Akina Mama wa Afrika (AMwA)

Feminist Leadership Development

On Sunday 1st October, the women's movement in Uganda was shattered by the news of Marren Akatsa-Bukachi's passing. At the time of her demise, Marren was the Executive Director at  the Eastern African Sub-regional Support Initiative for the Advancement of Women (EASSI) and served as a committee member of the NGO Commission on the Status of Women, Africa (NGOCSW Africa), among others. Akina Mama wa Afrika on behalf of the Uganda Feminist Forum celebrates the pathfinder that Marren has been.

Marren has been an inspiration to many for her unflagging passion and commitment to women’s rights and her fight for justice for all women. She epitomized our struggle in many ways through her exceptional leadership, her work and her strength as she dedicated her life to making a difference for women, blazing a trail for the women movement with courage and conviction.

Through her work, Marren struggled tirelessly towards the improvement of women’s participation in politics and the reduction of women’s poverty at the household level. She advocated for inclusivity and the revival of the women’s movement in Africa. The success of the Gender and Development Bill for East Africa is one such process Marren led with persistence and resilience. She facilitated women's engagement in cross border trade in the East African Region in a safer and profitable environment.

Marren was an artist who found time through her busy schedule to do what she was passionate about: making beautiful jewelry. She moved countless people and touched thousands of lives through relentless advocacy for women: turning their stories into actions, to stand up for ourselves and for one another, and facilitated the transfer of knowledge and skill through organizing, investing in, and fighting for a better world for all women.

As Marren said in an interview at the African Feminist Forum “…no one can mistake me when they meet me because I exude my feminism in what I say and in what I do”. She lived everyday true to her words. Her words always spoke to solidarity, intersectionality, and the love for women. It is her strength, perseverance, eternal beauty, intelligence, unflagging activism and compassion that we shall remember her by.

”I watched as some politicians got divorced because their husbands and clans could not stand the thought of a woman wearing trousers. I was made a stronger woman through these experiences and I credit them with the turning point when I became a truly baptised feminist. I became very angry. I am still angry.”

A true African feminist, Marren did not at any point waver through her feminist journey; not even her ailment could stand in her way for gender justice. With courage and commitment she served on various national, regional and international bodies passionately working to advance the feminist agenda at every opportunity. With her charm, she brought warmth into feminist spaces, challenged and inspired us to lead and dismantle forces of patriarchy.

There is no doubt you lit so many feminist candles that will continue to burn for generations to come. You were a succesful mother who taught your children and everyone around you to live and excel. You fought a good fight!

Rest in power sister Marren, rest in power! Until we meet...

1. About Akina Mama wa Afrika
Akina Mama wa Afrika (AMwA) is a Pan-African, feminist and transformational non-governmental development organization, with the United Nations Economic and Social Council consultative status.
Our work is rooted in feminist principles and beliefs that define our Leadership Training and Movement Building programs. We take pride in our work, enhancing African woman’s voices on socio-economic, political and cultural issues. AMwA has played a leading role; in collaborative movement-building spaces such as the African Feminist Forum, in advocacy for women’s rights including ratification, implementation of the African Union Women’s Protocol, promotion of sexual and reproductive health rights, and women’s engagement in peace building and decision making processes.
Through the years AMwA has become famous for her feminist leadership development facilitated by the African Women Leadership Institute, a flagship programme that creates a special space where African women come together to exchange ideas and strategize to advance the feminist agenda.

2. Project Overview
With support from HIVOs, Akina Mama wa Afrika (AMwA) seeks to customize the African Women Leadership Curriculum in part to deliver the Women Leadership Strategy for the Women@Work Campaign. The Women Leadership Strategy is aimed at advancing women’s leadership and representation in decision-making processes in the Horticulture Sector in Eastern Africa by addressing both strategic and practical issues that hinder women’s progress.

2.1 Specific Objectives
• To strengthen the leadership capacities of women in the horticultural sector in
Eastern Africa through leadership skills building and training
• To promote gender responsive work place policies and improved working conditions of work especially for women
• To strengthen trade unions and workers organizations in the horticulture sector to
effectively represent workers
• To enhance coordination, coalition and movement building among trade union, women rights organizations and civil society organizations in the horticulture sector
• To support national, regional and international engagements to develop and domestic gender equality and decent work conditions standards in the horticulture sector

The Campaign to be implemented by a Consortium of organizations from Uganda, Kenya and Rwanda seeks to bring about decent work for women who earn their living in global production chains such as coffee, flowers and garments.

3. Context of the project in relation to the task

Horticulture is one of the non-traditional sub sectors that contribute significantly to Uganda’s foreign exchange earnings in addition to employing a large number of women. It contributes over US$ 95 million annually and flowers alone are credited with having contributed up to 38.70 million United States dollars to Uganda’s GDP in 2014(UWEA, 2014). The sector is growing with a number of fruit, vegetable and flower exporting companies making a break through to the European Union market.

In 2016 Hivos commissioned a baseline survey on the horticultural industry in Eastern Africa countries, namely; Ethiopia, Kenya, Rwanda, Tanzania and Uganda that identified gender inequalities and human rights injustices in the horticulture sector. The survey revealed that while the women in Uganda form 60-70% of the industry's labor force, the majority of them are engaged in unskilled, and lower paying roles. More often than not, women in the horticulture sector work as laborers digging, weeding, harvesting, sorting, packing and labeling flowers, fruits and vegetables which is very poorly paying and sometimes unpaid. Men on the other hand are involved in activities that are higher on the value chain and as such are paid more in addition to being less labor intensive due to the option to utilize machinery at that level.

The survey noted that in the rare instances where women have the option to enter into the higher level horticultural value chains, entry barriers such as lack of finance or access to credit, equipment and education stop them resulting in the present situation where very few women are engaged in horticulture entrepreneurship and even less owning large pieces of land or processing facilities for fruits and vegetables.

Women are also more likely to be at the receiving end of workplace sexual harassment - an issue compounded by the absence of sexual harassment policies (only one out of the surveyed farms had a sexual harassment policy in place) and unfair/unequal pay. Both of these are issues whose continued existence is not surprising given the survey results indicating that women are left out and not adequately represented at decision making positions.

The Women@Work campaign, started by Hivos in 2012 was set up to address challenges such as those indicated above with the eventual target of bringing about decent work for women who earn their living in global production chains, specifically in the flower industry. The campaign has since 2016 been expanded to include the wider horticulture industry and focuses on:

• Capacity development, specifically in countries in East Africa.
• Advocating for enforcement of women workers’ rights and their economic empowerment as part of CSR (Corporate Social Responsibility) and implementation of decent work for women.
• Highlighting women’s work and rights of women workers in the flower industry through consumer action calling for fair pay.

Therefore AMwA will draw on 30 years of strengthening African women leadership capacities to enhancing the leadership capacities of women in the horticultural industry through the African Women Leadership Institute (AWLI).

4. Scope of Work & Objectives

Customize the African Women Leadership Institute Curriculum to include a module on labour rights. The assignment will generate content for the module on labour rights and aligned it to the overall AWLI Curriculum to enable trainees fully appreciate labour rights in relation to the existing national, regional and international policy and legal frameworks

4.1 Module Structure

Each submission must be capable of running as a stand-alone training workbook and deliverable within one day of training. It must cover all the essential elements of the topic and each of the sub-topics must have learning points ‘Bottom Line Points’ (BLPs). And take into account the level of appreciation of content by the target group (leaders in flower farmers) these are the key messages that each participant must internalize and remain with after the training course. The format of each module must follow the following outline:
• The Introduction to the module outlining the essence of the content to be covered.
• Module Objectives which will speak to the intended outcomes of the session in terms of what the participants are required to learn from the topic.
• The content section which will discuss the issues and form the core of the BLPs being communicated.
• Session activities. Each of the topics requires suggested activities to enable active learning and a participatory approach to delivering the session content. There are some subjects that are difficult to deal with in a participatory manner and these can be delivered as brief lectures/ content input sessions.
• The module must end with a list of not more than 5 suggested texts for further reading. These must not be a substitute for a robust discussion of the content session.

4.2 Specific module expectations
Each Module should be capable of supporting trainees to adequately gain knowledge on their labour rights and their application

4.3 Deliverables:
A module on labour rights is developed


4.4 Assignment Timelines

1. Review the AWLI Curriculum & Other relevant literature 29th -1st October 2017
2 Development of the module on Financial Literacy 2nd -4th October 2017
3 Submission of the 1st draft 5th October 2017
4 Submission of the final draft 9th October 2017

5. Qualification and Competencies
The ideal consultant should have demonstrable expertise in the field of Development, Economics, Governance, Law, Human rights, Gender, and Policy analysis.

5.0 Application Process
Applications (in English) must be sent by email to the Executive Director at This email address is being protected from spambots. You need JavaScript enabled to view it.  and This email address is being protected from spambots. You need JavaScript enabled to view it.  by close of business 28th of September 2017 and contain the following elements:
• A cover letter stating your motivation and summarizing relevant experience
• Curriculum Vitae with full description of the applicant’s profile and experience
• Budget estimates
• A sample of previous work in a related field
• Contact details of at least two independent referees with in-depth and proven knowledge of the applicant’s expertise in the field.

***Only Successful Candidates will be contacted***

1. About Akina Mama wa Afrika
Akina Mama wa Afrika (AMwA) is a Pan-African, feminist and transformational non-governmental development organization, with the United Nations Economic and Social Council consultative status.
Our work is rooted in feminist principles and beliefs that define our Leadership Training and Movement Building programs. We take pride in our work, enhancing African woman’s voices on socio-economic, political and cultural issues. AMwA has played a leading role; in collaborative movement-building spaces such as the African Feminist Forum, in advocacy for women’s rights including ratification, implementation of the African Union Women’s Protocol, promotion of sexual and reproductive health rights, and women’s engagement in peace building and decision making processes.
Through the years AMwA has become famous for her feminist leadership development facilitated by the African Women Leadership Institute, a flagship programme that creates a special space where African women come together to exchange ideas and strategize to advance the feminist agenda.

2. Project Overview
With support from HIVOs, Akina Mama wa Afrika (AMwA) seeks to customize the African Women Leadership Curriculum in part to deliver the Women Leadership Strategy for the Women@Work Campaign. The Women Leadership Strategy is aimed at advancing women’s leadership and representation in decision-making processes in the Horticulture Sector in Eastern Africa by addressing both strategic and practical issues that hinder women’s progress.

2.1 Specific Objectives
• To strengthen the leadership capacities of women in the horticultural sector in
Eastern Africa through leadership skills building and training
• To promote gender responsive work place policies and improved working conditions of work especially for women
• To strengthen trade unions and workers organizations in the horticulture sector to
effectively represent workers
• To enhance coordination, coalition and movement building among trade union, women rights organizations and civil society organizations in the horticulture sector
• To support national, regional and international engagements to develop and domestic gender equality and decent work conditions standards in the horticulture sector

The Campaign to be implemented by a Consortium of organizations from Uganda, Kenya and Rwanda seeks to bring about decent work for women who earn their living in global production chains such as coffee, flowers and garments.

3. Context of the project in relation to the task

Horticulture is one of the non-traditional sub sectors that contribute significantly to Uganda’s foreign exchange earnings in addition to employing a large number of women. It contributes over US$ 95 million annually and flowers alone are credited with having contributed up to 38.70 million United States dollars to Uganda’s GDP in 2014(UWEA, 2014). The sector is growing with a number of fruit, vegetable and flower exporting companies making a break through to the European Union market.

In 2016 Hivos commissioned a baseline survey on the horticultural industry in Eastern Africa countries, namely; Ethiopia, Kenya, Rwanda, Tanzania and Uganda that identified gender inequalities and human rights injustices in the horticulture sector. The survey revealed that while the women in Uganda form 60-70% of the industry's labor force, the majority of them are engaged in unskilled, and lower paying roles. More often than not, women in the horticulture sector work as laborers digging, weeding, harvesting, sorting, packing and labeling flowers, fruits and vegetables which is very poorly paying and sometimes unpaid. Men on the other hand are involved in activities that are higher on the value chain and as such are paid more in addition to being less labor intensive due to the option to utilize machinery at that level.

The survey noted that in the rare instances where women have the option to enter into the higher level horticultural value chains, entry barriers such as lack of finance or access to credit, equipment and education stop them resulting in the present situation where very few women are engaged in horticulture entrepreneurship and even less owning large pieces of land or processing facilities for fruits and vegetables.

Women are also more likely to be at the receiving end of workplace sexual harassment - an issue compounded by the absence of sexual harassment policies (only one out of the surveyed farms had a sexual harassment policy in place) and unfair/unequal pay. Both of these are issues whose continued existence is not surprising given the survey results indicating that women are left out and not adequately represented at decision making positions.

The Women@Work campaign, started by Hivos in 2012 was set up to address challenges such as those indicated above with the eventual target of bringing about decent work for women who earn their living in global production chains, specifically in the flower industry. The campaign has since 2016 been expanded to include the wider horticulture industry and focuses on:

• Capacity development, specifically in countries in East Africa.
• Advocating for enforcement of women workers’ rights and their economic empowerment as part of CSR (Corporate Social Responsibility) and implementation of decent work for women.
• Highlighting women’s work and rights of women workers in the flower industry through consumer action calling for fair pay.

Therefore AMwA will draw on 30 years of strengthening African women leadership capacities to enhancing the leadership capacities of women in the horticultural industry through the African Women Leadership Institute (AWLI).

4. Scope of Work & Objectives

Customize the African Women Leadership Institute Curriculum to include a module on Financial Literacy. The assignment will generate content for the module on Financial Literacy aligned to the overall AWLI Curriculum to enable trainees fully appreciate the concepts of financial literacy and practice.

4.1 Module Structure

Each submission must be capable of running as a stand-alone training workbook and deliverable within one day of training. It must cover all the essential elements of the topic and each of the sub-topics must have learning points ‘Bottom Line Points’ (BLPs). And take into account the level of appreciation of content by the target group (leaders in flower farmers). These are the key messages that each participant must internalize and remain with after the training course. The format of each module must follow the following outline:
• The Introduction to the module outlining the essence of the content to be covered.
• Module Objectives which will speak to the intended outcomes of the session in terms of what the participants are required to learn from the topic.
• The content section which will discuss the issues and form the core of the BLPs being communicated.
• Session activities. Each of the topics requires suggested activities to enable active learning and a participatory approach to delivering the session content. There are some subjects that are difficult to deal with in a participatory manner and these can be delivered as brief lectures/ content input sessions.
• The module must end with a list of not more than 5 suggested texts for further reading. These must not be a substitute for a robust discussion of the content session.

4.2 Specific module expectations
Each Module should be capable of supporting trainees to adequately gain knowledge and skills in Financial Literacy and Practice

4.3 Deliverables:
A module on Financial Literacy is developed

4.4 Assignment Timelines

1. Review the AWLI Curriculum & Other relevant literature 29th -1st October 2017
2 Development of the module on Financial Literacy 2nd -4th October 2017
3 Submission of the 1st draft 5th October 2017
4 Submission of the final draft 9th October 2017

4. Qualification and Competencies
The ideal consultant should have demonstrable expertise in the field of  Finance, Business Administration, Development, Economics, Governance, Human rights, Gender, and Policy analysis.

5.0 Application Process
Applications (in English) must be sent by email to the Executive Director at This email address is being protected from spambots. You need JavaScript enabled to view it.  and This email address is being protected from spambots. You need JavaScript enabled to view it.  by close of business 28th of September 2017 and contain the following elements:
• A cover letter stating your motivation and summarizing relevant experience
• Curriculum Vitae with full description of the applicant’s profile and experience
• Budget estimates
• A sample of previous work in a related field
• Contact details of at least two independent referees with in-depth and proven knowledge of the applicant’s expertise in the field.

*****Only successful Candidates will be contacted*****