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Monday, October 14, 2019
UNITED NATIONS, Jun 14 2018 (IPS) - Faced with growing allegations of sexual exploitation and abuse (SEA) in the UN system, Secretary-General Antonio Guterres last year announced a “zero-tolerance” policy to fight harassment in the world body.
But UN Women, which was created in July 2010 and dedicated to gender empowerment, has moved one step further– and appointed an Executive Coordinator and Spokesperson on Sexual Harassment and Discrimination, perhaps one of the few UN bodies to do so.
Holding that new position is Dr. Purna Sen, Director of Policy at UN Women, who under the newly-created role, will build on the current momentum “to find lasting solutions to stop, prevent and respond to sexual harassment both, within and outside the UN.”
Asked whether there have been any charges of sexual abuse or sexual harassment at UN Women, she told IPS that in 2015, one case of sexual harassment was reported: the allegations, which involved a contractor for UN Women, were substantiated, and the contract was immediately terminated.
In 2016, she said, two cases of allegations of sexual harassment were reported. None of the allegations were substantiated.
In 2017, there was one case of allegations of sexual misconduct against one UN Women staff member. The case is still under investigation.
As part of her mandate, Dr Sen will be calling upon and supporting states, government administrations and the private sector to ensure actions are taken to respond to women’s experiences of sexual harassment.
She begins her assignment with two calls: firstly, asking women to share their experiences of sexual harassment and assault and secondly, asking for examples of good practices, policies and laws dealing with harassment.
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Announcing Dr Sen’s appointment, UN Under-Secretary-General and Executive Director PhumzileMlambo-Ngcuka said: “UN Women was established to protect and promote women’s rights. We have a unique role to play in driving action towards accountability.”
“This means zero tolerance for violence and harassment, and actions to ensure that victims are supported. We currently see practices and cultural norms that enable harassment and penalize victims. This has to change.
”In her new role and with her directly relevant background, Purna will help address the deep-rooted patterns of inequality and abuse of women”, she declared.
In an interview with IPS, Dr Sen also responded to charges of “reverse sexual harassments” and the status of gender parity in the UN system.
Excerpts from the interview:
IPS: What is your response to charges of sexual harassment in reverse – where some high ranking UN officials point out cases where “women staffers throw themselves on their bosses to advance their careers?.”
Dr Sen: “Let’s decipher that statement: is it claimed that women are offering sex for jobs or promotion? If so, surely there are some clear responses.
Any muddying of professionalism, competency and recruitment with matters of sexual behaviour is inappropriate and not for defending. That holds whether it is powerful, high ranking officials (mostly men) or junior staff (more likely to be women, young people, national staff etc). Sexual activities in exchange for career advancement is of course unacceptable.
This possibility or practice must not be treated either as a distraction from the seriousness or ubiquity of gendered, structured sex discrimination that is manifest in sexual harassment, abuse and assault or riposte to accusations.
Those men in high ranking positions making these allegations have no doubt had the opportunity to use their positions to raise this issue over their careers. Has this been done? Or are these issues being raised now when women are calling for accountability for those who abuse?
Treating sexual harassment as isolated incidents, or as incomprehensible acts of individuals (as the formulation in the question suggests) is problematic. It leads to obfuscation or denial of the structural and systemic basis of sexual harassment and assault: these are expressions of patterns of unequal power structures where powerful men (predominantly) hold authority and control over junior staff (more likely to be women, local staff.) such that they can influence their careers or experiences at work.
Denial, distraction and excusing of sexual harassment and assault illustrate cultures where the seriousness and harm of harassment is not recognised or prioritized”.
IPS: A General Assembly resolution going back to the 1970s — and reaffirmed later– called for 50:50 gender parity amongst UN staffers, particularly in decision-making posts. How is UN women conforming to this resolution? What is the breakdown of your staff in numbers between men and women?
Dr Sen: UN Women is supporting the SG’s gender parity efforts through its unique mandate to lead and coordinate the UN system’s work on gender equality, as well as promote accountability, including through regular monitoring of system-wide progress.
UN Women is also a source of substantive guidance on gender parity and related issues for the UN system, and serves as a repository for best practices, provides guidance and tools, and analyses overall UN system trends to identify obstacles to and key drivers of change in advancing towards equal representation.
Additionally, UN Women supports interagency knowledge-sharing and collaboration, as well as capacity building of gender expertise, through system-wide gender networks, including the Gender Focal Points, IANWGE and the UN-SWAP network
Another important step UN Women is taking is the upcoming development of the Guidelines on Enabling Environment, containing system-wide recommendations and practical measures aimed at creating a work environment that is free from discrimination, harassment and abuse of authority, as well as supports women in their careers through family-friendly policies, work-life balance and professional development programmes.
As of today our overall workforce breakdown is 71% female; 29% male.
IPS: What is your response to the argument that jobs in the UN system should go to the most qualified and the most competent – rather than based on gender equality?
Dr Sen: “The problem with this question is that it assumes a contradiction between being ‘the most qualified and the most competent’ on the one hand, and the pursuit of gender equality, on the other. That is a false premise. It assumes that the goal of gender equality jettisons competency and good qualification.
What lies behind this assumption is the belief that women (for it is in general the appointment of greater numbers of women that makes up actions towards gender equality in staffing or representatives’ profiles) cannot be the best qualified or the most competent.
Therein lies a fully gendered belief in the essential incompetence of women and, in contrast, the innate competence of men. I reject that assumption and there are many examples that support such rejection.
In a nutshell, women can be and are both competent and qualified, including the most competent and qualified, in any sector. More pertinent is the question why is it that competent and qualified women are not being appointed?
The same gendered assumption that pre-supposes that women can be neither, is what stops their true talents, skills and competencies being recognized and rewarded. Cultures of gender inequality are insidious and have long passed their expiry date.
The writer can be contacted at email@example.com
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