Akina Mama wa Afrika (AMwA) is a Pan-African Feminist and Transformational Leadership Development Organization with a mission of strengthening the individual and collective leadership of African women and forming strategic partnerships to tackle patriarchy and attain gender equality and women’s empowerment for a just and secure Africa.
In a bid to ensure sustainable achievement of our mission, Akina Mama wa Afrika seeks to add to her team a passionate, proactive and self driven individual for the position of Research, Advocacy and Movement Building Manager.
The Research, Advocacy and Movement Building Manager will be responsible for understanding, analyzing and coordinating research that will help AMwA and her constituency to inform the feminist leadership programs and to support AMwA’s advocacy agenda. The specific tasks will include:
Qualifications and Experience:
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
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
• 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***