Background:

UN Women exists to advance women’s rights, gender equality and the empowerment of all women and girls. As the lead UN entity on gender equality and secretariat of the UN Commission on the Status of Women, we shift laws, institutions, social behaviours and services to close the gender gap and build an equal world for all women and girls. Our partnerships with governments, women’s movements and the private sector coupled with our coordination of the broader United Nations translate progress into lasting changes. We make strides forward for women and girls in four areas: leadership, economic empowerment, freedom from violence, and women, peace and security as well as humanitarian action. UN Women keeps the rights of women and girls at the centre of global progress – always, everywhere. Because gender equality is not just what we do. It is who we are. 

A global champion for women and girls, UN Women was established to accelerate progress on meeting their needs worldwide. UN Women supports UN Member States as they set global standards for achieving gender equality and works with governments and civil society to design laws, policies, programmes, and services needed to implement these standards. It stands behind women’s equal participation in all aspects of life, focusing on five priority areas: increasing women’s leadership and participation; ending violence against women; engaging women in all aspects of peace and security processes; enhancing women’s economic empowerment; and making gender equality central to national development planning and budgeting. UN Women also coordinates and promotes the UN system’s work in advancing gender equality. 

UN Women in Georgia supports state and non-state partners towards the achievement of substantive gender equality in Georgia. In line with national and international commitments, UN Women works on the levels of policies and legislation, institutions and grassroots, in order to achieve transformative results for increased gender equality and greater protection of the rights of women and girls. 

Women’s economic empowerment (WEE) is a transformative, collective process through which economic systems become just, equitable and prosperous, and through which all women enjoy their economic and social rights, exercise agency and power in ways that challenge inequalities and level the playing field and gain equal rights and access to ownership of and control over resources, assets, income, time and their own lives. The key elements of economic empowerment are equal rights and access to ownership and control over resources; agency, power and autonomy; and policies, institutions and norms.1 

Women’s rights to economic equality and opportunities are enshrined in a number of multilateral normative frameworks, including CEDAW and the Beijing Platform for Action.  The economic empowerment of women - to succeed and advance economically and to make and act on economic decisions - is a cornerstone of the Sustainable Development Goals (SDGs), as reaffirmed also by the Agreed Conclusions of the 61st Commission on the Status of Women (2017). The UN Secretary General’s High Level Expert Panel on Women’s Economic Empowerment has outlined an action agenda to accelerate progress, with key steps tailored to different sets of actors and seven drivers that can create enabling environment to accelerate the impact (2018).2 

UN Women Country Office in Georgia with the generous support of the Swiss Agency for Development and Cooperation (SDC) and Austrian Development Agency (ADA) is implementing the third phase of the “Women’s Economic Empowerment in the South Caucasus” (WEESC) project. The project’s overarching goal is to ensure that women, particularly the poor and socially excluded, in Armenia, Azerbaijan and Georgia are economically empowered and participate in relevant decision-making. The WEESC project applies a holistic approach to reach this goal, enabling linked interventions at three levels: grassroots, policies and legislation, and institutions. The chosen approach and the implementation of the WEE agenda in the South Caucasus during Phase I (2018-2021) and Phase II (2021-2024) of the WEESC project served as a catalyst for action at all levels and supported the state and non-state partners towards the achievement of substantive gender equality in all three countries (Georgia, Armenia and Azerbaijan). Phase III of the project is implemented for two years, from 2024 till 2026.  

Women in Georgia face significant barriers that impede their full economic participation. Specifically, they encounter challenges related to labor force participation, equal pay, managerial representation, entrepreneurship, and access to various assets, resources and finance. These persistent gaps are deeply rooted in entrenched gender norms and social structures, such as the unequal distribution of care responsibilities and insufficient social protection and childcare services, which further hinder women’s economic empowerment. 

Women’s disproportionate shouldering of unpaid care work constitutes a root cause of their economic and social disempowerment. The large gender gaps in time spent on unpaid care work translate into parallel gaps in paid work time and systematically generate gender inequalities across a wide range of market outcomes. In Georgia, the recent Time Use Survey (TUS) indicates that women spend five times more time on unpaid domestic and care work than men. This disparity is also reflected in women’s economic inactivity rate. In 2025, women’s labour force participation rate was only 44.2%, representing a significant 22.1 percentage point gap compared to men’s participation rate of 66.3%. Alongside the unequal distribution of care responsibilities, limited access to public care services is another key factor behind women’s economic inactivity. Global studies show a clear link between unpaid care work, gender equality, and women’s economic empowerment. Expanding care services can accelerate economic growth through higher women’s labour force participation, increased revenues, expanded consumption and livelihood opportunities, and job creation in both care and non-care sectors.

In this context, UN Women Georgia Country Office conducted the study Public Investment in Care Services in Georgia, based on the UN Women/ILO Guide to Public Investments in the Care Economy. The study applied the policy tool to Georgia, focusing on early childhood care and education (ECCE) services and long-term or rehabilitative care (LTC) for older persons and people with disabilities. To support the dissemination and implementation of the findings, there is a need for capacity-building presentations, training sessions and workshops, as well as multistakeholder dialogues involving relevant national stakeholders.

Furthermore, the gender pay gap remains a significant challenge for women in Georgia. According to 2024 data, the unadjusted monthly gender pay gap, which does not account for demographic or job-related characteristics, stood at 32%.[1] Even with equal educational achievements and professional backgrounds, women earn less than men.[2] The gender pay gap in Georgia’s labor market is one of the fundamental causes of women's low economic participation and also a key factor contributing to poverty and economic insecurity. Georgia has ratified the ILO Equal Remuneration Convention, 1951 (No. 100), which mandates equal pay for work of equal value. To support gender equality in the workplace, a methodological document on the principle of equal pay in labor relations—the Equal Pay Review and Reporting (EPRR) Methodology—has been developed by ISET with guidance from UN Women.

Private sector companies play a critical role in promoting and upholding pay equity in Georgia. To support gender equality in the workplace, the UN Women in Georgia has been actively working with private sector companies to enhance their understanding of gender equality, including pay equity. In 2025, UN Women conducted training programme for the private sector on pay equity and the EPRR methodology. However, further steps are necessary to assist private sector companies in implementing effective pay equity monitoring mechanisms, tracking progress, and adopting measures to achieve pay equity within their organizations.

Within the framework of its Women’s Leadership in Decision-making portfolio, UN Women is implementing “Women’s Increased Leadership for Democracy in Georgia” (WILD) project. The project is generously supported by the Swiss Agency for Development and Cooperation (SDC) and aims to promote women’s leadership and advance gender equality as key drivers for democracy and inclusive development in Georgia. Within the framework of the WILD project, UN Women, will be launching the Leadership Academy - a flagship initiative dedicated to cultivating and inspiring a new generation of leaders committed to the values of gender equality, women’s empowerment, and social justice. The Academy will welcome both women and men from a wide range of sectors - government, civil society, academia, the private sector. Through a carefully designed curriculum, participants will gain knowledge, skills, and practical tools to champion women’s leadership and advance gender equality in their respective fields and communities, ensuring impact across diverse sectors and all walks of life.  In this connection, UN Women will engage a multi-disciplinary team of trainers and experts to design and deliver the Leadership Academy curriculum. 

To support these initiatives, the UN Women Country Office (CO) in Georgia seeks to engage a local consultant to support activities on gender equality and women’s economic empowerment, including work on the care economy, and pay equity. The consultant will be reporting to UN Women Programme Analyst and Project Analyst and will be supported by UN Women Project Assistant, who will be the point of contact on the contract and payment issues.

Description of Responsibilities/ Scope of Work

The national consultant will be responsible to: 

  1. Design and Preparation of Learning Content on Economics of Gender Justice
  • Hold an inception and internal alignment meeting with UN Women to confirm objectives, timeline, target audience, learning outcomes, deliverables, stakeholder engagement, and coordination modalities for the Leadership Academy and related capacity‑building activities.
  • Coordinate with other trainers and experts identified by UN Women to ensure complementarity of content, avoid duplication, and enable a coherent and integrated learning experience.
  • Design a structured and interactive learning module on the economics of gender justice, linking women’s economic empowerment, care economy, pay equity, and leadership.
  • Develop complete facilitation materials, including: 
  • Facilitator notes with clear session flow and key messages;
  • PowerPoint presentations;
  • Discussion questions and practical case studies;
  • Handouts or reference materials for participants.
  1. Facilitation of Interactive Learning Session(s) on the Economics of Gender Justice
  • Facilitate at least one 90–120 minute interactive session as part of the UN Women Leadership Academy or related learning platforms.
  • Apply participatory adult‑learning methodologies, including moderated discussion, case‑based learning, and reflective exercises.
  • Support participants in understanding the links between unpaid care work, economic inequality, gender norms, leadership, and policy responses.
  • Capture key discussion points, emerging insights, and participant feedback to inform future programming and learning design.
  1. Technical Support for Equal Pay Review and Reporting (EPRR) Capacity Building
  • Contribute to the delivery of training and mentoring activities for private sector partners on the Equal Pay Review and Reporting (EPRR) methodology.
  • Clearly explain: 
    • The rationale and importance of pay equity and compliance with international labour standards;
    • Core principles, variables and indicators of the EPRR methodology;
    • Practical steps for applying the EPRR tool within organizations;
    • Common challenges and alternative methods for assessing equal pay.
  • Support participating companies in understanding how to interpret findings, track progress over time, and identify actionable measures to address pay gaps.
  1. Delivery of Broader Capacity‑Building and Awareness Raising on Gender Equality and Economic Development
  • Design and deliver targeted presentations, workshops, or multi‑stakeholder dialogues related to: 
    • Gender equality and economic development;
    • Care economy and public investment in care services;
    • Women’s labour force participation and economic agency.
  • Tailor content to diverse audiences (e.g. private sector, civil society, public institutions, programme partners), ensuring clarity, relevance and evidence‑based messaging.
  • Integrate national data, UN Women analytical work, and international frameworks (CEDAW, SDGs, CSW Agreed Conclusions) into presentations and discussions.
  • Provide concise summaries or inputs from activities, as required.

Deliverables

  • Deliverable 1: Progress Report 1 – covering duties and responsibilities spelled out above (submitted to UN Women by June 15, 2026).
  • Deliverable 2: Progress Report 2 - covering duties and responsibilities spelled out above (submitted to UN Women by September 11, 2026).
  • Deliverable 3: Progress Report 3 – covering duties and responsibilities spelled out above (submitted to UN Women by December 1, 2026).

Up to 20 working days, payment will be proceeded upon submission of deliverables.

Consultant’s Workplace and Official Travel

This is a home-based consultancy, no travel is required outside Tbilisi.

[1] The National Statistics Office of Georgia (2024). Available at: https://www.geostat.ge/en/modules/categories/39/wages

[2] UN Women, Country Gender Equality Profile Georgia (2023). Available at: https://georgia.unwomen.org/sites/default/files/2024-04/cgep_eng_web_1.pdf

Competencies :

Core Values:

  • Integrity;
  • Professionalism;
  • Respect for Diversity.

Core Competencies:

  • Awareness and Sensitivity Regarding Gender Issues;
  • Accountability;
  • Creative Problem Solving;
  • Effective Communication;
  • Inclusive Collaboration;
  • Stakeholder Engagement;
  • Leading by Example.

Please visit this link for more information on UN Women’s Values and Competencies Framework: 

Functional Competencies:

  • Technical credibility in delivering training
  • Excellent presentation/public speaking skills
  • Partnerships building
  • Negotiation 
  • IT literacy 

Required Qualifications:

  • Master’s degree in Social Sciences, Economics, Gender/Women’s studies, or a related field is required
  • A first-level university degree in combination with seven (7) additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

  • At least 5 years in case of Master’s or 7 years (Bachelor’s degree) of professional experience in gender economics, care economy, pay equity and other related fields
  • Sound understanding and technical knowledge of statistics including familiarity with key statistical concepts, techniques, and methodologies used in data analysis
  • Proven track record of working with data analytics tools, with experience in data analysis, and visualization
  • Experience in conducting training sessions 
  • Prior experience in developing tools for gender statistics and indicators will be considered a distinct advantage
  • Prior experience in conducting tasks similar to the ones outlined in this ToR with UN/EU agencies in Georgia will be considered a distinct advantage

Languages:

Fluency in English and Georgian is required.

Statements:

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.
 

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