

Ultimately, for a sustainable system that addresses sexual harassment in the sector, the policy and methodology needs to be integrated into company operations and practice. 

A peer accountability framework would enable the sector to regulate itself while vigilance by civil society organizations and workers - including the application of the collective bargaining agreements in entrenching sexual harassment protections – would provide a constant challenge to growers to improve upon workplace systems. 

The pilot project also revealed that there is need to align a host of other stand-alone work-place policies to accord with the objective of promoting a sexual harassment free workplace. 

Lastly, whereas emphasis has largely been on reforming the workplace culture, the cultural influence of the labour catchment community upon workers in flower farms needs to be addressed through programmes targeting communities.
Next Steps
From 2016 to 2018, Hivos, Fairtrade Africa and Kenya Flower Council will be promoting a sector-wide uptake of the policy across the larger floriculture sector of Kenya. 

The lessons and locked in gains from the pilot project will be used for the purpose of developing the next phase. The project will also be implemented in Uganda, Tanzania, Rwanda and Ethiopia.
To support the upscaling of the project and to integrate lessons learnt from the previous phase, Hivos is commissioning a consultancy with the aim of developing materials and structures that support the roll out of the new project. 

The sexual harassment policy, jointly developed by a panoply of sector players requires revision to reflect learning. Moreover, the project methodology needs to be clarified and documented to ease integration by growers and other actors.

Specific Objectives of the Consultancy
  1. To revise the existing model sexual harassment policy in light of developments, learning and opportunities identified;
  2. To develop and document a clear project methodology to guide implementation and future uptake and upscaling;
  3. To design a peer learning framework amongst flower farms in the respective countries of operation as well as between flower farms in different countries;
  4. To identify opportunities for achieving complementarity with project objectives by analyzing other relevant workplace policies and practices and making recommendations for aligning the implementation of these policies.
  5. Support the uptake of the project across the flower sector in Tanzania, Ethiopia and Rwanda by supporting identified Hivos partners and/or grantees in designing projects on protecting workers from sexual harassment.
For this reason, Hivos is contracting a consultant upon the following broad TORs:

Output / Deliverable
No. of Days
Develop an inception report
Inception Report
From 11th to 17th Oct.
Consultatively refine the Model Sexual Harassment Policy by incorporating recommendations and lessons learnt during the pilot and review phases from Eastern African experience.
This includes the revision of the Sexual Harassment policy in light of - Including but not limited to - Good practice; Procedure; Confidentiality; and, Due Process.
Revised Model Sexual Harassment Policy
By November 15th 2016
Develop and document a clear Project Methodology with regard to practicality; sustainability; monitor-ability.
Project Methodology
By November 15th 2016
Study and recommend relevant workplace policies and guidelines that need to be clearly aligned and associated with the policy on sexual harassment and propose mechanisms for their inclusion in the latter context.
Report identifying workplace issues that are relevant to the subject of sexual harassment and recommendations on how to include these policy questions in the sexual harassment discourse and redress structures (10 pages)
By November 15th 2016
Support the development of an intra-country and inter-country peer learning framework for flower sector actors in the Eastern African region.
To do this, the Consultants will need to convene strategic caucuses with stakeholders and partners and undertake documentary/literature review.
Peer Learning framework Plan for Kenya, Uganda, Tanzania, Ethiopia and Rwanda (20 page maximum)
By 12th November 2016
Support Campaign partners in Ethiopia, Tanzania and Rwanda in designing and developing their respective projects with the aim of protecting women workers from sexual harassment in the workplace.
Project Concepts from Ethiopia, Tanzania and Rwanda that draw from the Model Sexual Harassment workplace policy and methodology and peer accountability framework.
Between January 15th 2017 and February 5th 2017

Total Projected Number of Days


Submission Guidelines

Interested parties should submit their technical proposal by 17:00 on Thursday 6th October 2016 to [email protected] 

The Expression of Interest should include:
  • Cover letter demonstrating the applicant’s profile, capacity to execute the task and relevant experience.
  • Overview of the assignment as consultant understands it
  • The approach(es) to be applied in carrying out the assignment
  • A comprehensive budget covering professional fees and expenses related to carrying out the assignment
  • Detailed activity timeline for undertaking the assignment
  • A list of previously conducted evaluation assignments.

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