II. Consultancy Assignment

Background/Context

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, is committed to promoting gender equality and empowering women globally, working to eliminate discrimination and achieve equality between women and men in all areas of life. The organization leads and coordinates efforts within the United Nations system to ensure that gender equality commitments are realized, providing strong leadership and fostering partnerships with civil society and other stakeholders. 

Women’s Economic Empowerment (WEE) is central to UN Women’s Strategic Plan 2026-2029, aligning with Sustainable Development Goals (SDGs) that focus on gender equality, decent work, poverty reduction, and inclusive growth. In the Asia-Pacific region, UN Women’s initiatives aim to advance gender-responsive business practices, transform the care economy, support women entrepreneurs, and promote gender-responsive markets for climate action. These efforts are integrated with broader work in sectors such as climate change, ending violence against women, and humanitarian action. 

The UN Women Regional Office for Asia and the Pacific’s Women’s Economic Empowerment team is seeking to hire a National Consultant to contribute to our Gender Action Lab (GAL) implementation on the project titled: Empowering women through TVET: Leveraging the UN Women’s Empowerment Principles (WEPs) for a gender-responsive Twin Transition in ASEAN. A core component of the work will require incorporating regional learnings and best practices into updating the Standard for In-Company Trainers in ASEAN Countries with a WEPs lens, with specific implementation in the Philippines through supporting a WEPs Corporate Action Lab pilot with companies and multi-stakeholder ASEAN convenings in the Philippines as 2026 Chair of ASEAN. This position will be under the supervision and guidance of the Regional Programme Manager of the Gender Action Lab, with oversight from the WEE Regional Advisor. The Consultant will also work closely with UN Women Philippines Country Office colleagues in the Women’s Economic Empowerment and GAL Team. 

The Women’s Empowerment Principles (WEPs) are the key framework through which UN Women engages with businesses and key ecosystem players, including chambers of commerce, business associations and government bodies, to accelerate progress on gender equality. Launched in 2010 by UN Women and UN Global Compact, the WEPs are a set of 7 principles guiding private sector action for gender equality across the value chain, beginning with leadership and providing guidance for the workplace, marketplace and community, underpinned by a strong emphasis on accountability and transparent reporting of progress. To date, more than 12,000 companies have signed the WEPs globally, of which over 3,100 are in Asia-Pacific.

Gender Action Lab: Innovation and Impact for Gender Equality in Asia-Pacific: Established by the United Nations Entity for Gender Equality and the Empowerment of Women (UN Women), in partnership with the Government of Australia through the Department of Foreign Affairs and Trade (DFAT), the UN Women Gender Action Lab (GAL): Innovation and Impact for Gender Equality in Asia-Pacific aims to foster private sector innovations and concrete actions that advance gender equality and women’s empowerment and build more inclusive economies across the region. In collaboration with the private sector, GAL will identify, pilot and scale up multi-stakeholder partnership initiatives aligned with, and harnessing the WEPs. This includes thematic innovation labs, on country and regional level, incubators and accelerators, policy labs, applied research initiatives and other partnership support initiatives. GAL also generates new data and evidence and provides technical assistance to advance policy, investment and ecosystem development for gender transformative innovations.

Women’s Empowerment Principles Corporate Action Lab: The Gender Action Lab utilizes an array of implementation modalities to engineer momentum and bring about regional systems change for gender equality through the WEPs. The Women’s Empowerment Principles Corporate Action Lab (WEPsCAL) is a key component of these modalities and is designed to help companies identify challenges and innovate, pilot, and refine new solutions in a chosen thematic area, through a cohort-based learning approach. Guided by UN Women’s gender equality expertise and tailored resources, a Corporate Action Lab is implemented with a cohort of companies in a given country over a period of 6-9 months with focus on a specific thematic ‘challenge.’ The WEPs CAL provides companies with the opportunity to pilot and experiment with new solutions tailored to their own unique needs and goals. These solutions are expected to contribute to improved company performance, talent acquisition and retention, employee productivity, brand recognition, and ultimately broader inclusive economic growth in the region through policy and regulatory shifts. WEPs Corporate Action Labss are currently being implemented in the Philippines, Indonesia, Malaysia and Cambodia.  

Regional Cooperation on Labour Market Policy and TVET for a Twin Transition in ASEAN (RECOTwin): RECOTwin, a Germany-ASEAN project implemented by the Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) on behalf of the German Federal Ministry for Economic Cooperation and Development promotes practice-oriented skills development through Technical and Vocational Education and Training (TVET) including re- and upskilling as a way for the region to inclusively adapt to the changing workforce landscape being reshaped by the ‘twin’ green and digital mega trends. The project supports the ASEAN sectoral bodies for Labour (SLOM), Education (SOM-ED) and TVET (ATC), as well as national and regional public and private sector stakeholders, to implement ASEAN workplans for TVET and Labour Market policies contributing to the Twin Transition. The project has also developed a variety of knowledge products, policy recommendations, standards and toolkits to support ASEAN Member States (AMS) aligning their Labour Market policies and TVET systems, targeting a just digital and green transition. 

RECOTwin and Gender Action Lab collaboration: To strengthen private sector engagement on TVET for the Twin Transition, UN Women is collaborating with RECOTwin, through the Gender Action Lab on the project “Empowering women through TVET: Leveraging the Women’s Empowerment Principles (WEPs) for a gender-responsive Twin Transition in ASEAN”, which aims to strengthen gender responsiveness in Technical and Vocational Education and Training (TVET) systems especially in collaboration with the private sector on in-company training and skills development in the context of the green and digital transitions. The collaboration is explicitly linked to ASEAN Workplans of ATC, SLOM and SOM-ED with UN Women–GIZ cooperation already referenced in the endorsed concept of the planned revision to the Standard for In-Company Trainers in ASEAN Countries. In 2019, GIZ supported the development of the ‘Standard for In-Company Trainers in ASEAN Countries’[Annex A]. Jointly developed by 60 experts from six ASEAN Member States, and endorsed by key ASEAN education and labour bodies, this regional standard was aimed to strengthen the quality and relevance of in-company training across ASEAN and was designed as a shared resource for organizations across the region, supported by a multi-stakeholder steering committee to ensure consistent application and governance. In 2024, the ‘Regional Guidelines for Master Trainers’ [Annex B] were developed to written to support TVET authorities, chambers, private sector associations, business organisations, TVET training providers, as well as interested individuals in further developing technical education and training in their respective country by introducing in-company training based on the Standard. A key component of this project is the review and revision of the ASEAN Standard for In-Company Trainers (In-CT Standard) and it’s supporting training materials for Master Trainers with a WEPs and GEDSI lens, followed by testing and piloting of the Standard, training material and toolkits concerning gender equality in TVET and the Twin Transition, by leveraging UN Women’s WEPs Corporate Action Lab modality. The updated Standard, as well as learnings and insights from piloting, will be brought to ASEAN-level engagements or regional dialogues for presentation and validation.

As such, the consultant will provide technical expertise to support the review and revision of the ASEAN In-CT Standard with a WEPs lens, as well as conduct in-depth analytical work on private sector engagement, TVET linkages, and uptake of standards and tools. This analytical work will inform the development of a Challenge Brief and Concept Note for a pilot WEPs Corporate Action Lab on TVET linkages in the Philippines with companies in the green and/or digital sector, which will also serve as a platform to trial the revised Standard and related tools in collaboration with private sector actors and TVET institutions.

Through this process, the consultancy will contribute to strengthening linkages between TVET and employment, increasing private sector uptake of gender-responsive standards and tools, and enhancing employment opportunities for women through TVET and training systems in digital and green sectors. The consultant will also engage with ASEAN-level stakeholders to ensure regional relevance, validation and knowledge sharing of findings and recommendations to influence gender-responsive TVET and labor market policy in ASEAN.

Description of Responsibilities/ Scope of Work

Within the delegated authority, under the supervision of the Gender Action Lab Programme Manager, and in close collaboration with the UN Women Philippines Country Office team on Women’s Economic Empowerment (WEE), the consultant will undertake the following tasks:

1.Gender-Responsive Review and Revision of the Standard for In-Company Trainers in ASEAN Countries and accompanying materials for Master Trainers incorporating broader GEDSI considerations and leveraging the WEPs Framework

• Conduct a comprehensive desk review of the Standard, related training materials, and relevant ASEAN, RECOTwin and partner documentation, as well as 8-10 key information interviews (KII)s to inform the review. Existing trainings that can be used as reference for updating the Standard include Gender Responsive Approach for TVET Management Personnel (2024) and Gender Responsive Approach for Learning and Teaching in TVET (2024) as well as Curriculum Adaptation for Disadvantaged Individuals. 
• Analyse the standards and guidelines through a Gender Equality, Disability and Social Inclusion (GEDS) lens, aligned to the Women’s Empowerment Principles (WEPs) and the promotion of gender-responsive skills development and private sector employment.
• Participate and share initial findings in a five-day study tour in the Philippines related to the ASEAN In-CT Standard review process, to deepen understanding of implementation practices, stakeholder perspectives and contextual factors informing the revision process. The study tour, due to take place in May 2026, will bring together approximately 25-30 participants, consisting of policymakers and private sector representatives from ASEAN Member States to jointly review recommendations within the revised standard, serving as a key steering and technical working space for ATC members.
• Conduct consultations with key stakeholders, including relevant ASEAN bodies, TVET institutions, private sector actors, government agencies and regional partners.
• Develop actionable recommendations for revising the ASEAN In-CT Standard and related training materials and concrete guidance to strengthen gender responsiveness, private sector relevance and uptake (incorporating learnings and outcomes of practical application in the Corporate Action Lab pilot).

2. Development of the Challenge Brief and Concept Note for the Philippines Corporate Action Lab and support to incorporate learnings from the pilot into final revised recommendations and guidance for the updated Standard and Regional Guidelines

• Building on initial findings of the Standard review and consultation with UN Women Philippines, the consultant will conduct an assessment of private sector and TVET linkages (in the Philippines and incorporating best practices globally and/or in ASEAN), with the objective of generating evidence to inform the Challenge Brief and Concept Note for a Philippines WEPs Corporate Action Lab.
• This assessment will include:
  • Analyse the uptake and implementation of the ASEAN In-CT Standard and related tools by companies in ASEAN including barriers and enablers.
  • Mapping of private sector training models and partnerships with TVET institutions, with a focus on gender responsiveness and employment creation in the private sector.
  • Scoping and profiling of 6–10 companies within the green and/or digital sector with in-company training systems and potential interest in testing standards and tools.
  • Analyse TVET-employment linkages and strategies to strengthen collaboration between TVET providers and employers, particularly in digital and green sectors.
  • Assess drivers and incentives for companies to increase uptake of standards and tools, including through TVET systems.
  • Conduct a comparative analysis of TVET and alternative training pathways for upskilling toward employment, including partnership models beyond traditional in-company training.
  • Analyse how the WEPs framework can be operationalised to strengthen gender-responsive approaches in TVET and private sector training systems.
• Based on the analytical assessment, the consultant will:
  • Develop a Challenge Brief [see template in Annex C] articulating key problems, opportunities and strategic entry points for private sector engagement in gender-responsive TVET and skills development.
  • Formulate a clear, evidence-based Challenge Statement to guide the thematic focus of the Philippines WEPs Corporate Action Lab Pilot and adequately test the Standard and related training materials.
  • Formulate clear recommendations for potential solutions / recommendations to be tested during the Corporate Action Lab
  • Develop a Concept Note for the pilot WEPs Corporate Action Lab, outlining objectives, target groups, methodology, implementation approach and expected results, aligned with the Gender Action Lab methodology and WEPs framework.
  • Support validation and refinement of the Challenge Brief and Concept Note with UN Women and key stakeholders
• Throughout the six-month Corporate Action Lab pilot, the consultant will provide technical guidance on applying the tools and standards in the private sector, and ensure that key learnings, concrete examples, and outputs from the cohort are integrated into the final revised guidance on incorporating WEPs into the Standard, toward strengthening private sector uptake to advance women’s employment.

3. ASEAN-Level Engagement and Knowledge Sharing

• Prepare analytical and presentation materials summarizing findings and recommendations.
• Present results and validation outputs at minimum two ASEAN-level engagements or regional dialogues.
• Facilitate minimum two dialogues with private sector and/or other regional stakeholders (including facilitation of a session at the study tour) to validate findings and explore opportunities for scaling, replication and policy uptake across ASEAN Member States.

Deliverables

Consultant’s Workplace and Official Travel 

The consultant will be home-based, working in close coordination with the UN Women Office in the Philippines. 

III. Competencies 

The consultant may be required to travel to official meetings within the Philippines and participation in the study tour as part of this assignment.  These travels will be managed following UN Women travel policy.

Core Values:

• Respect for Diversity
• Integrity
• Professionalism

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 Core Values and Competencies:   https://www.unwomen.org/en/about-us/employment/application-process#_Values   

Functional Competencies 

• Expertise in gender equality and women’s economic empowerment, with preference for familiarity and direct experience with the Women’s Empowerment Principles and Gender Equality, Disability and Social Inclusion (GEDSI) frameworks
• Expertise in TVET, TVET institutions, labour markets and private sector engagement in ASEAN Member States and especially the Philippines. 
• Experience in developing gender-responsive training and/or guidance for the private sector
• Experience in working in an international working environment, particularly in ASEAN settings
• Ability to translate complex analysis into actionable recommendations

Strong analytical writing and presentation skills

IV. Required Qualifications

Education:

• Master’s degree in relevant fields (education, labour economics, gender studies, development, public policy, business, or related disciplines).
• A first-level university degree with two additional relevant experience may be accepted in lieu of a Master’s degree.

Experience:

• Minimum of 5 years of relevant professional experience in developing practical guidance for private sector related to women’s empowerment and GEDSI, some of which must be applying a gender lens to skilling and/or TVET.
• Experience in training and skills development in relation to women’s job creation and employment is required
• Strong expertise in developing private sector guidance and training materials with a Gender Equality, Disability and Social Inclusion (GEDSI) lens, with preference given to those with specific experience and familiarity with the Women’s Empowerment Principles (WEPs). 
• Experience providing direct technical support to private sector entities related to gender equality an added advantage
• Experience working with international organisations, UN agencies or regional institutions will be considered an asset.
• Knowledge of, or experience working with, or in ASEAN contexts will be considered an advantage.

Language requirement:

• Fluency in written and spoken English and Tagalog required. 

(Writing sample e.g. training materials, research or publication in the area of gender-responsive business conduct and/or private sector employment or training for gender equality relevant to the assignment (1 piece in English) will be requested from shortlisted candidates).

Annex A: Standard for In-Company Trainers in ASEAN Countries

Access the Standard at https://sea-vet.net/images/seb/initiatives/appendix_file/180/20190401-asean-in-ct-standard-booklet-2019-english.pdf   

Annex B: Regional Guidelines for Master Trainers

Access the Guidelines at https://sea-vet.net/resources/publications/1504-regional-guidelines-for-master-trainers 

Annex C: Thematic Challenge Brief Template

UN Women Gender Action Lab

Innovation Lab Thematic Challenge Brief

Template

1. Context Analysis/Problem Statement [1 page]
   • Background and key data on the specific thematic area and relevance to promoting WEE
   • Key stakeholders relevant to the thematic area
   • Previous efforts and current action being undertaken in the thematic area. What different types of solutions have been tried, and by who? What has worked/not?

   • What linkages exist to other areas of DEI and intersectionality, especially disability inclusion?

2. Key Barriers to Action [1 page]

   • What hinders progress in the thematic area? What are the main challenges faced by different stakeholders? 
   • Where is the critical ‘action gap’ occurring?
   • What more needs to be done for businesses to commit (resources, HR capacity, time, etc) to taking action?
3. Key Opportunities, Entry Points and Actions [2 pages]
   • Specific areas of action around which the lab might focus (including assumptions) and key target groups
   • Strategic entry points for UN Women and GAL – Where is there most opportunity and most engaged stakeholders (government, industry bodies, corporates, SMEs, etc) to make progress?
   • What is the potential value proposition or ROI for a corporate to take action and advance in this specific area?

   • Potential corporates and partners with capacity to support the Lab (including innovation partners, SMEs, business associations, etc.)

4. Lab Challenge Statement
   • How Might We…? [For example, the challenge statements could be How might the private sector in Cambodia work with innovators and social enterprises to include more women with disabilities in their workforce and supply chains? or How can women-owned businesses support corporates in Indonesia to develop and implement innovation solutions to support employees with caregiving needs?]

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