Overview:
Union to Union, a leading organization dedicated to
promoting integrity and ethical practices within the trade union movement,
seeks a qualified consultant to conduct an anti-corruption assessment and
capacity-building project for trade unions in Kenya. This project aims to
enhance transparency, accountability, and ethical standards, focusing on issues
such as discrimination, sexual harassment, and gender-based violence (GBV)
within the unions.
Responsibilities:
The consultant will comprehensively assess
approximately seventeen trade unions in Kenya, focusing on their
anti-corruption measures and policies. Key tasks include:
Assessment Design and Planning:
- Develop an Integrity Framework to guide the assessment.
- Evaluate anti-corruption policies, guidelines, and their
implementation.
Data Collection and Analysis:
- Conduct face-to-face interviews with union representatives.
- Collect and review union policies, guidelines, and reports.
- Establish indicators to assess the organization’s duty of care
towards staff and members that can be used by the unions later on.
- Maintain regular communication with Union to Union to ensure
the assessment is on track.
Reporting and Recommendations:
- Write a comprehensive assessment report, including
recommendations for capacity building.
- Present the assessment findings to Union to Union and edit the
report as needed.
Capacity Building:
- Conduct training workshops on anti-corruption measures (as its
established on the Terms of Reference document).
- Facilitate an action planning workshop to develop strategies
for implementing anti-corruption policies and practices.
Requirements:
- Education:
Degree in Social Sciences, Law, Public Administration, or related fields. - Experience: Experience
conducting assessments and capacity-building projects, preferably within
the trade union sector or related fields.
- Experience with methodological tools such as interviews, focus
groups, policy analysis, and surveys.
- Proven experience (academic or professional) working on these
topics.
- Skills: Strong
analytical, communication, and report-writing skills. Expertise in
anti-corruption, discrimination, sexual harassment, and GBV issues.
- Language: Proficiency in
English. Knowledge of local languages is an advantage.
Suggested Tools and Methodologies:
While the consultant will have the flexibility to
propose their tools and methodologies, we recommend considering the following:
- Interviews and Focus Groups: Engage
union members and leaders to gather qualitative data.
- Policy Analysis: Review
existing anti-corruption policies and guidelines to identify gaps and
areas for improvement.
- Workshops: Facilitate
interactive sessions to train union representatives and develop action
plans.
- Surveys: Conduct
surveys to collect quantitative data on the prevalence and impact of
corruption and harassment.
Duration and Compensation:
- The consultancy will last until December 2024, including
preparation, data collection, reporting, and workshops, more
details on the Terms of Reference document.
- Payments will be made in two installments: 50% upon
commencement and 50% upon completion.
Terms of Reference: Capacity Building and
Anti-Corruption Assessment in Kenyan Trade Unions
Background:
Union to Union is committed to enhancing the overall
integrity and safety within the trade union movement as part of its Capacity
Development Program. To this end, the organization will be implementing a pilot
project in Kenya that aims to identify and address any gaps in the
implementation of anti-corruption and anti-harassment policies, with a special
emphasis on preventing gender-based violence (GBV) and sexual harassment. This
process will help foster safer, more equitable union environments in Kenya and
globally, ensuring that all members and staff are treated with respect and
dignity.
Aim of the project:
The project aims to enhance anti-corruption measures
and policies addressing gender-based violence and sexual harassment in Kenya. A
strategic approach will be adopted, involving the selection of unions and
projects for assessment and capacity development, ensuring a broad
representation of the workforce, including different sectors that are part of
Union to Union’s project portfolio in Kenya.
Objectives of the consultancy:
The consultancy has the following objectives:
- To assess existing anti-corruption measures and GBV policies
within Kenyan trade unions.
- To develop an introductory capacity-building program with
union leaders and relevant staff based on the assessment findings. The
consultancy will develop guidelines for addressing various types of
corruption, including financial fraud and gender-based violence and sexual
harassment. This framework should encompass clear policies, reporting
mechanisms, and accountability structures to ensure that all forms of
corruption are effectively addressed and that a culture of transparency
and respect is fostered within the unions.
- To support the creation and execution of action plans aimed at
addressing identified gaps and promoting gender equity and anti-corruption
practices.
Scope of Work:
The consultancy will execute the project in four
phases:
Phase 1:
Assessment (July-Agusti 2024 )
- Kick-off Meeting: A virtual meeting will be held in the last
week of July 2024, involving Union to Union, GUFs, Swedish Unions to
outline and discuss the process objectives and timelines.
- Assessment Execution: The consultant(s) will lead the
assessment to. This will involve site visits to the selected Kenyan
unions, interviews, and review of documents and policies.
Phase 2:
Capacity Building (Agusti 2024)
- Training Workshops: Based on the assessment findings, two
2-day workshops will be conducted in Nairobi in September, focusing on
anti-corruption, GBV prevention, and policy development.
Phase 3:
Action Plan Development (September 2024)
- Action Plan Development Workshops: Two 2-day workshops aimed
at assisting unions in the development of their action plans. These plans
should include specific measures for preventing GBV and corruption,
mechanisms for reporting and investigating incidents, and strategies for
promoting transparency and accountability.
Phase 4: Action
Plan Implementation and Follow-up (October 2024 – December 2024)
- Implementation Support: From October to December 2024, ongoing
support will be provided to the unions for the implementation of their
action plans. This will include monthly check-in calls and progress review
meetings to ensure that the unions are effectively executing their plan.
How To Apply
Interested candidates should submit their CV, cover
letter with the estimated desired payment, and a brief proposal outlining their
approach to the Sebastian Caballero Paz email: sebastian.caballeropaz@uniontounion.org no
later than the 8th of July.
Union to Union is committed to promoting diversity
and gender equality in the workplace. Qualified women and individuals from
underrepresented groups are encouraged to apply.
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