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The detailed TORs are available on the ILO website link:

https://www.ilo.org/islamabad/aboutus/WCMS_850702/lang-en/index.htm

Terms of reference for developing a practical and concise strategy to address gender-based discrimination and a training toolkit to build awareness and capacity of stakeholders.

The International Labour Organization (ILO) is the UN specialized agency dealing with work and workplace issues, and related rights and standards. Its overarching goal is to achieve decent work for all so everyone benefits from working conditions that offer freedom, equity, security and human dignity. Pakistan’s DWCP-III aims to create sustainable social, economic and institutional structures that will give focus and facilitate the implementation of the four priority areas of the extended DWCP III i.e. Promoting Decent Work in the Rural Economy; Promoting Job Creation for Youth and Vulnerable Groups; Strengthening Compliance with International Labour Standards (ILS) through Social Dialogue and Extending Social Protection Floors.

Cotton is mostly grown in the areas of southern Punjab and upper Sindh in Pakistan. Its initial processing is also carried out in its areas of origin. However, cotton supply value chain spreads throughout the provinces of Punjab and Sindh. The pedestal level of the cotton supply chain comprises of farmers, farm workers and cotton pickers (who mostly are women). They work in the open agriculture fields. The second tier of the cotton supply chain comprises of the workers involved in transportation of cotton to ginning factories and workers of the cotton ginning industry. The third tier is individuals and groups involved in local sale and distribution and export related activities.

At all the above-mentioned tiers millions of both male and female workers are engaged on seasonal basis. Being part of the informal economy the agriculture sector yet remains out of the ambit of labour laws and its enforcement. Moreover, neither the farmers nor workers of this sector have proper knowledge about their rights or FPRW. The local agri-based business are also usually not aware of their legal obligations or the concepts of social compliance under CSR. The labour practices at these levels are tied with local traditions and culture rather than with national laws or market forces. The practiced work arrangements mostly involve child labour, forced labour and discrimination at workplace. Informal relations are considered more important in engaging labour and bargaining rather than accepting organized structure of labour unions based on the principle of freedom of association, collective bargaining and social dialogue. Workers’ personnel protection, health and safety are also not considered an important aspect of work ethics.

Since, all the above-mentioned tiers are located and mostly operates within the rural areas which adds another difficulty of low literacy and awareness levels that makes the job more complex and challenging.

The FPRW derive from ILO conventions and recommendations, which set international labour standards on a broad range of subjects related to the world of work, including human rights at work, occupational safety and health, employment policy and human resources development. Discrimination in respect of employment and occupation is one of the four key pillars of FPRW. Discrimination in employment and occupation occurs when a potential candidate is treated differently or less favourably because of characteristics that are not related to his/her merit or the inherent requirements of the job. These characteristics commonly include in national law: race, colour, sex, religion, political opinion, national extraction or social origin. Discrimination can take many forms. It may be direct when, for example, laws or rules explicitly limit a person's access to employment. However, most discrimination is indirect and arises informally through attitudes and behaviour. Some forms of discrimination may even have cultural roots.

Non-discrimination simply means that employees are selected on the basis of their suitability to do the job and that there is no distinction, exclusion or preference made on other grounds. Employees who experience discrimination at work are denied opportunities and have their basic human rights infringed. This affects the individual concerned and negatively influences the greater contribution that they might make to society. The workplace is a strategic entry point for freeing society from discrimination. Combating discrimination at the workplace can help reduce disadvantages, such as in education, resulting from inequity that people may have suffered at earlier stages in life. It is also important to realize that discrimination at work arises in a range of settings, and can be a problem in a rural agricultural business or in a high technology city-based business. When the workplace brings together workers of different races, sexes and ages, for example, and treats them equally, it helps build a sense of common purpose. By doing so it defuses stereotypes and prejudices that are at the heart of discrimination.

Gender based discrimination remains pervasive and deep-rooted and continues to violate the fundamental rights of workers in the cotton sector in Pakistan. It is also one of the root causes of child and forced labour Worker and employer organizations as well as cotton farming and worker communities can play a key role in addressing this issue, but often lack the technical capacity to do so. To tackle this challenge the ILO Country Office for Pakistan under its project “Promoting Fundamental Principles and Rights at Work in the Cotton Supply Chain”[1] aims to build the capacity of the relevant stakeholders at the different levels to combat gender-based discrimination.

In view of the above, the consultant is expected to 1) take stock of the current situation on gender-based discrimination in the cotton growing sector in Pakistan and 2) develop a practical strategy and a training toolkit for pilot testing and implementation by the different key stakeholders including those identified by the ILO’s mapping study in cotton growing communities. The strategy and toolkit should take national and international instruments for gender mainstreaming and capacity-building into account. The consultant is expected to complete the tasks and produce these tools in close coordination with National Project Coordinator (NPC) and guidance from the ILO’s Specialists on FPRW and Gender in the DWT-South Asia, and from the CO-Islamabad’s Programme Unit.

5.1 Join initial briefings by the project staff.

5.2 Carry out a desk review of relevant literatures to document the situation on gender-based discrimination in the cotton supply chain in Pakistan. Assessment to place the toolkit at appropriate existing theoretical framework and literature.

5.3 Develop a plan and tools for primary data collection to gather information on gender-based discrimination and training needs

5.4 Carry out primary data collection including interviews with the ILO’s tripartite stakeholders.

5.5 Develop a working paper on the situation of gender-based discrimination in the cotton supply chain in Pakistan.

5.6 Develop a draft strategy for combatting gender-based discrimination and draft outline and key contents of training toolkit for addressing gender-based discrimination (e.g training material, trainers guide, presentations for the participants, etc)

5.7 Share draft materials with the ILO staff and relevant stakeholders to seek feedback.

5.8 Finalize the strategy and training toolkit to combat gender-based discrimination for pilot-testing and implementation. These tools will be used to build the capacity of the relevant stakeholders at the different levels to combat gender-based discrimination.

The consultant will work closely with the ILO project staff and specialists in carrying out all tasks.

The training toolkit may include at-least, but not limited to, the following:

5.9 Facilitate 04 pilot testing seminars based on the training toolkit. These seminars to be organized by ILO or its partners. The duration of the training will change according to the training needs identified.

Note: The toolkit/reports should follow the ILO House Style Manual (ILO House Style Manual: Sixth Edition) with regard to its content, text and formatting.

The consultant will commence performance from the date of signing the contract for service with the ILO Country Office for Pakistan. The consultant is expected to contribute 40 working days spread over a period of four months as follows:

Tasks/description - - - Number of days

1. Join initial briefings by the project staff. - - - 1

2. Carry out a desk review of relevant literatures to document the situation on gender-based discrimination in the cotton supply chain in Pakistan. Assessment to place the toolkit at appropriate existing theoretical framework and literature. - - - 5

3. Develop a plan and tools for primary data collection to gather information on gender-based discrimination and training needs. - - - 5

4. Carry out primary data collection including interviews with the ILO’s tripartite stakeholders. - - - 8

5. Develop a working paper on the situation of gender-based discrimination in the cotton supply chain in Pakistan. - - - 6

6. Develop a draft strategy for combatting gender-based discrimination and draft outline and key contents of training toolkit for addressing gender-based discrimination (e.g training material, trainers guide, presentations for the participants, etc) - - - 8

7. Share draft materials with the ILO staff and relevant stakeholders to seek feedback. - - - 1

8. Finalize the strategy and training toolkit to combat gender-based discrimination for pilot-testing and implementation. These tools will be used to build the capacity of the relevant stakeholders at the different levels to combat gender-based discrimination. - - - 6

8. Payment terms

• First payment of 30% upon submission of deliverable 1-3 to the satisfaction of ILO.
• Second payment: 40% upon submission of deliverable 4 to the satisfaction of ILO.
• Final payment of 30% upon deliverable 5 & 6 and completion of overall satisfactory completion of assignment.

Note: If any travel involved, all travel related payments will be made against actual expenditures on production of original receipts/invoices and vouchers in accordance with UN/ILO rules and regulations. In case any travel to be required to accomplish the above-mentioned tasks, the consultant will obtain in writing permission the ILO before planning and traveling.

The consultant will complete the assignment in close coordination with the relevant technical specialist on Fundamental Principles and Rights at Work FPRW DWT-New Delhi and National, relevant Senior Programme Officer and National Project Coordinator (NPC) INDITEX Project, ILO Country Office for Pakistan.

• First level university degree in Gender, economics, law, business, development, social science, or a subject relating to the assignment.
• An excellent understanding of ILO’s mandate, understanding of its tripartite nature and surrounding sensitivities and track-record of producing similar strategy and capacity building tools.
• At-least 5-year work experience of similar assignments, including developing similar toolkits for the ILO/UN agencies.
• Understanding of Pakistan and its Cotton, Textile and Garment value chain is an asset.
• Strong understanding on discrimination, particularly gender-based discrimination.
• Proven experience in addressing gender-based discrimination.
• Excellent training facilitation skills.
• Excellent writing skills in English and Urdu
• Good understanding on adult learning

[1] This is INDITEX funded project, which aims to foster a partnership approach among the partners on promoting Fundamental Principles and Rights at Work (FPRW) for a sustainable cotton supply chain in Pakistan. This project promotes an integrated approach to Fundamental Principles and Rights at Work (FPRW) in the lower tiers of the cotton supply chain. More details about the project is available on the ILO website Promoting Fundamental Principles and Rights at Work in the Cotton Supply Chain (ilo.org)