This talk was given at an online global career fair held by Terra Firma Associates, on 26-27 June 2012. More than 4,000 people signed up for the event. The presentation is about diversity aspects of being hired, working and advancing in an international organization. By ‘diverse candidates’ I use a broad interpretation and mean everybody (the true meaning of ‘diverse’, perhaps), but here I will focus on groups that are under-represented in professional and higher levels in international organizations. I will highlight some challenges candidates face when applying to international organizations, and give some advice to recruiters as well. A backdrop is that most of these organizations were created 60-70 years ago, when nearly all international civil servants were privileged males with a homemaker spouse. Until 1973 a woman in for instance the UK Foreign Office had to resign the day she got married, no matter how talented. Pressure remains to this date in many parts of the world for women to stop working outside the home once she becomes a wife. When most international organizations were created being gay or having a disability was even more of a taboo than it is today.

1.
Diverse'
candidates,'
what'next?'
Web'presenta5on'on'hiring'processes'in'interna5onal'
organiza5ons,'at'Terra'Firma'Associates’'Global'Career'Fair'
26C27'June'2012'
By'Gry'Tina'Tinde,'Diversity'&'Inclusion'Public'Speaker,'
Norway,'ECmail:'gry5na5nde@aol.com''
'
'
Thank
you
for
inviting
me
to
this
exciting
online
event.
It
is
fascinating
that
we
can
meet
this
way,
in
front
of
a
screen,
all
over
the
world.
Let’s
vow
to
use
the
'
information
and
opportunities
we
have
and
what
we
gain
from
this
career
forum
to
help
make
the
world
a
better
place.
By
‘diverse
candidates’
I
use
a
broad
interpretation
and
mean
everybody
(the
true
meaning
of
‘diverse’,
perhaps),
but
here
I
will
focus
on
groups
that
are
under-­‐
represented
in
professional
and
higher
levels
in
international
organizations.
I
will
highlight
some
challenges
candidates
face
when
applying
to
international
organizations,
and
give
some
advice
to
recruiters
as
well.
A
backdrop
is
that
most
of
these
organizations
were
created
60-­‐70
years
ago,
when
nearly
all
international
civil
servants
were
privileged
males
with
a
homemaker
spouse.
Until
1973
a
woman
in
for
instance
the
UK
Foreign
Office
had
to
resign
the
day
she
got
married,
no
matter
how
talented.
Pressure
remains
to
this
date
in
many
parts
of
the
world
for
women
to
stop
working
outside
the
home
once
she
becomes
a
wife.
When
most
international
organizations
were
created
being
gay
or
having
a
disability
was
even
more
of
a
taboo
than
it
is
today.
Work-­‐life
balance
was
perhaps
not
a
major
issue
for
someone
who
had
a
partner
working
full
time
as
a
caregiver
at
home,
or
at
least
it
was
different
from
what

2. international
civil
servants
are
facing
today.
The
over-­‐representation
of
privileged
males
has
continued,
and
they
are
aging.
Most
organizations
see
changes
at
senior
levels
today,
due
to
the
many
men
who
are
reaching
retirement
age.
For
the
most
part
other
men
are
replacing
them,
despite
ample
numbers
of
qualified
and
keen
women
candidates.
Some
international
civil
servants
on
payroll
today
have
not
started
using
e-­‐mail,
but
they
are
going
as
extinct
as
pen
and
paper
(
and
maybe
e-­‐
mail
is
becoming
obsolete,
too).
Social
media
is
not
readily
embraced
by
a
majority
of
managers.
In
this
outdated
setting
no
wonder
it
is
tough
for
international
organizations
to
turn
around
and
embrace
the
fast
changes
in
the
fields
of
diversity,
inclusion,
women’s
advancement
and
cultural
perceptions.
Migration,
travel
and
global
communications
are
quickly
spreading
new
trends,
with
young
people
as
main
participants
and
promoters.
Some
of
the
topics
I
will
talk
about
could
make
the
skin
crawl
of
an
international
civil
servant
of
the
old
school.
Having
worked
on
this
topic
in
various
organizations,
I
know
how
strong
the
resistance
is
at
the
top
against
the
inclusion
of
women,
gays,
people
of
different
racial/ethnic
groups
than
those
in
charge,
and
people
with
disabilities
or
HIV/AIDS.
Obstacles
are
particularly
rigid
against
advancement
to
management
levels.
Those
of
you
who
grew
up
with
YouTube
and
social
media
may
not
see
a
problem
with
being
transgender
or
why
peoples’
sexual
identity,
race,
gender
or
disability
should
affect
anyone’s
career.
If
international
organizations
are
to
attract
and
keep
the
best
and
brightest
university
graduates
they
need
to
come
up
to
speed
and
understand
the
experiences
and
expectations
of
young
talents
and
how
to
reach
them,
recruit
them,
help
them
develop
and
keep
them.
Employers
are
aware
of
the
intense
competition
for
international
talents.
Do
international
organizations
strategize
their
recruitment,
advancement
and
retention
activities
in
a
way
that
ensures
the
inclusion
of
the
best
talents,
regardless
of
social
characteristics?
As
we
will
hear,
much
work
lies
ahead
for
this
goal
to
be
reached.
Hopefully
this
talk
will
help
candidates
navigate
the
choppy
seas
of
international
organizations.
I
hope
you
will
join
one
and
make
an
impact.
My
written
presentation
and
PowerPoint
are
available
on
my
Slideshare
account,
and
the
recording
will
be
put
on
Audioboo.
The
text
is
longer
than
what
we
have
time
for
in
the
next
45
minutes,
but
feel
free
to
look
up
the
materials
when
you
have
a
chance.
Each
slide
is
clickable
and
leads
you
to
an
article
about
the
issue.
I
apologize
for
the
Scandinavian
twang
to
my
English,
and
hope
to
keep
the
pace
slow
enough
to
be
clear.

3. BIRDS&OF&A&FEATHER&FLOCK&
TOGETHER&
It#is#human#nature#to#choose#people#who#resemble#ourselves#as#co4
workers.#Unconscious#bias#against#anything#that#seems#unfamiliar#
kicks#in#during#recruitment#and#promo<on#processes.#
BIRDS
OF
A
FEATHER
FLOCK
TOGETHER
It
is
human
nature
to
choose
people
who
resemble
oneself
as
co-­‐workers.
Unconscious
bias
against
anything
that
seems
unfamiliar
kicks
in
during
recruitment
and
promotion
processes.
I’d
like
to
give
some
pointers
to
how
you
as
a
candidate
can
stand
out
positively
in
your
job
search,
and
make
a
difference
in
the
new
job
once
you
have
been
selected.
I
will
focus
on
what
is
the
current
situation
for
diversity,
inclusion
and
gender
equality,
and
mirror
this
with
how
it
should
be.
For
each
topic
I
will
suggest
what
you
can
do
to
enhance
your
candidacy
and
understanding
of
the
role
of
international
organizations.
You
are
no
doubt
a
diverse
group,
and
among
you
there
are
women
and
men
of
different
ages.
Some
of
you
are
living
with
a
disability,
others
with
HIV/AIDS,
and
some
are
transgender,
gay
or
bisexual.
You
come
from
many
ethnic
and
racial
backgrounds,
and
you
represesnt
a
range
of
nationalities
from
all
continents.
You
have
attended
different
universities,
have
an
array
of
professional
experience
or
none
yet,
and
you
speak
a
number
of
languages.
In
addition,
your
experiences,

4. beliefs
and
opinions
make
you
the
unique
person
you
are.
When
an
international
organization
recruits
you,
it
hires
every
aspect
of
you,
not
just
your
degree
or
internship
or
professional
experience.
It
is
becoming
increasingly
clear
to
employers
that
people
bring
their
whole
self
with
them
to
work.
By
inviting
and
valuing
the
abundance
of
differences
people
have,
employers
gain
more
effective,
satisfied
and
loyal
employees.
D&I
is
often
seen
as
controversial,
because
it
challenges
our
assumptions
and
asks
us
to
be
comfortable
with
the
uncomfortable.
Yet
D&I
workshops
and
advances
in
inclusion
lead
to
more
satisfied
employees
and
a
more
competitive
organization.
Some
employers
have
more
success
than
others
in
bringing
D&I
to
the
forefront.
An
article
about
J.P.
Morgan
Chase’s
approach
spells
out
how
commitment
at
top
levels
is
key.
DISABILITY)ISSUES)TO)THE)FORE)
Zachary'Kimotho'from'Kenya'will'travel'4,000'K'to'South'Africa'in'2012'to'raise'funds'
'for'the'first'spinal'injury'center'in'Kenya.'At'the'same'Ame'he'raises'awareness'about'
'the'strength,'resilience'and'talents'of'persons'with'disabiliAes.'
DISABILITY
ISSUES
TO
THE
FORE
Zachary
Kimotho
from
Kenya
will
travel
4,000
K
to
South
Africa
in
2012
to
raise
funds
for
the
first
spinal
injury
center
in
Kenya.
At
the
same
time
he
raises
awareness
about
the
strength,
resilience
and
talents
of
persons
with
disabilities.
International
organizations
have
a
long
way
to
go
before
people
of
all
social
backgrounds
are
proportionally
represented.
When,
for
instance,
will
these
employers
publicly
announce
that
homosexuals
and
lesbians
are
very
welcome?

5. There
has
been
no
such
invitation
by
international
organizations
as
far
as
I
know.
When
will
they
set
recruitment
targets
for
people
with
disabilities
in
line
with
the
up
to
15%
of
the
world’s
population
that
is
made
up
by
people
with
disabilities?
These
are
just
two
examples
of
diversity
aspects
that
in
practice
may
lead
to
exclusion
of
the
perfect
candidate
for
a
recruitment
or
advancement
to
top
executive.
The
ideal
situation
would
be
for
international
organizations
to
set
recruitment
and
advancement
targets
for
e.g.
persons
with
disabilities,
and
stick
to
them.
Reporting
and
accountability
measures
are
a
must
to
reach
business/operational
goals,
and
the
same
standards
should
apply
to
diversity
&
inclusion
(D&I).
Until
recruiters
and
hiring
managers
in
international
organizations
are
fully
trained
on
disability
issues
(which
tends
to
make
them
very
supportive
and
interested
in
hiring
persons
with
disabilities),
you
face
prejudice
against
disability,
or
lack
of
knowledge,
which
may
cause
discrimination
in
the
selection
process.
One
of
the
many
problems
is
that
international
organizations
still
have
the
audacity
to
ask
candidates
on
the
application
form
if
they
have
a
disability.
For
this
disclosure
requirement
to
make
sense,
it
would
help
to
have
and
inform
about
a
policy
similar
to
the
UK
Department
for
International
Development
(DFID)
policy
where
each
qualified
candidate
with
a
disability
is
interviewed.
An
economist
I
know
in
a
development
bank
(who
uses
a
wheelchair)
told
me
he
did
not
see
why
the
question
about
having
a
disability
was
relevant
to
his
candidacy
and
performance,
so
he
replied
‘no’.
He
was
hired,
and
travels
more
with
work
than
most
of
his
colleagues.
What
can
you
do
as
a
person
with
a
disability
applying
to
international
jobs?
1.
Find
out
which
organizations
have
made
efforts
to
raise
awareness
on
disability
issues,
matched
with
a
policy
and
assistive
technology.
Even
though
many
persons
with
disabilities
need
few
and
only
low-­‐cost
adaptations
to
office
equipment,
an
organization’s
focus
on
the
full
range
of
inclusion
of
persons
with
disabilities
speaks
volumes.
UNDP
has
made
a
great
online
course
about
human
resources
aspects
of
disability
issues,
and
the
World
Bank
has
had
various
programs
in
place
for
over
a
decade,
including
fun
celebrations
of
3
December,
the
International
Day
of
People
with
Disabilities.
This
information
can
be
found
online.
2.
Network
among
other
candidates
and
recruiters
to
get
inside
information
on
the
specific
culture
of
the
organization.
Information
is
power.
Ask
to
speak
to
diversity
officers
at
the
organization,
to
learn
about
internal
policies
and
efforts
to
attract
persons
with
disabilities.
What
can
you
do
as
a
recruiter
to
attract
more
candidates
with
disabilities
and
make
sure
they
have
a
fair
selection
process?

6. 1.
Educate
yourself.
Read
the
Convention
on
the
Rights
of
Persons
with
Disabilities
and
media
articles
about
inclusion
of
persons
with
disabilities.
Invite
students
with
disabilities
to
a
briefing
on
work
opportunities
in
your
organization.
You
will
have
a
steep
and
fascinating
learning
process
that
you
can
apply
directly
to
your
HR
work.
2.
In
meetings
with
management,
bring
up
disability
issues
and
the
need
to
attract
candidates
with
disabilities
to
your
organization,
and
how
their
hands-­‐on
knowledge
about
disability
can
enhance
your
organization’s
work
with
that
population.
3.
When
preparing
the
annual
budget,
include
activities
addressing
disability
issues
in
the
workplace.
Network
with
HR
staff
in
other
organizations
on
the
topic.
A
Google
search
on
disability
issues
provides
inspiring
reading
on
people
with
disabilities
and
their
achievements.
Check
out
Zachary
Kimotho
from
Kenya
who
is
travelling
4,000
kilometers
to
South
Africa
in
a
wheelchair
to
promote
disability
rights
and
raise
funds
for
the
first
spinal
injury
center
in
Kenya.
If
he
can
do
this
cannot
people
with
disabilities
qualify
for
a
job
as
an
international
civil
servant,
just
like
anyone
else
with
a
suitable
education?
GLOBAL&IMBALANCES&
Speaking)engagements)are)immensely)popular)and)it)is)not)uncommon)in)
interna4onal)organiza4ons)to)see)all6male,)all)white)panels)at)major)conferences))

7. GLOBAL
IMBALANCES
Speaking
engagements
are
immensely
popular
and
it
is
not
uncommon
in
international
organizations
to
see
all-­‐male,
all
white
panels
at
major
conferences.
This
is
an
effective
way
to
exclude
women
and
other
under-­‐represented
groups
from
a
career
track
that
requires
visibility
and
high-­‐level
networking.
People
who
speak
up
against
such
practices
in
their
own
organization
risk
retaliation.
Just
like
people
with
disabilities,
and
no
matter
what
social
or
health
characteristics
you
have,
you
probably
expect
your
professional
competencies
and
suitability
for
the
job
to
be
the
deciding
factor
when
a
position
is
to
be
filled.
However,
this
is
not
necessarily
the
case.
Arbitrary
elements
come
into
play
in
recruitment.
Unconscious
bias
means
that
the
hiring
manager
may
select
a
candidate
who
is
more
familiar
to
himself
(Males
make
up
some
70-­‐80%
of
senior
managers
in
the
UN
and
other
organizations
have
comparable
and
sometimes
higher
proportions
of
men
at
the
top),
and
network-­‐based
hiring
and
promotions
are
well
known
in
the
international
arena.
A
2008
staff
survey
in
an
international
organization
asked
what
it
would
take
to
advance
professionally.
A
majority
of
the
respondents
said:
“It’s
who
you
know”;
the
second
most
selected
response
was:
“Visible
assignments”;
the
third
was:
“Get
along
well
with
your
supervisor”;
and
in
4th
place:
Good
performance”.
This
was
an
internal
survey,
and
may
not
apply
to
external
hiring,
but
clearly
such
an
environment
will
miss
out
on
talents
who
are
not
well
connected.
This
may
seem
like
tough
obstacles
to
new
recruits
and
to
human
resources
personnel
who
work
tirelessly
to
ensure
fair
selection
processes.
Despite
this
sobering
info
it’s
important
to
stay
positive
and
focus
on
the
many
options
available.
Are
we
aware
of
how
lucky
we
are
right
now,
being
online
and
planning
a
next
career
move?
Our
access
to
a
computer
puts
us
among
the
privileged.
This
global
career
event
by
Terra
Firma
Associates
is
innovative
and
free
for
candidates
and
we
are
fortunate
to
be
able
to
connect
in
this
way.

8. TRADITION(OR(DISCRIMINATION?(
“We$have$put$girls$and$women$at$the$heart$of$
everything$we$do.”$Page$8,$DFID$Annual$Report$2011$
DFID’s$ministers:$(lGr)$Stephen$O’Brien,$Parliamentary$UnderGSecretary$of$State;$$
Andrew$Mitchell,$Secretary$of$State;$$Alan$Duncan,$Minister$of$State.$
TRADITION
OR
DISCRIMINATION?
“We
have
put
girls
and
women
at
the
heart
of
everything
we
do.”
Page
8,
UK
Department
of
International
Development
(DFID)
Annual
Report
2011
DFID’s
ministers:
(l-­‐r)
Stephen
O’Brien,
Parliamentary
Under-­‐Secretary
of
State;
Andrew
Mitchell,
Secretary
of
State;
Alan
Duncan,
Minister
of
State.
It
is
not
necessarily
so
that
these
men
are
the
best
equipped
to
make
decisions
affecting
girls
and
women.
Imagine
the
opposite,
where
three
women
heads
of
a
major
development
agency
would
state
that
they
have
put
boys
and
men
at
the
heart
of
everything
they
do.
How
would
they
know
what
is
best
for
boys
and
men
without
including
males
in
decision-­‐making
at
the
highest
level?
Including
people
in
management
who
hail
from
the
countries
where
international
development
cooperation
takes
place
would
also
greatly
benefit
operations,
and
we
could
go
on
and
acknowledge
the
importance
of
the
insight
of
a
person
with
disabilities
or
who
is
gay
or
living
with
HIV/AIDS
in
shaping
policy.
But
let
me
get
back
to
the
privilege
of
working
in
international
organizations
and
how
technology
may
help
remove
inequalities
by
bringing
us
closer
and
making
more
information
available.
Today
there
are
just
over
one
billion
computers
in
the
world,
with
the
highest
number
being
in
the
US
with
223
million
computers.
South

9. Korea
has
26
million
computers
and
Brazil
19
million.
Russia
is
not
among
the
top
ten,
but
Japan
and
four
European
countries
are.
Many
people
use
two
computers,
and
this
probably
means
that
over
six
of
the
seven
billion
people
in
the
world
do
not
have
a
computer.
If
we
consider
it
important
to
have
access
to
a
computer,
we
could
make
it
a
goal
to
help
people
gain
the
education,
health
and
income
that
would
allow
them
to
use
one.
Since
this
forum
is
about
qualifying
for
a
job
in
an
international
organization
and
identifying
talent
for
them,
it
is
important
to
remember
why
these
organizations
were
created.
Peace,
justice,
wealth
distribution
and
social
inclusion
are
key
components
of
their
charters.
This
is
perhaps
why
you
are
looking
to
work
for
an
international
organization.
You
are
an
idealist.
The
Universal
Declaration
of
Human
Rights,
which
was
adopted
by
the
UN
General
Assembly
on
10
December
1948,
strikes
a
chord
with
you.
You
want
to
put
your
skills
and
determination
to
work
for
values
such
as
this,
from
the
preamble:
“…
the
peoples
of
the
United
Nations
have
in
the
Charter
reaffirmed
their
faith
in
fundamental
human
rights,
in
the
dignity
and
worth
of
the
human
person
and
in
the
equal
rights
of
men
and
women
and
have
determined
to
promote
social
progress
and
better
standards
of
life
in
larger
freedom,
…
Numerous
other
international
declarations
and
conventions
aim
to
improve
the
lot
of
those
less
fortunate.
You
may
expect
that
principles
of
equality
and
justice
prevail
internally
in
these
organizations,
since
they
clearly
are
the
basis
for
their
existence
and
operations.
But
this
is
not
the
case.
If
international
organizations
lived
by
the
equality
principles
that
created
them,
the
situation
would
have
been
something
like
this
in
terms
of
gender
equality:
1. Half
of
employees
at
all
levels
would
be
female.
2. No
gender
sensitivity
training
or
action
plans
would
be
necessary,
because
the
rights,
talents
and
needs
of
males
and
females
would
be
fairly
addressed
in
all
operations.
In
my
view
it
is
nonsense
that
men
can
represent
women’s
interests
just
as
well
as
a
woman,
and
vice
versa.
Those
men
who
champion
gender
equality
are
extremely
valuable,
and
they
do
it
based
on
understanding
and
dedication.
They
need
to
be
somewhat
rebellious
to
dare
to
counter
the
old-­‐fashioned
culture
and
practices
of
international
organizations.
Unfortunately
these
men
are
few
and
far
between.
One
such
high-­‐level
champion
said
he
had
trouble
convincing
his
male
peers
to
embrace
gender
equality
efforts.
3. There
would
be
no
sexual
harassment
in
the
workplace
-­‐
or
perhaps
the
number
of
harassers
and
victims
would
be
equally
distributed
among
women
and
men?
Today
most
harassers
are
men,
and
most
victims
are
women,
according
to
Catalyst.org.
A
UN
report
(page
10)
on
women,
peace
and

10. security
notes
that
a
better
representation
of
women
in
military
and
police
teams
in
peacekeeping
has
a
positive
impact
on
the
work
environment,
including
a
reduction
of
chauvinistic
behaviors
such
as
sexual
harassment.
4. The
biological
functions
of
being
pregnant,
giving
birth
and
breastfeeding
would
be
seen
as
a
natural
part
of
being
human
and
an
international
civil
servant
and
boss.
5. Fathers
would
have
the
same
length
paid
parental
leave
as
mothers,
and
would
be
expected
to
be
equally
devoted
to
their
children
and
family
and
personal
life
as
women.
6. Traditional
views
on
women’s
role
as
caregivers
would
be
history
and
retention
of
women
would
be
no
problem.
7. Replacement
staff
for
parental
leave
would
be
paid
from
the
general
budget.
8. Mission
travel
would
be
more
flexible,
allowing
new
parents
to
skip
missions
during
the
child’s
first
year,
and
reduce
the
length
until
the
child
became
older.
Similar
policies
would
apply
to
care
for
sick
family
members.
9. Telework,
compressed
and
flexible
work
hours
would
be
standard.
There
would
be
a
focus
on
delivery
of
results
and
less
emphasis
on
face-­‐time
in
the
office
(which
is
great
if
networking
is
what
gets
you
ahead
rather
than
concrete
results).
Face-­‐time
would
be
the
term
young
people
use,
namely
seeing
and
communicating
with
someone
on
a
computer
screen.
10. Each
organization
would
provide
and
childcare
facilities
and
subsidize
the
cost.
Both
men
and
women
would
be
congratulated
when
announcing
that
a
baby
was
on
the
way,
instead
of
(often
the
woman)
being
met
with
negative
remarks.
See
how
gender
roles
affect
the
work-­‐life
in
Japan
in
this
2011
study
by
the
Center
for
Work-­‐Life
Policy.
11. Women
would
not
feel
compelled
to
temporarily
opt
out
of
the
workforce
after
having
children,
due
to
too
much
stress,
demands
for
long
hours
in
the
office
and
mission
travel.
Or
they
leave
permanently
due
to
a
hostile
environment
against
women,
which
has
been
reported
on
in
several
organizations,
especially
at
senior
levels.
A
UNICEF
report
from
2006
by
an
external
consultant
found
the
management
environment
to
be
hostile
to
women,
but
the
full
report
has
not
been
made
public,
to
my
knowledge.
12. Men
would
feel
comfortable
announcing
at
5
pm
that
they
need
to
pick
up
children
in
daycare
–
or
take
care
of
an
ailing
partner
or
parent.
13. Men
would
be
rid
of
the
traditional
breadwinner
burden
–
as
women
and
men
would
be
expected
to
contribute
equally
to
the
household.
14. There
would
be
no
reason
why
women
should
do
more
housework
or
take
more
care
of
the
children
than
men.
If
international
organizations
were
ruled
by
the
UN
International
Covenant
of
Economic,
Social
and
Cultural
Rights,
women
and
men
would
have
equal
pay
for
equal
work:

11. ”Fair
wages
and
equal
remuneration
for
work
of
equal
value
without
distinction
of
any
kind,
in
particular
women
being
guaranteed
conditions
of
work
not
inferior
to
those
enjoyed
by
men,
with
equal
pay
for
equal
work;
These
are
controversial
issues.
Few,
if
any
international
organizations
have
analyzed
and
publicized
the
pay
levels
of
men
vs.
women.
Proposals
to
use
for
instance
a
Swiss
organization
Equal
Salary
are
being
made,
but
leaders
of
international
organizations
hesitate
to
participate
in
such
studies.
AUDRE&LORDE,&1934&.&1992&
The$master's$tools$will$never$dismantle$the$master's$house.$
AUDRE
LORDE,
1934
–
1992
Audre
Lorde
was
a
Caribbean-­‐American
writer,
poet
and
activist
who
lived
from
1934
to
1992.
One
of
her
best-­‐known
quotes
is
“The
master’s
tools
will
never
dismantle
the
master’s
house”.
Her
statement
pinpoints
why
elites
at
the
top
of
international
organizations
are
reluctant
to
give
up
or
share
power,
influence
and
the
financial
benefits
they
enjoy.
Every
D&I
program
and
budget
needs
approval
by
the
top
brass.
They
are
the
reason
why
D&I
activities
are
able
to
start,
and
whether
they
fail
or
succeed.
Sometimes
a
lack
of
understanding
of
gender
issues
by
top
leaders
prevents
them
from
launching
initiatives
that
will
increase
women’s
advancement.
This
is
perhaps

12. why
the
proportion
of
women
in
professional
and
higher
categories
at
the
UN
have
remained
just
below
40%
for
the
past
decade.
In
2010
women
made
up
26%
at
the
D-­‐2
level
(most
senior
Director
level)
in
the
UN
system.
A
common
misunderstanding
is
that
men
are
over-­‐represented
at
senior
levels
because
they
are
better
qualified.
There
is
no
evidence
available
to
back
this
up.
When
international
organizations
were
created
in
the
1940s
and
onwards,
and
due
to
traditional
gender
roles,
men
had
better
access
to
higher
education
and
to
professional
international
positions.
One
could
say
they
have
benefited
from
quotas.
Actually
women
score
just
as
well
as
men
in
performance
evaluations,
and
in
one
international
organization
women
outperformed
men
at
each
level.
This
information
has
not
been
shared
publicly,
despite
the
need
for
transparency
on
D&I
issues.
Women
have
been
in
majority
at
US
colleges
since
the
1980s,
and
in
2010,
it
was
reported
that
more
women
than
men
in
the
US
earned
PhDs.
It
is
not
just
a
right
for
all
candidates
to
be
fairly
treated;
it
is
also
good
for
business
to
ensure
a
diverse
workforce
and
leadership.
A
Leeds
University
study
found
that
one
woman
on
the
company
board
cuts
the
risk
of
bankruptcy
by
20%.
Women,
having
different
experiences
than
men,
also
display
different
values
and
attitudes.
A
2011
study
by
Pew
Research
Center
in
the
US
found
that
female
war
veterans
are
more
critical
than
their
male
counterparts
of
the
wars
in
Iraq
and
Afghanistan—fully
63%
say
the
Iraq
war
was
not
worth
fighting
and
54%
say
Afghanistan
has
not
been
worth
it
(compared
with
47%
and
39%
of
male
veterans,
respectively).
Among
the
general
public,
by
contrast,
there
were
no
significant
differences
by
gender
in
the
share
who
said
the
post-­‐9/11
wars
were
not
worth
fighting.
The
UN
Security
Council
adopted
a
resolution
(1325)
in
2000
that
calls
for
a
gender
balance
among
peacekeepers
and
peace
negotiators,
but
the
UN
itself
and
Member
States
have
made
only
patchy
efforts
toward
this
goal.
An
online
study
I
did
in
2008
found
that
female
UN
Special
Representatives
of
the
Secretary-­‐General
and
their
Deputies
were
ten
times
more
likely
than
men
to
publicly
address
women’s
role
in
peace-­‐building
and
Resolution
1325.
However,
women
are
rare
in
these
positions,
making
up
just
seven
of
the
76
SRSGs/DSRSGs
in
June
2012,
according
to
the
UN
website.

13. ORIGIN&–&HR&DIVERSITY&NETWORK&
See#how#14#interna.onal#en..es#work#on#diversity#&#inclusion#
#by#clicking#on#ORIGIN’s#15th#anniversary#publica.on#
#
ORIGIN
–
HR
DIVERSITY
NETWORK
See
how
14
international
entities
work
on
diversity
&
inclusion
by
clicking
on
ORIGIN’s
15th
anniversary
publication
A
very
valuable
effort
for
diversity,
inclusion
and
gender
equality
in
human
resources
started
in
international
organizations
in
1995.
The
Organizational
and
Institutional
Gender
Information
Network
(ORIGIN)
brings
over
40
organizations
together
to
advance
diversity
&
inclusion.
As
is
often
the
case
with
D&I
in
international
organizations
the
activity
is
underfunded,
so
the
contact
is
limited
to
e-­‐mail
exchanges
and
an
annual
meeting
where
around
10
organizations
participate
while
other
join
via
web
link.
Most
members
report
that
their
organization
does
not
set
aside
a
budget
for
the
ORIGIN
activity,
and
this
is
why
the
focal
points
are
seldom
able
to
join
the
annual
meeting.
There
is
no
specific
funding
to
manage
the
administrative
functions,
so
it
is
done
on
a
volunteer,
rotation
basis
by
member
organizations.
ORIGIN
is
a
group
of
very
knowledgeable
leaders
on
D&I,
and
the
exchange
of
best
practices
and
mutual
support
is
invaluable.
See
the
15th
anniversary
publication
prepared
by
the
World
Bank,
and
read
about
D&I
activities
of
14
international
organizations.

14. !
“NEVER!LEARN!TO!TYPE”!
!
Dame%Margaret%Joan%Anstee%was%the%first%female%
UN%Under7Secretary7General.%In%her%biography%
“Never%Learn%to%Type%–%A%Woman%at%the%United%%
NaGons”,%%she%says%she%knew%women%in%the%1950s%
who%were%qualified%for%top%UN%jobs.%
%
Her%book%is%an%educaGng%and%entertaining%read%on%
internaGonal%affairs%and%gender%issues.%
“NEVER
LEARN
TO
TYPE”
Dame
Margaret
Joan
Anstee
was
the
first
female
UN
Under-­‐Secretary-­‐General
(USG).
In
2010
women
made
up
29.1
%
of
USGs.
In
her
biography
“Never
Learn
to
Type
–
A
Woman
at
the
United
Nations”,
she
says
she
knew
women
in
the
1950s
qualified
for
top
UN
jobs
(page
384).
Her
book
is
an
educating
and
entertaining
read
on
international
affairs
and
gender
issues.
What
can
you
do
as
a
woman
seeking
an
international
career?
Or
are
you
a
man
who
wants
men
and
women
to
enjoy
equal
opportunity
and
gender-­‐
sensitive
caregiver
policies
and
other
employee
benefits
in
international
organizations?
1. Research
which
organizations
and
departments
have
good
gender
balance
statistics.
Progress
does
not
come
automatically,
so
an
agency
or
unit
with
a
critical
mass
(around
30%)
or
higher
numbers
of
women
senior
managers
is
doing
something
right.
There
are
hardly
any
organizations
in
this
category,
unfortunately,
but
some
are
approaching
these
numbers
and
for
instance
the
UN
Department
of
Public
Information
reached
a
gender
balance
at
all
levels
some
years
ago.
(I
am
proud
to
have
worked
there
in
my
first
UN
job
following
recruitment
via
the
National
Competitive
Exam.)
In
a
factsheet
on
the
site
of
the
UN
Focal
Point
for
Women,
UN
agencies
and
programs
share
info
about
the
proportion
of
women
in
senior
positions
and
overall.

15. 2. Be
aware
of
obstacles
to
women’s
careers
and
the
prevention
of
men’s
role
as
caregivers
on
an
equal
footing
with
women.
Read,
discuss
and
bring
up
gender
issues
in
discussions
with
friends
and
colleagues.
Engage
actively
in
forums
where
these
topics
are
being
discussed,
both
in
live
conferences
and
via
social
media.
Bring
these
issues
to
the
fore
in
career
fairs,
and
ask
about
them
on
the
Facebook
sites
of
employers.
Make
employers
aware
that
these
issues
matter
to
you.
3. Talks
online
provide
insight,
for
instance
this
humorous
presentation
on
work-­‐life
balance
by
the
author
of
“Step
Aside
Superwoman”,
Christine
Brown
Quinn.
Remember
that
no
matter
how
wildly
brilliant
your
career
will
be,
your
private
life
will
always
be
extremely
important.
How
you
juggle
your
life
outside
work
and
your
professional
tasks
will
depend
on
how
balanced
and
happy
you
are.
A
person
experiencing
a
divorce,
another
personal
crisis
or
who
is
being
ostracized
at
work
will
not
be
able
to
perform
optimally.
Employers
have
a
responsibility
to
adopt
fair
and
flexible
work-­‐life
policies
that
accommodate
you
at
every
stage
of
your
life.
4. Read
testimonies
by
trailblazers
such
as
Dame
Margaret
Anstee
and
others.
Much
wisdom
can
be
gleaned
from
the
work
of
Sonke
Gender
Justice,
a
men’s
group
in
South
Africa
working
on
human
rights,
gender
equality
and
prevention
of
gender
violence
and
HIV/AIDS.
A
number
of
international
private
corporations
have
long-­‐standing
women’s
advancement
and
diversity
programs
that
include
useful
research.
Check
for
instance
Deloitte’s
press
release
on
its
2011
report
“The
Gender
Dividend”.
See
also
Price
Waterhouse
Cooper’s
info
on
external
partnerships
and
Sodexo’s
gender
equality
work.
5. Join
networks
that
promote
gender
equality
to
learn
from
others
and
share
your
own
experiences.
You
can
benefit
greatly
from
initiatives
such
as
Women’s
International
Networking,
the
Global
Summit
of
Women,
the
Women’s
Forum
for
the
Economy
and
Society
and
the
Cairo
International
Women’s
Conference.
Usually
participants
from
developing
countries
may
apply
for
funding
for
travel
and
board,
via
a
competitive
process.
Men
are
very
welcome
at
all
events.

16. REACHING)TOP)LEVELS)
• Interna'onal*organiza'ons*are*
increasingly*using*execu've*
search*companies*
• This*is*not*necessarily*an*
advantage,*since*private*
companies*do*not*have*the*
same*formal*responsibility*as*
the*public*sector*to*achieve*
equality*and*diversity*
• Execu've*search*companies*
are*used*to*opera'ng*in*a*
male/ethnically*homogenous*
sphere*and*D&I*training*is*
scarce*
• It*is*hard*for*women*to*be*
selected*for*top*posts*when*
both*the*search*company*and*
the*hiring*managers*are*male*
oriented*
REACHING
TOP
LEVELS
• International
organizations
are
increasingly
using
executive
search
companies
• This
is
not
necessarily
an
advantage,
since
private
companies
do
not
have
the
same
formal
responsibility
as
the
public
sector
to
achieve
equality
and
diversity.
• Executive
search
companies
are
used
to
operating
in
a
male/ethnically
homogenous
sphere
and
D&I
training
is
scarce
• It
is
hard
for
women
to
be
selected
for
top
posts
when
both
the
search
company
and
the
hiring
managers
are
male
oriented
LACK
OF
D&I
KNOWLEDGE
AMONG
CONSULTANCY
COMPANIES
USED
BY
INTERNATIONAL
ORGANIZATIONS
Several
private
sector
consultancy
companies
are
light
years
ahead
of
international
organizations
when
it
comes
to
diversity
&
inclusion
activities.
But
based
on
my
limited
information
these
appear
not
to
be
ones
that
international
organizations
use
for
executive
searches,
pay
and
benefit
reviews
and
other
evaluations.
I
have
been
stunned
to
see
that
D&I
is
lacking
from
most
initial
proposals,
questionnaires
and
final
evaluations,
and
even
from
the
websites
of
popular
consultancy
companies.

17. What
can
I
expect
from
an
international
organization’s
recruitment
process,
and
how
can
I
make
the
most
of
it?
1. Expect
rigor
(not
speed).
Your
application
form,
cover
letter,
references
and
CV
will
be
scrutinized.
Only
those
with
a
good
match
between
the
job
description
and
qualifications
will
be
contacted
for
testing
and
interviews.
Calling
HR
departments
for
explanations
before
applying
and
after
is
quite
OK.
Even
if
it
will
not
make
any
difference
for
your
chances
of
continuing
in
the
selection
process,
it
could
give
you
valuable
information
about
the
job
and
the
organization.
2. Interviews
are
usually
competency
based,
which
means
they
are
like
an
oral
exam,
but
probably
even
tougher.
Up
to
five-­‐six
people
may
join
a
panel
interview
by
phone
or
Skype,
and
they
ask
prepared
questions
about
the
position’s
responsibilities
and
how
you
can
contribute.
Don’t
worry
if
you
are
nervous,
it
is
understandable.
But
you
are
expected
to
overcome
nervousness
J.
Be
cordial.
And
interviewers
should
be
friendly
as
well.
It
appears
candidates
answer
better
when
they
feel
comfortable.
3. Remember
that
due
to
the
fierce
competition,
it
is
not
easy
to
land
any
international
job.
Do
not
give
up
and
stop
applying
after
a
few
failed
efforts.
Search
websites
actively.
New
opportunities
pop
up
constantly,
and
even
new
organizations
are
being
created
that
may
go
under
your
radar.
4. Be
helpful
to
others.
Having
a
good
network
of
people
who
keep
an
eye
out
for
vacancies
is
very
valuable.
Share
vacancy
notices
with
people
you
know
are
looking,
and
they
will
return
the
favor.
5. It
is
not
just
you
as
a
candidate
who
needs
to
be
competitive.
Employers
also
need
to
offer
the
best
opportunities
and
possibilities
to
grow
in
order
to
attract
the
most
outstanding
candidates.
Information
about
employers,
their
policies
and
track
record
on
diversity
is
becoming
increasingly
available
via
the
net
and
social
media.
To
many
candidates
this
is
very
important.
Organizations
report
that
‘diversity’,
‘inclusion’
and
‘gender’
are
among
the
most
popular
search
words
on
their
websites.
Readership
hit
record
levels
when
The
Atlantic
in
June
2012
published
an
article
by
Anne-­‐Marie
Slaughter
on
gender
equality,
work-­‐life
balance
and
women’s
advancement.
6. Help
spread
the
word
about
international
organizations
that
show
good
leadership
in
diversity
and
inclusion.
One
convincing
way
to
demonstrate
their
commitment
to
diversity
is
to
show
that
women,
persons
with
disabilities,
LGBT
members
and
ethnic
minorities
are
well
represented
in
top
management.
Ask
employers
about
their
diversity
&
inclusion
work.

18. POLICY'FOR'CHANGE'
The$Equality$and$Human$Rights$Commission$
(Great$Britain)$has$recommended$that$the$
selec<on$process$for$execu<ve$boards$should$be$
made$more$"transparent,$professional$and$
rigorous"$to$allow$chairmen$and$search$agencies$
to$appoint$more$women$to$boardroom$roles$
and$to$encourage$more$women$to$apply$for$
these$posi<ons.$See$May$2012$ar<cle$
$
POLICY
FOR
CHANGE
The
Equality
and
Human
Rights
Commission
(Great
Britain)
has
recommended
that
the
selection
process
for
executive
boards
should
be
made
more
"transparent,
professional
and
rigorous"
to
allow
chairmen
and
search
agencies
to
appoint
more
women
to
boardroom
roles
and
to
encourage
more
women
to
apply
for
these
positions.
A
May
2012
article
refers
to
a
report
that
found
that
the
voluntary
code
of
conduct
for
executive
search
firms
on
gender
diversity,
brought
in
following
a
recommendation
in
the
Davies
review
of
2011,
has
had
some
success
in
getting
women
onto
the
long-­‐lists
for
board-­‐level
jobs.
However,
when
it
came
to
drawing
up
short-­‐lists,
women
were
put
at
a
disadvantage
as
they
were
judged
on
their
ability
to
"fit
in"
with
the
values,
norms
and
behaviors
of
existing
board
members,
who
were
mostly
men.

19. THEORY'AND'PRACTICE
Samina&Nas,&First&Secretary&at&the&
Bangladeshi&UN&Mission&in&New&York&
presen<ng&a&report&on&
the&Decade&for&Peace&(2001D2010)& Gonaives,&Hai<&
THEORY
AND
PRACTICE
Samina
Nas,
First
Secretary
at
the
Bangladeshi
UN
Mission
in
New
York
presenting
a
report
on
the
Decade
for
Peace
(2001-­‐2010)
It
is
crucial
that
more
women
join
decision-­‐making
locally,
nationally
and
globally
in
order
to
have
an
impact
on
issues
that
affect
them.
By
hiring
and
advancing
the
same
number
of
women
as
men,
international
organizations
will
not
just
talk
the
talk,
but
walk
the
walk.
The
bar
is
raised
for
everybody
when
women
and
men
must
compete
with
each
other
to
achieve
the
most
senior
appointments,
and
not
just
men
competing
with
mostly
men.
Our
present
reality
is
one
where
women
disproportionately
bear
the
brunt
of
poverty.
70%
of
the
world's
poorest
people
are
women.
Women
perform
66%
of
the
world's
work
and
produce
50%
of
the
world's
food.
Yet,
they
earn
10%
of
the
world's
income
and
own
1%
of
the
world's
property.
"If
the
average
distance
to
the
moon
is
394,400
km,
South
African
women
together
walk
the
equivalent
of
a
trip
to
the
moon
and
back
16
times
a
day
to
supply
their
households
with
water."
With
a
gender
balance
in
decision-­‐making,
such
injustices
would
be
tackled
more
effectively
than
they
are
now.
See
UN
Women
factsheet
on
global
progress
of
the
world’s
women.

20. GAY$IN$THE$WORKPLACE$$
Amnesty(Interna,onal(counts(at(least(83(countries(where(
homosexuality(is(explicitly(condemned(in(the(criminal(code.(
Seven(countries(carry(the(death(penalty(for(persons(presumed((
guilty(of(homosexual(acts.(A(June(2012(ar,cle(outlines(
homosexuality(in(Muslim(countries.(
GAY
IN
THE
WORKPLACE
What
if
you
are
gay,
bisexual
or
transgender
and
want
to
work
in
an
international
organization?
The
UN
and
other
international
agencies
are
full
of
high-­‐performing
individuals
who
identify
as
lesbian,
gay,
bisexual
or
transgender
(LGBT).
Whether
they
‘come
out’
or
not
depends
on
a
number
of
personal
and
circumstantial
factors.
Some,
if
not
all,
international
environments
are
hostile
to
LGBT
members,
probably
due
to
lack
of
knowledge
about
LGBT
issues.
As
this
Wikipedia
overview
shows,
gay
sexual
activity
is
illegal
in
scores
of
countries,
and
same-­‐sex
marriage
is
possible
in
only
10.
Amnesty
International
counts
at
least
83
countries
where
homosexuality
is
explicitly
condemned
in
the
criminal
code,
and
the
United
Nations
refers
to
over
76
such
countries
in
a
March
2012
panel
discussion.
Seven
countries
carry
the
death
penalty
for
persons
presumed
guilty
of
homosexual
acts.
A
June
2012
article
outlines
homosexuality
in
Muslim
countries.
The
UN
High
Commissioner
for
Human
Rights,
Navi
Pillay,
gave
a
YouTube
talk
in
2011
on
LGBT
rights.
Ms.
Pillay’s
office
2011
report,
on
page
41,
states
that
the
Human
Rights
Council
adopted
a
resolution
focused
on
violence
and
discrimination
on
the
grounds
of
sexual
orientation
and
gender
identity
(A/HRC/RES/17/19).

21. Bringing
these
topics
to
the
workplace
is
quite
new
in
most
international
organizations,
and
the
environment
is
rife
with
prejudice
and
even
discrimination.
There
are
bright
spots,
such
as
the
growing
number
of
international
organizations
giving
benefits
to
domestic
partners,
and
there
are
several
interest
groups
for
LGBT
people
and
friends.
It
also
helps
the
cause
that
some
donor
countries
and
for
instance
the
IMF
are
rewarding
developing
countries
that
decriminalize
homosexuality,
as
Malawi
is
about
to
do.
See
a
Pinknews
article.
The
World
Bank
(and
some
other
organizations
based
in
Washington,
D.C.)
has
an
active
LGBT
group,
The
World
Bank
Globe,
which
promotes
LGBT
rights
and
raises
awareness
via
panel
discussions
and
surveys.
See
a
7-­‐min
YouTube
video
about
The
World
Bank
Globe
entitled
“It
gets
better”.
In
2011
I
wrote
a
blog
post
about
the
need
to
approve
same-­‐sex
marriage.
JOB$INTERVIEWS$WITH$LGBT$
MEMBERS$$
Mira%Patel%of%the%US%State%Dept%spoke%about%LGBT%issues%in%the%workplace,%at%the%Inter>%
American%Development%Bank%in%July%2010.%Victor%Madrigal>Borloz%from%the%OrganizaMon%
of%American%States%outlined%LGBT%issues%from%a%human%rights%perspecMve.%%
JOB
INTERVIEWS
WITH
LGBT
MEMBERS
Mira
Patel
of
the
US
State
Dept
spoke
about
LGBT
issues
in
the
workplace,
at
the
Inter-­‐American
Development
Bank
in
July
2010.
Victor
Madrigal-­‐Borloz
from
the

22. Organization
of
American
States
outlined
LGBT
issues
from
a
human
rights
perspective.
As
a
recruiter,
how
do
you
make
sure
you
are
welcoming,
unbiased
and
inclusive
vis-­‐à-­‐vis
LGBT
candidates?
1. There
is
no
obligation
to
disclose
one’s
sexual
orientation
when
applying
for
an
international
job,
so
it
should
not
be
an
issue
at
all.
However
bias
and
joking
around
gay
issues
are
so
common
that
one
risks
making
(innocent)
blunders
while
interviewing
candidates.
Do
not
ask
candidates
about
their
wife,
husband,
partner
etc.,
because
this
is
not
appropriate
no
matter
the
sexual
orientation
of
the
candidate,
and
for
LGBT
people
it
could
be
compromising.
2. Study
materials
online
about
LGBT
and
human
resources
issues.
There
is
an
abundance
of
information
available,
such
as
this
overview
from
the
UK.
RACISM'IN'INTERNATIONAL'
ORGANIZATIONS'
Par$cipants+in+a+roundtable+on+indigenous+peoples+during+a+diversity+
conference+at+the+Inter8American+Development+Bank+in+Nov+2009+
RACISM
IN
INTERNATIONAL
ORGANIZATIONS
Participants
in
a
roundtable
on
indigenous
peoples
during
a
diversity
conference
at
the
Inter-­‐American
Development
Bank
in
Nov
2009

23.
As
a
member
of
an
ethnic
minority,
how
do
you
make
sure
you
get
fair
and
equal
treatment
as
a
candidate?
1. Racism
persists
in
the
world,
and
in
international
organizations.
They
have
much
work
left
to
do
before
ethnic
and
racial
groups
are
represented
in
proportion
to
their
numbers
in
national
populations.
Their
under-­‐
representation
in
higher
education
is
sometimes
referred
to
as
an
obstacle,
but
it
should
be
no
problem
to
attract
sufficient
numbers
of
qualified
candidates
via
action
plans
and
dedicated
outreach.
Recruitment
to
international
organizations
is
not
massive,
and
the
numbers
of
for
example
PhD
holders
from
under-­‐represented
ethnic
groups
would
be
sufficient
on
a
global
basis
to
drastically
increase
their
representation
in
the
UN
and
other
entities.
When
international
organizations
were
set
up,
the
diversity
focus
was
mainly
on
“geographical”
representation,
meaning
that
member
states
should
have
a
fair
representation
among
the
staff.
Gender
was
mentioned,
but
progress
has
been
glacial.
International
organizations
are
not
at
the
forefront
when
it
comes
to
pushing
indigenous
peoples’
rights
and
the
rights
of
other
racial
and
ethnic
groups
within
their
own
organizations.
One
likely
reason
is
that
international
organizations
are
governed
by
governments,
and
they
do
not
have
a
very
good
track
record
in
this
area,
either.
2. There
is
a
lack
of
disaggregated
statistics
of
indigenous
peoples
and
other
groups
and
their
representation
in
schools,
higher
education
and
the
work
force.
Setting
targets
for
increased
recruitment
is
difficult
without
solid
numbers.
As
the
first
and
so
far
only
international
organization,
the
Inter-­‐
American
Development
Bank
(IDB)
launched
diversity
self-­‐identification
on
race
and
ethnicity
in
2010.
This
is
noted
in
a
presentation
I
gave
in
June
2011
at
a
Caribbean
youth
leadership
forum.
3. Seek
out
information
about
interviewing
styles
for
international
organizations
and
specifically
for
the
one(s)
you
are
applying
to.
Interviewers,
who
are
from
human
resources
and
supervisor
levels,
are
often
influenced
by
behavior
styles
at
elite
Western
universities.
With
the
diversification
of
candidates
more
applicants
come
from
universities
in
developing
countries,
and
for
instance
from
Japan.
These
candidates’
expectations
of
an
interview
may
be
different
from
the
way
an
organization
interviews
candidates.
Some
candidates
have
been
surprised
that
they
are
expected
to
be
direct
and
self
confident
during
interviews.

24. RACISM'IN'INTERNATIONAL'
ORGANIZATIONS!
Progress!na*onally!and!via!interna*onal!forums!such!as!these!will!boost!the!numbers!
and!career!prospects!of!indigenous!peoples,!afro:descendants!and!other!ethnic/racial!!
minori*es!in!interna*onal!organiza*ons.!It!is!also!necessary!for!employers!to!commit!to!!
a?rac*ng!and!retaining!a!diverse!workforce,!and!take!concrete,!measurable!steps.!
RACISM
IN
INTERNATIONAL
ORGANIZATIONS
Progress
nationally
and
via
international
forums
such
as
these
will
boost
the
numbers
and
career
prospects
of
indigenous
peoples,
afro-­‐descendants
and
other
ethnic/racial
minorities
in
international
organizations.
It
is
also
necessary
for
employers
to
commit
to
attracting
and
retaining
a
diverse
workforce,
and
take
concrete,
measurable
steps.

25. SEXUAL'HARASSMENT'
• Sexual'harassment'is'
s/ll'a'major'problem'
in'interna/onal'
organiza/ons'
• Especially'young'
women'and'
consultants'on'short'
contracts'are'
vulnerable'
Click'on'photo'to'watch'a'YouTube'training'video'and'read'an'ar/cle'by'Catalyst.org'
SEXUAL
HARASSMENT
• Sexual
harassment
is
still
a
major
problem
in
international
organizations
• Especially
young
women
and
consultants
on
short
contracts
are
vulnerable
In
a
Catalyst.org
article
sexual
harassment
is
defined
as
"unwelcome
sexual
advances,
requests
for
sexual
favors,
and
other
verbal
or
physical
conduct
of
a
sexual
nature
such
that
submission
to
or
rejection
of
this
conduct
explicitly
or
implicitly
affects
an
individual’s
employment,
unreasonably
interferes
with
an
individual’s
work
performance,
or
creates
an
intimidating,
hostile,
or
offensive
work
environment."
It
is
quite
clear
that
harassment
hampers
diversity
&
inclusion
and
a
productive
work
environment.
Victims,
who
are
more
often
women
than
men,
often
refrain
from
reporting
sexual
harassment
because
they
worry
about
retaliation.
International
organizations
are
not
handling
this
issue
in
a
very
mature
way,
even
though
there
are
reporting
mechanisms.
Many
victims
suffer,
while
perpetrators
go
free
and
even
advance
in
their
careers.
Ethics
training
of
supervisors
is
important,
since
they
are
responsible
for
the
work
environment.
If
you
are
a
supervisor
and
you
have
not
been
trained
on
this,
request
that
your
office
organize
training.
If
you
experience
harassment,
speak
to
your
supervisor,
and
if
it
does
not
help,
contact
the
ombudsperson
or
the
ethics
officer.

26.
Finally,
a
piece
of
advice:
Beware
of
fraudulent
vacancy
announcements.
Criminals
are
targeting
you
as
a
candidate
and
use
very
convincing
ways
to
make
you
believe
there
is
a
vacancy
and
that
you
have
been
selected.
International
organizations
do
not
charge
money
from
candidates,
and
they
do
not
find
an
apartment
for
you
that
you
have
to
wire
deposit
money
for.
If
you
suspect
foul
play,
don’t
hesitate
to
call
the
organization’s
telephone
number
on
their
website
to
verify
the
posting.
You
are
also
quite
safe
applying
to
positions
directly
from
the
organization’s
website.
THE
WORLD
IS
YOURS
–
GOOD
LUCK!
THE$WORLD$IS$YOURS$–$GOOD$LUCK!$