Individual National Consultant to develop Anti Sexual Harassment Policy for Uganda Police Force. – Kampala
Under Its Strategic Note 2016-2020 Which Has Been Extended Pending The Finalization Of The New Strategic Note 2021-2025, The Uganda Country Office Focuses On Delivering Programmes Under Four Thematic Areas
- Governance, including Women’s leadership and political participation; Inter-Governmental Support; National Planning and Accountability.
- Women’s Economic Empowerment (WEE);
- Ending Violence Against Women and Girls (EVAWG);
- Women, Peace, Security and Humanitarian Action(WPS-HA);
The Uganda Police Force (UPF or the Force) was established pursuant to Article 211 of the 1995 Constitution of the Republic of Uganda. The UPF has a constitutional mandate to protect life and property, preserve law and order, and prevent and detect crime, as well as maintain overall security and public safety in Uganda. In carrying out this mandate, UPF is obligated to respect and protect human rights for all, including the rights of gender equality and freedom from gender-based discrimination. High caliber police personnel, including women and men, are indispensable to achieving this mandate and ensuring service delivery to the public in accordance with the rights and obligations set out in the Constitution.
Context and Rationale
With support from UN Women, UPF developed a Gender Policy and Strategy 2019 – 2023. The Policy provides a guiding framework to the Police Force in its responsibility to fulfill the principle of non-discrimination and the fair and equal treatment of all, in the exercise of its institutional mandate and contribute to gender responsive policing in Uganda . In the medium to long term, a more gender responsive UPF will contribute to greater access to justice for women and girls, and a society in which there is greater respect for human rights and rule of law in Uganda.
UPF has taken steps to address specific gender issues in policing in Uganda and internal concerns regarding discrimination, lack of opportunity, and equality for women and men who serve in the Force. These interventions include: the establishment of the Departments of Women Affairs, Child and Family Protection (CFP), and Sexual Offences under the Criminal Investigations Directorate (CID); the inclusion of modules on Gender, Human Rights, and Child Protection in the curriculum for the initial training of police officers; and the practice of affirmative action in recruitment and promotion of female officers. The UPF has also worked with the Ministry of Gender, Labor and Social Development (MGLSD) and partners in the UN and Civil Society Organizations (CSOs) to enhance its gender responsive practices.
During consultations for the development of the gender policy there were numerous concerns raised by female officers about sexual harassment, which was said to contribute to women’s desertion from the police. There is an inherent culture of denial, trivialization and justification of incidents of sexual harassment, which leads to perpetuation of sexual violence against women in the UPF . In addition, the absence of trusted mechanisms to handle such issues coupled with intimidation often discourages victims from seeking justice, particularly when the alleged harasser is a senior. As a result, there is a perception that mechanisms for handling complaints are inadequate and mostly situated at a few stations, mainly in urban areas, leaving most female officers vulnerable and without access to redress facilities. It was further noted during the same consultations, that whilst the UPF established a Department of Women Affairs (DWA) to address some of the challenges that affect female officers, and with a specific remit to address sexual harassment, the DWA is critically under resourced, both financially and physically, leaving it unable to carry out its functions effectively. Policewomen have also noted the lack of clarity in handling petitions.
The Gender Policy was explicitly developed to address sexual harassment within the UPF and concerns with inadequate responses among other gender concerns and mandates the institution to put in place measures to deal with sexual harassment, exploitation, and abuse in the workplace.
It is against this background that UN Women and UPF are seeking the services of a national consultant to provide technical support for the development an Anti-Sexual Harassment Policy for the Uganda Police Force (UPF).
Duties And Responsibilities
Objective of the Assignment:
The overall objective of the assignment is to develop a comprehensive anti- sexual harassment, sexual exploitation, and abuse policy with implementation mechanisms.
Scope Of Work And Deliverables
Under the supervision of UN Women’s Access to Justice Programme Specialist, and UPF Department of Women Affairs, the consultant will:
- Hold an inception meeting with UPF and UN Women
- Review the following documents: gender policies and strategies of UPF, UPS JLOS Secretariat and MGLSD (if available because it is currently at Cabinet level), the Sexual Offences Bill, Employment Act 2006 and its Sexual Harassment Regulations of 2012, Employment Bill, Penal Code Act, Constitution of the Republic of Uganda, Public Service Standing Orders 2010 and any relevant laws to the task at hand to develop materials relevant to inform the content of the policy.
- Review relevant international and regional instruments on gender equality and identify principles which should be integrated in the Policy.
- Conduct consultations with:
- Internal stakeholders from
- the Directorates and specialized units like counter terrorism, VIPPU, FFU, CID, Fire and rescue services, Logistics and engineering, PPG,INTERPOL,PRESS UNIT,EXODUS SACCO, Welfare, HRA,HRD;
- Police Regions like; MT Moroto, BuKedi north and south, Aswa, North West Nile, Rwenzori East and West, and KMP;
- Police training Schools (PTS Kabalye, Olilim, Bwebajja) and
- External stakeholders
- Including Judiciary, ODPP, MGLSD, JLOS Secretariat.
- Uganda Prisons Service;
- Development Actors including UN agencies (UN Women, UNICEF, UNDP, UNFPA), NGOs (including WROs), JLOS and the Gender Development Partners’ Group and others, including the donor community, cultural and religious leaders in the policing regions,
- Office of the President (Department of Policy Development & Capacity Building).
- Conduct key informant interviews with the UPF leadership and hold separate focus group discussions with female and male officers in the Force to gain insights on how sexual harassment can be addressed.
- Develop the Anti – Sexual Harassment Policy
- Present the draft Anti-Sexual Harassment Policy to key stakeholders for validation
- Present the finalized Anti-Sexual Harassment Policy to the Policy Advisory Council of the Police for approval.
- An inception report on the content and methodology for review of the policy. The inception report should provide information on the following: an understanding of the assignment, identify documentation to be reviewed and persons to be consulted, tools for review of documents and conducting consultations, Workplan and methodology. 4th – 8th Oct 2021 (15%)
- A report on the analysis of desk-based research and the consultations highlighting contents of the policy. Draft Policy . 11th Oct– 5th Nov 2021 (62%)
- PowerPoint presentation for validation workshop. Workshop report highlighting recommendations. Revised Policy. 8th – 12th Nov 2021 (15%)
- Report highlighting recommendations from PAC. Final Policy. 18th -26th Nov 2021 (8%)
- Documents for review will be provided by both UN Women and UPF but the consultant is expected to conduct research on relevant documentation.
- The consultant is expected to work using her/his own laptop.
- UN Women and UPF will provide the consultant with background materials related to the assignment.
The contractor’s performance will be evaluated against such criteria as: timeliness, responsibility, initiative, communication, comprehensiveness, readability, structure, accuracy, quality of the products delivered and alignment to agreed principles and standards. The evaluation will be carried out and cleared by the appointed task force composed of UN Women and UPF.
Core Values And Guiding Principles
- Demonstrating consistency in upholding and promoting the values of the UN systemin actions and decisions, in line with the UN Code of Conduct.
- Ability to maintain confidentiality and a high degree of professionalism when dealing with survivors and sensitive information.
- Cultural Sensitivity/Valuing diversity
- Demonstrating an appreciation of the multicultural nature of the organization and the diversity of its staff, and of those of Government of Uganda entities.
- Demonstrating an international outlook, appreciating differences in values, and learning from cultural diversity.
- Demonstrates integrity by modelling the UN’s values and ethical standards.
- Promotes the vision, mission, and strategic goals of the UN, particularly relating to gender equality and the empowerment of women.
- Displays cultural, gender, religion, sexual orientation, race, nationality and age sensitivity and adaptability.
- Treats all people fairly and without favoritism.
- Ability to create, edit, and present information in clear and appealing formats.
- Ability to manage data, documents, correspondences, and reports.
- Strong interpersonal skills and the ability to communicate and work well with diverse and multicultural supervisors and staff members.
- Demonstrated ability to meet deadlines and work under pressure.
- Consistently approaches work with energy and a positive, constructive attitude.
- Focuses on impact and result for the partners and responds positively to feedback.
Required Skills And Experience
Required Skills and Experience
The assignment will be undertaken by an individual with the competencies indicated below.
- Master’s (or equivalent) or higher Degree in Criminal Justice, Law, Human Rights, Gender, International Relations, or related field
Experience And Skills
- Minimum of 10 years of relevant professional experience in developing legal or policy documents and in operationalized research on justice systems.
- Experience of working with the Justice, Law and Order Sector is required.
- Experience in conducting consultations with diverse stakeholders to elicit actionable information would be an asset.
- Ability to communicate with stakeholders from all social economic backgrounds.
- Fluent level of written and spoken English.
The consultants should submit their application package containing the following (to be uploaded as one file):
- A technical proposal indicating how the assignment will be carried out including interpretation of the ToR and methodology for execution of the assignment.
- The financial proposal shall specify a total lump sum amount, and payment terms around the specific and measurable deliverables of the TOR. Payments are based upon output, i.e., upon delivery of the services specified in the TOR, and deliverables accepted and certified by the Judiciary and UN Women.
- The financial proposal must be all-inclusive and consider various expenses that will be incurred during the contract, including: the daily professional fee; cost of travel and any other relevant expenses related to the performance of services under the contract.
- Please provide a short (1000 words) writing sample, or link to a similar project that you have completed. Applications without sample/link will not be considered.
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