Fostering gender equal leadership is one of the means to a more efficient and equitable workplace and contributes to the advancement of gender equality and the achievement of the Sustainable Development Goals (SDGs). Women and men should have equal access to decent work opportunities and be able to reach senior management and leadership positions.
The case for gender diversity in businesses and organizations has gained momentum across the globe. Board diversity initiatives are a growing area within good corporate governance practices, globally and in the Asia Pacific region. There are several imperatives for ensuring greater diversity in leadership positions of small, medium and large companies. Compelling research and advocacy have generated awareness and acceptance of the business case for greater gender diversity across all levels, and especially in senior management positions. There is also growing recognition that having more balanced board representation enhances firm performance by bringing in new and diverse insights, experiences, values and perspectives to complex problems and discussions in the boardroom and hence enables boards to make better (informed) decisions¹. Thus, the benefits of more gender equality in leadership positions are considerable not only for women, but for companies’ reputation, performance and countries’ economic growth. The linkages between women’s representation in managerial positions and boards, and stronger corporate governance reinforces the need for gender diversity as part of greater transparency and promotion of integrity and accountability in business practices.
¹Gender Balance Index, OMFIF, 2018
The “Transparency, Accountability and Anti-Corruption” team at UNDP Bangkok Regional Hub works towards promoting inclusive and just societies for sustaining peace, transparent and accountable institutions for sustainable development, effective governance of finance as well as ensuring the rights of marginalized and at-risk groups.
Its regional project Promoting a fair business environment in ASEAN, funded by the UK Government seeks to minimize corruption risks and to encourage sustainable practices. In the 6 target countries, namely, Indonesia, Malaysia, Myanmar, Philippines, Thailand and Viet Nam, the project will (1) encourage partnerships between the public and private sector, as well as civil society and development partners at the regional level, to implement and monitor integrity policies in ASEAN; (2) improve transparency in government contracts and increase compliance with international procurement and trade standards; (3) promote business integrity and sustainable practices for private companies and state-owned enterprises; (4) strengthen anti-corruption strategies, policies and laws and improve redress mechanisms for companies, investors and the broader public.
Focus on Gender Equality
As part of an ongoing knowledge series that explores the intersection of gender equality and fair business under the regional project, UNDP BRH plans to develop an advocacy report on factors that promote gender-equal leadership at the workplace.
The report will describe the business sector’s context, trends, existing gaps and opportunities, and will capture the practices as well as enabling factors in the six target ASEAN countries of the regional project. This information will be collected and synthesized to read as a compelling advocacy document to inspire other companies to apply similar practices.
The report will provide a snapshot on catalytic factors for fostering gender equality at workplace. (government measures, and the roles of business associations and civil society). More specifically, the report will focus on examples of practices and measures implemented by Asian companies that have demonstrated positive impacts on promoting gender-equal leadership at workplace. It will also consider if and how these practices and measures have impacted companies’ business performance and workplace culture.
Three main areas of work done by companies will be considered when doing the research: 1) Foster women’s leadership skills and opportunities; 2) Promote the workplace diversity and inclusion; 3) Support employees’ work-life balance.
One national consultant for each country will be recruited to collect and document the required information and data listed above (including relevant statistics, policies and regulations) and examples of measures and practices of local businesses designed to improve gender inclusion and gender equal leadership.
One regional consultant will be recruited to develop a synthesis report based on the 6 country inputs, which includes recommendations for ways forward.
Duties and Responsibilities
Scope of Work
Under the overall guidance of the Gender and Business Integrity Coordinator based in UNDP Bangkok Regional Hub and in close consultation with UNDP Country Office, the national consultant will be responsible for collecting and documenting information and data in Malaysia on:
Performance of the consultant is monitored closely, and regular feedback will be provided by Gender and Business Integrity Coordinator.
Expected Outputs and Deliverables
The consultant under this contract is required to:
The consultant will utilize his/her own equipment to complete the assignment.
All information collected for the advocacy report pertaining to the assignments as well as outputs produced under this contract shall remain the property of the UNDP who shall have exclusive rights over their use. The products shall not be disclosed to the public nor used in whatever format without written permission of UNDP in line with the national and International Copyright Laws applicable.
The outputs for this assignment are expected as follows:
The assignment will be conducted under the overall supervision of UNDP’s Asia-Pacific Regional Gender Equality Team Leader and Project Specialist for “Promoting a fair business environment in ASEAN”.
Duration of the Assignment
Up to a maximum of 25 working days over a period of maximum 7 weeks. The expected starting date is 13 April 2020, and the expected ending date is 31 May 2020.
The assignment will be home-based.
Contracts based on daily fee:
The fee will be paid on a monthly based on time sheet completed with description of tasks, certified by Programme Manager. UNDP makes payments based on the actual number of days worked.
The estimated maximum number of workdays for the duration of the consultancy is as follows:
Price Proposal and Schedule of Payments
Consultant must send a financial proposal based on Lump Sum Amount. The total amount quoted shall be all-inclusive and include all costs components required to perform the deliverables identified in the TOR, including professional fee, anticipated travel costs, living allowance (if any work is to be done outside the IC´s home base) and any other applicable cost to be incurred by the IC in completing the assignment. The contract price will be fixed output-based price regardless of extension of the herein specified duration. Payments will be done upon completion of the deliverables/outputs and as per below percentages:
In general, UNDP shall not accept travel costs exceeding those of an economy class ticket. Should the IC wish to travel on a higher class he/she should do so using their own resources
In the event of unforeseeable travel not anticipated in this TOR, payment of travel costs including tickets, lodging and terminal expenses should be agreed upon, between the respective business unit and the Individual Consultant, prior to travel and will be reimbursed.
Travel costs shall be reimbursed at actual but not exceeding the quotation from UNDP approved travel agent. The provided travel allowance shall not exceed UNDP DSA rates.
Required Skills and Experience
Documents to be included when submitting proposals
Interested individual consultants must submit the following documents/information to demonstrate their qualifications. Please group them into one (1) single PDF document as the application only allows to upload maximum one document
How to Apply:
Forms and General terms & conditions to be downloaded:
Incomplete proposals may not be considered. The shortlisted candidates may be contacted, and the successful candidate will be notified.
Criteria for selection of the best offer
The criteria which shall serve as basis for evaluating offers as follows:
Technical Criteria for Evaluation (Maximum 70 points)
Only candidates obtaining a minimum of 49 points (70% of the total technical points) would be considered for the Financial Evaluation.
|Country:||-- Home Based|
|City, State:||Home Based|
|Closing date:||April 17, 2020|