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

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

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

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

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

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

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

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

Job Title: Field Coordinator Job Description: The Field Coordinator will play a pivotal role in coordinating the activities of the Partnership to support value chains in Agriculture and Tourism and Hospitality MSMEs program at the provincial level funded by Master Card Foundation through Rwanda Development Bank. Reporting directly to the MSME Program 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 the role will be on transforming gender norms and engaging men to support women in financial inclusion within the target communities. Key Responsibilities: Coordination of Program Activities: Lead the coordination of all program activities at the provincial 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 and 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 on gender and male engagement in Women’s financial inclusion Data Management and Documentation: Oversee data collection efforts within the province, 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 provincial 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: Masters’ degree in Gender Studies, Development Studies, Social Sciences, 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, including experience with 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. HOW TO APPLY Cover letter detailing their qualifications and relevant experience. Resume. Names and contact of three professional references. Deadline of application: 25 May at 5:00 PM CAT Start date: 1st June 2024 We offer a one year renewable contract Please send your application to info@rwamrec.org and include “Field Coordinator Application” in the subject line of your email. 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. Info@rwamrec.org www.rwamrec.org

We are thrilled to share the release of our 2023 Annual Report, a testament to the remarkable progress we've made in promoting gender equality through men's engagement in Rwanda. This year has been filled with inspiring stories, impactful programs, and dedicated teamwork—all of which have contributed to the advancement of our mission. Inside the report, you will find: Our mission Reach per Program in 2023 Areas of Intervention Coverage across media Challenges and lessons learnt Financial Overview Our staff testimonies Highlights on our partners Benefits of working in a supportive environment. We believe gender equality benefits everyone, and engaging men as allies in this cause is critical to creating lasting change. Your support has been invaluable in making this vision a reality, and we are excited to continue working with you to build a more equitable and inclusive future for all. Thank you for being part of our community. We invite you to explore the annual report and celebrate the progress we've made together. Access our Annual Report and view it as a flipbook by clicking on the three dots located in the top right corner of the PDF viewer, then choose the two-page view option.

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. Key Responsibilities: RWAMREC is looking for a motivated and passionate candidate to join us as Program Manager primarily supporting our Rwandan projects on male engagement in health, women’s economic empowerment, youth engagement, women’s access in finance. The Program Manager will be part of the Programs team and reports to the Executive Director. The primary responsibilities of the Program Manager are to: Provide technical expertise on curriculum and program intervention design of Rwamrec and its partners; Develop and /or provide inputs and feedback on project proposals, and monthly, quarterly, annual reports; Develop monitoring and evaluation systems for programs, including adapting indicators, measurement tools, and liaising with the projects team on analysis and report writing; Organize and implement training workshops in the use of RWAMREC’s methodologies and approaches; Support the development and implementation of annual operational plans and budget for programs in collaboration with the team; Supervise program staff and consultants; Contribute to relevant contract negotiations, as well as developing, managing and monitoring budgets and expenses related to the project to ensure that activities remain within budget Develop proposals in collaboration with projects coordinators and the rest of the Programs team; Be in charge of quantitative and qualitative data analysis to evaluate the output, outcomes and impact of RWAMREC interventions; Collaborate with program teams to ensure accurate project budgeting and alignment with donor requirements; Perform other duties as may be assigned by the Executive Director. Required Qualifications: Master's degree in a relevant field (e.g. MPH, MA in Gender Studies), preferably with a track record of applied coursework in monitoring and evaluation, project management, gender analysis, data analysis, and other relevant skills; A minimum of four years’ work experience and a track record of success in program development, and technical assistance/program delivery in the field of gender equality and racial justice, preferably with a focus on masculinities; Experience developing evidence-informed theories of change for programs, designing a program intervention or project, and developing gender training curricula; A minimum of three years’ experience and a track record of success in project and budget management Excellent English verbal and written communication skills with a keen eye for detail; Excellent facilitation and training skills; Basic qualitative research skills; Ability to handle high pressure and stress, ability to improvise, adapt and be flexible; Excellent interpersonal skills and the ability to address complex relationships and projects with diverse colleagues and partners with kind diplomacy; Fluency in English, the knowledge of French is a plus. 29/04/2024, Kigali

The Rwanda Men’s Resource Center (RWAMREC) invites eligible bidders to submit bids for the Supply of 8 Laptops in RWAMREC as indicated in details in the tender document. Tender Documents in English may be obtained from RWAMREC upon presentation of proof payment of a non-refundable fee of five thousand Rwandan francs (5,000 RWF) to RWAMREC account No. 00040-0283644-49. opened in the Bank of Kigali in the name of RWAMREC ASBL Tender Documents may be obtained on any working day from 24th April 2024, 9:00 AM to 5:00 PM local time at RWAMREC Secretariat office. All bids shall be accompanied by a “Bid Security” of One hundred thousand Rwandan francs (100,000 Rwf). Enquiries regarding this tender may be addressed to the Internal Tender Committee Secretary. Well printed bids, properly bound and presented in 3 copies one of which is the original must reach the front secretariat offices at RWAMREC office located in Gasabo District, Kimironko Sector, not later than 8th May, 2024 at 10:00 AM local time. Late bids will be rejected and returned unopened. Bids will be opened in the presence of bidders or their representatives who choose to attend at RWAMREC Conference room 8th May, 202 at 10:30 AM local time. The Outer envelope should indicate the tender name and title. Done at Kigali on 23/04/2024.