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Request for Proposals (RFP) NCBA CLUSA Gender Analysis

RFP Title:                                  NCBA CLUSA Gender Analysis

Issuance Date:                         Monday, June 3, 2019

Closing/Submission Date: Friday, June 21, 2019 at 11:59pm EST

Submit via email to:   Meredith Cann MCann@ncba.coop or Elizabeth Salazar ESalazar@ncba.coop

About NCBA CLUSA

NCBA CLUSA has served as the apex association for cooperative businesses in the Unites States for over 100 years, representing and promoting the interests of cooperatives across all sectors.  For over 60 years, NCBA CLUSA has contributed to high-impact international development projects in more than 90 countries with a mission to alleviate poverty through economic empowerment.  As a leader in applying business strategies to development needs, NCBA CLUSA works with cooperatives, farmers, agribusinesses, village associations, and local governments to build capacity at the grassroots level to create innovative and sustainable solutions in the areas of climate-smart agriculture, food security and nutrition, market linkages, value chain development, and extension services.  NCBA CLUSA believes that the core of sustainable development is strong market-based development, transforming vulnerable populations into resilient, empowered and productive communities.

NCBA CLUSA manages programs in countries throughout the U.S., Africa, Asia, and Latin America.  With headquarters staff based in Washington D.C., and numerous expatriate and host country staff, NCBA CLUSA designs and implements programs that are market-oriented, achieving tangible results with realistic and responsible processes that ensure sustainable development.

 

Overview & Purpose

NCBA CLUSA believes in ongoing learning and evaluation of systems and practices to ensure that the organization promotes inclusivity at all levels, beginning with its policies and procedures. To achieve this goal, NCBA CLUSA will undertake a gender analysis to better understand the current policies and systems (formal and informal) that either support or hinder an inclusive and enabling environment for all its employees.  NCBA CLUSA will contract a Consultant to implement this activity and engage its staff, leadership and human resources (HR) department to ensure its success.

The gender analysis will evaluate how gender considerations are being integrated into policies, procedures and decision-making for the entire organization. The analysis will assess organizational culture as it relates to gender equality and inclusivity, including staff perceptions. The organization aims to identify any critical gaps and opportunities to support inclusivity and use that information to propose solutions to address any identified issues.

Scope of Work

NCBA CLUSA seeks to contract a consultant to lead an internal, participatory gender analysis of the organization’s current headquarters’ systems and gender dynamics to better support pay equity, equitable recruitment and workplace practices, gender balance in leadership, and inclusivity.  The analysis will include a review and observation of practices, policies and procedures (formal and informal) related to decision-making, staffing, performance management, human resources and organizational culture.

 

Specific Activities

The gender analysis should include a collection of data on the following:

  1. Staff demographics, including sex, race/ethnicity, age range, pay grade, years of education, and years of experience.
  2. Staff perceptions on gender equality and inclusivity, including work environment; employee/supervisor dynamics and management; equity in decision-making, staffing, advancement, and accountability; work-life balance; and sexual harassment prevalence, reporting, and response.
  3. Staff perceptions on obstacles and opportunities for professional development, advancement, and leadership, including that of women in leadership positions.
  4. Organization policies, procedures, and practices related to:
    1. Human resources (recruitment, staffing, advancement, professional development, polices related to work-life balance and sexual harassment policies);
    2. Decision-making on programmatic opportunities (authority levels, communication of decisions); and
    3. Accountability (expectations, communications, disciplinary actions).

The gender analysis should provide an analysis and summary of findings on the following:

  1. Organization’s staff make-up and power dynamics disaggregated by sex, race/ethnicity and age range.
  2. Staff perceptions related to work environment, gender equality, and inclusivity, disaggregated by sex, race and age range.
  3. Information on how the organization’s policies and procedures (formal and informal) create or hinder an enabling environment for staff, including women’s professional development and leadership.
  4. Observations on the organizational culture, including staff underlying beliefs, assumptions, and values related to the organization and their work, as well as how staff interact with one another.
  5. Analysis of the organization’s capacity building needs, including at the leadership level, managerial level, and junior/entry level.

 

The gender analysis should provide recommendations on the following:

  1. Best practices and initiatives for strategic gender mainstreaming, including equitable policies and procedures, transparent and fair decision-making processes.
  2. If practical, information on documenting a career advancement path.
  3. A training and coaching plan on effective management, strengthening respect in the workplace initiatives, inclusivity and gender awareness for employees at the leadership, managerial, and supervisor levels.
  4. Demonstrated initiatives for supporting women’s advancement and leadership.
  5. Active listening and interpersonal communication techniques.

 

Tasks

  1. Meet with NCBA CLUSA Executive leadership, human resources, and gender focal points to inform a methodology and workplan to carry out the gender analysis.
  2. Collect data on NCBA CLUSA organizational culture, practices, policies and procedures through:
    1. A desk review of documented NCBA CLUSA policies and procedures.
    2. A series of interpersonal or virtual communications with NCBA CLUSA headquarters staff.
    3. Observations of NCBA CLUSA meetings, events or other staff interactions.
  3. With a focus on gender dynamics, women’s professional development and leadership, analyze NCBA CLUSA power dynamics and work environment, in relation to its policies, procedures, practices and organizational culture.
  4. Conduct a participatory gender awareness and inclusivity workshop for staff, based on findings related to gaps in addressing these topics.
  5. Present preliminary findings and recommendations to senior leadership and gender focal points
  6. Submit a gender analysis report, including all findings and recommendations.

 

Deliverables

  1. Gender analysis workplan and methodology (MS Word document)
  2. Facilitation of participatory gender awareness and inclusivity workshop (In-person meeting)
  3. Presentation on preliminary findings and recommendations (PowerPoint presentation)
  4. Gender analysis report, including actionable recommendations (MS Word document)

 

Period of Performance

Work under this Scope of Work will begin in June 2019 and end in August 2019, with an estimated 20 days Level of Effort within that period.

 

Qualifications

  • Advanced degree in gender studies, sociology, international development, or another related field.
  • Experience with human resource management and/or organizational strengthening with U.S.-based international development organizations.
  • Substantial experience in designing and implementing social and/or gender analyses required, preferably with international organizations.
  • Demonstrated capacity in research including data collection (interviews, focus groups, surveys), analysis, and dissemination.
  • Experience facilitating workshops and engaging with participants on gender mainstreaming topics.
  • Demonstrated capacity to analyze complex issues, draw relevant conclusions, develop actionable recommendations, and produce a comprehensive report.
  • Strong communication skills, including facilitation (interviews, focus groups), written and oral communication.
  • Strong interpersonal skills, including collaboration, willingness to share thoughts and ideas, and able to give constructive feedback.
  • Cultural sensitivity, particularly in multiethnic contexts.
  • Ability to ensure and maintain confidentiality.
  • Fluency in English required.

Proposal Requirements

  1. Cover letter highlighting experience conducting social or gender analyses and proposed consultant daily rate (2 pages maximum).
  2. Technical proposal with detailed explanation for conducting the gender analysis, including proposed data collection method(s), including but not limited to: plan for identifying participants, modes of communication and the strategy for protecting and maintaining confidentiality (5 pages maximum).
  3. Resume or CV highlighting relevant experience for proposed consultant (no page limit).
  4. List of at least three references, including contact information (1-page maximum).

 

Evaluation Criteria

Proposals will be evaluated in accordance with the criteria set forth below:

  • Technical proposal (draft methodology) 30%
  • Past performance (social and gender analysis) 30%
  • Qualifications and experience 25%
  • Cost 15%

 

NCBA CLUSA invites offerors to propose an approach for a gender analysis which explores the above-mentioned components.  Interested offers should submit the listed proposal requirements to MCann@ncba.coop and ESalazar@ncba.coop by midnight on June 21, 2019.

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