Terms of Reference
Policy and Global Guidance on Sexual Harassment and Workplace
Discrimination (September 2015)
Position
Department &
Location
Reports to
(position):
Purpose: How
does this post
support Plan’s
strategy and
mission?
Consultant
Remote
Grade
Date
September 2015
Plan International Headquarters:
Director of HR & Director of Gender Equality and Social Inclusion
Founded 75 years ago, Plan International is independent, with no religious, political or
governmental affiliations. It is one of the oldest and largest children's development
organizations in the world. We work in 50 developing countries across Africa, Asia and the
Americas to promote child rights and lift millions of children out of poverty particularly
those who are excluded or marginalized with high quality programs that deliver long
lasting benefits. Plan’s global strategy to 2015 envisages that success will come with
increased income, working in partnership with others and operating effectively under a
unified brand identity. Plan's vision is of a world in which all children realize their full
potential in societies that respect people's rights and dignity.
Plan believes that gender equality and inclusion are central to achieving our vision for
change: a world in which all children, both girls and boys, realize their full potential in
societies that respect people’s rights and dignity. Plan aims to actively promote gender
equality and inclusion in every sphere of our programmes, partnerships and organisational
culture.
Actions to end sexual harassment and discrimination in the workplace are central
standards against which we measure our commitment to gender equality and inclusion as
an organisation. While more than half of Plan offices have developed guidance for
addressing sexual harassment in the workplace, feedback from the Gender Strategy
Review process indicates that offices need and want global guidance on sexual harassment
and workplace discrimination.1 Plan’s Global Code of Conduct, Whistleblowing Policies, and
Disciplinary Policy and Procedures are not sufficient as guidance on sexual harassment.
This consultancy will support the development of a Policy and Global Guidance on Sexual
Harassment and Workplace Discrimination for Plan International Headquarters. Plan has
been mandated by its Executive Team to put in place specific global guidance on sexual
harassment and workplace discrimination by June 2016. This will include both a
prevention and response approach, including standardised procedures of support and a
complaint mechanism for all Plan offices to implement. (www.plan-international.org/girls )
Background:
Actions to end sexual harassment and discrimination in the workplace are central standards against
which we measure our commitment to gender equality as an organisation.
1
Taking Stock of Our Commitment to Gender Equality: Second Annual Global Gender Strategy Review.
1
Sexual harassment is a form of gender-based violence, and gender-based violence refers to any physical,
sexual, psychological and sometimes economic violence inflicted on a person because of being male or
female.2
Workplace discrimination is any unfair treatment or arbitrary distinction based on a person’s race, sex,
religion, nationality, ethnic origin, sexual orientation, disability, age, language, social origin or other
status. Discrimination may be an isolated event affecting one person or a group of persons similarly
situated, or may manifest itself through harassment or abuse of authority.3
Workplace discrimination is a form of gender discrimination, and gender discrimination refers to a
situation in which people are treated differently simply because of their sex, gender, age, sexual
orientation, disability, race, ethnic background, nationality, religion, and other characteristics.4
While more than half of Plan offices have developed guidance for addressing sexual harassment in the
workplace, feedback from the Gender Strategy Review process indicates that offices need and want
global guidance on sexual harassment and workplace discrimination.5 Plan’s Global Code of Conduct,
Whistleblowing Policies, and Disciplinary Policy and Procedures are not sufficient as guidance on sexual
harassment.
Vision:
Plan International will put in place specific global guidance on sexual harassment and workplace
discrimination by June 2016. This will include both a prevention and response approach, including
standardised procedures of support and a complaint mechanism for all Plan offices to implement.
This is a direct recommendation based on findings from Plan’s Global Gender Strategy Review process in
2014, as well as the Management Response developed by Plan’s Executive Team to support and endorse
these recommendations: “It is expected that all offices across Plan will implement the new sexual
harassment and workplace discrimination guidelines, and will create appropriate capacity building
processes for staff”.6 This is also a priority recommendation that came out of Plan’s Gender Equality SelfAssessment (GESA) in 2015, as well as a key priority identified by Plan staff that the organisation should
focus on as part of its Gender Equality Action Plan (2016-2020).
Dimensions of Role:
To develop a Policy and Global Guidance on Sexual Harassment and Workplace Discrimination, including
a confidential complaints/reporting mechanism. The final Policy and Global Guidance on Sexual
Harassment and Workplace Discrimination needs to be approved by Plan’s Executive Team and
operationalised by June 2016.
Deliverables and Timelines:
This consultancy will be approximately 15 days between the period of September 2015 and January
2016.
2
Plan’s Policy on Gender Equality (2011).
UN Women: http://www.un.org/womenwatch/osagi/fpsexualharassment.htm
4 Plan’s Policy on Gender Equality (2011).
5 Taking Stock of Our Commitment to Gender Equality: Second Annual Global Gender Strategy Review.
6 Taking Stock of Our Commitment to Gender Equality: 2014 Global Gender Strategy Review Report. Plan International
Management Response, June 2015.
3
2
Timelines
Deliverable
Sept-Oct
2015
External scan of HR policies and procedures conducted and examples
of best practices gathered, including reviewing Plan’s internal scan,
and discussing with various Plan staff
First draft Policy and Global Guidance finalised (approx. 15 pages)
Second and final draft of the Policy and Global Guidance finalised
based on rounds of feedback from Plan International
Nov 2015
Dec 2015 Jan 2016
Numbers of
Days (approx.)
4 days
5 days
6 days
Knowledge, Skills and Behaviour Required to Achieve Role’s Objectives:
Knowledge:
Demonstrated knowledge and understanding of gender equitable and inclusive workplace policies,
specifically on the topic of sexual harassment and workplace discrimination.
Demonstrated knowledge and understanding of creating and implementing HR policies and
guidance in global organisations.
Skills:
Ability to conduct research, including desk reviews, informational interviews, and other research
methodologies to gather information pertaining to sexual harassment and workplace discrimination
policies.
Experience in providing guidance on policies and guidelines to global organisations.
Experience in gender equality and inclusion capacity building, either in writing training sessions
and/or facilitating trainings will be considered an asset.
Adult education skills and experience with diverse adult learning pedagogies will be considered an
asset.
Organizational skills, as well as information gathering, assessment and presentation skills.
Experience working in the area of gender equality and inclusion will be considered an asset.
Educated to Master’s degree level.
Fluent in English (both written and verbal). Capacity in French and/or Spanish will be considered an
asset.
Behaviors:
Demonstrating Plan’s values in particular with regard to equity and justice.
Self-driven, organized and results-oriented.
Good listening skills and capacity to work effectively with others.
Promotes innovation and learning.
Strong team-work, influencing and motivational skills.
3