International consultant (home based) for the development of protocol sheets and pratical sheets of the Gender Sectoral Analysis of the Ministry of Foreign Affairs

Background/Context

In accordance with Decree No. 2-21-825 of 14 Rabi I 1443 (October 21, 2021) relating to the responsibilities of the Ministry of Foreign Affairs, African Cooperation and Moroccans Living Abroad, the Ministry’s mission is to lead diplomatic action, ensure the development of international cooperation, and coordinate all external relations in line with the Kingdom’s foreign policy.

As part of its consular responsibilities, the Ministry, which has 60 Consular Posts worldwide, also ensures the protection of Moroccan citizens, interests, and property abroad, while facilitating the development of their activities.

Given the political, economic, social, and cultural challenges faced by the Moroccan community abroad—particularly the feminization of migration in certain countries, the intensification of circular migration, and the development of frameworks conducive to co-development—the Throne Speech of July 30, 2015 called for a new vision of consular action, “innovative and multidimensional.” In this perspective, the Ministry has embarked on a policy of modernizing consular services, upgrading human and material resources, strengthening communication with departments concerned by consular action, as well as with local authorities on matters affecting the Moroccan community.

In this context of reform and modernization, and within the framework of implementing Gender Responsive Budgeting, the Ministry carried out, with the support of the Center of Excellence for Gender Responsive Budgeting and UN Women, a sectoral gender analysis at the level of institutional practices at the meso level (civil servants’ working modalities / HR dimension) as well as at the level of consular affairs. This was done to strengthen the consideration of gender issues in the planning, budgeting, and implementation of its policies and programs, which led to the production of the following deliverables:

• A gender analysis, using a participatory, multi-level, and multi-stakeholder methodology, presenting in detail and in context (local differences, etc.), and based on quantitative and qualitative field data, the current state of gender issues and existing gaps, both in terms of institutional response and women’s acquired rights, particularly those in vulnerable situations. The analysis focused on two scales: the meso/institutional scale and the micro/sectoral scale, to ensure full integration of gender equality in consular practices.

• The development of recommendations for identifying objectives, indicators, projects, and activities on gender equality in policies and budgetary programs, based on diagnostic results and within the Ministry’s prerogatives. These recommendations are set out in two operational roadmaps including: (i) specific results and follow-up activities, (ii) monitoring indicators, (iii) designation of implementation focal points with defined roles and responsibilities, (iv) estimation of resources and costs, and (v) an execution schedule.

• A first version of tool sheets to support the Ministry in operationalizing the two roadmaps (institutional and consular dimension).

The consultant will report to the Program Management Specialist and will be supported by the Program Assistant, who will serve as the point of contact for technical, contractual, and payment-related matters.

Description of Responsibilities/ Scope of Work

UN Women Morocco Office is seeking specialized expertise to:

(i) Develop two protocol sheets (framework documents) for the institutional and consular dimensions, including the following key elements:

• Objectives and purpose (what they aim to change in practices) of these documents;

• Action axes and principles, presented in a clear way for a target audience not specialized in gender approaches;

• Practical implications for the relevant structures, notably: Directorate General of Administrative and General Affairs, Directorate of Consular and Social Affairs, Directorate of Human Capital, Department of Moroccans Living Abroad, Legal Directorate of the Ministry, General Inspectorate; etc.

• References to practical sheets/tools enabling operational application.

These gender protocols are not intended to be analytical or academic but rather aim to strengthen the Ministry’s ownership and practical implementation of the sectoral gender analysis recommendations among managers and staff in the relevant structures. Concretely, these documents should enable managers or officials who are not familiar with gender approach to:

• Understand the context of the sectoral gender analysis and identify the key principles of action applicable within their area of responsibility;

• Determine which tool sheet to refer to depending on the situation;

• Rely on a practical and accessible framework to guide implementation.

The gender protocols must be readable, educational, and usage-oriented, allowing managers and officials who are not familiar with the gender approach to quickly understand the purpose of the protocol, identify applicable principles of action within their scope, and refer, as needed, to the corresponding support sheets and tools. These documents are intended as reference materials for the aforementioned stakeholders.

(ii) Develop and/or finalize practical sheets (13 sheets on the institutional dimension and 8 on the consular dimension) particularly including a proposal on editorial architecture, the appropriate level of synthesis, and the best articulation between principles statements and operational tools.

All deliverables produced must primarily strengthen ownership, readability, and effective implementation of the developed roadmaps, both on the institutional and consular dimensions.

French translation of the scope of Work below:

(i) Elaborer deux fiches protocoles (documents cadre) pour le volet institutionnel et pour le volet consulaire comprenant les éléments principaux suivantes :

• Les objectifs et la finalité (ce qu’ils permettent de changer dans les pratiques) de ces documents protocoles ;

• Les axes et principes d’action de manière intelligible pour un public cible non spécialiste de l’approche genre ;

• Les implications pratiques pour les structures concernées notamment : Direction Générale des Affaires Administratives et Générales, Direction des Affaires consulaires et sociales, Direction du Capital Humaine, Département des Marocains Résidant à l’Etranger, Direction juridique du Ministère, Inspection générale,

• Des renvois vers les fiches/outils pratiques permettant l’application opérationnelle ;

Les protocoles genre n’ont pas une visée analytique ou académique, mais doivent permettre au Ministère de renforcer l’appropriation et d’opérationnalisation des recommandations de l’analyse genre sectorielle auprès des cadres dans les différentes structures concernées. Concrètement, ce document doit permettre à un gestionnaire ou responsable non averti de :

• Comprendre le contexte dans lequel s’inscrit l’analyse genre sectorielle et d’identifier les principes d’action à appliquer dans son périmètre ;

• Savoir vers quelle fiche outil se référer selon la situation ;

• Disposer d’un cadre de mise en œuvre pratique et accessible.

Ces protocoles genre doivent être à la fois lisibles, pédagogiques et orientés usage, permettant aux responsables et gestionnaires non spécialistes de comprendre rapidement la finalité du protocole, d’identifier les principes d’action applicables dans leur périmètre et de se référer, en tant que de besoin, aux fiches et outils d’appui correspondants. Ces documents sont envisagés comme des documents de référence pour les personnes précitées.

(ii) Elaborer et/ou finaliser des fiches pratiques produites (13 fiches sur le volet institutionnel et 8 sur le volet consulaire) notamment une proposition sur l’architecture rédactionnelle, le degré de synthèse approprié ainsi que la meilleure articulation entre énoncés de principes et outils opérationnels.

L’ensemble des livrables produits doivent prioritairement renforcer l’appropriation, la lisibilité et la mise en œuvre effective des feuilles de route développées, sur le volet institutionnel et consulaire.

Delivrables:

Delivrables
Expected completion time (due day)

Methodological note, including an overview of the project scope, a proposed structure for protocols and practical sheets, the working method, and the timeline.
May 15th, 2026

Two protocol sheets (framework documents) for the institutional and consular dimensions)
May 20th, 2026

Practical sheets for the institutional dimension and for the consular dimension
June 5th, 2026

Consultant’s Workplace and Official Travel

This is a home-based consultancy.

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:

• Communication skills and the ability to write technical reports in a clear, concise and timely manner.

• Ability to analyze and synthesize socio-economic data and research findings in order to formulate practical recommendations.

• Ability to consolidate information from multiple sources;

• Excellent time management and ability to produce deliverables within agreed deadlines.

• Ability to work effectively with a variety of partners.

• Autonomy and initiative: Proactivity in managing tasks and responsibilities, with the ability to solve problems independently

• Excellent analytical skills with strong drive for results and capacity to work independently.

Required Qualifications:

Education and Certification:

• Master’s degree or equivalent in political science, economics, social sciences, international relations, law, gender or a related field is required.

• A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.

• A project/programme management certification would be an added advantage.

Experience:

• At least 10 years of in public policy design, including the development of practical tools to apply national strategies or a related field is required.

• Experience in supporting international and national institutions in integrating gender into their policies and/or strategies is required.

• Experience with international organizations is an asset.

Languages:

• Fluency in French and English is required.

•
Knowledge of Arabic or any other UN official language is an asset.

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.