Period of employment :- definite period with possibility of extension
Job Purpose:
Main duties & Responsibilities:
Organisational
The Gender Equality and Protection Coordinator will work closely with the HR department in the development and implementation of gender sensitive work place policies and practices in order to ensure that Concern Ethiopia is an organisation, which puts gender equality at the forefront of its operations.
HR Policy and Practice
With the HR department monitor the practical implementation of Concern Ethiopia’s recruitment policies relating to gender equality.
Work with the HR department to ensure the successful implementation of affirmative policies to achieve an improved workforce balance.
With the HR Department identify challenges and bottlenecks in the recruitment of female staff and identify ways in which to address these challenges and increase the proportion of female staff in the organisation.
Monitor the implementation of Concern Ethiopia’s internship policy to ensure the targets set out in the gender equality action plan.
Support the HR department in the development of specific gender equality HR policies, including family friendly work place policies.
Create an induction pack relating to gender equality and ensure all new staff receive this induction.
Lead on the delivery of gender equality training for Concern Ethiopia staff, both in developing appropriate training materials (in consultation with the Programme Director and Concern’s international equality advisors) and capacity building programme quality staff to deliver gender equality trainings for staff at the regional/field level.
Gender Sensitive Working Environment
Lead and advise on the creation of gender equality working groups within the head office and each regional office and support and monitor the work of these groups.
Ensure that appropriate space and discussion forums are in place where male and female staff can comfortably and respectfully discuss issues relating to gender.
Take an active role in addressing any breaches of the code of conduct and investigating any gender related staff complaints.
With HR lead on the development of policies relating to PSEA, including a gender code of conduct and a gender sensitive complaints response mechanisms; proactively ensure the implementation of both of these tools
Lead on carrying out a periodic organizational gender audit and staff attitude survey.
Project design & implementation
The Gender Equality and Protection Coordinator will lead on the development of gender and Protection sensitive programming, ensuring that gender and Protection are progressively mainstreamed across all Concern Ethiopia programmes.
Work with programme teams in the development of proposals and design of projects to ensure that gender equality and Protection factors are fully considered
Provide technical support to programme teams in implementing contextual analysis, gender analysis, needs assessments, baseline surveys, protection Risk Analysis etc.
Review and advice on subsequent implementation plans following needs assessment and analysis.
Ensure that all programmes are equipped with and trained on best practice tools for the implementation of gender mainstreaming and protection mainstreaming.
Monitoring, Evaluation , Learning and reporting
With the support of Concern’s HQ equality and Protection advisors, research and remain up to date on best practice in gender programming and lead the programme team to apply this best practice.
Lead on ensuring the implementation of Concern’s Engaging Men and Boys Strategy.
Provide technical review and support to the development of gender and Protection responsive M & E systems.
Provide technical support to programme quality staff in head office and the regional offices.
Undertake technical support visits to the programme areas.
Ensure the documentation of best practice and learning.
Participate in learning reviews and evaluations and ensure that learnings are applied in the development of future programming.
Review donor reports as required in order to ensure that gender programming is well described/depicted in the overall report.
Review internal monthly/quarterly progress reports relating to gender mainstreaming and provide any relevant technical feedback for the improvement of programming
Capacity Building
Strengthen staff capacity on gender equality and protection to advance knowledge, attitudes and skills through the development and delivery of trainings and awareness raising activities.
Support the HR department in the realization of gender and protection induction of each new staff member
Coordinate country visits of HQ advisors for equality and conflict assessment, among others, and external trainers, such as Sonke
Proactively share lessons learned on challenges and successes to promote gender equality through our programmes with other countries where Concern operates in the region
Provide technical supervision, support and coaching to Gender, Protection and Social cohesion program staff through calls, visits and close follow up and provide technical guidance to other partners
Support managers and HR teams in reviewing, and revising where necessary, the organisation’s workplace, policies and recruitment procedures to address and advance safeguarding, equality, diversity and inclusion with their teams and offices.
Networking
Liaise with other INGOs, LNGOs, and Government representatives and take active role in forums, task forces, core group meetings and consortia related to all cross cutting issues for learning, experience sharing and joint action implementation.
Jointly organise and implement campaigning events to influence decisions as needed
Represent concern in various regional and national networks and forums to share the organizations experience to others and draw lessons from others to enhance organizational learning on cross cutting issues.
Establish a learning and experience-sharing forum among partner organizations to ensure quality in implementation of programmes.
Safeguarding:
Raise awareness on the Code of Conduct and associated policies (namely the Programme Participant Protection Policy, Child Safeguarding Policy and Anti-Trafficking in Persons Policy).
Be aware of and support individuals who wish to make a complaint and signpost them to the appropriate complaints mechanisms.
Ensure access to an up to date directory of services and referral mapping within the local area.
Liaise with the Safeguarding Office for guidance and support.
This role description may change as safeguarding evolves within Concern.
Other
Prepare a quarterly report for the SMT documenting and reviewing progress in relation to the gender equality action plan and the gender equality strategy
The jobholder will perform other duties appropriate to the position as requested by the Programme Director, Systems Director and/or the Concern Ethiopia Senior Management team.
Accountability
In line with Concern’s commitments under the Core Humanitarian Standard (CHS):
actively promote meaningful community participation and consultation at all stages of the project cycle (planning, implementation, M&E);
work with relevant colleagues to ensure that the Complaints and Response Mechanism (CRM) is functional and accessible, that feedback and complaints are welcomed and addressed; work with relevant colleagues to ensure that information about CRM, safeguarding and expected staff behaviour is disseminated among programme participants and communities.
Emergency response
Concern is committed to responding to emergencies efficiently and effectively in order to help affected people meet their basic needs, alleviate suffering and maintain their dignity. To this end, when emergencies strike and the Ethiopian Programme is to respond, all staff are required to actively participate in the response, regardless of location and contribute to the efforts aimed at achieving the humanitarian objective of the organization.
Safeguarding
Able to seek appropriate advice and report concerns, and feel confident that they have been understood.
Understands local safeguarding structures and arrangements.
Practises in a manner that seeks to reduce the risk of abuse, harm or neglect.
Identifies and refers to appropriate services any other associated persons including carers, family members and children at risk.
Able to document safeguarding concerns, and maintain appropriate record keeping, recording the wishes and views of the adult or child at risk, differentiating between fact and opinion.
Job Requirements
Personal specification
Qualification
Given the nature of this role, female candidates are strongly encouraged to apply.
Strong weighting will be given to practical experience in the consideration of applications.
Education, Qualifications & Experience Required:
Bachelor’s Degree in a relevant discipline (social sciences)
Experience of implementing organisational gender and Protection mainstreaming
Understanding of HR policies and practices
Experience of gender and Protection Concepts within development and humanitarian programming
6/8 years of related experience with post graduate or with first
At least 4 years of management experience.
Knowledge of best practice in gender and Protection equality programming, including mainstreaming tools and guidelines.
Experience of developing and delivering training on gender equality and Protection
Competencies:
Desirable to have experience and awareness of Safeguarding including, in particular, being sensitised to areas of sexual exploitation, abuse, harassment and trafficking of adults and children.
Demonstrate a person centred approach
Commitment to Concern’s values such as equality, dignity and respect
Commitment and strong understanding of cultural context and security risks in location
Maintains and understands the importance of confidentiality
Network skills to build and utilise contacts and relationships
What we offer
A competitive salary and benefit package
Excellent medical benefits (100% cover including dependents)
20 days annual leave
26 weeks (paid) maternity leave, 18 weeks (unpaid) parental leave
How to Apply
Interested applicants should send non-returnable C.V., application letter outlining how their experience and education fit this vacancy, please note that no need to submit your supporting documents at this stage:
Interested applicants should apply through THIS LINK
Only short listed candidates will be contacted
Safeguarding at Concern: Code of Conduct and its Associated Policies
Concern has an organisational Code of Conduct (CCoC) with three Associated Policies; the Programme Participant Protection Policy (P4), the Child Safeguarding Policy and the Anti-Trafficking in Persons Policy. These have been developed to ensure the maximum protection of programme participants from exploitation, and to clarify the responsibilities of Concern staff, consultants, visitors to the programme and partner organisation, and the standards of behaviour expected of them. In this context, staff have a responsibility to the organisation to strive for, and maintain, the highest standards in the day-to-day conduct in their workplace in accordance with Concern’s core values and mission. Any candidate offered a job with Concern Worldwide will be expected to sign the Concern Staff Code of Conduct and Associated Policies as an appendix to their contract of employment. By signing the Concern Code of Conduct, candidates acknowledge that they have understood the content of both the Concern Code of Conduct and the Associated Policies and agree to conduct themselves in accordance with the provisions of these policies. Additionally, Concern is committed to the safeguarding and protection of vulnerable adults and children in our work. We will do everything possible to ensure that only those who are suitable to work or volunteer with vulnerable adults and children are recruited by us for such roles. Subsequently, working or volunteering with Concern is subject to a range of vetting checks, including criminal background checking.
Women and people with disabilities are particularly encouraged to apply
