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Who we are The Rwanda Men Resource Centre (RWAMREC) is a Rwandan non-governmental organization, working to promote gender equality and positive masculinities and engaging men to eliminate all forms of men’s violence against women and children. The vision of RWAMREC is a peaceful Rwandan society where women and men share roles and responsibilities of raising families and governing society in equality and respect of human rights. RWAMREC’s distinctive and innovative mission is to promote gender equality through the reconstruction of a non-violent identity of men, the adoption of healthy masculine behaviors, and men’s empowerment to be positive and supportive partners, role models for other men and change agents in promoting healthy families and women’s socio-economic development, eradication of sexual and gender-based violence, positive fatherhood and men’s health in Rwanda. The Generation Gender Program RWAMREC has been implementing Generation G (GenG) Rwanda, a 5-year long advocacy program, which intends to promote meaningful youth engagement for a gender-just and violence-free society that gives impetus to the gender and GBV policies in Rwanda. GenG is a coalition that brings together three NGOs, including RWAMREC as the lead, the Health Development Initiative (HDI), and the African Youth and Adolescent Network (AfriYAN Rwanda). Rational In Rwanda, the journey towards gender equality and equity is recognized as a collective effort involving both women and men. The Government of Rwanda and its partners acknowledge the imperative of engaging men and boys in this endeavor, understanding that it necessitates more than just legislative measures. There are evident gaps in operationalizing men's engagement in gender promotion. Cultural norms, limited education on gender principles, and approaches predominantly focused on women and girls have contributed to resistance among men. Recognizing this challenge, the Government and its stakeholders have invested in men and boys-centered approaches, aiming to bridge these gaps. This is reflected in the integration of engaging men and boys in GBV prevention in the Revised National Gender Policy (2021) and the new National Transformative Strategy Engaging Men and Boys for Gender Equality Promotion. Negative social norms can contribute to toxic masculinity, which refers to traditional male gender roles that limit the kind of emotions boys and men can exhibit (save anger) and may foster dominance, control, and aggression. With that said, Generation G Rwanda is conducting a masculinity campaign to amplify the importance of male engagement and positive masculinity & boyhood in GBV prevention by raising awareness and challenging negative social and gender norms, both online and offline. The campaign leverages social media platforms (IG, Twitter, and YouTube), podcast sessions, Twitter (X) spaces, intergenerational dialogues, and community outreach. Prior to the actual campaign, Generation G is conducting research to validate and prioritize the prevailing gender and social norms shaping masculinities, as well as the attitudes and beliefs related to the desired behaviors. Generation G Rwanda works with young people across all activities and aims to keep the tone and nuance of the content relatable to the audience: Informed: After conducting research and drawing on the extensive experience in gender equality and male engagement approaches from the Rwanda coalition member organizations, we will approach the campaign with evidence-based findings, clear advice, and recommendations to boys, men, and the community in general, to promote positive masculinities. Brave: Generation G does not shy away from difficult issues or sensitive subjects. We will focus on challenging negative gender norms and stereotypes, increasing men's understanding of how gender inequality negatively impacts their lives and those around them. Optimistic: While reflecting on the challenges posed by negative masculinities and the consequences of a patriarchal system in our communities, the campaign will highlight positive masculinities and their benefits to boys, men, and those around them. Scope of Work RWAMREC is seeking an individual consultant or a company to develop a campaign communication strategy and facilitate a co-creation workshop with the Gen G coalition organizations for the realization of the campaign roadmap. The strategy will serve as a comprehensive roadmap for the campaign, providing a clear framework for how the Gen G coalition can effectively implement its initiatives. It will identify key barriers highlighted in the research, outline the core messages, and specify target audiences while aligning them with the most appropriate communication channels. The consultant is expected to collaborate closely with the Project Coordinator of Gen G Rwanda to finalize the approach for developing the strategy and to plan the co-creation workshop. Responsibilities The consultant is expected to undertake the following tasks: Provide input to the research tool that will be used to gather data on masculinity in Rwanda, ensuring the study yields valuable insights to guide the communication strategy. Meet with RWAMREC to discuss the approach, campaign objectives, and other key requirements. Review existing research to understand the dynamics of both negative and positive masculinities, as well as key barriers to change. Map out the primary barriers identified through the research that the campaign needs to address. Design a comprehensive communication strategy that includes objectives, key messages, target audiences, and recommended communication channels and tactics to effectively reach the intended audience. Collaborate closely with the Project Coordinator and M&E team of Gen G Rwanda to plan and conduct a co-creation workshop. Lead the co-creation workshop and support the Gen G coalition staff in generating first-hand ideas for the campaign's communication strategy. Engage stakeholders (Gen G coalition organizations) in the co-creation process to refine the strategy and compile all elements into a comprehensive communication strategy document. Incorporate feedback from stakeholders and finalize the strategy document. Present the finalized strategy to the Gen G coalition and relevant stakeholders. Deliverables and expected output The Consultant will produce the following deliverables: Final Communication Strategy Document; A comprehensive strategy document that includes clear campaign objectives and goals. Co-creation workshop Materials; Agenda, presentations, and facilitation guides for the co-creation workshop and Summary report of workshop outcomes. Presentation of the Strategy; A final presentation of the communication strategy to the Gen G coalition and key stakeholders, summarizing the approach, key components, and recommendations for future campaigns/communications. Requirements for the consultant A minimum of a Bachelor’s degree in Communications, Public Relations, Marketing, Social Sciences, or a related field. A Master’s degree is preferred. At least 5-7 years of proven experience in developing communication strategies, particularly for social change and gender equality campaigns. Demonstrated experience working with NGOs, international organizations, or in the development sector, especially in gender equality, SBCC, SRHR, violence prevention, or similar fields. Strong understanding of communication theories, behavior change communication, and audience segmentation. Proficiency in designing and implementing communication strategies, including message development, media planning, and digital communication. Proven ability to plan and facilitate co-creation workshops or stakeholder engagement sessions. Ability to synthesize research findings and translate them into actionable strategies. Duration of the consultancy The assignment shall be completed in 1 month and a half from the date of the contract signing. This consultancy work is expected to start in the last week of September 2024. Procedure for submission of proposals The candidates are encouraged to submit the following documents, no later than 16 September 2024 at 5.00 pm Kigali time: A technical proposal outlining an indicative methodology, timeline, and delivery dates; Financial proposal; Detailed CVs of all personnel involved, including 2 references; Example of similar work done for a previous assignment (a communication strategy). Applications should be addressed to the RWAMREC Executive Director at the following address: YYUSSA PLAZA Kimironko Tel-Cellular: +250 788315140; E-mail: info@rwamrec.org. Late applications will not be accepted. Done at Kigali, September 2nd, 2024 Fidele RUTAYISIRE Executive Director

The Rwanda Men's Resource Centre (RWAMREC) is a non-governmental organization dedicated to achieving gender equality by promoting positive masculinity and male engagement approaches to prevent gender-based violence in Rwanda. RWAMREC would like to request your financial quotations for the vehicle specified below: Overall Dimension (mm): 4950 X 1930 X 1730 Wheelbase: 2850 mm 7-Seater Configuration Engine: 2.5L, 4 Cylinder 16 Valve DOHC, Chain Drive With VVTI Power: 240HP (Combined: Motor + Engine) Transmission: Electronically Controlled CVT Brakes Fr/Rr: V.DISC/V.DISC Suspension Fr. / Rr.: Macpherson Strut / Trailing Arm Double Wishbone Toyota Safety Sense Pre-Collision System Dynamic Radar Cruise Control Lane Tracing Assist Lane Departure Alert Tires: 235/65 R18 Alloy Wheels Fuel Tank Capacity: 65 Litres Accessory Connector: 12V IP + Console (1+1) & USB Charger IP + Console (2+2) All Wheel Drive Airbags: D + P + Side + Curtain + Knee (D) Anti-Lock Braking System + VSC Anti-Theft: Immobiliser+ Alarm Only Audio: 8" DA with 6 Speakers Auto Retractable Outside Mirror with Turn Signal & Heater Back Monitor with Camera Cleaning System Colour Keyed Outside Door Handles Daytime Running Light Door Courtesy Lamp Door Inside Handle: Chrome Door Trim: Synthetic Leather Drive Modes: Eco, Normal, Sport & Trail Driver & Passenger - Seat back Pocket Dual Auto Air Conditioner Electric Parking Brake with Hold Function Emergency Brake Signal Euro 4 EV Mode Floor Mat Front Fog Lamp: LED Front Seat Belts(D+P) with Pretensioner Front Windshield Wiper Glove Box with Lamp Headlamp Levelling: Manual Headlamp: LED with Auto High Beam - Type 1 Inner Mirror: Electrochromic + Compass LED Rear Combination Lamp Moonroof Mud Guards: Front & Rear Multi Information Display: 4.2" Overhead Console with Conversation Mirror Parking Sensors: Front (2 Pcs) & Rear (4 Pcs) Power Back Door Power Door Lock Power Driver Seat (8 Way) Power Windows: All Auto Radiator Grille: Glossy Black with Chrome Accents Rear Bumper with Black Skid Plate Rear Fog Lamp Rear Headrest: 1st Row - 3 (nos), 2nd Row - 2 (nos) Rear Seat Adjuster: 1st & 2nd Row Reclining Rear Seat Arm Rest with Cup Holder Rear Seat Belts: 1st Row - 3 (nos), 2nd Row - 2 (nos) Rear Seats: 1st & 2nd Row 60:40 Bench Seat Rear Spoiler with LED High Mount Stop Lamp Rear Window Defogger Rear Window Wiper Roof Rails Safety Kit Seat Material: Fabric Shift Lever Knob: Leather Smart Entry + Push Button Start Steering Wheel: Leather +Tilt + Telescopic+ Control Switches Sun Visor with Mirror, Lamp & Slide Tire pressure Monitoring System Tonneau Cover Windshield Glass - Green Laminated Warranty: 5 years Body color: Black Fabrication year:2023/2024 Delivery time: 1-3 Months from date of contract signature Brand new zero kilometer Total price taxes inclusive with matriculation certificate If interested, please submit your quotation with details and prices electronically to info@rwamrec.org or deliver it to the RWAMREC office at YYUSSA PLAZA, Kimironko, KG 15 AVE, no later than 18th September 2024 during office hours. Thank you for your cooperation. Sincerely, Done at Kigali on 03/09/2024 RUTAYISIRE Fidèle Executive Director –RWAMREC

RWAMREC is committed to achieving workforce diversity in terms of gender, nationality, background, and culture. Qualified female applicants, qualified nationals of non- and under-represented groups, and persons with disabilities are encouraged to apply. Everyone who works for RWAMREC is required to adhere to the highest standards of integrity and professional conduct and to uphold RWAMREC’s values. RWAMREC has a zero-tolerance policy for conduct that is incompatible with its objectives and mandate, including sexual exploitation and abuse, sexual harassment, abuse of authority, and discrimination. ABOUT RWAMREC The Rwanda Men's Resource Centre (RWAMREC) is a non-government organization striving to achieve gender equality through the promotion of positive masculinities and male engagement approaches in preventing gender-based violence (GBV) in Rwanda. The RWAMREC's vision is a Rwandan peaceful society where women and men share roles and responsibilities of raising families and governing society with equality and respect for human rights. It hence has a distinctive and innovative mission to promote gender equality by transforming masculinities through awareness creation, advocacy, capacity development, movement building, and service delivery. Indeed, the organization was formed as a response aimed at seeing men become part of the solution and efforts to end men's violent behaviors. With this concept, the organization worked to change the masculinity norms of men and boys to become positive and supportive partners in promoting gender equality in Rwanda. The creation of RWAMREC was also triggered by the fact that gender promotion work was misunderstood as purely women's affairs, with men tending to exclude themselves, and some feeling that they were being disempowered by gender equality to the detriment of women. This resulted in some men obstructing women's empowerment efforts in many ways in trying to protect their masculinities. RWAMREC's answer was to bring men together to understand that they too benefit from women's empowerment and are part of gender equality promotion work and benefits. RWAMREC's specific domains of activities include: • Community Empowerment: RWAMREC interventions contribute towards women's empowerment through engaging men as partners, beneficiaries, and agents of change. • Healthy Families: RWAMREC interventions promote peaceful families through the prevention of intimate partner violence and any other form of gender discrimination. Child Support and Youth Mentorship: The population of Rwanda is overwhelmingly young; therefore, there is a significant need to focus on the promotion of gender equality and the rights of children and youth. • Gender Justice: There is a need for engaging men to recognize and create a space for women's rights. Gender Justice has to do with the provision of response services to survivors of GBV and the engagement of actors in policy advocacy and accountability at all levels. CONTEXT AND JUSTIFICATION Rwanda has made remarkable progress in reducing gender equality gaps in the public sector through favorable policies and strategies. However, despite having the highest percentage of women in parliament at 61.3% worldwide, gender equality in private businesses remains low. This situation adversely impacts women, their families, and the economy. According to the NISR (Labour Force Survey Thematic Report on Gender), women's participation in Rwanda's labour market is only 48.2%, while men's participation is 65.6%. Furthermore, women occupy only 32% of decision-making positions in the private sector. Regarding women's representation in decision-making positions among PSF Secretariat staff, there are no women CEOs (the Chief Executive Officer, the Chief Advocacy Officer, and the Chief Operations Officer are males). As for the 5 Directorate positions, they are all occupied by males. Women in Rwanda are paid around 13% lower than the monthly salary of men, mainly due to the differences in occupation between males and females, level of education, and monthly working time (more females than males are involved in part-time jobs with less remuneration). According to the National Institutes of Statistics of Rwanda's Labour Force Survey (2019-2022), the Thematic Report on Gender shows that, as the level of educational attainment increases, the income from the main employment job also increases. Still, regardless of the level of education, females get lower average monthly earnings than their male counterparts with the same level of education. The results show that, in 2022, the gap between female and male average monthly income at the University level has widened to 105,437 Frw (239,719 Frw for females against 345,156 Frw for males). The same report indicated that females earn less income on average than their counterparts. Although the average monthly income earnings of females whose occupation is the manager are the highest compared to other occupations, it is still 1.3 times lower compared to male managers (374,274 Frws against 488,099 Frw). The difference in average income between females and males is wider in urban than in rural areas. The findings show that in 2022, a female living in an urban area was earning on average 74,817 Frws lower than a male counterpart (94,751 Frws against 169,568 Frws respectively), while in a rural area, a female was earning on average 16,544 Frws lower than the male counterpart (27,987 Frws against 44,531 Frws respectively). As reported by Transparency International Rwanda regarding sexual harassment in the workplace; 10% of employees, either personally or at least through one of their workmates, have experienced cases of gender-based corruption in the form of sexual harassment, exploitation, and/or use of sex as a form of "payment". Additionally, there is a lack of access to internal employee welfare programs in private companies such as health insurance, paid time off, and social security, in particular the lack of childcare facilities in private companies for mothers and lactation rooms. The private sector is mainly dominated by men, who benefit from the patriarchal system because it gives them privileges and power. Men also often do not acknowledge the benefits of gender equality for both men and women due to the fear of losing power and privileges in the workplace. This is coupled with a lack of awareness of the root causes of those behaviors. In this framework, RWAMREC is implementing a project " Engaging Men for Gender Equality in the Private Sector " funded by GIZ and the project seeks to engage men (especially male employees and employers), to challenge negative gender norms that influence negative masculinities. It will do so by showing men the impact of these norms on themselves, the community, and the workplace. The project will especially highlight how women benefit from improved working conditions and how male colleagues will also benefit from an improved working environment for women. An 18-month project to engage men as positive and supportive partners both as managers, colleagues, husbands, and business partners of women and in the family context. Overall, the project intends to tackle harmful gender norms that prevent women from actively participating in the economy. This includes: Norms that prevent women from having safe and equitable working conditions as employees. Norms that prevent women from owning and managing successful businesses. This project is implemented in Gasabo and Nyarugenge in Kigali city and Musanze in the Northern province. And it targets mid-size companies specifically CEOs, Senior Leadership teams, and employers) and female-led entrepreneurs with mid-sized companies in the above-mentioned districts. The project has a range of activities with capacity building being the main to respond to the three below objectives: To equip private sector leadership teams (CEOs, Owners, and senior leadership team) with the knowledge to enable them to have a gender-sensitive environment for female employees in their companies. To enhance knowledge of private companies 'employees in regards to gender so they can create a safe and conducive environment for their women and advocate for gender mainstreaming at the workplace. To empower women entrepreneurs and their husbands with in-depth knowledge of how gender norms and positive/negative masculinities are affecting their competitiveness and improve their understanding of gender equality. Given the above, RWAMREC seeks to recruit a qualified Business Development Expert to develop new and adapt existing training modules/materials for the project participants who are mainly from the private sector companies. THE OBJECTIVE OF THE ASSIGNMENT The primary objective of the consultancy is to develop new training modules for the CEOs, and Senior Leadership teams and adapt existing GTA ones for company employees, and female-led entrepreneurs. SCOPE OF WORK RWAMREC is seeking to hire a consultant to develop new training modules for the CEOs, and Senior Leadership teams and adapt existing GTA ones for company employees, and female-led entrepreneurs. Specifically, the consultant will do the following: Conduct consultation workshops/interviews with at least 10 selected companies to identify the needs concerning gender integration into the business for improving the working conditions of women employees. Using the findings from the consultation and developing a GTA training module for the CEO and Senior Leadership team. Review the existing gender transformative training modules in RWAMREC, and adapt one training module for company employees and one for female-led entrepreneurs. RESPONSABILITIES AND TASKS The following are the responsibilities and tasks for the consultant: Hold a briefing meeting with the RWAMREC team. Develop the interview guide and organize consultation workshops/interviews with the selected representatives from 10 companies. Facilitate face-to-face interviews/workshops with the selected participants in each company to understand the company's status in terms of gender mainstreaming. Develop questionnaires and share them with the sampled people from 10 companies via email. Review the existing GTA training materials and identify areas of adaptation and improvement. Adapt the existing GTA training modules, and repurpose the content to the company employees and female-led entrepreneurs. Organize and conduct a co-creation workshop with the RWAMREC team, and other partners including PSF, and BPN. Develop the gender transformative training module for the CEOs and Senior Leadership teams from private sector companies. Conduct ongoing informative meetings with RWAMREC to update the team on progress. Attend and participate in the meetings related to the assignment when needed. Organize and lead the review of the final training module with the RWAMREC team. Develop a simple tool to measure company capacities to address and mainstream gender in the business. REQUIREMENTS/DESIRABLE SKILLS Master's Degree in social sciences, human rights, gender/women's studies, international development, or a related field. A minimum of 3 years of practical experience in the field of gender equality, gender mainstreaming, women's empowerment, and male engagement; Extensive experience in gender and Business Development service provision. Thorough understanding of the gender context in Rwanda, and experience working with the private sector supporting gender intervention in the private sector world. Strong communication skills, and ability to liaise with various stakeholders, including private- sector companies; Experience in working with the Gender Monitoring Office in Gender Equality Seal certification program in Rwanda would be an added value. DELIVERABLES Inception report and work plan Consultation meetings with companies report A gender transformative approach training module for the CEO and Senior Leadership team. An adapted gender transformative training module for the company employees. An adapted gender transformative training module for female-led entrepreneurs. EVALUATION CRITERIA   Criteria Score 1 Methodology 30 2 Work plan 10 3 Qualification and skills 30 4 Financial proposals 30   Total 100 TIME FRAME This assignment will take 2 months, effective from the signing of the contract. APPLICATION PROCEDURE The candidates are encouraged to submit the following documents, not later than the 9th of August, 2024, at 2:00 pm local time technical proposal outlining an indicative methodology, timeline, and delivery dates; financial proposal; detailed CVs, including 2 references, and samples of similar work done for a previous assignment. Applications should be addressed to the RWAMREC Executive Director at the following address: YYUSSA PLAZA Kimironko. Tel-Cellular: +250 788315140; E-mail: info@rwamrec.org. with the Subject line "Gender Business Development Expert" Late applications will not be accepted. Done in Kigali, 26/07/2024 Jonathan MUNYANZIZA Head of resources mobilisation, Acting Executive Director Fidele Rutaysire Executive Director

RWAMREC is committed to achieving workforce diversity in terms of gender, nationality, background, and culture. Qualified female applicants, qualified nationals of non- and under-represented groups, and persons with disabilities are encouraged to apply. Everyone who works for and with RWAMREC is required to adhere to the highest standards of integrity and professional conduct and to uphold RWAMREC’s values. RWAMREC has a zero-tolerance policy for conduct that is incompatible with its objectives and mandate, including sexual exploitation and abuse, sexual harassment, abuse of authority, and discrimination. ABOUT RWAMREC Rwanda Men’s Resource Centre (RWAMREC) is a non-governmental organization dedicated to promoting gender equality through the advancement of positive masculinities and male engagement approaches in preventing gender-based violence in Rwanda. RWAMREC operates in 24 districts across Rwanda, focusing on community empowerment, building healthy families, promoting gender justice, and youth mentorship. BACKGROUND RWAMREC is involved in the Kataza program, a joint initiative with the Mastercard Foundation aimed at supporting value chains in Agriculture and Tourism and Hospitality micro, small, and medium enterprises (MSMEs) in Rwanda. As part of this program, RWAMREC will provide the Journey of Transformation" to women entrepreneurs and their partners, focusing on gender transformative sessions for various stakeholders, including growth guides, village agents, local leaders, and financial services providers. JUSTIFICATION To facilitate effective implementation, RWAMREC seeks to engage a translator to proofread and translate two modules: Journey of Transformation (220 pages) and GTA (90 pages) from Kinyarwanda to English. This translation aims to ensure clear communication and accessibility of these materials for English-speaking stakeholders involved in the Kataza program. OBJECTIVES The primary objective of the consultancy is to develop new training modules for the CEOs, and Senior Leadership teams and adapt existing GTA ones for company employees, and female-led entrepreneurs. TASKS OF THE TRANSLATOR The ideal candidate should have a strong command of at least two languages: English, Kinyarwanda, excellent written and verbal communication skills, and the ability to work independently. The selected translator shall: ● Proofread the Kinyarwanda versions to correct any errors in grammar, punctuation and formatting. ● Translate the Journey of Transformation" (220 pages) and GTA (90 pages) modules from Kinyarwanda to English. ● Ensure the translation maintains the content, context, and tone of the original text. ● Edit and Proofread the translated materials to ensure accuracy, completeness, and fluency. ● Maintain sensitivity to cultural nuances and context throughout proofreading and translation process. ● Maintain confidentiality and protect the integrity of sensitive information. DELIVERABLES The consultant shall deliver: Proofread Kinyarwanda Modules. Translated and proofread English versions of the "Journey of Transformation and GTA modules. Finally give any technical recommendation such as sequence of sessions, appropriateness of practice sessions and any challenges encountered. REQUIREMENTS AND QUALIFICATIONS The translator should possess: ● Bachelor’s degree or higher in a relevant field, such as translation, linguistics, or language studies ● Minimum of three years of professional experience as a translator or interpreter ● Strong research skills to ensure accurate translations of gender and social issues’ specific materials ● Good understanding and in-depth knowledge of country-specific cultures ● Proficiency in both Kinyarwanda and English, with excellent written skills in both languages. ● Professional experience proven by at least 3 previously rendered services of the kind ● Experience in translating documents related to gender equality, development, or social issues is preferred. ● Strong attention to detail and ability to deliver high-quality work within agreed timelines. EVALUATION CRITERIA   Criteria Score 1 Methodology 30 2 Work plan 10 3 Qualification and skills 30 4 Financial proposals 30   Total 100 TIME FRAME The assignment is expected to be completed within 30 working days from the time of the contract signature. SUBMISSION PROCEDURE Interested candidates should submit the following documents to RWAMREC secretariat by email not later than 12th August 2024 at 5:00 PM local time: ● A cover letter indicating interest and suitability of the candidate ● Curriculum vitae (CV) detailing relevant experience, reference and qualifications. ● Examples of previous translation work, particularly related to gender equality or development/social issues. ● A separate Financial proposal outlining the cost for translation and proofreading services. If the consultant is RDB/RRA registered, the invoice must be EBM based and the costing should show taxes. Non registered consultants’s taxes will be withheld and the cotation should mention it. ● The application must be compiled in one PDF format document. Applications should be addressed to the RWAMREC Executive Director at the following address: YYUSSA PLAZA Kimironko Tel-Cellular: +250 788315140; Email:info@rwamrec.org, Late bids will not be accepted. Done at Kigali, on 26th July 2024 RUTAYISIRE Fidele Executive Director, Rwanda Men’s Resource Centre

RWAMREC is committed to achieving workforce diversity in terms of gender, nationality, background, and culture. Qualified female applicants, qualified nationals of non- and under-represented groups, and persons with disabilities are encouraged to apply. Everyone who works for RWAMREC is required to adhere to the highest standards of integrity and professional conduct and to uphold RWAMREC’s values. RWAMREC has a zero-tolerance policy for conduct that is incompatible with its objectives and mandate, including sexual exploitation and abuse, sexual harassment, abuse of authority, and discrimination. BACKGROUND AND CONTEXT About RWAMREC Rwanda Men’s Resource Centre (RWAMREC) is a non-government organization striving to achieve gender equality through the promotion of positive masculinities and male engagement approaches to prevent gender-based violence in Rwanda. RWAMREC works in the following six areas: Community empowerment, building Healthy Families, Promotion of Gender Justice, and Youth Mentorship, Diversity and Inclusion, as well as capacity building. RWAMREC operates in 22 districts in all 4 provinces of Rwanda, and the city of Kigali. Background on the project : “Engaging men for gender equality in the private sector” Rwanda has made remarkable progress in reducing gender equality gaps in the public sector through favorable policies and strategies. However, despite having the highest percentage of women in parliament at 61.3% worldwide, gender equality in private businesses remains low. This situation adversely impacts women, their families, and the economy. According to the NISR (Labour Force Survey Thematic Report on Gender), women's participation in Rwanda’s labor market is only 48.2%, while men's participation is 65.6%. Furthermore, women occupy only 32% of decision-making positions in the private sector. Regarding women’s representation in decision-making positions among PSF Secretariat staff, there are no women CEOs (the Chief Executive Officer, the Chief Advocacy Officer, and the Chief Operations Officer are males). As for the 5 Directorate positions, they are all occupied by males. Women in Rwanda are paid around 13% lower than the monthly salary of men, mainly due to the differences in occupation between males and females, level of education, and monthly working time (more females than males are involved in part-time jobs with less remuneration). According to the National Institutes of Statistics of Rwanda’s Labour Force Survey (2019-2022), the Thematic Report on Gender shows that, as the level of educational attainment increases, the income from the main employment job also increases. Still, regardless of the level of education, females get lower average monthly earnings than their male counterparts with the same level of education. The results show that, in 2022, the gap between female and male average monthly income at the University level has widened to 105,437 Frw (239,719 Frw for females against 345,156 Frw for males). The same report indicated that females earn less income on average than their counterparts. Although the average monthly income earnings of females whose occupation is the manager are the highest compared to other occupations, it is still 1.3 times lower compared to male managers (374,274 Frws against 488,099 Frw). The difference in average income between females and males is wider in urban than in rural areas. The findings show that in 2022, a female living in an urban area was earning on average 74,817 Frws lower than a male counterpart (94,751 Frws against 169,568 Frws respectively), while in a rural area, a female was earning on average 16,544 Frws lower than the male counterpart (27,987 Frws against 44,531 Frws respectively). As reported by Transparency International Rwanda regarding sexual harassment in the workplace; 10% of employees, either personally or at least through one of their workmates, have experienced cases of gender-based corruption in the form of sexual harassment, exploitation, and/or use of sex as a form of “payment”. Additionally, there is a lack of access to internal employee welfare programs in private companies such as health insurance, paid time off, and social security, in particular the lack of childcare facilities in private companies for mothers and lactation rooms. The private sector is mainly dominated by men, who benefit from the patriarchal system because it gives them privileges and power. Men also often do not acknowledge the benefits of gender equality for both men and women due to the fear of losing power and privileges in the workplace. This is coupled with a lack of awareness of the root causes of those behaviors. In this framework, in partnership with GIZ, RWAMREC is implementing a project that aims at engaging men for gender equality in the private sector. The project will challenge harmful gender norms that hold women back as a result of negative masculinities for the creation of improved working conditions that benefit both men and women and enjoy decent employment in a gender-responsive private sector. The project will seek to address harmful gender norms that are hindering women's economic empowerment and their root causes, including a lack of facilitation in the private sector such as lactation rooms, heavy domestic workloads, lower earnings compared to their counterpart, lack of access to the network of business conversation, etc. To identify the current status of gender-sensitive and gender-responsive working conditions for female employees, RWAMREC intends to contract a Monitoring and Evaluation (M&E) consultancy to conduct a baseline assessment among 50 companies. The assessment will be conducted both online and face-to-face, where applicable. SCOPE OF WORK RWAMREC is seeking to hire a consultancy firm or an individual consultant to conduct a comprehensive baseline assessment of 50 companies, focusing on the working conditions of female employees and evaluating the gender-sensitivity and gender-responsiveness of the workplace within the surveyed companies. The assessment will employ both quantitative and qualitative methods, including surveys, focus group discussions (FGDs), and Key Informant Interviews. The findings will guide project implementation and serve as a baseline for measuring progress and outcomes during and at the end of the project. The consultant will work closely with RWAMREC’s Director of Programs and MELI Manager; to finalize the research design, develop appropriate tools, and determine the sample of research participants. KEY DELIVERABLES The following are the expected deliverables: Inception Report Detailed methodology for the baseline assessment, including sample size, fieldwork plan, and research questions. Design and develop the data collection tools Development of survey tools and qualitative interview guides. Data collection and analysis All collected data, including raw data, entered data, transcriptions, and translations of qualitative interviews and observation notes. Produce a validated baseline assessment report A comprehensive report outlining the current status of gender-sensitive and gender-responsive working conditions in the surveyed companies, with recommendations for project implementation and evaluation. A PowerPoint presentation summarizing the key findings and recommendations of the baseline assessment report. QUALIFICATIONS AND SKILLS A holder of a Master’s degree in a relevant field (Development Studies, Rural Development, Social Sciences, Political Science, Gender Studies, Human Rights, Public Administration and other related fields); At least ten years of proven experience in evaluative research of programs in Rwanda, mainly in the area of gender and women's economic empowerment; Having qualitative and quantitative expertise and experience; Having a good understanding and working knowledge to promote gender equality in the business set-up through reconstruction of a non-violent identity of men, adoption of positive masculine behaviors; Having proven experience in working with the private sector and women entrepreneurs; Have the ability to speak and write fluent English and Kinyarwanda. EVALUATION CRITERIA   Criteria Score 1 Methodology 30 2 Work plan 10 3 Qualification and skills 30 4 Financial proposals 30   Total 100 DURATION OF THE CONSULTANCY The assignment shall be completed in a two-month calendar from the date of the contract signing. PROCEDURE FOR SUBMISSION OF PROPOSAL Interested candidates are required to submit the following documents no later than Friday, August 2nd, 2023, 2:00 PM Rwanda time (CAT): A technical proposal outlining an indicative methodology, timeline, and delivery dates (3 Pages max); A financial proposal (1 Page max); A detailed CV, including 2 references; At least one example of similar work done for a previous assignment (a report or PowerPoint presentation). Applications should be addressed to the RWAMREC Executive Director at the following address: YYUSSA PLAZA Kimironko Tel - Mobile Phone: +250 788315140; E-mail: info@rwamrec.org. Only on-time bids will be accepted. Done at Kigali, July 19th, 2024 Jonathan MUNYANZIZA Acting Executive Director

RWAMREC through the KATAZA program invites eligible bidders to submit bids for the Supply of 1 Vehicle to RWAMREC as indicated in details in the tender document. Tender Documents in English may be obtained from RWAMREC upon presentation of proof payment of a non-refundable fee of five thousand Rwandan francs (5,000 RWF) to RWAMREC account No: 100001175984 opened in Bank of Kigali. Tender Documents may be obtained on any working day from 3rd July 2024, 9:00 AM to 5:00 PM local time at RWAMREC Secretariat office. All bids shall be accompanied by a “Bid Security” of Five hundred thousand Rwandan francs (500,000 Rwf). Enquiries regarding this tender may be addressed to the Internal Tender committee Secretary. Well printed bids, properly bound and presented in 3 copies one of which is the original must reach the front secretariat offices at RWAMREC office located in Gasabo District, Kimironko Sector, not later than 16th July, 2024 at 10:00 AM local time . Late bids will be rejected and returned unopened. Bids will be opened in the presence of bidders or their representatives who choose to attend at RWAMREC Conference room 16th July, 2024 at 10:30 AM local time. The Outer envelope should clearly indicate the tender name and title. Done at Kigali on 28/06/2024 RUTAYISIRE Fidele, Executive Director of RWAMREC info@rwamrec.org

1. Introduction 1.1 About RWAMREC Rwanda Men’s Resource Centre (RWAMREC) is a non-governmental organization dedicated to achieving gender equality by promoting positive masculinities and engaging men in preventing gender-based violence in Rwanda. RWAMREC focuses on four main areas: Community Empowerment, Building Healthy Families, Promotion of Gender Justice, and Youth Mentorship, operating in 24 districts across Rwanda. 1.2 Background Access to Finance Rwanda (AFR) highlights that women-owned and run micro and small enterprises (MSEs) are vital for women's economic empowerment globally. In Rwanda, women own 56% of MSEs, primarily in the informal sector, which creates numerous jobs in urban and rural areas (NISR, Establishment Census, 2020). Despite Rwanda's progress in providing basic financial services, women entrepreneurs face obstacles due to traditional norms restricting their financial decision-making, access to property and technology, and overall mobility. This results in lower business knowledge, inadequate financial services, and limited access to digital financial services and financial literacy. 1.3 Justification RWAMREC, in partnership with the Mastercard Foundation as part of the Kataza program, is launching a 3-year pilot project with BRD, AMIR, AMI, I&M Bank, and MVEND to support value chains in Agriculture and Tourism and Hospitality MSMEs. RWAMREC's role is to challenge traditional gender roles and stereotypes, fostering an environment where women can actively participate in financial decision-making and entrepreneurship. The project includes gender transformative sessions for women entrepreneurs, their partners, growth guides, village agents, local leaders, and financial services providers. To bridge gender gaps in financial services, RWAMREC will conduct a gender audit led by AMIR. This audit will assess gender mainstreaming in policies, strategies, practices, processes, systems, procedures, staffing, culture, and resources within financial institutions. The findings will inform strategies for implementing necessary changes, such as gender transformative training and promoting gender equality. RWAMREC seeks a qualified consultancy firm or individual consultants to conduct this gender audit in 14 financial services providers, aiming to increase access to tailored and innovative finance for women- and youth-owned MSEs in the agriculture, tourism, and hospitality sectors. 1.4 Overall Objective The primary objective is to analyze and assess the institutionalization of gender equality within AMI, AMIR, and its 12 SACCOs, examining their policies, programs, projects, services, structures, proceedings, and budgets. The consultant will identify strengths, weaknesses, gaps, and areas for improvement in the organizations' approach to gender equality. The findings will inform strategies to enhance gender mainstreaming efforts and promote greater gender equality within these organizations. Tasks of the Consultants The consultant shall: Review organizational documents related to Gender Policies and Gender. Conduct interviews and consultations with key stakeholders, including staff members, management, and beneficiaries, to assess the implementation of gender equality initiatives. Assess the integration of gender considerations in program design, implementation, monitoring, and evaluation. Evaluate the understanding of gender equality in selected financial institutions at both strategic and operational levels. Identify best practices and successful strategies for promoting gender equality within the organizations. Assess the contribution of audited financial institutions in reducing gender and loan gaps, particularly examining the nature of loans provided to women. Recommend actions to address identified gaps. Deliver a final report with an action plan. Deliverables Inception report detailing the methodology and work plan. Preliminary report on AMIR and its 10 microfinance institutions. Reports on other institutions as per the contract. A list of audited institutions and their management staff. Draft report with recommendations and an action plan. Final assignment report and a presentation on lessons learned and recommendations for enhancing gender equality institutionalization. Requirements and Qualifications A Master's degree in Gender Studies or related fields with at least 10 years of research and gender analysis experience for the team leader (5 years for team members). Knowledge and experience in integrating Gender and Social Inclusion into ASF and livestock-based businesses. Understanding of strategies to promote gender equality in business settings through non-violent identity reconstruction and positive masculine behaviors. Familiarity with awareness campaigns and capacity building on men’s empowerment as supportive partners and change agents. Excellent communication skills in English and Kinyarwanda, both oral and written. Evaluation Criteria Timeframe The assignment will be completed within 45 working days from the signing of the contract. Submission Procedure The email title must include “Provision of consultancy services to conduct gender audit in financial services providers.” Submit the following documents by 24th June 2024, 4:00 pm local time: A comprehensive technical proposal in PDF format with: A brief description of suitability for the assignment. A detailed methodology and execution roadmap. Cover letter. Resume with professional references. Financial proposal. Examples of previous work. For Consultancy Firms, include: Company’s registration documents. CVs of proposed team members with roles, qualifications, experience, contact details, and professional references. Financial proposal. Examples of previous work. Applications should be addressed to the RWAMREC Executive Director at YYUSSA PLAZA Kimironko, Tel: +250 788315140, Email: info@rwamrec.org. Late submissions will not be accepted. Done at Kigali, On June 10th, 2024 RUTAYISIRE FideleExecutive Director of RWAMRECinfo@rwamrec.org

On May 28th, 2024, the Bungwe sector of Burera District witnessed a significant milestone as 1,770 couples from 9 sectors across the the District graduated from the Bandebereho groups of education. The graduation ceremony was led by the Governor of Northern Province, accompanied by the District Mayor, the commander of reserved forces at the provincial level, and the RIB and police commanders at the district level. The event marked the completion of the first cycle of the Bandebereho program in the Burera District. Bandebereho: Transforming Families and Communities Bandebereho, a gender transformative intervention, is spearheaded by the Government of Rwanda through the Ministry of Health and Rwanda Biomedical Center, in partnership with the Rwanda Men’s Resource Center (RWAMREC), the Ministry of Gender and Family Promotion (MIGEPROF), and the National Child Development Agency (NCDA). The program, implemented in Burera, Gakenke, and Musanze Districts, aims to engage men as partners and parents to promote maternal, newborn, and child health, caregiving, and violence prevention. The ultimate goal is to foster healthy, safe, and resilient families in Rwanda. The program is executed by community health workers at the village level, targeting couples where the men are aged 21 to 40 and have pregnant partners or children under five years old. The education groups convene to address key aspects of family health and well-being. Celebrating Transformation and Growth The graduation ceremonies took place at the cell level during public events known as "Inteko z’abaturage," led by local leaders. These events featured testimonies from couples who experienced significant positive transformations in their relationships. Improvements were noted in areas such as couple communication, men’s engagement in supporting their pregnant partners and during childbirth, childcare, conflict resolution, household responsibility sharing, family action planning, and reduction in excessive alcohol use. These positive changes have not only enhanced family relations but also contributed to healthy child growth and economic development within families. The Governor praised Bandebereho and RWAMREC for their outstanding work, acknowledging the profound impact on the lives of Rwandan families. Program Impact and Future Plans In Burera, 3,432 couples (6,864 men and women) from 571 villages participated in the first cycle of 286 education groups. During the ceremony, 1,770 couples from nine sectors graduated, while 1,650 couples remain active in eight sectors, with their graduation planned for early August 2024. The Bandebereho groups will continue to operate in the villages of Burera, Musanze, and Gakenke. Leadership and Community Involvement The ceremony also saw participation from the District Mayor, reserve forces, RIB, and police commanders. In other sectors of the district, sector leaders led similar ceremonies. Couples shared moving testimonies of the positive changes in their relationships and the broader impact on their families and communities. The Governor of Northern Province awarded certificates to the graduating couples, celebrating their dedication and the transformative journey they embarked upon through the Bandebereho program.

INSIDE THIS ISSUE Annual Report 2023 Bandebereho scale-up in the Gakenke District RWAMREC hosting a delegation from the Central African Republic (CAR) 2024 IWD celebrations RWAMREC at the CSW2024 RWAMREC joined the Global Alliance of Care

Working at The Rwanda Men's Resource Centre (RWAMREC), with its role in promoting gender equality and transforming negative masculinity, was such an unforgettable experience in my life. Learning about engaging men and gender transformative approaches was one of the most memorable times I have ever had. While I was there, I witnessed and learned how men can become more involved in unpaid care work, especially in RWAMREC Bandebereho program that encourages men to be supportive partners to their expectant wives and to care about their children under five. There were times when we would film success stories from the field, of men who had actually transformed. I heard stories from men who had changed their attitudes towards unpaid care work, and taken steps to do their share at home. When I attended an event intended to introduce local leaders in Musanze to this program, I remember a man who shared how this change enormously improved relationships with his family and the wider community, and that he now sees its value. However, in the beginning, it was not easy: "We live in the same compound as my mother and one morning she saw me cleaning the dishes outside my house, which surprised her; she said married men don't do much, she kept saying that my wife had used some "traditional medicine on me," which was why I was acting strangely." He persistently maintained that it didn't stop him, but the wife was also attacked and blamed for not being “the good wife”. As a result, they were shunned by the community and their own family. "My wife and I did not stop until a team from RWAMREC kept visiting our village to offer some sessions to other couples, and most couples who thought of my behaviors as “strange” eventually got to understand that men should take part in unpaid care work," Let me just say the RWAMREC experience was quite beneficial, and it was inspirational to learn about how men's involvement in unpaid care duties can be a powerful tool to promote gender equality. By the way, while my spouse and I are talking today, I can obviously smell both the positive and negative aspects of masculinity in our own conversations, actions, and our daily routines. Personally, I think it is an amazing thing to be able to detect all that ha! RWAMREC’s work is clearly necessary for the health and well-being of families and the larger community, and I am confident that sustained efforts to encourage men in this area will benefit everyone. I was also able to work with the Rwanda Men Engage Network (RWAMNET), which is a network of different local NGOs applying the MEn Engage approach in their work, coordinated by RWAMREC. This allowed me to learn about the network's distinctive principles that it teaches men. I had the luxury of attending numerous community meetings and activities, and I developed a greater appreciation for the organizations that have joined forces to include men and young boys in the march toward gender equality. Through their interventions, I've seen how men and women work together to promote gender equality and the establishment of strong, healthy communities. But when it’s all said and done, one unsolved question will keep me interested in men and unpaid care work. The majority of these measures are working well in other provinces of Rwanda. Men in the city must still change some social standards. How will this be accomplished? What are our options? The city has the highest concentration of men who haven't gotten to the point of appreciating and taking part in unpaid care work. Can we intend to adapt and extend these programs to engage and reach the "urban guy", i.e. our own husbands? Moureen Mutiso

In the quest for a more equitable society, Rwanda is acknowledged for making remarkable efforts in advancing women's rights and promoting gender equality. Yet, there's one vital aspect that still demands our attention: paternity leave. A recent policy dialogue held in Kigali sparked fiery discussions and unveiled the untapped potential of paternity leave in reshaping the very fabric of the Rwandan society. Organized by RWAMREC, the Rwanda Civil Society Platform (RCSP), and the World Policy Analysis Center, the dialogue aimed to unravel the true significance of paternity leave. We delved into the heart of the matter - why it's not just about changing diapers, but a stepping stone towards fostering gender equality. The buzz ignited when Law n° 027/2023 came into play, amending the labor law to embrace maternity and paternity leave. However, it was yet to be determined the precise duration of these leaves through a ministerial order. This has left Rwandan fathers with limited support to engage in their families. Many Rwandan men are now yearning to step up to the plate, to be the supportive and engaged partners and fathers that their families need. Alas, the current 4-day paternity leave feels like an anti-climactic plot twist, leaving families hanging mid-air. Mr. Fidèle Rutayisire, ED of RWAMREC posed a though-provoking question to the audience during the policy dialogue. “How many of you are taking care of someone? How many of you fathers have taken the 4-day circumstantial leave, was it enough? And mothers, do you feel that the 3-month leave is sufficient?” The response was a resounding and unanimous 'no,' highlighting that the leave duration was not considered adequate for neither father nor mother. Globally, the stage has been set for change during the last decades. In Africa, the spotlight shines on countries like Kenya, Malawi, and South Africa, granting fathers at least two weeks of paid paternity leave. Their story of increased gender equality and happier families has left Rwanda longing for a similar development. But, like any good story, there are challenges to overcome. “Caregiving extends beyond financial support; women often associate it with emotional care, while men tend to relate it to economy. At the same time, not all men fit the same box, many have been transformed and are genuinely willing to actively engage in caregiving roles.” As a captivating short inspirational video began, depicting a Rwandan father from one of RWAMREC’s programs actively engaging in childcare, the audience was entranced. The room filled with cheers of encouragement, intrigued murmurs, and spontaneous applause as the father in the video skillfully bathed his baby, dressed and fed the little one, and tenderly wrapped them in the traditional Rwandan fashion on his back. The heartwarming display served as a powerful testament that Rwandan fathers are already embracing a transformative role in caregiving, eagerly awaiting the supportive policy to walk hand-in-hand with their commitment and dedication. The script called for civil society organizations to rally the troops and educate society about positive parenting, breaking free from outdated gender stereotypes, and to advocate for policy implementation of minimum 30 days of paternity leave. Mr. Nicholas Perry from World Policy Analysis Center continued to shed light on the possibilities of a longer paid leave. “The impacts of longer paternity leave spoke volumes, revealing a remarkable 6.8% increase in women's economic empowerment. Mothers experienced fewer sick leave days and spent more time engaged in paid work. The extended leave also ignited positive norm changes, paving the way for better job rights for women, especially in times of limited job opportunities. Fathers became more actively involved in caregiving and household responsibilities, testifying to more satisfaction in their relationships with their children" As the dialogue unfolded, hope shimmered among the participants. Stakeholders united, realizing that this was no solo quest; it's a collaborative blockbuster. Government institutions, civil society, employers, and employees must join forces. The recommendations from the groups included at least 30 days of paternity leave and six months maternity leave, for Government institutions to prioritize education and awareness on positive parenting and parental leave laws, promote positive masculinity to challenge caregiving stereotypes, and explain policies to the public, while collaborating with the private sector which is presently not always implementing government policies. Moreover, it was recommended that CSO’s should continue advocating for policy implementation and raise awareness about parental leave, focusing on promoting positive masculinity for gender equality. The role of religious institutions was acknowledged to emphasize support for positive parenting and parental rights awareness, and that religious representatives should be well-informed about government policies. And at the heart of it all are the families of Rwanda, yearning for a tale where fathers are engaged, mothers supported in their journey, and children have access to both of their parents. In this riveting story, the finale holds the promise of a better Rwanda. Longer paternity leave would bring harmony to families, strengthen women's economic empowerment, promote shared responsibilities and increased work-life balance. As the event came to a close, we found ourselves filled with hope and determination for an exhilarating future, where paternity leave transcends being a mere footnote and emerges as a powerful game-changer in our quest for gender equality. Let us continue to stand united, embracing this transformative journey, and together, let's propel paternity leave to the forefront of our efforts in shaping a better world for our children. Written by: Anna Wirén for RWAMREC

A booklet on the Gender Equality and Women Empowerment Program (GEWEP) implemented by Rwamrec in collaboration with CARE in Rwanda.