Résultats de recherche

RWAMREC proudly participated in the Consultative Meeting on Promoting Positive Masculinity in Africa , held from 9–10 September 2025 in Lusaka, Zambia . Our Executive Director joined representatives of the African Union, member states, civil society, and development partners to reflect on how Positive Masculinity in Africa  can be a transformative tool for advancing gender equality and eliminating violence against women and girls. In his intervention, the Executive Director showcased Rwanda’s leadership through RWAMREC’s gender-transformative interventions — Bandebereho , Powered by Women , and Kataza . These programs demonstrate how engaging men as allies in unpaid care work, violence prevention, and women’s empowerment contributes to healthier families, more equitable relationships, and stronger communities. Why Harmful Masculinities Undermine Peace and Sustainability Research shows that harmful masculinities — those that valorize control, militarized authority, and aggressive competition — often reinforce exploitative relationships with natural resources. This has several consequences: Resource exploitation and conflict : Extractive industries and competition over land or minerals are frequently linked to hyper-masculine norms, labor exploitation, and armed violence. Militarization and war : Armed groups often exploit masculine ideals of power and status, pulling men into cycles of conflict that further harm communities and the environment. Environmental destruction : Domination-driven masculinities normalize exploitative practices that degrade ecosystems and undermine climate resilience. Addressing harmful masculinities is therefore not only a gender-equality goal but also a peacebuilding and environmental protection priority . Gender-transformative approaches that promote care, equality, and shared resource management can reduce gender-based violence while also supporting sustainable development. © Luqman Mahoro Read more: Equimundo. Men, Masculinities and Climate Change: A Discussion Paper.  Washington, DC: Equimundo, 2016. Georgetown Institute for Women, Peace and Security. 2023. Beyond Engaging Men: Masculinities and Peacebuilding . Washington, DC: Georgetown University. Anderson KG. Masculinity and Environment . In: Legun K, Keller JC, Carolan M, Bell MM, eds. The Cambridge Handbook of Environmental Sociology. Cambridge University Press; 2020:103-116. Jewkes, R., Morrell, R., Hearn, J., Lundqvist, E., Blackbeard, D., Lindegger, G., … Gottzén, L. (2015). Hegemonic masculinity: combining theory and practice in gender interventions. Culture, Health & Sexuality, 17(sup2), 112–127. https://doi.org/10.1080/13691058.2015.1085094 The Role of Girls’ Education and Family Planning in Climate Action RWAMREC highlighted evidence showing that girls’ education and voluntary family planning  are powerful tools for climate adaptation and mitigation. Research from Project Drawdown demonstrates that: Educated girls are more likely to delay marriage and childbearing, leading to healthier families and slower population growth. Universal access to family planning and high-quality education reduces vulnerability to climate shocks while contributing to long-term reductions in greenhouse gas emissions. When girls and women are educated, they are more likely to participate in decision-making processes, strengthening climate resilience and environmental governance. Investing in education for girls and family planning  is therefore not only a human rights imperative but also an effective climate strategy . Read more: Patterson, Kristen P., Yusuf Jameel, Mamta Mehra, and Carissa Patrone. 2021. Girls’ Education and Family Planning: Essential Components of Climate Adaptation and Resilience. Policy Brief. October 2021. Women Development Organization (WDO), UNFPA, UN Women, IOM, UNICEF, and UNODC. 2023. Women and Climate Change . New York: UNHQ. Kwauk, Christina, Jessica Cooke, Elisa Hara, and Joni Pegram. 2019. Girls’ Education in Climate Strategies: Opportunities for Improved Policy and Enhanced Action in Nationally Determined Contributions.  Global Economy & Development Working Paper 133. Washington, DC: Brookings Institution. With contributions from Plan International and UNICEF. Green Cooking as a Gender and Climate Solution RWAMREC also underscored the importance of green cooking solutions . Traditional cooking methods place a disproportionate burden on women and girls, who spend hours collecting firewood and are exposed to harmful indoor air pollution. This limits their education and economic opportunities while driving deforestation and carbon emissions. Adopting clean cookstoves and alternative fuels delivers multiple benefits: Improved health for women and children. Reduced deforestation and household carbon emissions. Freed time for women and girls to pursue education and income-generating opportunities. Increased gender equality as household responsibilities are shared more fairly. Clean cooking must be integrated into gender-responsive climate strategies to unlock co-benefits for health, environment, and women’s empowerment. © Rwanda Environment Management Authority (REMA) Read more: UNDP. No Time to Waste: Pathways to Deliver Clean Cooking for All  – A UNDP Approach and Policy Guide.  New York: UNDP, February 2025. Project Drawdown and Clean Cooking Alliance. Clean Cooking: An “Emergency Brake” Climate Solution .  2025. Clean Cooking Alliance. Gender and Clean Cooking Factsheet . 2025. Green Climate Fund / GIZ. Gender Action Plan for FP103: Promotion of Climate-Friendly Cooking: Kenya and Senegal . 2025. From an Extractive Economy to an Economy of Care RWAMREC also stressed the importance of rethinking our economic models. The extractive economy , rooted in accumulation, waste, and short-term profit, mirrors patriarchal masculinities that value domination over people and nature. This system drives environmental degradation, deepens inequalities, and fuels conflicts over resources. In contrast, an economy of care  — centered on nurturing people, communities, and ecosystems — offers a sustainable alternative. Prioritizing care work, which is often invisible and undervalued, can shift the focus from endless growth to well-being, equity, and regeneration. This approach reduces overconsumption, strengthens social cohesion, and encourages responsible stewardship of natural resources. Importantly, the Inter-American Court of Human Rights recently recognized the right to care as a human right , setting a groundbreaking precedent. This recognition affirms that states have an obligation to guarantee conditions that allow people, especially women, to both provide and receive care without discrimination. RWAMREC advocates for the African Union and other regional bodies  to bring this transformative recognition to Africa as well. Embedding the right to care within regional frameworks would not only advance gender equality but also accelerate the transition toward sustainable economies that value care, reciprocity, and responsibility for both people and the planet. An economy of care recognizes interdependence: just as families and societies thrive when men and women share caregiving roles, the planet thrives when humanity prioritizes restoration over extraction. By valuing care, cooperation, and stewardship, we can build economic systems that are both gender-just and environmentally sustainable. © Pierre Jean Fasan, Bigwi film agency Read more: Olmsted, C. 2024. “ Care Labor, Intergenerational Equity, and (Social) Sustainability. ” Journal of Social Policy and Sustainability, Taylor & Francis. UNRISD. Care Work in the Just Transition . Geneva: United Nations Research Institute for Social Development, 2024. UN Women. A Gender-Responsive Just Transition for People and Planet. New York: UN Women, 2023. RWAMREC’s Call to Action RWAMREC reaffirms its commitment to advancing Positive Masculinity in Africa  as a pathway toward gender equality, violence prevention, and climate justice. We call on the African Union and its partners to: Integrate the intersection of masculinity and climate justice into policy frameworks. Invest in girls’ education and voluntary family planning  as essential climate adaptation strategies. Support the adoption of clean cooking solutions  that promote gender equality and reduce emissions. Promote a shift from an extractive economy  to an economy of care  that values people and the planet. Strengthen gender-transformative programs  across the continent to foster care, responsibility, and stewardship. By reshaping masculinities and centering equality, we can build a sustainable Africa where both people and the planet thrive.

Imagine a world where you can be who you want to be — a gender-just and violence-free society where young women and men can live in their full diversity.  This vision is at the heart of Generation Gender (GenG) , a multi-country program funded by the Dutch Ministry of Foreign Affairs  and coordinated globally by Rutgers International , in partnership with Equimundo, Sonke Gender Justice, and ABAAD . The program brings together seven national coalitions  across Rwanda, Uganda, South Africa, Morocco, Lebanon, Jordan, and Indonesia. Each coalition mobilizes young people to challenge the root causes of gender-based violence (GBV) and to advance gender justice through advocacy, movement-building, and policy influence. The Generation Gender Rwanda Coalition In Rwanda, the GenG coalition is led by RWAMREC , Health Development Initiative (HDI) , and the African Youth and Adolescent Network (AfriYAN) . Together, they place young people at the center of change, equipping them to become gender advocates and leaders. The coalition has worked through youth-led advocacy initiatives, gender-transformative training, intergenerational dialogues, and peer-to-peer debates, both online and offline. Their long-term objectives align with the global GenG Theory of Change: Public support  – Mobilizing young people to champion gender justice and prevent GBV. Policy change  – Ensuring gender and youth-inclusive policies through government engagement. Civil society strengthening  – Equipping organizations with tools and evidence to advocate effectively. Flagship Intervention in Karongi In Karongi District, where elders traditionally dominated decision-making, youth voices were largely absent. To shift this dynamic, Generation Gender Rwanda introduced the Community Score Card (CSC) model  — a participatory tool enabling communities to assess services, strengthen accountability, and improve dialogue with duty-bearers. At the core of this initiative were Community Youth Forums (CYF) , led by trained youth champions. These young leaders facilitated discussions, collected feedback, and advocated for change on pressing issues such as gender-based violence, healthcare, and education. Through biannual intergenerational dialogues , youth voices were brought directly into policy spaces. Impact and Legacy The results have been transformative. Over 50 youth champions  from five sectors in Karongi emerged as strong advocates, reshaping power dynamics and building trust between communities and leaders. Community members reported better service delivery, improved accountability, and stronger participation of young people in decision-making. This intervention reflects the principles of GenG  — Gender Transformative Approaches, Meaningful and Inclusive Youth Participation, Inclusiveness, Do No Harm, and Accountability. It has shown the power of youth empowerment  in advancing gender equality, strengthening civil society, and fostering resilient, inclusive communities. As the program phases out, its legacy remains in the network of empowered youth, community structures, and partnerships that will continue driving forward the vision of a gender-just Rwanda. 👉 A video showcasing this flagship intervention will be premiered at the Generation G Global Learning Event (F2F) in Jakarta, taking place from 29th September to 3rd October 2025, where all coalition members from across the seven countries will come together to share experiences and lessons. Follow us on our social media to know more!

Project:  Engaging Men for gender equality in the Private Sector  Location: Kigali (Gasabo & Nyarugenge) and Musanze Districts, Rwanda  Period: 45 working days 1. About RWAMREC The Rwanda Men’s Resource Centre (RWAMREC) is a non-governmental organization committed to promote gender equality by fostering positive masculinities and actively engaging men in the prevention of gender-based violence (GBV). Guided by its vision of a peaceful Rwandan society where women and men share responsibilities in both the family and public spheres with mutual respect and equality, RWAMREC strives to challenge harmful gender norms and foster inclusive social transformation.  As part of its commitment to evidence-based programming, RWAMREC seeks to engage a qualified research consultant to conduct a comprehensive outcome evaluation  of its project “Engaging Men for Gender Equality in the Private Sector.”  This evaluation aims to assess the extent of change brought about by the project’s interventions, focusing on shifts in attitudes, behaviors, and institutional practices that foster more gender-responsive workplaces and promote the economic empowerment of women. 2. Project Background The project “Engaging Men for Gender Equality in the Private Sector” is implemented by RWAMREC in partnership with GIZ Rwanda and aims to engage men as allies, both as managers, colleagues, husbands, and business partners, in improving the working conditions of women’s employees in the private sector. The intended project will tackle harmful gender norms that prevent women from actively participating in the economy, including: ●      Norms that prevent women from having safe and equitable working conditions as employees. ●      Norms that prevent women from owning and managing successful businesses.   3. Rationale Rwanda has made remarkable progress in advancing gender equality in the public sector through favorable policies and strategies. The country is internationally recognized for having the highest percentage of women in parliament 61.3%, according to the Inter-Parliamentary Union, making it a global leader in women’s political representation. However, despite these achievements, gender disparities persist in the private sector, where women remain underrepresented and underserved. These inequalities negatively impact not only women but also their families, businesses, and the broader 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. Moreover, a persistent gender pay gap exists. Women in Rwanda earn approximately 13% less than men on a monthly basis, largely due to occupational segregation, educational attainment differences, and the higher prevalence of women in part-time or informal jobs, which tend to offer lower pay and fewer benefits. 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. Within this framework, RWAMREC is seeking a qualified consultant to carry out an outcome evaluation to assess the extent of change resulting from the project’s interventions—specifically, shifts in attitudes, behaviors, and institutional practices that promote more gender-responsive workplaces and enhance women's economic empowerment. 4. Objective of the assignment The primary objective is to assess the effectiveness and impact of the project interventions by comparing results with the baseline data. Specifically, the survey aims to: Measure shifts knowledge and attitude shifts among project beneficiaries including CEOs, senior management, employees, male champions, female entrepreneurs, and their partners. Evaluate improvements in workplace conditions for female employees and the level of gender mainstreaming within corporate structures. Assess both perceived and actual changes in women’s competitiveness in business. Understand the perceived and real improvements in women’s competitiveness in business. Analyze public engagement and changes in perceptions resulting from media campaigns. Identify key successes, gaps, and constraints in program implementation. Document good practices and generate evidence-based recommendations to inform and strengthen future programming. 5. Responsibilities/ Scope of Work The consultancy firm/consultant will be expected to: Develop a detailed inception report outlining the proposed methodology, work plan, and data collection tools, in alignment with the project log frame and baseline indicators. Design and pilot gender-sensitive quantitative and qualitative research tools, to be reviewed and approved by RWAMREC. Conduct field data collection in the districts of Gasabo, Nyarugenge, and Musanze, targeting: 20 selected companies (including CEOs, senior management, and employees), 10 female entrepreneurs and their male partners, Assess recall, understanding, and perception shifts among the target audience exposed to the media campaign. Ensure adherence to ethical standards, including informed consent, confidentiality, and safeguarding principles throughout the evaluation process. Manage data quality assurance processes during collection, entry, and analysis. Analyze both quantitative and qualitative data, using a mixed-methods approach. Conduct comparative analysis of endline data against baseline findings. Facilitate validation sessions or debrief meetings with RWAMREC and relevant stakeholders. Prepare and submit a comprehensive outcome evaluation report, including findings, conclusions, and actionable recommendations. Deliver a PowerPoint presentation summarizing key findings for dissemination purposes.  6. Methodology The consultant is expected to propose a robust mixed-methods approach  that integrates both quantitative and qualitative data collection and analysis, grounded in the project’s theory of change and baseline indicators. The methodology should include: Quantitative surveys : Structured questionnaires will be administered to pre-identified stakeholders, including CEOs, senior managers, employees, female entrepreneurs, male partners, and potentially members of the public exposed to media campaigns. The survey should capture measurable changes in knowledge, attitudes, behaviors, and workplace practices. Qualitative methods : In-depth interviews and focus group discussions will be conducted with key stakeholders to explore nuanced experiences, perceptions, and behavioral changes resulting from the project. These methods will complement quantitative findings by providing context and depth. Desk review : A thorough review of relevant project documents, including baseline survey data, training reports, action plans, and other monitoring materials, will be undertaken to inform tool development and triangulate findings. Comparative analysis : The evaluation will include a systematic comparison of endline findings with baseline data to assess changes over time and determine project effectiveness. The proposed methodology must be gender-sensitive, participatory , and contextually appropriate . It should also ensure the meaningful involvement of stakeholders and uphold ethical standards such as informed consent, confidentiality, and cultural respect throughout all stages of the evaluation. 7. Deliverables Inception Report  with methodology, tools, and work plan. Data Collection Tools  (approved by RWAMREC). Clean Data Sets  (quantitative and qualitative). Draft outcome evaluation Report  with findings and comparison to baseline. Final outcome evaluation Report  with recommendations and annexes. PowerPoint Summary  for dissemination purposes.  Duration and Timeline The assignment is expected to be completed within 45 working days starting from the date of contract signing. A detailed timeline should be proposed in the inception phase. Required Academic qualifications and Experience 8. Academic Qualifications Master's degree (or higher) in one of the following fields: Monitoring and Evaluation (M&E); Social Sciences (e.g., Sociology, Gender Studies), Development Studies, Economics or a related field Relevant Experience Minimum 5–7 years of proven experience conducting evaluations (especially outcome or impact evaluations) in development, gender, or social change programs. Demonstrated experience in designing and implementing evaluation frameworks, including theories of change, logical frameworks, and results-based management. Solid track record in evaluating gender-transformative programs, behavior change interventions, or women’s economic empowerment initiatives. Experience working with or evaluating programs involving community engagement, couples or men’s involvement in gender equality, or institutional capacity building. Proven experience working with the private sector in similar thematic areas.  Technical Competencies Strong knowledge of qualitative and quantitative research methods (e.g., focus groups, key informant interviews, surveys). Excellent ability to analyze and synthesize findings and write clear, evidence-based reports. Strong data collection team if needed, and this team qualification and experience will be shared and be approved by Rwamrec. 9. Soft Skills and Other Requirements Strong analytical, communication, and report-writing skills in English  Familiarity with the local context (Rwanda) and cultural sensitivity in engaging stakeholders. 10. Ethical Considerations The consultant must ensure: Voluntary participation with informed consent. Anonymity and confidentiality of respondents. Gender-sensitive and culturally appropriate tools and approach. Compliance with RWAMREC’s safeguarding and Do-No-Harm principles. 11. Reporting and Coordination Consultant will closely work with the RWAMREC MELI and report to the Executive director  12. Evaluation criteria Criteria Score Methodology 30 Work plan 10 Qualification and skills 30 Financial proposal 30 Total 100 13. Application Requirements Interested applicants should submit: Technical proposal with a detailed methodology and work plan Financial proposal. Detailed CV showing a comprehensive résumé showcasing relevant experience and achievements. Two certificates of good completion for the similar assignments performed in the last 5 years. Applications should be addressed to the RWAMREC Executive Director by e-mail at info@rwamrec.org , not later than 26/09/2025 at 17:00pm. Late applications will not be received.  Kigali, September, 08, 2025 Fidèle RUTAYSIRE, RWAMREC Executive, RWAMREC

1. About RWAMREC The Rwanda Men’s Resource Center (RWAMREC) is a local NGO established in 2006, aiming to achieve gender equality through the promotion of positive masculinities and male engagement approaches in preventing Gender-Based Violence in Rwanda. It was legally established in 2008 by Ministerial Order No. 114/11 of 3 September 2008.  The RWAMRE vision is to have a peaceful society where women and men share roles/responsibilities in raising families and governing society through equality and respect; while its mission is to promote gender equality by transforming masculinities and femininities through awareness creation, advocacy, capacity development, movement building, and service delivery RWAMREC operates in 27 districts located in all 4 Provinces of Rwanda and the City of Kigali, and its specific domains of intervention include, but are not limited to: 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 to engage 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 engagement of actors in policy advocacy and accountability at all levels.  Inclusion and diversity:  There is a need for an inclusive environment that does not discriminate against individuals, communities, and societies based on the values of ethnicity, gender, race, religion, sexual orientation, disability, etc. An inclusive society will allow the realization of both social and economic outcomes at the organizational and community levels.  Institutional capacity and development:  It is on this basis that RWAMREC seeks to enhance the individual, institutional, and organizational capacity of RWAMREC to function effectively, expand, and network. 2. Background & Objectives Rwanda Men’s Resource Centre (RWAMREC) is a non-governmental organization dedicated to promoting gender equality, engaging men in transforming harmful masculinities, and preventing gender-based violence (GBV). We work across Rwanda in close collaboration with international and national NGOs, government institutions, and local communities to implement programs that address social change, gender equity, and community empowerment. To strengthen its communication and advocacy work, RWAMREC seeks to hire a consultant videographer/photographer  on a call-up basis to document its initiatives through video and high-quality photos, collect stories of change, produce reportage materials, and capture testimonies from project participants to inform research, advocacy, and communication efforts. The videographer will collaborate closely with the Communication Department, which guides messaging, branding, and quality standards, and with Program Departments, which supply project goals, content, and context. RWAMREC promotes aspirational and human-centered messages , highlighting the positive impact of its interventions and inspiring communities to embrace gender equality. Given our collaborations with a wide range of stakeholders—including international and national NGOs, government agencies, and local communities—the videographer must be a skilled communicator , adaptable , and creative , able to work in dynamic and diverse settings. With over 50 staff members, a dedicated Communication Department offering strategic direction, and Program teams providing access and technical input, RWAMREC offers a supportive and collaborative environment for this consultancy. 3. Purpose of the Consultancy The purpose of this consultancy is to engage a professional videographer on a call-up basis  to: Document RWAMREC project activities (trainings, community dialogues, campaigns, events). Create high-quality video and photography content for awareness, advocacy, reporting, and social media purposes. Capture human stories that showcase RWAMREC’s impact. Work closely with RWAMREC’s Communication and Program teams to ensure consistent messaging and branding. 4. Scope of Work The videographer will: Pre-production Participate in briefing meetings with RWAMREC’s Communication and Program teams. Develop and submit a creative brief, script, shot list, and shooting plan  (submission is a condition for the first installment of payment). Accept and read RWAMREC’s GBV Communication Guidelines  and Motivational Interviewing Guide  before fieldwork. Production (Filming) Travel to project locations as assigned, on a call-up basis . Film project activities, including trainings, dialogues, and community events. Capture interviews and testimonies with beneficiaries, facilitators, and stakeholders (in coordination with RWAMREC staff). Collect B-roll and contextual footage. Post-production Edit raw footage into final videos as required (short clips, documentaries, social media versions). Provide captions and translations  (Kinyarwanda ↔ English/French as needed). Ensure branding compliance (logos, credits, partner mentions). Deliver final products in formats suitable for social media, TV, and archiving. Submission of captions, translations, and the final product is a condition for the last installment of payment. 5. Deliverables Upon accepting a project, the videographer is responsible for preparing and submitting a shooting plan and a creative brief , which must be delivered no later than three weeks after the start of a single assignment . This ensures adequate planning, coordination with program and communication teams, and high-quality output. Collecting testimonies from key stakeholders, including men, women, youth, religious leaders, and opinion leaders. Filming, taking pictures, and highlighting RWAMREC milestone events. Streaming an event live, as required. Performing voice-over recordings for videos. Capturing photographs of project activities, including community meetings, training sessions, and testimonials for use in photo essays and exhibitions. Raw footage and pictures are delivered to RWAMREC after filming or taking pictures. Draft edited video(s) submitted within 14 working days after filming. Final edited video(s) with captions and translations delivered within 7 working days after receiving consolidated feedback. 6. Roles and Responsibilities Videographer Uphold professional conduct and comply with all RWAMREC guidelines and policies. Strictly adhere to RWAMREC’s PSEAH (Prevention of Sexual Exploitation, Abuse, and Harassment) , safeguarding, and gender equality policies. Respect and apply RWAMREC’s GBV Communication Guide  and Motivational Interviewing Guide  in all assignments. Ensure that the consent of all individuals photographed or filmed is voluntary and informed , in line with RWAMREC safeguarding standards.  Ensure that informed consent is obtained from all individuals photographed or filmed, securely stored, and shared with RWAMREC for record-keeping. Engage exclusively with RWAMREC team members ; direct communication with donors or partners requires prior approval from RWAMREC. Notify RWAMREC of any planned holidays or travel abroad at least one week in advance . Ensure timely communication and responsiveness; if there is no response for 10 consecutive days , RWAMREC reserves the right to suspend or terminate the consultancy. Deliver services on a call-up basis , according to RWAMREC’s project needs and scheduling. RWAMREC Program Team Provide the videographer with the necessary project documentation (annual plans, concept notes, proposals). Support access to testimonies and schedule interviews. Provide input for interview questions. RWAMREC Communication Team Lead the overall process and give final approval on products. Ensure alignment with the communication strategy and branding. Provide feedback to the videographer within 2 weeks of receiving draft products. Signal any delays caused by bureaucracy or late feedback in advance via email. 7. Duration & Engagement The consultant shall perform the services for a period of one year, from September 20, 2025, to September 19, 2026, commencing on the effective date of the contract, as agreed upon by both parties.. The videographer will be engaged on a call-up basis, with assignments scheduled according to project needs and coordinated jointly by the Program and Communication teams. The contract will be valid for one year, with the possibility of renewal based on performance, quality of work, and overall satisfaction. 8. Required Qualifications Proven experience in videography, film production, and editing, with at least 3–5 years  of professional experience. Creative , with the ability to conceptualize and produce engaging, visually compelling videos for advocacy and communication purposes . Fluent in English , familiarity with Kinyarwanda  and French ; ability to handle translation/subtitling . Excellent communication  and collaboration skills. Proficiency or knowledge of main videography and editing tools, such as Adobe Premiere, After Effects, Final Cut Pro, DaVinci Resolve , or similar software. Knowledge of animation applications  is also an asset. Experience working on gender equality, GBV, or social development themes (an asset). 9. Evaluation Criteria Criteria Score Qualification & experience 30 Portfolio evaluation 30 Experience working on gender equality, GBV, or social development themes 10 Financial proposal 30 Total 100 Note:  Bidders who do not score a minimum of 50% points on technical requirements will be disqualified and not be evaluated at the financial level. 10. Application Process Please submit your proposal electronically to info@rwamrec.org  by September 14, 2025. . Include “Videographer Consultancy” in the email subject line. - Applications submitted late, incomplete, or not signed will not be considered. Interested candidates should submit: A CV highlighting relevant experience. Portfolio of previous similar work (links or files). Technical and financial proposal. Approved by: Fidele Rutayisire, RWAMREC Executive Director

28 August 2025, Burera District Today, the Rwanda Men’s Resource Centre (RWAMREC), in partnership with Access to Finance Rwanda (AFR) , held the official closing and graduation ceremony of the Journey of Transformation (JOT)  training in Cyeru Sector, Burera District . The Wisigara Mugore  project, implemented by RWAMREC with support from AFR, seeks to unlock livelihoods for women-owned micro and small enterprises (MSEs) by addressing restrictive social norms that hinder Women’s Financial Inclusion (WFI)  and Women’s Economic Empowerment (WEE) . The JOT pilot focused on women entrepreneurs, their families, and community gatekeepers, using dialogue and reflection to challenge barriers and promote gender-equitable power dynamics. Highlights of the Graduation After 15 weeks of intensive training , participants gathered to celebrate their achievements. Three couples from the JOT cohort decided to legalize their marriages , joining seven others from the community in formalizing their unions during the event, supported by local leaders. Graduates shared personal stories of transformation, demonstrating how the training had improved family relationships, business support, and shared decision-making. Participants received certificates and pledged to apply their knowledge within their families and communities. Voices of Leaders and Partners The ceremony was officiated by Mr. Emmanuel Mbarushima , Executive Secretary of Cyeru Sector, and attended by Mr. James Karangwa , Executive Secretary of Burera District, alongside representatives of local governance, financial institutions, the police, and community structures including the National Women’s Council (NWC) , the National Youth Council (NYC) , and faith-based organizations. In his remarks, the District Executive Secretary, Mr. Karangwa, commended RWAMREC as a key district partner and urged both RWAMREC and AFR to continue initiatives that strengthen Rwandan families and promote sustainable development. Representing RWAMREC, Ms. Gisele Umutoniwase , Director of Programs, thanked AFR and Burera District for their collaboration and encouraged graduates to become community role models and activists for positive social norms. Speaking on behalf of AFR, Mr. Fabrice Hagenimana  expressed appreciation for the strong partnership and reaffirmed AFR’s commitment to exploring further support for this initiative, noting satisfaction with the outcomes of the pilot phase. Looking Ahead The graduation marked both an ending and a new beginning: while the pilot phase of the JOT training has concluded, its impact will continue as graduates step forward to champion gender equality, challenge restrictive norms, and promote women’s economic empowerment within their communities.

1. Who We Are The Rwanda Men’s Resource Centre (RWAMREC)  is a Rwandan non-governmental organization dedicated to promoting gender equality, positive masculinities, and the engagement of men and boys in eliminating all forms of violence against women and children. RWAMREC’s mission is to promote gender equality by: Reconstructing non-violent male identities Fostering healthy masculine behaviors Empowering men as positive partners, role models, and change agents This contributes to promoting healthy families, preventing GBV, and improving SRHR outcomes in Rwanda. 2. Project Context RWAMREC, in partnership with UNFPA, UNAIDS, and RRP+ , is implementing the project: “Advancing Positive Masculinity and SRHR through Male Engagement in Rwanda.” As part of this initiative, RWAMREC will launch a new multimedia campaign  aiming to increase public understanding and shift social norms around: Male engagement in SRHR HIV prevention GBV prevention Positive and healthy masculinities To guide this work, RWAMREC seeks a consultant to design a comprehensive social media communication strategy , which will serve as the foundation for all digital campaign activities in 2025 and beyond. Note:  No existing strategy is in place. This consultancy will develop the first complete strategic framework . 3. Rationale Despite Rwanda’s progress in gender equality, harmful social and gender norms continue to limit men’s engagement in SRHR, HIV prevention, and GBV prevention. Digital platforms play a critical role in reshaping public understanding, influencing youth behavior, and challenging harmful masculinities. A well-designed communication strategy is therefore essential to: Define the campaign direction Shape key messages Ensure consistency across platforms Guide influencer participation Improve coordination Maximize campaign reach and impact The consultant will lead this strategic planning process. 4. Scope of Work The consultant (individual or firm) will be responsible for developing the full social media communication strategy for the campaign, including: Needs Assessment Review relevant RWAMREC and partner documents Identify youth and community information needs Social Media Communication Strategy Campaign objectives Target audience segmentation (boys, men, youth, women, teachers, journalists, etc.) Key messages and content pillars Tone, style, and identity guidelines Platform-specific strategies (X, Instagram, Facebook, TikTok, YouTube) Influencer engagement guidelines and selection criteria Monitoring, Evaluation, and Learning (MEL) Framework Targets Means of verification Expected results Reporting structure and indicators 5. Expected Deliverables Full Social Media Communication Strategy (detailed and ready for implementation) Monitoring & Evaluation Framework with tools and templates 6. Required Qualifications Degree in Communication, Digital Marketing, SBCC, Media Studies, or Social Studies Minimum 3–5 years of professional experience in SBCC programming Demonstrated experience in gender, SRHR, HIV, youth engagement, or behavior change campaigns Strong portfolio demonstrating strategic design skills Experience working with NGOs, UN agencies, or development partners is an asset Strong writing and presentation skills in English 7. Duration The consultancy will be completed within 1 month  from the signing of the contract. Expected start date:  End of August 2025 8. Evaluation Criteria Criteria Score Experience and Qualifications 30 Work Plan 30 Cost Quotation 40 Total 100 9. Submission Guidelines Applications must be submitted by August 10th, 2025, at 5:00 pm (Kigali time)  and include: Cover letter CV(s) with at least 2 references Technical proposal Financial proposal (lump sum or cost per deliverable) Submit to: Executive Director, RWAMRECYYUSSA PLAZA, KimironkoTel: +250 788 315 140Email: info@rwamrec.org Note:  Late submissions will not be considered. Done at Kigali, August 4th, 2025 Fidèle RUTAYISIREExecutive Director, RWAMREC

We’re excited to announce that our 2025 RWAMREC Newsletter – January to June Recap  is now available! This edition captures a dynamic start to the year, spotlighting the people, partnerships, and progress that are driving RWAMREC’s mission forward. And there’s more—this issue also includes our full 2024 Annual Report , offering a comprehensive look at the milestones, lessons, and impact we achieved together last year. What’s inside this edition: ✨ RWAMREC: Advancing Gender Equality on the Global Stage Our reflections and contributions from key international platforms like CSW69. 🎙️ NOVAH and RWAMREC Radio Drama How we’re using edutainment to spark change through storytelling. 📸 Empowering Teen Mothers: “Lost Dreams and New Dreams” Exhibition An inspiring collaboration that gave voice and visibility to young mothers in Gatsibo. 🤝 Driving Change Through Gender Transformative Approaches A look into our joint work with MIGEPROF to shift social norms and influence policy. 🌱 Empowering the Empowerers: Kataza Growth Guides Meet the youth leaders trained and ready to lead gender equality initiatives in their communities. 🔍 GenG Spotlight: New Research on TFGBV in Rwanda Unveiling the hidden wounds of Technology-Facilitated Gender-Based Violence through groundbreaking research. 📘 And don’t miss our 2024 Annual Report! It’s packed with achievements, financial updates, and reflections on what’s next. 👉 Click here to read the full newsletter . Thank you for walking this journey with us. Together, we are building a future rooted in equality, care, and shared power.

In a country with deep oral traditions like Rwanda, stories don’t just entertain: they transform. Recognizing this powerful cultural tool, NOVAH , in partnership with RWAMREC, launched the Twubakane  radio drama in September 2024 to explore how edutainment to prevent gender-based violence  can create real behavior change and promote gender equality. A Proof of Concept Born in Rwanda Over a six-month period (September 2024–March 2025), we carried out a four-step research and production process to develop Twubakane , a six-episode, 15-minute radio drama designed to test whether storytelling could lead to measurable behavior change. The project involved: Formative Research:  In-depth interviews and focus groups helped identify the most promising mechanisms of change. Iterative Scriptwriting:  Scripts were tested through A/B testing with audiences to refine key messages and characters. Qualitative Evaluation:  The drama was shared with couples in controlled settings to evaluate its impact on beliefs, attitudes, and behaviors. Broadcasting:  The final version was aired on community radio, and audience surveys helped assess reach and engagement. Meet Twubakane : A Drama Rooted in Real-Life Challenges Twubakane  ("Let’s Build Together") follows the story of Kazimiri and Jeanine , a couple raising a family and learning how to make decisions together. Through their experiences—supported by friends, elders, and community advisors—the story tackles themes like respect, communication, shared power , and how to recognize and respond to domestic violence . Kazimiri, the central transitional character, begins the series as a man who controls decision-making in the household. Over time, shaped by challenges and conversations, he gradually transforms—reexamining his beliefs and actions, and embracing healthier, more respectful ways of engaging with his partner. His journey is not fiction alone—it was carefully crafted based on real insights from Rwandan communities. Results That Matter The impact of Twubakane  was clear and powerful. After listening to the drama: 70% of male participants  reported more shared decision-making with their partners. 60% of female participants  said they were more willing to seek help when needed. 90% of all participants  reported improved communication and overall relationship health. These numbers are more than just data points—they are signs of progress, empathy, and a shift toward more just and equal partnerships. 📊 Explore the full findings in the infographic  or read the full evaluation report  (link coming soon). Why Edutainment Works In Rwanda, oral storytelling has long been a means of transmitting values, wisdom, and collective memory. By embedding behavior change messages within an emotionally engaging narrative, Twubakane  speaks to the heart as much as to the mind. It offers audiences the chance to reflect on themselves without judgment—by seeing their own lives mirrored in characters like Kazimiri and Jeanine. This approach isn’t just effective—it’s essential in contexts where traditional lectures or top-down interventions may fall flat. Listen Now Ready to experience the drama yourself? 🎧 Listen to Twubakane  on: YouTube Spotify Let the stories spark conversations in your home, community, or organization. What’s Next? Building on the success of Twubakane , RWAMREC and NOVAH are exploring ways to scale and adapt the approach to new audiences, including youth and rural communities. Stay tuned for updates on future episodes and community listening sessions. Together, we are proving that a just, equal society can be built, one story at a time.

Participants received certificates for completing the BANDEBEREHO program. Bandebereho Graduation Ceremonies RWAMREC , in collaboration with authorities in Musanze and Burera Districts , recently celebrated the graduation of 8,713 couples  from the Bandebereho Program  — an evidence-based initiative engaging men in maternal and child health, caregiving, and violence prevention. Graduation ceremony in Musanze District for Bandebereho couples, with CHWs introduced to the governor. Bandebereho graduation ceremonies, held during local gatherings known as Inteko z’Abaturage , drew more than 54,000 community members , including leaders from the provincial, district, and sector levels. Certificates were awarded to recognize the couples' commitment and growth. What Is the Bandebereho Program? Bandebereho, which translates to “role model” in Kinyarwanda, is a gender-transformative group education program  that empowers men and their partners  to become active, caring, and non-violent figures in family life. It focuses on: Shared caregiving and parenting Engagement in reproductive and maternal health Prevention of gender-based violence Strengthening couple communication and decision-making Targeting couples aged 21–35 with children under five, the program runs for 17 weeks and is delivered by trained Community Health Workers (CHWs)  at the community level in Musanze, Burera, and Gakenke Districts . Closing ceremony of Bandebereho in Burera, attended by the Vice Mayor for Social Affairs. A Strongly Evidenced Program The Bandebereho Program is backed by rigorous research . In 2018, findings from a randomized controlled trial  (RCT) published by the National Library of Medicine  showed significant short-term outcomes, including: Increased male participation in maternal health and caregiving Reduced intimate partner violence Improved maternal health behaviors 📄 Read the initial RCT findings: Gender-transformative Bandebereho couples’ intervention – PubMed In 2023, a six-year follow-up study  published in The Lancet’s eClinicalMedicine  confirmed that these impacts remain over time — a rare and valuable finding in the field of social norm change. 📄 Read the six-year follow-up: Long-term impacts of Bandebereho – eClinicalMedicine To ensure scale and sustainability, a 2025 implementation study published in Frontiers in Reproductive Health  also documented the successful adaptation of the program for delivery by Rwanda’s Community Health Workers (CHWs) , showcasing how Bandebereho can be integrated into national systems to reach families across the country. 📖 Read the study: Frontiers – Equipping CHWs to deliver Bandebereho at scale Key results included: Lasting reductions in intimate partner violence Increased male care giving and women’s engagement in decision-making  Improved couple relationships and communication Continued improvements in maternal health-seeking Bandebereho session on unpaid care work. Scaling Through Rwanda’s Health System To sustain and expand its reach, Bandebereho is now being scaled through Rwanda’s health care system  using the Community Health Workers (CHWs)  as facilitators. This strategy embeds the program in the public health system and ensures that more families benefit from its transformative impact. Bandebereho session on care giving. Looking Ahead The graduation of these 8,700+ couples represents more than an end — it marks the beginning of a new chapter for families and communities committed to equality, care, and collaboration. We extend our congratulations to all graduates and our deep thanks to the CHWs, partners, and leaders who make this change possible. 🔗 Learn more about Bandebereho: https://www.rwamrec.org/bandebereho As we continue this journey of transformation, we extend our sincere thanks to all partners and stakeholders whose support has been crucial in sustaining and expanding the Bandebereho Program. Your commitment and collaboration have been key to promoting gender equality, positive fatherhood, and healthier families across Rwanda. We look forward to continuing this important work together. With appreciation to: Draper Richards Kaplan Foundation | Equimundo: Center for Masculinities and Social Justice | Global Innovation Fund | Grand Challenges Canada | International Development Research Centre (IDRC) | Oak Foundation | Ministry of Health, Republic of Rwanda | Rwanda Biomedical Centre

Location:  Rwanda (with possible travel within the country) Duration:  Mid-June to Mid-July 2025 Type of Contract:  Short-term consultancy About RWAMREC The Rwanda Men’s Resource Centre (RWAMREC) is a national NGO working to promote gender equality by transforming harmful gender norms and engaging men as allies in the prevention of gender-based violence (GBV). RWAMREC envisions 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. The organization promotes positive masculinities through advocacy, awareness creation, capacity building, movement building, and service delivery. Background Capacity Building on Feminist Principles for Women’s Rights Organizations RWAMREC, in partnership with UNDP, is implementing a short-term project titled “Advancing Gender Equality and Social Inclusion through Religious and Civil Society Engagement”  from March to May 2025. As part of this project, targeted interventions will challenge harmful gender norms and strengthen the capacity of key stakeholders to promote gender equality. One key focus is building the capacity of Women’s Rights Organizations (WROs)—particularly RWAMNET members—to integrate feminist principles, gender-transformative approaches, and human rights-based frameworks into their advocacy and programming. Objective of the Consultancy The main objective of this consultancy is to support RWAMREC and its RWAMNET partners in: Assessing current capacities and identifying needs among WROs regarding feminist principles. Co-designing and facilitating a capacity-building workshop. Developing a simple and practical communication strategy to raise awareness of feminist principles through social media platforms. Scope of Work and Responsibilities 1. Needs Assessment Conduct consultative meetings with WROs and feminist organizations (RWAMNET members) to assess capacity needs and identify co-organizing partners (1 focus group discussion and 6 key informant interviews). Summarize key findings and priority areas in a brief report. 2. Workshop Co-Design and Facilitation Develop the content and methodology of a one-day capacity-building workshop focusing on feminist principles and engaging men in gender equality advocacy. Co-organize and facilitate the workshop alongside RWAMREC and identified RWAMNET partners. 3. Communication Strategy and Content Development The consultant will develop a practical and engaging communication strategy tailored to WROs to raise awareness and promote feminist principles via digital platforms. This strategy will: Align with RWAMREC’s broader communication goals. Empower WROs—especially RWAMNET members—to communicate feminist values effectively. Embrace inclusivity, intersectionality, and cultural sensitivity. Objectives: Raise awareness and visibility of feminist principles and gender-transformative values. Support WROs in adopting consistent, empowering language and imagery. Enhance the digital presence and voice of feminist movements in Rwanda. Components of the Strategy: Target Audience Definition Messaging Guidelines Platform Selection and Use Content Themes Tone and Style Engagement Tactics Metrics for Success Content Development: The consultant will develop a bilingual content package (English and Kinyarwanda) including: 10–15 sample social media posts with core feminist messages Infographic templates or storyboards Editable campaign visuals aligned with RWAMREC’s brand A user-friendly toolkit or guidebook The consultant will collaborate with RWAMREC’s Communication Manager and RWAMNET focal points to ensure relevance and usability. 4. Reporting Submit a final consultancy report (maximum 10 pages) summarizing activities, outcomes, lessons learned, and recommendations. Deliverables Summary report of consultative meetings (Needs Assessment Report) Workshop facilitation plan and materials Social media communication strategy on feminist principles Content package in English and Kinyarwanda Final consultancy report Qualifications and Experience Advanced degree in Gender Studies, Development Studies, Social Sciences, or a related field Minimum 5 years of experience in gender equality, feminist advocacy, or capacity building Strong facilitation experience, especially with CSOs and feminist organizations Demonstrated understanding of feminist, intersectional, and human rights-based approaches Excellent interpersonal, writing, and presentation skills Fluency in English and Kinyarwanda required; French is an asset Familiarity with Rwanda’s gender and civil society landscape is highly desirable Evaluation Criteria Criteria Score Methodology 30 Work Plan 10 Qualifications and Skills 30 Financial Proposal 30 Total 100 Note:  Bidders who do not score a minimum of 50%  on the technical requirements will be disqualified from financial evaluation. Timeframe The consultancy will be conducted over a one-month period starting Mid-June 2025 , aligned with RWAMREC’s project activity timeline. Reporting The consultant will report directly to RWAMREC’s Communication Manager , working closely with the Program Team  and RWAMNET focal persons . Application Process Interested candidates should submit the following documents: Cover Letter detailing relevant experience and motivation Curriculum Vitae (CV) Technical Proposal (methodology and tentative work plan) Financial Proposal (daily rate and total cost) Portfolio (examples of previous training materials, communication strategies, and social media content) Please send applications to info@rwamrec.org  with the subject line: “Consultant Application – Feminist Principles Workshop for WROs”Deadline:  May 26, 2025, by 5:00 PM (Kigali time) Done at Kigali, May 19, 2025 Fidèle RUTAYISIREExecutive Director

About RWAMREC The Rwanda Men’s Resource Centre (RWAMREC) is a Rwandan non-governmental organization working to promote 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: To promote gender equality by reconstructing non-violent male identities, fostering healthy masculine behaviors, and empowering men to become positive partners, role models, and change agents in promoting: Healthy families Women’s socio-economic development Eradication of sexual and gender-based violence Positive fatherhood Men’s health in Rwanda About the Project This consultancy is part of the project “Advancing Gender Equality and Social Inclusion through Religious and Civil Society Engagement,”  implemented by RWAMREC with support from UNDP. The project addresses persistent socio-cultural and religious barriers that contribute to GBV and hinder gender equality. It emphasizes the role of: Faith-based organizations  as influential moral authorities Civil society organizations (CSOs)  as gender advocates and service providers The initiative aims to: Build the capacity of Women’s Rights Organizations (WROs) Promote gender-transformative and feminist principles Foster collaboration between religious actors and gender justice advocates Rationale The stakeholder mapping and situation analysis will: Inform future consultative meetings with umbrella organizations like the Rwanda Interfaith Council on Health (RICH) and Interfaith Rwanda Lead to a high-level dialogue involving faith leaders, WROs, and feminist activists Identify strategic, context-specific approaches for: Challenging harmful gender norms Promoting positive masculinities Integrating feminist principles into WROs’ work By investing in joint reflection, capacity building, and strategic planning, the project aims to build sustainable alliances between faith-based institutions and gender equality advocates. Scope of Work The consultant will conduct a comprehensive stakeholder mapping and situation analysis to assess the status, gaps, and needs of faith-based organizations in promoting gender equality. Tasks include: Desk review of relevant literature and policies Mapping faith-based organizations and their GBV/gender equality interventions Consultative meetings with key stakeholders Situational analysis on GBV prevalence, prevention efforts, attitudes, and gaps Assessment of collaboration opportunities, risks, and barriers Responsibilities The consultant will: Develop a detailed work plan and methodology Conduct interviews, focus groups, and consultations Ensure ethical and culturally appropriate engagement Provide regular updates to RWAMREC Submit a comprehensive report with actionable recommendations Present findings during the high-level dialogue with faith leaders Deliverables & Expected Outcomes Inception Report  (methodology & timeline) Stakeholder Mapping & Situation Analysis Report Final Consolidated Report  with recommendations and best practices Required Qualifications Degree in a relevant field (social sciences, gender, research); postgraduate degree is an asset Proven experience in gender equality research in Rwanda Experience in stakeholder mapping and gender assessments Familiarity with faith-based organizations and their operations Strong communication, facilitation, and report writing skills in English (Kinyarwanda is an asset) Demonstrated ability to deliver high-quality work within deadlines Evaluation Criteria Criteria Score Methodology 30 Work Plan 10 Qualifications & Skills 30 Financial Proposal 30 Total 100 Note:  Bidders scoring less than 50% on technical requirements will be disqualified from financial evaluation. Duration of Consultancy The assignment is expected to be completed within one month from the date of contract signing. Anticipated start: End of May 2025 . Submission Guidelines Interested candidates must submit the following documents by May 26, 2025, at 5:00 PM (Kigali time) : Technical proposal outlining methodology, timeline, and resource allocation Financial proposal Updated CV(s) with 2 references Sample of similar previous work (report) Applications should be addressed to: Executive Director, RWAMREC📧 Email:   info@rwamrec.org Late or unsigned applications will not be accepted. Done at Kigali, May 19, 2025 Fidèle RUTAYISIRE Executive Director

When Faith Speaks for Equality: Religious Leaders Unite to End GBV in Rwanda Today, in the heart of Kigali, RWAMREC, in collaboration with the Ministry of Gender and Family Promotion (MIGEPROF), hosts a historic High-Level Meeting with Faith Leaders  under the theme: "Faith in Action for Gender Equality and the Prevention of Gender-Based Violence." Gathering more than 60 senior religious leaders from across Rwanda, this pivotal dialogue at Serena Hotel aims to turn shared values into shared responsibility, as faith leaders reflect deeply on their role in transforming gender norms, preventing violence, and promoting dignity for all. This is more than a meeting—it is a milestone. Faith Leaders at a Crossroads In Rwanda, where over 92% of the population practices a religion, the moral authority of faith leaders is profound. They guide hearts, shape culture, and carry messages that resonate beyond policies and programs. Today’s event recognizes this influence and calls on spiritual leaders to harness it to challenge harmful norms , reimagine leadership , and affirm the inherent worth of every woman and girl . This gathering comes at a critical moment, supported by a powerful new resource: the Situational Analysis on Faith-Based Organizations’ Engagement in Gender Equality and GBV Prevention , developed by RWAMREC with UNDP support. The Situational Analysis: A Call to Reflect and Act This landmark study unveils both opportunities and challenges within faith communities: Many faith-based organizations (FBOs) are eager to engage, yet struggle with doctrinal rigidity , limited gender capacity , and male-dominated leadership . Collaboration with women’s rights organizations (WROs) exists—but is often informal or fragmented. Powerful initiatives, such as RICH’s interfaith curriculum and SEVOTA’s faith-based trauma healing, show that change is possible—and already happening . But to scale these efforts, faith and rights must meet intentionally , with shared tools, training, and partnerships. 📘 We invite all participants and stakeholders to read the full Situational Analysis  and explore its insights, challenges, and actionable recommendations. Why Today Matters This dialogue is not just about listening. It is about committing . Throughout the morning, leaders will: ✅ Examine their role in Rwanda’s gender equality journey ✅ Reflect on findings from the stakeholder mapping ✅ Make public commitments  to foster equality and prevent GBV within their congregations A Moment of Collective Courage This event is a powerful example of Rwanda’s leadership in inclusive, values-driven development. When faith institutions, government, civil society, and communities walk together— real transformation happens . As President Paul Kagame once said, “Whenever women win, we all win as a country. Without equality, there can be no real progress.” Today, we take another step forward—together. 📩 For media inquiries, partnerships, or to join the movement, contact:📍 Rwanda Men’s Resource Centre (RWAMREC) | info@rwamrec.org  | www.rwamrec.org #FaithForEquality #EndGBV #RwandaLeadership #TransformingNorms #RWAMREC #UNDP #MIGEPROF