About Job

Experiences And Perceptions Of Discrimination & Harassment

• Prevalence, by grounds, by different domains (“areas of life”), by perpetrator.
• Perceived prevalence.
• Effects on the person.

Hate Crimes and Hate Speech

• Prevalence, by type of bias motivation & type of offense.
• Perceived prevalence, by type of bias motivation & type of offense

Reporting and Sentencing of Discrimination, Harassment and Hate Crimes

• Public reporting, by type of authority & reasons for non-reporting & satisfaction.
• Convictions & reparations provided to victims.

Attitudes Towards Minority Groups

• Level of hostility vs. ‘acceptability’ towards different social or ethnic/racial groups.
• Attitudes on equal treatment of groups, multiculturalism, integration.

Promotion of Equality

• Public awareness and evaluation of national efforts to fight discrimination/harassment/hate crimes.
• Effectiveness of national efforts to fight discrimination/harassment/hate speech.

Indirect Discrimination

Inequalities in outcomes, by grounds of discrimination.

• Administrative data systems in this context is understood in its widest sense i.e. systems that capture operational data of any entity be it Government, CSOs, INGOs etc. Administrative data cannot be used to measure all of the six areas above (e.g. some areas, such as “4. Attitudes Towards Minority Groups”, can only be measured with survey data), but the framework provides an indication of the range of dimensions that need to be included in this work. Of relevance to administrative data systems is areas no. 1,2,3,5 and 6 above.
• The outputs of the 5 consultants will contribute towards the design and development of a published guidance on how to develop and strengthen the collection and use of admin data to better measure and monitor trends on discrimination and inequalities, and generate the necessary data to inform policymaking in this area.
• The consultants will work under the direct supervision of the UN Women ESA Regional Gender Statistics Specialist but will also work in close collaboration with the Praia City group’s Task Team on Non-Discrimination & Equality through a Working Group appointed for the purposes of this work.
• Consultants will be working remotely but will be required to be based in one of the countries of the sub-region they apply for.

Scope of Work:

• Review and refine a pre-designed data collection tool for use in each sub-region.
• Do a desktop review of the administrative data-sources that document discrimination, inequality and the outcomes of discrimination in the targeted countries.
• Use virtual engagements and snowball techniques to identify the state and non-state institutions that collect relevant admin data on discrimination and inequalities in the targeted countries, incl. Police & justice sector institutions; national equality bodies; national human rights institutions; ombuds institutions; service provision institutions; civil society organizations; academia and other relevant parties.
• For each one of these admin data-producing institutions, assess and document the nature of the data holdings (variable content as well as quality); nature and degree of access to the data (notably by the NSO) and use of data for statistical production on discrimination; main challenges associated with the data and how these can be overcome (e.g. data protection, data-sharing and other ethical considerations in the collection and use of such data)
• Identify national examples of how admin datasets are also used to monitor inequalities in outcomes resulting from indirect/structural discrimination, in key sectors e.g. health, education, justice, policing and social services (and for each sector, identify key datasets/variables/ratios/averages used for equality analysis)
• Document the role of the NSO in the targeted countries in coordinating/quality assuring the collection of admin data on discrimination and inequalities, and the existence (or not) of mechanisms facilitating cooperation between NSOs and organizations collecting/recording the data, and with organizations that have policy responsibility for non-discrimination & equality
• Prepare a report that clearly maps the relevant administrative data holdings in the countries studied in the sub-region; identify good practices; challenges and opportunities associated with this data (vs. other types of data e.g. survey data); make recommendations on how to improve the collection of admin data on discrimination & inequalities, its use in statistical production, and its uptake in policymaking/monitoring.

Duties And Responsibilities

Key Deliverables:

• One PowerPoint presentation per sub-region which explains how the task will be approached. This will be shared and discussed in a virtual meeting involving all 5 contracted consultants, with the opportunity to engage and influence one another’s planned work strategy;
• One report per sub-region that summarizes the results of the assessment;
• One PowerPoint presentation which highlights the key findings per sub-region.

Competencies

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.