RutgersWPF Indonesia is working on sexual
reproductive health and rights (SRHR) and sexual gender based violence (SGBV)
since 2007. Consisting of a dynamic team
of 20 staff members, RutgersWPF Indonesia works together with many partner
organizations in Indonesia in promoting SRHR and working on prevention of GBV.
Curently RutgersWPF Indonesia is looking a Consultant
for:
TERM OF REFERRENCE
DOCUMENTING THE LEARNING PROCESS ON
MAINSTREAMING SEXUAL AND GENDER DIVERSITY
LESSONS LEARNED AND EXPERIENCES FROM INDONESIA
1. Background
Already in 2006,
in response to well-documented patterns of abuse, a distinguished group of
international human rights experts met in Yogyakarta, Indonesia to outline a
set of international principles relating to sexual orientation and gender
identity. The result was the Yogyakarta Principles: a universal guide to human
rights, which affirm binding international legal standards with which all
States must comply. They promise a different future where all people born free
and equal in dignity and rights can fulfil that precious birthright.
It lasted until
March 7, 2012, when U.N. Secretary General Ban Ki-moon delivered a historic
speech at the United Nations Human Rights Council in Geneva, asking countries
around the world to decriminalize same- sex relationships and end
discrimination against LGBT people. The speech itself attracted some coverage,
but what dominated the news that day was the response by the audience: in a
major breach of diplomatic protocol, several members of the council, in an
obviously prearranged move, staged a coordinated walkout before the speech even
began[1].
The
prevalence of deeply entrenched, biased, hetero-normative personal attitudes
towards sexual diversity amongst staff in many organizations presents a
significant barrier when it comes to ensuring that they deliver appropriate
information and support to LGBTI communities, MSM and WSW[2] worldwide. It is therefore
essential to provide organizations working on SRHR, HIV and SGBV with
opportunities to learn how to be more inclusive of all those within the
communities we serve, including LGBTI people, MSM and WSW. Only by sensitizing
ourselves to the issues concerned, and gaining the experience, information,
attitudes and skills necessary to address these issues, will we be able to reach
our wider goals of ensuring sexual and reproductive health and rights for all.
Now little more
than two years after the historic speech of Ban Ki-moon, the rights of LGBT
people are far from universally respected. There is still a long way to
go. RutgersWPF would like to contribute
to this process and help organisations in their network internalise the values
needed to successfully internalize LGBT. Therefore Rutgers would like to built
on the experience from Indonesia and document the next step in the learning
trajectory (phase 2) in Indonesia. The documentation process is expected to
result in a manual that can be used in other countries where RutgersWPF
works.
The Experience from Indonesia
Indonesia is the country where The
Yogyakarta Principles[3]
are born, however there are no specific laws that guarantee Lesbian, Gay,
Bi-sexual, Transgender, Intersex (LGBTI) rights in Indonesia. The Yogyakarta
Principles address the broad range of human rights standards and their
application to issues of sexual orientation and gender identity. These include
extrajudicial executions, violence and torture, access to justice, privacy,
non-discrimination, rights to freedom of expression and assembly, employment,
health, education, immigration and refugee issues, public participation, and a
variety of other rights.
Laws or policies
which mention LGBTI people are mostly related to sexual health and
HIV and AIDS, and to acts considered
pornographic and immoral. Law that stigmatizes LGBTI people is the Law on
Pornography no. 44/2008. In its explanatory notes on article 4, it is stated
that the term ‘deviant sexual intercourse’ includes among others intercourse or
other sexual activities with corpses [necrophilia] and animals [bestiality],
oral sex, anal sex, lesbian, and homosexual practices.
Until today, sexual
diversity and sexual rights are highly sensitive and contentious issues. This
has resulted in the fact that many organizations, even those with a strong
human rights vision, do not to fully apply their vision in practice. However
sympathetic they may be to the principle that LGBTI people deserve equal
treatment, they often lack the experience, and hence technical capacity needed
to translate this principle into LGBTI-inclusive management systems,
organizational policies, and programming.
To
respond to this situation,
RutgersWPF Indonesia in collaboration with Aliansi Satu Visi (ASV) from January through August 2012,) implemented the
project ‘mainstreaming sexual and gender diversity in SRHR and HIV programming
in Indonesia’ supported by PSO capacity building programme (Thematic Learning
Programme (TLP), phase 1).
Rutgers WPF recognized
that the project could provide a great opportunity to analyse the barriers and
began to identify and pilot locally-appropriate strategies and tools to
overcome them.
During the project a MSGD
training module was developed. Subsequently a Pilot of the Training of
facilitators (Change Makers) was held. It covered everything on the agenda, and
gave the change makers basic knowledge of sexual and gender diversity
(concepts, theories, internal values), along with practice in using adult
learning facilitation methods and lots of relevant materials to support them in
facilitating MSGD activities in their own organizations.
Based
on this (short) project, important lessons were learned and the module was
adapted and finalized. Such as the need to further developing the module, more
time allocation, ongoing support system, the need of comprehensive material;
consist of cultural, gender and sexual diversity issues to support the
facilitator. As a supplement, our Partner finalized also
the MGSD comic book and information kit that supports
the facilitators in the implementation of the training.
2. Learning Agenda 2, documenting
the process of scaling up of Mainstreaming Gender and Sexual Diversity in
Indonesia
After
the pilot and lessons learned from Indonesia,
RutgersWPF is very keen to use the revised training module and
supporting tools
to further MGSD in other ASV organizations in Indonesia and and in
partner organizations in countries where RutgersWPF works. The
opportunity offered by
the Alliance Office ‘Learning Agenda 2, MGSD’ seems a perfect
possibility to
continue this important process and assist more organizations to
internalize
issues of gender and sexual diversity. RutgersWPF proposed the following
trajectory:
3. Overall
Objective:
To contribute to effectively mainstream gender and sexual diversity from
a human rights framework into the work of partner organizations by means of
developing a manual
4. Specific
Objectives:
● To learn from the
implementation of the revised module on mainstreaming Gender and Sexual
Diversity into ASV partner organizations policies and programmes by following
the learning process in detail.
● To understand
whether this trajectory is an effective way to stimulate internal mainstreaming
of sexual diversity and understanding of gender identity.
5. Tangible
Outputs:
● Description
(publication) of the Learning Process (manual) in English on how to MGSD using
the Change Makers module, its challenges and opportunities
● Increased
understanding on the knowledge, attitude and skills of changemakers on how to
MGSD;
● Increased
understanding on the knowledge and attitude regarding GDS among staff,
management and board;
● Increased
understanding of the organizational changes (policies etc) taking place, or not
taking place as a result of the implementation of the MGSD trajectory
6. Work plan and
timeline
November 2014:
● Identify and hire a writer/facilitator
who will facilitate and document the whole process (consultant, develop TOR).
● Prepare the training (develop
selection criteria and pre & post-test, express expectations after the
training, translate module into English)
January – March 2015: Documentation of the
implementation of PoA
● Use baseline tools to understand level
of KAP of change makers
● Use baseline tools to understand state
of the organization
● Use action-learning cycle as a way to
promote exchange between change makers throughout 2014-2015 (continuous
support)
April – September 2015: Workshop to exchange
experiences so far
● Exchange experiences and overcome
challenges, through action-learning advise each other on how to overcome
burdens.
● Feedback moments 1-3 to reflect about
changes in the organisations
October 2015: Write Workshop
● Conduct Write shop to ask participants
to write about the changes in the organizations , writing down personal stories
of change makers in a publication/manual
● Manual and documenting process
delivered
7. Methodology
The facilitator/writer will need to start with a desk study of all
documents produced in the first phase:
After the desk study he/she will need to develop tools for
documentation:
● Baseline survey (for staff and organization
question list)
● Reflection of points for discussion,
challenges addressed during the training
● Follow-up activities on PoA (telephone
and / or online discussions in 2014/2015)
● End line survey in October 2015 (for
staff and organization question list)
● Capture personal stories for a
publication (for Indonesia)
8. Required
external expertise
The process will need to be facilitated and documented by an external
consultant who will make sure that the issues tabled by the participants /
change makers will be addressed during the whole trajectory.
Requirements:
● Excellent skills to facilitate learning processes and document personal
experiences (istead of number 1 in de ToR)
● add: pro-active coordination of the linking & learning process.
● Excellent facilitation skills in
Indonesian
● Basic understanding or affinity with
LGBTI mainstreaming
● Proven writing skills, especially on
systematic documentation and popular writing
● Excellent knowledge of the English
language
9. How
to Apply
Consultants who are interested are invited to submit an application that
contains:
● Short post containing expression of interest (maximum 2 pages)
explaining the understanding of the work, measures, and approaches that will be
used in the implementation of this consultation, including the timeline, time
availability, and the proposed budget.
● Relevant CV to this consultation.
● Portfolio such as writing example or reports ever made
Please
send the aplication to recruitment.rutgerswpf.indo@
10. Payment
Scheme
Consultant will reveice the fees based on the scheme:
● First
payment is 20% from total amount after signing the contract
● Second
payment is 20% after Rutgers WPF agree on the methodology, workplan and inception
report
● Third
payment is 40% after the submission of the draft final report
● Final
payment is 20% after the submission of the final report
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