Integrated Disabled Women Activities-IDIWA is a voluntary, not for profit non-governmental organization established in 2000 purposely to empower Women, People with Disabilities and other vulnerable groups to maximize their potential and improve their standard of living through Economic Empowerment and Livelihoods, Human Rights and Good Governance, Community Based Rehabilitation, Health and reproductive rights, and Education. IDIWA visualizes an inclusive society in which human rights, citizenship and potential of Women, People with Disabilities, and other vulnerable groups are respected. Strategic Communication is key to achieving the above aspirations whereby communication becomes a tool for an organization to reach its current or future goals. Communication is central to what IDIWA targets to achieve and accomplish. For an organization such as IDIWA, whose primary objectives remain largely interconnected with the progress of people it works with (Women and People with disabilities), visibility of its programs and initiatives remain fundamental to meeting the organization’s objectives and for further resource mobilization. The public perception and trust towards IDIWA and its programmes, rest upon how well a strategic communication plan is designed and implemented. Therefore, with the above background IDIWA is seeking the services of an experienced communication expert to lead the process of designing its communication strategy. IDIWA is an equal opportunity employer, and does not discriminate anybody on any grounds including disability or HIV status. For details check on the link below https://www.idiwaug.org/wp-content/uploads/2019/02/TOR-IDIWA-COMMUNICATION-STRATEGY.pdf

Integrated Disabled Women Activities is a not for profit organisation established in the year 2000 with a great passion to change the status quo of persons with disabilities. The organisation currently supports persons with disabilities, women and girls and other marginalised groups through developing programs that promote the realisation of  human rights and dignified lives such as economic empowerment, good governance, sexual &and reproductive health and hence enabling these marginalised groups reach their full potential. IDIWA receives funding from various donors and is responsible for high quality data that promotes better understanding of program impact and program changes. During the implementation of her projects, different data is collected and electronically captured using different formats such as Microsoft word and excel which poses a challenge of scattered data sets and difficult analysis.  The organisation is looking to strengthen the monitoring and evaluation system by establishing an effective internal data management system that houses all project relevant information using access software to ease data processing activities including data entry, data cleaning, storage, analysis and retrieval to promote evidence based decision making. Additionally, the M&E skills and competencies of staff are fairly adequate, but require further training and technical support to use and maintain the access database to adequately manipulate datasets and provide meaningful results. IDIWA is therefore, inviting applications/proposals from qualified Consultants to develop a comprehensive program database to support effective data processing. The consultant will also be required to build capacity within IDIWA to use and maintain the developed database and system. For details check on the link below https://www.idiwaug.org/wp-content/uploads/2019/02/TOR-FOR-DEVELOPING-AN-ACCESS-DATABASE.pdf

Organizations such as IDIWA in trying to reach their aspirations are faced with internal and external challenges that affects implementation of designed programs and such challenges include but not limited to sexual harassment and abuse amongst staff and stake holders which affects its work and image internally and externally. Therefore, it’s incumbent upon the organizational leadership and management to put in place mechanisms and strategies to deal with such challenges. Harassment is any improper and unwelcome conduct that might reasonably be expected or be perceived to cause offence or humiliation to another person. Harassment may take the form of words, gestures or actions which tend to annoy, alarm, abuse, demean, intimidate, belittle, humiliate or embarrass another or which create an intimidating, hostile or offensive work environment. Harassment normally implies a series of incidents. Sexual harassment on the other hand is any unwelcome sexual advance, request for sexual favors, verbal or physical conduct or gesture of a sexual nature, or any other behavior of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment. While typically involving a pattern of behavior, it can take the form of a single incident. Sexual harassment may occur between persons of the opposite or same sex. Both males and females can be either the victims or the offenders. Therefore, it’s upon that back ground that IDIWA is seeking the services of an external expert to lead the process of developing its anti-sexual harassment and abuse policy to act as a guiding tool for all staff members and other stake holders while fulfilling IDIWA’s objectives and goals. For details check on the link below https://www.idiwaug.org/wp-content/uploads/2019/02/TOR-ASHA-POLICY-DEVELOPMENT.pdf