Terms of Reference
Consultant for the Development of GEDI-related Documents for Yayasan Hivos
Introduction
Yayasan Humanis dan Inovasi Sosial/ Humanist and Social Innovation Foundation
(hereinafter: Yayasan Hivos) has been officially established in Indonesia on
March 2021 prior to its decade-long presence through Dutch-based Hivos. For its
decentralization and locally-shaped progress, Yayasan Hivos is in the phase of
developing its strategy along with relevant guidelines and policies that align
with its core principle as a humanist organization.
Some documents have been identified to mandatorily exist in Yayasan Hivos to
evidently strengthen the gender equality, diversity, and inclusion (GEDI)
principle and practice. Some of the documents are already available at the
Hivos Global level, therefore can be localized, contextualized, and sharpened
instead of developing from zero.
The recruitment of a (team of) consultant for the development of GEDI-related
documents for Yayasan Hivos is crucial as we need external views who are
experienced in developing relevant documents with ample track records. The
Yayasan Hivos’ GEDI team will assist the consultant in collecting some
information and connecting to relevant resource persons. GEDI team will oversee
the quality of the document and will further strategize on how to induce the
document to the whole Yayasan Hivos staff and partners.
Scope of Work and Expected Deliverables:
The maximum duration to conduct the assignments is three months, with tasks
including:
a. Developing GEDI Strategy Document and relevant policies (with some details
that are elaborated in the deliverables section); and
b. Presenting the deliverables to Yayasan Hivos’ GEDI team and Management Team.
Below are the documents that have been identified to be developed and delivered
in the consultancy.
1. GEDI Strategy Document
The GEDI Strategy document will be the main reference and GEDI guiding
principle for Yayasan Hivos in developing programs, implementing projects,
working with partners, connecting with donors and stakeholders, as well as
managing the organization and human resources. The document will be redeveloped
every five years. Therefore, the document is a long-run outlook of Yayasan
Hivos’ GEDI strategy.
It will comprise of introduction and background, change process, implementation
roadmap, and tracking and reflection. Case study in GEDI and other impact
areas, civic rights and climate justice, will also be presented in the GEDI
Strategydocument to show the relevance and intersectionality of GEDI to Yayasan
Hivos’ thorough vision.
In the introduction and background, the document will redefine the terms that
are commonly used in GEDI, in order to bring everyone in the same
understanding. These glossaries are important to put Yayasan Hivos as a
thought-leader in gendered diversity and inclusion that can be useful in
positioning Yayasan Hivos in the development sector. Countries’ context
analysis in Southeast Asia, particularly in Indonesia, the Philippines, and
Timor-Leste, will also be presented in the document to align the urgency of the
GEDI strategy.
In the change process, the document will scrutinize where Yayasan Hivos
currently is with its GEDI strategy, approach, and implementation and what
vision Yayasan Hivos has to move forward with GEDI-related issues. This way, it
will clear the pathway on achieving the intended GEDI goals within Yayasan
through its projects that will be elaborated further in the implementation
roadmap. This will include but is not limited to, the fundraising strategy,
inclusive project and grant management and implementation, activities’
inclusive guideline, monitoring and evaluation, as well as stakeholders and
partners networking recommendations.
In the tracking and reflection part, the document will propose practical ideas
on how to monitor the GEDI progress through realistic and tangible measurements
and how to regularly reassess our strategy and its implementation. This is
including the learning and adaptation based on the changing context that most
likely will and always happen along with the implementation of the GEDI
Strategy.
The GEDI Strategy document will also recommend what policies need to be
developed within Yayasan in order to realize and enable the practice of the
GEDI principles. In the next point, some policies have been identified due to
their urgency, however, further recommendations will be depended on the
development process of the GEDI Strategy document.
2. Anti-Sexual Harassment Policy and Other Policies
Through the GEDI Strategy document, some policies that need to be developed in
Yayasan Hivos will be identified. However, one of the most prominent policies
that is obviously needed to be developed and implemented in an organization
nowadays is the anti-sexual harassment policy. The Hivos Global Office has
developed one, as well as other organizations. For efficiency, it would be
better to develop the policy by adopting through other organizations’ policies
and their learning throughout the implementation experience of the policy.
Important elements in the anti-sexual harassment policy are on defining
harassment, preventive actions, and reporting mechanism.
Other policies that can be developed, particularly concerning human resources
is the commitment of diversity and inclusion that can be attached with staff
contracts. This commitment can be modified in several forms that can be
explored further, for instance, a recorded training (audiovisual) and continued
with a set of questions that need to be answered and passed minimum score. This
kind of policy and understanding can also be adapted to our partner
organizations as part of the capacity assessment.
Qualification & Experience:
· Knowledge in gender equality, diversity and inclusion, as well as the current
state of affairs in Southeast Asia (particularly Indonesia, the Philippines,
and Timor-Leste) concerning GEDI-related issues;
· Experienced in developing organizational thematic strategies and policies;
· Ability to work rapidly, both in person and remotely, with team members in
various locations;
· Ability to work timely; and
· Fluent in English.
Timeline and Budget
The period of the consultancy is three months (December 2021 to February 2022),
with a total budget of EUR 5,000. The deliverables timeline will be discussed
and agreed upon for the contract signing.
Application Submission
Interested applicants have to submit a CV/resume, expression of interest
letter, and (if any) relevant documents or evidence that have been developed
related to this assignment to [ mailto:hr@hsi.foundation ;| hr@hsi.foundation ]
by Friday, 12 November 2021 at the latest.
