UN Women Consultant For Youth-Led Training Of Trainers On TFGBV Home-based International Consultant

Job Description

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.

As the lead UN entity on gender equality and secretariat of the UN Commission on the Status of Women, we shift laws, institutions, social behaviors and services to close the gender gap and build an equal world for all women and girls. Our partnerships with governments, women’s movements and the private sector coupled with our coordination of the broader United Nations translate progress into lasting changes. We make strides forward for women and girls in four areas: leadership, economic empowerment, freedom from violence, and women, peace and security as well as humanitarian action. UN Women keeps the rights of women and girls at the center of global progress – always, everywhere. Because gender equality is not just what we do. It is who we are.

UN Women Knowledge and Partnerships Centre in ROK

The UN Women Knowledge and Partnerships Centre in the Republic of Korea was established in 2022 under the Regional Office for Asia and the Pacific, in collaboration with the Ministry of Gender Equality and Family (MOGEF) of the Republic of Korea (RoK). Located in Seoul, the Centre operates on a shared mandate to advance gender equality and the empowerment of women (GEWE). It serves as a regional platform for in-depth learning and exchange of experiences, generation of gender data, and research production—contributing to more effective responses to gender inequality and the transformation of harmful social norms in the rapidly evolving social landscape of Asia and the Pacific.

Addressing technology-facilitated gender-based violence (TFGBV) is one of the Centre’s strategic priorities, with a particular focus on strengthening measurement, prevention and response. As digital technologies continue to shape the lives of women and girls, new forms of violence are emerging and evolving, requiring innovative, evidence-based and prevention-oriented approaches.

Among these, non-consensual intimate imagery (NCII) has become an increasingly urgent form of TFGBV affecting adolescents and young people. NCII does not occur solely between a victim-survivor and a perpetrator; rather, it unfolds within wider peer and digital ecosystems, including classrooms, group chats, friendship networks and online communities. In many such situations, the majority of young people are neither direct victims nor perpetrators, but witnesses or bystanders. However, existing prevention efforts often focus primarily on deterring perpetration or encouraging individual protective behaviours, while paying limited attention to the role of bystanders in shaping responses to harm.

Against this backdrop, the Centre is developing a peer-led intervention programme aimed at transforming bystanders into active and supportive upstanders. This initiative is informed by qualitative research with adolescents in the Republic of Korea, which found that many young people who witness incidents of NCII want to help, but often do not act because they are unsure of what to say or fear making the situation worse. These findings point to a critical witness–action gap, rooted not only in awareness, but also in a lack of practical communication skills and confidence to intervene safely and supportively.

To support this initiative, UN Women Knowledge and Partnerships Centre seeks to engage a Consultant for Youth-Led Training of Trainers on TFGBV to develop a peer-to-peer training module informed by UN Women’s approaches and guidance on violence against women prevention. The Consultant will work under the supervision of the Research and Data Specialist at the UN Women Knowledge and Partnerships Centre in the Republic of Korea and will have no supervisory responsibilities.

Description Of Responsibilities/ Scope Of Work

The Consultant will support the development and implementation of the peer to peer TFGBV prevention module and the advancement of regional efforts to address TFGBV through the following key responsibilities:

Activity 1: Develop the programme implementation plan for the peer-led TFGBV prevention intervention

1.1 Develop a programme implementation plan outlining the overall approach, objectives, key components, roles and responsibilities, and implementation arrangements for the peer-led intervention programme.

1.2 Develop the programme logic model and/or theory of change, clearly articulating the intended outcomes, pathways of change, and assumptions underpinning the intervention.

1.3 Prepare a master timeline for programme implementation, including key milestones, sequencing of activities, and deliverable schedule.

1.4 Develop a logistics plan to support the delivery of the programme, including operational considerations for workshop implementation and coordination.

Activity 2: Develop the programme contents and measurement tools

2.1 Develop the facilitator slide deck for delivery of the peer-led workshop on TFGBV/NCII prevention.

2.2 Develop the student workbook and/or participant handouts to accompany the workshop sessions and support participant engagement and learning.

2.3 Design pre- and post-survey instruments to assess changes in participants’ knowledge, attitudes, confidence and intended behaviours in relation to bystander intervention and peer support.

2.4 Prepare scripts and detailed activity instructions for workshop delivery, including guidance for role play, group discussion, and other interactive exercises.

Activity 3: Develop the training-of-trainers package for near-peer mentors, informed by UN Women’s guidelines on VAW prevention

3.1 Develop a training-of-trainers manual to guide the preparation of university student peer mentors and ensure consistent delivery of the intervention.

3.2 Prepare a detailed two-day training agenda for the training-of-trainers programme, including session objectives, flow, methodology and materials required.

3.3 Develop a trainer competency rubric to assess the readiness of peer mentors/ambassadors to deliver the workshop effectively and in line with safeguarding and facilitation standards.

3.4 Support the preparation of a printed handbook consolidating key concepts, facilitation guidance, and practical tools for trainers.

Activity 4: Support process and outcome evaluation of the programme

4.1 Design and implement a process-outcome evaluation framework to assess the relevance, quality and early results of the intervention.

4.2 Analyse programme data and prepare summary tables and datasets in Excel or other agreed formats.

4.3 Draft a programme evaluation report presenting key findings, lessons learned and recommendations for strengthening the intervention.

4.4 Develop a concise 1–2 page impact brief summarizing key results, emerging evidence and implications for future programming and advocacy.

Activity 5: Develop a next steps plan for programme scale-up and sustainability

5.1 Develop a strategic expansion roadmap outlining options and priorities for scaling the intervention to new contexts and audiences.

Deliverable Expected Completion Time

Develop the programme implementation plan for the peer-led TFGBV prevention intervention

• Finalized programme implementation plan outlining the overall approach, objectives, implementation arrangements, and roles and responsibilities for delivery of the peer-led TFGBV prevention intervention.
• Programme logic model and/or theory of change, clearly articulating the intended outcomes, pathways of change, and key assumptions underpinning the intervention.
  
  
  

10 May 2026

Develop the programme contents and measurement tools

• Student workbook and/or participant handouts developed and finalized with feedback from UN Women.
• Pre- and post-survey instruments finalized to assess participants’ knowledge, attitudes, confidence, and intended behaviours related to peer support and bystander action.
• Selection of the University students volunteering for the mentor trainers
• Coordinate and document expert consultation with GBV specialists to inform the development of programme contents and the training-of-trainers manual, including age-appropriate NCII/TF-GBV content framing, safeguarding considerations for near-peer delivery contexts; consolidate expert feedback to guide iterative revision of programme materials.
  
  
  

5 July 2026

Prepare the training-of-trainers package for near-peer mentors

• Finalized training-of-trainers manual to guide the preparation and delivery of the youth-led peer mentoring model.
• Detailed two-day training agenda, including session objectives, methodologies, facilitation flow, and materials required.
• Trainer competency rubric developed to assess ambassador readiness and ensure quality and consistency in programme delivery.
• Printed handbook consolidating key concepts, facilitation guidance, safeguarding considerations, and practical tools for trainers.
• Develop pre- and post-assessment tools to evaluate the effectiveness of the training-of-trainers programme, including instruments to measure changes in peer mentors knowledge, facilitation skills, confidence, and readiness to deliver the TFGBV/NCII prevention intervention.
• Develop a booster session protocol for mentor trainers who demonstrate gaps in facilitation readiness or require additional support prior to programme delivery, including criteria for identifying booster session candidates (based on competency rubric scores and trainer observation.
• Develop a weekly group supervision plan to support peer mentors throughout the active programme delivery period
  
  
  

5 September 2026

Manage the pilot training implementation process and outcome evaluation of the programme

• Process-outcome evaluation framework and tools finalized to assess the relevance, quality, and early outcomes of the intervention.
• Pilot training in selected high schools (peer to peer training delivery).
• Cleaned and organized raw data summary tables and Excel dataset submitted in an agreed format.
• Programme evaluation report presenting key findings, lessons learned, impact, and actionable recommendations for strengthening the intervention.
  
  
  

31 October 2026

Develop a next steps plan for scale-up and sustainability

• Strategic expansion roadmap outlining options, priorities, and recommended steps for scaling the intervention to new contexts and target groups.
• Replication toolkit outline setting out the core components, resources, and enabling conditions required for adaptation and roll-out in a new country context.
  
  
  

15 December 2026

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 visit this link for more information on UN Women’s Values and Competencies Framework:

Functional Competencies:

• Proven ability to develop training curricula, facilitator guides, handbooks and workshop materials.
• Good understanding of peer-to-peer or youth-led programming models, including training-of-trainers approaches.
• Familiarity with behavior change frameworks and prevention methodologies, including the Theory of Planned Behavior or similar social and behavioral change approaches, is an asset.
• Ability to integrate safeguarding, ethical considerations and age-appropriate communication into programme design and implementation.
• Strong skills in qualitative and/or mixed-methods research, including development of survey tools and analysis of programme outcome data.
• Knowledge of technology-facilitated gender-based violence (TFGBV), including online harms such as non-consensual intimate imagery (NCII), is strongly desirable.
• Quality Assurance and Stakeholder Engagement: Skilled in coordinating review processes, integrating technical feedback, and ensuring deliverables meet UN standards for clarity, accuracy, and inclusiveness.
• The consultant must have a strong sense of responsibility, a flexible and proactive mindset, and the ability to work independently
• Strong inter-personal skills, ability to communicate effectively verbally and in writing with multicultural personnel at all levels of the organization
• Ability to work productively in a highly pressured environment
  
  
  

Required Qualifications

Education and Certification:

• Master’s degree or equivalent in psychology, behavioral studies, similar social sciences, or a related field is required
• A first-level university degree in combination with five additional years of qualifying experience may be accepted in lieu of the advanced university degree
  
  
  

Experience:

• At least 5 years of progressively responsible professional experience in developing and implementing programmes, research, training, or advocacy initiatives related to gender equality, violence against women and girls, child/youth protection, education, or adolescent development.
• Proven experience in developing training modules, curricula, handbooks, facilitation guides, or other educational materials, preferably for adolescents, youth, or peer educators.
• Demonstrated experience in designing and/or delivering training-of-trainers programmes and participatory learning activities.
• Familiarity with Violence Against Women international statistical standards and related ethical guidelines is required.
• Experience working on technology-facilitated gender-based violence (TFGBV), online safety, digital citizenship, non-consensual intimate imagery (NCII), or related issues is highly desirable.
• Demonstrated ability to produce high-quality written outputs in English. Knowledge of Korean is a strong asset, particularly for engaging with local stakeholders and contextualizing materials.
  
  
  

Languages:

• Fluency in English and Korean is required.
• Exceptional communication, diplomacy and writing skills in English are required.
  
  
  

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 womens 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, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age, ability, national origin, 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 to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel 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.

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