Background:

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls, the empowerment of women, and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. UN Women in Georgia supports state and non-state partners towards the achievement of substantive gender equality in Georgia. In line with national and international commitments, UN Women works on the levels of policies and legislation, institutions and grassroots, in order to achieve transformative results for increased gender equality and greater protection of the rights of women and girls.

UN Women Country Office in Georgia with the generous support of the Swiss Agency for Development and Cooperation (SDC) is implementing the third phase of the “Women’s Economic Empowerment in the South Caucasus” (WEESC) project. The project’s overarching goal is to ensure that women, particularly the poor and socially excluded, in Armenia, Azerbaijan and Georgia are economically empowered and participate in relevant decision-making. The WEESC project applies a holistic approach to reach this goal, enabling linked interventions at three levels: grassroots, policies and legislation, and institutions. The chosen approach and the implementation of the WEE agenda in the South Caucasus during Phase I (2018-2021) and Phase II (2021-2024) of the WEESC project served as a catalyst for action at all levels and supported the state and non-state partners towards the achievement of substantive gender equality in all three countries (Georgia, Armenia and Azerbaijan).

Furthermore, UN Women Country Office in Georgia with the support of the Government of Norway is implementing the “Good Governance for Gender Equality in Georgia” project (GG4GEG). The project’s overarching goal is to ensure that women and girls in all their diversity benefit from gender-responsive governance and fully and equally participate in decision-making and economic life in Georgia. The project works at the community and institutional levels. At the institutional level the project engages with private businesses interested in increasing their contributions to the SDGs, their accountability and women’s economic empowerment by promoting gender equality in the workplace, marketplace and community. The work with this constituency builds on lessons learned and partnerships established with a pool of 195 companies that have signed on to the Women Empowerment Principles (WEPs). On the community level, the project supports two key groups of women: vulnerable women from grassroots communities to improve their job skills and their access to financial and economic services and women entrepreneurs who are already engaged in business and interested in scaling up their businesses are linked to larger cooperatives and corporate value chains.

Women in Georgia face significant barriers that impede their full economic participation. Specifically, they encounter challenges related to labor force participation, equal pay, managerial representation, entrepreneurship, and access to various assets and finance. These persistent gaps are deeply rooted in entrenched gender norms and social structures, such as the unequal distribution of care responsibilities and insufficient social protection and childcare services, which further hinder women’s economic empowerment.

The gender pay gap remains a significant challenge for women in Georgia. According to 2023 data, the unadjusted monthly gender pay gap, which does not account for demographic or job-related characteristics, stood at 32.1%.  Even with equal educational achievements and professional backgrounds, women earn less than men.  The gender pay gap in Georgia’s labor market is one of the fundamental causes of women’s low economic participation and also a key factor contributing to poverty and economic insecurity.

Georgia has ratified the ILO Equal Remuneration Convention, 1951 (No. 100), which mandates equal pay for work of equal value. To support gender equality in the workplace, a methodological document on the principle of equal pay in labor relations—the Equal Pay Review and Reporting (EPRR) Methodology—has been developed by ISET with guidance from UN Women.

Private sector companies play a critical role in promoting and upholding pay equity in Georgia. To support gender equality in the workplace, the UN Women in Georgia has been actively working with private sector companies to enhance their understanding of gender equality, including pay equity. In 2024, UN Women conducted awareness-raising training for the private sector on pay equity and the EPRR methodology. However, further steps are necessary to assist private sector companies in implementing effective pay equity monitoring mechanisms, tracking progress, and adopting measures to achieve pay equity within their organizations.

To support this initiative, the UN Women Country Office (CO) in Georgia is seeking to hire a local consultant to review and update the EPRR instrument (Excel tool) and deliver training to private sector companies on its application. The consultant will assist these companies in testing and implementing the EPRR instrument (Excel tool) within their organizations and will update the instrument based on their feedback and recommendations.

The consultant will be reporting to WEESC Progamme Analyst and WEESC Project Analyst and will be supported by WEESC Project Assistant, who will be the point of contact on the contract and payment issues.

Description of Responsibilities/ Scope of Work

The national consultant will be responsible to:

1.    Initial review and assessment of EPRR methodology and instrument
•     Conduct an initial review and assessment of EPRR methodology and instrument (Excel tool)
•     Modify the EPRR instrument (Excel tool) to increase its user-friendliness

2.    Participate in delivering training on the application of Equal Pay Review and Reporting (EPRR) instrument for private sector companies
•     Participate to conduct training sessions for private sector companies to ensure they are equipped with the relevant skills and knowledge to test and implement the EPRR instrument within their organizations
•     Provide training materials and resources that support continuous learning and practical application of the EPRR instrument (Excel tool)

3.    Update the EPRR methodology and instrument based on feedback and recommendations from private sector companies
•     Collect and analyse feedback from private sector companies and update EPRR methodology and instrument (Excel tool) together with the Data Analyst
•     Update the EPRR methodology and instrument (Excel tool) considering the feedback, ensuring it aligns with the practical needs and operational realities of private sector companies

Deliverables

• Deliverable 1: Updated EPRR instrument based on the initial review (Excel tool) and training program on the application of the EPRR instrument for private sector companies (including training materials (presentation slides, group or individual exercises, etc.)) by 28 April 2025 (7.5 working days)
• Deliverable 2: Training sessions (in total 5 sessions) and practical assignments (in total 2 assignments) on prevention of unequal pay, EPRR for private sector companies by 30 June 2025 (3.5 working days):
  o    Session 1 – Theoretical Session: Gender pay gap
  o    Session 2 – Theoretical Session: Overview of the EPRR excel tool
  o    Practical Assignment 1: Training program participants work on completing the EPRR Excel tool
  o    Session 3 – Practical Session: Review of training program participants’ completed EPRR Excel tool, discussion of questions, and recommendations for tool improvement
  o    Session 4 – Practical Session: Discussion of the updated EPRR tool based on training program participants’ recommendations
  o    Practical Assignment 2: Training program participants work on completing the updated EPRR Excel tool
  o    Session 5 – Practical Session: Review of training program participants’ completed EPRR Excel tool, discussion of questions, and finalizing the EPRR Excel tool based on recommendations
• Deliverable 3: Final version of EPRR methodology and instrument (Excel tool) with clear guidelines by 28 July 2025 (7 working days)
  Consultant’s Workplace and Official Travel

This is a home-based consultancy, no travel is required outside Tbilisi.
Competencies :

Core Values:

• Integrity;
• Professionalism;
• Respect for Diversity.

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues;
• Accountability;
• Creative Problem Solving;
• Effective Communication;
• Inclusive Collaboration;
• Stakeholder Engagement;
• Leading by Example.

Please visit this link for more information on UN Women’s Values and Competencies Framework:

Functional Competencies:

• Technical credibility in delivering training
• Excellent presentation/public speaking skills
• Partnerships building
• Negotiation
• IT literacy

Required Qualifications

Education and Certification:

• Master’s degree in Social Sciences, Gender/Women’s studies, or a related field is required
• A first-level university degree in combination with seven (7) additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

• At least 5 years in case of Master’s or 7 years (Bachelor’s degree) of professional experience in data collection, analysis and visualization
• Sound understanding and technical knowledge of statistics including familiarity with key statistical concepts, techniques, and methodologies used in data analysis
• Proven track record of working with data analytics tool (Excel), with experience in data analysis, and visualization
• Experience in conducting training sessions
• Prior experience in developing tools for gender statistics and indicators will be considered a distinct advantage
• Prior experience in conducting tasks similar to the ones outlined in this ToR with UN/EU agencies in Georgia will be considered a distinct advantage

Languages:

Fluency in English and Georgian is required.

Statements :

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women’s empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.