Background and Rationale:
In 2019, the International Labour Conference adopted the Violence and Harassment Convention, 2019 (No. 190) and its accompanying Recommendation (No. 206) which defines the term “violence and harassment” in the world of work as ‘a range of unacceptable behaviours and practices, or threats thereof, whether a single occurrence or repeated, that aim at, result in, or are likely to result in physical, psychological, sexual or economic harm, and includes gender-based violence and harassment’. C190 and R206 further recognizes the right of everyone to a world of work free from violence and harassment. The standards also recognize that such behaviours can constitute a human rights violation or abuse and extends protection to everyone who works, irrespective of contractual or migratory status, in both the formal and informal economy, workers who are volunteers, apprentices or job applicants and persons exercising the authority of an employer.
Gender Based Violence/Sexual harassment and sexual based violence are increasingly being reported at workplaces and in the community predisposing people to among other issues, HIV. It is critical for the government, employers and workers to remain engaged in mitigating against violence at work and in particular sexual harassment and Sexual and Gender Based Violence (SGBV) prevention and protection as a key strategy for HIV mitigation, enhancing employee performance and productivity. The COVID-19 Pandemic has further exacerbated the situation with increasing cases of SGBV.
Current patterns of work and living conditions, encourage migration or working in high-risk conditions, and situations of poverty and social exclusion, which commonly drive sexual exploitation, making both male and female workers vulnerable to HIV. Kenya has legislation protecting workers and communities from GBV, sexual harassment and exploitation. Workplaces too have policies relating to sexual and gender based harassment/violence but the vice still remains with many workers failing to report due to fear of retaliation and unclear mechanisms for reporting. This makes it imperative to conduct an assessment to understand the magnitude of the situation and raise awareness among employers and workers on its existence and advise on existing/restructuring of mechanisms for recourse. Many workplaces have policies that are aligned to existing legislation with zero tolerance of workplace harassment, sexual harassment and abuse of authority however there could be a gap in their dissemination and implementation leaving workers vulnerable.
In 2019, the UN Joint Team on HIV partnered with Kilifi and Makueni counties to scale up HIV services. ILO was tasked to enhance uptake of HIV services in the world of work through the VCT@WORK initiative in collaboration with the Central Organization of Trade Unions in Kenya. Workers particularly in the construction and transport sectors verbally gave reports of sexual harassment in their course of duty triggering interest to further assess the situation. The proposed assessment will therefor enable for a deeper understanding of the GBV/Sexual Harassment situation in workplaces in one of the two counties, review existing policies and recommend sustainable structures and measures for preventing and dealing with GBV/Sexual Harassment at the workplace.
To conduct a rapid assessment on Gender Based Violence/Sexual Harassment at workplaces
Specifically, the assessment seeks to:**
- Deepen understanding of the GBV/Sexual Harassment situation in workplaces
- Review existing policies, HR manuals, guidelines, reporting tools and training materials on GBV/SH at the workplace
- Understand the mechanisms for reporting issues of GBV/ sexual harassment and access to justice
- Recommend sustainable structures and measures for preventing and dealing with GBV/Sexual Harassment at the workplace.
- The assessment will use both primary and secondary data.
- Desk review to include of existing reports, relevant studies, legislations/treaties, strategic and policy frameworks on SGBV, Collective Bargaining Agreements, Occupational Safety and Health (OSH) protocols/policies.
- Development of survey tools, interview guides
- Conduct key informant interviews, collect data using individual questionnaires/survey tools, Focus Group Discussions
- Data analysis and compilation
- Report compilation and submission
Innovative approaches will be utilized to ensure adherence to COVID-19 protocols.
· Inception Report outlining the detailed methodology/work-plan, assessment tools – survey questionnaire, key informant interview and group discussion guides), list of potential stakeholders and report outline.
· Sampling Frame
· Data collection tools
· Preliminary Report
· Final Report
Qualifications and Experience
The consultant is expected to have:
· Relevant advanced degree (social sciences/public health/gender, development studies)
· Ten years experience in the field of gender, HIV, OSH, health and wellness with an inclination to workplaces.
· Good presentation and communication skills both orally and in writing,
· Good computer skills
· Good digital communication, tools/surveys skills
· Good research/data analysing skills
· Excellent report writing skills
· Experience in working with UN agencies will be an added advantage
How to apply
Interested applicants should submit their technical and financial proposal and capability statement/detailed Curriculum Vitae to: firstname.lastname@example.org
The financial proposal should be all-inclusive and include a breakdown (professional fees, travel related expenses, communications, utilities, consumables, insurance, etc.)
Deadline for application is 3rd October 2021.