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 Jordan Country Office supports the Government of Jordan to implement global norms and standards on gender equality and women’s empowerment. Under its Strategic Note for the period 2023-2027, the UN Women Jordan Country office promotes women’s economic empowerment, gender responsive governance and women’s political participation in alignment with the government of Jordan Triple Modernization Agenda; works to advance the implementation of the Women, Peace and Security agenda including through the Jordan National Action Plan for Women, Peace and Security (JONAP); and implements a resilience and empowerment model for Syrian refugee women and vulnerable Jordanian women in camps and host communities in support of the Jordan Response Plan (JRP). Working across the humanitarian-peace-development nexus, the country office is implementing and is prioritizing coherence and interlinkages across its projects and programmes and across UN Women’s triple mandate of operational, coordination and normative work. 

ordan’s Economic Modernization Vision (EMV) identifies women’s increased labour force participation as a cornerstone of inclusive growth, setting an ambitious target to double the rate to 28% by 2033. Achieving this requires safe, respectful, and inclusive workplaces, supported by robust anti-harassment measures that enable women’s recruitment, retention, and advancement in the private sector. In recent years, the Government of Jordan, in partnership with civil society, has taken significant steps to strengthen the legal and policy framework. Most notably, the 2023 Labour Law amendments introduced, for the first time, a definition of sexual harassment. Complementary measures have also been advanced through collective bargaining agreements in the garment, education, and food sectors, while nationwide awareness campaigns have promoted the unacceptability of violence and harassment at work and highlighted the importance of aligning with international standards such as ILO Convention 190. 

In this context, UN Women Jordan Country Office, under its mandate to advance women’s economic empowerment and in line with the Women’s Empowerment Principles (WEPs), seeks to enhance the capacity of private sector partners to establish safer workplaces. Building on a training package originally developed by UN Women Regional Office for Arab States (ROAS) and piloted in Cairo with enterprises from Jordan and other countries, UN Women Jordan will localize the content to reflect the national legal, economic, and social context. The training will equip companies with practical tools to introduce and institutionalize effective mechanisms for preventing and addressing sexual harassment in the workplace, in alignment with international labour conventions and global best practices. Through this short-term consultancy, UN Women aims to strengthen private sector capacities by: (i) contextualizing and adapting the training materials to the Jordanian legal, economic, and social context; (ii) delivering prevention of sexual harassment trainings for WEPs signatories and partners across different governorates; and (iii) conducting a Training of Trainers (TOT) for UN Women staff and selected partners. These efforts will contribute to building safer, more equitable, and enabling work environments that advance women’s full participation in the Jordanian economy, in line with the objectives of the EMV.

Reporting 

The consultant will be under the overall guidance of the Deputy Country Representative, direct supervision of the Women’s Economic Empowerment Programme Portfolio Lead, and in coordination with the UN Women’s Private Sector Analyst. 

Description of Responsibilities/ Scope of Work 

The main objective of this assignment is to localize the “Addressing Sexual Harassment in the World of Work” training material developed by the Regional Office for Arab States (ROAS) by integrating policies, laws, and regulations specific to the Jordanian context, particularly on the prevention of sexual harassment and deliver the training to WEPs signatories’ representatives through training sessions that UN Women will organize in Amman, Aqaba, and Irbid for the private sector and one TOT training. Each training session is expected to be 3 days long, and 5 days for the TOT training. The trainings are expected to take place before the end of December 2025. 

The training material consists of several key modules aimed at addressing sexual harassment in the workplace. The training aims to equip participants with an understanding of the root causes of sexual harassment and its impact on businesses, identify risk factors that increase the likelihood of harassment, identifies the different types of harassment and explores strategies for prevention and response. Module 1 covers the drivers and impact of sexual harassment, exploring its significance for individuals and businesses. Module 2 highlights the business case for addressing harassment including introducing institutional policies and reporting and responding mechanisms, relevant legal frameworks, and risk factors that contribute to its occurrence. Module 3 discusses considerations for company action, including available tools and resources, as well as challenges in translating learning into actionable steps. Module 4 focuses on creating a safe and inclusive workplace by identifying risks and applying the learning to participants' own companies. 

The assignment seeks to strengthen the private sector’s capacity to prevent and respond to sexual harassment by:

•  Supporting enterprises in creating safer and more inclusive work environments.
•  Equipping participants with practical tools and knowledge to address sexual harassment.
•  Empowering private sector actors to institutionalize prevention mechanisms and foster gender-responsive workplace cultures.

Review and localize the training material 

The consultant is expected to:

• Revise and localize the training material to the Jordanian context per the description included in the TOR, taking into consideration
• Integrate all relevant legal and legislative provisions into the subject matter in user friendly manner into the material to support each section of the training. The integration should be smooth, logical and reflected in the training modules and scenarios included. The integration should be comprehensive from a legal perspective, including and not limited to Labour Law and all its bylaws, and panel code if applicable
• Complement any missing information or main area of training under the subject matter.

Deliver Four Training Sessions 

Conduct 12 days of in-person training, over 4 sessions, each session lasting 3 days, across various governorates in Jordan to reach about 160 private sector participants, specifically targeting Women’s Empowerment Principles (WEPs) signatories and partners. Each session will include up to 35–40 participants, focusing on equipping participants with knowledge and skills to address and prevent workplace sexual harassment. Ensure training sessions are interactive, featuring engaging activities, case studies, and practical exercises. 

Roll-out Training of Trainers (TOT) Program 

Design and conduct a 5-day intensive TOT programme on combatting sexual harassment in the world of work for 10 participants from UN Women team members and partners to ensure long-term sustainability and local capacity-building. Certify TOT participants, empowering them to deliver future sexual harassment prevention training independently and to a high standard. 

Provide Comprehensive Reporting on Training 

Impact Present a detailed report on the outcomes of the training sessions, analyzing pre- and post-training assessments, knowledge gains, and shifts in attitude or commitment toward gender-responsive practices. The assessment should capture the willingness
of WEPs signatories to act and commit to the introduction of new and/or reform existing anti-harassment and grievance policies in their respective enterprises and identify the support they need to follow through.

Include qualitative insights into transformative changes observed during the training and commitments made by participating companies and organizations to implement safer, more equitable workplace policies.

Consultant’s Workplace and Official Travel 

The assignment requires intermittent presence on UN Women premises in. The consultancy is expected to include travel to 3 governorates in Jordan when delivering trainings for a duration of 3-5 days per training for a total of 4 trainings and 1 ToT in Amman. This is hybrid consultancy with physical presence when delivering the in-person trainings.

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:

• Training Design and Delivery and Adaptability
• Building and Empowerment
• Stakeholder Engagement and Sensitivity
• Knowledge of Local and International Legal Frameworks
• Monitoring and Evaluation of Training Impact
• Analytical Skills and Research

Required Qualifications

Education and Certification:

• Advanced university degree (Master’s or equivalent) in Law, Gender Studies, Social Sciences, Sociology, Psychology, Industrial Relations, or Organizational Development is required
• A first-level university degree combined with two additional years of qualifying professional experience in labour law, human rights law, or gender and equality law may be accepted in lieu of the advanced degree is required .

Experience:

• At least 5 years of progressively responsible experience in labour rights, gender equality, or workplace safety, with a strong focus on preventing and addressing violence and harassment in the world of work is required

Demonstrated expertise in:

• Designing and delivering workplace sexual harassment prevention training for diverse audiences (private sector, public institutions, unions, civil society) is required
• Localizing and adapting global training tools and materials to reflect national legal frameworks, economic contexts, and socio-cultural realities is required
• Providing capacity-building support on labour rights, anti-discrimination, and occupational safety and health in alignment with national legislation and institutional policies is required
• Strong facilitation skills with proven ability to:Lead sensitive, survivor-centered discussions and ensure safe and respectful learning spaces is required
• Apply adult learning methodologies, participatory approaches, and use of context-specific case studies is required
• Proven track record in monitoring and assessing the impact of training programmes, including the design and use of pre- and post-training assessments and development of evidence-based reports with actionable recommendations is required
• Relevant expertise/participation in workplace harassment prevention, mediation, labour rights, or organizational change trainings are desirable.
• Previous experience working with UN agencies, international organizations, or multi-stakeholder initiatives is desirable

Languages:

• Fluency in Arabic is required
• Working knowledge of English is required

Applicants are required to provide samples of previous training materials or evaluation reports from similar assignments, plus references from organizations that have implemented their recommendations.

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.)

Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.