Senior Advisor in Ending Violence against Women and Girls

Background

I.          Organizational context:  
 

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 and the empowerment of women. It works globally with an eye toward the 2030 deadline to achieve the Sustainable Development Goals (SDGs) and to make it a reality for women and girls and stands behind women’s equal participation in all aspects of life. The Entity engages with Member States through awareness-raising and advocacy and facilitates alliance-building and partnerships. UN Women contributes to the implementation of norms and standards through its country programmes, aligned to national contexts and priorities. In Brazil, UN Women works focusing on three strategic priorities: 

• Women lead, participate in and benefit equally from governance systems
• Women have income security, decent work and economic autonomy
• All women and girls live a life free from all forms of violence

The Brazilian State ratified key human rights treaties such as the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), the Belem do Pará Convention, and the Convention on the Elimination of Racial Discrimination (CERD).  Brazil is also signatory of key normative human rights and development instruments such as the Beijing Declaration and Platform for Action, the Durban Declaration and Programme of Action and the Declaration on the Rights of Indigenous Peoples.  In September 2015, Brazil joined the international community in the adoption of the 2030 Agenda for Sustainable Development, committing with the implementation of the 17 Sustainable Development Goals (SDGs), including SDG 5 “Achieve gender equality and empower all women and girls”.

Despite the rights of women being guaranteed since the Charter of the United Nations, of which Brazil is a signatory, until the year 1930, women in Brazil did not have their political rights fulfilled. In the Federal Constitutions of 1824, 1934, 1937 and 1967, timid advances occurred, while in the Constitutions of 1946 and 1969, there were setbacks, which shows the fragility in the realization of women’s rights until the Federal Constitutions of 1988. The principles of Isonomy and Legality in the Federal Constitution of 1988 bring the premises for establishing the idea of equality before the State. Women’s rights in the 1988 Constitution are also guaranteed in terms of human rights, individual and collective rights and duties, social rights, labour rights, domestic workers’ rights, political rights, social security, family, and property rights.

An important normative achievement for Brazilian women and a result of the mobilization and articulation of women’s organizations, Law n. 11,340 was enacted on August 7, 2006, known as the Lei Maria da Penha. This is a law that is well known by the Brazilian population and it is the target of efforts by the public authorities for its implementation by different agents of the Brazilian State, which represents saving the lives of women, despite the challenges for its full application, mainly in the regarding its regulation. It is the direct result of a decision by the Inter-American Commission on Human Rights and, therefore, it is the result of tireless action by the feminist movement in conjunction with regional and international human rights mechanisms.

The National Congress has approved several laws addressing violence against women, mostly changing criminal law or procedures to investigate crimes or to reinforce effectiveness of protective measures. One example is the Law 13.104/2015 that amends the Penal Code to provide for feminicide as a qualifying circumstance for the crime of homicide and includes feminicide in the role of heinous crimes.

The Lei Maria da Penha passed through modifications on the past years. In 2017, Law 13.505/17 was published, which added new provisions to the Lei Maria da Penha which established that women in situations of domestic violence should be assisted, preferably, by police officers and female experts. In 2018, there was a new change. This time, with Law 13.772/18, the violation of women’s privacy was recognized as domestic and family violence. The unauthorized recording of scenes of nudity or sexual acts was also criminalized. As early as 2019, several changes have taken place. Law 13.827/19 authorized that, in some cases, the judicial or police authority apply urgent protective measures. Law 13.926/19, which made it mandatory to be informed when the victim is a person with a disability. Law 13.882 established as a priority for women victims of violence the act of enrolling their children or dependents in a basic education institution closer to their residence. Law 13,871 creates an obligation to reimburse the State for the expenses incurred by the aggressor in caring for the victim through the SUS. In case of imminent danger, it also allows the use of safety devices to monitor the aggressor and the victim. In 2020, Law 13.984 instituted two new protective measures against domestic/family violence. If the aggressor does not attend the education and rehabilitation center, he will be committing a new crime. Psychosocial support should also be mandatory. In 2022, Law 14,310 determines the immediate registration, by the judicial authority, of urgent protective measures granted in favor of women in situations of domestic and family violence, or their dependents. Finally, in April 2022, the Sixth Panel of the Superior Court of Justice (STJ) unanimously established that the Maria da Penha Law applies to cases of domestic or family violence against transgender women. Considering that, for the purposes of the law, trans women are women too, the collegiate upheld the appeal of the São Paulo Public Ministry and determined the application of the protective measures required by a transsexual woman, pursuant to article 22 of Law 11.340/2006, after she was attacked by her father at the family home.

In addition to normative advances, public policies for women have advanced since the 1988 Constitution with the creation in 2005 of the national hotline called “Ligue 180”, to provide information on rights and public services for women, and the National Pact to End Violence against Women (2007) defined the division of responsibilities of governments at all levels (federal, state, and municipal levels) to implement the National Policy. In 2013, the Viver sem Violência Program was created and in 2015 the Maria da Penha goes to school Program, as well as other universal public policies that serve women and girls.

From 2016 onwards, the realization of women’s rights suffered an inflection, exacerbated by the COVID19 pandemic, which seriously impacted policies and specialized public services. During the COVID-19 pandemic, records of violence against women and girls dropped. This includes assault in the context of domestic violence (down 7.4%), threat (11.8%) and rape (14.1%) (FBSP/Datafolha, 2021). However, this does not mean that there has been a real reduction in the levels of violence, since the drop coincides with the period of social isolation, rising again from the easing of sanitary measures, suggesting that during this period there were obstacles to women to activate public services and equipment aimed at combating violence against women.

Despite significant progress in the past decades, Brazil continues to witness extremely high rates of violence against women and girls. In the first half of 2022, 699 women were victims of femicide, an average of 4 women per day. This number is 3.2% higher than the total deaths recorded in the first half of 2021, when 677 women were murdered. Compared to the first half of 2019, growth in the same period of 2022 was 10.8%. Records of rape and vulnerable rape of female victims grew by 12.5% in the first half of 2022 compared to the first half of 2021, totaling 29,285 victims. This means that between January and June of this year, a girl or woman was raped every 9 minutes in Brazil (FBSP, 2022). The worsening of violence against women disproportionately impacts black women and girls in Brazil. In 2021, black women accounted for 62% of femicide victims; 70.7% of victims of other intentional violent deaths; 52.2% of vulnerable rape victims (FBSP, 2022).

Violence against Indigenous Peoples also has a disproportionately devastating effect on the lives of Indigenous women and girls. Despite the gap in the production of official data, reports of cases of extreme and continuous violence against indigenous women and girls from different territories have been featured in the traditional and community media, with emphasis on Guarani and Kaiowa and Yanomami women and girls. The violation of their territorial, political, cultural rights, and the continuum still formed by physical and sexual violence perpetrated against indigenous girls and women are intolerable and must be eliminated as soon as possible.

In this regard, UN Women Brazil Country Office seeks a senior advisor to support UN Women with innovative prevention and response strategies to end violence against women and girls (EVAWG) working in close collaboration with the Ministry of Women and a set of multi-stakeholders in the three branches of Brazilian state, as well as civil society and private sector companies aiming to promote gender equality, women’s empowerment and the elimination of all forms of violence against women.

 

https://g1.globo.com/df/distrito-federal/noticia/2022/08/17/violencia-contra-indigenas-2021-teve-maiornumero-de-casos-em-9-anos-diz-cimi.ghtml

https://catarinas.info/21diasdeativismo-a-luta-das-mulheres-indigenas-pelo-pais/

Duties and Responsibilities

II. Consultancy objective   

The objective of this consultancy is to support UN Women with innovative prevention and response strategies to end violence against women and girls (EVAWG) working in close collaboration with the Ministry of Women and a set of multi-stakeholders in the three branches of Brazilian state, as well as civil society and private sector companies aiming to promote gender equality, women’s empowerment, and the elimination of all forms of violence against women.

At the end of this consultancy, it is expected that the UN Women Brazil Country Office prevention and response strategies to end violence against women and girls is strengthened.  

III. Scope:
 

Under the overall guidance of the UN Women Brazil Deputy Representative and direct supervision of the EVAW project manager, the consultant will conduct the following activities, to be further defined in their work plan(s):

1) To provide senior technical advice and support to UN Women Brazil Country Office on Ending of Violence against Women and Girls, with an intersectional approach: 

• Conduct analyses and research and produce papers, policy briefs, and other materials or web content in ending violence against women and girls and/or gender-related killings (feminicide).
• Conduct analyses and research on violence against women in support of the work and priorities highlighted by the Representative, Deputy Representative, and authorities from the Ministry of Women.
• Develop i.a. tools, training content, and materials, concept notes, briefings and reports to support and advance implementation of UN Women’s projects on ending violence against women.
• Provide, as required by UN Women, senior advice and substantive technical inputs to planning/programme strategies in the area of ending violence against women and/or gender-related killings (feminicide).
• Provide substantive technical inputs and advise on the development of programmes and projects at the stages of formulation, implementation, monitoring or evaluation in the area of EVAWG.
• Provide senior advice and substantive technical inputs to development of concept notes and reports to support strategic partnerships and/or to with other UN agencies, government counterparts, Judiciary, Legislative, academia, private sector, civil society organizations, experts and others.
• Provide senior advice and substantive technical inputs to design tools, products, notes, and other documents that contribute to building partnerships and resource mobilization strategies.
• Design, revise, advise on relevant, high-impact advocacy activities and campaigns with key partners.
• Collect and systematize knowledge on current and emerging trends on EVAWG for lessons learned, best practices.
• Provide inputs to advocacy, knowledge building, and communication efforts.
• Support UN Women in follow up actions and meetings with partners and beneficiaries.

IV. Deliverable products: 
 

#	Deliverables	Deadlines
1	Proposed work plan for the assignment	One month after signature of contract
2	Results-based report on support provided on EVAWG in the reporting period	Four months after the signature of contract
3	Results-based report on support provided on EVAWG in the reporting period	Eight months after the signature of contract
4	Results-based report on support provided on EVAWG in the reporting period	Twelve months after the signature of contract

All reports should be submitted in Portuguese language and include the full set of supporting documents, such as meeting minutes, handouts, lists of participants, etc. The supporting documents can be submitted in Portuguese.

UN Women will review and provide feedback within 10 working days after receiving the product. UN Women will approve deliverables after feedback is incorporated and deliverable is considered final.

All reports should be submitted in Portuguese language and include the full set of supporting documents, such as meeting minutes, handouts, lists of participants, etc. The supporting documents can be submitted in Portuguese.

UN Women will review and provide feedback within 10 working days after receiving the product. UN Women will approve deliverables after feedback is incorporated and deliverable is considered final.
 

VI. Contract Execution Arrangements

Payments for the services will be made after the delivery of each product established in the table above upon certification of a satisfactory performance by UN Women in accordance with the established schedule.

Payments will be processed within 10 working days after the final approval of the deliverable and submission of the signed Certification of Payment form.

When processing the last payment, it must be accompanied by the consultant Performance Evaluation. 

The SSA establishes that 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 post, proof of medical coverage should be presented within the first two months of the contract.

No travel is expected for the development of the present consultancy.

VII. Inputs
The consultant is expected to work in the UN Women office during the assignment on an intermittent basis, as required by her/his supervisor. The consultant is expected to work using her/his own computer remotely and be available for the presential/virtual meetings with UN Women when required. The consultant may access UN Women Office to use printer or scanner upon agreement with the supervisor.

UN Women will provide the consultant with background materials related to the assignment, logistical and coordination support for the organization of meetings with key stakeholders and partners. 

VIII. Performance monitoring and evaluation

The work and performance of a consultant or individual subscriber will be evaluated and monitored by the Supervisor on a regular basis to ensure the contractual obligations have been fully met. The consultant will maintain permanent coordination with her/his supervisor to execute and develop the products requested by this consultancy effectively. S/he will also provide information as requested within the framework of the terms of reference.  

Performance indicators   

Consultant’s performance will be evaluated against such criteria as: timeliness, responsibility, initiative, communication, accuracy, and quality of the products delivered. The evaluation will be carried out and cleared by the supervisor which will also be the basis for payment on a delivery-by-delivery basis to the consultant. 
 

Competencies

IX. Values and competencies

Organizational Values and Principles   

• Respect for Diversity: Demonstrate recognition of the organization’s multicultural nature and its staff’s variety. Demonstrates international perspective, appreciation of difference in values and learning from cultural diversity. 
• Integrity: Demonstrate consistency in upholding and promoting UN Women’s values in actions and decisions, following the United Nations Code of Conduct. 
• Professionalism: Demonstrate professional competence and experience in the knowledge of their substantive areas of work.

 Core competencies 

• Awareness and Sensitivity Regarding Gender Issues  
• Accountability  
• Creative Problem Solving  
• Effective Communication
•  Inclusive Collaboration  
• Stakeholder Engagement  
• Leading by Example  

Functional competencies: 

• Excellent analytical and communication capabilities.
• Good teamwork skills.  
• Sound knowledge of the gender equality agenda
• Excellent writing and oral skills
• Proactiveness 

Please visit this link for more information on UN Women’s Core Values and Competencies:

Required Skills and Experience

X. Requirements:

Mandatory:

Education:

• Bachelor´s degree in Political Science, Public Policy, Social Science, Development Studies, and Gender Studies, or other related fields. 
• Post-Graduation courses (Stricto Sensu: Master’s or Doctor’s degree) or equivalent in social sciences, human rights, gender/ women’s studies, international development, or a related field.

Professional Experience:

• Experience in applying gender perspective in public policies
• At least 10 years of academic, research, or professional experience in conducting gender and race analysis and assessments, developing knowledge products and policy documents
• At least 10 years of academic or professional experience in the area of violence against women and girls / gender-based violence

Languages and other skills:

• Fluency in Portuguese
• Working knowledge of English

Desirable:

Professional Experience:

• At least 15 years of academic or professional experience in advocating for gender and race equality and mainstreaming
• At least 15 years of academic or professional experience in ending violence against women and girls, with a special focus on the knowledge of national and international frameworks on EVAWG 
• Experience in working with and supporting feminist and women´s movement in their diversity and civil society organizations
• Experience in working with and supporting governments in the design, revision, and implementation of public policies, or lawmakers in draft bills, regulations, and other legislative frameworks

IX. Evaluation of Applicants
For the selection process, the evaluation committee will carry out a technical evaluation of qualifications (70%) and the evaluation of financial proposals (30%) based on established requirements and criteria. 

The award of the contract should be made to the individuals whose offer has been evaluated and determined as:

• Responsive/compliant/acceptable. 
• Having received the highest score out of a pre-determined set of weighted technical and financial criteria specific to the solicitation.

The total number of points allocated for the technical qualification component is 70. The technical qualification of the individual is evaluated based on desk review and following technical qualification evaluation criteria (mandatory and desirable):
 

Technical Evaluation Criteria	Maximum obtainable Points
Criteria A – Education	10
Bachelor´s degree in Political Science, Public Policy, Social Science, Development Studies, Racial and Ethnicity Studies, or other related fields	5
Post-Graduation courses (Stricto Sensu: Master’s or Doctor’s degree) or equivalent in social sciences, human rights, gender/ women’s studies, international development, or a related field	5
Criteria B – Language	10
Fluency in Portuguese	5
Working knowledge of English	5
Criteria C – Experience with total for all of the following criteria	50
Experience in applying gender perspective in public policies	5
At least 10 years of academic, research, or professional experience in conducting gender and race analysis and assessments, developing knowledge products and policy documents	5
At least 10 years of academic or professional experience in violence against women and girls / gender-based violence	5
At least 15 years of academic or professional experience in advocating for gender and race equality and mainstreaming	5
At least 15 years of academic or professional experience in ending violence against women and girls, with a special focus on the knowledge of national and international frameworks on EVAWG	10
Experience in working with and supporting feminist and women´s movement in their diversity and civil society organizations	10
Experience in working with and supporting governments in the design, revision, and implementation of public policies, or lawmakers in draft bills, regulations, and other legislative frameworks.	10
TOTAL	70

 

Evaluation process

Phase 1: longlisting, based on minimum requirements and completion of documentation

Phase 2: shortlisting based on desk review of application documents based on evaluation criteria

Phase 3: technical evaluation of the shortlisted candidates

Phase 4 (optional): based on shortlisting – written test 

Phase 5 (optional): based on shortlisting/results of the written test – interview 

XI. Recruitment Process

In case of not mentioning the essential requirements in your application, your application will not be considered for evaluation and, therefore, will be discarded from the process. 

All applications must include in their application:

1. Completed and signed UN Women Personal History form (P-11) in English which can be downloaded from: 
2. Financial proposal (sample is provided in Annex I): The financial proposal shall specify a total lump sum amount with a breakdown per deliverables, and travel costs (if applicable) and other related costs (e.g., tele-communication).

Interested candidates are requested to apply no later than 11:59 pm 14 January 2023 by submitting applications THROUGH ONLY to UNDP Jobs Platform (https://jobs.undp.org/cj_view_jobs.cfm)

Applications WITHOUT SIGNED P11 and SIGNED FINANCIAL PROPOSAL will be treated as incomplete and will not be considered for further assessment

IMPORTANT NOTES  

• Making the application, UN Women HR strongly suggests that only one (1) file must be uploaded in PDF format. A guide is attached for you to perform this step. https://www.wikihow.com/Merge-PDFFiles. UN Women assumes no responsibility and only describes one of the many ways to compress documents related to the application. You may use whichever one you deem appropriate.   
• Only those applications that fit on the shortlist will be contacted for an interview (if applicable).  
• Consultants who have an employment relationship with public institutions can only be hired if they present proof of a work permit (license) and/or evidence of unpaid leave without expiration and a letter of no objection to the consultancy’s performance, issued by the employing institution. If the candidates are linked to a research institution, academic center, or university, presenting a letter of no objection issued by the employing institution is sufficient.   
• The selected consultants must have medical coverage and present proof of their coverage within two months of signing their contract. For national consultants, SUS coverage is also accepted as a proof of medical coverage. Selected candidates must present SUS identification card when required (prior to the contract signature). For more information on how to print SUS identification card, please refer to the following website:  
• If travel is required, medical coverage, required vaccines according to the destination, travel insurance and statement of good health must be confirmed. 

Diversity and Inclusion
 

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, color, 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.)  
 

Annex I – Sample of Financial Proposal  

The format shown on the following tables is suggested for use as a guide in preparing the Financial Proposal.  

  

A. Cost Breakdown per Deliverables*  
 

#	Deliverables	Percentage of Total Price (Weight for payment)	Price, BRL (Lump Sum, All Inclusive)
1
2
3
4
5	Travel Costs**
	Total	100%	BRL…….

*Basis for payment tranches  

** If applicable