National Consultant to conduct a gender-responsive legal and institutional assessment of the Ethiopian Immigration and Citizenship Service (ICS)

Introduction

Established in 1951, IOM is a Related Organization of the United Nations and the leading UN agency in the field of migration. Working closely with governmental, intergovernmental and non-governmental partners, IOM promotes humane and orderly migration for the benefit of all. It saves lives and protects people on the move, drives solutions to displacement, and facilitates pathways for regular migration, while providing services and advice to governments and migrants.

IOM is committed to fostering a respectful, inclusive and supportive workplace where all employees can thrive professionally and feel valued. By creating such an environment, IOM aims to better harness the full potential of migration and strengthen its support to people on the move.

IOM invites candidates from diverse backgrounds to apply and provides reasonable accommodation throughout the recruitment process when required.

Project Context and Scope

Established in 1951, the International Organization for Migration (IOM) is the leading intergovernmental organization in the field of migration and works closely with governmental, intergovernmental and non-governmental partners. IOM is committed to promoting humane and orderly migration for the benefit of all by providing services and advice to governments and migrants. As a member of the United Nations system, IOM supports governments globally to strengthen migration management systems, enhance border governance, improve service delivery and reinforce institutional capacities in line with international standards.

In July 2026, IOM Ethiopia began implementation of the Regional Counter-Smuggling Programme (RCSP) in the East and Horn of Africa, funded by the United Kingdom Home Office. The Programme aims to strengthen airport border management capacities and regional cooperation to address document fraud, migrant smuggling and related forms of transnational organized crime in Ethiopia, Kenya, and Somalia. The programme promotes evidence-based policy and institutional approaches, regional cooperation, gender equality and protection-sensitive responses.

In Ethiopia, the RCSP supports the Government in strengthening aviation border management capacities, improving the detection of fraudulent travel documents and enhancing the ability of frontline institutions to identify and respond to trafficking in persons, migrant smuggling and related forms of transnational organized crime. Integrating gender equality, disability inclusion, social inclusion and protection considerations into border management can further support effective operations and contribute to services that respond appropriately to the different needs and circumstances of travellers and migrants, including persons in vulnerable situations.

According to the Geneva Centre for Security Sector Governance (DCAF) publication Tool 6: Border Management and Gender (2020), increasing women’s representation within border management and law enforcement institutions can generate important operational and institutional benefits. Gender-diverse institutions may be better positioned to understand and respond to the different needs, experiences and vulnerabilities of women, men, girls and boys, including victims of trafficking in persons, migrant smuggling and other forms of exploitation. Female border and law enforcement officers can also play an important role in conducting gender-sensitive interviews and lawful searches of female travellers, particularly where cultural, religious or social norms may affect interactions between women and male officers. Representative and inclusive institutions can contribute to public trust and may encourage women and other persons in vulnerable situations to seek assistance, report incidents and share information relevant to the prevention and detection of trafficking in persons, migrant smuggling and related crime.

The overall objective of this consultancy is to assesses how relevant national institutional priorities concerning gender equality are reflected in the legal, policy, human resource and operational arrangements of ICS. The assessment will identify and document existing measures that support women’s recruitment, retention, professional development, career progression and leadership; examine practical experiences and challenges; and identify opportunities for further strengthening.

It will use available institutional information and consultations with relevant personnel. Where relevant and feasible, consultations and operational observations may include experiences at Bole International Airport and Dire Dawa International Airport, which are among the airports targeted by the RCSP in Ethiopia. The consultant will develop practical, evidence-based recommendations and possible outreach or institutional measures to support women’s participation and advancement within ICS.

 

The consultants shall conduct:

• A legal, policy and institutional desk review

Analytical review of relevant national legislation, labour laws, gender equality policies, public-sector frameworks and available institutional policies or measures relevant to women’s recruitment, retention, professional development, career progression and leadership within ICS. The review shall document existing provisions and good practices and identify issues for further examination through institutional consultations.

• An institutional assessment and stakeholder consultations

Assess available recruitment and selection arrangements, workforce composition, professional development and promotion processes, mentoring and leadership pathways, workplace conditions, deployment practices and other institutional or operational factors relevant to women’s participation. Conduct consultations with relevant leadership, human resource personnel, gender focal points, operational personnel and other agreed stakeholders. Include confidential interviews and/or focus group discussions with relevant personnel that may draw on experiences from Bole and Dire Dawa international airports. The resulting analytical note shall present institutional strengths, good practices, experiences, challenges and opportunities for further strengthening.

• A consolidated assessment report and recommendations

Draft a consolidated assessment report integrating the desk review, institutional assessment and stakeholder consultations. The report shall include an executive summary, methodology, legal and policy findings, institutional and human resource findings, and relevant operational observations of ICS where appropriate. It shall provide practical, evidence-based and prioritized recommendations, including possible strategies and outreach initiatives related to recruitment, retention, career development, mentoring, role-model initiatives, awareness activities, internship opportunities and women’s leadership.

• A validation workshop package and final report

Prepare and facilitate a validation process in coordination with IOM and relevant counterparts. The validation package shall include presentation slides, an executive briefing note, a proposed agenda and discussion questions. Following the validation process, the consultant shall revise and submit the final consolidated assessment report, including a short record of feedback received and how substantive comments were addressed.

Present the principal findings and recommendations of the assessment during a Women in Uniform Conference, organized under the RCSP. The conference will provide a dedicated forum for female officers from border management and law enforcement institutions to discuss professional experiences, institutional practices, gender equality and social inclusion, and opportunities to strengthen women’s participation and advancement. The consultant shall prepare and deliver the relevant conference session, facilitate the presentation of the assessment findings and moderate the subsequent discussion among participating officers and institutional representatives. Key observations emerging from the conference should be reflected, as appropriate, in the final assessment report.

Organizational Department / Unit to which the Consultant is contributing

The consultant will work under the direct supervision of the Immigration and Border Governance (IBG) Programme Officer, IOM Ethiopia, in close coordination with relevant government counterparts and the Regional Counter-Smuggling Programme team.

Category B Consultants: Tangible and measurable outputs of the work assignment 

Category B Consultant hired to deliver a report on a four-instalment payment basis:

1. First deliverable – Inception Report
   Deliverable 5 working days – First installment 15% of the contract value after submission of the inception report and approval by IOM.
2. Second deliverable – Legal, Policy and Institutional Desk Review
   Deliverable next 12 working days – Second Instalment 20% of the contract value following submission and approval by IOM.
3. Third deliverable – Institutional Assessment and Stakeholder Consultations–Deliverable next 18 working days- third instalment 30% of the contract value after completion of deliverable, as approved by IOM.
4. Final deliverable – Draft Consolidated Assessment Report and Recommendations; Validation Workshop Package, Presentation at Women in Uniform conference and Final Report – Deliverable by 25 working days Final instalment 35% of the contract value after completion, as approved by IOM.

Performance indicators for the evaluation of results

• Inception report is submitted within agreed timelines and includes workplan with all agreed activities, milestones and timelines and approved.
• Comprehensive assessment completed, documenting institutional strengths, challenges, good practices, and opportunities affecting women’s participation, supported by stakeholder consultations and actionable recommendations for strengthening recruitment, retention, professional development, and leadership pathways.
• Consolidated assessment report completed and validated, integrating desk review, institutional assessment and stakeholder consultations, with evidence-based and prioritized recommendations for strengthening women’s recruitment, retention, career development, mentoring, leadership and outreach initiatives.
• Validation process and conference session successfully conducted, with stakeholder feedback documented and incorporated into the final consolidated assessment report.

Required Qualifications and Experience

Education

• An advanced university degree (Master’s degree or higher) in Gender Studies, Gender and Development, Women’s Studies, Sociology, Social Sciences, Human Resource Management, Public Administration, Public Policy, Governance, Law, International Development, Political Science, Organizational Development, Migration Studies, Security Studies, Criminology, Criminal Justice, International Relations or another closely related field from an accredited academic institution, with at least seven (7) years of relevant professional experience.
• Alternatively, a first-level university degree (bachelor’s degree) in one of the above fields, combined with at least ten (10) years of relevant professional experience, may be accepted in lieu of an advanced university degree.

Experience

• Minimum 5-7 years of professional experience in gender analysis, gender mainstreaming, institutional assessments, organizational development, or related fields.
• Proven experience conducting legal, policy, institutional, organizational, workforce, gender, diversity and inclusion, or human resource assessments and institutional reviews within government institutions, public sector entities, or security sector organizations.
• Demonstrated experience undertaking gender-responsive research, assessments, evaluations, or analytical studies.
• Experience assessing human resource policies and practices, including recruitment, retention, career development, promotion, leadership pathways, and workplace inclusion.
• Experience facilitating stakeholder consultations, key informant interviews, focus group discussions, and validation workshops.
• Proven track record of producing high-quality analytical reports, policy papers, assessment reports, and evidence-based recommendations for government institutions and development partners.
• Demonstrated understanding of gender equality, human rights, protection principles, social inclusion, disability inclusion, and safeguarding considerations in institutional settings.

Skills

• Strong knowledge of Ethiopian legal and policy frameworks related to gender equality, labour rights, public service management, and women’s empowerment.
• Sound understanding of international standards and frameworks on gender equality, women’s rights, diversity, equity, and social inclusion.
• Strong qualitative research and institutional assessment skills, including the use of interviews, focus group discussions, document reviews, and stakeholder consultations.
• Excellent analytical skills, with the ability to identify institutional strengths, challenges, gaps, and opportunities, and to develop evidence-based findings.
• Strong report-writing, drafting, and presentation skills.
• Ability to formulate practical, actionable, and context-specific recommendations for institutional strengthening and policy reform.
• Demonstrated facilitation and stakeholder engagement skills, including the ability to lead workshops, validation meetings, and conference sessions.
• Knowledge of gender-responsive, protection-sensitive, and inclusive approaches in migration governance and border management.
• Strong communication and interpersonal skills, with the ability to engage effectively with senior officials, operational personnel, and development partners.
• Ability to work independently, manage multiple tasks, maintain confidentiality, and deliver high-quality outputs within established deadlines.

Travel required

The primary duty station for the assignment will be Addis Ababa, Ethiopia, with possible travel to relevant operational locations, including Bole and Dire Dawa international airports, subject to the agreed methodology, institutional authorization and operational requirements. All travel arrangements must be coordinated with IOM in advance.

Required Competencies

Competencies will be assessed during the selection process.

Values – all IOM staff members must abide by and demonstrate these five values:

• Inclusion and respect for diversity: Respects and promotes individual and cultural differences. Encourages diversity and inclusion.
• Integrity and transparency: Maintains high ethical standards and acts in a manner consistent with organizational principles/rules and standards of conduct.
• Professionalism: Demonstrates ability to work in a composed, competent and committed manner and exercises careful judgment in meeting day-to-day challenges.
• Courage: Demonstrates willingness to take a stand on issues of importance.
• Empathy: Shows compassion for others, makes people feel safe, respected and fairly treated.

Core Competencies – behavioural indicators

• Teamwork: Develops and promotes effective collaboration within and across units to achieve shared goals and optimize results.
• Delivering results: Produces and delivers quality results in a service-oriented and timely manner. Is action oriented and committed to achieving agreed outcomes.
• Managing and sharing knowledge: Continuously seeks to learn, share knowledge and innovate.
• Accountability: Takes ownership for achieving the Organization’s priorities and assumes responsibility for own actions and delegated work.
• Communication: Encourages and contributes to clear and open communication. Explains complex matters in an informative, inspiring and motivational way.

Notes

IOM covers Consultants against occupational accidents and illnesses under the Compensation Plan (CP), free of charge, for the duration of the consultancy. IOM does not provide evacuation or medical insurance for reasons related to non-occupational accidents and illnesses. Consultants are responsible for their own medical insurance for non-occupational accident or illness and will be required to provide written proof of such coverage before commencing work.

Any offer made to the candidate in relation to this vacancy notice is subject to funding confirmation.

Appointment will be subject to certification that the candidate is medically fit for appointment, accreditation, any residency or visa requirements, security clearances.

IOM has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and IOM, 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.

How to Apply

IOM only accepts duly completed applications submitted through the: >> IOM e-Recruitment system. The online tool also allows candidates to track the status of their application.

IOM does not charge a fee at any stage of its recruitment process (application, interview, processing, training or other fee). IOM does not request any information related to bank accounts.

No late applications will be accepted. Only shortlisted candidates will be contacted.