Consultant-Mercy Corps Palestine Gender Audit-Remote

Programs Anywhere, United States


About Mercy Corps

Mercy Corps is 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. Now, and for the future.


Under the Mercy Corps’ Palestine (‘MCP’) and Swedish International Development Cooperation Agency (‘Swedish’ or ‘Sweden’) award, ‘Growing the Palestinian Technology Ecosystem’, MCP is contractually required to undertake a gender audit.

The gender audit is also seen as part of Mercy Corps’ wider commitment to gender equality, diversity and inclusion, as prioritised in the recent Gender Equality, Diversity and Social Inclusion Strategy (GEDSI) (2020-2023).  This strategy charts a path forward to proactively remove barriers, addressing root causes of inequalities and modeling the power of diversity and gender equality in who Mercy Corps is, as an organisation, as well as how we show up as a partner to communities in the places where we work. The benefits garnered from the audit will not only serve to strengthen the organisation internally but also flow into improvements within MCP’s programming and towards its participants as well as providing a leading example for Mercy Corps at a regional and global level.

As part of the GEDSI strategy, Mercy Corps adopts intersectional and inclusive feminist principles and approaches which provide a powerful framework and path forward for the organisation. Within this framework for advancing gender equality, diversity and social inclusion, we envision a world in which people, regardless of sex, ethnicity, race, class, abiilty, age and socioeonomic and/or displaced status have the freedom to make choices about their lives and bodies, to express their perspectives and priorities and have equal access to resources and opportunities, enabling them live equal, empowered lives.

What is a Gender Audit?

Gender audits provide an opportunity for organisational self-reflection and growth by identifying critical opportunities and challenges and providing key recommendations on how to prioritise gender, diversity, and inclusion within its policies, practices, and programming.

Although there is no such thing as a ‘standard’ gender audit, this should in general:

  • Examine how gender, diversity, and inclusion are integrated in the functioning and work of the organisation. 
  • Be participatory and include the contribution of all staff no matter their gender, identity, level, or function.
  • Act as a tool and a process to assess, on an organisational level, how to practically and effectively mainstream gender and diversity equity and equality whilst focusing on the following objectives:
    • How institutionalized gender and diversity considerations are within organisational policies, practices, and programming. 
    • What resources are invested in gender and diversity within organisational policies, practices, and programming.
    • To what extent policies, practices, and programming facilitate equality among, and inclusion of, people of all gender and other intersecting identities.
    • Identify mechanisms that contribute towards gender and diversity within organisational policies, practices, and programming.
  • Develop a means for bench-marking progress by setting an initial baseline of performance on gender mainstreaming. 
  • Provide key recommendations for immediate improvements and future evaluation.

Critical to the gender audit is establishing a ‘gender integration framework’ which is utilized in identifying and addressing systemic barriers to gender equality within organisations.  Such a framework will consider key components where gender, diversity, and inclusion considerations are required:

  • Organisational leadership and commitment
  • Technical capacity
  • Accountability mechanisms 
  • Organisational culture
  • Programming design, implementation, monitoring, and evaluation
  • Operational policies and practices, including HR, procurement, travel, etc.
  • Offices and physical facilities
  • Partnerships with local and other organisations and service providers
  • External communications and marketing

As a methodology for the gender audit, Mercy Corps Palestine will draw inspiration from gender equality and inclusion self-assessment  approaches used by other international organisations as guides for contracting an appropriate third party consultant/auditor who can then further tailor these frameworks to suit the organisational and programme context.

Consultant Scope of Work and Methodology

The process of a gender audit is highly participatory and the role of the consultant will be to facilitate the process. The consultant will work closely with MCP’s Diversity and Inclusion Manager as well as the Monitoring and Evaluation Manager. The Consultant will have a high degree of interaction with the Gaza Sky Geeks team (GSG), which oversees the largest ongoing project managed by MCP under the Swedish grant, and other relevant teams in the organization.

The Consultant will assist MCP by completing the following:

  • Reach a common understanding of gender equality, diversity, and inclusion concepts with the MCP team.
  • Develop the work plan and schedule, including recruitment of resources and establishing supporting ‘task forces’ to conduct the audit.
  • Agree on methods to be used in the gender audit. 
  • Conduct the gender audit, with the support of the gender audit team, including, implement the gender survey questionnaires and conduct key informant interviews and focus groups
  • Analyse and validate the data.
  • Write the draft report identifying recommendations and facilitate feedback from the MCP team.
  • Support MCP and GSG teams to develop achievable action plans based on the findings of the gender audit.
  • Assist the gender audit team in developing a monitoring and reporting process to support MCP and GSG teams to measure their achievement against their action plans
  • Present a final, agreed and clear report on the process and findings. This should include a detailed assessment for MCP internal purposes as well as a summary report with key findings that can be shared with external parties (such as MCP donors).
  • Conduct pre- and post-evaluation sessions with the Swedish team to discuss key values, expectations, outcomes and key findings of the gender audit
  • Identify recommendations 
  • Develop an achievable action plan

The Consultant will also be asked to consider the following items identified by the gender audit team:

Internal (GSG team and programme design):

  • Team member interviews to diagnose overall level of interventions on a program-by-programme basis that support gender equality and women’s inclusivity and leadership
  • Survey the overall staff culture, attitudes and understanding of gender equality to identify what GSG should champion further and where deficiencies or blind spots exist
  • Provide actionable recommendations to the Diversity and Inclusion team on concrete actions the organisation can take to ensure an equitable, diverse, and inclusive working environment, including  raising awareness, increasing sensitivity to, and fostering discussion about diversity and inclusion issues

External (community-focused)

  • Conduct a needs assessment of female entrepreneurs to identify key areas of support required as leaders and for their enterprises which inform the design of robust post-incubation interventions (e.g. leadership accelerator with clear aims to support female entrepreneurship)
  • Provide guidance on how to expand and improve GSG’s analysis and interventions relating to the freelancing gender pay gap
  • Undertake informational interviews with female Code Academy graduates to inform the GSG Talent Matching Team on career counseling services / programmes which address gender specific issues relating to tech-enabled carriers, barriers to employment and developing as a professional within the tech-industry
  • Identify improvements in the Code Academy selection process as it relates to the diversity of candidates recruited with additional interventions to support diverse populations including women to secure employment post-programme
  • Assist GSG to determine the key barriers that are within its sphere of influence 
  • Guide GSG in researching the viability and need for BanatGeeks (or a similar programme) in the West Bank

Consultants are open to apply to the internal, external or both components.

Expected Deliverables

It is expected that the consultant will produce the following deliverables:

  • A work plan for the gender audit.
  • Baseline findings on gender equality and inclusion across all areas.
  • A draft and final report including recommendations for action.
  • An action plan developed collaboratively with the MCP/GSG team.

The consultant is expected to have the following skills:

  • Experience in undertaking gender, diversity and inclusion audits.
  • Strong facilitation skills and hands-on experience of working in participatory ways with staff groups, partners and communities.
  • Experience leading frank and open discussion on difficult subjects.
  • Strong gender, diversity, and inclusion analytical skills and knowledge/experience of different gender and inclusion tools
  • The ability to select the best approach/methodology for different groups and audiences
  • Qualitative data collection and analysis skills
  • Good English report-writing skills; Arabic language skills strongly preferred
  • An ability to negotiate challenging findings with staff and senior management team
  • Experience with the Palestinian / general tech-ecosystem and environment a plus

Application Submission Due Date & Requisition Closing Date: January 22, 2021

Mercy Corps Diversity Statement 

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 Statement

Mercy Corps is an equal opportunity employer that does not tolerate discrimination on any basis. We actively seek out diverse backgrounds, perspectives, and skills so that we can be collectively stronger and have sustained global impact. 

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 on the basis of 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.