TERMS OF REFERENCE

Rwanda is known for its position on promoting gender equality as an approach to sustainable development. The country has implemented various policies aimed at increasing equal men and women's participation in the workforce, including in the hospitality industry. This is part of a broader gender equality agenda, as reflected in its national policies and strategies.

As part of its development agenda, the Rwandan Government has actively promoted the hospitality industry through various policies and strategies, coupled with significant investments (both public and private) in leisure tourism and most recently the MICE sector, development of high-end hotels, resorts, lodges, as well as restaurants, bars, coffee shops, etc. As a result, the tourism and hospitality industry has grown significantly over the past years, contributing significantly to job creation and economic expansion in Rwanda.

The 2024 (Q2) Labour Force Survey shows that the employment-to-population ratio was higher among males (60.4%) than females (44.6%). There is an increase in the gender gap among employed males and females by 15.8% compared to 14.7% in the same period in 2023. On the other hand, unemployment was higher among females (61.1 %) than males (46.5 %) and higher among youth (59.5 %) than adults (53.8 %).  In terms of employment by economic activity, the 2022 Labour Force Survey revealed that the accommodation and food services sector employed 59.6% males against 40.4% of females. As far as employment positions were concerned, the same survey report shows that 73.9% and 26.1% males and females occupied managerial positions respectively; 80.7% and 19.3 males and females were Chief Executives, Senior Officers and Legislators respectively. In addition, 67.5% and 32.6% males and females occupied Administrative and Commercial Manager positions respectively.

As Rwanda embarks on the second generation of the National Strategy for Transformation, the tourism and hospitality sector will continue to be an important source of income. For an inclusive and equitable industry, development initiatives in the sector will need to include strategies where gender equality is taken into consideration.

The Government of Rwanda has made considerable investments in the leisure and MICE sectors, as well as in the construction of upscale hotels, resorts, and lodges, as well as eateries, bars, and coffee shops. The industry has also been actively promoted through a variety of policies and strategies. The tourism and hospitality industry in Rwanda will remain a significant source of revenue as the country enters the second generation of the National Strategy for Transformation. Development initiatives in the industry must incorporate strategies that consider gender equality to create a more inclusive and equitable workplace.

In line with their mandates, GMO in collaboration with Rwanda Civil Society Platform plan to undertake a comprehensive Gender Audit in the Hospitality Industry. This assignment will be done in collaboration with its stakeholders and relevant institutions. A participatory gender audit is a tool and a process based on a participatory methodology to promote organizational learning at the individual, work unit, and organizational levels on how to practically and effectively mainstream gender. The 3Ps approach where special attention is paid to people, process, and paper (3Ps) will be the sources of evidence on compliance with gender equality principles. This approach explores whether internal organizational practices and related support systems for gender mainstreaming are effective and reinforce each other. As a result, the participatory gender audit establishes a baseline; identifies good practices, and critical gaps/ challenges, proposes recommendations to sustain the results, and accelerate gender progress.  

Following the above, the Gender Monitoring Office (GMO) in collaboration with the Rwanda Civil Society Platform (RCSP) ), seek to hire a qualified national consultant/consulting firm to coordinate and conduct a Participatory Gender Audit for the Hospitality Industry in Rwanda to establish the level of the industry's compliance to gender equality principles.

2. Objectives

The main objective of the assignment is to assess how Rwanda’s hospitality industry is compliant with gender equality principles and to formulate recommendations to improve gender accountability within this sector.

The specific objectives are:

• Assess current gender equality policies, strategies, and practices within the hospitality sector.
• Evaluate the effectiveness of existing gender-focused initiatives, projects, and programs
• Assess mechanisms in place to combat GBV especially sexual harassment at work place.
• Identify gaps and challenges related to gender equality in internal policies and practices regulating staffing, promotion, and workplace environment among others.
• Provide actionable recommendations to enhance gender equality in the Hospitality sector.

3. Scope of Work:

• Geographic Scope: The audit will cover both hospitality sector actors and entities in urban and rural areas.
• Organizational Scope: The audit will consider the different categories of businesses within the hospitality sector. These will include: hotels (based on star rating), resorts, restaurants, travel agencies e.t.c).
• Functional Scope: The audit will be built on 3Ps approach (focusing on People, Process and Paper).

4. Deliverables

The consultant will be expected to deliver the following:

• Inception Report: A detailed plan of the audit methodology, data collection tools, work plan indicating key timelines and targeted institutions.
• Draft Report: A comprehensive report indicating the participatory gender audit findings.
• Presentation: A presentation of key findings and recommendations to the organization's leadership and relevant stakeholders.
• Final Report: A final Participatory Gender Audit Report considering comments and inputs from relevant stakeholders.  

5. Timeline

The audit is expected to be completed within 45 working days, starting from the date the contract is signed between the consultant and the client.

6. Reporting and supervision

The assignment will be carried out under the overall guidance of the GMO Executive Secretary and RCSP Executive Secretary.  All reports will be officially submitted in English, in copies via email at info@gmo.gov.rw and info@rcsprwanda.org.

7. Qualifications and Experience

The consultant should possess the following qualifications:

• At least a Master’s degree or its equivalent in gender studies, socio-economic studies, Tourism/Hospitality, and other related fields.
• Proven experience in conducting gender analysis, gender audits, and gender research (at least 7 years)
• Familiarity with the hospitality or services industry is an added advantage.
• Excellent analytical and report-writing skills.
• Strong communication skills and the ability to engage with diverse stakeholders.

8. Application Process

Interested candidates/firms should submit the following documents:

• A technical proposal outlining the research methodology and work plan.
• A financial proposal with a detailed budget.
• A CV highlighting relevant experience and qualifications.
• Certificates of previous similar research work.
• Sample for Reports on similar assignments

9. Submission Details

Interested candidates are required to submit their applications through info@rcsprwanda.org by 11^th September 2024.