Target: migrant workers, mainly female, as well as local CSOs, private institutions, research centres and other relevant stakeholders working on gender and migration

2.    IOM Project to which the Consultancy is contributing: Better Regional Migration Management (Labour Migration and Regional Integration for Safe, Orderly and Human Labour Migration in EHoA).

b)     Identify the key thematic areas that these CSOs, private institutions and other relevant stakeholders are specialized in, together with a brief history of their work in the past years, in order to understand their capacity, modus operandi and needs.

c)     Categorize the identified CSOs, private institutions, research centres and other relevant stakeholders according to their area of expertise and experience (e.g., advocacy, capacity building, policy, research etc.) and develop institutional profiles.

d)     Produce a comprehensive report to highlight the main findings of the mapping exercise, making use of visual aids (maps, graphs and matrices).

e)     Building on the mapping exercise and its main findings, develop a toolkit and train the identified CSOs, private institutions, research centres and other relevant stakeholders on it to strengthen their capacity to raise awareness of women migrant workers’ social, economic, labour and human rights and create awareness on safe, orderly and humane labour migration to women.

f)      Assist the project team in strengthening the capacity of the identified CSOs, private institutions, research centres and other relevant stakeholders to design, plan and facilitate advocacy campaigns to promote awareness on the gender related nature of migration, to the end of promoting safe, orderly and humane labour migration.

g)     Undertake other duty travel as required.

h)     Perform such other duties as may be assigned.

2.     Tangible and measurable output of the work assignment.

–          Mapping exercise, aimed at identifying the most suitable local CSOs, research centres, private institutions and other relevant stakeholders working on gender, human rights, labour migration, social protection and related issues.

–          Training for the identified CSOs, private institutions, research centres and other relevant stakeholders to strengthen their capacity to raise awareness of women migrant workers’ social, economic, labor and human rights.

–          Pilot CSO centred approach.

1.     Realistic delivery dates and details as to how the work must be delivered.

–          Mapping exercise, aimed at identifying the most suitable local CSOs, research centres, private institutions and other relevant stakeholders working on gender, human rights, labour migration, social protection and related issues: end of December.

This mapping exercise is meant to target both Somalia and Somaliland, thus paving the way to the consequent set of activities. At the end of the mapping a report showcasing the main findings is expected to be drafted and submitted to the project team for revision, inputs and final endorsement.

–          Training for the identified CSOs, private institutions, research centres and other relevant stakeholders to strengthen their capacity to raise awareness of women migrant workers’ social, economic, labour and human rights: mid-February.

The training aims at enhancing the capacities of the identified stakeholders to raise awareness of women migrants workers on their social, economic, labour and human rights. This activity encompasses the development of a small training package as well as the designing and delivering of the training itself. After the training a short report is expected to be submitted to the project team, along with the attendance sheet.  

–          Pilot CSO centred approach: March.

Building on the previous capacity building, the identified stakeholders are expected to design, plan and facilitate advocacy campaigns to promote awareness on the gender related nature of migration, to the end of promoting safe, orderly and humane labour migration. The consultant will supervise this activity, throughout the entire process, and provide technical assistance, in coordination with the project’s team

• Inclusion and respect for diversity: respects and promotes individual and cultural differences; encourages diversity and inclusion wherever possible.
• Integrity and transparency: maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.

Core Competencies – behavioural indicators level 1

• Teamwork: develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: produces and delivers quality results in a service-oriented and timely manner; is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: continuously seeks to learn, share knowledge and innovate.
• Accountability: takes ownership for achieving the Organization’s priorities and assumes responsibility for own action and delegated work.
• Communication: encourages and contributes to clear and open communication; explains complex matters in an informative, inspiring and motivational way.
• Leadership: provides a clear sense of direction, leads by example and demonstrates the ability to carry out the organization’s vision; assists others to realize and develop their potential.

3. Extensive knowledge of Civil Society in the country context.
4.  Experience in training local Civil Society Organizations on gender-related issues, women migrant workers’ social, economic, labour and human rights.