Anti-Corruption Consultancy for Kenyan Trade Unions at Union to Union

Application Deadline: [08/07/2024]

Overview:

Union to Union, a leading organization dedicated to promoting integrity and ethical practices within the trade union movement, seeks a qualified consultant to conduct an anti-corruption assessment and capacity-building project for trade unions in Kenya. This project aims to enhance transparency, accountability, and ethical standards, focusing on issues such as discrimination, sexual harassment, and gender-based violence (GBV) within the unions.

Responsibilities:

The consultant will comprehensively assess approximately seventeen trade unions in Kenya, focusing on their anti-corruption measures and policies. Key tasks include:

1. Assessment Design and Planning:
   • Develop an Integrity Framework to guide the assessment.
   • Evaluate anti-corruption policies, guidelines, and their implementation.
2. Data Collection and Analysis:
   • Conduct face-to-face interviews with union representatives.
   • Collect and review union policies, guidelines, and reports.
   • Establish indicators to assess the organization’s duty of care towards staff and members that can be used by the unions later on.
   • Maintain regular communication with Union to Union to ensure the assessment is on track.
3. Reporting and Recommendations:
   • Write a comprehensive assessment report, including recommendations for capacity building.
   • Present the assessment findings to Union to Union and edit the report as needed.
4. Capacity Building:
   • Conduct training workshops on anti-corruption measures (as its established on the Terms of Reference document).
   • Facilitate an action planning workshop to develop strategies for implementing anti-corruption policies and practices.

Requirements:

• Education: Degree in Social Sciences, Law, Public Administration, or related fields.
• Experience: Experience conducting assessments and capacity-building projects, preferably within the trade union sector or related fields.
• Experience with methodological tools such as interviews, focus groups, policy analysis, and surveys.
• Proven experience (academic or professional) working on these topics.
• Skills: Strong analytical, communication, and report-writing skills. Expertise in anti-corruption, discrimination, sexual harassment, and GBV issues.
• Language: Proficiency in English. Knowledge of local languages is an advantage.

Suggested Tools and Methodologies:

While the consultant will have the flexibility to propose their tools and methodologies, we recommend considering the following:

• Interviews and Focus Groups: Engage union members and leaders to gather qualitative data.
• Policy Analysis: Review existing anti-corruption policies and guidelines to identify gaps and areas for improvement.
• Workshops: Facilitate interactive sessions to train union representatives and develop action plans.
• Surveys: Conduct surveys to collect quantitative data on the prevalence and impact of corruption and harassment.

Duration and Compensation:

• The consultancy will last until December 2024, including preparation, data collection, reporting, and workshops, more details on the Terms of Reference document.
•  Payments will be made in two instalments: 50% upon commencement and 50% upon completion.

Terms of Reference: Capacity Building and Anti-Corruption Assessment in Kenyan Trade Unions

Background:

Union to Union is committed to enhancing the overall integrity and safety within the trade union movement as part of its Capacity Development Program. To this end, the organization will be implementing a pilot project in Kenya that aims to identify and address any gaps in the implementation of anti-corruption and anti-harassment policies, with a special emphasis on preventing gender-based violence (GBV) and sexual harassment. This process will help foster safer, more equitable union environments in Kenya and globally, ensuring that all members and staff are treated with respect and dignity.

Aim of the project:

The project aims to enhance anti-corruption measures and policies addressing gender-based violence and sexual harassment in Kenya. A strategic approach will be adopted, involving the selection of unions and projects for assessment and capacity development, ensuring a broad representation of the workforce, including different sectors that are part of Union to Union’s project portfolio in Kenya.

Objectives of the consultancy:

The consultancy has the following objectives:

1. To assess existing anti-corruption measures and GBV policies within Kenyan trade unions.

2. To develop an introductory capacity-building program with union leaders and relevant staff based on the assessment findings. The consultancy will develop guidelines for addressing various types of corruption, including financial fraud and gender-based violence and sexual harassment. This framework should encompass clear policies, reporting mechanisms, and accountability structures to ensure that all forms of corruption are effectively addressed and that a culture of transparency and respect is fostered within the unions.

3. To support the creation and execution of action plans aimed at addressing identified gaps and promoting gender equity and anti-corruption practices.

Scope of Work:

The consultancy will execute the project in four phases:

Phase 1: Assessment (July-Agusti 2024 )

• Kick-off Meeting: A virtual meeting will be held in the last week of July 2024, involving Union to Union, GUFs, Swedish Unions to outline and discuss the process objectives and timelines.

• Assessment Execution: The consultant(s) will lead the assessment to. This will involve site visits to the selected Kenyan unions, interviews, and review of documents and policies.

Phase 2: Capacity Building (Agusti 2024)

• Training Workshops: Based on the assessment findings, two 2-day workshops will be conducted in Nairobi in September, focusing on anti-corruption, GBV prevention, and policy development.

Phase 3: Action Plan Development (September 2024)

• Action Plan Development Workshops: Two 2-day workshops aimed at assisting unions in the development of their action plans. These plans should include specific measures for preventing GBV and corruption, mechanisms for reporting and investigating incidents, and strategies for promoting transparency and accountability.

Phase 4: Action Plan Implementation and Follow-up (October 2024 – December 2024)

• Implementation Support: From October to December 2024, ongoing support will be provided to the unions for the implementation of their action plans. This will include monthly check-in calls and progress review meetings to ensure that the unions are effectively executing their plan.