TERMS OF REFERENCE
Purpose of Assignment
In light of UNICEF's new Gender Equality Action Plan 2026-2029 and the UNICEF Strategic Plan 2026-2029, and following the recently completed mid-term review of the UNICEF Morocco Country Programme, UNICEF Morocco seeks to commission a Gender Programmatic Review to assess the current positioning, integration and effectiveness of gender across its programme portfolio and partnerships in Morocco, and with particular focus on the Beni Mellal-Khenifra region, where UNICEF Morocco's territorial convergence programme is being implemented.
The consultancy will analyse how gender equality is currently articulated within the Country Programme Document (CPD) results framework and the findings of the mid-term review, identifying both areas of progress and areas requiring strengthening. The review will anchor itself in UNICEF Morocco's programme priorities, ensuring alignment with national development frameworks, government policies, and the evolving needs of girls, boys, women and families.
The primary purpose is to generate strategic and evidence-based options through which UNICEF can reinforce its comparative advantage in the national context and within the broader UN system in Morocco to strengthen gender equality. This includes mapping gaps, opportunities, and stakeholder roles across sectors, with attention to UN agencies, government and civil society, in order to identify avenues for leadership, collaboration and leverage.
The strategic and evidence-based options should articulate two types of gender priorities for the office: 1. Opportunities for gender mainstreaming, aiming to drive cross-sector transformation and embed gender responsiveness across all programme components, operations and partnerships; and 2. Flagship sectoral gender initiatives, where tailored interventions can address gender disparities and accelerate results in health, education, social protection, child protection, and other CPD priority areas.
The deliverables of this consultancy will directly inform the UNICEF Morocco Gender Action Plan 2026-2027, covering the remainder of the current CPD cycle, and will serve as a building block for the development of the next Country Programme Document, ensuring that gender equality is integrated as a core driver of results and systems change for every child, especially adolescent girls.
If you would like to know more about this consultancy, please review the complete Terms of Reference here: TMC0003280_External_ToR_Gender_Programmatic_Review_Consultant.pdf
Minimum requirements
For every Child, you demonstrate...
UNICEF does not hire candidates who are married to children (persons under 18). UNICEF has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UNICEF, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination based on gender, nationality, age, race, sexual orientation, religious or ethnic background or disabilities. UNICEF is committed to promote the protection and safeguarding of all children. All selected candidates will, therefore, undergo rigorous reference and background checks, and will be expected to adhere to these standards and principles. Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check, and selected candidates with disabilities may be requested to submit supporting documentation in relation to their disability confidentially.
- An up-to-date TMS profile and curriculum vitae (CV)
- Cover letter
- A detailed technical proposal.
Remarks
UNICEF does not charge a processing fee at any stage of its recruitment, selection, and hiring processes (i.e., application stage, interview stage, validation stage, or appointment and training). UNICEF will not ask for applicants’ bank account information.
All UNICEF positions are advertised, and only shortlisted candidates will be contacted and advance to the next stage of the selection process. An internal candidate performing at the level of the post in the relevant functional area, or an internal/external candidate in the corresponding Talent Group, may be selected, if suitable for the post, without assessment of other candidates.