TERMS OF REFERENCE (TORs)
|1. Project/Assignment Title
Gender Audit and the development of a Gender Strategy and Action Plan for the Infrastructure Development Bank of Zimbabwe.
2. About IDBZ
2.1 The Infrastructure Development Bank of Zimbabwe (“IDBZ”/“the Bank”) is a national Development Finance Institution (DFI) with a mandate on infrastructure development and financing. The IDBZ was established by the Government of Zimbabwe in 2005 through an Act of Parliament, the Infrastructure Development Bank of Zimbabwe Act [Chapter 24:14], as a successor institution to the then Zimbabwe Development Bank. The IDBZ is at the centre of national efforts to accelerate infrastructure development as an anchor for sustainable and inclusive socio-economic transformation in Zimbabwe. The Bank aims to promote gender equality and women’s empowerment within its operations and in projects developed, financed and implemented by the Bank.
2.2 Guided by the Transitional Stabilization Programme (“TSP”), Vision 2030 and the Sustainable Development Goals (“SDGs”), the Bank primarily focuses on the following high impact sectors which are considered enablers for sustainable and inclusive socio-economic development:
· Water and Sanitation (dams, water pipelines, water treatment plants, municipal water and sewer projects);
· Irrigation Infrastructure;
· Transport (roads, airports, railways, border posts); and
· Energy (power plants, transmission and distribution grid networks, etc).
2.3 The Bank’s secondary sectors of focus include Social Infrastructure (housing, student accommodation and learning facilities, and health facilities) and Tourism Infrastructure. Information and Communications Technology (ICT) is considered a cross-cutting issue across the Bank’s areas of intervention.
3. Background and rationale (Justification)
3.1 The social consequences of development are not gender neutral. Due to social inequalities, women and men, and boys and girls are affected differently by social norms and values, including natural shocks such as droughts and floods. Persons in vulnerable situations, such as women, youth, children and persons with disabilities are also affected in a differentiated manner. Gender is one of the key cross-cutting issues that affect response to infrastructure development and sustainable development, and women and girls have been viewed as victims and equally vulnerable. Therefore, Gender responsiveness is very critical with regards to the global quest for sustainable, equitable and inclusive development in the context of resilient and inclusive infrastructure, hence the need to mainstream gender in all the processes of infrastructure development.
3.2 Current infrastructure developments and economic growth trajectories, among other development stressors such as climate change, continue to deepen and widen existing gender inequalities. It should be noted that infrastructure development is not gender-neutral and women, particularly in developing countries such as Zimbabwe, face higher risks of inequality as they tend to live in vulnerable environments with poor infrastructure and connectivity. Limited access to capacity enhancement programmes, social services and support further exacerbate their risks and vulnerabilities.
3.3 Socially based roles and responsibilities of men and women often influence the extent of vulnerability as well as how communities will use existing infrastructure to cope with the impact of a hazard or disaster. To this end, the different roles and needs of women and men must be taken into consideration and addressed in all infrastructure development projects. A gender lens in infrastructure development and operations can further enhance the effectiveness and sustainability of infrastructure investments.
3.4 The IDBZ has 5 Key Result Areas (KRAs) which are: Infrastructure financing; Infrastructure project development and management; Financial sustainability; Knowledge generation and sharing; and Institutional efficiency. The Bank is committed to mainstreaming gender in all its operations, thereby strengthening the capacity of women to take up leadership roles in infrastructure development. Gender mainstreaming will also strengthen women`s roles and agency for the advancement of their socio-cultural empowerment and directly support the gender equality commitments made by the Bank in its institutional Gender Policy framework.
3.5 A gender audit of the Bank`s systems, structures and operations is therefore needed as a baseline for future progress evaluation. The audit is crucial for ensuring that the Bank’s policies, strategies, programs and projects adhere to agreed global commitments to promote gender equity and equality as stipulated in international, regional and national instruments and standards. It is also important for considering whether internal practices and related support systems for gender mainstreaming are effective. The audit will establish a baseline, identify critical gaps and challenges, and recommend ways of addressing them. The gender audit will also enhance the collective capacity of the Bank to examine its activities from a gender perspective, thereby promoting gender equity and equality. The results of the gender audit will culminate in the development of a Bank-wide Gender Strategy and Action Plan which will guide the Bank’s operations.
4. Geographical location of assignment
The assignment will be carried out in Harare at the Bank’s Head Office as well as the Bank’s regional offices in Bulawayo and Masvingo.
5.1 The objective of the gender audit is to provide a baseline for gender equity and equality in the workforce and Bank operations. The audit is meant to set up the initial baseline of performance on gender mainstreaming in the Bank with a view to introducing an ongoing process of benchmarking to measure progress in promoting gender equality and responsiveness. As alluded to earlier, the results of the gender audit will form the basis of the development of the Bank`s Gender Strategy and Action Plan.
5.2 Specific Objectives:
· To establish a Baseline on gender mainstreaming and integration (e.g. achieving parity in staffing, gender analysis and institutional arrangements for gender mainstreaming).
· To assess the extent to which gender equality is effectively institutionalised in the policies, projects, programs, Bank structure and processes, and in the corresponding budgets.
· To identify critical gaps, challenges and opportunities.
· To enhance collective capacity of the Bank to examine its activities from a gender perspective.
· To develop the Bank-wide Gender Strategy and Action Plan.
· To review the Bank`s Monitoring and Evaluation Framework.
6.1 The gender audit will cover the gender mainstreaming work of all units of the Bank. It will provide a baseline of current standing on gender mainstreaming. The audit will inform the development of the Gender Strategy and Action Plan for the Bank. It will also guide the work of the Bank’s gender team in 2020 and beyond and validate usefulness of existing gender tools and resources, as well as checklists specific to projects design and implementation.
6.2 The gender audit will include the following:
· Examine the extent to which human resources policies are gender sensitive.
· Examine the extent to which projects, programs and policies are gender responsive.
· Examine the staff balance at different levels of the organization, including decision making.
· Assess the Bank organizational culture.
· Assess the Business model in relation to gender.
· Assessment of gender integration at project design, project implementation, project monitoring and evaluation.
· Generate understanding of the extent to which gender mainstreaming has been internalised and acted upon by staff.
· Assess the level of resources allocated and spent on gender mainstreaming and gender activities.
· Assess adherence to international standards on gender equality and human rights as benchmarks, especially alignment to CEDAW, Beijing declaration and platform for action, Universal declaration of human rights, UN Covenant on Economic, Social and Cultural rights, as well as ILO relevant conventions.
· Document the Bank’s existing practices in mainstreaming gender
6.3 In summary, the gender audit will focus on recruitment, leadership and decision making; gender mainstreaming in projects design, implementation and evaluation; monitoring and evaluation; budgets allocation and management; Bank culture; assess attitudes and perceptions of Bank staff to gender issues as well as staff capacity.
7. Expected Outcome/Outputs/activities
7.1 Expected Outputs
· Inception Report (outlining details of activities with proposed methodology)
· Draft Gender Audit Report
· Final Gender Audit Report
· Draft Gender Mainstreaming Strategy
· Final Gender Mainstreaming Strategy
· Draft Gender Action Plan (Prioritised and Costed)
· Final Gender Action Plan (Prioritised and Costed)
· M & E framework with gender sensitive indicators
7.2 Key activities to be done by the Consultant
The ILO Participatory Gender Audit (PGA) Methodology will be used to conduct the Gender Audit. The Consultant will highlight their methodology for the assignment clearly showing their understanding of the ILO Participatory Gender Audit (PGA) Methodology. Staff interviews across the board, staff workshops and desktop review are some of the expected methodologies to be used to gather information.
8. Work Plan and Duration of the Work
8.1 The assignment will be carried out over 20 working days.
8.2 The assignment will be carried out by at least 2 Consultants (Lead Consultant and Support Consultant). Interested and qualified consultants are invited to submit their proposal(s) comprising the following:
· Clearly articulated and detailed technical proposal interpreting the TORs, activities schedule with clear milestones, time schedule (only working days), a breakdown of the proposed budget.
· Methodology and work plan for performing the assignment.
· Profile and capability statement describing experience of individuals to carry out the assignment.
· Detailed reference list with contact details indicating the scope and magnitude of similar assignments undertaken.
· Relevant services undertaken in the past five (5) years.
· At least 3 references from previous clients.
· Financial proposal showing clearly the budgeted cost for the work to be conducted by the Consultant under the scope of work above. The financial proposal should be inclusive of all applicable taxes.
9. Qualifications and experience
· At least 8 years of experience in development, management and monitoring of gender programs.
· Masters degree in gender studies, development studies, development economics or other relevant social science subject.
· An in-depth understanding of gender in public and private sector development.
· Experience in conducting gender audits using the ILO Participatory Gender Audit (PGA) Methodology, gender mapping and analyses and promotion of gender equality and mainstreaming.
· Demonstrated capacity to deliver in set timelines.
· Fluency in written and spoken English.
10. IDBZ Contacts and Provision of Information
10.1 The Consultant will be accountable to the IDBZ though the Bank’s Climate Finance and Sustainability Manager and will work closely with the Bank’s Principal Gender Experts and Chief Human Resources Officer.
10.2 The IDBZ will avail all Bank policies and instruments put in place to ensure gender mainstreaming and integration within the Bank. The Bank will also avail reports which highlight how gender is being mainstreamed in projects design, preparation, appraisal and implementation.
11. Reporting and Submission Procedure
· English will be the working language for the assignment and submissions will be in both electronic and hard copies.
· A report back workshop with staff will be held to give feedback on the findings of the gender audit prior to the development of the Gender Strategy and Action Plan.