FH Culture

All we do, and how we do it, seeks to promote God’s beauty, goodness, and truth in a broken world. As such, we are defined by our ability to make people’s lives measurably better; our ability to deliver impact is the measure of our collective success. For we know that we are God’s handiwork, created in Christ Jesus to do good works, which God has already prepared in advance for us to do. At Food for the Hungry, we operate under a set of values called Heartbeat Values.

• Position:                         Gender, Protection, and Safeguarding Technical Officer
• Duty Station:                 Mekelle, Tigray Region
• Duration of Contract:  One-year contract, Renewable (with 60 working days probation period)
• Closing date:                January 4, 2025

Job Summary

The Gender, Safeguarding, and protection Officer will be responsible for planning, implementing and advocating for gender, safeguarding, and protection programs at across JEOP operation areas.  He/she will execute his duties aligning with international humanitarian standards, donor guidelines, and FH’s mission. The Gender, Safeguarding, and Protection officer will ensure that JEOP’s response addresses gender, safeguarding, and protection issues and works closely with the technical lead at HO.   He/she will also build the capacity of JEOP staff and mainstream gender, safeguarding, and protection throughout the program, and liaise with internal and external stakeholders to ensure cohesive implementation.

Principal Responsibilities

Key Result #1 – Implementation and Coordination

• Take part in gender, protection, and safeguarding assessments/ analysis to identify risks and establish mitigation measures, including developing effective referral pathways for protection concerns.
• Facilitate implementation of the gender audit and analysis findings and recommendations within JEOP by following the action plan and achieving tangible results in the organization’s structures and systems.
• Provide capacity-building trainings to JEOP staff by organizing tailored training on gender, protection, safeguarding mainstreaming, and protection from sexual exploitation and abuse (PSEA).
• Support the integration of the JEOP gender action plan in all activities and monitor progress towards gender equality and protection goals.

Key Result #2 – Monitoring and Reporting 

• Participate in regional level consortium and partner meetings, ensuring that gender and protection issues are regularly addressed and integrated into decision-making processes.
• Support the establishment and management of feedback and response mechanisms for protection and safeguarding issues within FH-JEOP operations.
• Develop reports on gender, Safeguarding, and protection activities implemented within JEOP programming.
• Contribute to the dissemination of IEC materials on gender and protection.
• Organize Gender-related events and create learning platforms that enable participants to gain awareness of Gender issues. This includes organizing events aligned with international campaigns such as International Women’s Day, the 16 Days of Activism against Gender-Based Violence, and other relevant initiatives.
• Promote good practices and lessons learned, contributing to a collection of good practices for gender equality programming.
• Provide support related to gender, Protection, and safeguarding issues as required by JEOP manage

Safeguarding Policy

FH strives to provide an environment free from sexual exploitation and abuse and harassment in all places where relief and development programs are implemented. FH holds a zero-tolerance policy against sexual exploitation and abuse and harassment. FH expects its employees to maintain high ethical standards, protect organizational integrity and reputation, and ensure that FH work is carried out in honest and fair methods, in alignment with the FH Heartbeat and safeguarding and associated policies. Violations to stated policies will be subject to corrective action up to and including termination of employment.

Gender Responsibility

• Be aware of the stereotypes about women’s and men’s capacities, and discuss how they influence staff, in assigning responsibility, and in managing resources at unit and organization level.
• Be able to describe how gender issues relate to one’s job responsibilities and how gender equity can be promoted through the execution of those responsibilities.
• Be familiar with the local Gender Focal Point(s), and go to her/him to learn more about gender issues, or when there is a gender grievance or harassment issue to resolve
• Within each project and department, discuss FH’s Gender & Diversity and Sexual Harassment and sexual exploitation Policies, so that all staff are conversant with them.
• Refrain from any comments or gestures that indicate prejudicial views of female staff, especially female supervisors.
• In each Project and Head Office, ask women staff what changes would make it more “gender-friendly”, organization  and implement the recommendations

Safety & Security Responsibility

• Each FHE staff member should adhere to all pertinent policies concerning safety and security policy of FH. Lapses in safe conduct can jeopardize the health and welfare of all staff.
• Every FHE staff member has an obligation to learn and understand the security situation where they are located.
• Each FHE staff member should adhere to all pertinent policies concerning safety and security.  This includes, but not limited to, personal safety, road safety, etc.
• He/she has a responsibility to become familiar to social, cultural and other associated features of their duty stations;
• Abstains from inappropriate or offensive behavior that can put FHE in a difficult position, impair operations, and jeopardize the health and welfare of all staff of FHE.
• All FHE staff should promotes safe conducts and exercises caution in all work activities; staff should accountable for own personal and professional actions and conduct;