Developing the BNPB's organisational guidelines for preventing and handling of sexual violence.

Background:

Mercy Corps Indonesia is part of the global Mercy Corps family, a leading global organization powered by the belief that a better world is possible. In disaster, in hardship, in more than 40 countries around the world, we partner to put bold solutions into action — helping people triumph over adversity and build stronger communities from within. 

INVEST DM 2.0 (Investing in Human Capital for Disaster Management) program is a collaborative program between the United States Government (through USAID) and the Government of the Republic of Indonesia (through the National Disaster Management Agency, BNPB). INVEST DM 2.0 is designed as a continuation of the USAID/BHA Technical Assistance and Training Team (TATTs) program (2014-2019) and the first phase of the INVEST DM program (May 2019-Jan 2021). The program is focused on the national level, with many interventions expected to be absorbed by the regions. This program directly supports the National Disaster Management Agency (BNPB) in building the capacity of its human resources (bureaucratic reform and capacity building) and national disaster management (DM) capacity through education and training initiatives as well as system and strategy improvements. It is hoped that these initiatives will contribute to the strengthening of local DM institutions and people at key administrative levels who will be better prepared and able to fulfil their mandate to deliver effective and lifesaving DM services. Gender equity and disability inclusiveness are priority cross-sectoral initiatives in INVEST DM. In INVEST DM 2.0, support related to mainstreaming gender and disability inclusion will be expanded. Following the government of Indonesia's regulation on gender mainstreaming and social inclusion, BNPB has had Head of BNPB Regulation (Perka) Number 13 Year 2014 on gender mainstreaming and Perka Number 14 Year 2014 on disability. The purpose of Perka Number 13/2014 is to: 1) Implement the principles of justice and gender equality in each component of disaster management implementation; 2) Encouraging gender mainstreaming by developing gender-responsive planning and budgeting in disaster management; 3) Encouraging the realization of protection and fulfillment of the rights of women and men in disaster management. Meanwhile, the purpose of BNPB Perka Number 14/2014 is a guideline for handling, protecting, and ensuring participation of persons with disabilities in a non-disaster situation, during emergency response, and after the disaster.

The Indonesian National Board for Disaster Management (BNPB) has 45% female employees. Based on the mapping of the Policy for the Protection of Women and People with Disabilities in the BNPB Environment conducted from 2021 to 2022, it is recommended to develop policies that safeguard the rights of women and individuals with disabilities. Although data regarding violence and sexual harassment within the BNPB is not yet available, information indicates that cases of violence and sexual harassment in the Indonesian workplace remain relatively high.

The 2022 Violence and Harassment in the World of Work Indonesia Survey, administered by the ILO in collaboration with the Never Okay Project, revealed that 70.93% (852 out of 1,173 respondents) had experienced some form of workplace violence and/or harassment. Of the 1,173 respondents, 73.66% were female, while the remainder were male or non-binary. According to this survey, 75.93% of women (656 out of 848 female respondents) have experienced some form of violence or harassment. The survey included 1,173 respondents from all islands in Indonesia as well as from abroad.

Furthermore, various national laws and international legal norms safeguard employees from gender-based violence, ensuring equal opportunities and pay between genders. Although Indonesia hasn't ratified ILO Convention No. 190, they have enacted the Sexual Violence Prevention Criminal Law in April 2022. Additionally, The Ministry of Manpower issued guidelines for preventing and handling sexual violence in the workplace on the first of June 2023.

Moreover, according to the urgency paper (assessment) conducted by INVEST D.M in 2022, the results of managerial and socio-cultural competencies for 97 BNPB staff reveal a significant gap, with the socio-cultural competency aspect displaying the largest gap at 74%. A contributing factor in this evaluation is the staff's limited knowledge of Head of BNPB Regulation No. 13 of 2014, which addresses gender mainstreaming in disaster management, and Head of BNPB Regulation No. 14 of 2014, which addresses the handling, protection, and participation of persons with disabilities in disaster management. Additionally, a survey conducted by SIAP SIAGA resulted in 70% of BNPB employees being gender blind, while only 8% are gender sensitive, with the remaining being gender neutral.

Purpose/Project Description

To incorporate gender and disability considerations into disaster management, the BNPB can initiate efforts by focusing on preventing and protecting its employees from sexual violence. As part of the USAID INVEST DM program, they will engage a consultant to develop organizational guidelines for preventing and handling sexual violence, which will encompass mechanisms for reporting, referral, and recovery. This initiative aims to address the issue of sexual violence within the BNPB and support the BNPB HR Bureau.

The selected consultant, under the direction of INVEST DM 2.0, will perform the following activities:

1. Develop a methodology and workplan.
2. Conduct a desk review of relevant regulations concerning the prevention and management of sexual violence in other ministries and institutions. Provide aspects to be included in the guidelines for discussion with INVEST DM and the BNPB's HR Bureau.
3. Develop mapping/assessment tools and methodology to collect data on sexual violence incidents within the BNPB, forming the basis for internal guidelines. 
4. Conduct mapping/assessment to gather information about incidents of sexual violence occurring in the workplace within each unit of the BNPB.
5. Develop the outline of guidelines for preventing and handling sexual violence through consultative approaches with stakeholders within the BNPB and/or external organizations. The draft should cover the objective of the guideline, an overview of sexual violence (including sexual violence in the workplace), prevention measures, handling mechanisms for sexual violence (including reporting, investigation, protection of the victim, and victim recovery mechanisms within the BNPB).
6. Present the initial guidelines, including slide decks on the guideline for preventing and handling cases of sexual violence, to INVEST DM 2.0, BNPB HR Bureau and others for feedback.
7. Develop the final draft of the guideline, including slides on the guideline for preventing and handling cases of sexual violence, and present it to INVEST DM 2.0, BNPB HR bureau, and BNPB legal bureau for feedback.

Consultant Deliverables:

The Consultant shall deliver to INVEST DM 2.0 the following deliverables:

1. Interim Report, including methodology/process, workplan, result of desk review.
2. Interim Report Including Tools, Methodology, and Results of Mapping/Assessment on Sexual Violence Data within BNPB
3. Outline of guidelines approved by HR Bureau and Legal Bureau.
4. Final draft of the guideline for preventing and handling of sexual violence, including slide decks that incorporate feedback from INVEST DM 2.0, BNPB HR Bureau and BNPB Legal Bureau.

Timeframe / Schedule:

The period of the performance is for 40 days intermittent input with the following schedule:

1. Interim report: Desk Review, tools, and methodology for mapping/assessment outline: first week of September 2023
2. Implementation of mapping/assessment on the data collection of sexual violence incidents within internal BNPB: Third week of September 2023
3. Reporting on the data collection of sexual violence incidents within internal BNPB: Last week of September 2023
4. Presentation of an initial guidelines (including slide deck) delivered to INVEST DM 2.0, HR Bureau, Planning Bureau, and Legal Bureau: Second Week of October 2023
5. Final draft guidelines and presentation: First Week of November 2023.

The Consultant will report to:

INVEST DM 2.0 Senior Gender Specialist.

The Consultant will work closely with:

INVEST DM 2.0 Senior Gender Specialist with input as needed from Workforce Planning and Development Advisor and Senior Knowledge Management, Communications and Research Specialist, BNPB Planning Bureau, BNPB HR Bureau, and BNPB Legal Bureau.

Close supervision and support will be provided by INVEST DM 2.0. The selected consultant is expected to engage in day-to-day communication with INVEST DM 2.0 and BNPB. The selected consultant shall maintain an effective working relationship and consolidate the methodology to ensure that BNPB thoroughly understands the work.

INVEST DM 2.0 will facilitate communications throughout the contract period and shall actively participate in coordination, oversight, and implementation of this work. This may include adjustments in implementation as deemed necessary by INVEST DM 2.0.

Required Experience & Skills:

• Advanced degree in social science or humanities.
• Has a minimumof 10 years of experience working on the issue of gender, gender-based violence and preferably also has working experience on the issue of disability and social inclusion.
• Demonstrated expertise, skills, and experience working within government institutions, such as ministries/state institutions/regional government.
• Has prior working experience in developing guidelines, academic papers (naskah akademik) and policy briefs.

How to Apply:

Qualified individuals (national only) can submit their application to procurement@id.mercycorps.org with the subject “the BNPB's organisational guidelines for preventing and handling of sexual violence.” no later than 23 August 2023. The application should include:

• Applicant’s understanding of the scope of work and proposed methodology
• Curriculum Vitae
• Price Quotation inclusive of tax, outlining the level of efforts (person-days) and daily rate

Diversity, Equity & Inclusion

Achieving our mission begins with how we build our team and work together. Through our commitment to enriching our organization with people of different origins, beliefs, backgrounds, and ways of thinking, we are better able to leverage the collective power of our teams and solve the world’s most complex challenges. We strive for a culture of trust and respect, where everyone contributes their perspectives and authentic selves, reaches their potential as individuals and teams, and collaborates to do the best work of their lives.

We recognize that diversity and inclusion is a journey, and we are committed to learning, listening and evolving to become more diverse, equitable and inclusive than we are today.

Equal Employment Opportunity

We are committed to providing an environment of respect and psychological safety where equal employment opportunities are available to all. We do not engage in or tolerate discrimination based on race, color, gender identity, gender expression, religion, age, sexual orientation, national or ethnic origin, disability (including HIV/AIDS status), marital status, military veteran status or any other protected group in the locations where we work.

Safeguarding & Ethics

Mercy Corps Indonesia team members are expected to support all efforts toward accountability, specifically to our stakeholders and to international standards guiding international relief and development work, while actively engaging communities as equal partners in the design, monitoring and evaluation of our field projects. Team members are expected to conduct themselves in a professional manner and respect local laws, customs and MCI's policies, procedures, and values at all times and in all in-country venues.