中国商业世界中的性别平等案例研究项目招标开始了！
截止日期：北京时间2016年5月10日下午5点
Request for Proposal Reference No.: RFP-CHN-2016-001 Chinese Case Studies on Gender Equality in the Business World(Deadline: 10 May 2016, 5:00 PM Beijing, China time)
Project Title: Chinese Case Studies on Gender Equality in the Business World
Purpose: Selection of a qualified business school or other similar education institution focused on business/management/human resources education to produce case studies on gender equality in the business world
Duration: 8 months (tentatively 15 July 2016 through 14 March 2017)
Contract Type: Institutional contract
Background
The United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security. UN Women provides support to Member States’ efforts and priorities in meeting their gender equality goals and for building effective partnerships with civil society and other relevant actors. Placing women’s rights at the center of all its efforts, the UN Women leads and coordinates United Nations system efforts to ensure that commitments on gender equality are translated into action throughout the world. It provides strong and coherent leadership in support of Member States’ priorities and efforts while building effective partnerships with civil society and other relevant actors. One of UN Women’s key areas of work is women’s economic empowerment. UN Women believes that investing in women’s economic empowerment sets a direct path towards gender equality, poverty eradication and inclusive economic growth. Women make enormous contributions to economies, whether in businesses, on farms, as entrepreneurs or employees, or by doing unpaid care work at home. But they also remain disproportionately affected by poverty and exploitation. Globally, women suffer discrimination in accessing labor markets, are over-represented in vulnerable employment, and are paid lower wages than men for work of equal value. Many international commitments support women’s economic empowerment, including the Beijing Platform for Action, the Convention on the Elimination of All Forms of Discrimination against Women and a series of International Labour Organization conventions on gender equality. UN Women supports women’s economic empowerment in line with these, and with the growing body of evidence that shows that gender equality significantly contributes to advancing economies and sustainable development. The economic case for increasing the representation of women in all levels of the workforce is clear. In an extensive 19-year longitudinal study of 215 Fortune 500 companies in the USA, a researcher at Pepperdine University found a strong correlation between a strong record of promoting women into the executive level and high profitability. The Fortune 500 companies that have the best record of promoting women to senior positions are up to 69% more profitable than the median Fortune 500 firms in their industries. A study published by Catalyst “established that companies with the highest representation of women leaders financially outperform, on average, companies with the lowest [representation of women leaders]”. Companies with gender diversity in their Board of Directors, and that maintained that gender diversity across at least four out of five years, significantly outperformed those with zero women directors. A Gallup study of more than 800 business units from two companies representing two different industries -- retail and hospitality – found that gender-diverse business units have better financial outcomes than those dominated by one gender:
Gender-diverse business units in the retail industry had 14% higher average comparable revenues than less-diverse business units (5.24% vs. 4.58%).
Gender-diverse business units in hospitality showed a 19% higher average quarterly net profit ($16,296 vs. $13,702) than less-diverse business units.
Furthermore, if the gender-diverse business units are also highly ‘engaged’, that is employers engage employees to building open, trusting, and supportive relationships to utilize the power of diversity, financial performance improves dramatically. Retail units that are diverse and engage employees have a 46% higher increase in comparable revenue. Similarly, diverse and ‘engaged’ units in hospitality have a 58% higher net profit than single-gender and less-engaged units. These results show the positive effect of gender diversity and engagement of employees on a company's bottom line.
The Situation in China
Although the percentage of women employed in China is higher than the average for OECD and Asia Pacific countries, women in China still face gender-based discrimination in employment. Women tend to be employed in low income professions and seldom feature in managerial positions. Despite the enormous economic growth that China has experienced the past two decades, the income gap between Chinese women and men is increasing. According to the Third Chinese Women's Social Status survey, jointly carried out by the All-China Women's Federation (ACWF) and the National Bureau of Statistics of China, in 2010 urban women’s income was 67.3% of men’s, and rural women’s income was 56% that of their male counterparts. In 1990, the percentages were 77.5% and 79%, respectively. The same survey revealed that more than 72% of women had a clear perception of "not being hired or promoted because of gender" discrimination. Over 75 % believed they were dismissed due to marriage and childbirth. There is still an underrepresentation of women in leadership positions in all sectors in China whether private, multi-national or NGO. For example, only 8 percent of corporate board members and 9 percent of executive committee members are women5 . UN Women’s project “Equal Employment Opportunities for Women” was designed within this context. Its overall goal is that private sector duty bearers in China take actions to ensure that women have equal access to employment, professional development opportunities and social protections within their companies. One of the project’s key components targets specifically business executives and graduate students: China’s current and future business leaders. It aims to strengthen their knowledge of corporate benefits of and practices to achieve a gender-equal workforce and leadership through development and dissemination of case studies on gender equality in the business world.
Purpose
A growing body of international evidence shows that utilizing the skills and talents of both men and women is beneficial for companies. However, China-specific information on gender equality in the business world is still limited. More specifically, there is a general lack of relevant case study materials tailored to business leaders in China. The purpose of the case study materials is to provide information on the business case for gender equality in companies and provide practical examples of how private sector institutions promote and benefit from gender equality within their workforce. The target audience of the materials is business executives and graduate students enrolled in businessschools and other relevant higher education institutions in China – China’s current and future business leaders. Once the case studies have been finalized, they will be presented at an event and disseminated free of charge via different channels by both the contractor and UN Women.
Consultancy
UN Women China seeks the services of a business/management -focused higher education instution to produce three case studies on companies or other private sector institutions.
Core Tasks:
1. Conduct a desk review of the available research on the business case for gender equality and identify private sector institutions for the case studies.
2. Produce an inception report, including brief information on the private sector institutions suggested for the case studies, data collection methods, and a detailed work plan for the consultancy. The work plan must include information on how the institution will promote and disseminate the case studies free of charge.
3. Data collection: develop case studies on gender equality in the business world
o At least three case studies on private sector institutions in China, including a trade association suggested by UN Women, an international company operating in China and a third case study, to be determined in consultation with UN Women.
o The case studies should cover much needed information on why and how the selected private sector institutions have promoted gender equality within their operations; and what the benefits are. Each case study could address the following issues (though not necessarily limited to these), as appropriate:
1. MOTIVATION: Why did the private sector institution choose to take actions for gender equality?
2. DECISION-MAKING: How were the decisions for the gender equality actions taken and by whom? Who were the key stakeholders involved?
3. DESIGN: How were the actions designed? Who were the key stakeholders involved? What are the specific actions/policies/practices? How do they relate to the overall policies of the private sector institutions?
4. IMPLEMENTATION: How are the actions implemented? Who are the key stakeholders involved? How is the implementation monitored?
5. RESULTS: What are the expected and unexpected results of the actions? How are the results assessed? What key factors contributed to/hindered achievement of the results?
6. LESSONS LEARNED: What are the key lessons learned? o The case studies must include information on the international and Chinese research and data available on the business benefits of gender equality.
4. Share draft case studies with UN Women.
5. Submit final case studies to UN Women.
6. Organize an event (for at least 30 persons) in a higher education institution to present, discuss and disseminate the case studies.
7. Submit 1-2 page report on how the case studies have been disseminated and promoted via several different channels within and outside the institution, including (a) website link(s), if relevant.
Management Arrangements
The duration of this assignment is 8 months. UN Women will have the responsibility of coordinating and managing all aspects related to the project. UN Women will oversee the selected institution, including approving its work plan and selection of case studies, monitoring the development of the case studies, and approving its deliverables. The selected institution will have overall responsibility for framing the scope of the case studies, and ensure that it is in line with international standards. It will also be responsible for ensuring that the work is progressing according to set timeframes, and in line with needs identified by UN Women. The institution will be responsible for logistical arrangements during data collection for the case studies in China. The consultant will be responsible for his/her office space, administrative and secretarial support, telecommunications and printing of documents.
Time Frame and LocationThe overall duration of the research covered by this TOR is a period of 8 months (tentatively 15 July 2016 through 14 March 2017). Location: to be proposed by applicants and determined in consultation with UN Women
Deliverables:
All deliverables, must be submitted in both English and Chinese. The selected institution will
be responsible for translating these documents and ensure accuracy, timely and professional
translation. UN Women will not be responsible for translating these documents. Periodic
payments from UN Women to the selected institution will be tied to the timely submission
and satisfactory acceptance of of the deliverables.
UN-WOMEN shall be entitled to all intellectual property and other proprietary rights
including, but not limited to, patents, copyrights, and trademarks, with regard to products,
processes, inventions, ideas, know-how, or documents and other materials which the
selected institution has developed for UN-WOMEN under the Contract and which bear a
direct relation to or are produced or prepared or collected in consequence of, or during the
course of, the performance of the Contract.
At any point, during of after the consultancy assignment, the selected institution will not be
allowed to sell the case studies to any other parties. The case studies need to be made
available free of charge via different channels, once UN Women has approved them. UN
Women will also disseminate the case studies via our own channels.
Qualifications Required
The selected higher education institution should have the following qualifications:
Solid knowledge of the Chinese business context, private sector operations and employment issues in China
Prior experience working with private sector institutions in China and an ability to involve them in the case study development
Demonstrated experience in working on Corporate Social Responsibility (CSR) and gender issues
Prior experience in producing case study materials for business audience
In addition to a separate financial proposal detailing the budget required to develop the case studies (please refer to the RFP guidelines), the institution shall include in its offer a narrative, technical proposal describing its relevant experience conducting similar work, the basic research methods it intends to use, its team composition, including updated CVs of the team leader and members (if relevant). The research team must include, at a minimum, a team leader. The institution may suggest that the team leader works in collaboration with other researchers, research assistants or other relevant personnel, in which case also their CVs should be included in the proposal. There will be no replacement of experts / team members without explicit consent from UN Women.
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