Expression of Interest (EOI)

Consultancy services to support the capacity development of Integrated Crafts Production Centres (ICPCs) on Occupation-Environment, Health and Safety (OHS-EHS) with specific focus on women

Reference Number: 83448270

Publication date: 14.09.2023

1. Introduction

The Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH is a federally owned international cooperation enterprise for sustainable development with worldwide operations. The GIZ Office in Kigali covers GIZ’s portfolio in Rwanda and Burundi. GIZ Rwanda/Burundi implements projects on behalf of the German Federal Ministry for Economic Cooperation and Development, the European Union and other commissioning authorities in the following priority areas: Sustainable Economic Development, Good Governance, Climate, Energy and Sustainable Urban Development, Digitalization and Digital Economy, Mineral Governance, Peace, and Security in the Great Lakes Region.

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1.  Context

1.1. General Context of GIZ

As a federally owned enterprise, Deutsche Gesellschaft für Internationale Zusammenarbeit (GIZ) GmbH supports the German Federal Government in achieving its objectives in international cooperation for sustainable development. In Rwanda, GIZ has been operating over 40 years. GIZ Rwanda is active in sustainable economic development and employment promotion, good governance and decentralization, information and communications technology, and energy.

1.2. Skills Development for Economic Transformation (SD4T)

Rwanda’s economic growth has been remarkable, annual growth rates averaged at eight per cent over the past two decades. Yet, unemployment (21.1 %) and underemployment (58.9 %) remain high. The majority of the population works in the agriculture sector, where incomes are low. Moreover, the number of young people entering the labour market is increasing. A large proportion of local companies are unregistered micro-enterprises which are not very competitive and cannot harness the long-term potential for growth. Most of them are only creating a handful of jobs at present. Domestic value creation, specifically in the light industrial sector is low and meets international standards only to a limited extent. At the same time, the professional skills of many job seekers do not match the requirements of the labour market.

With strategies like the National Strategy for Transformation (NST 1) and Made in Rwanda Policy the Government of Rwanda is promoting skills development, the creation of off-farm jobs and domestic value creation. To contribute to the Rwandan Government’s strategy, the German Federal Ministry for Economic Cooperation and Development (BMZ) commissioned GIZ to implement the project “Skills development for economic transformation (SD4T)” from 2023 to 2025, as part of the priority area “Sustainable Economic Development” of the Rwandan-German Development Cooperation. The project’s main political partners are the Ministry of Trade and Industry (MINICOM) and the Ministry of Education (MINEDUC).

The project aims to create jobs and strengthen the competitiveness of micro, small and medium-sized enterprises (MSMEs) and cooperatives in the light manufacturing industry (e.g., furniture production, metal processing etc.) according to the principles of inclusivity, productivity and environmental sustainability. This will be achieved by following an integrated approach to employment promotion, consisting of 1) the promotion of technical and vocational education and training to enhance the quality of labour supply, 2) private sector development to raise labour demand, and 3) economic policy advice to improve the matching of labour supply and demand. A specific focus is placed on the economic empowerment of women.

1.3. Rationale for the assignment

Though women now make up 48.5% of the global workforce and 27.6% of the agricultural workforce (rising to 66.5% in low-income countries) the labour market remains heavily segregated.

Informal work is a major source of work for women. Informal work could be considered as a growing 'sector' as it has an increasing rate of employment, with most of these jobs filled by women. However, informal work is hazardous for women as it makes them vulnerable to harassment and violence and exposes them to various physical risks and unfavourable working arrangements. Precise data on employment in the informal economy is difficult to come by. As demonstrated by various studies further described in this review, this employment is difficult to measure, because it is highly complex; in addition, people involved in these activities try not to be identifiable.

Most people working informally, and especially women, are deprived of secure work, benefits, protection, representation or voice. Many women in rural areas are engaged in occupations which are comparable to a professional activity but are not recognized, protected or paid as such. Further, women in rural areas are more affected by hidden unemployment than men due to traditional role models and the poor endowment of many areas with the appropriate infrastructure, such as childcare facilities. Some specific risks of these women include the lack of basic rights such as holidays and insurance, a lack of information about risks, preventive resources; and a lack of workers’ representatives.

Exposure to the same risks may impact on women and men differently. Work predominantly undertaken by women is often wrongly presumed to be lighter, easier and safer than that undertaken by men and consequently receives less attention.

Even when women and men perform exactly the same tasks they may still be exposed to different risks. Differences in shape and average body dimensions between the sexes mean that work equipment and tools that are designed for men’s bodies are often unsuitable for women. Some evidence indicates that differences between the sexes in genetics and hormones (in addition to lifestyle and environment) may influence their responses to toxic exposures. In addition, women and men may be impacted differently by exposures such as chemicals, radiation, vibration and heat because of their different reproductive systems.

Workplace exposures can affect reproductive health in various ways: sexual functioning, menstrual health, fertility (for women and men), pregnancy, breastfeeding, certain cancers (e.g. prostate, breast, cervix), menopause and children’s development. The male reproductive system, for instance, may be affected by workplace hazards through lowered sperm count, abnormal sperm shape, altered sperm transfer, altered sexual performance and adverse pregnancy outcomes (stillbirths, birth defects, etc.). 

Women are also less likely than men to benefit from workplace prevention and intervention programs. Since they are not adequately represented among supervisors and managers, they often lack the authority to positively impact their working conditions. Women’s lower ranking positions often lead to them benefiting less often from health insurance coverage than men. 

Another issue is the still common widespread view that “one size fits all”. This is often found in work equipment. It is presumed that it is sufficient to provide “unisex” uniforms and PPE. However, women are not small men, and small men are not women! PPE is supposed to protect workers not create additional hazards. Women report being asked to wear overalls designed for men or outsized safety shoes, gloves or coats at work.

Various researchers have identified a number of women’s occupational health and safety issues which need to be addressed urgently and they include but are not limited to:

• Preventing violence and harassment: Violence is a particular issue among women and is increasing. Additionally, new forms of harassment, such as cyber-harassment are an emerging issue. Reporting and support procedures are still lacking and female workers are particularly vulnerable due to lack of awareness.
• Pregnancy and reproductive health: There is need to protect pregnant workers and their unborn child from harm at work by carrying out and implementing appropriate workplace health and safety risk assessments.
• Access to clean, safe, secure and separate toilet and welfare facilities at work: Lack of access can create or exacerbate health problems for workers as well as put them at risk of violence, including sexual violence.
• Personal security: It is essential that adequate measures are provided which ensure the personal safety and security of women workers. Security is of particular importance for women who work at night, in dark places or islated areas.
• Maternity leave: Adequate provisions for maternity leave are also important considerations in working to protect the health and safety of women workers. Adequate maternity leave should also guarantee the worker's right to return to her job, at the same rate of pay and without loss of seniority.
• Maximum weights: A worker's health and safety can be seriously endangered if she is required to move loads that are too heavy for her.
• Work design: The promotion of safety and health of women should consider the concept of work design which includes: the selection and training of operators, the design of tools and machines, the design of workstations, the use of working procedures and working postures, the prescription of working hours and rest periods, the design of personal protective equipment and the control of physical factors in the working environment.
• Safety and health of children at work: Most women especially in the informal sector work together with their children or them. In a number of occupations, child workers might be exposed to chemical and physical health hazards. Studies have shown that children are at a higher risk than adults of suffering work-related physical health problems. In addition, emotionally, children are at greater risk than adult workers of suffering from work-related mental health problems. Children can be affected more quickly and more seriously than adults exposed to the same concentrations of chemicals.

In Rwanda, the establishment census, 2020 revealed that female workers cover almost 40% of the total workforce. In ICPCs, the workforce is predominantly made up by men and this could be subject to a number of factors which include but are not limited to the nature of work and history of work vis à vis gender social perceptions. In addition, working conditions in ICPCs could also be a hindrance for women participation in the business.

Previous studies conducted by GIZ in collaboration with its stakeholders in ICPCs were about the overall OHS/EHS for all workers and there is no sufficient information regarding the specific aspect of occupational safety and health for women inclusiveness in Rwanda and specifically in ICPCs where the interest of the project lies. Same studies and researches highlighted a small number of women that are participating in crafts trade within ICPCs due to the cultural mindset and inappropriate and unfavorable infrastructures on place.

It is against this background that GIZ SD4T, in collaboration with MINICOM, RDB, and other key stakeholders are looking forward to commissioning an assessment on women inclusiveness and integration in supported ICPCs and furthermore develop the capacity in ICPCs with the aim of improving their working conditions and making ICPCs conductive workplaces for their female members. Furthermore, the assignment will also contribute to tackle some challenges related to the missing parts and support to launch and avail possible rooms for women ( such as female toilets or childcare rooms)  well fitting in the centers.

1.4. Objectives of the assignment

The objectives of this assignment are to:

• Conduct an assessment on gaps observed in ICPCs regarding women inclusion and working conditions specifically for female members
• Conduct a quick capacity needs assessment on OHS among ICPCs;
• Design the training materials to be used for findings dissemination and capacity building;
• Promote women participation in ICPCs through recommendations on improving working conditions for female members in ICPCs.
• Conduct a presentation for Districts’ key members for study findings dissemination.

1.5. Scope of work

This assignment will take place in Twelve (12) districts’ ICPCs: Kayonza, Karongi, Muhanga, Bugesera, Rubavu, Rusizi, Nyanza, Rwamagana,Rulindo, Gisagara, Musanze and Huye for the assessments, capacity building/training programs and all tasks cited below.

2.  Tasks to be performed by the contractor

The contractor is responsible for providing the following services:

2.1 Conduct an assessment on gaps observed in ICPCs regarding women inclusion and working conditions

The task will involve the following responsibilities: 

• Develop the checklist to be used during the assessment
• Conduct the assessment
• Develop the estimated budget for addressing identified gaps.

2.2. Conduct a quick capacity needs assessment on OHS/EHS among ICPCs

The task will involve the following responsibilities: 

• Develop a checklist to be used during the assessment
• Conduct the assessment
• Develop training materials as per identified prior topics.

2.3. Enhance women participation in ICPCs

The task will involve the following responsibilities: 

• Establish OHS-EHS committees in twelve supported ICPCs: Develop a concept note to guide the establishment of OHS/EHS committees specifically taking into account relevant topics for female members such as anti-sexual harassment guidelines
• Guide and oversee the establishment of OHS/EHS committees.
• Support ICPCs to put in place (avail) changing room, breastfeeding and/or baby care room.
• Produce manuals and conduct awareness on violence and sexual harassment at work.

2.4. Design trainings, presentations and conduct training among established OHS/EHS committees and ICPCs leaders

The task will involve the following responsibilities:  

• Develop training materials to be used during training
• Conduct training among established OHS/EHS committees and ICPCs leaders.

2.5. Conduct a presentation for Districts’ key members for study findings dissemination

The task will involve the following responsibilities: 

• Develop presentation to be used during findings dissemination
• Conduct findings dissemination sessions to key players at districts level.
• Handover the documents with districts governance boards and whether necessary with other key stakeholders.

The milestones, as laid out in the table below, are to be achieved during the contract term: