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On International Men’s Day 2025 , RWAMREC did not just join the world in celebrating men—it joined the world in rethinking what it truly means to be a man today . Every year, this date becomes a milestone for our organization: a day to step back and question the inherited scripts of masculinity that many boys and men grow up with. Scripts that tell them to be tough, to stay silent, to endure without help—and in the process, hurt not only themselves but also the people around them. This year, something powerful happened. GIZ Rwanda invited RWAMREC to a panel discussion , bringing together experts and practitioners working to transform masculinities. It was also a proud moment, because as part of their International Men’s Day celebration, GIZ featured real “stories of change” from RWAMREC’s work —showcasing men across communities who have stepped out of the old box and embraced more caring, equal, and emotionally healthy ways of being. A Panel That Asked Big Questions The discussion brought together three leading voices in the field of male engagement and gender equality: Gisele Umutoniwase , Director of Programs, RWAMREC Shamsi Kazimbaya , Senior Program Officer at Equimundo, Najjingo Robinah , part of GIZ Rwanda’s “Men at Work” initiative At first glance, some in the room noticed something unusual: on a day celebrating men, two of the three panelists were women . And yet, as Shamsi reminded the audience with a powerful metaphor: “Do you think a fish thinks about the water it lives in?” Just as people from marginalized groups often understand dominant systems better than those holding privilege, women have lived their entire lives experiencing the consequences of patriarchal ideas. They know what unhealthy masculinity looks like—not because they chose to, but because they had to. And so, the question was not:“Why are women speaking about masculinity?”but rather: “How could this conversation happen without them?” Opening the Box The session began with an interactive exercise RWAMREC uses in its community trainings: The Men Box. Participants were asked: What does society teach boys and men they must be? Voices from the room answered: Men must be strong. Men don’t cry. No one will save you—endure it. Don’t show vulnerability. Work hard. Provide. Be responsible. Be tough. This box, participants agreed, is heavy. It demands much and gives little. But the room also explored something just as important: What happens when men stay inside the box? Men become emotionally isolated. They struggle in silence. They are discouraged from asking for help. And in many cases, the pressure to live up to these expectations fuels violence—against themselves and others. Yet staying in the box can also come with privileges: men may gain social approval, a sense of authority, or recognition for “doing masculinity right.” But these come at the cost of emotional freedom, authentic relationships, and personal growth. Breaking free from the box isn’t easy. Men may face criticism or uncertainty, but stepping out opens the door to emotional expression, healthier relationships, and a more authentic life—one where they are defined by their choices, not societal expectations. As Gisele and Shamsi shared, Equimundo and RWAMREC may work in different countries, but their missions are like siblings: helping men break free from these limiting boxes in ways that are culturally relevant, empathetic, community-rooted, and grounded in human dignity. Why This Work Matters GIZ Rwanda’s celebration this year highlighted one core message: Positive masculinity is not about changing who men are — it is about freeing them from expectations that harm them and restrict everyone. Positive masculinity looks like: Care Emotional openness Respect Listening Equality Non-violence Accountability Healthier relationships It is not just about men supporting women. It is about men living better, fuller lives themselves. A Challenge from the Audience During the Q&A, one participant asked: “What can GIZ do better in this work?” The panelists acknowledged that GIZ is already demonstrating strong leadership with its many initiative toward the promotion of gender equality, including through Men at Work , which fosters dialogue among male staff about masculinity, wellbeing, and gender equality. However, there is still room for collective growth. The challenge? Reach the people not yet in the room. Too many events attract those already convinced. For real transformation, we must go further: Young people who are not using traditional media Men and boys in rural areas Fathers who still feel trapped by the “Men Box” Men in positions of political and community leadership who can influence broader change Those who have never been invited into this conversation before Gisele Umutoniwase noted: “We need to use channels that reach not only the already transformed, but those who have not yet been reached.” That is where the next chapter of this movement lies. ALSO READ: Working with Men in Positions of Political Power: A New MenEngage Initiative  and What Are Underutilized Strategies?  for violence prevention by Prevention Collaborative A Day That Feels Like a Starting Point International Men’s Day 2025 did not end with answers.Instead, it ended with commitments: To talk more. To listen harder. To reach further. To recognize that gender equality is not a women’s issue—it is everyone’s issue . For RWAMREC, the day was a reminder that: Healthy masculinities are possible. Change is happening—in stories, in families, in classrooms, in workplaces. And every man who steps out of the box creates space for others to breathe too. As GIZ continues amplifying these stories, and as RWAMREC and partners keep walking with men and boys across Rwanda, the path forward feels hopeful. Because when men transform, communities transform, families transform, and new possibilities open for everyone.

Rwanda has taken a historic step with the adoption of the National Transformative Strategy Engaging Men and Boys for Gender Equality Promotion , a groundbreaking policy that positions men and boys as essential partners—and co-beneficiaries—in advancing gender equality nationwide. RWAMREC warmly welcomes this important milestone, which directly builds on more than 15 years of our advocacy, evidence generation, and programmatic leadership in promoting positive masculinities  and the MenEngage approach . A Policy Shift RWAMREC Helped Make Possible The Revised National Gender Policy (2021) called for a national strategy to operationalize the engagement of men and boys (Policy Action 5.1.1). RWAMREC played a central role in shaping this vision—sharing evidence, supporting consultations, and demonstrating, through years of implementation, that transforming masculinities is essential to sustain Rwanda’s progress in gender equality . Through models such as BANDEBEREHO, Indashyikirwa , positive parenting interventions, community dialogues, youth engagement, and work in correctional facilities and schools, RWAMREC consistently advocated for a coordinated, national framework. The new Strategy integrates many of these proven principles—including gender-transformative methodologies, accountability to women’s rights movements, and system-wide action across health, education, GBV prevention, unpaid care work, economic empowerment, and governance. Why This Strategy Matters The Strategy acknowledges that although Rwanda is a global leader in gender equality, deep-seated norms still shape power dynamics in households, communities, institutions, and the economy. Women continue to face barriers in economic empowerment, decision-making, unpaid care work, political participation, and safety. Rigid masculinities also negatively affect men and boys—limiting their emotional expression, health-seeking behaviors, and relationships. By promoting positive, caring, equitable masculinities , the Strategy aligns with RWAMREC’s long-standing conviction: Sustainable gender equality cannot be achieved unless men are intentionally engaged as allies, partners, and co-beneficiaries. RWAMREC’s Contribution: Evidence, Models, and Advocacy RWAMREC’s contribution to this Strategy has been multi-layered: 1. Pioneering the engagement of men and boys in Rwanda Since the early 2000s, RWAMREC introduced the concept of transforming masculinities, laying the groundwork for national acceptance of EMB approaches. 2. Generating national and global evidence Programs such as Bandebereho and Indashyikirwa have provided rigorous proof that gender-transformative programming reduces violence, improves couple communication, strengthens parenting, and supports women’s empowerment. 3. Advocacy within the MenEngage Alliance As part of MenEngage Africa and the global alliance, RWAMREC has helped situate Rwanda within a global movement, ensuring international standards and accountability principles inform national practice. Our advocacy spans multiple levels: globally as an ECOSOC-accredited NGO, at the UN Commission on the Status of Women (CSW), at the continental level through our observer status at the African Union, and within regional conventions addressing masculinities, early childhood development, and violence prevention. 4. Supporting policy consultations and technical processes RWAMREC actively contributed to MIGEPROF-led consultations, policy dialogues, and evidence reviews, highlighting the need for a strategy that moves beyond awareness to norm transformation , accountability, and systemic change. 5. Strengthening national ownership By collaborating with government institutions, women’s rights organizations, youth structures, districts, and communities, RWAMREC demonstrated the feasibility of scaling positive masculinity interventions across different sectors and age groups. What the Strategy Envisions—and How RWAMREC Will Support It The Strategy aligns with national priorities under the NST pillars of social transformation, economic transformation, and transformative governance. It focuses on three thematic areas where engaging men and boys is essential: Social inclusion:  health, SRHR, GBV prevention, education, unpaid care work, fatherhood Economic empowerment and climate justice:  women’s livelihoods, access to finance, gendered impacts of climate change Transformative governance:  women’s leadership, voice, and decision-making at all levels RWAMREC remains fully committed to supporting implementation through: ✔ Capacity-building for institutions and districts ✔ Curriculum development and training based on gender-transformative approaches ✔ Work with youth, couples, and fathers ✔ Private-sector engagement on workplace norms and sexual harassment ✔ Strengthening accountability mechanisms within the EMB movement ✔ Continued evidence generation to inform scale-up and adaptation A Collective Win for Gender Equality in Rwanda The adoption of the National Transformative Strategy Engaging Men and Boys represents a collective victory for Rwanda’s gender equality movement. It confirms the country’s leadership while responding to persistent gaps identified by both government and civil society. RWAMREC is proud to have contributed to this achievement and looks forward to supporting MIGEPROF, districts, institutions, and partners in bringing the Strategy to life. Transforming masculinities is not just a programmatic choice—it is a national commitment. A more equal Rwanda is possible when men and boys walk the journey alongside women and girls.

1. Background of RWAMREC and the UNICEF-Funded Project 1.1 About RWAMREC Rwanda Men’s Resource Center (RWAMREC) is a national feminist organization founded in 2006 and legally registered in 2008. RWAMREC works to transform harmful norms of masculinity among men and boys to advance gender equality in Rwanda and beyond. Vision:  A peaceful society where women and men share roles and responsibilities in family life and leadership, grounded in equality and respect. Mission:  Promote gender equality by transforming masculinities and femininities through awareness creation, advocacy, capacity development, movement building, and service delivery. RWAMREC operates nationwide across six programmatic areas: Community Empowerment Healthy Families Gender Justice Youth Mentorship Diversity and Inclusion Capacity Building 1.2 About the Project This project will be implemented by RWAMREC in collaboration with MIGEPROF, NCDA, and District authorities in Nyabihu, Ngororero, Rubavu, Gicumbi, and Kirehe. The initiative is supported by UNICEF and will run from November 2025 to October 2026 across 50 ECD Centres. The project focuses on changing gender norms and increasing male involvement in early childhood development through edutainment and community engagement. Project Results Framework Output 1:  Fathers have increased knowledge and skills to challenge harmful gender norms limiting their participation in childcare and ECD. Output 2:  ECD caregivers gain knowledge and capacity to challenge gender norms and engage male parents in childcare and ECD. Output 3:  Parents and community members increase awareness of gender norms hindering male involvement and show positive shifts in behaviors and attitudes. Output 4:  Evidence of gender norm change and project learnings are documented and disseminated. RWAMREC seeks to hire an expert consultant to conduct a baseline assessment of this project in the five target districts. 2. Objectives of the Baseline Assessment 2.1 Overall Objective To generate evidence on gender norms related to male involvement in childcare and parenting within ECD settings to guide program planning and future evaluation. 2.2 Specific Objectives Assess knowledge, attitudes, and practices (KAP) regarding male involvement in parenting, caregiving, and violence prevention in ECD Centres. Identify key factors that enable or hinder male participation in ECD and parenting roles. Provide evidence-based recommendations to strengthen male engagement in caregiving and contribute to positive parenting and gender norm transformation. 3. Scope of Work The selected consultant/firm will: Review project documentation, tools, and relevant policies. Develop a baseline methodology, including sampling, tools, and analysis plan. Conduct field data collection in all targeted districts. Ensure ethical standards, including informed consent and confidentiality. Analyze both qualitative and quantitative data. Produce a draft and final baseline report with recommendations. Present findings in a stakeholder validation workshop. 4. Methodology The consultant is expected to propose a robust methodology that includes: Mixed-methods approach:  qualitative and quantitative Sampling:  random, stratified, or purposive according to target demographics Data collection tools:  surveys, KIIs, FGDs, observations Ethical considerations:  safeguarding, confidentiality, participant protection Data analysis:  statistical analysis and thematic/content analysis The methodology must be approved by the RWAMREC Director of Programs and Monitoring & Evaluation Team before fieldwork begins. 5. Deliverables Inception report detailing methodology and work plan Data collection tools and sampling framework Clean datasets (raw and final) Draft baseline report Stakeholder validation workshop Final baseline report including: Executive Summary Methodology Findings mapped to indicators Discussion and recommendations Annexes (tools, dataset summary, ethical documentation) 6. Duration and Timeline The assessment should be completed within 8 weeks  of contract signing. Indicative timeline: Inception phase: 1–2 weeks Data collection: 2–3 weeks Data analysis: 1–2 weeks Reporting: 1 week Validation and finalization: 1 week 7. Required Qualifications The consultant/firm must have: A Bachelor's degree plus 10 years’ relevant experience  OR A Master’s degree with at least 3 years’ experience  in research, gender studies, social work, public health, or ECD. Demonstrated experience conducting baseline studies, evaluations, and development research. Strong expertise in gender, GBV prevention, positive parenting, health systems, or community development. Proven skills in quantitative and qualitative methods. Experience working in Rwanda or similar contexts. Ability to deliver high-quality analytical reports in English. 8. Reporting and Coordination The consultant will report to: Executive Director OR Director of Programs, RWAMREC They will also work closely with: Bandebereho Project Coordinator Monitoring & Evaluation Team Regular coordination meetings will be held throughout the assignment. 9. Evaluation Criteria Criteria Weight Qualification 40% Methodology & Work Plan 30% Financial Proposal 30% Total 100% Note:  Consultants scoring below 50%  in the technical evaluation will not proceed to financial evaluation. 10. Proposal Submission Interested consultants should submit: Technical proposal Financial proposal CVs of key personnel Relevant evidence of past work Deadline:  Friday, 28 November 2025 – 5:00 PM (Kigali time) Send to:📧 info@rwamrec.org 📍 YYUSSA PLAZA, Kimironko 📞 +250 788 315 140 Late submissions will not be considered. Kigali, 13 November 2025 Approved by: Fidèle RUTAYISIRE Executive Director, RWAMREC

Kigali, Rwanda – 6th November 2025  – RWAMREC, in partnership with Inspire Impact Hub, hosted a national dialogue on Technology-Facilitated Gender-Based Violence (TFGBV)  at Serena Hotel, Kigali. The event convened government institutions, UN agencies, civil society organizations, journalists, digital influencers, and young people to discuss the growing challenge of online gender-based violence in Rwanda  and explore actionable strategies for prevention, protection, and justice. Understanding Technology-Facilitated Gender-Based Violence (TFGBV) The dialogue opened with a welcome address highlighting the urgent need to address TFGBV, which refers to the use of digital technology to perpetrate harassment, sexual exploitation, cyberstalking, sextortion, and other forms of abuse. Fidele Rutayisire, Executive Director of RWAMREC, highlighted the organization’s mission to promote positive masculinity, advance gender equality, and combat gender-based violence in Rwanda. He presented key findings from recent Generation G (Gen G) program research on Technology-Facilitated Gender-Based Violence (TFGBV) , detailing the social, psychological, and economic impacts on victims and underscoring the urgent need for coordinated national action. RWAMREC also expressed gratitude to its partners, including Inspire Impact Hub, RUTGERS, MIGEPROF, and MICT , for their ongoing support and collaboration. Keynote Address: Strengthening Legal and Policy Responses to TFGBV The Permanent Secretary of the Ministry of ICT and Innovation (MICT) , Eraste Rurangwa, delivered a keynote speech emphasizing the need for Rwanda’s legal framework to keep pace with rapid technological advancements. He highlighted: The importance of criminalizing non-consensual sharing of intimate images. Holistic, survivor-centered responses ensuring protection, justice, and psychosocial support for victims. The upcoming launch of the Humura App , a digital platform connecting TFGBV victims with experts anonymously, to be rolled out during the 16 Days of Activism in collaboration with MIGEPROF and MICT. The Permanent Secretary also called on media houses, telecommunication companies, civil society, and government agencies to work collectively to create a safer digital environment for Rwandans . Research Presentation: TFGBV Trends in Rwanda Gisele Umutoniwase, Director of Programs at RWAMREC, presented research findings on Technology-Facilitated Gender-Based Violence in Rwanda . The research defines Technology-Facilitated Gender-Based Violence (TFGBV)  as acts of violence, harassment, or coercion enabled through digital tools — from cyberstalking and online harassment to sextortion, doxing, and non-consensual image sharing. The study highlights how young and middle-aged women (18–25) , particularly public figures, activists, and LGBTQ+ individuals , are among the most affected. As Rwanda experiences rapid digital growth — with over 12.5 million mobile subscribers, 34.2% internet penetration, and more than 1.3 million active social media users — the risks of online abuse have also intensified. Anonymity and the viral reach of technology  make it easier for perpetrators to act and harder for victims to seek justice. Platforms such as X , YouTube , and WhatsApp  emerged as common spaces where TFGBV occurs. Gisele also underscored critical legal and social gaps : while Rwanda has made significant progress through its Law on the Prevention and Punishment of GBV (2018) and Data Privacy Law (2021), there is still a lack of clear terminology around TFGBV  in the Penal Code and limited public awareness  that these acts constitute crimes. Survivors face victim-blaming, psychological trauma, reputational damage, and even suicidal ideation , particularly when online violence spills over into real-life isolation and stigma. To address these challenges, the research calls for enhanced digital safety measures , survivor-centered services , and stronger collaborations among tech platforms , law enforcement, and civil society. Gisele concluded by urging stakeholders to invest in digital literacy, positive online behavior campaigns, and targeted policies that protect women and girls in virtual spaces. ALSO READ: Scars Beyond the Screen: Understanding the Forms, Consequences, and Responses to Technology-Facilitated Gender-Based Violence (TFGBV) in Rwanda — for an in-depth look at the study’s findings, real survivor narratives, and actionable recommendations. Panel Discussion: National and Global Perspectives Moderated by Dona, the panel included experts from government, UN agencies, and civil society: Dr. Thierry Murangira (RIB)  – Shared data on TFGBV-related crimes in Rwanda (2017–2024: 59 cases) and discussed challenges like anonymity and online sextortion. Nicholas Muneza (UN Women)  – Highlighted global trends in TFGBV, noting that 38% of women worldwide report online violence. He emphasized initiatives under the African Union Convention to combat cyber-based gender violence. Thérèse Karugwiza (UNFPA)  – Discussed campaigns like “Breaking the Silence on TFGBV” and integrating digital safety education  into Comprehensive Sexuality Education. Jean Baptiste Hitimana (MIGEPROF)  – Shared policy updates, including integrating TFGBV into Rwanda’s revised GBV frameworks, multimedia awareness campaigns, and enhanced reporting mechanisms. Reflections and Recommendations Panelists highlighted challenges such as online secondary victimization, gaps in legislation, and social stigma. Recommendations included: Strengthening digital literacy and awareness campaigns. Advocating for explicit legal recognition of TFGBV. Coordinating multi-stakeholder responses, including families, schools, and media influencers. The Permanent Secretary of MIGEPROF emphasized: "Our families are our legacy. Rwanda belongs to all of us — government, media, and citizens alike — and it is our collective duty to protect it." Closing Remarks: Call to Action Rose Rwabuhihi from Inspire Impact Hub stressed the importance of viewing TFGBV as a national security issue , stating: "Technology-Facilitated Gender-Based Violence spreads harm through our digital networks, reaching our communities and families. This is a serious threat that requires urgent action." Three key recommendations emerged: Policy and legal reforms  – Contribute to ongoing law revisions to criminalize TFGBV effectively. Investment in digital literacy and online safety  – Equip citizens with knowledge to navigate the digital space safely. Building partnerships  – Unite government, civil society, and private sector actors to prevent and respond to TFGBV. As Rwanda enters the 16 Days of Activism, this dialogue marks the beginning of sustained action to ensure safe and inclusive digital spaces for all Rwandans .

By RWAMREC | October 24, 2025 After five years of inspiring youth-led change, the Generation Gender (GenG) programme  in Rwanda officially concluded on October 24, 2025 , at the Kigali Serena Hotel. Since its launch in 2021, the programme, implemented by RWAMREC  in partnership with the Health Development Initiative (HDI)  and AfriYAN Rwanda , has championed the vision of a gender-just, violence-free society , empowering youth to challenge harmful gender norms and lead community initiatives that promote equality. The closing ceremony brought together youth participants, government officials, civil society partners, and funders to celebrate the transformative impact of the programme while emphasising that the journey toward gender equality continues beyond the project’s formal end . Reflections on Generation Gender's Achievements Fidèle Rutayisire, Executive Director of RWAMREC, highlighted the programme’s achievements in engaging men and boys in gender equality and preventing gender-based violence. “Changing mindsets is a long journey that doesn’t end with a single project. We have made significant progress in mobilising men and boys, but the journey continues. We call for sustained collaboration to ensure advocacy reaches all levels,”  he said. The programme contributed to advocacy and legal reforms , including updates to the Person and Family Law , which now guarantees women equal rights to family property during divorce, addressing long-standing inequalities. Similarly, revisions to the Labour Law  increased paternity leave from four to six days, encouraging shared parenting responsibilities. Announciata Mukayitete, Gender and Social Inclusion Officer at HDI, explained, “Women previously carried the full weight of household responsibilities, yet these contributions weren’t recognised legally. Now, fairness is ensured through property rights, supporting family development and equality.” GebG Youth and Community Impact Generation G also trained local champions, called Generation Focal Points (GFPs) , to educate communities on gender equality and family laws. Marceline Irakukunda, a mother and GFP, testified: “We’ve educated families about their rights and the laws that guide family life. Men now understand that domestic responsibilities should be shared, creating safer, more peaceful homes.” Social media influencer Rameck Gisanintwari  praised the programme’s collaboration with media professionals in addressing technology-facilitated gender-based violence (TFGBV) . “This programme changed us before our advocacy campaigns even began. Online abuse against women has decreased, creating a more supportive digital community,”  he said. Government Support and Global Perspective Marie Médiatrice, Executive Secretary of the National Women’s Council, emphasised that gender equality begins in families and must continue to guide future generations. “We’re closing the programme, but not the mindset of equity it has built. Gender equality is a legacy that must shape tomorrow’s Rwanda,”  she said. Shamsi Kazimbaya from Equimundo Center for Masculinities and Social Justice  stressed that GenG is part of a broader international coalition in Rwanda, South Africa, Uganda, Morocco, Lebanon, and Jordan. “Generation Gender is more than a programme; it is a platform for global change, demonstrating that collaboration between governments, youth, civil society, and partners can create lasting social transformation,”  she noted. Looking Ahead The closing event reaffirmed that while the formal programme has ended, its mission endures. Participants committed to continuing advocacy and community engagement, ensuring that gender equality, positive masculinity, and youth leadership  remain central to Rwanda’s social development. “Generation Gender may conclude as a programme, but as a movement, it has only just begun,”  Rutayisire concluded. To learn more, check out our feature in natioanl neews: Generation G: 5 years of empowering youth to champion gender equality , The New Times Rwanda (English) A Generation of Change: Youth, Passion, and Five Years of Gender Transformation in Rwanda , Rwanda Women Magazine (English) Kigali: Bishimiye intambwe bagezeho muri Generation Gender Programme , Umwezi (Kinyarwanda) Nyarugenge: Urugendo rw’imyaka 5 rwabaye isoko y’ihinduka mu myumvire y’uburinganire mu Rwanda, Amahoro Journal (Kinyarwanda)

Stay updated with the stories, milestones and momentum behind Rwanda Men’s Resource Centre’s work towards gender justice and positive masculinity. 🚀 What’s Inside We are pleased to share the latest edition of our newsletter, covering key developments and insights from the third quarter of 2025. In this issue: Highlights of our gender-transformative programming and advocacy efforts with youth, men and communities. Emerging stories of change from the field—how families, young people and partners are shifting norms and building more equal relationships. Reflections on what’s next: how we are strengthening collaborations, expanding reach and documenting lessons learned for the future. Why it matters RWAMREC is committed to the idea that engaging men and boys as allies in gender equality is fundamental to building more peaceful, caring and equitable societies. Through our programmes, we work across multiple fronts—prevention of gender-based violence, supporting caregiving and shared responsibilities, engaging youth and promoting positive masculinities.This newsletter provides a window into the lives, voices and progress of our work — from community-level turning-points to programme scale-up efforts nationwide. Featured Programmes & Stories Among the main features in this issue: The progress of flagship initiatives such as our parenting and caregiving programme with men and fathers: how men’s involvement is changing family dynamics and improving outcomes for children and women. Youth leadership and the role of young people as agents of change in challenging harmful norms. Partnerships and policy engagement: how we are working with government, civil society and communities to embed gender-transformative approaches in systems and institutions. A spotlight on the journeys, testimonies and transformations that give real meaning to our statistical results—because change is lived, not just counted. Get involved Read the full newsletter here  and be part of the momentum.Want to stay in the loop? Subscribe to our newsletter for future updates, reflections and resources.

1. Background Rwanda Men’s Resource Centre (RWAMREC)  is a local NGO established in 2006, legally recognized in 2008 by Ministerial Order No. 114/11 of 3/9/2008. RWAMREC works to achieve gender equality through promoting positive masculinities and male engagement approaches in preventing Gender-Based Violence (GBV) in Rwanda. Vision:  A peaceful society where women and men share roles and responsibilities in raising families and governing society with equality and respect. Mission:  To promote gender equality by transforming masculinities and femininities through awareness creation, advocacy, capacity development, movement building, and service delivery. The Fred Hollows Foundation (FHF)  is an Australian non-profit public health organization founded in 1992 to address inequities in access to eye health care. FHF focuses on strengthening eye health systems and preventing avoidable blindness caused by cataracts, trachoma, diabetic retinopathy, and refractive errors. In line with the Rwanda National Strategic Plan for Eye Health , RWAMREC, funded by FHF, is implementing the project: “Strengthening the Health Systems for Eye Health in Rwanda” , emphasizing gender equity and inclusion through community awareness campaigns and male engagement. The project is being implemented in collaboration with Musanze and Karongi districts, health centers, community health workers (CHWs), and communities. 2. Rationale Access to quality eye health services remains limited due to low awareness, misconceptions, and delays in seeking care. Many individuals lack knowledge of preventive measures, treatment options, and available services, often resulting in avoidable vision loss and reduced quality of life. Short, engaging, and culturally relevant videos are effective tools for: Raising awareness Dispelling myths Promoting positive health-seeking behaviors Audiovisual media can communicate complex health information in a simple and relatable manner, reaching diverse audiences including men, women, students, and persons with disabilities. RWAMREC, in partnership with FHF, recognizes the potential of audiovisual media to improve community knowledge and access to eye health services. Producing short, impactful videos will educate communities on eye treatment and prevention while promoting inclusive health-seeking behaviors, ensuring no group—regardless of gender, age, or disability—is left behind. Purpose:  RWAMREC seeks a qualified consultant or production firm to develop and produce short videos highlighting eye health prevention, treatment, and services, with an emphasis on inclusiveness and accessibility. 3. Objective of the Assignment To recruit a professional videographer/production firm to produce short, high-quality, and culturally appropriate videos that: Raise awareness on eye health services and treatments Promote positive health-seeking behavior Encourage inclusion of women, elderly people, and persons with disabilities Provide educational content tailored to different community audiences 4. Scope of Work The consultant/firm will be responsible for the following: 4.1 Content Development Design culturally relevant and inclusive messages Consult with eye health experts to ensure technical accuracy Develop scripts in simple, understandable language Ensure videos are aligned with project objectives and inclusive Videos will be validated and approved by RBC Health Communication Center in collaboration with FHF and RWAMREC 4.2 Video Production Film, edit, and finalize 10 short videos Ensure accessibility (subtitles, sign language interpretation, inclusive visuals) Produce both short clips for social media and standard formats for health centers, schools, and meetings 4.3 Dissemination Support Provide digital copies for use on health center screens, schools, social media, and sector offices Advise on effective dissemination strategies 5. Deliverables S/N Activity Timeline 1 Inception Report with detailed methodology, script outlines, and production schedule October 2025 2 Draft versions of each video for review and feedback October 2025 3 Final versions of 10 short videos (2–4 minutes each) in English and Kinyarwanda with accessibility features 10 November 2025 6. Location and Duration Location:  Musanze and Karongi districts Duration:  November – December 2025 7. Consultant’s Qualifications Proven experience in videography, film production, and editing (3–5 years minimum) Creative and able to conceptualize and produce engaging, visually compelling videos for advocacy Fluent in English; familiarity with Kinyarwanda and French; ability to handle translation/subtitling Excellent communication and collaboration skills Proficiency in videography/editing software (Adobe Premiere, After Effects, Final Cut Pro, DaVinci Resolve, etc.); animation knowledge is an asset Experience in gender equality, GBV, or social development themes is an advantage 8. Evaluation Criteria Criteria Score Qualification & experience 30 Portfolio evaluation 30 Experience in gender equality, GBV, or social development themes 10 Financial proposal 30 Total 100 Note:  Bidders must score at least 50% on technical requirements to be considered for financial evaluation. 9. Application Process Interested candidates should submit: A CV highlighting relevant experience Portfolio of previous similar work (links or files) Technical and financial proposal Submission:  Email proposals to info@rwamrec.org  by October 28, 2025 . Email subject line:  “Videographer Consultancy” Note:  Late, incomplete, or unsigned applications will not be considered. Date:  13/10/2025 Signed by: Fidele Rutayisire, RWAMREC Executive Director

In the rolling hills of Burera District, life was a constant balancing act for Beatrice Mukandayisenga . At 28, she was a mother, a wife, and a small businesswoman trying to keep her shop afloat. But the weight of daily life often felt unbearable. “Before,” she recalls, “I was doing everything alone. I washed my husband’s clothes sometimes, I cooked, I cared for the children, and I ran the little business I had. But he… he didn’t help. If a customer came, I had to serve them after I finished everything else. Sometimes I’d bring something to sell and he’d say, ‘That’s women’s work.’” The business was small — mostly cassava leaves, a few basic items — but even this was a struggle. “Customers would come asking for things, and I didn’t have them. I had no way to restock. I kept asking him for help, but he would just brush me off. Sometimes, he would insult me, saying I wasn’t a real woman. I didn’t know what to do anymore. I felt trapped.” Her days were long, and her spirit was heavy. Yet, amidst the challenges, Beatrice was chosen to participate in a journey that would test her resilience, patience, and courage — a series of lessons and conversations that would challenge the way she saw herself, her husband, and her home. “At first,” she says softly, “I was pregnant, weak, and unsure if I could even manage. But I went. And there, I started learning things I had never thought about. How a home could work if we shared responsibilities. How a business could grow if we planned together. How respect and partnership could make life lighter.” The lessons were practical, but the changes began at home. Beatrice began talking to her husband about their challenges. “I said, ‘We need to talk about our business. Customers are asking for things, and I can’t do it alone.’ And he listened. Slowly, he started helping. We made decisions together, we opened an account, we planned what to buy. For the first time, I felt that we were partners, not just husband and wife.” The transformation was not immediate — old habits die hard. There were moments of tension, of misunderstandings, of skepticism. But over time, the partnership strengthened. Her husband stopped wasting money on small luxuries and began investing in the household and the business. He supported her in attending trainings and community discussions, sometimes walking side by side with her to learn and plan. “It wasn’t just about business,” Beatrice says, smiling. “At home, we began talking about everything. Even our children — I used to keep them inside, afraid they would get into trouble with neighbors. But now, they play freely, and I can see them growing confident and happy.” Her shop also began to flourish. They bought supplies together, saved money, and made strategic investments. When a customer asked for something she didn’t have, she could respond with confidence. “I remember one day,” she laughs, “I had enough beans to sell because we had bought in bulk when the price was low. Before, that would have been impossible.” The lessons extended beyond her family. Neighbors began noticing the changes, asking questions, seeking advice. “They would stop me in the street and ask, ‘Beatrice, how is it that you and your husband are working so well together? How did this happen?’ And I would tell them, it’s about talking, about understanding each other, about planning together.” Even small rituals, once taken for granted, became markers of change. The couple now calls each other cherie  and chouchou , a playful reminder of closeness and respect. Their home is alive with collaboration, laughter, and shared responsibility. Beatrice pauses, looking thoughtful. “I call it… unity between husband and wife. Not because someone told me to, but because I feel it. Because I see it in my children, in my business, in the way people in my community now look at us. I see that life can be better when we share, when we listen, when we plan together. And I hope other women can see this too.” Her story is one of quiet transformation, of lessons lived rather than taught. The changes were gradual, measured not in dramatic gestures, but in small, consistent acts of partnership and dialogue — acts that turned a home weighed down by struggle into one of shared strength, and a business once on the edge of collapse into a source of pride and security. And as Beatrice looks toward the future, she does so with hope. “Talk with your husband,” she says softly. “Sit down. Understand what makes your life hard, and solve it together. When you do, life becomes lighter, richer, better.” In Beatrice’s journey, the transformation is visible in the life she now leads — not because someone changed her, but because she learned, shared, and stepped forward to shape it herself. Wisigara Umugore: A Journey of Women’s Strength and Agency Beatrice’s story shows the power of dialogue, partnership, and shared effort in transforming a home and a business. Her journey was part of Wisigara Mugore , a program designed to support rural women entrepreneurs in overcoming social norms that limit their role in household decision-making and business management. Through lessons, workshops, and community discussions, women gain confidence, financial knowledge, and stronger partnerships with their families. The program is facilitated by RWAMREC (Rwanda Men’s Resource Centre) , which guides women and their families through the learning process, helps men engage positively, and supports communities in creating fairer, more cooperative social norms. The initiative is implemented in collaboration with AFR  and other technical partners, ensuring that the lessons are practical, culturally relevant, and aimed at empowering women economically while promoting gender equality in the home and community.

September 30, 2025 Today joy and pride filled the air in the Ruli and Gatonde hospital catchment areas of Gakenke District  as hundreds of parents gathered to celebrate a new chapter in their lives. The occasion was the graduation of couples from the Bandebereho group education sessions , a program implemented by RWAMREC  that promotes men’s engagement in maternal and child health, positive parenting, caregiving, and family violence prevention . A Celebration Rooted in Community The ceremonies were organized at the cell level  and officiated by the Mayor of Gakenke District , together with other district and health authorities. They took place during the weekly community dialogues (Inteko z’abaturage)  and coincided with the closing of the Gender Accountability Days —making the events both a celebration and a call for continued gender equality and family wellbeing. An estimated 38,180 community members  attended the celebrations, including 17,814 men  and 20,366 women  aged 18 and above. The turnout reflected how deeply the program has resonated within the community, inspiring both men and women to work together for stronger, healthier families. Empowered Families, Stronger Communities During this graduation cycle, 1,908 couples  successfully completed the Bandebereho group education sessions , facilitated by dedicated Community Health Workers (CHWs)  trained and supported by RWAMREC. These sessions equip couples with practical tools to strengthen communication, share caregiving roles, and build non-violent, respectful relationships. The impact was evident in the heartfelt testimonies shared by graduates. Many couples spoke about how the sessions had transformed their relationships—reducing conflicts, improving cooperation at home, and deepening mutual respect. “Before Bandebereho, I thought childcare was only for mothers. Now, I help bathe and feed our baby, and my wife and I make decisions together,” shared one father proudly during the ceremony. Strengthening Families Through Commitment Beyond personal transformation, the program also strengthened community ties and family stability. Remarkably, 109 couples pledged to legalize their marriages  as part of their commitment to a more equal and supportive partnership. Thirty-two couples  have already formalized their unions, while 77 others  are set to do so soon. These public commitments underscore one of the program’s central messages: engaging men as partners and caregivers  is key to achieving gender equality and promoting healthier, happier families. Leaders Applaud and Renew Commitment Leaders from the district, health facilities, and the Rwanda National Police commended the efforts of RWAMREC and CHWs for their dedication and results. They pledged to continue supporting the Bandebereho Program  and encouraged other couples to join future cycles. “What we are witnessing today is a transformation that starts in families and spreads across communities,” said the Mayor of Gakenke District . “When men and women learn to share responsibilities and respect one another, everyone benefits—especially our children.” A Vision for the Future As the ceremonies concluded, the sense of unity and hope was palpable. Graduating couples received certificates of completion, marking not just the end of a training but the beginning of a lifelong journey toward equality, love, and shared responsibility. The success in Gakenke District reflects RWAMREC’s broader mission: to promote positive masculinity and gender equality by engaging men as partners in change . Through programs like Bandebereho , families across Rwanda are proving that when men and women work together, communities thrive.

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