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  1. Background and Rationale

Three percent of Ghanaians are classified as Persons with Disability (PWDs), as they have one form of disability or another. Generally, the percentage of Women and girls with Disability (WGDs) (3.1%) is slightly higher than males (2.9%). Educational levels differ among PWDs by sex and residence. The percentage of the WGDs with no formal education is higher than males among both urban and rural dwellers. Majority of females (58.3%) with disability in the rural areas have no formal education compared with 40.7% of their male counterparts.  (2010 Population and Housing Census Report on People with Disabilities).Unemployment amongst Ghanaian females estimated by ILO through modelling indicated 6.83 as of 2019. Its highest value over the past 28 years was 10.78 in 1999, while its lowest value was 4.73 in 2007.

In terms of life outcomes, PWDs have been identified to have some of the worst outcomes in health, education, economic and work activity participation, and higher rates of poverty and vulnerability (WHO & World Bank 2011). According to Ghana’s 2010 Population and Housing Census, barriers and challenges disabled people encounter in their routine lives are far greater than those encountered by abled individuals. These obstacles have been identified to manifest through difficulties in accessing health, education, transportation and employment. WGDs suffer more than from lack of these services than their male counterparts, because of stigmatization and discrimination against the female gender. The report further identified inadequate policies and standards, stigma and discrimination with exacerbating factors.

In light of the significant challenges, PWDs including WGDs living in Ghana face, various laws and policies have been enacted to protect them from the barrier of stigma, exploitation of and discrimination. A key law in this direction is the, Disability Act (715) which notes that:  A person shall not discriminate against, exploit or subject a person with disability to abusive or degrading treatment. An employer shall not discriminate against a prospective employee or an employee on grounds of disability unless the disability is in respect of the relevant employment. An employer shall not post or transfer a person with disability to a Section or place of the establishment not suited for the person. Where a person in employment suffers a disability as a result of the employment, the employer shall counsel, re-train and re-deploy the person to another Sections more suited to the person with disability and this shall be in addition to any other relief which the employee is entitled to under the Workmen’s Compensation Law, 1987 (PNDCL). The Ministry shall through the public employment centres, assist to secure jobs for WGDs (Disability Act, 715).

Despite the existence of laws such as the Disability Act and many other polices, the PWDs especially WGDs still suffer from stigma, exploitation and discrimination which limits their ability to participate in any economic venture. WGDs are not empowered with skills to compete with abled individuals mainly because of lack of specialized services including training institutes (specialized vocational training center), health facilities, rehabilitation centres etc. WGDs that are fortunate to gain employment suffer from lower pay packages due to discrimination.


  1. Project Outline

Frame work of the Project

Project title Promoting Equal Rights For Women And Girls With Disabilities In Ghana– PERD Project
Implementers PPAG, WIN and AfCHuRSD
Source of Fund Dutch Ministry of Foreign Affairs
Project Area Southern Zone(Central Region: Ajumako/Enyan/Essiam District, Gomoa West District and Mfantsiman Municipal Assembly and the Cape Coast School of the Blind)

Middle zone(Ashanti Region: Kwabre East Municipal and the Jamasi school for the deaf in the Afigya Sekyere District )

Northern zone (Upper West: Jirapa Municiapal, Nadowli Kaleo district, Wa Municipal(focus will be on two schools of disability, the school for the deaf and the school for the blind) and Sagnarigu Municipal (focus will be on the school for the deaf) Women and Girls with Disability

Project Period 2021-2024
Project Goal To promote the fundamental human rights of WGDs particularly the rights to employment and the protection from Sexual and Gender Based Violence (SGBV) in Ghana by the end of August 2024
Project Objectives 1.      To contribute towards the protection of the fundamental human rights particularly sexual and gender-based violence against women and girls with disabilities in Ghana by the end of September 2024.

2.      To empower Women and Girls with Disabilities to pursue employment opportunities by the end of September 2024.

3.      To advocate for the development and implementation of the inclusive equitable employment policies for WGDs in public and private sectors institutions in Ghana by the end of September 2024.

Project Outcome Areas · Enabling environment for the elimination of Violence against women improved

· WGDs   empowered to pursue better economic opportunities

· Socio-cultural, political and legal environment improved for WGDs to be employed in deserving jobs

3. Purpose of the Baseline Evaluation

The purpose of the baseline is to assess and measure the current situation in the promotion of  the fundamental human rights of WGDs particularly support for their rights to employment and  protection from Sexual Gender Based Violence (SGBV) in the project implementation sites

The following are key evaluation question to be considered

  • To what extent is an enabling environment created that supports the elimination of violence against WGDs
  • To what extent are WGDs empowered to pursue better economic opportunities
  • To what extent is the Socio-cultural, political and legal environment improved for WGDs to be employed in deserving jobs
  • To what extent are WGD knowledgeable and aware of their fundamental human rights
  • To what extent is the socio-cultural, political and legal environment supportive of WGDs empowerment, and protection against SGBV
  • To what extent is the policy environment supportive for the employment of WGDs in public and private sector in Ghana
  • What is the status of implementation of the 3% allocation of the District Assembly Common Fund dedicated to PWD in the Implementing districts
  • What kind of assistive devices are of principal need for WGD
  1. Scope of the Assessment

Tasks and Responsibilities

One consultant (main evaluator) will be recruited to undertake the baseline. Based upon the review of proposals submitted, the main evaluator identified will work jointly with the Monitoring and Evaluation Unit of PPAG. Throughout the research period, the evaluator is requested to carry out the following work in close consultation with the PPAG M&E team and PERD project management to attend the team meetings( virtual and physical) whenever requested.

Evaluation Stage Primary Task Responsibility
Planning stage ·         Design the overall evaluation study including methodology, scheduling and budget.

·         Make a list of documents and reports to be reviewed to conduct the study including Project Reports, District/GHS work plans and budget, Relevant policy documents and guidelines.

·         Design the field assessment strategy and tools. Including structured questionnaires, interview guides and checklists. This should in consonance with the study proposal.

·         Make necessary arrangement for the field study including identifying, hiring, and training research assistants.

Evaluator in consultation with the project team


Data Collection Stage ·         Review and examine existing documents relevant to the Project.

·         Conduct a field study based upon the research framework agreed upon; i.e. baseline survey with a structured questionnaire, key informants interview and observations.


Analysis and

Reporting stage

·         Summarize the findings from the collected information and data as below.

Ø  Compilation and analysis based on field data collected through the use of the structured questionnaire.

Ø   Project outcomes areas based on all the available information and data.

·         Prepare a draft preliminary finding report and share the draft report with the Project Team for comments and verification.

·         Provide feedback on draft report.

·         Finalize and submit the Evaluation Report

Evaluator and PPAG M&E /PERD team (Provide feedback to the reports)
Dissemination* Disseminate findings to key stakeholders

·         PERD project management team

.         PERD implementing partners

·        All stakeholders (PPAG/PERD /GHS/Assembly/Opinion leaders/community etc

PPAG (Evaluator as facilitator)


  1. Deliverables to be submitted by Evaluator

The evaluator is requested to submit the following deliverables to the project team b

  1. Proposed Research Design (before recruitment and contract)
  • Submission of the proposed research design including a financial proposal
  1. Inception Report (after recruitment and contract)
  • Develop an inception report detailing the finalized evaluation design, methodology, tools, work plan, schedule and budget.
  1. Preliminary Findings Report (after recruitment and contract)
  • Presentation of a preliminary findings report to the Project Team for comments and feedback
  • Content: Record of research activities, Summary of information and data collected and preliminary result of findings and analyses
  1. Final baseline Evaluation Report
  • Submission of final evaluation report
  1. Work schedule (TBC)

  1.   Management & Supervision 

The evaluator will be overseen directly by the Monitoring and Evaluation Unit of PPAG. The Monitoring and Evaluation Manager of PPAG will be the focal person at PPAG for the evaluator.

  1. Consultant’s Qualifications and Requirements

The lead consultant is expected to have the following qualifications:

  • An advanced degree (minimum of a research-based master’s degree) from a recognized university in Public Health, Health Quality, Health Economy, Population Studies, Development Studies, International Development, Research Methodologies, Planning, Monitoring and Evaluation, or any related field.
  • At least 5 years’ progressive experience performing research and evaluation exercises for health-related programs.
  • Excellent knowledge and understanding of research methodologies and processes.
  • Good understanding of the local health system, particularly regarding Sexual and Reproductive Health and Rights (SRHR).
  • Good understanding and knowledge on human rights and disability issues.
  • Fluency in English is required. Knowledge of a local language, preferably Akan would be an added advantage.
  • knowledge and understanding in analysis of project theory of change

The consultant or firm should provide the following in their application:

  • CVs of key personnel who will be involved in the assessment.
  • Evidence of similar assignments conducted within the last 3 years, including references. This should be captured in a table with the following headings: title of project/assessment; type of assessment (baseline, midterm, endline, etc); total budget; source of funds (donor); scope (geographic); subject area; and duration.
  • Technical Proposal – detailed research design, including schedule. (max. 10 pages)
  • Financial Proposal – Budget should include all expected cost e.g. Accommodation, Travels, meals etc. The budget should also indicate the requisite national tax provisions.
  • Tax Clearance Certificate from GRA and Company Registration documents (if applicable).
  1. Mode of Application

Soft copies of applications should be addressed to:

Deadline for application is 21st January, 2022


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Job CategoryConsultancy

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