UNDP : Project Analyst on Legislation, Gender and Social Inclusion – Ashgabat
-
Location:
-
Salary:negotiable / YEAR
-
Job type:CONTRACTOR
-
Posted:20 hours ago
-
Category:Gender and Diversity, Programme and Project Management, Social and Inclusive Development
-
Deadline:06/01/2025
JOB DESCRIPTION
Background
Diversity, Equity and Inclusion are core principles at UNDP: we value diversity as an expression of the multiplicity of nations and cultures where we operate, we foster inclusion as a way of ensuring all personnel are empowered to contribute to our mission, and we ensure equity and fairness in all our actions. Taking a ‘leave no one behind’ approach to our diversity efforts means increasing representation of underserved populations. People who identify as belonging to marginalized or excluded populations are strongly encouraged to apply. Learn more about working at UNDP including our values and inspiring stories.
UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.
The Global Stocktake (GST) has underscored that the world is falling short of the ambitious 1.5oC goal set forth in the Paris Agreement. Persistent gaps and challenges are hindering progress towards mitigating climate change and significant efforts will have to be undertaken to cut global greenhouse gas (GHG) to the required levels indicated by science. The GST also included stronger references to institutional framework, human rights, social inclusion and gender equality. To complement the Global Stocktake decision agreed at COP28, which offers valuable insights into the global trajectory, as well as certain measures that should be considered in addressing existing gaps, there is a need for detailed, information for governments to assess their country’s own progress in implementing their more recent climate pledges.
The country is approach the next Nationally Determined Contributions (NDC) revision cycle, and globally the world is presented with an enormous opportunity to strengthen NDCs once again and get back on track to the 1.5 pathway. At the same time, it is clear that raising ambition is intricately connected to seeing progress on implementation of current NDC targets and measures. Building on the guidance provided by the Global Stocktake, countries are expected to embark on the revision process, extend timelines and explore an economy-wide scope, while ensuring alignment with 1.5oC. As a critical starting point of this 2025 NDC revision process, the country will therefore need to reflect on the progress made to date on their current NDCs in order to identify bottlenecks, gaps, and opportunities for raising further ambition, and inform the next generation of NDCs.
Turkmenistan as the party of the United Nations Framework Convention on Climate Change (UNFCCC) have submitted NDCs which indicate the mitigation and adaptation targets they are willing to reach to achieve the Paris Agreement goals as soon as possible.
In addition, UNDP considers NDCs as gateways for advancing not only climate targets but also achieving sustainable development priorities such as leaving no one behind, a rights-based approach centred on empowerment, inclusion, equity, human agency and human development capabilities which recognizes that poverty and inequality are multidimensional. In this regard, UNDP’s direction of change involves supporting countries in recognizing the rights, priorities and needs of underrepresented actors, such as women, Indigenous Peoples and youth, typically excluded from climate policymaking.
Through the Climate Promise, UNDP is supporting countries to undertake a national stocktake to support the modernization of national legislation, to identify the level of integration of gender equality and social inclusion aspects in NDC planning and implementation. The primary purpose of the NDC stocktake is to comprehensively assess national progress towards the Paris Agreement pledges and identify needs and opportunities as well as remaining challenges and recommendations for improvement in the next round of NDC. The objective of the assignment is to assess the progress made at the country level on modernization of national legislation, implementing gender equality and social inclusion commitments included in the previous NDC and assess the level of integration of these aspects. Through facilitating collective reflection on NDC implementation, the aim is to encourage higher ambition and quality of the existing NDC, using an inclusive approach, which both recognizes and promotes a human rights-based approach, advances gender equality and women’s empowerment, enhances intergenerational equity, strengthens effective participation and leadership, increases capacities and knowledge to drive implementation and strengthens access to and control over resources such as finance, information, and technology of underrepresented groups typically excluded from the NDC planning and implementation process.
The NDC Implementation Stocktake project is implemented under the auspices of the UNDP CO Turkmenistan.
Implementation of the enabling activities under this Terms of Reference will be carried out using the existing national infrastructure and institutional setting already established for the phased implementation of the NDC of Turkmenistan.
Duties and Responsibilities
1) Institutional Coordination:
- Review whether institutional arrangements and coordination mechanisms effectively engage institutions or ministries working on gender and women’s empowerment, youth, social inclusion and/or Indigenous peoples issues;
- Review whether there is evidence of institutional strengthening on gender and social inclusion in climate action, such as through capacity building and/or awareness raising efforts;
- Based on the institutional coordination analysis above, articulate any concrete recommendations to improve the social inclusiveness and gender responsiveness of institutional arrangements within the overall climate change policy framework and coordination process.
2) Integration of legislative, social inclusion and gender equality:
- Review the country’s NDC and analyze the national legislation in the field of climate change and related level of integration of gender equality and social inclusion considerations in NDC implementation to address structural inequalities and close gender gaps4
- Analyse the level of integration of gender equality and social inclusion in implemented adaptation/ mitigation measures. Identify barriers/challenges and provide recommendations to promote greater ambition on the integration of gender-responsive and socially inclusive actions/measures into the NDC.
3) Policy alignment:
- Assess how climate policy and legal frameworks (i.e. the NDC) align with international legal framework related to recognition of human rights and climate change;
- Identify any potential gaps and barriers for integrating gender and social inclusion into climate and/or sectoral policies and provide recommendations for relevant government entities on integrating gender and inclusivity aspects into the relevant policies.
4) Capacity building:
- Analyse if country have built capacities on the interlinkage of gender, social inclusion and climate change and then identify any capacity gaps in this regard relates it relates to NDC planning and implementation;
- Assess what actions have been taken to enhance the capacities of women’s groups, Indigenous peoples and youth in climate matters;
- Analyse to what degree capacity building approaches have been successful in engaging and empowering Indigenous women and youth in climate matters and processes;
- Develop recommendations for consideration by the NDC team of experts in drafting and delivering the relevant capacity building trainings for the relevant national entities.
Competencies
|
Core |
||||||||||||||||||||||||||||
| Achieve Results: | LEVEL 2: Scale up solutions and simplifies processes, balances speed and accuracy in doing work | |||||||||||||||||||||||||||
| Think Innovatively: | LEVEL 2: Offer new ideas/open to new approaches, demonstrate systemic/integrated thinking | |||||||||||||||||||||||||||
| Learn Continuously: | LEVEL 2: Go outside comfort zone, learn from others and support their learning | |||||||||||||||||||||||||||
| Adapt with Agility: | LEVEL 2: Adapt processes/approaches to new situations, involve others in change process | |||||||||||||||||||||||||||
| Act with Determination: | LEVEL 2: Able to persevere and deal with multiple sources of pressure simultaneously | |||||||||||||||||||||||||||
| Engage and Partner: | LEVEL 2: Is facilitator/integrator, bring people together, build/maintain coalitions/partnerships | |||||||||||||||||||||||||||
| Enable Diversity and Inclusion: | LEVEL 2: Facilitate conversations to bridge differences, considers in decision making | |||||||||||||||||||||||||||
Cross-Functional & Technical competencies
|
Required Skills and Experience
Education:
- Advanced university degree (master’s degree or equivalent) in Law, Social Sciences or any other related field.
- A first-level university degree (bachelor’s degree) in combination with an additional two years of qualifying experience will be given due consideration in lieu of the advanced university degree.
Experience:
- Minimum 2 years (with master’s degree) or 4 years (with bachelor’s degree) of relevant experience at the national or international level in providing / advisory services, and/or hands-on experience in the field of law, gender and social inclusion.
- Experience in preparing of legislative, social or gender related reports/analysis for the government structures/ institutions/ international projects or programmes.
- Working experience with multi-stakeholder groups in the public and private sectors, and ability to work in groups to gather the necessary information.
- Experience in the usage of computers and office software packages (MS Word, Excel, etc.), experience in handling of web-based management systems.
Desired skills:
- Familiarity and any experience of working with guidelines/ methodologies/ recommendations of the UNFCCC, Paris Climate Agreement and other international organizations on climate change issues will be an asset.
- Familiarity of the application of legislative, social inclusion and gender equality and standards/ approaches in climate change and/or environmental protection initiatives.
Languages:
- Fluency in Russian, and Turkmen;
- Working knowledge of English is an asset.
Disclaimer
Under US immigration law, acceptance of a staff position with UNDP, an international organization, may have significant implications for US Permanent Residents. UNDP advises applicants for all professional level posts that they must relinquish their US Permanent Resident status and accept a G-4 visa, or have submitted a valid application zenship prior to commencement of employment.
UNDP is not in a position to provide advice or assistance on applying for US citizenship and therefore applicants are advised to seek the advice of competent immigration lawyers regarding any applications.
Applicant information about UNDP rosters
Note: UNDP reserves the right to select one or more candidates from this vacancy announcement. We may also retain applications and consider candidates applying to this post for other similar positions with UNDP at the same grade level and with similar job description, experience and educational requirements.
Non-discrimination
UNDP has a zero-tolerance policy towards sexual exploitation and misconduct, sexual harassment, and abuse of authority. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles.
UNDP is an equal opportunity and inclusive employer that does not discriminate based on race, sex, gender identity, religion, nationality, ethnic origin, sexual orientation, disability, pregnancy, age, language, social origin or other status.
Level of Education: Bachelor Degree
Work Hours: 8
Experience in Months: No requirements
Related job
