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INSIDE THIS RWAMREC - January 2025 Newsletter Celebrating RWAMREC's Partnerships and Achievements RWAMREC Champions Fatherhood: The State of Rwanda's Fathers Engaging Men for Gender Equality in the Private Sector: RWAMREC Partners with GIZ Rwanda "Bite Bro" Campaign: Redefining Masculinities GEWEP's Legacy in Rwanda’s Southern Province RWAMREC Launches Men Take the Pledge Against GBV in Rwanda Explore our January 2025 Newsletter for the latest updates, highlights, and insights: January 2025 Quarterly Newsletter

RWAMREC IS HIRING a Monitoring, Evaluation, Learning and Impact Manager ABOUT RWAMREC Rwanda Men's Resource Centre (RWAMREC) is a non-governmental organization dedicated to changing masculinity norms among men and boys to support the promotion of gender equality in Rwanda and beyond. RWAMREC envisions a peaceful society where women and men share roles and responsibilities in raising families and governing society through equality and respect. Its mission is to promote gender equality by transforming masculinities and femininities through awareness creation, advocacy, capacity development, movement building, and service delivery. POSITION OVERVIEW The Monitoring, Evaluation, Learning, and Impact Manager will play a crucial role in RWAMREC's efforts to ensure the effectiveness and impact of its programs and initiatives. This role is responsible for designing and implementing comprehensive monitoring and evaluation frameworks, facilitating learning processes, and assessing the impact of interventions. The incumbent will collaborate closely with program teams to collect data, analyze results, and provide evidence-based recommendations for program improvement. KEY RESPONSIBILITIES Monitoring and Evaluation Framework Development Design and develop robust M&E frameworks and systems for RWAMREC's programs and projects. Establish clear indicators, targets, and data collection methodologies to measure program effectiveness and impact. Ensure alignment of M&E activities with organizational goals and donor requirements. Data Collection and Analysis Oversee the collection, management, and analysis of data related to program activities, outputs, and outcomes. Conduct regular data quality assessments to ensure the accuracy, reliability, and integrity of collected data. Utilize quantitative and qualitative methods to analyze data, identifying trends, patterns, and lessons learned. Learning and Knowledge Management Facilitate learning processes within RWAMREC to promote continuous improvement and innovation. Document best practices, success stories, and lessons learned from program implementation. Organize regular reflection sessions and knowledge-sharing events to disseminate learning and foster cross-departmental collaboration. Impact Assessment and Reporting Lead impact assessments and evaluations to measure the long-term effects and outcomes of RWAMREC's interventions. Prepare comprehensive M&E reports, including findings, recommendations, and lessons learned, for internal and external stakeholders. Collaborate with program teams to integrate M&E findings into program planning, decision-making, and advocacy efforts. QUALIFICATIONS Master’s degree in a relevant field such as Gender Studies, Development Studies, Social Sciences, Public Health, or International Relations. Proven experience in designing and implementing M&E frameworks and systems, preferably within the gender and development sector. Strong analytical skills with the ability to interpret complex data sets to inform decision-making and program improvement. Familiarity with quantitative and qualitative research methods, data analysis software, and statistical tools. Excellent communication and interpersonal skills, with the ability to effectively collaborate with diverse stakeholders. Commitment to gender equality, male engagement, social justice, and human rights principles. Fluency in English; knowledge of Kinyarwanda and French is an advantage. WHAT WE OFFER Contract Length: 1 year, renewable Duty Station: Kigali, with frequent in-country and international travel Start Date: March 1, 2025 APPLICATION PROCESS Interested candidates should submit a CV, cover letter, and contact information for three professional references to info@rwamrec.org . Applications will be accepted until February 1, 2025 . Only shortlisted candidates will be contacted for interviews. RWAMREC is an equal opportunity employer and encourages applications from qualified individuals regardless of gender, sexual orientation, age, disability, or ethnicity. We are committed to creating a diverse and inclusive workplace where all employees feel valued and respected. Done in Kigali on 9th January 2025 Signed by the RWAMREC Administration

RWAMREC, through its leadership of the Generation G (GenG) Rwanda coalition, is proud to highlight a recent policy brief that advocates for urgent reforms to address sexual harassment in Rwanda’s world of work. The brief, developed by coalition member Health Development Initiative (HDI), provides a critical analysis of existing legal, policy, and institutional gaps, and proposes practical recommendations to ensure safer, more inclusive workplaces for all. Despite Rwanda’s solid legal foundation—including its ratification of the ILO Convention 190—significant challenges remain. Many victims still face barriers to reporting harassment due to fear of retaliation, lack of clear procedures, and limited public understanding of what constitutes sexual harassment. The policy brief underscores the need to harmonize national laws with international standards and develop a comprehensive national policy that is applicable across both public and private sectors. Key recommendations include amending existing labor laws to clearly define sexual harassment, expanding protections beyond employer-employee relationships, enhancing institutional accountability, and establishing safe, accessible reporting mechanisms. The brief also calls on stakeholders—including government bodies, employers, labor unions, and civil society—to collaborate in implementing these reforms. As the lead of the GenG Rwanda coalition, RWAMREC remains committed to promoting gender justice and respectful relationships, and calls on all actors to take concrete steps toward eliminating sexual harassment in the world of work.

Field coordinator, APPLICATION DEADLINE: 3 JANUARY 2025, 5:00PM ABOUT US: Rwanda Men’s Resource Centre (RWAMREC) is a non-government organization whose goal is to change masculinity norms of men and boys to positively support promoting gender equality in Rwanda and beyond. RWAMREC envisions ‘a peaceful society where women and men share roles/responsibilities in raising families and governing society through equality and respect.’ Its mission is to promote gender equality by transforming masculinities and femininities through awareness creation, advocacy, capacity development, movement building and service delivery. JOB DESCRIPTION: FIELD COORDINATOR TERMS OF REFERENCE The Field Coordinator will play a pivotal role in coordinating activities for the Partnership to Support Value Chains in Agriculture, Tourism, and Hospitality MSMEs under the ‘Kataza’ program at the district level. The program is funded by the Mastercard Foundation through the Rwanda Development Bank. Reporting directly to the Kataza Project Manager, the Field Coordinator will be responsible for ensuring the effective implementation of program activities in alignment with RWAMREC’s and donor requirements, guidelines, and best practices. The primary focus of this role will be on transforming gender norms and engaging men to support women in achieving financial inclusion within the target communities. KEY RESPONSIBILITIES: Coordination of Program Activities Lead the coordination of all program activities at the district level, ensuring alignment with project objectives and timelines. Collaborate closely with program stakeholders, including MSMEs, community leaders, government agencies, and other implementing partners, to facilitate smooth implementation of activities. Facilitation of Training Sessions Coordinate the Journey of Transformation training sessions for the program’s target groups, including participants from Agriculture, Tourism, and Hospitality MSMEs. Facilitate gender-transformative sessions aimed at challenging traditional gender norms and promoting women’s financial inclusion, actively engaging men in the process. Organize and conduct awareness-raising sessions on gender and male engagement in women’s financial inclusion. Data Management and Documentation Oversee data collection efforts within the district, ensuring accuracy, completeness, and timeliness of data. Consolidate and document program-related data, reports, and success stories in accordance with RWAMREC and donor requirements. Maintain organized records and databases to track program progress and outcomes. Monitoring and Evaluation Support monitoring and evaluation efforts by regularly assessing the impact of program activities at the district level. Identify challenges, opportunities, and lessons learned to inform program adjustments and improvements. Capacity Building and Support Provide technical support and capacity-building to program participants, community leaders, and local partners on gender-transformative approaches and financial inclusion strategies. Foster a supportive environment for learning and collaboration among stakeholders involved in program implementation. Reporting and Communication Prepare regular progress reports, narrative updates, and other documentation as required by RWAMREC and the donor. Communicate effectively with the Program Manager and other relevant stakeholders to ensure transparency and alignment with program objectives. QUALIFICATIONS: Bachelor’s degree in Social Sciences, Development Studies, gender studies or a related field. Master’s degree preferred. At least 3-5 years of relevant experience in coordinating and implementing development programs, with a focus on gender equality, women’s empowerment, and/or financial inclusion. Strong understanding of gender-transformative approaches and proven experience in engaging men as allies in promoting gender equality. Excellent facilitation and training skills, with the ability to conduct interactive and participatory sessions. Proficiency in data management and documentation, and experience in doing monitoring and evaluation. Demonstrated ability to work effectively with diverse stakeholders, including MSMEs, community members, government officials, and donor representatives. Excellent communication, interpersonal, and organizational skills. Fluency in English and Kinyarwanda; knowledge of French is an advantage. Strong commitment to RWAMREC’s mission and values, with a passion for promoting gender equality and social change. Young people are highly encouraged to apply. HOW TO APPLY Cover letter addressed to the Executive Director, detailing their qualifications and relevant experience. Resume. Copy of ID Names and contact of three professional references. Please send your application to info@rwamrec.org and include “Field Coordinator Application” in the subject line of your email. Start date: 13th January 2025 We offer a one-year renewable contract Approved by Fidèle RUTAYISIRE Executive Director, RWAMREC Below the FIELD COORDINATOR TERMS OF REFERENCE:

November 2024 – Kigali, Rwanda The State of Rwanda's Fathers (SORF) report , released by the Rwanda Men’s Resource Center ( RWAMREC ), reveals a profound shift in the roles of fathers in Rwanda and emphasizes the urgent need for supportive policies to encourage active fatherhood. The report explores how Rwandan men are participating in caregiving, the impact on families, and the barriers to achieving gender equality in care work. Key Findings: Fathers Are Stepping Up but Face Challenges Increased Father Involvement:  Rwandan fathers are playing more active roles in caregiving, especially after the COVID-19 pandemic. Many now take part in tasks like family planning, emotional support for children, and caring for elderly relatives. Cultural Barriers Persist:  Despite progress, cultural norms and societal expectations still limit caregiving roles for men, leaving women to shoulder most household responsibilities. The Case for Supportive Policies The report highlights the need for expanded parental leave  to enable fathers to participate more fully in caregiving. Currently, limited paternity leave options prevent fathers from providing critical support during key family moments, such as after childbirth or adoption. Recommendations include: Extending paternity leave. Offering incentives for employers to adopt family-friendly work policies. Benefits of Engaged Fatherhood The report shows that when fathers actively share caregiving responsibilities, the benefits are far-reaching: For Children:  Improved emotional health and stronger family bonds. For Mothers:  Reduced stress and enhanced well-being. For Society:  Progress toward gender equality and stronger community cohesion. Call to Action RWAMREC urges policymakers, community leaders, and organizations to create environments that normalize engaged fatherhood and promote equitable caregiving. With targeted efforts, Rwanda can achieve its vision of gender equality and stronger family structures. ALSO READ The New Times Rwanda  article covering the first presentation of the SORF: Rwandan fathers step up: RWAMREC report highlights growing involvement in caregiving, family support

About RWAMREC The Rwanda Men Resource Centre (RWAMREC) is a Rwandan non-governmental organization dedicated to promoting gender equality and positive masculinities by engaging men to eliminate Gender-Based Violence (GBV). Vision: A peaceful Rwandan society where women and men share roles and responsibilities in raising families and governing society with equality and respect for human rights. Mission: RWAMREC’s innovative mission is to promote gender equality through: Reconstructing a non-violent identity for men. Encouraging the adoption of healthy masculine behaviors. Empowering men to become positive partners, role models, and change agents in fostering healthy families and advancing women’s socio-economic development. About the Generation Gender Program The Generation G (GenG) Rwanda program is a five-year advocacy initiative aiming to foster meaningful youth engagement for a gender-just and violence-free society. This coalition includes: RWAMREC (lead organization) Health Development Initiative (HDI) African Youth and Adolescent Network (AfriYAN Rwanda) Rationale Technology-Facilitated Gender-Based Violence (TFGBV) is an emerging issue in Rwanda. Forms of TFGBV include online harassment, cyberstalking, impersonation, and non-consensual image sharing. Despite its prevalence, public awareness remains low, and consistent interventions to address its root causes are lacking. Key Data: Rwanda’s internet penetration reached 34.4%  at the beginning of 2024, with 4.91 million internet users. Social media use increased by 44.3%  from 2023 to 2024, with 930.4 thousand active users. Men dominate online spaces: Facebook:  63.8% male audience. Instagram:  60.9% male audience. X (formerly Twitter):  77.5% male audience. The 2023 Rutgers TFGBV study revealed limited awareness about TFGBV in Rwanda, underscoring the need for targeted interventions and capacity-building efforts. Objectives The primary objective is to comprehensively understand TFGBV in Rwanda, including its prevalence, forms, impacts, and existing policy gaps, to inform effective interventions. Sub-Objectives: Identify and categorize forms of TFGBV. Analyze the prevalence and high-risk demographics. Assess the psychological, social, and economic impacts on victims and communities. Evaluate gaps in legislation and institutional responses. Provide actionable recommendations for prevention, policy development, and accountability. Scope of Work The consultant will conduct research using a mixed-method approach, focusing on qualitative data. Key responsibilities include: Designing and finalizing research methodologies with RWAMREC. Collecting data through interviews, focus groups, and surveys. Conducting thematic analysis and producing a comprehensive report. Documenting case studies to inform future campaigns. Deliverables: Inception Report  – Research methodology, tools, and sampling strategies. Literature Review  – Existing studies on TFGBV. Data Files  – Audio files, transcripts, and consent forms. Final Report  – Comprehensive findings and recommendations. Presentation  – Summarized findings in PowerPoint format. Required Qualifications Degree in social sciences, gender studies, or related fields. Experience in gender-based violence research or online GBV. Proven ability to conduct qualitative and quantitative research. Experience in evidence-based gender advocacy is an advantage. Evaluation Criteria Criteria Score Methodology 30 Work Plan 10 Qualifications & Skills 30 Financial Proposal 30 Total 100 Duration of Consultancy The assignment will take three months , starting mid-December 2024. Submission Procedure Candidates must submit the following by December 4, 2024, 5:00 PM Kigali Time : Technical proposal (methodology, timeline, resources, delivery dates). Financial proposal. Detailed CVs (including two references). Example of a similar previous assignment. Applications should be addressed to: RWAMREC Executive DirectorYYUSSA PLAZA KimironkoTel: +250 788315140Email: info@rwamrec.org Late submissions will not be accepted. Done at Kigali, November 20, 2024 Fidele RUTAYISIRE Executive Director, RWAMREC

Who we are: The Rwanda Men Resource Centre (RWAMREC) is a Rwandan non-governmental organization, working to promote gender equality, positive masculinities and engaging men to eliminate all forms of men’s violence against women and children. The vision of RWAMREC is a Rwandan peaceful 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 reconstruction of a non-violent identity of men, 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. Scope of work: RWAMREC is looking for an expert consultant to provide the RWAMREC staff with a two-day training on team building. The training is expected to engage all RWAMREC staff. The objectives of the training are the following: ● Team Building: Strengthen relationships among staff members, promote trust and open communication. ● Professional Development: Provide staff with tools, strategies, and insights for better performance and growth. ● Strategic Alignment: Align the staff around organizational goals and vision for the upcoming year. ● Personal Reflection: Offer a space for individual staff members to reflect on their roles, achievements, and personal development. ● Wellbeing and Recharge: Encourage rest, relaxation, and rejuvenation for all participants through activities Key deliverables: Two-day training in Nyamata – La palisse Nyamata; A short training report of 3-5 pages. Qualification and skills: Qualification in relevant area (psychology, sociotherapy, gender); An individual with a proven record of similar training successfully conducted in kinyarwanda with local or international organizations. Duration The assignment shall be completed in a period of 20 days from the date of the contract signing. The training will take place from 26th-29th November 2024 At La Palisse Nyamata. The final report is expected to be delivered not later than 17th December 2024. Reporting: The consultant(s) will be reporting to the Executive Director during the time of the assignment. Proposal submission: The candidates are encouraged to submit the following documents, not later than Friday 15th November 2024 at 5.00 pm Kigali time : CV, with a summary of previous work done, and a financial proposal (n. of proposed days and daily quote). Applications should be addressed to the following address: YYUSSA PLAZA Kimironko Tel-Cellular: +250 788315140; E-mail: info@rwamrec.org . Late bids will not be accepted.

1. Background: About RWAMREC The Rwanda Men's Resource Centre (RWAMREC) is a non-governmental organization dedicated to gender equality and gender-based violence (GBV) prevention through the promotion of positive masculinity and engagement of men and boys. RWAMREC operates in 27 districts across Rwanda's four provinces and Kigali City, working within six strategic areas: Community Empowerment, Healthy Families, Gender Justice, Youth Mentorship, Diversity and Inclusion, and Capacity Building. The organization implements various programs and projects to address GBV, empower women socio-economically, and promote the overall health and well-being of women, families, and communities in Rwanda. For further details, please refer to the attached RWAMREC strategic plan. About the Bandebereho Program Bandebereho, RWAMREC’s flagship program, empowers Rwandan families by involving men in reproductive, maternal, and child health, caregiving, and family violence prevention, addressing traditionally limited male involvement in these areas. Through fatherhood as an entry point, Bandebereho challenges harmful gender norms, reaching over 20,000 families and achieving significant reductions in intimate partner violence and improved health outcomes for women and children, as demonstrated by two rounds of randomized controlled trials. The program aims to expand its reach to 104,000 families by 2027, with the vision of full integration into Rwanda's Community Health system beyond 2027. Currently, RWAMREC is conducting baseline and cost analyses to inform the national scale-up strategy for Bandebereho. RWAMREC’s Strategic Plan RWAMREC is implementing a five-year strategic plan (2022-2026), with a budget of RWF 15.654 billion (approximately USD 12 million). To date, approximately USD 5.6 million (46%) of the target has been raised. A mid-term review is underway to reassess goals, targets, and strategies, extending the plan to 2028. In this context, RWAMREC seeks to hire a fundraising expert to develop and operationalize a comprehensive multi-year fundraising strategy, aligned with RWAMREC’s strategic goals, and a specific strategy for mobilizing resources for the national scale-up of Bandebereho. The RWAMREC fundraising strategy will target raising necessary funds over the next five years, including a detailed, costed implementation plan with guidance for ongoing adaptation. This strategy will address current gaps and lay the foundation for future fundraising. 2 Scope of Work RWAMREC seeks a consultant or consultancy firm to develop: A 3-year costed fundraising strategy. A fundraising roadmap for the Bandebereho scale-up. Design, development, or enhancement of internal systems. Strengthening of internal capacities to adopt these systems. To ensure continuity beyond the consultancy period, the consultant will work closely with RWAMREC's team, including the Executive Director, Director of Programs, and Head of Resource Mobilization, to create a succession plan. This plan will clarify roles and responsibilities for the Resource Mobilization team and identify upcoming fundraising projects needing follow-up. The consultant is expected to collaborate closely with RWAMREC to fully understand the assignment and establish success metrics before the assignment begins. 3. Objectives The assignment aims to: Develop a comprehensive, costed 3-year fundraising strategy (2025-2028) for RWAMREC aligned with the strategic plan. This strategy will include: Financial targets, broken down annually. Diverse funding sources suited to RWAMREC. Detailed actions and timelines supporting RWAMREC’s sustainability and growth. Design, develop, and launch a costed 2-year fundraising roadmap (2025-2027) for the Bandebereho national scale-up, leveraging the RWAMREC fundraising strategy and Bandebereho scale-up strategy. Targets include: Securing at least USD 500,000 in commitments by September 2025. Establishing a robust pipeline by August 2025 to achieve the full USD 1 million funding goal. Strengthen RWAMREC's internal business development capacities by: Developing operational systems (e.g., donor mapping, bid management, grant development, impact reporting). Building RWAMREC staff's capacity to implement and use these systems effectively for sustainable growth. 4. Deliverables The consultant will deliver: An inception report with a work plan, timelines, and methodology. A costed 3-year fundraising strategy for RWAMREC with an implementation matrix. A fundraising roadmap specific to the Bandebereho national scale-up. A list of ideal prospects for RWAMREC, including specific Bandebereho prospects. A basic user manual for the developed systems. A final report summarizing the assignment and recommendations, including a succession plan. 5. Timeline Start Date: December 2, 2024 Proposed End Date: September 30, 2025 6. Expertise Required RWAMREC seeks a forward-thinking consultant with: Required expertise in developing NGO fundraising strategies. Experience working with NGOs in Sub-Saharan Africa and securing significant funding. Strong networks with donors and a grasp of the local fundraising landscape. Familiarity with gender equality, "men engage" initiatives, and women’s rights. At least a bachelor's degree in relevant fields, with a master’s degree preferred. 7. Evaluation Criteria RWAMREC reserves the right to select the consultant based on the following criteria: Understanding of the assignment and overall strategy (10 points). Financial proposal, including cost breakdown and terms (30 points). Technical proposal, including methodology, work plan, and risk management (30 points). Relevant experience and expertise (20 points). Academic qualifications of the consultant/team (10 points). 8. Submission of Proposals Submit proposals by 5 PM CAT, November 15, 2024. Late applications will not be considered. Submit the following documents to info@rwamrec.org  with the subject “Application: RWAMREC fundraising strategy development consultancy”: Technical proposal (up to 7 pages). Financial proposal (up to 3 pages). Detailed CV or company portfolio with references (up to 2 pages). Women are strongly encouraged to apply. Fidele RUTAYISIRE Executive Director, RWAMREC

At RWAMREC, we are committed to promoting diversity and inclusion within our team, embracing a wide range of perspectives across gender, nationality, background, and culture. We strongly encourage applications from qualified female consultants, individuals from under-represented groups, and persons with disabilities. All consultants engaged with RWAMREC are expected to uphold the highest standards of integrity and professional conduct, reflecting our core values in their work. RWAMREC maintains a zero-tolerance policy for behavior that conflicts with our mission, including sexual exploitation, harassment, abuse of authority, and discrimination. 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 in Rwanda and beyond. RWAMREC has various comprehensive policies, including a financial manual, human resource manual, procurement policy, transport policy, code of conduct, Gender policy, SEAH policy, Safeguarding policy and many others. To facilitate easy access to and understanding of these policies by staff, RWAMREC seeks to develop an employee handbook that compiles and summarizes these documents. The handbook will serve as a key reference for employees, providing them with essential information in a clear and accessible format. OBJECTIVE OF THE CONSULTANCY: EMPLOYEE HANDBOOK The primary objective of this consultancy is to develop a concise employee handbook for RWAMREC. The handbook will summarize existing policies and procedures in a user-friendly format that is easy for employees to navigate, ensuring they have quick access to the information they need. The handbook should be no more than 30 pages in length. RESPONSABILITY The consultant will be responsible for: 1. Reviewing Existing Policies: Financial manual policy, Anti-corruption and fraud policy, Communication policy, Human resource manual policy, Procurement policy, Transport policy, Code of conduct, Gender policy, Prevention of Sexual Exploitation Abuse and harassment (PSEAH) Policy, Conflict of interest policy, Child protection policy, Cost sharing policy, Data protection policy, Asset management policy and Safeguarding policy. 2. Consulting with Key Stakeholders: Engaging with the management team and relevant staff to understand key issues, requirements, and expectations for the employee handbook. 3. Drafting the Employee Handbook: • Summarizing the key components of the existing policies and procedures in a clear and concise manner. • Organizing the content in a logical structure that is easy for employees to reference. 4. Incorporating Feedback: • Presenting a draft of the handbook to RWAMREC for review • Making any necessary revisions based on feedback from RWAMREC’s management. 5. Finalizing the Handbook: Producing the final version of the handbook, ensuring it meets RWAMREC’s requirements and is within the 30-page limit. DEVLIVERABLES The consultant will be expected to deliver the following: 1. Inception Report: A report outlining the consultant’s approach and timeline for developing the handbook, submitted within one week of contract signing. 2. Draft Employee Handbook: A draft version of the handbook for review and feedback from RWAMREC. 3. Final Employee Handbook: A final version of the employee handbook, incorporating all feedback, in both digital and printable formats. QUALIFICATION AND EXPERIENCE The ideal consultant should have the following qualifications and experience: 1. A degree in Human Resources, Business Administration, Law, or a related field. 2. Proven experience in developing organizational policies, manuals, or handbooks for NGOs or similar organizations 3. Excellent writing, summarizing, and communication skills 4. Familiarity with Rwanda’s labor laws and regulations is an added advantage 5. Demonstrated ability to work collaboratively with multiple stakeholders and meet deadlines. DURATION AND TIMELINE The consultancy will be conducted over a period of four (2) weeks from the date of contract signing. The timeline is as follows: 1. Week 1 and Week 2: Review of existing policies and submission of the inception report. 2. Week 3: Drafting the employee handbook. 3. Week 4: Incorporating feedback and finalizing the handbook. REPORTING The consultant will report to the Executive Director of RWAMREC or his designated representative. Regular updates on progress will be required, with key milestones agreed upon in the inception report. PAYMENT TERMS The payment schedule will be as follows: 1. 30% upon submission and approval of the inception report. 2. 40% upon submission of the draft handbook. 3. 30% upon submission and approval of the final handbook. APPLICATION PROCESS Interested candidates should submit the following documents: 1. A cover letter detailing the consultant’s understanding of the assignment and relevant experience. 2. A detailed CV outlining qualifications and past experience in similar assignments 3. A technical proposal that includes a brief work plan and methodology for completing the assignment 4. A financial proposal detailing the consultant’s fees. All 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 by 18 October 2024. Late applications will not be accepted. RWAMREC is an equal opportunity employer and encourages applications from individuals of all backgrounds. Done at Kigali, October 3 rd, 2024 Fidèle RUTAYISIRE Executive Director

On October 29, 2024, RWAMREC (Rwanda Men’s Resource Center), in collaboration with the Rwandan government, celebrated the International Day of Care and Support. This global observance emphasizes the vital role of care in strengthening communities and families, aligning perfectly with this year's theme, which focuses on fostering positive relationships and support systems.  In Rwanda, RWAMREC has been at the forefront of promoting gender equality and transforming societal norms through its Bandebereho program. This initiative engages men in discussions about care and support within couples, highlighting the importance of shared responsibilities in nurturing relationships. The program aims to challenge traditional masculinity, encouraging men to adopt a more compassionate and supportive role in their families. One powerful testimony from a 25-year-old woman illustrates the transformative impact of the  Bandebereho  program: “Before joining Bandebereho, I faced significant challenges at home, feeling neglected and unsupported. However, after my husband participated in the program, he began to understand the importance of care and support. Through the Bandebereho sessions, he learned that being a ‘serious man’ does not equate to being controlling or violent. He embraced a new perspective on respect and partnership, which significantly improved our relationship. Today, I am grateful for the changes in our household dynamics: my husband now shares chores, attends antenatal appointments with me, and shows genuine care and support. (Musanze District, Musanze Sector) This transformation exemplifies the core of the  International Day of Care and Support . By fostering an environment of mutual respect and cooperation, couples can cultivate healthier relationships that contribute to the well-being of the entire family. Another participant, who is a husband and father, shared his deeply transformative story of change: “Before engaging with Bandebereho, I felt overwhelmed by the pressures of providing for my family and often struggled to connect with my partner. Through the program, I discovered the value of emotional support and communication. I learned to express my feelings and listen actively, which helped me foster a deeper bond with my partner. Now, I participate in family decisions and chores, creating a more harmonious and supportive home environment. My partner has expressed her appreciation for my newfound involvement, stating that it has strengthened our partnership.” (Muko Sector, Musanze District) The  Bandebereho  program is a testament to the potential of Gender-Transformative Approaches. It empowers men to become allies in promoting care and support, reinforcing the idea that positive masculinity is about nurturing and supporting loved ones in everyday life.  As we celebrate this important day, let us remember that care and support in relationships are foundational to building a harmonious society. The journey towards equality and mutual respect begins at home, with each playing a crucial role in fostering an environment of love and support.

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

At RWAMREC, we are dedicated to promoting diversity and inclusion within our consultancy partnerships, valuing a broad range of perspectives across gender, nationality, background, and culture. We strongly encourage applications from qualified female consultants, individuals from underrepresented groups, and persons with disabilities. All consultants engaged with RWAMREC are expected to uphold the highest standards of integrity and professional conduct, reflecting our core values in their work. RWAMREC maintains a zero-tolerance policy for any behavior that conflicts with our mission, including sexual exploitation, harassment, abuse of authority, and discrimination. 1. Background About RWAMREC The Rwanda Men's Resource Center (RWAMREC) is a non-governmental organization working on gender equality and Gender-based Violence prevention through the promotion of positive masculinities and engaging men and boys. RWAMREC operates in 27 districts across all four provinces of Rwanda and the city of Kigali, working within six strategic areas: Community Empowerment, Healthy Families, Gender Justice, Youth Mentorship, Diversity and Inclusion, and Capacity Building. The organization implements various programs and projects aimed at addressing Gender-based Violence, socio-economic empowerment of women, and the overall health and welfare of women, families, and communities in Rwanda. RWAMREC’s programs, projects, and initiatives are currently guided by a 5-year strategic plan, covering the period from 2022 to 2026. As part of this strategy, a mid-term review is scheduled to assess progress toward milestones, identify roadblocks, outline new risks and opportunities, and reassess the resources required to achieve the organization’s goals. RWAMREC is seeking to hire a consultant to conduct this mid-term review and leverage its findings to extend the strategic plan to 2028. This extension aims to align the strategic plan with other key organizational strategies, such as the fundraising strategy and the scale-up strategy of the flagship program, Bandebereho. The review and update process will follow a two phase approach to ensure thorough analysis and a seamless transition into the extended strategy. 2. Objectives of the RWAMREC Strategic Plan Review Phase 1: Mid-Term Review of Strategic Plan (2022–2026) Evaluate progress toward the strategic objectives and targets outlined in the 2022–2026 strategic plan. Assess the relevance of the current objectives within the evolving organizational and external context. Document challenges encountered during the implementation of the strategic plan and provide recommendations based on lessons learned. Phase 2: Strategic Plan Update and Extension (2025–2028) Revise the strategic objectives and implementation framework to extend the current plan to cover the period of 2022–2028. Update the Theory of Change, key success metrics, and high-level outcomes based on the review findings. Ensure alignment of the extended strategic plan with other organizational strategies, including the fundraising strategy and the Bandebereho scale-up strategy. 3. Scope of Work Phase 1: Review and Analysis 3.1. Review of Existing Strategic Plan Conduct a thorough review of the 2022–2026 strategic plan, including the Theory of Change, success metrics, and implementation framework. Analyze progress toward the strategic objectives and identify gaps, challenges, risks, and opportunities. 3.2. Stakeholder Consultations Collect feedback from the Board of Directors, senior management, beneficiaries, key donors, partners, and relevant government representatives to inform the review and update process. Phase 2: Strategy Development and Extension 3.3. Develop the Revised Strategic Plan (2022–2028) Prepare an updated strategic plan that extends the strategy to 2028, incorporating the findings and feedback from the mid-term review. 4. Deliverables An inception report: A brief report outlining the consultant’s understanding of the assignment, methodology, workplan, and timeline. Mid-Term Review Report: A comprehensive report detailing the findings from the review, including progress toward objectives, challenges faced during implementation and recommendations. Revised Strategic Plan (2022–2028): An updated strategic plan with revised objectives, Theory of Change, key success metrics, and a refined implementation framework extending through 2028. 5. Timeline Start Date: November 2024 End Date: February 2025 Milestones: Phase 1: Initial Review, Analysis and consultations: November-Mid-December 2024 Initial findings from the strategic plan review are expected by November 25th, 2024, to provide the RWAMREC team sufficient time to reflect on them during the annual retreat, scheduled for November 26th to 29th. This timing will facilitate greater input and ensure a more thoughtful and participatory process. Phase 2: Drafting and Finalizing Updated Strategic Plan : January-February 2025 6. Expertise Required Proven experience in strategic planning for NGOs, particularly in the African context. Expertise in gender equality programming, including transformative gender programming and the 'men engage' approach. Familiarity with local challenges and the ability to provide actionable recommendations. 7. Evaluation criteria RWAMREC will choose the strategy development expert that it finds to be most advantageous, taking account the following evaluation criteria. The main criteria are assigned points, out of 100. Detailed methodology, including the proposal on how the different activities will be carried out: 30 Understanding of the ToRs, and overall strategy to be used for the implementation of theassignment: 10 Qualifications and skills of the consultant: 30 With regards to the ‘price’ criterion, the following formula will be used: Points tender A = amount of lowest tender * 30/Amount of tender A: 30 8. Submission of Proposals: Interested candidates are requested to submit the following documents: A technical proposal outlining an indicative methodology, timeline, and delivery dates (maximum 2 pages). A quotation or financial proposal (maximum 1 page). A detailed CV or company portfolio, including two references. At least one example of a similar assignment completed recently (a published report or slide deck). All submissions must be addressed to the RWAMREC Executive Director at the following address: YYUSSA PLAZA Kimironko Tel-Cellular: +250 788315140; E-mail: info@rwamrec.org by October 23, 2024. Late applications will not be accepted. Fidèle RUTAYISIRE Executive Director, RWAMREC