CALL FOR PROPOSALS
Women’s Equal Employment Project in Zhejiang Province
The UN Entity for Gender Equality and Empowerment of Women (UN Women) in China is calling for
proposals to enhance Chinese women’s access to equal and fair employment.
The successful proposal will promote gender equal internal Corporate Social Responsibility practices
among one or several manufacturing companies located in Zhejiang Province, with a focus on
educating mid-level factory managers, and empowering predominately blue-collar women working
in these companies.
The project, however, will not be exclusive to this group and will also include female and male
workers at all levels of the company. It will ensure that the women’s voices are heard, their work
conditions are fair, and that they have equal opportunities for promotion. The selected partner(s)
will take a participatory approach and work closely with both men and women workers and their
factory managers.
This project aims to contribute to the following outcome and output:
Outcome: Private Sector Duty Bearers ensure that women have equal access to
employment, professional development opportunities and social protections within their
companies
Output
Factory managers have improved understanding of women workers’ gendered
needs, aspirations and discrimination they may face in the workplace and of
the corporate benefits of gender-equal policies to support women and men
workers
Guidelines for the Submission of Proposals
What is the format for the proposal?
Given the project’s Terms of Reference (TOR), the proposal should contain the following:
1) A narrative proposal consisting of:
a) Context and problem analysis: Brief summary of situation of blue- collar women factory
workers in China and Zhejiang Province, highlighting experiences and challenges in access to
equal employment and gender-equal practices to support women and men workers; brief
description of emerging opportunities or challenges for internal CSR advocacy; and
opportunities for implementing internal CSR practices that can support the blue collar
women workers.
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b) Justification: Analysis of why it is important to enhance awareness and understanding of
equal employment and implementation of internal CSR practices that can support bluecollar women workers. (1.5 pages)
c) Targeting: Describe principles for identifying the target group of women and men workers
within the factories, procedures for conducting the needs assessment of women workers as
compared to men workers, qualifications of the resource people for the training, and
content for the training resources.
d) Expected results: What are the expected outputs and outcomes that you would like to aim
for through this project? (1/2 page).
e) Project Design: Description of strategies, methodologies and approaches that your
organization proposes to adopt or utilize in pursuit of the project’s objectives (Please refer
to the attached Terms of Reference of the project).
f)
Partnerships and Sites: In its proposal, the selected partner(s) must demonstrate clear
guidelines for selecting the manufacturing companies participating in the project. Hence a
description of the partners needed to successfully implement the project and their roles; a
description of proposed sites for project implementation. (1.5 pages, maximum)
g) Log frame and Implementation Work Plan: Description of expected results and
corresponding activities and work plan to conduct the activities (Please see Annex 2 and 3).
h) Institutional profile: Brief description of the organization, including its registration details
and relevant experience or track record in implementing projects targeted at blue collar
women workers in China. With a focus on internal CSR practices the successful partner(s)
must also demonstrate a proven track record in working with manufacturing companies in
implementing gender sensitive CSR practices. (1.5 pages, maximum)
i)
A budget proposal fulfilling the following requirements (See Annex 4)
a) An output-based budget that shows how much is required to achieve each output.
b) The budget should include an allocation for a mid-term internal review by the project
conducted by the organization.
c) The budget should also include an allocation for preparation of a certified financial
report at the end of the project.
d) The administrative overhead cost should not exceed 10% of the total budget.
Applicants may include Annexes (supporting documents) such as organizational brochure, previous
annual reports and audit reports.
Who can apply? Proposal can be submitted by an organization, or jointly by two or more
organizations of any of the following categories:
-
Non-governmental organizations (NGOs), either registered in China or abroad.
Training and research centers based in educational or academic institutions
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The applying organizations must be legally registered. Organizations registered in China as for-profit
but operating in reality as civil society organizations clearly dedicated to social development are
eligible to apply.
What criteria will be used for selection of the proposal? The proposal will be selected on the basis
of technical (80%) and financial (20%) assessments. The technical assessment will review the
following:
1. Extent to which the proposal fulfills the requirements of the Call for Proposals (5%)
2. Clarity of the situation analysis and problem identification (15%)
3. Soundness of strategy, proposed activities and expected results against the problem analysis
(25%)
4. Application of a participatory process to bring together various strategic partners (10%)
5. Realistic work plan to complete the activities (10%)
6. Applicants’ institutional capacity and relevant experience (15%)
When is the proposal due?
Proposals are due by COB on Friday 11 July - 5 pm time in Beijing Time.
To whom should the proposal be sent?
Please email your proposal to: unwomen.china@unwomen.org
Subject line should indicate the heading, “Women’s Equal Employment Project”
The email needs to be sent with two separate PDF attachments, which are clearly labeled “narrative
proposal” or “budget proposal”:
1. Narrative Proposal including Logframe and Work Plan formats
2. Budget Proposal
Annex:
1.
2.
3.
4.
Terms of Reference (TOR)
Logframe format
Work -plan format
Budget proposal
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Annex 1
Terms of Reference
Title: Women’s Equal Employment Project
Background and Rationale
Issues of gender-based employment discrimination transcend borders, political systems, and
cultures. This has been verified by global consultations, including one on inequality conducted in
2012-13 and co-led by UN Women and UNICEF, which revealed that gender-based inequality
remains one of the most pervasive forms of inequality, found in all societies, and affecting a
larger proportion of the world’s population than any other form of inequality1. Therefore, the
economic empowerment of women, and increasing access to equal employment for women, is
vital for achieving overall gender equality. When more women work, economies grow and
country’s gross domestic product (GDP) increases as well. There are also growing body of
evidence that shows that gender equality significantly contributes to advancing economies and
sustainable development2.
Although the percentage of women employed in China is higher than the average for OECD and
Asia Pacific countries, women tend to be employed in low income professions and seldom
feature in managerial positions. Despite the enormous economic growth that China has
experienced the past two decades, with the country surpassing Japan in 2008 to become the
second largest economy in the world, the income gap between Chinese women and men is
increasing. According to China's National Bureau of Statistics, in 2010 approximately forty five
percent of the country's workforce were women, but on average the salary of a working Chinese
woman is 67 percent that of a man's wage in urban areas.
Hence this project will seek to create change for an important rights‐holders group in China:
1
UN Women, Post 2015 Position Paper; “A Transformative Stand Alone Goal on Achieving Gender Equality,
Women’s Rights and Women’s Empowerment”
2
Löfström, Asa (ns): Gender Equality. Economic Growth and Employment; and OECD. URL:
http://www.arifl.regione.lombardia.it/shared/ccurl/278/82/EUstudie_sidvis[1].pdf; Mörtvik, Roger and Roland
Spånt (2005): Does gender equality spur growth?, In: OECD Observer,, No. 250, URL:
http://www.oecdobserver.org/news/archivestory.php/aid/1664/Does_gender_equality_spur_growth_.html
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primarily blue‐collar women workers who are more vulnerable to adverse working conditions in
labor intensive manufacturing jobs in Zhejiang Province. The project also seeks to change the
mindsets of an important duty‐bearer groups in China: senior level executives within Chinese
corporations who are responsible for setting overall corporate policies, especially mid‐level
factory managers who work more closely with blue-collar, line workers.
Therefore UN Women in China is issuing a Call for Proposals (CfP) for an implementing partner
for a project that will focus on upholding the rights of primarily blue-collar women workers in
the manufacturing industry in Zhejiang Province. We are seeking innovative and catalytic
proposals from NGOs, civil society organizations or academic institutions, that have experience
in promoting Equal Employment and internal Corporate Social Responsibility (CSR) Practices in
China.
Goal
“The project goal is to ensure that women have equal access to professional development
opportunities and social protection”.
The goal of the pilot project “Equal Employment Opportunities for Women”, funded by Proya
Cosmetics Company, is to ensure that women have equal access to professional development
opportunities and social protection. In accordance with UN Women’s assessment of employment
challenges facing Chinese women, the project is based on a theory of change that values an
integrated approach to equal employment opportunities, and focuses on both top down and bottom
up approaches. It seeks to create change for an important rights-holders group in China: primarily
blue-collar women workers who are more vulnerable to adverse working conditions in labor
intensive manufacturing jobs in Zhejiang Province. The project also seeks to change the mindsets of
important duty-bearer groups in China: mid-level factory managers who work more closely with
blue-collar, line workers.
Outcome and Output
Outcome: Private Sector Duty Bearers ensure that women have equal access to
employment, professional development opportunities and social protections within their
companies
Output 1
Factory managers have improved understanding of women workers’ gendered
needs, aspirations and discrimination they may face in the workplace and of
the corporate benefits of gender-equal policies to support women workers
Project Design: Proposed Key Activities and Project Location
The successful proposal will promote gender equal internal CSR practices among one or several
manufacturing companies located in Zhejiang Province, with a focus on educating mid-level factory
managers, and empowering predominately blue-collar women working in these companies. The
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project, however, will not be exclusive to this group and will also empower female workers at all
levels of the company and include male workers in the needs assessment. It will ensure that the
women’s voices are heard, their work conditions are fair, and that they have equal opportunities for
promotion. The selected partner(s) will take a participatory approach and work closely with both
men and women workers and their factory managers.
Zhejiang Province has been selected as a geographic area of focus due to being an important
manufacturing hub that nationally has the second highest inflow of migrant workers after
Guangdong Province. UN Women will work with the selected partner(s) in reaching out to relevant
stakeholders to explore avenues for information exchange and technical support; this includes but is
not exclusive to the International Labour Organization (ILO), Trade Unions, Chambers of Commerce,
Workers’ Associations and other business and trade associations in Zhejiang Business Conference. In
addition to this, the donor of this initial pilot project has its base in Zhejiang.
With a focus on internal CSR practices the successful partner(s) must demonstrate a proven track
record in working with manufacturing companies in implementing gender sensitive CSR practices. In
its proposal, the selected partner(s) must demonstrate clear guidelines for selecting the
manufacturing companies participating in the project, principles for identifying the target group of
women and men workers within the factories, procedures for conducting the needs assessment of
women and men workers, qualifications of the resource people for the training, and content for the
training resources.
UN Women views internal CSR practices as socially responsible practices within a company, which
primarily involve employees and relate to issues such as investing in human capital. It further opens
a way of managing change and reconciling social development with improved competitiveness3.
Hence in the call for proposals, UN Women will consider internal CSR practices that focus on what
can be done internally to improve the well-being of the female workforce, their lives and
productivity, as well as to increase corporate profitability. For women workers, internal CSR
practices can relate to social protection measures such as social, health and safety standards, fair
work conditions, maternity benefits, and equal opportunities for promotion. Based on with the
needs identified by the women and men workers from the needs assessment carried out by the
implementing partner(s), certain social protection needs will be addressed in the pilot project.
The rational for focusing on internal CSR practices is that, although the Special Provisions on Labor
Protection for Female Employees issued by the Chinese State Government stipulates particular rights
concerning, for example, maternity leave and lactating mothers, the Provisions are often poorly
enforced in the private sector. There are reports of discrimination in recruitment, wages and unfair
dismissals, and cited reports that restrictions on matrimony and childbirth had been included in
employment contracts for female employees4. This highlights the need for further engagement with
3
http://www.csr-intl.net/intldim.html
4
CCR CSR- A Study og Migrant Workers with Left Behind Children in China- August 2013, page 14.
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the manufacturing industry on women’s equal access to employment, fair wages, career
development plans and social protection schemes. Hence UN Women is requesting innovative and
catalytic proposals from NGOs, civil society organizations or academic institutions that have
experience in introducing participatory bottom up approaches in its programming on internal CSR
practices within private sector companies in China, with a particular emphasis on supporting female
manufacturing workers. The selected partner(s) will, in turn, select in consultation with UN Women
the manufacturing company or companies in Zhejiang Province within which it will implement the
component.
Targeting
The focus on participatory bottom up approaches are particularly important in establishing a
working relationship with both the factory managers, so that they feel respected and involved, and
female and male workers, so that they feel included and listened to in the process of mapping their
aspirations for career advancements and social protection requirements. Through working closely
with the women workers and mid-level factory managers, the partner(s) (and UN Women) will
acquire a greater understanding of the issues that the selected companies face, and enabled to truly
engage with factory management in developing internal CSR practices that are applicable to the
specific needs of the company (ies) and its female workforce.
Through their engagement in this pilot project, factory managers will gain a greater understanding of
gender equality and existing legal frameworks on equal employment. By working with managers in
mapping the needs of their employees and what they financially can afford to offer their staff, the
partner will provide examples of long-term financial gains to companies by offering gender-sensitive
social protection and equal recruitment and promotion opportunities for female staff.
The model of engagement with both company management and primarily blue- collar women
workers will very much be a consultative one, and the selected partner(s) will need to demonstrate
experience in working on similar types of engagements in the past. By combining the participatory
bottom up approach with a close working relationship with the company management, the
partner(s) are able to engage with multiple stakeholders, and ensure that the internal CSR practices
are in line with the needs raised by both the women and senior management.
Reporting
The selected partner(s) will be the principle implementing agent, but will be working closely with UN
Women during project implementation. UN Women will also provide technical support and provide
valuable connections through its engagement with key stakeholders in China. It is expected that the
partner will provide interim and final narrative and financial reports in line with UN Women
guidelines and requirements. The reporting schedule is as follows:
 Quarterly FACE financial reports.
 Review of original supporting expenditure documentation, such as invoices, receipts etc., is
required with the submission of FACE forms
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


6 month and annual narrative reports
A detailed and comprehensive report of all activities (as part of the report including
anecdotes that capture the process, partnerships, lessons learnt, photographs, press
coverage, human interest stories, list of participants etc) in hard and soft copy will be
submitted at the end of the grant period.
The knowledge products, baseline and end line studies (including questionnaire) and reports
need UN Women’s approval before finalization.
All knowledge products/ press releases produced under this agreement must acknowledge
the support and seek approval of UN Women.
Duration and Implementation Plan
The duration of this project is 18 months: approximately September 2014- March 2016:
June- July 2014: Call for Proposals
UN will be advertising the Call for Proposals and carry out a competitive Review, and select
partner(s).
July- September: Selection of Partner(s) and Design Phase
After selection of the partner(s), a dialogue will be facilitated with the partner(s) to refine their
ProDoc, workplan, and logical framework, and to identity key risks to the implementation and
sustainability of the project and develop solid mitigation plans.
September 2014- March 2016- Project Implementation
Selected partner(s) will implement the project, and UN Women will provide technical support and
advice. UN Women will also be responsible for monitoring the progress of the project(s) and will be
reviewing narrative and financial reports from the partner(s), and ensure that they are in line with
UN Women standards and procedures.
Budget
Total grant is a maximum of USD$ 109,000.
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Annex 2: Logical Framework Format
Indicators
Goal:

Means of Verification
Important Assumptions
i)
ii)
Outcome 1 –The project is expected to
contribute towards the achievement of this
result, collectively with other
developmentpartners.

Output 1.1 – The project will be

i)

ii)
i)
X – not needed
ii)
directly held accountable for this
result.

Activities A:
A.1
A.2
A.3
Output B:

i)

ii)
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Indicators
Means of Verification
Important Assumptions

Activities B:
B.1
B.2
B.3
B.4
Output C:

i)

ii)
Activities C:

C.1
C.2
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Annex 3: Implementation Work plan Format
Outcome(s):
Output (s):
Output Indicator
Key Activity
Implementing
Timeframe
Amount
Partner(s)
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Annex 4: Budget Proposal
Budget
Line
Title
Breakdown
Total (USD)
1
2
3
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