The project aims to increase the number of companies in Jordan that adopt and implement measures for the inclusion of Persons with Disabilities (PwD) in the workplace. This will be achieved by enhancing the capacities of local entities to provide better inclusion services, raising awareness among private sector stakeholders about the business benefits and legal obligations of inclusion, strengthening two local service providers to integrate PwD into their services, and training 80 PwD in employability and interpersonal skills. Additionally, the project will support 60 companies in developing and implementing inclusive workplace strategies while documenting and sharing best practices to encourage broader adoption.

The primary beneficiaries of this assignment include private sector companies, PwD, inclusion service providers, public institutions, and private sector stakeholders such as chambers of commerce and business associations. A total of 60 companies from different sectors will receive technical support to implement inclusive policies, adapt their workplaces, and foster a diverse and productive workforce. Employees within these companies will also be sensitized on disability inclusion. At least 80 PwD seeking employment will undergo targeted training in employability and interpersonal skills to enhance their integration into the workforce, with at least 40 expected to secure job placements.
Two local service providers will be capacitated to offer advisory and capacity-building services, ensuring that both businesses and PwD receive the necessary guidance to facilitate sustainable inclusion. Public institutions, including the Higher Council for the Rights of Persons with Disabilities (HCD) and relevant ministries, will also be engaged to strengthen advocacy and implementation efforts. Additionally, two social enterprises will be supported in transitioning to sustainable, rights-based business models that move beyond charity-based approaches. Chambers of commerce and business associations will play a key role in advocating for inclusive employment and promoting disability-friendly business practices within their networks.

The effectiveness of the assignment will be measured through various indicators. Three awareness-raising workshops will be conducted to engage private sector stakeholders and highlight the value of disability inclusion in the workplace. Two inclusion service providers will receive support in developing sustainable business models to enhance their services for both PwD and the private sector. Capacity-building efforts will include at least two initiatives targeting HCD to improve its ability to engage with businesses and document learnings. Among the 60 companies involved, 40 will successfully implement inclusion measures such as workplace accommodation, recruitment strategies, and training programs. At least 80 PwD will be trained in employability and interpersonal skills, with 40 matched to job opportunities. Additionally, 25% of participating companies are expected to report measurable improvements in workplace inclusivity, demonstrated by increased disability representation and enhanced accessibility. The project will also produce five business case studies, one short video, and at least 20 communication materials and social media posts to promote the business value of inclusion.

The project is structured into four main work packages. The first phase, Inception and Preparation, focuses on developing a detailed work plan, mapping stakeholders, and organizing an initial workshop to align objectives. The second phase, Capacity Enhancement, aims to strengthen HCD and two inclusion service providers to improve their ability to support both PwD and private sector companies. The third phase, Provision of Inclusion Services, involves raising awareness among private sector stakeholders, training PwD for employment, and advising 60 companies on inclusion practices, with at least 40 implementing these measures. The final phase, Knowledge Sharing and Communication, focuses on documenting insights from partners, stakeholders, and companies while disseminating these learnings through various platforms to encourage further disability inclusion in the private sector.
This structured approach ensures that the assignment not only enhances the inclusion of PwD in Jordan"s workforce but also builds a sustainable framework for long-term impact through collaboration, capacity-building, and knowledge sharing.

GIZ may optionally commission contract amendments and/or increases based on the criteria in the tender documents to the successful bidder of this tender. For details, please see the terms of reference.

According to Article 160, Section 3 of the German Act Against Restraint of Competition (GWB), application for review is not permissible insofar as
1. the applicant has identified the claimed infringement of the procurement rules before submitting the application for review and has not submitted a complaint to the contracting authority within a period of 10 calendar days; the expiry of the period pursuant to Article 134, Section 2 remains unaffected,
2. complaints of infringements of procurement rules that are evident in the tender notice are not submitted to the contracting authority at the latest by the expiry of the deadline for the application or by the deadline for the submission of bids, specified in the tender notice.
3. complaints of infringements of procurement rules that first become evident in the tender documents are not submitted to the contracting authority at the latest by the expiry of the deadline for application or by the deadline for the submission of bids,
4. more than 15 calendar days have expired since receipt of notification from the contracting authority that it is unwilling to redress the complaint.
Sentence 1 does not apply in the case of an application to determine the invalidity of the contract in accordance with Article 135, Section 1 (2). Article 134, Section 1, Sentence 2 remains unaffected.

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