Africa Enterprise Challenge Fund Consultancy to undertake a gender audit of The AECF Jobs in Kenya

Africa Enterprise Challenge Fund Consultancy to undertake a gender audit of The AECF Jobs in Kenya

Consultancy to Undertake a Gender Audit of AECF

1.0 The AECF

The Africa Enterprise Challenge Fund (AECF) is a development finance institution leading holistic transformation of rural communities in Africa. We seek to alleviate poverty in the continent by unlocking the power of the private sector working in agri-business, renewable energy and gender to impact rural and marginalized communities in order to achieve Sustainable Development Goals.

With the vision to build “A Prosperous and Enterprising Rural Africa”, AECF provides high-risk, small and growing businesses with patient, low-cost financing and advisory support services to pilot, refine and scale their operations and ideas.

The fund has mobilized US$ 356 million to date along with US$ 658 million in matching capital from the private sector, supporting 268 companies across 26 sub - Saharan African countries, in more than 40 value chains in agribusiness and renewable energy.

AECF is headquartered in Nairobi, Kenya. In the next three years, we are targeting to achieve a cumulative US$ 1 billion in additional beneficiary income; US$ 1 billion in matching funds attracted; 25 million lives positively impacted annually, 50% being women; and 20,000 jobs directly created by funded investees, 70% being youth.

2.0 Gender Lens Investing

It is both a commitment to achieving some headline figures - at least 50% of development impact accruing to women across the investment portfolio, 35% of portfolio companies being women-led and 40% of jobs created in these companies held by women – and to reorient the investment process to find, nurture and grow business that are providing innovative solutions to increase gender equality in rural communities at the household, business and market levels.

In addition, AECF has set aside targets to mainstream gender at institutional level through demonstrating equitable practices and inclusiveness by mainstreaming gender through the structure and culture of the entire organisation. AECF will regularly conduct a critical review of its policies, practices and culture to ensure that it is creating an inclusive workplace that promotes equality between women and men in all aspects.

AECF will also work to create an inclusive culture by engaging staff at all levels, board members, funders, investees and other stakeholders on the results and reflections surrounding its mainstreaming work. In line with this strategy, AECF is seeking a consultant to conduct a gender audit of its processes, policies and systems to ensure gaps and opportunities to mainstream gender within its institution.

Objective

The objective of the gender audit is to provide a baseline for gender equity and gender diversity in the workforce at AECF. This includes a thorough assessment of:

a) All workforce policies, such as resourcing and talent planning, leave, flexible work, and workplace safety, safeguards including policies on gender-based violence.

b) Recruitment, total reward package, performance management, promotions, career development support, leadership development and benefits to identify gender-related trends and identify any potential areas of bias or discrimination.

c) Assessment of the organizational culture: Do men and women perceive themselves to be equally included in the workplace? Are there instances of bias, discrimination or ways in which men or women may feel unsafe or discriminated against based on their gender? This assessment also includes the extent to which men and women feel that gender diversity and gender equity are prioritized and the extent to which this is a corporate priority.

3.0 Scope of Work

The gender auditors will be responsible for:

a) Developing a detailed gender audit methodology, and designing detailed sets of questions and intended approaches, such as key informant interviews, focus groups, surveys, and policy and analysis review.

b) Recruitment and onboarding procedures review: Are there explicit or implicit indicators of bias or discrimination? Are recruitment efforts inclusive, or do they send signals discouraging female applicants? Are selection panels gender-balanced? Have they received gender bias training? Are interview procedures standardized and transparent? Are candidate assessments conducted impartially and transparently? Are managers accountable for increased gender diversity in teams? Evaluate gender bias in corporate recruitment and opportunities for improvement.

c) Policy review: Does the company have a gender diversity and/or equity strategy? Does it have non-discrimination policies covering wages, promotion, flexible work, and benefits? Does the company have flexible work policies? Are staff encouraged to utilize flexible work? Does the company have a gender-based violence policy? Identify what policies exist, how they are communicated, and how staff are supported in applying policies—for instance, ways in which staff are encouraged/discouraged from taking parental leave.

d) Governance and corporate culture: Is corporate culture inclusive? Do male and female staff feel equally valued, able to advance, and protected by policies? Do male and female staff feel equally comfortable holding colleagues and managers accountable for any perceived gender bias or discrimination? What services exist for holding staff accountable?

e) Performance management: Have performance evaluations been reviewed to identify any gender bias—for instance, bias against staff who take parental leave or utilize flexible work? Do staff performance evaluations include gender integration in their KPIs?

4.0 Deliverables

a) Gender audit methodology

b) Gender audit draft: The draft should include the following components:

i. Introduction: Introduce company, the business case for gender equity, the context for the gender audit, initiatives and programs already underway, management support, and plans for follow-up and implementation based on the audit. ii Summary of staff interviewed and their business units, along with the methodologies used.

ii. Summary of findings and recommendations: Summary of key findings and recommendations for addressing the main challenges and opportunities.

iii. Results by business unit and priority area, as outlined in the scope of work, along with additional findings.

iv. Detailed evaluation and proposed follow-up steps

c) Finalized gender audit: After incorporating company feedback during the review process, provide a revised finalized version of the audit.

5.0 Duration of Service.

The assignment will run from 20th November 2018 for 20 working days.

6.0 Reporting.

The Consultant will be accountable to AECF Portfolio Manager Women in Business.

7.0 Pricing.

The AECF is obliged by the Kenyan tax authorities to withhold taxes on services fees as well as any applicable VAT. Tenderers are advised to ensure that they have a clear understanding of their tax position with regard to the provisions of Kenyan tax legislation when formulating their proposals.

8.0 Proposal submission

Interested and qualified (individual or institutional) consultants are invited to submit their proposal(s) comprising the following:

a) An understanding of the consultancy requirements.

b) Methodology and work plan for performing the assignment.

c) Detailed reference list indicating the scope and magnitude of similar assignments.

d) Relevant services undertaken in the past five (5) years.

e) At least 3 recommendation letters from previous clients.

f) Registration and other relevant statutory documents (this applies to Institutional consultants).


9.0 Qualifications

h) At least 8 years’ experience in development, management and /or monitoring Gender programmes in Sub Saharan Africa.

i) An in-depth understanding of Gender in private sector development.

j) Experience in conducting gender audits for businesses.

k) Demonstrated capacity to deliver in the timeframe outlined.

l) Fluency in written, spoken English.

Evaluation Criteria Form

Rep: AECF – Organisational Gender Audit

Name of Tenderer:

Criteria for Assessment

Understanding the terms of reference 15

Explanation of the background to the sector-5

Description of the problem to be solved-5

Understanding of what AECF is expecting from the work-5

Methodology and work-plan 20

The relevance of the methodology proposed to the needs of the assignment-15

Adequacy of the work-plan, including key deliverables and timing-5

Technical experience of staff offered 15

Relevant tertiary level qualification-2

Years of professional experience-3

Evidence of similar work done-10

Total Score

50

How to Apply:
To be considered, your application should be submitted to procurement@aecfafrica.org clearly marked “Consultancy to undertake a Gender Audit of AECF” must be received by 14th November 2018 by 5:00 pm Kenyan time. Alternatively, visit our website through this link:

Africa Enterprise Challenge Fund Consultancy to undertake a gender audit of The AECF Jobs in Kenya

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