Gender Specialist, Global Advisory Services

About Accion:

Accion is a global nonprofit committed to creating a financially inclusive world, with a trailblazing legacy in microfinance and fintech impact investing. We catalyze financial service providers to deliver high-quality, affordable solutions at scale for the 1.8 billion people who are left out of, or poorly served by, the financial sector. For more than 60 years, Accion has helped tens of millions of people through our work with more than 200 partners in 63 countries. More at http://www.accion.org.

About Global Advisory Solutions

We are a diverse and close-knit global team with one common social purpose: building a financially inclusive world for small businesses and low-income households.  We are passionate about what we do – working with a wide range of financial service providers and other partners across the world to create to build sustainable businesses to achieve financial inclusion.  We enjoy solving problems, being exposed to new ideas, sharing information, and asking, “what if?” In this position, you will be in the center of it all. Working closely with the MD and our regional managers, you will be a key supportive team member for the GLAS leadership and collaborate with co-workers who are industry experts with diverse backgrounds, being part of a team that is shaping and challenging the industry. You will work to support our global program management efforts; lead our internal communications initiatives and collaborate with other teams to support external communications; oversee board and management reporting; contribute to industry engagements and GLAS thought-leadership efforts.

Project Summary:

Our WEE Strategic Objective within the GLAS team is to create and replicate demonstration models to secure access and adoption of digital financial services by underserved women. Our strategic approach is threefold: 1) work directly with FSPs to support them in their journey from being a gender-neutral to a gender-sensitive organization and to support them in building and deploying gender-intentional products and services; 2) develop key partnerships that allow us to strengthen our capacities and contribute with our experience and complement our offering; and 3) work with social impact investment funds to provide our advisory services to define their gender strategy, and support during recruitment, investment, and post-investment processes.

In order to execute our strategy, as we are working with partners and social impact funds, we will need to be able to gain a comprehensive understanding of the organization's current state regarding gender sensitivity, identify gaps and barriers, and lay the foundation for targeted interventions and a roadmap towards a gender-intentional culture. In addition, this assessment will enable our partners and potential investees to measure progress, engage stakeholders, and ensure transparency and accountability in their gender-related initiatives.

This consultant will 1) create or identify a gender assessment relevant for organizations committed to the social impact space, specifically the area of financial inclusion, and 2) construct a comprehensive framework that will guide organizations in their journey towards becoming gender-sensitive and enable them to deploy gender-intentional products and services to women, and 3) develop a monitoring and evaluation toolkit which can be used to assess the progress and impact of the gender intentionality initiatives.

Scope of Work

Create or identify a gender assessment relevant for organizations committed to the social impact space, specifically the area of financial inclusion.

1.  Define the purpose of the assessment.

• • Create a document that articulates the purpose and objectives of the GLAS gender assessment.
  • Determine whether the assessment will focus on the overall organization, specific departments, or both.
  • Identify the specific aspects of gender sensitivity and intentionality that will be assessed, such as policies, practices, organizational culture, leadership commitment, and employee perceptions.

2.  Establish Assessment Framework:

• • Develop a framework that outlines the key dimensions, indicators, and criteria to be evaluated within the assessment. Relevant frameworks and guidelines, such as gender mainstreaming principles, gender equality standards, and best practices in gender-inclusive organizations should be considered. The framework should be aligned with GLAS strategic goals and Accion values.
  • If an assessment is identified that meets GLAS criteria, evaluate the alignment of the assessment and GLAS/Accion goals, values, and the financial inclusion context and determine if customization is needed.

3.  Select Assessment Methods

• • Determine the most appropriate assessment methods based on the context of the average female micro-finance client or potential client and typical resources of the organizations that serve them.
  • Methods may include surveys, interviews, focus groups, document reviews, and observation.
  • A combination of quantitative and qualitative data collection techniques to gain a comprehensive understanding of the organization’s gender sensitivity should be considered.

4.  Develop Assessment Tool

• • Design survey questionnaires, interview guides, and focus group protocols that align with the assessment framework.
  • Ensure that the assessment tools capture relevant information related to gender sensitivity, intentionality, and inclusivity.
  • Pilot-test the tools with an identified small sample group to refine and validate the assessment.

Develop Gender-Sensitivity Framework

1. Work closely with VP, GLAS, and WEE team to create a tool to be deployed post-assessment which will help the organization which was assessed to define the concept of “gender sensitivity” and define clear goals for creating a gender-intentional culture.
2. Create a tool that will guide the analysis of the assessment findings which will inform the development of a customized roadmap for the organization which was assessed.
3. Create a tool that will guide the design of a step-by-step roadmap that will outline specific actions, strategies, and initiatives to guide the organization toward a gender-sensitive culture.
4. Create a presentation that can be used to raise awareness and build capacity on gender-related topics for organizational staff and leadership.

Monitoring and Evaluation Toolkit

1. Provide a set of measurable indicators and metrics to track progress and evaluate the effectiveness of gender-sensitive initiatives.
2. Provide recommendation in how to assess the progress and impact of the gender intentionality initiatives.
3. Provide guidance document which highlights potential points of failure when implementing a gender-sensitivity framework and recommendations for mitigation of these challenges.
4. Create progress report template which can be used with stakeholders, highlighting achievements, challenges, and recommendations for continuous improvement as the organization works toward creating a gender-sensitive culture.

Key Activities, Deliverables, Milestones, and Schedule

The relevant activities, deliverables, milestones, and timing are as follows:

Key Activities/Deliverables/Milestones

Timeline/Due Dates

Gender-sensitivity Assessment tool

August 31st

Gender-sensitivity Framework

September 30th

Monitoring and Evaluation Toolkit

October 31

Fees & Payment Schedule

The service Provider’s fee for performing the Services set forth in this SOW shall be:

• XXXX per day for up to 90 days.

#

Amount

Deliverables/Milestones

Payment Schedule

1

40 days/Gender-Sensitivity Assessment

August 31st

2

30 days/Gender-Sensitivity Framework

September 30th

3

20 days/Monitoring and Evaluation Toolkit

October 31

• Interested in our mission and working globally.
• Willingness to embody our values of excellence, respect and passion for social change.
• Excellence: Accion staff should always put forth their best effort in all activities, strive for high quality of collective and individual performance; and demonstrate honesty and integrity at all times while in the workplace and while working on behalf of the organization.
• Respect: Accion staff should value one another’s roles and responsibilities as much as their own, be encouraging, and value the diverse and unique perspectives of colleagues. They should honor obligations and commitments to each other and to external partners.
• Passion for Social Change: Accion staff should be committed to making a difference in the lives of those less fortunate, value the greater good of the organization over personal gain, and promote a productive workplace by acknowledging the accomplishments of others.

Accion is an equal opportunity employer. We are committed to a diverse and inclusive workplace culture. Accion seeks qualified applicants without regard to race, color, gender, sex, age, religion, creed, national origin, ancestry, citizenship, marital status, sexual orientation, physical or mental disability, medical condition, military and veteran status, gender identity or expression, genetic information, change of sex or transgender status, or any other basis protected by law. Accion is committed to providing reasonable accommodations to applicants with disabilities.