Gender Audit Consultant (DRC-DDG)

Kabul

Organization: DRC - Danish Refugee Council
Location: Kabul
Grade: Consultancy - Consultant - Contractors Agreement
Occupational Groups:
- Accounting (Audit, Controlling)
- Women's Empowerment and Gender Mainstreaming
- Internal audit, Investigation and Inspection
- Mine Action and Weapon Contamination
Closing Date: Closed

Who are we?

1. BACKGROUND AND RATIONALE

Danish Refugee Council-Danish Demining Group (DRC-DDG) has been operational in Afghanistan over two decades and is highly committed to provide inclusive assistance to people affected by conflict and displacement. The organization’s programmatic strategy rests on three main pillars.

Within the “Responding to Emergency” platform, DRC-DDG aim to ensure that lives are not only saved and affected people receive adequate assistance but dignity of both women and men is safeguarded. Within “Responding to Protracted Displacement”, DRC-DDG is concerned with eliminating discrimination that results from displacement, especially to strengthen women’s and men’s legal, material and physical safety, including promotion of safe behavior with UXOs and landmines. The third platform, “Addressing Root Causes”, supports initiatives aimed at improving adherence to human rights and rule of law as well as conflict prevention through mediation and armed violence reduction. These include, but are not limited to, steps leading to eradication of gender-based and sexual violence; reduction of risks posed by explosive ordinance; and support to establishing and strengthening sustainable livelihoods and community economic development.

As part of the 2018 Annual Programme Review, it was concluded that more efforts should be made by DRC-DDG in Afghanistan in outlining its vision on contributing to women’s human rights, better understanding how these human rights are interpreted and integrated within three existing programmatic platforms and what specific commitments DRC-DDG can make to ensure not only women’s equitable access to services provided by the organization but also more strategic engagement by DRC-DDG in contributing to the developmental objectives concerning women’s equality with men in Afghanistan as stipulated in various human rights frameworks, including but not limited to Convention of the Elimination of all Forms of Discrimination against Women (CEDAW) and the Sustainable Development Goals.

DRC-DDG is currently looking for qualified candidates to carry out an analysis of its organizational structures and processes as well as its programmatic interventions to identify opportunities for further improvement of organizational commitments and strategic clarity on gender equality objectives within its current country strategy (2016-2020).

About the job:

2. OBJECTIVES AND PLANNED OUTCOMES

The objective of this gender audit is to enhance the collective capacity of the DRC-DDG in Afghanistan to examine its activities from a gender perspective in its particular operational context and given its specific humanitarian mandate and to identify strengths and weaknesses in promoting gender equality issues. The audit should help DRC-DDG to improve programmatic planning, set a mechanism to monitor and assess the progress made in gender mainstreaming, while also building organizational capacities in understanding gender issues affecting its mission in Afghanistan leading to increased organizational ownership for gender equality initiatives.

The audit is envisioned as a participatory exercise involving the organization’s various interconnected units, including, but not limited to, field operations throughout the country. The final product should include actions to be undertaken at organizational, unit as well as individual levels.

3. SCOPE OF WORK

The gender audit will focus on the review of the following dimensions:

Programming Dimensions	Type of Information Sought
Programme Planning & Design	The extent to which gender sensitive organizational procedures and methods are in place and are used to conceptualize and design development and humanitarian assistance projects; The level to which DRC-DDG programming responses to women’s and girls’ immediate needs and long-term strategic interests and incorporates women’s empowerment across 3 strategic platforms of interventions and specific thematic areas in which DRC-DDG engage in Afghanistan.
Programme Implementation	The extent and intensity of gender responsive implementation of field projects.
Monitoring & Evaluation	The extent and intensity with which gender disaggregated data and information is incorporated in the monitoring and evaluation of organizational projects and their outcomes. The existence of systematic documentation of good practices towards the achievement of gender equality.
Technical Expertise	The extent and frequency of technical gender expertise in the organization.
Partner Organizations	The extent to which gender equality is integrated in partners’ strategies.

Organizational Dimensions	Types of Information Sought
Gender Policy	The nature, quality, extent and intensity of support for the organization’s gender policy. The level of leadership and commitment to organisational gender mainstreaming and gender equality by senior management. The level of inclusion of gender equality commitments and outcomes in country programme, their regular monitoring and actions taken.
Staffing	The extent of gender balance in organizational staffing patterns and the level of decision-making by female staff (coordination and field offices). Attitudes towards and capacity of male and female staff to apply gender mainstreaming effectively in day-to-day activities and in strategic decision.
Advocacy, Marketing and Communications	The quality and extent of gender sensitivity in the organization’s communications and advocacy campaigns.
Organizational Culture	The extent and intensity of gender sensitivity in the organizational norms, structures, systems, processes and relations of power (coordination and field units).
Human Resources	The level, extent and intensity of gender sensitive human resource policies, family friendly policies, and gender considerations in hiring and personnel reviews.
Financial Resources	The level and extent of organizational resources budgeted to support gender equality efforts.

4. KEY DELIVERABLES

Methodological plan, tools and time-frame
Briefing session during the process of data collection
Final report, including recommendations and action plan
Debriefing session with Senior Management Team

5. TENTATIVE TIME-FRAME

The selection process will take place in October 2018. The gender audit, including the final report, action plan and debriefing with SMT should take place not later than 31 December 2018.

6. HOW TO APPLY

Qualified consultant firms or individual applicants may submit their letter of interest (LoI) along with an estimated budget, a short resume outlining applicant’s expertise and a rough outline of methodological approach by 15th October, 2018. The applicants must include all envisaged expenses related to conducting gender audit in their LOI. The selected applicant will be contacted and a contract will be signed by 31st October 2018.

Submission process: Proposals, not longer than 5 pages (excluding annexes), should be submitted not later than 4 PM (Afghanistan time-zone) on 15th October, 2018 in soft copy to the email address: gm.afghanistan@drc-afg.org stating “Gender Audit” in the email subject line. Only short-listed applicants will be contacted for further inputs, in necessary. DRC-DDG reserves the right to reject any or all proposals if they do not match with the requirements without any claim to reimburse the costs of submission by applicants.

7. CONTACT PERSON

Further inquiries may be made using the following email address: marcela.ondekova@drc.ngo.

This vacancy is now closed.
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