Background:

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls, the empowerment of women, and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. UN Women in Georgia supports state and non-state partners towards the achievement of substantive gender equality in Georgia. In line with national and international commitments, UN Women works on the levels of policies and legislation, institutions and grassroots, in order to achieve transformative results for increased gender equality and greater protection of the rights of women and girls.

UN Women Country Office in Georgia with the generous support of the Swiss Agency for Development and Cooperation (SDC) is implementing the third phase of the “Women’s Economic Empowerment in the South Caucasus” (WEESC) project. The project’s overarching goal is to ensure that women, particularly the poor and socially excluded, in Armenia, Azerbaijan and Georgia are economically empowered and participate in relevant decision-making. The WEESC project applies a holistic approach to reach this goal, enabling linked interventions at three levels: grassroots, policies and legislation, and institutions. The chosen approach and the implementation of the WEE agenda in the South Caucasus during Phase I (2018-2021) and Phase II (2021-2024) of the WEESC project served as a catalyst for action at all levels and supported the state and non-state partners towards the achievement of substantive gender equality in all three countries (Georgia, Armenia and Azerbaijan).

Furthermore, supported by the Government of Denmark, UN Women is implementing a multi-year programme “Women Increased Leadership for Resilient and Peaceful Societies” in Georgia, Moldova and Ukraine to build sustainable peace, resilience, and economic transformation by upholding women’s rights and promoting inclusive decision-making processes. Working within the framework of the country-level UN Women Strategic Notes, the programme supports gender mainstreaming in EU accession as a shared goal across the three countries. Both the WEESC project and the “Women Increased Leadership for Resilient and Peaceful Societies” program address challenges at the grassroots level while also emphasizing policy and institutional reforms to foster a supportive environment for women in Georgia.

Women in Georgia face significant barriers that impede their full economic participation. Specifically, they encounter challenges related to labor force participation, equal pay, managerial representation, entrepreneurship, and access to various assets and finance. These persistent gaps are deeply rooted in entrenched gender norms and social structures, such as the unequal distribution of care responsibilities and insufficient social protection and childcare services, which further hinder women’s economic empowerment. Women in Georgia dedicate five times more hours to unpaid domestic and caregiving tasks than men, significantly impacting their ability to participate fully in the labor market. Many women struggle to balance their professional and family responsibilities due to limited support systems, including a lack of childcare services, flexible work arrangements, and family-friendly workplace policies. Furthermore, inadequate maternity leave policies and insufficient job security during pregnancy contribute to challenges in women’s economic stability and overall well-being. The gender pay gap remains a significant challenge for women in Georgia. Even with equal educational achievements and professional backgrounds, women earn less than men.[1]

Currently, Georgia has yet to ratify key International Labour Organization (ILO) conventions, including the Workers with Family Responsibilities Convention, 1981 (No. 156), and the Maternity Protection Convention, 2000 (No. 183). Ratifying these ILO conventions is crucial for advancing gender equality and protecting workers’ rights. Convention No. 156 supports workers with family responsibilities by ensuring they can balance their work and family life without facing discrimination, which is essential for fostering an inclusive labor market. Convention No. 183 establishes minimum standards for maternity protection, including provisions for maternity leave, job security, and healthcare, thereby safeguarding the health and rights of mothers and their children while promoting maternal well-being and child development. During the first and second phases of the WEESC, UN Women developed Regulatory Impact Assessment (RIA) reports on ILO Conventions Nos. 156 and 183.[2] These reports identified key gaps in national legislation and provided recommendations for amendments to the relevant laws and possible scenarios to accelerate the ratification process.

Georgia has ratified the ILO Equal Remuneration Convention, 1951 (No. 100), which mandates equal pay for work of equal value. However, challenges in legislative alignment remain. In September 2020, the Parliament adopted significant amendments to the Labour Code, including Article 4, which states that “Employers shall ensure equal remuneration of female and male employees for equal work performed,” and recognizes unequal pay as a form of discrimination. Additionally, the new Law on the Labour Inspection Office requires monitoring of labor rights, including the enforcement of equal pay. Despite these advancements, Georgia’s legislation does not fully comply with ILO Convention No. 100, particularly regarding the principle of equal pay for work of equal value. To support gender equality in the workplace, a methodological document on the principle of equal pay in labor relations—the Equal Pay Review and Reporting (EPRR) Methodology—has been developed by ISET with guidance from UN Women. Moreover, UN Women, together with the Progressive Forum, has developed instructions for the Labour Inspection Office to identify and respond to unequal pay in the workplace. Discussions regarding its institutionalization are ongoing in Georgia.

By ratifying and aligning with ILO Conventions No. 100, No. 156, and No. 183, a country demonstrates its commitment to international labor standards, establishes a strong legal framework for gender equality, and enhances its global credibility, ultimately contributing to a more equitable and fair society. Furthermore, ratifying and aligning with these ILO Conventions would be an important step for Georgia on its path toward European Union (EU) approximation as spelled out in Georgia’s Association Agreement (2014) and EU’s communication to Georgia as part of the country’s EU candidacy application. The EU emphasizes adherence to international labor standards, which are vital for the integration process.

In Phase III of the WEESC project and under the program “Women Increased Leadership for Resilient and Peaceful Societies,” UN Women will continue to collaborate with national institutions in Georgia to facilitate policy dialogues that support the ratification and alignment of ILO Conventions No. 100, No. 156, and No. 183, ensuring these efforts are aligned with Georgia’s broader commitments to its EU approximation process and the advancement of labor standards.

To support this effort, UN Women Country Office (CO) Georgia seeks to hire a local consultant to provide technical assistance in accelerating the ratification and alignment process of ILO Conventions Nos. 156, 183, and 100, as well as aligning Georgia’s labor legislation with the requirements of its EU approximation process.

The consultant will be reporting to WEESC Progamme Analyst and WEESC Project Analyst and will be supported by WEESC Project Assistant, who will be the point of contact on the contract and payment issues.

Description of Responsibilities/ Scope of Work

The national consultant will be responsible to:

1. Generate data and evidence to develop legislative and policy frameworks that enable women’s economic empowerment in Georgia

• Conduct an analysis of existing legislation, strategies, and policies related to equal remuneration in Georgia, assess their alignment with the requirements of the EU approximation process and ILO Convention 100 on Equal Remuneration, identify gaps, propose solutions and develop a policy brief aimed at ensuring compliance and promoting equal pay principles.
• In collaboration with UN Women and the International Labour Organization (ILO), participate in the development of a detailed policy brief on Georgia’s membership in the Equal Pay International Coalition (EPIC), which assesses the current situation in Georgia, its alignment with EPIC’s criteria, identifies gaps, and provides possible solutions and recommendations.
• Conduct an analysis of existing legislation, strategies, and policies related to workers with family responsibilitiesin Georgia, assess their alignment with the requirements of the EU approximation process and ILO Convention 156 on Workers with Family Responsibilities Convention, identify gaps, propose solutions and develop a policy brief aimed at ensuring compliance and promoting policies that support workers with family responsibilities in line with international standards.
• Conduct an analysis of existing legislation, strategies, and policies related to maternity protection (maternity, paternity and parental leave) in Georgia, assess their alignment with the requirements of the EU approximation process and ILO Convention 183 on Maternity Protection, identify gaps, propose solutions and develop a policy brief aimed at ensuring compliance and promoting policies that strengthen maternity protection for all workers.

1. Organize policy dialogues in close collaboration with relevant national institutions, focusing on the prospective ratification and alignment of Georgia’s domestic laws and policies with the principles of ILO Conventions and EU requirements necessary for the Georgia-EU approximation process, while also engaging in advocacy efforts to promote these initiatives. Specifically:

• Organize policy dialogues and advocate for the alignment of policies promoting equal remuneration in Georgia with the requirements of the EU approximation process and ILO Convention No. 100 on Equal Remuneration (including advocating for the inclusion of a definition of ‘equal pay for work of equal value’ in Georgia’s labour legislation, as well as advocating for the implementation of the Equal Pay Review and Reporting (EPRR) methodology and guidelines by the Labor Inspection Office to detect and address pay discrimination in the workplace).
• Organize policy dialogues and advocate for the alignment of policies supporting workers with family responsibilities in Georgia with the requirements of the EU approximation process and ILO Convention No. 156 on Workers with Family Responsibilities.
• Organize policy dialogues and advocate for the alignment of maternity protection policies (including maternity, paternity, and parental leave policies) with the requirements of the EU approximation process and ILO Convention No. 183 on Maternity Protection.

Deliverables: 

N	Deliverables	Expected completion time (due day)
1. Generate data and evidence to develop legislative and policy frameworks that enable women’s economic empowerment in Georgia
1.1.	An inception report (outlining the methodology and structure for policy briefs on equal remuneration policy, maternity protection policy, and policies for workers with family responsibilities, along with a detailed timeline)	By December 6, 2024 (3 working days)	By March 14, 2025
1.2.	Draft policy briefs on equal remuneration policy, maternity protection policy and policies for workers with family responsibilities in Georgia (three policy briefs describing existing legislation, strategies, and policies in Georgia, their alignment with the requirements of the EU approximation process and ILO Conventions 100, 156 and 183, identifying gaps, proposing solutions/recommendations)	By February 28, 2025 (21 working days)
1.3.	Final policy briefs on equal remuneration policy, maternity protection policy and policies for workers with family responsibilities in Georgia (three policy briefs describing existing legislation, strategies, and policies in Georgia, their alignment with the requirements of the EU approximation process and ILO Conventions 100, 156 and 183, identifying gaps, proposing solutions/recommendations)	By April 25, 2025 (9 working days)	By May 9, 2025
4	Recommendations and suggestions for policy brief on Georgia’s membership in the Equal Pay International Coalition (EPIC) (describing the current situation in Georgia, its alignment with EPIC’s criteria, existing gaps, and possible solutions and recommendations)	By April 25, 2025 (2 working days)
2, Organize policy dialogues in close collaboration with relevant national institutions, focusing on the prospective ratification and alignment of Georgia’s domestic laws and policies with the principles of ILO Conventions and EU requirements necessary for the Georgia-EU approximation process, while also engaging in advocacy efforts to promote these initiatives
2.1.	A comprehensive list of key stakeholders, relevant to the policy dialogue and rationale for stakeholder selection for each selected policy topic (ILO Conventions No. 100, No. 156 and No. 183) (key stakeholders should include government officials, civil society organizations, employers’ and workers’ associations, trade unions, private sector representatives, experts, etc. along with their contact information. The rationale for stakeholder selection must include the main objectives for engaging with the selected stakeholders, a description of the potential contributions each stakeholder can make to the dialogue, and the modality of engagement with each selected stakeholder (individual consultations, group discussions, policy dialogue events, etc.))	By March 14, 2025 (2 working days)	By May 9, 2025
2.2.	At least 3 policy dialogue events and at least 5 group or individual consultations: Policy dialogue concept note and timeline (a comprehensive outline of the policy dialogue events, group or individual consultations with stakeholders, including objectives, discussion topics, target audience, expected outcomes and timeline) Agendas for policy dialogue events, group or individual consultations (a detailed agenda for each dialogue event and consultation, including timings, topics for discussion, speakers, and panelists (if relevant), etc. Policy dialogue events and discussions must cover selected ILO Conventions No. 100, No. 156 and No. 183) Stakeholder mobilization (email invitations developed and distributed to disseminate information about the events and consultations, stakeholders mobilized for policy dialogue events and consultations. Among others the discussions must involve the Tripartite Social Partnership Commission) Follow-up emails to participants of dialogue events and consultations Reports for each conducted dialogue event and policy consultation (summarizing key discussion points, stakeholders participated, stakeholder inputs, conclusions, achieved results, follow-up actions and next steps).	By July 31, 2025 (20 working days)	By August 15, 2025
2.3.	At least 2 policy dialogue events and at least 5 group or individual consultations: Policy dialogue concept note and timeline (a comprehensive outline of the policy dialogue events, group or individual consultations with stakeholders, including objectives, discussion topics, target audience, expected outcomes and timeline) Agendas for policy dialogue events, group or individual consultations (a detailed agenda for each dialogue event and consultation, including timings, topics for discussion, speakers, and panelists (if relevant), etc. Policy dialogue events and discussions must cover selected ILO Conventions No. 100, No. 156 and No. 183) Stakeholder mobilization (email invitations developed and distributed to disseminate information about the events and consultations, stakeholders mobilized for policy dialogue events and consultations. Among others the discussions must involve the Tripartite Social Partnership Commission) Follow-up emails to participants of dialogue events and consultations Reports for each conducted dialogue event and policy consultation (summarizing key discussion points, stakeholders participated, stakeholder inputs, conclusions, achieved results, follow-up actions and next steps).	By November 10, 2025 (15 working days)	By November 28, 2025
2.4.	Final report (summarizing the work conducted, which includes an overview of the stakeholders involved, key discussion points that emerged during the dialogues, inputs and feedback from stakeholders, conclusions drawn from the discussions, achieved results, follow-up actions that were agreed upon, and the next steps to be taken)	November 20, 2025 (3 working days)

Competencies :

Core Values:

• Integrity;
• Professionalism;
• Respect for Diversity.

Core Competencies:

• Awareness and Sensitivity Regarding Gender Issues;
• Accountability;
• Creative Problem Solving;
• Effective Communication;
• Inclusive Collaboration;
• Stakeholder Engagement;
• Leading by Example.

Please visit this link for more information on UN Women’s Values and Competencies Framework:

Functional Competencies:

• Technical credibility in policy analysis
• Technical credibility in legislative analysis
• Excellent writing, presentation/public speaking skills
• Partnerships building
• IT literacy

Required Qualifications:

Education and Certification:

• Master’s degree in law, European Studies, Political Science, Social Sciences, Gender/Women’s Studies, or a related field is required
• A first-level university degree in combination with seven (7) additional years of qualifying experience may be accepted in lieu of the advanced university degree.

Experience:

• At least 5 years in case of Master’s or 7 years (Bachelor’s degree) of progressively responsible work experience in legislative and policy analysis.
• At least 5 years in case of Master’s or 7 years (Bachelor’s degree)  of progressively responsible work experience in policy advocacy.
• At least 5 years in case of Master’s or 7 years (Bachelor’s degree) of professional experience on relevant development and Gender Equality and Women’s Empowerment related issues.
• Proven knowledge and understanding of national legal and policy frameworks, particularly concerning the Georgia-EU approximation process and alignment with ILO Conventions (Workers with Family Responsibilities Convention, 1981 (No. 156), the Maternity Protection Convention, 2000 (No. 183) and the Equal Remuneration Convention (No. 100)).
• Evidence of solid knowledge of stakeholders in the country, in particular national institutions working in the field of gender mainstreaming and development.
• Prior experience in conducting tasks similar to the ones outlined in this ToR with UN/EU agencies in Georgia will be considered a distinct advantage.

Languages:

Fluency in English and Georgian is required.

How to Apply:

• Personal CV and P11 (P11 can be downloaded from: https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/About%20Us/Employment/UN-Women-P11-Personal-History-Form.doc )
• A cover letter (maximum length: 1 page)

Statements :

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women’s empowerment.

Diversity and inclusion:

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.

If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.

UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.)