About RT4D

The Regional Trade for Development (RT4D) initiative is funded by both the Governments of Australia and New Zealand. It assists ASEAN Member States (AMS) in meeting their commitments and realizing the advantages offered by the Agreement establishing the ASEAN-Australia-New Zealand Free Trade Area, or AANZFTA, and the Regional Comprehensive Economic Partnership, or RCEP.

Through the AANZFTA Implementation Support Program (AISP) and the RCEP Implementation Support Program (RISP), RT4D provides tailored support to enhance the capabilities of ASEAN Member States by strengthening skills, building networks, facilitating policy options and ensuring that trade benefits everyone, including Micro, Small and Medium Enterprises (MSMEs), women and people with disabilities.

The Governments of Australia and New Zealand have committed up to AUD 48.7 million to fund RT4D from 2020-21 to 2027-28.

Project Summary

The RCEP Implementation Support Program (RISP), implemented RT4D Facility, aims to support AMS to realize the full benefits of RCEP through the provision of capacity-building support and access to technical expertise.

The following project is approved under RISP.

• Project name: Effective application of Good Regulatory Practices (GRP) in developing technical regulations and conformity assessment procedures.
• Project Objectives: The objective of this project is to build capacity and a better understanding of (1) the effective application of GRP and (2) conducting Regulatory Impact Assessment (RIA) for Country officials who are involved in developing technical regulations and conformity assessment procedures in Viet Nam.

Through that, the project contributes to the strategic objectives of The RCEP Agreement as stated in Chapter 6, Article 2, namely, 6.2 (a), (b), (c), and (d).

• Project Structure: The project consists of four activities designed to deliver multiple outputs:
• Activity 1: Development of two Research Reports
• 1. One Research Report on GRP application
• 2. One Research Report on RIA implementation
• Activity 2: Development of two Guidelines acting as manuals for implementing organizations
• 1. One Guideline on GRP application
• 2. One Guideline on RIA implementation
• Activity 3: Organization of capacity building Training Courses
• 1. Three 1.5-day Training Courses on GRP: one in Vinh Phuc, one in Da Nang and one in Ho Chi Minh City.
• 2. One 1.5-day Training Course on RIA in Vinh Phuc
• Activity 4: Organization of one final Regional Workshop communicating project components’ findings.

Abt Global (Abt), through the Fiji Program Support Platform (FPSP, also referred to as the ‘Platform’) is seeking a Contractor to provide a range of Employee Assistance Program (EAP) services to staff on the DFAT funded program Fiji Program Support Platform (FPSP). 

The AIFFP Investment Preparation and Support Unit (SU), managed by Tetra Tech International Development is contracted to support the AIFFP meet its objectives. Tetra Tech International Development has been tasked to facilitate delivery of the SU services.

The Tina River Hydropower Transmission System (TRHTS) Project (the Project) is a key component of the Tina River Hydropower Project, located on Guadalcanal Island, Solomon Islands, near the capital, Honiara.

The Project includes the construction, testing, and commissioning of:

• The 22 km transmission line
• Substation at Tina River
• Substation at Lungga

Tetra Tech International Development, on behalf of AIFFP, is seeking to procure Quantity Surveyor (QS) services in support of the Project.

Location: Dili, Timor-Leste

Location: Dili, Timor-Leste

The STTA Pool is a roster of vetted and qualified consultants from which Development Pathways can rapidly engage technical experts for DFAT-funded programs. The STTA Pool enables programs to effectively respond to emerging opportunities by drawing on exceptional external experts to deliver services.

The MIPU Women’s Network was formally launched in November 2023. It is a key activity under the MIPU Inclusivity Policy as summarised below. 

The MIPU Inclusivity Policy (2015) has five policy objectives: 

• Strive to be a workplace that is inclusive, diverse and fair for all employees, contractors, volunteers and ensures access and equity in employment, training and promotion opportunities
• Endeavor to provide the highest possible level of service to the community and to ensure that all working activities are delivered keeping in mind the need to provide accessible and inclusive services to the Vanuatu population
• Acknowledge that everyone should have equal opportunities to participate effectively regardless of age, gender, culture, race, economic circumstance, disability, religion, family responsibilities
• Aim to increase opportunities for people, especially disadvantaged groups, to engage in all aspects of the community and to work their way to a better life by developing policies and programs that can support individuals to do this
• Encourage all employees to develop their skills with barriers faced by specific groups identified and action taken to address them.

1. Vision
2. Inclusivity Policy and Women’s Empowerment

The vision is to ‘create a positive workplace culture that is gender diverse and inclusive in which women and men are equally represented, valued and rewarded. It is recognized that males and females have different needs and perspectives to consider (MIPU Inclusivity Policy, p. 4).

There are two key sections of the MIPU Inclusivity Policy that focus specifically on women.

A. Promotion of Women’s Empowerment

The MIPU Inclusivity Policy identifies the following principles:

Women working within the Ministry have the same potential as men, and should be included in all areas of work. Affirmative action must be taken so that women can be empowered to communicate and participate on an equal footing with men.

A.1 Policy Requirements

In taking affirmative action to maximize the inclusion of women in the workplace, the Ministry should support:

• The establishment of a Women’s Network to enhance and maintain a positive working culture for women, involving activities and social events to bring female staff together and to promote inclusion for women across all departments
• The establishment of a mentoring program for women
• Strategies for recruiting and promoting female staff into management positions.

B. Safety and Security

Women have a right to enjoy a safe and secure workplace, free from violence, sexual harassment, and threatening behaviour.

B.1 Policy Requirements

In order to provide a safe and secure workplace for women the Ministry should:

• Ensure that lighting is provided for paths to and from the workplace after dark.
• Provide separate toilets for women in all workplaces.
• Maintain an incident log to record all incidents affecting the safety and security of women.

The MIPU Women’s Network has an Action Plan includes a focus on developing a cadre of women leaders across MIPU.

3. Inclusivity policy and youth

Young people globally are often situated at the margins of society and viewed as having little to contribute. With limited experience in the world of work and few opportunities to gain this experience, young people in Vanuatu risk not being able to successfully transition to adulthood. In Vanuatu, youth are defined as being between the ages of 12 and 30 years, whilst acknowledging that there are also cultural considerations that may extend the period of youth to those under the age of 12 years.[1] When we use the term ‘youth’ we are referring to young females and males between the ages of 12 and 30 years.

MIPU acknowledges that:

• Youth form an important part of the workforce and represent the country’s future. In supporting Vanuatu’s young people, and harnessing their potential, the Ministry should work towards creating training and employment opportunities for youth in the community. 
• Youth face many challenges in starting and succeeding in a new job. The Ministry should strive to facilitate stable and nurturing relationships toward young employees (including interns and cadets). 
• In 2023, the MIPU Women’s Network consulted extensively with youth to develop a Youth Action Plan, based on the aspirations for young people themselves. The Youth Action Plan identifies two clear actions to be implemented in the coming years: 
  • Creating opportunities for youth
  • Supporting youth in the workplace

Key outcomes from working with youth

Through working with youth, MIPU aims to:

1. Create opportunities for youth

Where possible, endeavor to take on requests from young people for work experience and internships. This could be done by working with community partners, such as Youth Challenge and other organisations and institutions.

1. Establish and maintain a formal cadet program, offering paid placements for work experience within MIPU 
2. Encourage SSCs to engage young people in road and infrastructure projects 
3. Identify potential CBC’s where youth groups can be engaged
4. Undertake regular career awareness sessions in schools 
5. Work with Learning Institutions to provide Industrial Attachment Placements for young people
6. Identify employment opportunities with Ministry and Donor supported initiatives and projects 

2. Support youth in the workplace

Provide opportunity to develop competencies and skills through formal training and regular on-the-job coaching and mentoring sessions.

1. Encourage and support youth to actively participate in decision-making 
2.  Identify training opportunities for young employees in project designs 

In addition, the Public Works Department has developed a Universal Social Safeguard Guide on Community Consultation and youth are identified as a group that need to be included in discussions and decision making about matters that affect them. 
 

[1] Vanuatu National Youth Development Policy 2012-2022 https://vnyc.gov.vu/images/nationalyouthdevelopmentpolicy.pdf (access sate 15 June 2024).

Abt Associates is seeking a suitably qualified individual to fill the role of Gender Equality, Disability, Social Inclusion (GEDSI) and Safeguarding Lead to be based in Port Moresby, PNG. 

About Palladium

Palladium is a global leader in the design, development, and delivery of Positive Impact – the intentional creation of enduring social and economic value.  We work with governments, businesses, and investors to solve the world's most pressing challenges. With a team of more than 3,000 employees operating in 90-plus countries and a global network of over 35,000 experts, we help improve economies, societies, and, most importantly, people's lives.

Location: Dili, Timor-Leste