Gender and Inclusion Mainstreaming Coach

:PURPOSE OF ASSIGNMENT

The GRIT Project is designed to address the root causes of gender inequality to achieve improved and equitable learning and employment outcomes for women and girls, including WWD, in the West Bank, including East Jerusalem. Accordingly, tailored coaching and training is necessary to promote institutional reform and increase the capacity of TVET institutes to meet the unique needs of women, including women with disabilities and encourage their participation in TVET

The GRIT Project is seeking a skilled consultant and facilitator to build the capacity of GRIT partner institutes (PIs) and other stakeholders in the practical application of gender equality and inclusion concepts in a TVET setting.  Capacity building will include one-on-one and small group coaching sessions with management from  Partner TVET institutes as well as tailored training for guidance counsellors

:FOCUS OF ASSIGNMENT

The primary focus of this assignment is to empower each Partner Institute (PI) to effectively implement priorities outlined in the institute-level action plans that were developed following the gender and inclusion audit process. Although not limited to these options, the Consultant will work with each PI to incorporate gender and inclusion considerations into various facets of each PIs operations, such as the enrollment process, strategic plans, policies, assessment forms, and monitoring and evaluation (M&E) processes. This initiative marks a pivotal step in ensuring the practical implementation of actions outlined in these plans, thereby bridging the gap between knowledge acquisition and effective execution. To do so, the consultant should do the followings

a- Capacity building through coaching

Collaborate closely with PIs based on their individual needs, preferences, and priorities to enhance their competence in integrating gender considerations and inclusivity into their organization.  Each institute will identify a key priority to be the focus of the coaching process. Priorities may include revisions to the enrollment process, support with strategic planning, adaption/adoption of policies, introducing a complaint system, adjustments to monitoring and evaluation (M&E) processes, or other aspects that will enhance gender responsiveness and inclusion at their institute and subject to approval by LWF and CLWR. Each PI will prioritize a specific action of interest to be the focus of the coaching.

b-Practical Resources Application

Provide one workshop to key staff in each of the targeted nine TVET institutes, in collaboration with GRIT GIO, to utilize three key resources on gender and inclusion, which have been developed as part of our  coaching program

Gender and Inclusion Checklist.

Inclusive Communication Checklist.

Needs Assessment Form for Evaluating Gender and Inclusion Aspects.

The Consultant’s role will be to collaborate with PIs to customize and adapt these resources to meet the specific needs of each institute and to encourage the adoption and practical integration these resources.
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