Gender Equality Project Specialist


Key relationships ;

– Close working relationships with WVL Project Management Team, Partner Women Organizations

–  Relations ship with the country Gender and Inclusion Advisor

– Relationships when appropriate with Global Lead(s), National Offices

– Creates and maintains regular contact with government directorates in ministries of MOWYCA and facilitate exposure to ministers, city level offices, CSO forums etc

Level of contact with children


 Mid contact: Occasional interaction with children


Accountabilities and MAIN WORK ACTIVITIES

Accountable for:  Project management and influence in relation to women Voice and Leadership Project.


·         Ensure that the project is implemented with the feminist principles at the forefront of everything we do

·         Provide direct support and oversight to the implementation and monitoring of the project’s Gender Equality Strategy, in line with Plan’s new global transformative agenda and Country CSP Gender Equality agenda, and Global Affairs Canada’s new Feminist International Assistance Policy

·         Provide direct support to the WO beneficiaries and ensure they are supported in all project activities

·         Be a CAT member and train and support WOs through the PIA process, ICDP, and FMOD.

·         Build the capacity of project staff on gender equality and feminist principles

·         Organize the team for effective monitoring, evaluation and learning of project interventions and outcomes, including the production of technical documents and reports

·         Engage and coordinate the project team to prepare and organize the WVL project annual, semi-annual, and quarterly plans to ensure gender transformative change outcomes are reflected as well as how the feminist principles are being utilized to guide project implementation.

·         Coordinating with GE Advisor at CO and RESA and ensuring WVL is aligned to CO/RO strategies from a program and advocacy standpoint Coordinate and collaborate with the CNO GE Advisor at on key project pieces, such as implementing the project’s Gender Equality Strategy, ideas for strengthening project implementation using the feminist principles, identify capacity building support or mentorship opportunities that would benefit project staff and WOs, etc.

·         Accomplish other duties assigned by the project lead

Relationship Building: 30%

·         Relationship building and coordination with the WOs (orientation workshops, induction meetings, one-on-one support and guidance, especially for the PIA process, etc.)Assist WOs in the overall program supervision, program implementation, and data collection as required

·         Support and organize partnership process under the WVL Project Organize regular meetings and experience sharing among project staff of WOs for learning and sharing purposes, showcase best practices, etc.

·         Work closely with the Governmental and Non-governmental stakeholders for effective implementation of the project; liaison with MOWCY and other city level relevant stake holders, together with the project lead organize Project steering committee meetings and project visits for the PSE team.

Capacity Building: 25%

·         Ensure a gender equality lens is applied to all capacity development modules and project resources

·         Support with resource mapping for WOs and share funding opportunities when available

·         Support the finalization of the FMOD – workshop consultations with WOs. This will be done together with the CNO GE Advisor and also in collaboration with Plan International Ghana.

·         Build the capacity of project staff on gender equality and feminist principles

·         Be a CAT member and train and support WOs through the PIA process, ICDP, and FMOD.

Grants: 20%

·         Review and coordinate EOI guidelines, openings/familiarizations and evaluations process of EOIs to ensure language and process adhere to the guiding feminist principles.

·         Support with disseminating the EOIs to ensure that all WOs have access to the grant opportunity, especially the most marginalized.

·         Prepare training materials, factsheets and other relevant materials and provide to WOs to enable them to better understand the project and funding opportunities.

·         Organize and implement orientation workshops with WOs to share further details about the opportunities and to answer WO questions.

·         Work with WOs to support them in further developing their proposals and budgets.

·         In collaboration with the Capacity Building specialist, identify gaps within WOs in complying to PIEs partnership standards and provide necessary support to WOs as needed.

·         Support WOs in the development of project monthly, quarterly, bi-annual, annual reports, budget requests, liquidation, etc. to ensure that activities of WOs are planned, implemented, and supported.

·         Together with grants coordinator and project officer of WVL project, draft agreements and facilitate signing

Advocacy and Communications: 20%

·         Support gender equality advocacy and influencing initiatives related to the project

·         Identify opportunities for the project to be aligned to and support the CO Advocacy Strategy as well as the RO Advocacy Strategy and influencing initiatives (i.e. Beijing+25).

·         Facilitate linkages and network opportunities for WOs to share best practices, to connect with one another, and to strengthen collective agency.

·         Organizing trainings, workshops and experience sharing visits for WOs, relevant government stakeholders, media and other like-minded organizations to network and share experience.

·         Identify good practices of WOs and use those for advocacy and Influencing.

·         Support WOs in their advocacy and influencing activities

·         Develop, adapt, and collect gender equality research, publications, IEC materials, communication materials (audio-visual), and other documentation highlighting project best practices from a gender transformative standpoint as well as showcasing how the feminist principles have been applied. These materials can be collected from within Plan as well as WOs and will be used for internal and public consumption.

·         In collaboration with the M&E specialist, organize and conduct gender equality research on the implementation of the WVL project, assessments, and studies and share the findings with relevant stakeholders/partners

·         Together with the project lead, prepare press releases and other promotional materials to acquaint the public with WVL activities and solicit support from government offices, donor agencies and other likeminded individuals or organizations.

Other Responsibilities

·         Within the scope of the role, there will be additional assignments as needed.

·         Seek and promote innovative ideas, approach to ensure quality of work

Safeguarding Children and Young People (Safeguarding) and Gender Equality and Inclusion (GEI)

·         Understands and puts into practice the responsibilities under Safeguarding and GEI policies and Plan International’s Code of Conduct (CoC), ensuring that concerns are reported and managed in accordance with the appropriate procedures.

·         Ensures that the team members under supervision are properly inducted on and understands their role in upholding Plan International’s safeguarding and GEI policies;

·         Ensures that Plan International’s global policies for Safeguarding Children and Young People and Gender Equality and Inclusion are fully embedded in day-to-day work.

·         Ensures that Plan Ethiopia contributes to Plan International’s global efforts to ensure safeguarding and GEI, including making sure that relevant reporting and data are submitted. 


Leadership and BUSINESS management COMPETENCIES

LEADERSHIP COMPETENCIES  of particular importance to this role:

Leads others in living our values and role modelling our feminist leadership principles.

In Role models and promotes

– Takes accountability for the quality of work in their field(s)/specialism(s) to improve Plan International’s work and impact.

– Courageous, pro-active and self-aware in tackling tough issues and working with others to implement practical solutions

– Role models and promotes feminist approaches to leadership and organisational culture

– Uses rigorous investigation and clear, balanced analysis of complex evidence to inform decisions and drive change.

– Creates a climate of continuous improvement and practical innovation, open to challenge and new ideas.

– Alerts others to risks, especially concerning safeguarding.

– Works to the highest standards of integrity, operating with discretion in sensitive situations

– Communicates clearly, both in speaking and writing, adjusting to the needs and interests of diverse colleagues, partners, policy makers, and communities.

– Communicate a clear and engaging vision and consistent agenda on gender equality and inclusion

– Actively builds and maintains collaborative relationships with colleagues and partners, facilitating and negotiating to reach practical solutions for all parties, often without using positional power.

– Actively promotes diversity, gender equality and inclusion both internally and externally, challenging self, others and authority when behaviour and decisions are not supporting gender equality, inclusion and diversity

 – Encourages, supports and coaches colleagues, partners, children and young people to develop their capability and take more responsibility.

– Critically self-reflective, both professionally and personally, of own values, biases, and norms in relation to gender and inclusion.

– Reflective and pro-active in developing and applying own technical expertise, keeping up to date with trends in theory and practice, and learning from others.

– Understands and adheres to the policies, processes, practices and standards relevant to own work and helps others do likewise.


Job Requirements

Technical expertise, skills and knowledge

[This section details the skills, knowledge and expertise the postholder will be required to demonstrate in doing the job well. This should include clear levels of technical expertise and skills that support   our work at national, international, and global level.]


Qualifications/ experience essential:

·         Education at degree level or equivalent vocational study in fields such as gender studies, disability studies

·         Significant practical experience of project leadership and/or policy development in the sector (or closely related sectors) and the country of work related to gender or inclusion or related fields such as SRHR and influencing and political engagement

Qualifications/ experience desirable:

·         Full membership of professional body [ if appropriate to this role]

·         Has developed professional networks in the sector and in country government

·         Experience and/or strong professional links with work in this field in other countries

·         Specialist expertise in either Inclusion or Social and gender norm change

Languages required


Essential professional expertise in the field of Gender and Inclusion:

– Understands, both in theory and practice, how to challenge discrimination, violence and human rights violations based on gender and other forms of exclusion; addressing their root causes and mitigating their risks

– Mainstreams gender equality and inclusion in policies, strategies, programmes and projects.

Desirable specialist expertise in Social and Gender Norm Change:

– Integrates social, and especially gender, norm change approaches into programme interventions.

– Includes theoretical and practical knowledge of positive deviance, intergenerational dialogues, working with boys and young men

– Conducts gender norm research and uses design, and evaluation methodologies to address the root causes of gender inequality.


Essential expertise in Gender Equality and Inclusion

Understanding issues: Social and gender norms and specific issues facing girls and women throughout the life cycle, including sexuality and SRHR, SRGBV, child, early and forced marriage, FGM and early pregnancy. Feminist ideology, leadership and movements. Gender socialization. patriarchy, privilege, power relations and the plurality of masculinities across developmental stages and their impact on boys, girls and any young people who transgress traditional ‘binaries’.

Understanding strategies to: challenge discrimination, violence and human rights violations based on gender and other forms of exclusion; to addresses their root causes, mitigates their risks. Ensuring participation and support activism and campaigning with different groups and in different contexts. Influence relevant policy making processes, influencers, and institutions. Analysing policies and institutional politics around gender equality and inclusion.

Driving Quality by:  mainstreaming gender equality and inclusion in policies, strategies, programmes and projects. Applying behavioural and social norm change approaches and tools. Using effective approaches and methodologies to engage men and boys in development programmes to prevent gender-based violence; to promote gender equality and girls’ rights; to embrace and exercise positive masculinities alongside and in interaction with girls’ and women. Promoting reflection concerning one’s own values, biases and norms in relation to gender and inclusion at organizational level as much as in programmes and projects. Mapping and analysing power and exclusion on the base of gender, age and other social factors to inform policy and practice. Connecting with and influencing national/ and or global discussions on gender equality and inclusion and building effective networks, alliances and partnerships with women’s movements, indigenous’ movements and LGBTIQ networks.

Adapting to Context: Socio-economic and political conditions, hazards, climate crisis and conflict and how they affect gender dynamics and exclusion. Government, international cooperation, non-governmental organisations, media and private sector and how they uphold gender inequality and exclusion in different contexts.

Desirable specialist expertise in Social and Gender Norm Change:    

Strategies and approaches to identify and assess social/gender norms and behavioural patterns and change these. Use tools and methodologies to measure social/gender norm and behavioural change.

The integration of social, and especially gender, norm change approaches into programme interventions. This includes knowledge around positive deviance, intergenerational dialogues, working with boys and young men;

Skills to conduct gender norm research, design, and evaluation methodologies to address the root causes of gender inequality.

Technical competencies for Technical Professional roles in Plan International t o be applied in relation to the geographical scope and context of the role and its field(s) and specialism(s):

Understands fundamental issues and root causes:  Understands the development and needs of our Primary Impact Groups from birth to adulthood, the root causes of the issues affecting them, and the key actors most relevant to their interests and therefore to our work

Understands key programme and influence principles : Understands the rationale for and practical implications of being rights-based, gender transformative, participatory, working in partnership; evidence-based and working to strengthen civil society.

Understands a range of strategies and approaches : Understands approaches to programme/project logic, trends in own and related fields of work and a range of effective strategies, approaches and practices.

Analyses issues and evidence in context  – Builds the evidence base by analysing issues in their context, using appropriate methods and relevant data sources

Shapes strategy, polic y, standards and plans  clearly aligned with relevant priorities and stakeholder interests and based on rigorous internal and external evidence

Designs effective programmes and projects  with clear and measurable objectives contributing to overall outcomes, appropriately resourced, mainstreaming gender and inclusion and participatory approaches, and engaging with and influencing relevant actors and stakeholders.

Supports partnering and resource mobilisation  by developing mutually beneficial partnership relationships and making a significant contribution to writing proposals relevant to own field(s)/specialism(s) of work.

Assesses effectiveness to improve evidence and quality  by designing appropriate measures and assessment methods, using on-going monitoring and assessment to improve project design and implementation, initiating research and conducting evaluation, assessing the results and sharing learning.

Builds capability  in own field(s)/specialism(s) of work by coaching colleagues and partners, sharing knowledge in networks and communities of practice, leading technical learning and development activities and embedding stakeholder capability building into programme and project design.

Adapts work to context : Focuses work appropriately to its geographical scope; rapidly assesses and responds to the relevant context and changes in the fragility of settings*.

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