Country: Uganda
Closing date: 27 Jan 2020
TERMS OF REFERENCE FOR THE RESOURCE PERSON TO FACILITATE THEDEVELOPMENT OF A SEXUAL HARASSMENT EVIDENCE COLLECTION WEB PORTAL
BACK GROUND
A survey by the Uganda Human Rights Defenders Association (UHRDA) carried in 2013 within 2,910 organizations including companies, financial institutions, churches, health centres, universities, and in other settings indicates that 90 percent of women are sexually harassed at places of work by their male seniors.32.1% of employee survey respondents reported that sexual harassment involving manager/supervisor expectations of sexual favours in order (for staff) to get a good evaluation, a promotion, or a salary raise (i.e., quid pro quo sexual harassment) were either “somewhat common” or“ very common.”[1]Employee survey respondents reported other forms of sexual harassment: 1) Sexually suggestive gestures (30%); 2) Being exposed to sexually explicit discussions or conversations (24.7%); 3) Unwanted attempts to establish sexual relationships (22.4%); and 4) Being the object of sexual jokes, comments or leering (19.4%)[2]. These assessments demonstrated that sexual harassment is a silent problem in Ugandan workplaces mainly affecting female workers.
Despite the numerous National Campaigns by different activists against sexual harassment at the work place and existence of laws to deal with sexual harassment such as Public Service Standing Orders 2010, Employment Act (2007) and the Employment (Sexual Harassment) Regulations (2012) made there under, the vice remains unabated and is rarely reported for fear of retaliation and victim blaming and even when it is reported, the lack of evidence to collaborate the reports of sexual harassment at the work place have resulted into dismissals of such reports thereby creating a culture of impunity since perpetrators are rarely held to account. As a result, female employees prefer to remain silent and are forced to work in hostile and humiliating environments consequently impacting on their work productivity and undermining their psychological and physical well-being.
In order to improve prosecution of perpetuators, set precedence and break the impunity, it is important to support the victims and potential victims of sexual harassment to collect and document collaborative evidence of sexual harassment at the work place to support prosecution.
1.0INTRODUCTION
Platform for Labour Action in partnership with HIVOS is implementing an eight (8) months project entitled Self –help Sexual harassment Evidence Tool (SSET)’ whose overall objective is to promote safe work places for women and young girls in Uganda. Implementation of this project will lead to increased awareness of required sexual harassment evidence that supports successful prosecution of sexual harassment cases.
In the implementation of the project PLA is working with a wide range of stakeholders at the different levels of influence to develop and pre-test a self-help sexual harassment evidence collection tool. This tool will provide step by step guidance to any worker to cumulatively collect and document collaborative evidence of sexual harassment at the work place. The tool will be used by victims, potential victims, investigators, Advocates; Judicial Officers to understand and appreciate the evidence needed for successful prosecution of sexual harassment cases and how to collect and document the same.
It is against this background that PLA is retaining the services of the qualified service provider to facilitate the development of a sexual Harassment evidence collection web- portal l which shall be, simple and easy to understand by the users.
2.0: Objective
To develop a self- help sexual harassment evidence collection web portal.
3.0Scope of Work and Expected Outputs
3.1Scope of Work
3.1.1 Retain an information technology expert to facilitate the process of developing the self-help sexual harassment evidence collection web-portal.
3.1.2 Read and internalize the developed sexual harassment evidence collection tool.
3.1.3 Provide a web-based single point web portal, information storage, information querying and information retrieval by owners of the web portal (PLA) and individuals who create their own personal user accounts, each user will access her own personal information as captured by her after successful authentication.
3.1.4 Develop a module that avails all information on the web portal provided by Platform for Labour Action (PLA) for information purposes, advice, awareness creation, referrals and legal aid service provision.
3.1.5 Build security and administrative mechanisms to ensure the system is secure and individual data is not accessed unauthorized persons.
3.1.6 Build security and administrative mechanisms to ensure the system is secure and individual data is not accessed unauthorized persons.
3.1.7 Present the draft of the Self-help Sexual harassment evidence collection web portal to the PLA team for review and provision of feedback.
3.1.8 Share the final web portal for approval by PLA team.
3.1.9 Host the web onsecureglobalserversandavailable24/7.
3.1.10 Present the final Web portal at the launch of the tool to the general public
3.2 Expected results
3.2.1 A Sexual harassment evidence collection web portal in place, functional and accessible to the workers.
CONSULTANCY TIMELINES
4.1 All activities outlined in this consultancy are to be completed within 30 working days from the date of award of the contract and the final product shall be delivered by close of business 21st February2020.
5.0 Reporting
The Resource person shall report directly to the Executive Director and work closely with Manager Rights Social Protection and Accountability.
6.0Core Competencies
6.1 The resource person should hold a Bachelor’s Degree in Management Information Systems, Information Technology or have any other relevant but equivalent professional qualification:
6.2 At least three years’ experience in Software Development, Programming and implementing similar systems for Information Management and proof of similar consultants done.
6.3 Comprehensive understanding of Software development methodologies and techniques
7.0REMUNERATION
7.1 The Resource person will be paid Uganda shillings Six million only (6,000,000/=) for the whole assignment. PLA will withhold 6% of the consultancy fee as withholding tax.
7.2 The consultant shall be paid 30% upon concluding and signing of the contract of engagement, 30% upon delivery of the prototype of the web and 40% upon delivery of a functional and accessible web portal.
8.0Applications
All applicants must meet the minimum requirements described above.
Only short listed candidates will be contacted.
Each application should include the following: Cover letter with the applicant’s current contact information including how the candidate’s previous experience matches the consultancy objectives as well as their interest for the position (not longer than two pages);Technical proposal on how they intend to carry out the assignment; Financial proposal/detailed CVs of consultant and professional references at least three (3) references from completed relevant work and letter of recommendation; Samples of recent similar assignments: online portfolios and links to video work/documentaries;
Applications not including all of the above information will not be reviewed.
Only short listed candidates will be contacted.
[1]*2016 Uganda Ministry of Health Sexual Harassment Formative Assessment (SHFA)*
[2] Ibid
How to apply:
Send an email at admin@pla-uganda.org