Terms of Reference/Gender Assessment
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Terms of Reference – Gender Assessment
Saferworld is looking for a local research organisation that will provide services to conduct a Gender Assessment of the police service in Tajikistan. This assessment will capture the experiences of actual or potential barriers to recruitment, retention, and promotion for female police officers and trainees as well community perception of police service and female officer’s role in it. The full list of services the organisation will provide is described in this Terms of Reference.
1. Background and Rationale for Gender Assessment
The Gender Assessment is part of Saferworld’s eighteen month’ project on Community Policing Sustainment that started in February 2016 and is funded by the International Narcotics and Law Enforcement Section of the U.S. Embassy, Dushanbe (INL). The project is implemented in cooperation with the Ministry of Internal Affairs (MIA) and supports the work of seven Public Councils, Community Police Partnership Teams and Police officers in Tajikistan. The project contributes to the Police Reform programme (2014-2020) approved by the Government of Tajikistan and wider efforts by the international community to improve the provision of security in the country. The project supports previous U.S. Government and OSCE work on Community Policing and National Police reform strategies that prompted changes in the way security is provided by encouraging systematic reform and more police-public partnerships. Saferworld is complementing the quality and sustainability of these initiatives by focusing on building the capacity of local police, the communities they serve, and wider civil society to institutionalise the types of relationships and behaviours required for successful community policing programming.
In Tajikistan, domestic violence and violence against women is widespread yet largely unreported, and women constitute only 10% of the Tajik police1. It is crucial that women are engaged in improving security in their localities, especially in volatile environments where services are weak and resilience can only really come from local-level structures.
Saferworld’s research into women’s role in security has found that low numbers of female police officers often compounds crimes and violence against women2. Our research has found that integrating gender-related issues forms an integral part of the transformation and professionalisation of the police and female police officers can vastly strengthen security delivery in fragile states, especially in response to sexual and gender-based violence. However, it has also revealed how a conservative culture and limited resources prevent many women from taking on, and staying in, frontline policing roles or being promoted into management positions. This research intends to contribute to the gender equity in police service where men and women will have equal opportunities for employment and promotion, thus making the service more representative and responsive to community security needs.
2. Scope and Purpose of the assessment
The assessment should provide a gender analysis of the Tajikistan police, including capturing the experiences of actual or potential barriers to recruitment, retention, and promotion for female police officers and trainees. This could include issues such as hiring policies and requirements, work placement, promotion (developing profiles of successful female police officers), staff facilities, support and mentoring, maternity leave arrangements, and policies for addressing workplace discrimination, as well as less tangible factors such as institutional and wider societal cultures. In addition to examining the obstacles to quantitative increase in numbers and ranks for female police officers, the assessment will also examine existing policies and guidance to strengthen overall institutional gender robustness through reviewing gender sensitive policies, protocols, vetting recruits for history of Domestic/Gender-based violence (DV/GBV) behaviour, mandatory trainings that include gender issues, incentives for gender responsive policing etc. The community perception of current security provisions, police service delivery and women’s role in it will be also assessed to understand people’s need and police response to these needs.
Saferworld recognises that gender-sensitive policing goes beyond the question of the presence or absence of female police officers, and must examine how gender responsive the police are in their service delivery. The issue of mutual trust and how the affected community and the serving police view each other is critically significant to community policing and partnerships, especially on security issues concerning women and girls, such as DV which is traditionally seen as a women’s issue, frequently condoned by families, communities and gender blind institutions, contributing to their under-reporting. To identify obstacles experienced by the communities, especially women & girls in reporting these sensitive issues, this assessment will consider the relative accessibility of the police for men and women in communities, and the capacity to respond to their different needs. It might also look at police perceptions on gender based violence that might influence these stated elements of access and response. Views would be also sought from staff within the police service as well as amongst women and men in the community, Civil Society Organisations (CSO), and other relevant stakeholders. These will be complemented by a desk based literature review approach, vital to understand existing gender-sensitivity initiatives taking place in the police and the wider community, and also identify gaps in knowledge and learning that this work might attempt to address. Community views about security provision and the current role female officers play (or could play) in it will be gathered and assessed in order to describe the need for and advantages of gender equality within the police service.
The findings of the assessment with a concise list of realistic and operational recommendations will be shared with INL and the Ministry of Internal Affairs (MIA) for developing action plans to improve gender parity within the police and, in doing so, the equality of access to and experience of security and justice services. The complete or part of the findings will be used by Saferworld for publication.
1. Develop a methodology and tools for the assessment in consultation and lead of Saferworld team.
2. Together with Saferworld and in cooperation with the MIA and other relevant government entities agree on: the methodology and interview questions; geographical areas of study; and access to the MIA staff and other relevant respondents.
3. Train interviewers in the assessment methodology and pilot instruments.
4. Conduct pilot assessment in one region to test the methodology and review it accordingly before wider research.
5. Conducting the assessment per the agreed methodology and timeframe at different levels (local, sub-national and national).
6. Set up database, collect data and share with Saferworld.
7. Provide analysis of the collected data and prepare first draft report of no longer than 20 pages with recommendations on addressing gender inequality.
8. Work with Saferworld to finalise the assessment report and recommendations.
9. Together with Saferworld validate the assessment recommendations in a roundtable of a selected group of relevant experts and stakeholders and then disseminate findings more widely.
10. Together with Saferworld, present the findings of the assessment and recommendation to INL and MIA in two different workshops: one for government officials and local experts, and one for the international community in Tajikistan working on gender, peace and security, including donors, embassies and international organisations.
1. A conflict-sensitive, gender-sensitive and participatory methodology is developed and agreed with the MIA.
2. An assessment with the MIA and other relevant respondents is conducted within the agreed timeframe and subject area.
3. De-brief reports are submitted to Saferworld on major activities of the assessment that will be agreed in the partnership contract.
4. A paper (including visual infographics) identifying the need to, advantages of, and recommendations for how to strengthen gender representation and responsiveness within the police service is produced and presented to the INL and MIA. The paper will include specific recommendations for the hiring, promotion and retention of the female police officers.
5. Design, collect data for, and present the findings of a public perceptions survey to understand people’s perception of the police and the role gender plays in the quality of its service delivery.
The organisation must submit the following:
1) An Organisation profile, that should include:
Name, address of main office and branches
Resume of key personnel proposed for the assessment
2) Sample publications/reports on similar work (downloadable links)
3) Three references, including work with international organisations, if any
4) A two-page concept note, that should at least have:
Proposed methodology for the assessment
Proposed scope and level of engagement, including the geographical area, the number and type of respondents, and a list of proposed key informant interviews
An estimate budget to complete the proposed approach for the assessment.
All the documents should be sent by e-mail to email@example.com by October 14, 2016. For any queries please send an e-mail to firstname.lastname@example.org