Background:
UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, 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.
The UN Women Somalia Strategic Note 2026-2030 articulates the entity's strategic direction, objectives, and approaches to support efforts to achieve gender equality and empower all women and girls, including women's full enjoyment of their human rights. It outlines how UN-Women will leverage its normative support functions, UN system coordination and operational activities, as mandated by its founding resolution, in an integrated and mutually reinforcing manner in support of transformative results.ย
The Joint Police Programme II (JPP2) continues to address the efficiency, effectiveness, transparency, and accountability of police service delivery to Somali citizens, while supporting the institutional and operational capacities of the federal and state-level security and police institutions, with a focus on human rights and genderย responsive measures. Through this second phase of the programme, UNDP, UNSOM and UNWOMEN will further assist the FMS and FGS police structures to enhance their development and professionalization and protect the safety of citizens, as well as their individual rights, in line with the New Policing Model. Which although not fully implemented is the basis for policing programming in the country. The Programme intends to adopt a more problem-solving and people-centric approach and proposes to combine the institutional and capacity development support provided to federal and state-level police institutions, and the strengthening of community engagement through improved and extended police service delivery and enhanced oversight and integrity mechanisms, allowing citizens to increasingly participate in security sector strategies and protection mechanisms that more effectively respond to their grievances.
Womenยดs participation and representation in the police has been limited to date. UNDP in collaboration with the OPM surveyed womenยดs roles in the security sector and found that while several high-level posts have been held by women at the federal level, both in government and now in parliament but the number of women the security sector and police reform, especially at the FMS level is very low. But even where women had been in top level positions in the security sector this had not translated into security sector development being more gender sensitive. On the contrary, in a meeting hosted by the OPM in November 2021, women in the security sector complained that gender and womenยดs issues were largely ignored in security sector development and that even the international community had failed to prioritize women in police training or encourage more recruitment of women in the police.
To promote the viability of a policing career in security services for women, a concentrated effort is required to highlight what the job entails and showcase exemplary female officers to the pools of potential recruits. This would entail engaging youth and women directly in their communities. Promoting women's role in policing in Somalia is crucial for fostering gender equality, improving community relations, and enhancing the effectiveness of law enforcement. A strategic initiative could focus on recruiting and training more women officers, providing them with opportunities for career advancement and leadership development, as well as creating a supportive and inclusive work environment. The campaign could highlight the unique perspectives, skills, and strengths that women bring to policing, emphasizing their important role in promoting safety and security for all members of society. By showcasing successful female officers as role models and advocates for change, this campaign aims to break down barriers, challenge stereotypes, and empower women to take on active roles in law enforcement, ultimately contributing to a more diverse, equitable, and effective police force in Somalia.
UN Women will hire a consultant to develop a Female Career Path Policy that responds directly to the challenges outlined through conducting an evidence-based assessment of existing systems, engaging key stakeholders across federal and state levels, and formulating actionable strategies to improve recruitment, retention, and advancement opportunities for female officers, the consultant will ensure that the Female Career Path Policy is inclusive and sustainable. This work will lay the foundation for an institutionalized, inclusive, and sustainable career development pathway that not only elevates womenโs participation and leadership in the security sector but also strengthens the overall effectiveness and accountability of policing in Somalia.
The consultant will be reporting to the Joint Police Project 2 Programme Specialist and will be working closely with the UN Women team, directly supported by WPS Programme Assistant, who will be the point of contact on the logistics, contract, technical support and payment issues.
Scope of Work
Develop a Female Career Path Policy that outlines strategies to facilitate the progression of female officers within the Somalia Police Force at both Federal and State levels, with the aim of enhancing retention and promoting career advancement.
Specific Objectives:
Assess Current Career Progression Frameworks:ย
- Review existing policies, practices, and barriers affecting female officersโ career advancement within the Somalia Police Force at Federal and State levels.
Engage Stakeholders in a Consultative Process:ย
- Facilitate discussions with relevant stakeholders to gather insights and recommendations for creating an inclusive career path for women in policing.
Identify Key Challenges and Opportunities:ย
- analyze structural, cultural, and operational factors that impact retention and progression of female officers.
Develop Strategic Interventions:ย
- formulate actionable strategies and mechanisms to integrate gender-sensitive career development into SPF policies and practices.
Draft and Validate the Female Career Path Policy:
- Prepare a comprehensive policy document and validate it through stakeholder consultations to ensure ownership and feasibility.
Develop simplified version of the new Female Career Path Policy at Federal and FMS in Somali language.ย
Tasks and Deliverables:
- Task 1: Desk review and inception report
- Task 2: A consolidated report summarizing consultations with security sector stakeholders, highlighting sector-specific gender issues and incorporating inputs from relevant actors.
- Task 3: Draft Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan.
- Task 4:ย Validation ofย Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan.
- Task 5:ย Finalย Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan, and incorporating feedback.ย
- Task 6:ย Produce a simplified Somali-language version of the new Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan for Federal and Federal Member States.
- Task 7: Final report with respective annexes (as many as necessary) describing all work undertaken during the given assignment.
Upon receipt of the deliverables and prior to the payment of the first installment, the deliverables and related reports and documents will be reviewed and approved by UN Women. The period of review is one week after receipt.
Deliverables Expected completion timeย Payment Schedule (optional)- Task 1: Desk review and inception report 15 โ 21 Jan 2026
50% payment upon completion of Task 1, Task 2 and Task 3.
- Task 2: A consolidated report summarizing consultations with security sector stakeholders, highlighting sector-specific gender issues and incorporating inputs from relevant actors. 22 Jan to 11 Feb 2026 ย
- Task 3: Draft Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan. 12 โ 25 Feb 2026 ย
- Task 4:ย Validation ofย Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan. 26 Feb - 4 March 2026
50% payment upon submission of finalizedย
Task 4, 5, 6 and 7ย key deliverables.ย
- Task 5:ย Finalย Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan, and incorporating feedback.ย 5 to 18 March 2026 ย
- Task 6:ย Produce a simplified Somali-language version of the new Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan for Federal and Federal Member States. 5 โ 15 April 2026 ย
- Task 7: Final report with respective annexes (as many as necessary) describing all work undertaken during the given assignment. 16 - 30 April 2026 ย
Consultantโs Workplace and Official Travel
The consultant will be based in Mogadishu with frequent travel to the five Federal Member States to conduct consultations, organize validation workshops etc.ย
Competencies :
Core Values:
- Integrity;
- Professionalism;
- Respect for Diversity.
Core Competencies:
- Awareness and Sensitivity Regarding Gender Issues;
- Accountability;
- Creative Problem Solving;
- Effective Communication;
- Inclusive Collaboration;
- Stakeholder Engagement;
- Leading by Example.
Please visitย this linkย for more information on UN Womenโs Values and Competencies Framework:ย
Functional competencies:
- Strong programme formulation, implementation, monitoring and evaluation skills.
- Strong knowledge of Results Based Management.
- Strong knowledge of women, peace and security.
- Strong analytical skills.
Please visit this link for more information on UN Womenโs Core Values and Competencies:ย ย
https://www.unwomen.org/en/about-us/employment/application-process#_Valuesย
Required Qualification:
Education and Certification:ย
- Masterโs degree or equivalent in gender and women studies,ย security studies,ย M&E, Development Studies, Social Studies, Governance, Human Rights orย anotherย relatedย field.ย
- A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree
Experience:
- At least 5ย years of relevant education & experience and provenย expertiseย with program management,ย strategyย design, and planning for gender equality and women empowerment, and security sector engagement.
- Technical expertise working on the Women, Peace and Security agenda.
- A strong record in Gender mainstreaming, security sector reform and women empowerment.
- Demonstrated experience in doing research and analysis on areas of gender, development, peace and security and demonstrate publications.
- Demonstrated working relationships with state and non-state actors at the national and sub-national levels, peace actors, security sector institutions, womenโs human rights and gender equality organizations, development partners that can be activated for the purposes of the data collections and analysis.
- Demonstrated excellent written and oral communications skills in English.
- Ability to work independently and deliver on tight timelines.
Language requirements:ย
- Fluency in Englishย
- Fluency in Somali is desirableย
- Knowledge of another official UN language is desirable
Statements :
In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The creation of UN Women came about as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the important work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW and UNIFEM), which focused exclusively on gender equality and women's empowerment.
Diversity and inclusion:
At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates,ย and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age,ย ability, national origin,ย or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need.
If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application.
UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere toย UN Womenโsย policiesย and proceduresย andย theย standardsย of conduct expected of UN Women personnelย and will therefore undergo rigorous reference and background checks. (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.)
Note: Applicants must ensure that all sections of the application form, including the sections on education and employment history, are completed. If all sections are not completed the application may be disqualified from the recruitment and selection process.
- Task 7: Final report with respective annexes (as many as necessary) describing all work undertaken during the given assignment. 16 - 30 April 2026 ย
- Task 6:ย Produce a simplified Somali-language version of the new Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan for Federal and Federal Member States. 5 โ 15 April 2026 ย
- Task 5:ย Finalย Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan, and incorporating feedback.ย 5 to 18 March 2026 ย
- Task 4:ย Validation ofย Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan. 26 Feb - 4 March 2026
- Task 3: Draft Female Career Path Policy includingย anย Implementation Plan, Capacity Building Plan and Monitoring, Evaluation and Reporting Plan. 12 โ 25 Feb 2026 ย
- Task 2: A consolidated report summarizing consultations with security sector stakeholders, highlighting sector-specific gender issues and incorporating inputs from relevant actors. 22 Jan to 11 Feb 2026 ย
- Task 1: Desk review and inception report 15 โ 21 Jan 2026
- Prepare a comprehensive policy document and validate it through stakeholder consultations to ensure ownership and feasibility.
- formulate actionable strategies and mechanisms to integrate gender-sensitive career development into SPF policies and practices.
- analyze structural, cultural, and operational factors that impact retention and progression of female officers.
- Facilitate discussions with relevant stakeholders to gather insights and recommendations for creating an inclusive career path for women in policing.