Gender, Safeguarding and PSEAH Specialist

The Afghanistan Institute for Civil Society (AICS) is a nationally recognized non-governmental organization (NGO) committed to strengthening the role of NGOs in Afghanistan’s development. AICS initially focused on enhancing the institutional effectiveness of NGOs through a certification program based on locally defined and internationally recognized standards. It has also provided capacity-building support and promoted transparency and accountability among NGOs. Furthermore, AICS is actively engaged in capacity-building initiatives and research activities.

Over time, AICS has expanded its scope to include direct implementation and support of education sector programs, particularly in Early Childhood Development (ECD), Community-Based Education (CBE), and Accelerated Learning Programs (ALP). Additionally, AICS conducts capacity-building programs for NGOs and implements research projects in the education sector to support the development of evidence-based strategies, strengthen education systems, and contribute to more effective and informed decision-making by stakeholders at all levels.

Today, AICS continues to serve as a key platform for strengthening NGO capacity, supporting inclusive and quality education services, and generating knowledge to inform policies and practices across the development sector.

• To support and implement effective education programs across, aimed at improving access to and the quality of learning for Afghan children and youth.
• To generate practical, evidence-based research that contributes to improved education policies, planning, and service delivery in Afghanistan.
• To build the institutional capacity of NGOs through tailored training, technical assistance, and performance-based support.
• To promote transparency, accountability, and quality standards among NGOs/CSOs operating in Afghanistan through the application of certification systems and good governance practices.
• To facilitate coordination and constructive engagement between NGOs, government entities, and development partners for effective and aligned service delivery.

the Gender, Safegaurding and PSEAH Analyst/Specialist supports AICS projects and programmes, by developing, reviewing, managing and coordinating the overall implementation and monitoring of the gender mainstreaming framework and corresponding action plans while simultaneously providing capacity building support to AICS personnel, as required.

The Gender, Safeguarding and PSEAH Specialist will also lead the implementation of AICS’s safeguarding and Protection from Sexual Exploitation, Abuse and Sexual Harassment (PSEAH) framework by ensuring compliance with policies, managing safeguarding risks and incidents, strengthening reporting and complaints mechanisms, delivering capacity-building initiatives, and promoting a culture of accountability, dignity, inclusion, and zero tolerance for misconduct. The role works closely with staff, partners, communities, and the PSEA Network to ensure safeguarding principles are effectively integrated across all programmes and operations.

 This position holder will serve as the Co-chair of Operational Gender Coordination Group (O-GCG). 

Responsibilities as AICS Gender Focal Point and Co-Chair of Afghanistan’s Operational Gender Coordination Group (O-GCG):

AICS Gender Focal Point

• Integrate social and gender aspects in projects and programmes
• Lead the development, review and implementation of AICS gender policy and strategy to facilitate the implementation of transformative Gender Action Plans in projects and programmes.
• Lead the design and implementation of Gender Transformative Approaches within AICS.
• Conduct gender analysis across AICS, particularly for project and programme areas. Include the collection of data in target communities, analyze challenges and opportunities for women-focused activities in projects and programmes, and analyze existing women’s collective actions.
• Provide direct and routine support and advice to AICS project teams, ensuring gender is an integral component of all engagement development processes and, in particular, project plans and documents.
• Stakeholder engagement and communication
• Represent AICS in gender, diversity and inclusion related coordination platforms in Afghanistan.
• Develop effective mechanisms to ensure participation of, and regular consultation with relevant stakeholders in the implementation of gender activities.
• Maintain regular communication on gender issues and related tasks with provincial coordinators, community development officers at the province and district levels, and make regular visits to target provinces, districts and villages in consultation with community mobilizers.
• Provide support and guidance on the development of communication products related to women empowerment and gender inclusion aspects for projects and programmes.

Monitoring and evaluation

• Ensure gender specific data are regularly collected and analyzed.
• Conduct, evaluate and report on social and/or gender audits.
• Contribute to the identification and capturing of best practices and lessons learnt on social and gender equality.
• Knowledge sharing and knowledge building
• Support the development and delivery of workshops on gender-related concepts, policies or sectoral issues to develop knowledge and ownership on gender issues for AICS personnel.
• Collect good practices and lessons learnt and share them regularly with AICS management and staff for greater knowledge sharing on gender issues within the organization.

Co-Chair of the O-GCG

• Provide leadership and representation by actively preparing and participating in O-GCG meetings and representing the O-GCG, as delegated, in the Inter-Cluster Coordination Team (ICCT), cluster coordination meetings, and other aid coordination fora to advocate for gender-responsive aid.
• Co-chair and facilitate O-GCG coordination processes, including meetings, consultations, and technical discussions, ensuring inclusive participation, effective decision-making, and timely follow-up on agreed actions.
• Provide technical gender review of humanitarian proposals, including Afghanistan Humanitarian Fund (AHF) projects, and contribute to humanitarian planning processes to ensure the needs, priorities, participation, and protection of women and girls are systematically integrated.
• Participate in inter-agency assessments, monitoring, and joint field missions to identify gender-related gaps, document good practices, and contribute evidence-based recommendations to mission reports and humanitarian coordination processes.
• Strengthen the capacity of humanitarian actors by facilitating or co-facilitating trainings and technical sessions on gender-responsive programming in humanitarian and basic human needs responses, and related thematic areas for clusters, NGOs, UN agencies, and Women-Led Organizations (WLOs).
• Promote localization and the meaningful participation of Afghan women and Women-Led Organizations (WLOs) by amplifying their perspectives and strengthening their engagement in humanitarian coordination and decision-making processes including providing support to the WAG to the HCT
• Support evidence generation, advocacy, and accountability by contributing to gender analyses, assessments, knowledge products, advocacy initiatives, and monitoring the implementation of gender commitments across the humanitarian response.
• Undertake other technical, coordination, and advisory responsibilities, as requested by the O-GCG Co-Chairs, to support emerging humanitarian priorities, emergency responses, and strategic initiatives.
• Responsibilities as AICS PSEA-SH and safeguarding focal point

Management and Coordination

• Raise awareness about the role of the PSEA Focal Point and ensure that their contact details are widely available both internally and externally.
• Represent their entity in PSEA Network meetings, actively contribute to the implementation of the inter-agency Work Plan, and provide regular updates to senior management on status/progress.
• Support senior leadership in fulfilling their PSEA responsibilities, promoting compliance with interagency accountability mechanisms and reporting requirements.
• Track PSEA-related activities and ensure timely sharing of relevant information with the PSEA Network.
• Where applicable, coordinate with field offices to harmonise PSEA implementation across the entity.
• Actively participate in PSEA Network sub-working groups, emergency response team, peer support mechanisms, and inter-agency initiatives, contributing expertise and lessons learned.
• Ensure two-way communication by regularly sharing updates from the PSEA Network with their organisation’s senior management and staff, and bringing organisational priorities, challenges, and good practices into the Network.

Prevention

• Develop and monitor an internal PSEA action plan aligned with the inter-agency Network work plan.
• Lead internal capacity-building initiatives on PSEA, ensuring all staff receive mandatory PSEA induction within two months of onboarding, and conduct annual refresher sessions.
• Collaborate with HR to ensure all new hires receive PSEA induction and sign a Code of Conduct.
• Collect and analyse information on SEA risk factors (through internal programming) and country-wide trends (through the Network) to provide senior management with risk mitigation strategies.
• Support programme managers to allocate budget for and implement PSEA activities.

Response

• Act as a potential entry point for receiving SEA allegations.
• Report allegations in line with internal procedures and the PSEA Network SOPs.
• Refer allegations for assistance through established GBV and CP referral pathways, where relevant.
• Share sensitive information strictly on a “need-to-know” basis, following data protection principles (including the PSEA Network’s Information Sharing Protocol) and applying a victim-centred approach.
• Support the Country Representative, Country Director, or Head of Office in informing the UN Senior-Most Official of trends and allegations[1], and, where relevant, in monitoring the progress of complaints in line with internal procedures and the PSEA Network SOPs.
• Make use of Awaaz PSEA Focal Point Helpline to seek guidance on SOPs and available services.

Engagement with affected communities

• Work with the PSEA Network to establish an inter-agency Community-Based Complaint Mechanism (CBCM), integrating the entity’s existing complaint and feedback mechanism (CFM).
• Disseminate awareness-raising tools and facilitate community initiatives to promote understanding of rights, SEA reporting options, and available assistance and support.
• In coordination with the Community Voices Platform for Afghanistan, gather and analyse community awareness levels and perspectives on preferred methods for reporting sensitive information, perceived risks, accessibility of services, reasons for reporting or not reporting, and culturally appropriate ways of discussing sexual issues.
• Disseminate IEC materials and reminders of the Six Core Principles to staff and partners on a quarterly basis and ensure wide circulation across offices and programmes.
• Collaborate with cross-cutting groups (ADI WG, O-GCG, Youth) to ensure PSEA efforts are inclusive, gender-sensitive, and responsive to diverse community needs.
• Engage with the PSEA Network Women’s Advisory Group to strengthen gender-sensitive outreach and ensure two-way communication with affected women and girls.

• At least 5  years’ relevant experience, including in relation to facilitation of trainings and capacity development sessions.
• Previous work experience in a related position within the UN common system,NGOs or other  organizations is preferred.
• Proven experience upholding and promoting principles of diversity, inclusion, accountability, and confidentiality, and implementing a zero-tolerance approach to sexual exploitation, abuse, harassment, discrimination, retaliation, and other forms of misconduct in the workplace.
• Demonstrated experience in coordinating gender equality and women’s empowerment programming 
• Experience in the usage of computers and office software packages (MS Word, Excel, etc.)  
• Bachelors’ degree or equivalent in social sciences, human rights, gender/women's studies, international development, or a related field is required.
• A first-level university degree in combination with two additional years of qualifying experience may be accepted in lieu of the advanced university degree.
• Proficiency in Pashto and Dari languages are required.
• Working knowledge of English

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.
• Functional Competencies:
• Good analytical skills
• Good knowledge of gender-focused programming, particularly in relation to gender in humanitarian action
• Good organizational and coordination skills

Interested applicants should submit their CV along with a cover letter to Jobs@aicsafg.org  no later than 1st Aug 2026. 

Important Notes: 

Please quote the Vacancy Number and Position Title and Job Location, as the Subject of the e-mail when applying. 
•    No supporting documents (e.g., diplomas, recommendation letters, identification card(s) etc.) are required at this stage. 
•    Only short-listed candidates will be contacted for further assessment.

The Afghanistan Institute for Civil Society (AICS) promotes a transparent and equitable recruitment process. We reiterate that all services related to job applications, including processing, seminars, and training programs, are provided free of charge. 

Our official job announcements are posted on the ACBAR website (acbar.org/jobs). Interested candidates are encouraged to submit their applications through our designated email address: jobs@aicsafg.org

Afghanistan Institute for Civil Society (AICS) recruitment and selection process reflect our commitment to equal opportunity and protecting children and at-risk adults, beneficiaries, partners, community members and employees from safeguarding violations. We will do everything possible to ensure that only those who are suitable to work with children and at-risk adults are recruited to work for us. In the process of recruitment, selection and appointment AICS implement a range of procedures and vetting checks including criminal records disclosures to ensure everyone associated with AICS is kept free from harm and abuse is prevented.
 
Protection from Sexual Exploitation Abuse and Harassment (PSEAH) is the responsibility of everyone, and all selected individuals will be required to comply with AICS Safeguarding Policy at all times. 

By sharing your cover letter and resume with AICS in response to this job application, applicants consent AICS to keep this information in file for Recruitment and Human Resources Management purposes.

We request all job seekers to be attentive and report any instances of individuals or entities claiming to charge fees on behalf of AICS Afghanistan to info@aicsafg.org. Our commitment to ethical practices ensures that your career aspirations are supported without any financial burden during recruitment.

The organization has the right to start the recruitment process during the announced period.