The event fits into the IDB diversity and inclusion strategy. Teams and country presence that mirror the diverse composition of the people of Latin America, the Caribbean and non-borrowing countries make the
IDB more credible, representative and responsive. The race issue is very important at IDB, both
in terms of human resources, because of the rich culture of the region, and also with regard to its
operations. As of Feb 2011 there were 27 Haitian nationals working at the IDB, compared to 28 employees from the Dominican Republic. The two countries both have a population of approximately 10
million. In addition there are Diaspora members with other nationalities.
The Indian diaspora has been the most effective window to promote India and its rich heritage to the world. Whether India will know how to transform the skilled component of the Indian diaspora's geographically-spread skills into a “Great Off-White Hope” for the new century; is a big question.
Indians without Borders - The Indian diaspora can create tremendous value for...Parth Tewari
Thousands of people will gather in Delhi on 9 January 2003, to discuss the potential of a global community of Indians, to rejuvenate the bonds among overseas Indians, and to sensitize India about their issues and concerns. This is likely to be a terrific event. Yet, after the music is over and the speeches are made, after the awards are presented and friends united, there will remain the question that will only be answered one transaction at a time in the years to come: What is the economic and social basis for a sustainable partnership between India and its diaspora, and for a valuable network amongst the diaspora?
Economists believe that Indian GDP growth of 10 percent per year will require an increase in annual investment from 24 percent of GDP to 30 percent of GDP, and a doubling of labor and capital productivity. The Indian diaspora can help close India’s investment gap, raise productivity, and can also contribute in a number of other ways that make it a significant partner in India’s development. This paper lays out a framework for exploring the role of the Indian diaspora in India and independent of India.
The first chapter demonstrates that the diaspora wields commercial and social influence from its rising prosperity, its business and technical skills, its willingness to invest in India, as well as the value the network itself generates for its members. The diaspora, which is often considered a liability, a ‘Brain Drain’, is in fact a severely underutilized asset; it is a ‘Brain Trust’, to be leveraged.
The second chapter discusses how overseas Indians believe they can contribute to India’s development. They hope that India will welcome their involvement and recognize that they can be important contributors to India’s growth. The diaspora can and has already begun to partner with India in several ways: as investor, customer, supplier, ambassador, and philanthropist.
The third chapter argues that cultivating a partnership with the diaspora requires an ‘enabling environment’, i.e., creating a virtuous cycle that includes clear-headed economic, trade, and foreign policy; availability of labor, capital, technology, and business infrastructure; effective and efficient legal recourse; and demonstrable progress in quality of life. Although several efforts to develop partnerships with, and among, the diaspora are already underway, strong leaders, a win-win mindset, and sustained implementation can significantly accelerate growth.
The Path for Effectively Managing Community Wealth December 17 & 18, 2013 Vancouver, BC Ismo Heikkila National Director, Financial Education & Communication Aboriginal Services First Nations Economic Success – Links to Learning for Economic Development and Land Managers 2013
Speaker Ismo Heikkila, CFP National Director, Financial Education & Communication, Aboriginal Services
Celebrating International Women's Day at Inter-American Development BankGry Tina Tinde
IDB celebrated women's crucial role in development by holding events at country offices and HQ on March 8, 2011. To commemorate the 100th anniversary of International Women’s Day (IWD), the IDB hosted events
at country offices in Belize, Bahamas and Uruguay, and at headquarters in Washington, D.C. Speakers
addressed the UN theme for IWD in 2011: Equal access to education, training and science and
technology: Pathway to decent work for women.
A presentation that elaborates on the 10 recommendations that the management of the Inter-American Development Bank selected during the Nov 2009 diversity and inclusion conference.
The Indian diaspora has been the most effective window to promote India and its rich heritage to the world. Whether India will know how to transform the skilled component of the Indian diaspora's geographically-spread skills into a “Great Off-White Hope” for the new century; is a big question.
Indians without Borders - The Indian diaspora can create tremendous value for...Parth Tewari
Thousands of people will gather in Delhi on 9 January 2003, to discuss the potential of a global community of Indians, to rejuvenate the bonds among overseas Indians, and to sensitize India about their issues and concerns. This is likely to be a terrific event. Yet, after the music is over and the speeches are made, after the awards are presented and friends united, there will remain the question that will only be answered one transaction at a time in the years to come: What is the economic and social basis for a sustainable partnership between India and its diaspora, and for a valuable network amongst the diaspora?
Economists believe that Indian GDP growth of 10 percent per year will require an increase in annual investment from 24 percent of GDP to 30 percent of GDP, and a doubling of labor and capital productivity. The Indian diaspora can help close India’s investment gap, raise productivity, and can also contribute in a number of other ways that make it a significant partner in India’s development. This paper lays out a framework for exploring the role of the Indian diaspora in India and independent of India.
The first chapter demonstrates that the diaspora wields commercial and social influence from its rising prosperity, its business and technical skills, its willingness to invest in India, as well as the value the network itself generates for its members. The diaspora, which is often considered a liability, a ‘Brain Drain’, is in fact a severely underutilized asset; it is a ‘Brain Trust’, to be leveraged.
The second chapter discusses how overseas Indians believe they can contribute to India’s development. They hope that India will welcome their involvement and recognize that they can be important contributors to India’s growth. The diaspora can and has already begun to partner with India in several ways: as investor, customer, supplier, ambassador, and philanthropist.
The third chapter argues that cultivating a partnership with the diaspora requires an ‘enabling environment’, i.e., creating a virtuous cycle that includes clear-headed economic, trade, and foreign policy; availability of labor, capital, technology, and business infrastructure; effective and efficient legal recourse; and demonstrable progress in quality of life. Although several efforts to develop partnerships with, and among, the diaspora are already underway, strong leaders, a win-win mindset, and sustained implementation can significantly accelerate growth.
The Path for Effectively Managing Community Wealth December 17 & 18, 2013 Vancouver, BC Ismo Heikkila National Director, Financial Education & Communication Aboriginal Services First Nations Economic Success – Links to Learning for Economic Development and Land Managers 2013
Speaker Ismo Heikkila, CFP National Director, Financial Education & Communication, Aboriginal Services
Celebrating International Women's Day at Inter-American Development BankGry Tina Tinde
IDB celebrated women's crucial role in development by holding events at country offices and HQ on March 8, 2011. To commemorate the 100th anniversary of International Women’s Day (IWD), the IDB hosted events
at country offices in Belize, Bahamas and Uruguay, and at headquarters in Washington, D.C. Speakers
addressed the UN theme for IWD in 2011: Equal access to education, training and science and
technology: Pathway to decent work for women.
A presentation that elaborates on the 10 recommendations that the management of the Inter-American Development Bank selected during the Nov 2009 diversity and inclusion conference.
Indigenous Knowledge Transfer: An Exportable Product Preliminary Research ...Wayne Dunn
An analysis of Canadian Indigenous expertise in development and its applicability to support the development aspirations of Indigenous Peoples and traditional communities in the developing world.
The project gives more insight on the market segmentation. The market is broadly divided into two categories; urban market and rural market. One important point is that the rural market is larger with huge opportunities since people are ready to pay the higher price in order to enjoy the service of immigration companies.
During the past 15 years or so, several countries across the world – including India – have introduced and made major changes in the way their economies function. The earlier economic models have given way to market forces and its attendant processes of liberalization, privatization and globalization. Over the years, this process – which continues – has seen a boom in markets, mega-mergers of huge companies, the accumulation of wealth, and the growth of information technology
HAQ: Center for Child Rights
B1/2, Ground Floor,
Malviya Nagar
New Delhi - 110017
Tel: +91-26677412,26673599
Fax: +91-26674688
Website: www.haqcrc.org
FaceBook Page: https://www.facebook.com/HaqCentreForChildRights
YouthhubAfrica 2018 Report- YHA is a youth-focused organisation that provides learning platforms and connects young people to resources & opportunities.
Lessons Learned: Haiti Four Years After the Earthquake Kara Lightburn
Presented by Kara Lightburn, Executive Director of Social Tap, Inc on April 21st 2014 for the Yale Alumni Association of New York (YAANY)
Highlights our humanitarian model which has been developed over the course of the past 4 years being immersed in the Haitian society and our recommendations as an International Non-Governmental Organization (INGO) in order to ensure access to services for those most vulnerable and marganalized while building the capacity of communities and local organizations based on asset mapping and mobilization to build sustainability and decrease the dependency of AID in Haiti. Areas for volunteer and civil society involvement are also highlighted based on reciprocal long term relationships and knowledge sharing.
The Sustainable Development Goals—officially known as "Transforming our World: The 2030 Agenda for Sustainable Development"—are an intergovernmental set of 17 aspirational goals and 169 targets that now apply to all countries. SDG 4 (quality education) and SDG 8 (decent work and economic growth) seek to address primary concerns of youth. Elsewhere, it stands to reason that engaging, energizing, and empowering youth can make them integral part of the solutions we all need.
New employment opportunities for youth (NEO) introduction FOMIN-BID
NEO is an initiative, lead by the IADB, MIF and IYF, aiming to improve workforce quality and the employability of poor and vulnerable youth in Latin America and the Caribbean in the next 10 years.
Internally Displaced Persons - An Integrated Approach to Rehabilitating IDPs ...Toluwalola Kasali
This document outlines a broad framework and implementable principles for achieving long-term rehabilitation objectives for Internally Displaced Persons (IDPs). In anticipation of long-term development needs, there should be a framework during the period of displacement to prepare IDPs for the future by providing them with trainings in relevant skills, including literacy and numeracy training for adults, agriculture, agricultural extension services, and vocational skills. This paper provides detailed and practical approaches for implementing the framework. It also covers strategies and programs that address the needs of IDPs and focuses on humanitarian assistance, transition, reintegration and long-term development issues.
I am pleased to share with you the EX-01 Visible Minority Recruitment Campaign Report which captures the deliberate and thoughtful actions taken, resulting in positive impact and culture change.
Preventing and ending sexual harassment in the workplace.pptxGry Tina Tinde
What does it take to end sexual harassment in the workplace, which has not budget in decades? According to a May-June 2020 Forbes article by Frank Dobbin and Alexandra Kavin, compliance-based training has backfired and resulted in men feeling targeted as vilains, men becoming more accepting of sexual harassment, blaming women more and a reduction in women in senior jobs. Article here: https://hbr.org/2020/05/why-sexual-harassment-programs-backfire Another strong advocate for more effective training in this area is Felicity Menzies, who authored this excellent piece: https://www.linkedin.com/pulse/respect-work-your-sexual-harassment-training-fit-purpose-menzies-bthjc/?trackingId=T2SpuZslT1iwREb%2FCySO4g%3D%3D Another resource I used for this talk is the excellent UN Women Report (2019): What will it take? Promoting cultural change to end sexual harassment. I wish to thank UN Women for including me in its Feminist Think Space in New York in July 2018, where global leaders in the effort to end sexual harassment met, including Dr Catharine MacKinnon. I also drew on statistics from the World Bank's Women, Business and the Law in this presentation: https://www.worldbank.org/en/news/press-release/2024/03/04/new-data-show-massive-wider-than-expected-global-gender-gap
Protection against sexual exploitation and abuse (PSEA) Gry Tina Tinde
On 23 June 2022, the UN Connecting Business Initiative #CBI outlined humanitarian principles, engaging with local communities and how to prevent and respond to sexual exploitation and abuse (PSEA) of people affected by crises. These are my slides, which gives an idea of the PSEA efforts. My introductory remarks:
Thank you for inviting me and for putting the need for safe humanitarian operations for all on the agenda today. I feel for everyone who suffers the consequences of war in your country. It is impressive how people, businesses, authorities and civil society in Ukraine have stepped up to assist victims and to adapt their activities to a new and challenging reality.
This is my second time to work in beautiful Ukraine. I was election observer in Cherkasy during two months in 2015 and fell for your people and country. Last week I arrived in Lviv and my job is coordinate efforts of national and international entities to prevent and respond to sexual exploitation and abuse of people seeking humanitarian assistance, committed by those who are tasked to assist. Helpers abusing those they are meant to help sounds like a contradiction of terms, and it is. Yet it happens, and more often than we know, because globally, around 80 percent of survivors of gender-based violence do not report the acts.
Aid workers, whether they are from an international organization, civil society, private companies or government entities, are expected to show the highest standards of behavior. We have job contracts, staff rules and codes of conduct that everyone must sign in order to be taken on. Abuse of power is a no-no. Aid workers meet people who might be destitute, or who have lost family members, who have health issues such as a disability after attacks or disasters, or they have lost their homes, their jobs, access to school or studies or the support of their family and community networks. Media have covered how some aid workers take advantage of their position distributing assistance or recruiting staff to demand sex from particularly women and children under 18. Most of the perpetrators are men, but there are examples of women who take advantage of vulnerable groups as well. In 2016, a Norwegian woman in her 50s who worked at a centre for asylum seekers demanded sex in return for helping a male Syrian refugee who was 22 years old with job applications and money for clothes and trips. She offered him a room at her house where she lived with her husband and cajoled the young man to have sex with her when her husband was not home. The refugee and other male asylum seekers told journalists and showed text messages that proved that several female employees and volunteers at emergency shelters for refugees had propositioned them. I feel sick to my stomach when I read about such exploitation, no matter who commits it.
We can all learn from the Ukrainian writer, feminist, activist and polyglot Nataliya Kobrynska. She was born in 1851 in Beleluia.
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Indigenous Knowledge Transfer: An Exportable Product Preliminary Research ...Wayne Dunn
An analysis of Canadian Indigenous expertise in development and its applicability to support the development aspirations of Indigenous Peoples and traditional communities in the developing world.
The project gives more insight on the market segmentation. The market is broadly divided into two categories; urban market and rural market. One important point is that the rural market is larger with huge opportunities since people are ready to pay the higher price in order to enjoy the service of immigration companies.
During the past 15 years or so, several countries across the world – including India – have introduced and made major changes in the way their economies function. The earlier economic models have given way to market forces and its attendant processes of liberalization, privatization and globalization. Over the years, this process – which continues – has seen a boom in markets, mega-mergers of huge companies, the accumulation of wealth, and the growth of information technology
HAQ: Center for Child Rights
B1/2, Ground Floor,
Malviya Nagar
New Delhi - 110017
Tel: +91-26677412,26673599
Fax: +91-26674688
Website: www.haqcrc.org
FaceBook Page: https://www.facebook.com/HaqCentreForChildRights
YouthhubAfrica 2018 Report- YHA is a youth-focused organisation that provides learning platforms and connects young people to resources & opportunities.
Lessons Learned: Haiti Four Years After the Earthquake Kara Lightburn
Presented by Kara Lightburn, Executive Director of Social Tap, Inc on April 21st 2014 for the Yale Alumni Association of New York (YAANY)
Highlights our humanitarian model which has been developed over the course of the past 4 years being immersed in the Haitian society and our recommendations as an International Non-Governmental Organization (INGO) in order to ensure access to services for those most vulnerable and marganalized while building the capacity of communities and local organizations based on asset mapping and mobilization to build sustainability and decrease the dependency of AID in Haiti. Areas for volunteer and civil society involvement are also highlighted based on reciprocal long term relationships and knowledge sharing.
The Sustainable Development Goals—officially known as "Transforming our World: The 2030 Agenda for Sustainable Development"—are an intergovernmental set of 17 aspirational goals and 169 targets that now apply to all countries. SDG 4 (quality education) and SDG 8 (decent work and economic growth) seek to address primary concerns of youth. Elsewhere, it stands to reason that engaging, energizing, and empowering youth can make them integral part of the solutions we all need.
New employment opportunities for youth (NEO) introduction FOMIN-BID
NEO is an initiative, lead by the IADB, MIF and IYF, aiming to improve workforce quality and the employability of poor and vulnerable youth in Latin America and the Caribbean in the next 10 years.
Internally Displaced Persons - An Integrated Approach to Rehabilitating IDPs ...Toluwalola Kasali
This document outlines a broad framework and implementable principles for achieving long-term rehabilitation objectives for Internally Displaced Persons (IDPs). In anticipation of long-term development needs, there should be a framework during the period of displacement to prepare IDPs for the future by providing them with trainings in relevant skills, including literacy and numeracy training for adults, agriculture, agricultural extension services, and vocational skills. This paper provides detailed and practical approaches for implementing the framework. It also covers strategies and programs that address the needs of IDPs and focuses on humanitarian assistance, transition, reintegration and long-term development issues.
I am pleased to share with you the EX-01 Visible Minority Recruitment Campaign Report which captures the deliberate and thoughtful actions taken, resulting in positive impact and culture change.
Preventing and ending sexual harassment in the workplace.pptxGry Tina Tinde
What does it take to end sexual harassment in the workplace, which has not budget in decades? According to a May-June 2020 Forbes article by Frank Dobbin and Alexandra Kavin, compliance-based training has backfired and resulted in men feeling targeted as vilains, men becoming more accepting of sexual harassment, blaming women more and a reduction in women in senior jobs. Article here: https://hbr.org/2020/05/why-sexual-harassment-programs-backfire Another strong advocate for more effective training in this area is Felicity Menzies, who authored this excellent piece: https://www.linkedin.com/pulse/respect-work-your-sexual-harassment-training-fit-purpose-menzies-bthjc/?trackingId=T2SpuZslT1iwREb%2FCySO4g%3D%3D Another resource I used for this talk is the excellent UN Women Report (2019): What will it take? Promoting cultural change to end sexual harassment. I wish to thank UN Women for including me in its Feminist Think Space in New York in July 2018, where global leaders in the effort to end sexual harassment met, including Dr Catharine MacKinnon. I also drew on statistics from the World Bank's Women, Business and the Law in this presentation: https://www.worldbank.org/en/news/press-release/2024/03/04/new-data-show-massive-wider-than-expected-global-gender-gap
Protection against sexual exploitation and abuse (PSEA) Gry Tina Tinde
On 23 June 2022, the UN Connecting Business Initiative #CBI outlined humanitarian principles, engaging with local communities and how to prevent and respond to sexual exploitation and abuse (PSEA) of people affected by crises. These are my slides, which gives an idea of the PSEA efforts. My introductory remarks:
Thank you for inviting me and for putting the need for safe humanitarian operations for all on the agenda today. I feel for everyone who suffers the consequences of war in your country. It is impressive how people, businesses, authorities and civil society in Ukraine have stepped up to assist victims and to adapt their activities to a new and challenging reality.
This is my second time to work in beautiful Ukraine. I was election observer in Cherkasy during two months in 2015 and fell for your people and country. Last week I arrived in Lviv and my job is coordinate efforts of national and international entities to prevent and respond to sexual exploitation and abuse of people seeking humanitarian assistance, committed by those who are tasked to assist. Helpers abusing those they are meant to help sounds like a contradiction of terms, and it is. Yet it happens, and more often than we know, because globally, around 80 percent of survivors of gender-based violence do not report the acts.
Aid workers, whether they are from an international organization, civil society, private companies or government entities, are expected to show the highest standards of behavior. We have job contracts, staff rules and codes of conduct that everyone must sign in order to be taken on. Abuse of power is a no-no. Aid workers meet people who might be destitute, or who have lost family members, who have health issues such as a disability after attacks or disasters, or they have lost their homes, their jobs, access to school or studies or the support of their family and community networks. Media have covered how some aid workers take advantage of their position distributing assistance or recruiting staff to demand sex from particularly women and children under 18. Most of the perpetrators are men, but there are examples of women who take advantage of vulnerable groups as well. In 2016, a Norwegian woman in her 50s who worked at a centre for asylum seekers demanded sex in return for helping a male Syrian refugee who was 22 years old with job applications and money for clothes and trips. She offered him a room at her house where she lived with her husband and cajoled the young man to have sex with her when her husband was not home. The refugee and other male asylum seekers told journalists and showed text messages that proved that several female employees and volunteers at emergency shelters for refugees had propositioned them. I feel sick to my stomach when I read about such exploitation, no matter who commits it.
We can all learn from the Ukrainian writer, feminist, activist and polyglot Nataliya Kobrynska. She was born in 1851 in Beleluia.
How to end sexual misconduct - IFRC Africa regionGry Tina Tinde
Survivors and those most at risk of sexual misconduct are best placed to guide the prevention and response to such misdeeds. There is a need to hire more people, and especially women and other under-represented groups, from the global south to humanitarian and development organisations in order to make programmes safer, more effective and relevant to the local population. The presentation was given at an all-staff online meeting of IFRC in Africa on 28 Sept 2021.
Prévention d'exploitation et abus sexuel dans le secteur humanitaire #peas #p...Gry Tina Tinde
La Fédération Internationale des Sociétés de la Croix-Rouge et du Croissant-Rouge (FICR) a une politique contre l'exploitation et abus sexuel (PEAS) des personnes affectées par les désastres et crises, depuis 2018. Cette présentation montre comment les activités PEAS sont liées au travail de protection, genre et inclusion, et décrit aussi les differences. La présentation est faite pendant une réunion des gérants des désastres à Niamey, Niger le 14 juillet 2021, avec participants des diverses Sociétés nationales de la Croix-Rouge d'Afrique et d'Europe.
Outline of IFRC's work to prevent and respond to aid workers' sexual exploitation and abuse of people struck by disasters and other emergencies. This presentation is for a group of human resources staff, so there is some focus on HR aspects.
A survivor-centered approach is key to ensure access to healthcare, psychosocial support, legal assistance, livelihood alternatives, safe shelter, and other potential life-saving services for those who've been sexually exploited and abused by aid workers, peacekeepers and others preying on vulnerable groups. In the decades since UN peacekeepers and UN civilian staff, NGOs and diplomats were found to sexually abuse and exploit local women and children in Cambodia (1991-1993) during UNTAC, too little has been done to provide services to the survivors.
Survivors need access to Post-exposure Preventive Kits within 72 hours of an assault. It is necessary for aid organisations to consult intensively with local women's associations, organisations for people with disabilities, LGBTIQ organisations and those representing other minorities and groups at risk, in order to develop safe, community based reporting mechanisms and map and vet assistance to survivors.
IFRC adopted its PSEA policy in June 2018 and is supporting Red Cross Red Crescent National Societies in developing their policies and practices. https://media.ifrc.org/ifrc/wp-content/uploads/sites/5/2018/06/IFRC-Secretariat-Policy-on-Prevention-and-Response-to-SEA_final.pdf
I will hold a webinar using this PPT on 16 November, which is a preparation of participants for a PSEA policy writeshop scheduled for 3-5 December and hosted by the Finnish Red Cross.
The webinar is open to other staff and volunteers of the RC RC Movement as well.
Big thank you to Abby Maxman and Jennifer Emond at Oxfam US for valuable input to this presentation.
Talk at UN Gender Focal Point meeting 12 October 2018, UNAIDS, GenevaGry Tina Tinde
Outline of #MeToo #MeTooUn #AIdToo issues such as sexual harassment tactics, using a survivor-centered appraoch, including these and women's security awareness in onboarding training. Role of bystanders/observers to sexual harassment is tricky, as most victims and bystanders are women and most harassers are male managers, according to research referred to in the presentation.
IFRC's policy to prevent and respond to sexual exploitation and abuse (PSEA)Gry Tina Tinde
This presentation that I held on 25 September 2018 outlines IFRC's newly adopted policy to prevent and respond to sexual exploitation and abuse of persons affected by disaster and crisis. It was held in an all-staff meeting at Geneva, with regional IFRC offices following via videconference. The presentation sparked a lively debate on, among other topics: Roles and responsibilities of managers, staff and specific departments, the IFRC practice that exists of not covering perpetrators of sexual exploitation and abuse by diplomatic immunity and the need for strict confidentiality in addressing SEA issues. We also discussed the importance of applying a survivor-centered approach, setting up appropriate community-based complaint mechanisms, provide assistance to survivors and working closely with Red Cross Red Crescent National Societies around the globe on these tasks.
Letter from Director of ODIHR about sexual harassment in election observationGry Tina Tinde
The Director of the Office of Democratic Institutions and Human Rights, Ingibjörg Sólrún Gísladóttir,replies to a request from seven election observers to increase efforts to end sexual harassment in election observation. A group of observers already wrote to ODIHR about the same problem in 2015, and with a concrete proposal to create dedicated positions that would investigate, train and monitor issues and cases of sexual harassment in each election observation mission. The proposal had been welcomed by the head of the OSCE-ODIHR parliamentary election observation in Ukraine in Sept-Dec 2015. However there was no response to the 2015 proposal, neither from ODIHR nor the Nordic countries and recruitment agencies that received copies of the proposal.
Forum on sexual and gender-based violence in emergencies (in Spanish)Gry Tina Tinde
Highlights from a practical guide on including gender, diversity and disability issues in emergency programming. The Red Cross Red Crescent Movement uses these Minimum Standard Commitments to Gender and Diversity to help reduce gender-based violence and discrimination in disaster response and preparedness.
Blockchain and women's financial inclusionGry Tina Tinde
On positive outcomes of a microenterprise activity by the Red Cross in the Philippines and other issues related to fighting gender-based violence and discrimination.
Engaging with persons with disabilities and older people to prevent sexual an...Gry Tina Tinde
How to ensure participation of persons with disabilities and older people in disaster risk reduction and emergency response? How to prevent sexual and gender-based violence against these groups? Presentation at a workshop in London to train inclusion advisors, as part of the Age and Disability Capacity Programme (ADCAP).
Sexual violence and inequality; it's time the UN got its own house in orderGry Tina Tinde
How does a displaced boy being raped by an international civil servant in a war-torn country benefit from the UN resolution to end violence against children? Does a humanitarian worker who is sexually harassed or assaulted by a peacekeeper or contractor know where to turn for help? Who investigates and punishes the perpetrators? It’s high time for the UN to take action on how these matters are resolved in a way that respects the human rights of everyone affected.
How will the new development banks (AIIB and NDB) being set up in China in 2015-2016 work in terms of gender and diversity? Will they apply research findings about the positive effects more women in management has on development and the bottom line? Will they hire more broadly from diverse and underrepresented groups than the Bretton Woods institutions? Attracting, advancing and keeping people with the best possible competencies about development challenges and solutions is key to reaching the UN's new sustainable development goals (SDGs).
WINConference "Magnificent Leap of Change" in Berlin, Oct 2014Gry Tina Tinde
Around 750 participants from 90 countries joined Kristin Engvig and her team at this 17th WINConference.
Since 1997, some 12,000 leaders have chosen WINConference to learn and share about authentic leadership in global business and public life.
There were about 50 skill-building workshops and forums during the Berlin event, however this report covers plenary talks only.
Check the agenda to learn more about the various sessions and social activities that make the WINConference one of the world´s best and most inclusive leadership conferences.
Global Mega Trends and Norway - Panel at the Norwegian Research Council 18 Se...Gry Tina Tinde
What are the main international challenges we are facing, and how do they affect Norway? Researchers from universities in Sweden and Norway and a solar energy company discuss issues and trends related to clean energy, climate, economy, global health, the aging of the population, surveillance, technology, solar power, coal and developments in China and Southeast Asia. How may research help find viable solutions to these challenges?
Human rights, gender mainstreaming and cultural awarenessGry Tina Tinde
The second part of the graduate course at Link Campus University in Rome, Italy includes:
Discrimination awareness – various identities of under-represented groups will illustrate chances in life. Participants draw a "lottery ticket" illustrating the lottery of life
Introduction to human rights concepts and rights-based development
Working in groups of five or six, the students will create a study, action plan and/or communication plan to address:
Bride kidnapping in Kyrgyzstan
Female genital mutilation/cutting in refugee setting in Sicily, Italy
Women’s land ownership in Gujarat, India
Micro credit in rural area in Bangladesh
Finally, the class will organize a panel discussion on gender equality in Italy, assigning identities and roles to panelists.
Human rights, gender mainstreamingand cultural awarenessGry Tina Tinde
First two days of a graduate course in human rights, gender mainstreamingand cultural awareness at Link Campus University in Rome. Lecturer Gry Tina Tinde
Introduction to AI for Nonprofits with Tapp NetworkTechSoup
Dive into the world of AI! Experts Jon Hill and Tareq Monaur will guide you through AI's role in enhancing nonprofit websites and basic marketing strategies, making it easy to understand and apply.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
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at Integral University, Lucknow, 06.06.2024
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Operation “Blue Star” is the only event in the history of Independent India where the state went into war with its own people. Even after about 40 years it is not clear if it was culmination of states anger over people of the region, a political game of power or start of dictatorial chapter in the democratic setup.
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3. AttrActIng HAItIAn tAlents to tHe IDB
PAnel DIscussIon AT THe InTer-AmerIcAn DeveloPmenT BAnk
FeBruAry 24, 2011
On February 24, 2011, around 130 Haitian professionals and students gathered at IDB headquarters
in Washington, D.C. to discuss career opportunities and the reconstruction and development effort
in Haiti.
Ericq Pierre, Senior Counselor for Haiti, Office of the Executive Directors for Argentina and Haiti,
IDB, extended a warm welcome to participants and said he was happy to see that so many were
interested in exploring professional opportunities with the IDB. Haiti is a founding member of the
IDB and the Bank has worked with Haiti for the past 50 years. Having worked at IDB for many years,
Mr. Pierre felt that the Bank was a good and friendly institution. He strongly encouraged Haitians to
apply to vacancies.
Ericq Pierre, Senior Counselor for Haiti,
welcomed around 130 participants
to an event aiming to attract Haitian
professional talents to the IDB
Inter-American Development Bank 1
4. Tinde Tinde, Diversity Advisor in the IDB
Human Resources Department, said a newly
created affinity group for afro descendants and
indigenous peoples was guiding the Bank’s
sourcing of diverse talents and networking with
academic and professional organizations in
Latin American and the Caribbean
Tina Tinde, Diversity Advisor, Human Resources Department, noted that the event fits into the
IDB diversity and inclusion strategy. She said teams and country presence that mirror the diverse
composition of the people of Latin America, the Caribbean and non-borrowing countries make the
IDB more credible, representative and responsive. The race issue is very important at IDB, both
in terms of human resources, because of the rich culture of the region, and also in terms of its
operations. Currently there are 27 Haitian nationals working at the IDB, compared to 28 employ-
ees from the Dominican Republic. The two countries both have a population of approximately 10
million. In addition there are Diaspora members with other nationalities. The only Haitian who
joined via the Young Professionals Program is a woman who was hired in 1995 and now works as a
Modernization of the State Senior Specialist at the IDB Country Office in the Dominican Republic.
By ensuring a more diverse workforce, the IDB understands better the needs of the communities
it serves. Some of the priorities that HRD is working on: proactive recruitment focus on afro-de-
scendants and indigenous peoples; work systematically to reach 2015 gender targets that were
set by the Board of Governors in connection with the 9th
General Capital Increase; supplier diversity in local procure-
ment (Country Offices have received guidelines to include
“IDB is actively following under-represented groups), and inclusion of diversity and
up on recommendations inclusion goals in supervisor performance evaluation, start-
from the 2009 ‘Leadership ing with 2011. Awareness-raising events held by HRD have
addressed race/ethnicity, gender, disability, sexual identity
in Diversity – Setting and flexible work arrangements. HIV/AIDS training will start
the Tone from the Top’ this year. Diversity and inclusion training of supervisors was
launched in December 2010 with a seminar on” Mind Bugs”
conference” Tina Tinde by Harvard Professor Dr. Mahzarin Banaji. IDB now has self
identification available to employees, the first of its kind in
2 ATTrAcTIng HAITIAn TAlenTs To THe IDB
5. an international organization. Information from the self identification will give baseline data that
can help create policy to fill gaps. With regard to the Haiti operation and representation of Haitians
in the IDB, HRD is happy to link up closely with Haitian communities to attract the best talent. IDB
encourages everyone to apply to positions they find suitable, whether you are a Haitian citizen
or a Diaspora member. In addition to about 150 vacancies per year, IDB advertises a competitive
recruitment of around 10 Young Professional positions each spring, and there are internships for
students currently enrolled in a university program, consultancies and research fellowships.
Agustin Aguerre, Manager, Haiti Country Department, IDB, outlined the IDB response to the
2010 Earthquake. He also addressed why the Bank wishes to hire more Haitians. IDB wants people
with passion, he said, and Haitians had told him they felt passionate about contributing to the
Bank’s Haiti operation. IDB has worked in Haiti for a long time, and since the earthquake its efforts
have increased. The Board decided to do three things with Haiti: 1. Cancel Haiti’s debt to IDB; 2.
Grant $200 million a year until 2020; and 3. Create a department solely devoted to Haiti.
The Bank focuses on the following sectors in Haiti: Road and transportation, energy, water and sani-
tation, agriculture, education and development of the private sector. Currently the biggest invest-
ment is in the construction and rehabilitation of roads. The Bank is building a road network, which
was launched by the former Haiti President, René Préval.
Starting in the south-western city of Jérémie the road will
go all the way to Cap-Haïtien in the northeastern part of
“We’re hard at work the country. Challenges in the energy sector are daunting
connecting the road between and include both generating electricity and distributing
it. There is a large agricultural program. Water and sani-
Jérémie and Cap-Haïtien” tation pose a major challenge as well. IDB implements a
Agustin Aguerre water and sanitation program in the capital and in some
of Haiti’s rural areas.
Agustin Aguerre, Manager of the Haiti
Country Department at IDB, encouraged
professionals with a passion for
development work to apply to IDB postings
Inter-American Development Bank 3
6. Magda Theodate, Lead Fiduciary Procurement Specialist in the
Caribbean, is based in the IDB Country Office in Trinidad & Tobago.
She is a U.S. citizen, of Haitian and Dominican origin. Ms. Theodate
joined the Bank in 2006, after having worked with the World Bank’s
Africa region and the OECD in Paris, France.
Magda Theodate, Lead Fiduciary Procurement Specialist in the Caribbean, IDB Country Office
in Trinidad & Tobago, joined the conference via telephone to present her view on “Building an IDB
Career”. She shared her experience in developing a career with several international organizations
over the course of the last decade.
Ms. Theodate encouraged participants seeking professional posts with international agencies to
hold at least a Master’s degree, five years of relevant experience, specific knowledge of the geo-
graphic region in which he/she may be interested, and foreign language skills. Armed with these
assets, interested parties should verify organizational job sites, apply, and prepare for a rigorous in-
terview process, often accompanied by a written evaluation. Ms. Theodate stressed that it was not
necessary to have personal contacts within any international organization in order to be selected
for an interview and offered a post.
She further advised that those falling short of the
above-mentioned requirements consider applying for
“IDB employees use their internships, short-term consultancies, research assis-
tant roles, and opportunities for young professionals.
skills and apply their talents The IDB’s annual Young Professionals Program, which
in a variety of situations includes a diversity component for indigenous peoples
and African descendants, is one such avenue for poten-
in support of the Bank’s
tial candidates. More than 3,000 people apply annually,
development initiatives and only 10-12 individuals are selected, so it is highly
in Latin America and the competitive. The program accommodates people who
do not necessarily have much experience in interna-
Caribbean” Magda Theodate tional development, but who meet the Bank’s needs in
specific technical areas.
4 ATTrAcTIng HAITIAn TAlenTs To THe IDB
7. Lastly, candidates were advised to keep in mind local IDB Country Office opportunities. Those roles
entail working in one of the 26 regional Country Offices, based in the country of candidates’ nation-
ality/citizenship. Available international opportunities include joining the Bank’s headquarters in
Washington, D.C., or serving as an international employee in a Country Office or at the representa-
tion in Paris or Tokyo. Currently just above 30% of Bank staff work in Country Offices, while a de-
centralization goal of 40% has been set for 2015.
Ms. Theodate ended her contribution by thanking the audience for their attention and advising
that there are no ‘typical work days’ in a dynamic organization such as the IDB. Instead candidates
should expect to use their skills and apply their talents in a variety of situations in support of the
Bank’s development initiatives in Latin America and the Caribbean.
Magalie Emile, Vice Chair for the Haiti Renewal Alliance, addressed “Linkages between the
Haitian Diaspora and Capacity Building in Haiti”. In her view the reason for participating in an event
like this was to promote partnerships between international stakeholders such as investors, pri-
mary contractors, NGOs and the Diaspora to actively engage with each other on Haiti’s reconstruc-
tion initiatives. Dr. Emile said the Haitian community is an integral part of the reconstruction effort;
engagement at both the local department level and with the Diaspora promotes decentralization
and strengthens our community’s voice. The Haiti Renewal Alliance (HRA) seeks to foster and build
partnerships to strengthen Haiti’s institutional, technical and intellectual capabilities, in order to
advance human development and promote economic growth. Capacity building in Haiti is key to
sustained development, particularly in areas of trade, employment, and business development.
Only through human and institutional development can Haiti meet the global millennium goals and
long-term goals of true economic independence. Therefore, current and future projects should be
aligned with identified country priorities and capacity deficits.
Magalie Emile, Vice Chair for the Haiti Renewal
Alliance, made a strong call for partnerships
among Haitians, the Diaspora and contributors to
development and the reconstruction effort in Haiti
Inter-American Development Bank 5
8. Current reconstruction plans of the Haitian government, US government and the Interim Haiti Re-
covery Commission (IHRC) briefly mention the need to engage the Diaspora or delineate its role in
the rebuilding efforts. We, the Diaspora, seek to engage and leverage our resources and professional
expertise to support current and future projects to ensure sustainable results in Haiti’s redevelop-
ment. Existing efforts should focus on better outreach strategies to engage the Diaspora in collabo-
rations; the Diaspora should also be proactive in soliciting such partnerships in order to ensure
projects have sustainable features and meet basic cultural competencies to facilitate connection
with Haitian communities.
This is the background and driver for the Haiti Renewal Alliance’s upcoming Haiti Reconstruction
Trade & Capacity Building Expo on June 2, 2011. In the aftermath of the January 12 earthquake, the
international community, including members of the Haitian Diaspora, is especially eager to work
in Haiti or in Haiti-related reconstruction efforts. Haitians living abroad have been the life line of
Haiti for several decades now. According to Dr. Emile, an estimated 80% of the country’s profession-
als reside outside of Haiti. More than $2 billion in remittances (one-third of Haiti’s gross national
product) is sent to Haiti by Haitian immigrants residing in the United States. With a buying power
of well over $150 billion, the Haitian Diaspora, known as the third rail, is becoming entrenched in
Haiti reconstruction and redevelopment. Engaging Haitians living abroad is a critical aspect in de-
veloping Haiti’s human capital and in building capacity for a stronger socio-economic culture and a
healthy, sustainable society. Some of the money sent to Haiti goes to create institutions and not just
to the family. The goal of the June 2 expo in Washington, D.C. is to create a networking platform for
dissemination of Haiti, US and international trade and
employment to improve capacity building and promote
transparency in the reconstruction process. Objec-
“A June 2011 Haiti expo in tives of the expo include to promote trade, investment
Washington, D.C. provides and business development in Haiti, provide job seek-
ers with employment opportunities, and information
job seekers with employment sharing (via workshops) among the international com-
opportunities and offers munity on US & global best practices on sector-related
thematic workshops” infrastructure projects. USAID, the World Bank, the US
Department of Health and Human Services, IHRC, and
Magalie Emile the IDB will be among expo presenters. Further info:
www.haitirenewalalliance.org.
Paul Altidor, Vice President of Programs and Investments, Clinton Bush Haiti Fund, shared his
views on “Advancement of Haitian Talents in International Organizations”, outlining useful strate-
gies to qualify for and obtain a position in an international organization.
The competition for jobs at international institutions such as the IDB and the World Bank is fierce,
he stressed. Before you start looking, do your due diligence on these institutions. Reach out to con-
tacts within your network, including alumni from your school, classmates and friends. Ask for intro-
6 ATTrAcTIng HAITIAn TAlenTs To THe IDB
9. Paul Altidor, Vice President of Programs and
Investments at the Clinton Bush Haiti Fund, urged
people seeking an international development
career to explore which would the best fit for their
background, aspirations and style.
ductions at these institutions to arrange informational interviews. Make certain that the culture of
these institutions is a good fit for you. This is not just about a job, but your own career and life. That
is why it is important to be comfortable with what you do. This is true for people who are starting
out as well as for those who are in their mid-careers.
There are a lot of stereotypes about Haiti and Haitians; most are not positive. Haitians looking for
work in the international development field are ambassadors. Because of the small number of Hai-
tians in this field, achieving success opens doors for Haitians who follow.
Once hired, be ready to manage the frustrations that accompany being in a junior position within
a large institution. For those of us who work on Haiti, in spite of being Haitian and believing you
know better than most people about the capacities and needs of the community in Haiti, you must
remember that you are part of an established process. International bureaucracies have their set
ways of proposing, adopting and implementing policies
and projects that may seem cumbersome and overly bu-
reaucratic. Learn and master what these processes and
“…international institutions policies are. Whether you are seeking just an entry level
are great venues for learning position or looking for a long-term career in interna-
tional development, international institutions are great
and making an impact…” venues for learning and making an impact as long as you
Paul Altidor understand the advantages and limitations of the world
you have chosen to enter.
Inter-American Development Bank 7
10. Jacky Lumarque, Rector of Université Quisqueya
in Haiti, outlined challenges in the country’s
education sector and connected them to
demands and opportunities arising since the
devastating earthquake in January 2010
Jacky Lumarque, Rector of Université Quisqueya, Haiti presented “The Right to Dream: A Case
Study“. Dr. Lumarque referred to his experience at the Université Quisqueya and pointed to the dif-
ficult situation currently faced by the education sector in Haiti. Founded in 1988, the newly refur-
bished university campus and museum were destroyed by the 2010 earthquake. Lacking classrooms
and laboratories, students sought to finish their school year in Miami, USA, the Dominican Republic
or in Martinique. Immediately after the earthquake, the university erected tents in its parking lot in
order to provide medical care to earthquake survivors. On the first day, approximately 300 patients
sought help. Ad-hoc partnerships were created with emergency assistance groups arriving from
abroad, including a medical team from the Israeli Army. Their equipment and expertise were put to
good use on the university’s parking lot. These events prompted the institution to become Haiti’s
largest medical school, providing ample hands-on training for students. Thanks to the emergency
effort, the Université Quisqueya caught the interest of US universities such as the Massachusetts
Institute of Technology and the University of Pennsylvania.
Most of us spend a majority of our time, up to 12 hours a day, at work. For that reason, if you choose
a job that makes you unhappy, that is close to 70 percent of your time being miserable. Most of
the achievements of the human being start in our minds, Dr. Lumarque noted. What we do and say
sums up our human experience. He advised participants to carefully analyze their strengths and
professional aspirations. The educational system in Haiti is very poor. Funding education in Haiti is
somewhat new and it is the most neglected sector in the country, not only by the government, but
also by the private sector. Most of the investment in education has been in primary education. Yet
82 percent of children have to go to private school to get an education. This puts a heavy burden
on low-income households, and many parents cannot afford to send their children to school. Of stu-
dents in private school, only seven percent finish college. There is a large amount of “universities”,
but only a handful has been officially accredited.
8 ATTrAcTIng HAITIAn TAlenTs To THe IDB
11. One of the lessons from Haiti is the need for the country
“The destroyed Université to become self reliant. With so many NGOs working in
Haiti, it is important for Haitians to engage themselves
Quisqueya campus turned and ask: What can we do for you? Statistically, the trend
into an outdoor emergency indicates that Haiti has not been able to do much to help
itself. The country has to show that it can ensure return
hospital following the 2010
on investment.
earthquake” Jacky Lumarque
Participants came from as far away as New York and Philadelphia to attend a Haitian talents event at IDB headquarters in
Washington, D.C., and engaged in a lively debate about career strategies and sustainable development in Haiti.
Inter-American Development Bank 9
12. Multilateral Investment Fund
Member of the IDB Group
Rapporteurs: Tina Tinde, Diversity Advisor and Oscar Ruiz, Diversity Research Fellow, Human Resources Department (HRD), IDB