Consultant to support Gender-Responsive Policing and Inclusivity in training material

Contract

This is a International Consultant contract. More about International Consultant contracts.

Background

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.

Ending violence against women and girls is corporate priority of UN Women. ‘VAWG’ is one of the most serious and universal human rights violations. Country data shows that approximately one third of women globally have reported experiencing physical and/or sexual violence at some point in their lifetime, mainly by their partners.[1] VAWG has numerous short and long-term impacts for survivors’ physical and mental health, well-being and safety. It also has a ripple effect for families, communities, wider society and the economy.

Despite the extensive efforts of Governments, civil society, women’s organizations, and other relevant stakeholders to respond to VAWG and provide quality, coordinated and integrated multi-sectoral services for women and girls, many victims and survivors still lack access to the most basic essential services for their safety, protection and recovery. Strengthening the justice sector response, particularly that of law enforcement, in cases involving VAWG[2] is particularly challenging, and one of the most difficult aspects of VAWG response to address. Only a minority of VAWG cases are ever reported to the police by survivors. Of these cases, a smaller percentage result in charges brought against perpetrators, and even fewer in convictions. Under-reporting of VAWG is particularly acute among certain groups of women and girls facing societal barriers and discrimination, which place them at higher risk of experiencing violence.

Studies have shown that sexual assaults against Black women are under-reported, under-investigated, and under-prosecuted, when compared to similar cases involving White women.[3] According to the Pew Research Center, majorities of both Black and White Americans in the US say Black people are treated less fairly in dealing with the police and by the criminal justice system as a whole.[4] In the Americas region, Indigenous women and girls are disproportionately represented in the number of female victims killed and classified as ‘missing.’ Several studies have described Indigenous women as the ‘invisible victims’ of feminicide because of the many levels of oppression they face, especially due to their gender and socioeconomic class, which make them more likely to be the victims of violent crimes.[5] The Department of Justice in Canada and the UN Committee on the Elimination of Discrimination against Women (CEDAW) have determined that Indigenous women suffer serious social deprivation that subjects them to poverty and increases their vulnerability to various forms of violence, in addition to being further victimized by the police when they report abuses.[6]

Attitudes and behaviour by the police towards women, including women from visible minorities are often carried over into the way the police engage with their local communities. This harmful bias, coupled with a lack of representation of local communities within security and justice institutions, continue to undermine institutional reform processes.

Addressing the relationship between harmful bias and a lack of diverse representation, and its impact on the justice and security sector, not least on relationships with communities, is fundamental to achieving a more inclusive service delivery for all. In 2016, the U.S. Bureau for Justice Statistics provided that only 3% of full-time police officers where women of African descent.[7] In Canada, female officers in 2019 accounted for 22% of all police officers but only 4% of all police officers self-identified as Indigenous. Increasing the diverse representation of women in the police force can help remove barriers women and girls face in navigating complex criminal justice systems, especially those who are most marginalized and are at greater risk of experiencing violence.

A positive initial contact with police that is inclusive and responsive to gender, as well as socio-economic, racial, linguistic and cultural diversity is crucial for VAWG survivors and their families. By delivering inclusive, gender-responsive services to communities, police and other law enforcement institutions can build trust and confidence in communities, and particularly that of women and girls, in all their diversity, and demonstrate a commitment to improving their responses.

In 2021, under the framework of the UN Joint Global Programme on Essential Services, UN Women, in full consultation with UNODC, IAWP, civil society and women’s organizations, developed a UN system-wide handbook for law enforcement on the investigation of VAWG and broader gender-responsive policing, including effecting institutional change.

The Handbook on Gender-Responsive Police Services for Women and Girls Subject to Violence, addresses the gaps in current training and institutional reform and is being rolled out in selected pilot countries[8] and is informing the capacity-strengthening for law enforcement in other countries, e.g., under the Spotlight Initiative.

[1] WHO (2013).

[2] This can include intimate partner violence, for example, crimes of domestic violence and also non-partner sexual violence.

[3] Michelle S. Jacobs, The Violent State: Black Women's Invisible Struggle Against Police Violence, 24 Wm. & Mary J. Women & L. 39 (2017), https://scholarship.law.wm.edu/wmjowl/vol24/iss1/4

[4] Race in America 2019. Pew Research Center survey (2019).

[5] Indigenous Women: The Invisible Victims of Femicide in Mexico. Harvard International Review 2020.

[6] Committee on the Elimination of Discrimination against Women. Report of the inquiry concerning Canada under article 8 of the Optional Protocol to the Convention on the Elimination of All Forms of Discrimination against Women, CEDAW/C/OP.8/CAN/1, March 30, 2015 and Indigenous overrepresentation in the criminal justice system (2019). Department of Justice Canada.

[7] Local Police Departments, 2016: Personnel. Bureau for Justice Statistics https://bjs.ojp.gov/content/pub/pdf/lpd16p.pdf

[8] These countries include: Senegal, Tanzania, Ethiopia, Namibia, South Africa, Bangladesh (and Cox’s Bazaar), Pakistan, Viet Nam, Cambodia, Kiribati, Nepal, Indonesia, Tunisia, Palestine, Morocco, Jordan, Iraq, Egypt, Kosovo, Kyrgyzstan, Guatemala.

Duties and Responsibilities

Under the overall supervision of the UN Women MCO - Caribbean Representative, the consultant will be contracted to produce a report demonstrating a nuanced understanding of the gaps and challenges in relation to the investigation of VAWG cases and difficulties faced by certain groups of women and girls to access survivor-centred justice, and complete a draft supplementary section on overcoming racial bias for the Handbook on Gender-Responsive Police Services for Women and Girls Subject to Violence.

• The consultant is expected to deliver the following results:
• Complete inclusivity mapping/audit of police practices across 5-6 sites* with regards to addressing VAWG and strengthening women’s access to justice.
• Support the establishment of a small Advisory Group of key experts and practitioners in the area of policing and inclusivity, to support the drafting process.
• Submit an initial draft report to UN Women MCO Caribbean, Office of the Executive Director and EVAW Section for review.
• Convene Expert Group Meeting of key experts and practitioners working in the area of gender-responsive policing and inclusivity to validate the findings of the analysis and provide recommendations for the way forward.
• Submit final report incorporating feedback from Expert Group Meeting and UN Women.
• Draft supplementary section on overcoming racial bias for the Handbook on Gender-Responsive Police Services for Women and Girls Subject to Violence.
• Convene Expert Group Meeting of key experts and practitioners working in the area of gender-responsive policing and inclusivity for feedback on supplement.
• Submit final draft supplement incorporating feedback from Expert group and UN Women.
• Participate in at least 3 webinars, workshops and/or conferences on gender-responsive policing and inclusivity as relevant to present findings.

* Sites / countries to be determined after consultation and in agreement with the UN Women MCO Caribbean, UN Women ACRO, EDO and EVAW section.

Competencies

Core Values:

• Respect for Diversity;
• Integrity;
• Professionalism.

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 Core Values and Competencies:

http://www.unwomen.org/-/media/headquarters/attachments/sections/about%20us/employment/un-women-employment-values-and-competencies-definitions-en.pdf.

Functional Competencies:

• Fluency in English and ability to communicate effectively, both orally and in writing.
• Ability to interact independently and as part of a team.
• Technical knowledge of policies and programmes on policing, inclusivity, gender equality and EVAWG
• Analytical and report writing skills

Required Skills and Experience

The consultant should meet the following criteria:

Education:

• Postgraduate qualification in relevant areas: Criminal Justice, Criminology, Gender Studies, Social Science, Management, Law, Human Rights, Public Administration.

Experience:

• At least 10 years of progressively responsible experience in the area of criminal justice and human rights,
• At least 7 years’ experience on gender equality and women’s empowerment, including institutional reform, strengthening law enforcement capacity to address VAWG and adopting intersectional;
• Extensive experience (at least five (5) years of proven experience) in curriculum development, training and facilitation.
• Prior experience in the UN System and the Region will be an asset.

Languages:

• Fluency in English is required.
• Fluency in Spanish is an asset.
• Fluency in Portuguese is an asset.

LOCATION AND DURATION

• The consultant is expected to be home-based and will work remotely, utilizing their own computer, internet, telephone and other equipment, as needed, to undertake the assignment.
• The consultant will be engaged for a maximum of 50 working days during the period 14 March 2022 – 30 July 2022
• Travel may be expected (COVID_19 conditions permitted) to participate in meetings and/or workshops.

REMUNERATION

• The consultancy fee will be negotiated before contracting. Each payment will be based on a predefined and formal agreement between UN Women and the consultant and will be disbursed based on satisfactory completion of agreed deliverables.

• The remuneration for this contract type is an all-inclusive fee, the organization will not be liable for additional cost or benefits. Hence, it is the responsibility of the consultant to take out adequate medical insurance for the duration of the contract and it is recommendable that the policy includes coverage for COVID-19 related illness. The medical coverage should be international when the contract requires missions or international assignment.

• If selected for this vacant post, proof of medical coverage should be presented within the first two months of the contract.

HARDWARE, SOFTWARE, AND COMMUNICATION:

• The consultant must be equipped with a fully functional laptop, which must comfortably run Office 365 programs, using operating systems Microsoft Windows 10/11, or Mac OS X 10.11 or upward. The consultant must be reasonably accessible by email and telephone (preferably mobile). The use of reliable, internet-based (Skype or equivalent) is required.

REFERENCES:

• Minimum of three client references that include the name of the contact person, title and contact information.

OTHER:

Submissions to UNDP Jobs are limited to a maximum of 10 MB, virus-free or corrupted contents to avoid rejection, and no more than 1 email transmission. All applications must be submitted through UNDP jobs. Please do not send applications to UN Women staff as they will not be accepted.

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, colour, 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).