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Terms of Reference

Masculinities and Transition

  1. Background and Context

Little attention has been paid among International Financial Institutions (“IFIs”) to the question of men and Transition to market economies and democratic pluralism despite the fact that IFIs and their economists have long recognised how important addressing gender inequality is to building resilient, inclusive economies. Even though IFIs have directed resources at understanding and addressing women’s unequal access to Employment, Skills, Finance and Services, an understanding of men’s multiple roles in Transition has remained absent.

Where they do appear in IFI policy and research, men mostly emerge as a monolithic group responsible for the negative effects of social and economic change due to presumed associations between modern industrialisation and dominant ideas about men and masculinities. Such representations ignore the diverse and nuanced ways in which men impact and are impacted by Transition, including as workers at all levels of large and small businesses, as well as advisers, consultants and ‘experts’ supporting them, from the IFIs and other elite stakeholders. There is little recognition that men’s diversity – according to age, regional background, social class, ethnic group, sexuality and other factors – also affects not only the way that they live their lives, but the way that they drive or respond to Transition.

Such representations particularly ignore men’s negative experiences of Transition. There is, for example, a significant gender gap in life expectancy in some countries of operations (“COOs”) of the European Bank for Reconstruction and Development (the “EBRD” or the “Bank”). Men in EBRD COOs also exceed women in substance abuse of tobacco, alcohol, and drugs. Men suffer from depression and other psychological problems but are often less likely than women to seek help, especially for mental health issues. Statistics show high incidence among men of mortality due to violence perpetrated by others and also to self-inflicted injuries. Sexual violence against boys and men is perpetrated on the streets, in schools, in youth detention centers, and in internally displaced person (“IDP”)/refugee settings.

Unemployment is also a complex problem for men in EBRD COOs. Considering many men’s gender role expectations, losing the opportunity to work and earn money may mean losing the ability to fulfill key social functions and impair other life experiences (eg., ability to marry). Unemployment among men also correlates with increased antisocial and risky behavior. Education also increasingly stands out as an area where men and boys may have struggled during Transition. Boys in EBRD COOs are much more likely than girls to repeat years during primary and lower-secondary education, are more likely than girls to be enrolled in non-tertiary programmes, and less likely than girls to be enrolled in tertiary education.

By focusing on men and masculinities, the EBRD aims at better understanding what is at stake in order to reach better work and social environments favourable for both men and women. In that sense there is an opportunity for the EBRDto explore the role of the private sector as a catalyst of best practices when it comes of employment measures.

1.1Operational Relevance for the Bank

The EBRD Strategy for the Promotion of Gender Equality 2016-2020 (the “SPGE”) mandates the Bank through its investments to promote behaviours which contribute to building equitable and sustainable economies. This approach is consistent with Gender and Development scholarship, which emphasises gender as a key analtic of dis/advantage and, thus, women’s common disadvantage relative to men.

Transforming harmful attitudes and practices among men is beneficial to social and economic orders. Where there is more Gender Equality, men experience better health and well-being, more happiness, less depression, less death by others’ violence and some forms of suicide, less divorce, and are more sharing of care tasks.

The private sector can contribute to the agenda of recognising the importance to focus on changes in masculinities by responding to the needs of male and female workers in innovative and more enabling ways. EBRD’s interest in this area is to identify opportunities to engage men as agents of positive change, alongside women and girls, to strengthen the resilience and inclusiveness of Transition. With improved understanding, efforts can be undertaken to design better projects, recognising that men are both themselves vulnerable to inequality of opportunity during Transition and often hold power to enact change that leads away from rigid ideas of masculinity too often based on control and domination.

The Bank now wishes to engage a consultant (the “Consultant”) to carry out a study (the “Study”) on ‘Masculinities and Transition: Enduring Privilege?” (the “Assignment”).The Assignment will help the Bank identify ways to complement women-focused interventions in projects and investments to increase the resilience of transition, and women’s and men’s equality of opportunity in particular. The Assignmentwill produce the first study and tool-kit that deals specifically with masculinity and Transition within EBRD traditional COOs, and support the creation of targeted measures to improve national policy, and skills and labour planning and, at the company level, Human Resources policies and practices, Health & Safetyand other relevant areas of activity identified in the study, so as to engage men as agents of positive change, alongside women and girls, to strengthen the resilience and inclusiveness of Transition.s.Desk-based research and assessment will produce high-level snapshot of masculinities and transition across EBRD’s 5 regions (South Eastern Europe; Central Europe and Baltic States; Eastern Europe and the Caucuses; Central Asia; Southern and Eastern Mediterranean). Detailed case studies will be developed via research to be undertaken in 5 countries (Kazakhstan, Turkey, Egypt plus two others to be determined).

  1. Objectives

The purpose of thisStudy is to observe and discuss the different impacts of Transition on men and masculinities and ipso facto on the society and business environment.In so doing, the Assignment aims at identifying opportunities to engage men and boys as agents of positive change, alongside women and girls, to strengthen the resilience and inclusiveness of Transition. By contributing to a more complete understanding of intersections among transition and masculinities, the Study shall find innovative ways to lead the path to greater opportunities between women and men in market economies. With improved understanding, efforts can be undertaken to design EBRD investments and policy dialogue initiatives, recognising that men are both themselves vulnerable to inequality of opportunity during Transition and often hold power to enact change that leads away from rigid ideas of masculinity,which is too often based on control and domination.

Using casestudies drawn from EBRD projects in 5 COOs (Kazakhstan, Turkey, Egypt plus two others to be determined)the Study will examine:

  1. The ways in which men in EBRD COOs describe and understand their experiences, expectations and memories about ‘being men’ during changing climates of personal and economic stability;
  2. Whether, and in what ways, the (possibility of) transformation of gender structures and forms of masculine power amid shifting climates of personal and economic stability have changed for men the appeal and legitimacy of existing gender orders where men dominate women; and
  3. Challenges of addressing men and masculinity issues in transition processes and projects because of:
  4. EBRD approach/tools used in operationalising gender considerations within transition projects
  5. Indicators and criteria used for the assessment of gender inequality (eg., gender gaps), and
  6. Particular characteristics of EBRD/ donor beliefs and commonly held academic positions about the ways in which men – and issues of masculinity – threaten or undermine equitable transition.

In addressing these issues, the Study will explore related questions concerning the meanings and power attributed to men and masculinity in gender and development scholarship, the usefulness of assumptions about stability and structure of gender relations amid processes of transition, and the significance of gaps between: a) development actors (e.g., the Bank, consultants; ‘experts’) producing transition advice and delivering projects; b) assumptions underpinning particular theoretical frameworks used by researchers/ consultants for understanding gender relations during transition; and c) ‘ordinary’ men’s accounts of microprocesses of cultural production amid changing economic conditions.

Findings from the Study will contribute to the formulation of concrete and action-oriented initiatives in the form of a toolkit or other knowledge product, to address and/or better understand specific gender and transition challenges in selected EBRD COOs.

The Consultant will use mixed methods in the Study, including ethnographic observation of, and participation in, gender and transition projects at project sites, ‘beneficiaries’ homes and sites of socialisation, EBRD and related development stakeholder offices, and at government agencies where applicable; semi-structured and in-depth interviews of key stakeholders; document collection and review (relevant project materials, guides, reports, policy briefs, etc.); and, analysis of quantitative data collected routinely during EBRD project activities.

  1. Scope of Work

The Consultantwill:

  • Propose a draft outline of the contents of the Study to be approved by EBRD Gender Team
  • Develop research tools and guidelines
  • Organize and coordinate field missions (if necessary)
  • Finalise an analytical study on the notion of transition and masculinities, that will include:
  • Literature review of the masculinities concept
  • Understanding of the notion of masculinities vis a vis transition
  • Mapping of worldwide best practices, if possible in relation to private sector practices and corporate policies, and selected field research on engaging men by private sector operators
  • Concrete and costed, where possible, recommendations to guide EBRD, stakeholder governments and clients in engaging men and masculinities in transition in ways which contribute to greater equality of opportunity among women and men
  • Professionally edit the report or knowledge product in English
  • Prepare the layout, format and design of the document to be professionally printed. The Bank’s Operation Leader (the “OL”) will review and sign off every stage of the layout and design before printing.
  • Print 200 copies of the report, in colour, with pictures and binded (guidelines to be provided by the EBRD)
  • Develop a Briefing Pack with the concepts and topics from the full report outlined and their positive relation to business performance explained, available in English, Arabic, French, Russian and Turkish, as well as printed in 50 copies each. The pack will be used for EBRD’s outreach and training purposes;
  • Present the Study at EBRD headquarters, and in selected Resident Offices (the ones relevant for the country studies)
  • Present and prepare innovative ways to disseminate the results of the research, using different media capacities
  1. Implementation Arrangements

The Consultant will report on all aspects of the Assignment to the Bank’s Operation Leader (the “OL”).

The Consultant will update the OL in writing on the progress of the Assignment on a fortnightly basis.

The Consultant will be responsible for the following logistical arrangements:

  • Organising all travel for their field trips;
  • Ensuring the Study is edited by a professional proof reader / sub-editor, and designed by a graphic designer; and
  • Having 200 copies of the Study printed and bound in accordance with the Bank’s requirements, should a report be the agreed format.

The Consultant will include costings for the above in their budget for the Assignment during contract negotiations. Cosultant should also provide an approximation of the budget for the graphic designer, proof reader and printing should also be given.

  1. Deliverables

The Consultant will submit the following deliverables:

Deliverables / Detailed description / Timing / Involved
1 / Inception Report including work-plan, methodology, activity plan, schedule for the country missions and recommendations, updated as necessary from proposal; a list of agreed knowledge product deliverables / An inception report with an outline of the research methodology, including analysis and recommendation on analytical framework, and the report outline;
NB The EBRD is interested in the practical application and amplification of the Study results and recommendations. As part of this work, the Consultant will propose whether a conventional report format (ie., presentation of research and recommendations in the format of a single publication) is optimal for guiding private-sector operations and supporting policy dialogue and may propose alternative research deliverables, for example, proposals for policy briefs, data visualisations, theory of change papers, toolkits etc. The final format will be agreed with the OL. / Within 3 weeks of the Assignment start date / Team Leader
2. / 2 page update developed by the Consultant and accepted by EBRD. / Regular updates on project progress indicating data gathered, assumptions tested, lessons learned and next steps / Fortnightly after submission of Deliverable 1 / Team Leader, OL
3. / 10 page report developed by the Consultant and approved by EBRD. / A mid-term update, capturing summary of progress toward objevtives, assessment of likely findings, presentation of research amplification strategy to ensure widest possible dissemination and impact of study / Within 4 months of Assignment start date / Team Leader, OL
6. / Final draft of the Study. / Final Study materials (ie., knowledge products, tools etc) to be sent to the OL both in word and PDF formats.
The report will be professionally proofread, edited and professionally graphic designed. / Within 7 months of the Assignment start date / Team Leader, proof-reader and graphic designer
7. / 200 copies of the final Study, to be delivered to the Bank’s HQ in London / Final Study, materials, final Summary publication, Final internal report / Within 8 months of the Assignment start date / Team Leader
8. / Communication product (to be approved by the OL) / On the basis of the final Study, a brief pack with the concepts and topics from the Study outlined and their positive relation tobusiness performance explained, will be prepared, professionally proofread, edited, laid out and available in English, Arabic, French, Russian and Turkish, as well as printed in 50 copies each. The pack will be used in the future for EBRD’s outreach and training purposes. Note, the Communications product is different to Deliverable 6, where the knowledge products may include fact sheets, policy briefs, tool-kits, data visualisation, report(s) etc; the Communication product is a way of marketing and amplifying the impact of some or all of the above. / Within 9 months of the Assignment start date / Team Leader, proofreader and graphic designer
9. / Presentation of the report’s findings in EBRD HQ in London / Final report/ materials, final Summary publication, Final internal report, powerpoint / To be agreed by the Bank and the Consultants / Team Leader and Senior economist

VIII.Consultant’s profile

The team shall comprisethe following Key Experts:

1)A team leader (“TL”) preferably with :

  • 10 years’ experience in coordinating researches/studies/surveyson gender related issues, research methodologies and planning, with particular experience and expertise researching men and masculinities
  • Sound skills in managing a diverse team of experts and providing tailored supervision and support to experts in their individual tasks
  • Good problem-solving attitude
  • Ability to work under pressure and deliver tasks in tight deadlines
  • Experience in carrying out researches/studies on the EBRD’s COOs.
  • Strong qualitative and quantitative research skills and good report writing skills, assuring quality of the final deliverables
  • Fluency in English.

2)Upto 3 social specialists preferably with:

  • 7-10 years of experience carrying out applied research on issues on gender equality and women’s economic empowerment
  • Good knowledge of the concept and application ofmen and masculinities in the EBRD COOs
  • Strong qualitative and quantitative research skills and good report writing skills
  • Fluency in English, in addition to fluency in at least one national language of the EBRD COOs, e.g. Arabic, French, Russian, Turkish.

The team shall include two Non-Key Experts:

3) aprofessional editor with preferably 7-10 years’ experience proof reading and editing similar studies in English and knowledge of the private sector, labour and/or gender issues.

4) A graphic designer(to be selected from a pool of EBRD preferred bidders) with preferably 7-10 years’ experience in similar assignments. Consultant should estimate up to 10% of budget for editing and design.

Annex 1: Technical Proposal Evaluation Criteria

Proposed Methodology, Proposed Work Plan and Approach
REQUIREMENT 1 – (Maximum 2 pages)
General understanding of the Assignment, including the roles and responsibilities of team members.
REQUIREMENT 2 – (Maximum 3 pages)
Understanding of masculinities, transition, gender equality and challenges in the EBRD region relevant to study scope.
REQUIREMENT 3 – (Maximum 1 page)
Suggested approach for understanding masculinities and transition (eg., key theories), identification of relevant stakeholder groups and actors in framing the approach (eg., key research instiutitions, industry bodies, multilateral bodies and panels etc).
The Consultant must describe its proposed approach to identifying stakeholders and definition of their roles.
REQUIREMENT 4 – (Maximum 1 1/2 pages)
Proposed methodological approaches for the Study.
REQUIREMENT 5 – (Maximum 2 pages)
Proposed work plan with timeline. The timeline shall be supported by a narrative explaining rationale.
REQUIREMENT 6 – (Maximum 1 1/2 pages)
Planned level of effort for team of the Study.
The proposal shall identify a total number of days per task/activity and per expert.

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