|Date Posted:||Jul 25, 2017|
|Closing Date:||Jul 30, 2017|
|Work Type:||Full Time|
|Number of Vacancies:||1|
|Salary Range:||Salary is negotiableNone|
|Years of Experience:||4 Years|
|Contract Duration:||Not specified|
|Contract Type:||Short Term|
|Probation Period:||3 months|
The Gender Manager is a full-time, professional position located at the USWDP Career Center in Shaheed Rabani Education University (SREU). The objective of this position is to improve the status of women within the university, including all levels of staff, teachers, students and supporting staff, through the implementation of MoHE’s Nondiscrimination and Anti-Sexual Harassment policy and National Action Plan for the Women of Afghanistan (NAPWA) strategies and progress on the achievement of priority indicators.
Note: This position is established within USWDP on a temporary basis and will be abolished once it is approved for recruitment as a Tashkeel position under Ministry of Higher Education structure. The Gender Manager position comes under Grade 4 Step 1 of MoHE structure with a monthly salary of 17,250 AFN.
Duties & Responsibilities:
Has primary responsibility for coordinating effective university-wide efforts to meet and exceed the requirements of the MoHE Nondiscrimination and Anti-Sexual Harassment Policy for Higher Education Institutions as well as the MoHE Gender Strategy.
Leads the university’s overall strategic planning efforts to prevent and eliminate sex and gender-based discrimination in all forms, including sexual and gender-based harassment and violence, stalking, and retaliation (“Prohibited Conduct”) and in the achievement of NAPWA female participation in education indicators.
a. Facilitates coordination, planning and effective implementation of the MoHE policy and strategy by fostering strong collaboration, clear communication and quick resolution of issues across organizational boundaries among all University stakeholders, including, but not limited to the MoHE Gender Unit, the Chancellor’s Office, the Policy Implementation Committee (PIC), the Complaint Review Committee (CRC), the Code of Conduct Committee, etc.
b. Builds relationships and coordinates with other universities’ gender units for the purpose of sharing experiences and collaboration. Coordination with other central universities should be on a monthly basis while with provincial universities it should be on quarterly basis.
c. Participates in meetings or committees where university plans and regulations are being developed or executed, providing input on how best to coordinate and comply with the MoHE Nondiscrimination and Anti-Sexual Harassment Policy and the achievement of NAPWA strategies and female participation indicators.
d. Continuously coordinates with university leadership for ensuring equitable access, participation and safety of female faculty, students and staff.
a. Policy Environment: Stays informed of all trends in the implementation of the MoHE Nondiscrimination and Anti-Sexual Harassment Policy, the Ministry of Women’s Affairs Anti-Harassment regulation, the Anti- Harassment against Women and Children Law and serves as key advisor to the University leadership on arising policy, organizational, and systemic issues. Ensures that all university policies, procedures and practices comply with relevant Afghan policies and laws.
b. Staff Development: Develops, coordinates and oversees the training and professional development of the University’s policy implementation team, including the Complaint Review Committee (CRC), the Policy Implementation Committee (PIC), The Chancellor’s office and others as identified for effective implementation.
c. Initial Complaint Assessment: The Gender Manager is the first point of contact for all gender discrimination and sexual harassment complaints. As such, the GM takes the initial complaint, conducts the initial assessment including a threat assessment, and provides interim remedial and protective measures. Provides case management for all cases of gender discrimination and sexual harassment but must ensure active management of high risk cases.
d. Investigation and Resolution Process: Oversees all reports of sexual harassment and gender discrimination involving students, staff, faculty, or third parties, including taking the initial report, conducting investigations or supervising alternate resolutions to ensure that the university’s response is prompt, equitable, thorough, reliable, objective, and follows all legal and ethical mandates.
e. Sanctions and Remedies: As a result of conducting the investigation, recommends sanctions, including discipline, and remedial actions to the Complaint Review Committee to ensure consistency across the University and appropriate action to remedy the effects of Prohibited Conduct both individually and community wide. Monitors outcomes to ensure compliance, identifies and assesses patterns, trends and other systemic issues and develops and implements responsive policy, action recommendations, and other strategies to address the effects on the University community.
f. University Outreach and Education:
o Education, Prevention and Training: Develops and implements University-wide education, training and outreach programming and materials related to the MoHE Nondiscrimination and Anti-Sexual Harassment Policy and the NAPWA mandates for students, faculty and staff to address both students and employees rights and responsibilities under the policy. Ensures alignment and effectiveness of campus and community educational materials that effectively and meaningfully communicate the University’s discrimination and harassment resources, response, and compliance efforts. Explores creative means for reaching different university populations, for example through peer education.
o University “Climate” Assessment: Leads efforts to monitor the climate and culture of the university to determine the level of awareness, understanding and effectiveness of interventions and programs; to track patterns and trends of discrimination and harassment; collect appropriate information and data; and develop assessment tools.
g. Communication: Interacts with administrators, students, faculty and staff as well as any community partners to facilitate effective communications between and among the various groups; assists in responding to inquiries and complaints from students, parents, employees and others; and communicates goals and services to others both inside and outside the institution.
a. Creates activities to further implementation of NAPWA strategies for education:
o Incentives and affirmative action for females to become and remain faculty.
o Affirmative action to promote girls’ education.
o Gender equity in scholarships and training opportunities.
o Mandatory monitoring of sexual harassment and violence against women and girls in education.
b. Monitors University progress in meeting NAPWA target indicators for female enrolment, employment and access to learning and training opportunities.
Reporting and Planning:
a. Prepares monthly, quarterly, and annual work plans and shares the plans with Gender Directorate at MoHE.
b. Maintains confidential filing system for all Gender Discrimination and Sexual Harassment complaints.
c. Maintains and analyzes on a monthly basis Gender Discrimination and Sexual Harassment data.
d. Submits all Gender Discrimination and Sexual Harassment data to HEMIS on a weekly basis.
e. Reports monthly all Gender Discrimination and Sexual Harassment data to the Gender Directorate at MoHE.
Perform any other activity under the scope of the gender strategy, the Nondiscrimination and Anti-Harassment policy of MoHE and NAPWA.
At least a Bachelor’s degree with 4 – 5 years of relevant work experience. A graduate degree will be preferred.
Preference will be given to candidates who have already undergone some short-term trainings on communication, gender or human rights.
Strong computer skills including Word, Excel and PowerPoint.
Working knowledge of English, Dari and Pashto languages.
Demonstrated strong interpersonal skills, teamwork, and leadership.
Well organized, able to manage multiple tasks.
Capable of working independently with minimal supervision but skillful in collaborating and coordinating with other program staff and partners.