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Expression of Interest for Consultancy for Developing and Implementing Women Executives Evolution (Weev) Programme Location: Kigali Deadline: Thursday, 10/04/2025 23:59 Expression of Interest (EoI) Consultancy for developing and implementing Women Executives Evolution (WEEV) Programme Reference Number: 83485880 1. Context The Promoting Womens Economic Empowerment (WEE) project is part of the Special Initiative (SI) Decent Work for a Just Transition of the German Federal Ministry for Economic Cooperation and Development (BMZ), which is implemented by the Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH among others. Under the brand Invest for Jobs, the SI collaborates with the private sector to create jobs and improve working conditions in Rwanda. The WEE project was launched in January 2024 and is being implemented by GIZ Rwanda in cooperation with the Rwanda Ministry of Trade and Industry. The WEE project aims to enhance the economic participation of women in Rwanda. It focuses on two main areas of activity: (1) improving working conditions for female employees and (2) improving economic and societal conditions for women-led companies. The projects key success indicators are the creation of good jobs for women, the improvement of working conditions for women, and improved performance of women-led businesses. Despite the significant strides Rwanda has made in promoting gender equality, as evidenced by its high representation of women in public leadership roles, women in private companies often face unique challenges that hinder their career advancement. Despite contributing significantly to the economy, many women executives encounter barriers such as limited access to mentorship, training, professional networks, and leadership opportunities. The women executives evolution programmer aims to empower women employees in Rwandan private companies (both SME and larger companies) by addressing these gaps and fostering an enabling environment for their career progression. 2. Tasks to be performed by the contractor The contractor develops and implements a women executives evolution (WEEV) programme. The programme is targeted at formally employed women at different stages in their career who show an interest to progress in their career path. This can include women in entry level positions, technical positions as well as mid-level management. Top management is not part of the target group. Participants can apply individually with approval by their company management. Companies can also nominate participants, with the maximum number of participants per company set at 5. The purpose of the WEEV programme is to expand non-technical skills of the participants that would help them with career advancement. The selected participants will participate in a structured training and mentoring programme with a total duration of 3 months. The programme shall be implemented in the following cities: Kigali, Muhanga, Rubavu and Musanze. For each city the cohort shall be around 25 women, with a total of 100 women. The contractor will be responsible for procuring adequate venues for all sessions. The programme shall include two parallel tracks: 1) Training and 2) Mentoring. The 1) training track shall include a balanced mix of input from the trainers as well as group work and other interactive methodology. The topics covered in these trainings shall include: Career planning, goal setting, public speaking, networking, self-branding, confidence building, work-life balance and feminine leadership (how to lead as a woman without necessarily adopting stereotypical masculine attributes, instead embracing empathy, collaboration and intuition). The training sessions shall be attended by all participants of the regional cohort. There shall be bi-weekly half-day sessions of 3-4 hours (to be confirmed in cooperation with the contractor) over the course of 3 months. For the 2) mentoring track, each regional cohort shall have mentors who work with groups of five participants. Mentors will share experiences from their own career, guide participants reflections on the content shared in track 1), and facilitate group discussions on experiences, challenges encountered at the workplace, and aspirations. The participants in the group of five shall be grouped according to their level of career advancement. Each mentor can work with 2-3 groups. Regarding scheduling, the mentorship sessions can be done on the same days as the training sessions or separately. The mentorship sessions should add up to at least 12 virtual or in-person contact hours (should be at least 50% in-person) over the course of 3 months. The distribution of these contact hours is flexible, but 6 sessions are recommended. The contractor designs an application format for both participants and companies and creates promotional materials for the programme. The contractor is also responsible for active outreach, both to interested participants as well as companies. Part of the mobilisation is actively reaching out to companies in the region and introducing the programme to relevant managers/ HR. The WEEV programme shall also have a sustainable impact within the companies that employ the programme participants. The contractor shall engage companies to integrate (additional) training/coaching for their women employees, adopt internal measures on gender-responsive promotion policy or other measures to increase representation of women in leadership positions. After the completion of the programme the contractor analyses the learnings from the programme and recommends options for continuation of the programme as part of the final report. Women with disabilities shall be encouraged to participate in the programme. Targets to be achieved by the contractor: 100 women improve their working conditions by accessing employee development programs (here the WEEV programme) 10 companies integrate an element of Gender Diversity Management (such as budget for additional training/coaching of women employees, internal measures on gender-responsive promotion policy or other measures to increase the proportion of women in decision-making positions) into their structures and processes, as evidenced by a standardized evaluation form at the beginning and end of the support period. Before starting implementation, the contractor develops a concept for the programme as part of their inception presentation. This concept includes the following aspects: Topics outline: Including career planning, goal setting, public speaking, networking, self-branding, confidence building, work-life balance and feminine leadership (how to lead as a woman without necessarily adopting stereotypical masculine attributes, instead embracing empathy, collaboration and intuition) Structured approach for engagement of companies/management to ensure that participants return to a workplace where management is aware of the benefits of the programme and intends to integrate related measures into their structures and processes. Monitoring and Evaluation (M&E) approach for measuring project indicators achievement in terms of improved working conditions (namely access to employee development programs) in terms of integration of gender diversity managements elements into companies structures and processes. The GDM elements are aligned with the six pillars of the Gender Equality Seal from the Gender Monitoring office (GMO) and include: i) work life balance policies, ii) increasing the proportion of women in decision-making positions, iii) Elimination of sexual harassment in the workplace, iv) Increasing the presence of women/men in fields traditionally dominated by men/women (horizontal and vertical), v) Elimination of gender-based pay gaps, vi) Ensuring inclusive and non-sexist communication, vii) Public safety. Timeline Didactics: Mix of presentations/input by the trainers as well as group discussions and inspirational talks by mentors Options for continuation of regional cohorts beyond the 3-month programme (e.g. setting up group chats for continued networking and mentoring) The contractor is responsible for providing the following services: Technical Develop concept for women executives evolution programme (outlined above) Design application format for both participants and companies Mobilize participants (create promotional materials and reach out to candidates individuals and companies) Implement training and mentoring programme (3 month running time) Implement company engagement to expand Gender Diversity Management of participating companies (4 month running time) Implement M&E activities and analyse learnings Continuation plan Managerial The contractor is responsible for selecting, preparing, training and steering the experts assigned to perform the advisory tasks. The contractor provides equipment and supplies (consumables) and assumes the associated operating and administrative costs. The contractor manages costs and expenditures, accounting processes and invoicing in line with the requirements of GIZ. The contractor joins regular meetings with the GIZ team to give updates The contractor reports regularly to GIZ in accordance with the current AVB of the Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH. In addition to the reports required by GIZ in accordance with the AVB, the contractor submits the following reports: Inception presentation Brief interim report after first month of programme Certain milestones, as laid out in the table below, are to be achieved during the contract term: Milestones/process steps/partial services Deadline/place/person responsible Inception presentation incl. first draft of programme concept and operational plan 3 weeks after contract is signed Programme concept finalized and detailed selection criteria developed 4 weeks after contract is signed Deta Tender Link : https://www.jobinrwanda.com/job/expression-interest-eoi-consultancy-developing-and-implementing-women-executives-evolution-weev
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