International Consultant on Adjusted Gender Pay Gap and Analysis of Gender Inequality in the Labour Market in Georgia
home based with travel to tbilisi
United Nations Entity for Gender Equality and the Empowerment of Women (UN Women), grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. Placing women’s rights at the centre of all its efforts, the UN Women leads and coordinates United Nations system efforts to ensure that commitments on gender equality are translated into action throughout the world. It provides strong and coherent leadership in support of Member States’ priorities and efforts while building effective partnerships with civil society and other relevant actors.
UN Women Georgia is implementing Women’s Economic Empowerment in the South Caucasus (WEESC) Project with support from the Swiss Agency for Development and Cooperation (SDC). The project’s 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. Output 3 of the stated project aims at improving the capacity of government and public institutions develop and deliver gender-responsive programmes, public services, strategies and plans for women’s economic empowerment in Armenia and Georgia. Upon request from the National Statistics Office of Georgia (GEOSTAT), UN Women is providing the technical assistance to in analyzing the Labor Force Survey (LFS) 2017/2018 data to determine the adjusted gender pay gap based on the 2017 and 2018 data. The adjusted gender pay gap will control for the individual characteristics of the employee such as education, work experience occupation etc. In addition, UN Women will also be conducting a gender analysis of the LFS data.
The Convention on the Elimination of all Forms of Discrimination against Women (CEDAW) states men and women should have “the rights to equal remuneration, including benefits, and to equal treatment on respect of work of equal value, as well as equality of treatment in the evaluation of the quality of work” (CEDAW, Art.11, d). The CEDAW Committee also requested the government of Georgia provide information in its 4th and 5th periodic report (to be reviewed in July 2014) on any steps taken towards giving full legislative expression of the principle of equal pay for the work of equal value in order to comply with Article 11 of CEDAW (List of issues and questions in relation to the combined 4th and 5th PR of Georgia, CEDAW/C/GEO/4-5, 25 October 2013, Geneva).
UN Women Publication Gender Equality in the 2030 agenda for Sustainable Development states that employment is one of the critical mechanisms through which the benefits of the economic growth and the costs of the crisis are distributed. Women’s access to work and gender equality in employment are the essential measures of inclusive growth. They increase women’s agency, provide the long-term benefits for the household welfare and reduce the risks of poverty. Still, women are more likely not to participate in paid employment and if they participate, they have higher chances to have the unprotected and poorly remunerated jobs.
Different organizations have developed methodologies to measure gender pay gap. Thus, for example, according to OECD gender wage/ pay gap (in unadjusted form) is measured as the difference between male and female earnings expressed as a percentage of male earnings. The extent of the gap varies with the position of men and women taken as reference in the distribution of earnings. According to EUROSTAT that compares statistical data and trends in GPG in the EU member states, the unadjusted Gender Pay Gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. Adjusted pay gap controls for the individual characteristics of the employee such as education, work experience occupation etc.
It is against this background that UN Women Georgia seeks to engage an international consultant to:
- In collaboration with GEOSTAT and UN Women refine the methodology for analyzing the adjusted gender pay gap based on Labor Force Survey (2017, 2018 waves) and calculate the adjusted gender pay gap; and
- Conduct a gender analysis of the LFS using the 2018 data focusing on variables relevant to gender-related work inequality with the special focus on SDG indicators.
Duties and Responsibilities
The consultant will be responsible for the following:
- Conduct the desk / literature review of the best practices on analyzing the gender pay gap, adjusted gender pay gap and the measurement of SDG-related indicators of gender-related work inequality;
- Develop the methodology in line with internationally recognized and comparative methodologies (OECD, EUROSTAT) for calculating the adjusted gender pay gap based on LFS Georgia 2017/2018;
- Analyze the adjusted pay gap based on the LFS Georgia 2017/2018;
- Share the methodology for analyzing the adjusted pay gap with the assigned GEOSTAT staff and UN Women and provide training on the methodology as required;
- Provide a written guide of the methodology developed and utilized for analyzing the adjusted pay gap in English;
- Provide any other support related to the assignment based on the GEOSTAT or UN Women request;
- Develop the methodology for gender analysis of LFS Georgia 2017/2018 in cooperation with the UN Women Georgia team;
- Conduct the gender analysis of LFS 2017/2018 with the special focus on SDG-related indicators;
- Present the draft research report / paper at a validation meeting with relevant partners;
- Finalize report based on inputs from UN Women and relevant partners.
Key Deliverables and Timeframe:
- Detailed work plan (1 working day, home based, 21 December 2018);
- The desk / literature review of the best practices on analyzing the gender pay gap, adjusted gender pay gap and the measurement of SDG-related indicators of gender-related work inequality (4 working days, home based, 30 January 2019);
- The initial methodology in line with internationally recognized and comparative methodologies (OECD, EUROSTAT) for calculating the adjusted gender pay gap based on LFS Georgia 2017/2018 (2 working days, home based, 30 January 2019);
- The analysis of the adjusted pay gap based on the LFS Georgia 2017/2018 (2 working days, home based – 15 March 2019);
- The finalization of the analysis of adjusted pay gap and cooperation with the GEOSTAT (4 working days, Tbilisi, Georgia, 30 April 2019);
- Finalization of written guidelines for methodology of adjusted pay gap (1 working day, home based, 30 April 2019)
- Developing the initial methodology of gender analysis of LFS 2017/2018 (2 working days, Tbilisi, Georgia, 30 April 2019);
- The draft analysis of report on gender analysis of LFS 2017/2018 with the special focus on SDG-related indicators (5 working days, home based, 30 June 2019);
- Incorporate UN Women inputs and prepare a draft presentation of the analysis and findings for a validation meeting (2 working days, homebased, 31 July 2019;
- After incorporation of UN Women inputs, deliver a presentation of the analysis and findings at a validation meeting (1 working day, Tbilisi, Georgia, by 15 September 2019);
- Finalization of report on gender analysis of LFS 2017/2018 with the special focus on SDG-related indicators (1 working day, home based,30 September 2019);
The timeframe for the work of the consultant is tentatively planned in the period of 7 December 2018 – 30 September 2019, for 25 working days, 7 working days will be in Tbilisi Georgia and 18 working days will be home-based. The consultant will be asked to travel to Georgia twice – in April 2019 for 5 working days and in September 2019 for 2 working days (exact dates to be determined).
- Respect for Diversity
- Awareness and Sensitivity Regarding Gender Issues
- Creative Problem Solving
- Effective Communication
- Inclusive Collaboration
- Stakeholder Engagement
- Leading by Example
Please visit this link for more information on UN Women’s Core Values and Competencies: http://www.unwomen.org//media/headquarters/attachments/sections/about%20us/employment/un-women-employment-values-and-competencies-definitions-en.pdf
Required Skills and Experience
- University degree (Master’s) in statistics, mathematics, economy or related discipline (PhD will be preferred);
- At least five years of working experience on statistical issues/ surveys;
- At least five years of working experience on gender statistics/ gender pay gap;
- Previous experience in working with people of different background, cultures and languages on statistics and data collection and analysis;
- Fluency in written and spoken English.
The candidates will be evaluated against the following technical and financial criteria:
- University degree (Master’s or PhD) in statistics, mathematics, economics or related discipline (max 70 points);
- At least five years of working experience on statistical issues/surveys preferably demonstrated by the publications in peer-reviewed academic journals (max 70 points);
- At least five years of working experience on gender statistics/gender pay gap, preferably demonstrated by the publications in peer-reviewed academic journals (max 70 points);
- Technical proposal / work plan (90 points);
- Previous experience in working with people of different backgrounds, cultures and languages on statistics and data collection and analysis (25 points);
- Fluency in written and spoken English (max 25 points).
Maximum total technical score amounts to 350 points. Only candidates who have passed over the minimum qualification criteria and have accumulated at least 245 points out of maximum 350 under technical evaluation will qualify for the next stage i.e. evaluation of their financial proposals.
Evaluation of submitted financial offers will be done based on the following formula: S = Fmin / F * 150
S – score received on financial evaluation;
Fmin – the lowest financial offer out of all the submitted offers qualified over the technical evaluation round;
F – financial offer under consideration.
The winning candidate will be the candidate, who has accumulated the highest aggregated score (technical scoring + financial scoring).
The contractor will report to and work under direct supervision of UN Women Women’s Economic Empowerment Project Analyst and overall guidance of UN Women Georgia Programme Specialist on Women’s Economic Empowerment.
Payment will be disbursed upon submission and approval of deliverables and certification by UN Women Project Analyst that the services have been satisfactorily performed as specified below:
- Deliverable 1, 2, 3 (7 working days) – 28%;
- Deliverables 4, 5, 6 (7 working days) – 28%;
- Deliverables 7, 8, 9, 10, 11 (11 working days) – 44%.
Application submission package:
- Duly filled Personal History Form PHF11 that can be downloaded from http://www.unwomen.org/en/about-us/employment ;
- Technical proposal / work plan;
- Financial Proposal - lump sum proposal/offer* in USD (including breakdown of this lump sum amount indicating all necessary costs including the international travel to complete this assignment);
- Writing sample in English related to the subject matter (not from a peer reviewed publication).
*The applicants are required to submit an aggregated financial offer (“aggregated financial offer” is the total sum of all financial claims of the candidate for accomplishment of all tasks spelled out in this ToR).
Only short-listed candidates will be contacted.
Please combine all your documents into one (1) single PDF document as the system only allows to upload maximum one document.