International Women’s Day
Journée internationale
de la femme
ENTRETIEN/INTERVIEW
CEO, Thomson Reuters
Foundation
OMS/WHO
A child desire – a woman’s
choice
NO 737 – MARS 2014
ONU/UN
Gender inequity in research
SOCIÉTÉ/SOCIETY
Amour libre et société égalitaire
LOISIRS/LEISURE
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LAURENCE VERCAMMEN
Rédactrice en chef / Editor-in-chief
International Women’s Day
Journée internationale
de la femme
OMS/WHO
A child desire – a woman’s
choice
ONU/UN
Gender inequity in research
NO 737 – MARS 2014
© Ignacio Adrogué
ENTRETIEN/INTERVIEW
CEO, Thomson Reuters
Foundation
SOCIÉTÉ/SOCIETY
Amour libre et société égalitaire
LOISIRS/LEISURE
Vivicittá : une course
très particulière
ÉDITORIAL
3
ENTRETIEN/INTERVIEW
Journée internationale de la femme
International Women’s Day
Directrice Ressources humaines, OMS 5
CEO Thomson Reuters Foundation
14
WHO over the decades – A woman’s
perspective
30
OMS/WHO
Women’s health is key
17
A child desire – a woman’s choice
19
Initiative to address violence against
women and children
21
ONU/UN
Gender inequity in research
8
SOCIÉTÉ/SOCIETY
Égalité salariale et stéréotypes
10
Amour libre et société égalitaire
12
Portraits of (working) mothers
23
Investment in women’s health
34
Pushing for positive education
36
Gigantic eyes and tiny wrists
38
GPAFI
42
NOUVELLE GÉNÉRATION/NEXT GENERATION
Youngest female President of GIMUN 26
Making mountains metaphors
28
Boost your career by learning
a new language (for free)
47
LOISIRS/LEISURE
Les forçats du Karoum
39
Vivicittà – Course très particulière
43
Le Parc National Suisse
44
This is your chance to get creative
46
Revue des fonctionnaires internationaux
des Nations Unies à Genève et de
l'Organisation mondiale de la Santé.
Magazine of the international civil
servants of the United Nations at Geneva
and of the Word Health Organization
Inverser la tendance Reversing the trend
Poursuivre des études, ouvrir un compte
en banque, élire ses dirigeants, choisir son
mode de contraception, ou même conduire
une voiture représentent des actes banals
uniquement pour une minorité de femmes
dans le monde. Pour la majorité d’entre
elles, ces simples actes relèvent de l’exploit
ou ne sont même pas envisageables.
Aujourd’hui encore, une trop large majorité
de femmes ne jouit pas des droits fondamentaux et est confrontée à des discriminations en tout genre. L’inégalité salariale,
la violence, les abus de toute sorte sont
leur lot quotidien.
De multiples acteurs s’impliquent quotidiennement dans des actions visant à l’émancipation des femmes. Graduellement, grâce
à des initiatives gouvernementales, locales
et parfois ponctuelles, la tendance s’inverse. Ainsi, des gouvernements s’associent
pour la prévention de la violence faite aux
femmes et aux filles, la Fondation TrustWomen dote les femmes d’outils légaux afin
de défendre leurs droits ou l’art permet
de financer la scolarité d’une jeune fille.
De simples actions peuvent faire pencher
la balance et la jeune génération s’implique
déjà avec ses futurs dirigeants qui se rassemblent pour débattre des actions menées
par les Nations Unies.
Studying, opening a bank account, electing their leaders, choosing their means
of contraception or even driving a car are
mundane activities for only a minority of
women in the world. For the majority,
performing these simple acts constitutes
a feat or is simply not possible.
Even today, too many women lack fundamental rights and face discrimination in
all its forms. On a daily basis, they suffer
from inequality of pay, violence and abuses
of all types.
Every day, multiple players are involved
in actions aimed at the empowerment of
women. Little by little, through governmental, local and sometimes ad hoc initiatives
the tide is being turned. Thus, governments
are joining forces for the prevention of
violence against women and girls, the
TrustWomen Foundation is empowering
women to defend their rights and the art
world is making it possible to finance a
young girl’s education.
Simple actions can make a difference and
the younger generation is already involved,
with the leaders of tomorrow gathering to
discuss the actions taken by the United
Nations.
Change is underway; the emancipation of
women is inevitable. ■
Le changement est en marche. L’émancipation des femmes est inévitable. ■
“Ils ne savaient pas que
c'était impossible, alors
ils l'ont fait”.
“They didn't know it was
impossible, so they did it”.
Mark Twain
Mark Twain
Mars 2014 | 3
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ENTRETIEN/INTERVIEW
Entretien avec Françoise Nocquet
©christopher Black/WHO
Alors que nous célébrons la Journée internationale
de la Femme, dont le thème est « L’égalité pour les
femmes, c’est le progrès pour toutes et tous », l’OMS
souhaite mettre en valeur des femmes remarquables
et talentueuses qui travaillent au sein de
l’Organisation. Au cours de ces dix dernières années,
l’Organisation, dirigée par le Dr Margaret Chan,
a vu le nombre de femmes augmenter aux postes
de direction. Ainsi, l’OMS a récemment recruté une
femme pour diriger son Département des Ressources
humaines : Madame Françoise Nocquet, juriste
de nationalité française.
CARLOS STREIJFFERT
Madame Nocquet fait le bilan de ses premiers mois en poste et expose ses projets
pour les années à venir avec l’Association
du personnel du Siège de l’OMS :
ils doivent aussi contribuer à la promotion
de quatre principes transversaux que sont
la parité hommes-femmes, la diversité, la
collaboration et la responsabilité.
Quand je suis arrivée à l’OMS en septembre 2013, la première tâche qui
m’attendait était de réviser la stratégie
des ressources humaines qui avait été
établie avant le programme de réforme.
En prenant connaissance des divers
documents publiés dans le cadre de la
réforme de l’OMS, j’ai réalisé qu’un certain nombre d’objectifs en matière de
gestion de ressources humaines avaient
déjà été définis. Il m’est alors apparu
que l’on pouvait regrouper ces objectifs
sous trois catégories, ce que nous avons
appelé les « piliers », le premier pilier
étant « Attirer les talents », le deuxième
« Retenir les talents : une gestion des
carrières » et le troisième « Un environnement professionnel propice ». Cela dit,
ces piliers, que de nouvelles politiques et
procédures soutiendront, ne seront pas
suffisants en soi pour obtenir le personnel
à la fois adaptable, mobile, performant,
suffisamment formé et prêt à relever
de nouveaux défis professionnels, dont
l’Organisation a besoin pour délivrer
son mandat de plus en plus complexe :
L’OMS a déjà une politique de recrutement
intensive de femmes à des postes clés.
Comment est-ce organisé ?
La parité hommes-femmes et la diversité sous toutes ses formes sont une de
nos priorités. La répartition des femmes
dans les catégories professionnelle et de
rang supérieur s’est régulièrement améliorée au cours des dix dernières années,
passant de 33,6% à 40,3%. Cela dit, des
progrès restent à faire, notamment dans
les postes plus élevés. La procédure de
sélection pour les postes professionnels
a été récemment harmonisée pour l’ensemble de l’Organisation, et des mesures
spécifiques en faveur de la parité sont prévues, comme avoir au moins une femme
comme membre des jurys de recrutement
et s’assurer qu’au moins une femme qualifiée figure dans la liste restreinte des
candidats. D’autre part, nous informons
chaque semaine les missions permanentes
auprès de l’OMS des postes vacants des
catégories professionnelle et de rang
supérieur publiés la semaine précédente,
encourageant les États Membres à diffuser
Mars 2014 | 5
les avis de vacance dans leurs réseaux
nationaux, et de ce fait œuvrant à une
meilleure distribution géographique et à
la parité hommes-femmes.
Quels sont les actions mises en place pour les
parents (femme et homme) qui travaillent ?
L’Organisation propose tout un ensemble
de mesures qui permettent aux membres
du personnel de travailler dans des conditions optimales, tout en préservant leur vie
de famille. Le congé de maternité dure 16
semaines, et il est octroyé avec traitement
intégral, indemnités comprises. A leur retour
sur le lieu de travail, les mères allaitantes
bénéficient chaque jour, à titre de congé
supplémentaire de maternité, d’heures de
liberté pour pouvoir allaiter leur enfant (une
structure spécialement aménagée dans les
locaux du Siège est mise à disposition des
mères allaitantes). Il est à noter que, si les
deux parents sont membres du personnel,
l’autre parent peut bénéficier du congé de
maternité non utilisé. Les pères ont droit à
un congé de paternité d’une durée de huit
semaines. Un congé d’adoption est également prévu par le Règlement du Personnel.
Il est possible à tout membre du personnel
de s’absenter jusqu’à 7 jours par an, afin
de faire face à une situation familiale grave,
telle que la maladie d’un enfant ou d’un
conjoint par exemple, en utilisant les jours
de congés de maladie non justifiés par un
certificat médical. Des mesures sont proposées aux membres du personnel pour, en
accord avec leur superviseur, et en fonction
des besoins du service, bénéficier de congés
de compensation lorsqu’ils ont été amenés à
faire des heures supplémentaires. D’autres
arrangements peuvent être trouvés dans
l’intérêt des membres du personnel, et en
fonction des circonstances (congés spéciaux
par exemple). Une politique de télétravail
est en cours d’élaboration.
6 | Mars 2014
Vous êtes juriste de formation. Quand et
comment votre carrière a embrassé les
ressources humaines ?
Quels sont les défis auxquels vous avez été
confrontée en tant que femme tout au long
de votre carrière professionnelle ?
Savez-vous que c’est à l’OMS, au Bureau
du Conseiller juridique, que j’ai fait mon
stage de DESS de Droit des organisations
internationales ? Très vite, droit et ressources humaines se sont combinés dans
ma vie professionnelle : dès la fin de mes
études, j’ai travaillé quelques mois avec un
avocat parisien spécialisé dans la défense
des fonctionnaires internationaux devant
le TAOIT 1 et le TANU 2. J’ai ensuite été
recrutée par Interpol comme jeune juriste
pour écrire le Règlement du personnel
et préparer l’organisation à son affiliation au TAOIT. À l’OSCE à Vienne, en tant
que conseiller juridique, je travaillais en
étroite collaboration avec le département
des Ressources humaines, notamment sur
les conditions de travail du personnel sur
le terrain. Au PNUD à New York, j’étais
responsable de la section des affaires juridiques liées au personnel et travaillais
quotidiennement avec les collègues des
ressources humaines du siège et du terrain. Après une vingtaine d’années dans
le rôle de conseiller juridique en gestion
du personnel, il m’a semblé que je pourrais mieux contribuer à l’amélioration des
relations entre le personnel et le management si je pouvais intervenir en amont,
en aidant les supérieurs hiérarchiques à
mieux appréhender leurs responsabilités,
notamment en prévenant les conflits, et
en facilitant la compréhension des politiques du personnel. La publication du
poste de directeur adjoint du département
des ressources humaines du PNUD était
l’occasion que je recherchais pour vérifier
mon intuition. Et vous connaissez la suite:
après le PNUD et l’OSCE, où je suis retournée en tant que Directrice RH, j’ai rejoint
l’OMS où tout avait commencé pour moi…
Quant aux défis que j’ai pu rencontrer, j’ai
eu la chance de travailler pour des organisations internationales qui promeuvent la
parité. Les postes que j’ai occupés, je les ai
obtenus par des procédures de sélection
où des hommes et des femmes étaient en
compétition. Il y a bien sûr eu un certain
nombre de postes que je n’ai pas obtenus
au profit d’un homme ou… d’une autre
femme. Pour moi, la parité n’est pas tant
la question d’opportunités de progression
professionnelle, mais plutôt la question de
concilier la vie professionnelle et les responsabilités de parent. En tant que mère
de deux garçons que j’ai élevés seule en
les emmenant vivre à l’étranger au gré
de mes postes, j’ai souvent pensé que je
les sacrifiais au profit de ma carrière. J’ai
énormément d’admiration pour les femmes
qui travaillent et élèvent des enfants, particulièrement pour celles qui acceptent des
postes sur le terrain. Et j’ai du respect
pour celles qui choisissent à un moment
donné de faire une pause professionnelle
pour mieux s’occuper de leurs enfants. ■
1 TAOIT : Tribunal Administratif de l’Organisation
Internationale de Travail.
2 TANU : Tribunal Administratif des Nations Unies.
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ONU/UN
Gender inequity in research
Working to close the gender gap
in health research
PATRICK ADAMS
TDR, the Special Programme in Research
and Training in Tropical Diseases, has
worked to address this gender gap through
various types of support to women scientists in countries around the globe. TDR is
co-sponsored by UNICEF (United Nations
Children’s Fund), UNDP (United Nations
Development Programme), the World Bank
and WHO (World Health Organization), and
it brings its United Nations connections to
bear in addressing the issue. Judging by the
achievements of its alumni, that support
has had far-reaching impact. Here are just
a few of the success stories.
©shutterstock
“A life-changing experience” Ugandan
immunologist Brenda Okech called her
Clinical R&D Fellowship at the Belgium-based GlaxoSmithKline Biologicals.
“It was like getting your foot in a very big
door. It opens up so many new opportunities.” In the twelve months she spent at
GSK, Okech says she honed the skills she
now uses at the African Malaria Network
Trust (AMANET) as project manager on a
multi-center phase IIb trial of the GMZ2
malaria vaccine. She said, “The things
that I learned at GSK I apply every day
at AMANET.”
Too few women are entering
the health research field, and
fewer still are going on
to successful careers as
health scientists.
8 | Mars 2014
For Dr. Natavan Alikhanova, head of monitoring and evaluation at the Scientific
Research Institute of Lung Disease in
Azerbaijan, that support came in the form
of the Structured Operational Research
and Training IniTiative (SORT IT). A collaboration between TDR, the Union, and
Médecins sans Frontières (MSF). SORT
IT trains national public health workers
to use their country’s own data to conduct research that can lead to local health
system improvements. Burdened by her
many responsibilities, Alikhova never had
time for in-depth analysis of her country’s data on tuberculosis (TB)—data that
could inform important decisions about
TB drug procurement and treatment protocols. Through SORT IT, she says, “I’ve
learned things that I will use, that will
©shutterstock
improve my work and, I hope, our entire
TB programme.”
In yet another country, Myanmar, a
research training grant made it possible for a scientist named Saw Saw to
follow in the footsteps of her mother, a
nuclear physicist, who was also one of
the country’s first female scientists. Saw
Saw has explored ways to engage the
country’s general practitioners in tuberculosis (TB) control and demonstrated
the important role of self-help groups
in patient referral and diagnosis. She
will soon begin work on a grant that
covers training in translating research
into health policy analysis in low- and
middle-income countries. “There are not
many women scientists in our country,”
says Saw Saw, affi rming TDR’s goal to
close the gender gap of individuals in
health research field.
Few scientists, men or women, have overcome the odds Dr. Marian Warsame faced
as a young girl growing up in Somalia. The
eldest of ten children, Marian was determined to improve her life. After earning
her medical degree at Somalia National
University, one of eight women in a class
of fifty, Warsame received a training grant
to pursue a PhD on the evolution of Somalia’s drug-resistant falciparum malaria at
the Karolinska Institute in Sweden. She
went on to become the principle investigator of a trial of rectal artesunate for
community-based treatment of severe
malaria in Tanzania. Seeing the resulting paper published in the Lancet was a
proud moment. She says, “I had reached
that level where I could lead a team of
forty staff to conduct this study in close
to 200 villages”. Following her eightyear stint in Tanzania, Warsame joined
the WHO’s Global Malaria Programme,
where she still is today. Warsame works
with member states’ national malaria programmes, providing technical support for
capacity strengthening and monitoring of
antimalarial drug resistance.
Another great example is TDR’s first ever
grantee in Nigeria, scientist Uche Amazigo, winner of the 2012 Prince Mahidol
Award that is given out annually for
outstanding achievements in medicine
and public health. Amazigo originally
received support to carry out pioneering research on the social consequences
of onchocerciasis (river blindness) for
adolescent girls and women in the late
1970s. She later helped found the WHO’s
African Programme for Onchocerciasis
Control (APOC), becoming director of the
organization created to mass distribute
ivermectin, the drug used to manage the
disease. Amazigo conducted research on
improving the distribution of ivermectin, and was instrumental in scaling up
community-directed treatment approach
to tens of millions of people in countries
across the continent.
“TDR transformed my life into something
more than I could have imagined,” she
said upon receiving the Prince Mahidol
award and its US $100,000 prize. Amazigo is using the money to further develop
a community-directed school health and
nutrition programme she founded for
resource poor communities in Nigeria. ■
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SOCIÉTÉ/SOCIETY
Égalité salariale et stéréotypes
©shutterstock
qui l’application de ce principe
risquerait de remettre en cause
un ordre établi.
OLIVIER BORIE
L’ é g a l i t é s a l a r i a l e e x i g e
qu’hommes et femmes puissent
bénéficier des mêmes opportunités d’accès et de traitement
au travail, i.e. qu’à travail égal
corresponde un salaire égal. Ce
principe, défendu depuis longtemps par le Bureau international du Travail, est réaffirmé par
le Pacte mondial des Nations
Unies, et est également repris
par de nombreux cadres législatifs nationaux. En dépit des
efforts déployés, cette question
reste toujours d’actualité. Des
progrès ont certes été réalisés,
mais les femmes gagnent, en
moyenne, toujours moins que
les hommes.
Il ne s’agit pas d’une tentative
d’effacement ou de négation
des différences entre les sexes,
mais une question de justice et
d’équité. Pourtant, aujourd’hui,
l’égalité salariale demeure parfois encore un sujet sensible où
s’opposent ceux qui voient en
tout écart de revenu une discrimination basée sur le genre,
ceux pour qui des différences
objectives, justifient ces différences, puis ceux aussi pour
10 | Mars 2014
Beaucoup de nos sociétés ont
hérité de modèles d’organisation basés sur une hiérarchie
dominée par les hommes, et où
les femmes occupent, le plus
souvent, des postes et des rangs
inférieurs. Les rôles associés au
genre sont influencés, voire
imposés par des croyances, des
attentes et des normes sociales
qui déterminent le comportement approprié de chacun. Le
monde du travail n’y échappe
pas : le modèle de « l’homme
qui subvient aux besoins du
foyer, pendant que la femme
élève les enfants et vaque aux
occupations ménagères » reste
bien ancré avec tous les stéréotypes qui l’accompagnent.
On observe à peu près partout
que les femmes ont des revenus inférieurs aux hommes. En
Suisse cette différence se situe à
environ 20%. Il est intéressant
de noter aussi que les femmes
travaillant seules pour leur
propre compte gagnent moins
d’argent que leurs homologues
masculins.
Il existe une part « explicable »
de ce pourcentage, et une
autre, « inexpliquée », que l’on
assimile généralement de la
discrimination. Cependant, le
plus souvent, il s’agit de données agrégées qui méritent que
l’on y regarde de plus près.
Les facteurs de rémunération
comprennent, entre autres,
l’âge, le niveau de formation,
la spécialité du diplôme, le
poste occupé, le niveau de
responsabilité, le secteur
d’activité, les années d’expérience, l’ancienneté, le type
de métier, les interruptions de
carrière, la situation familiale,
le pouvoir de négociation face
à un employeur, l’horaire de
travail, les heures supplémentaires, etc. La productivité et
l’efficacité sont plus relatives
car elles varient en fonction
des critères d’évaluation de
performance choisis.
En tenant compte de tous ces
facteurs, la part « inexpliquée »
peut diminuer de façon significative. Y aurait-il donc moins de
discriminations qu’il n’y paraît?
En se faisant l’avocat du diable,
on pourrait aussi arguer que
si les femmes, à travail égal,
« coûtaient » réellement moins
cher, elles auraient un avantage compétitif, et seraient
favorisées à l’embauche tout
en exerçant une pression sur
le salaire des hommes.
Les résistances à l’égalité
salariale sont tenaces et leurs
raisons multiples : la difficulté
de se représenter les enjeux
et les alternatives, la crainte
d’une perte d’avantages ou de
privilèges (autorité, accès au
pouvoir, contrôle de sa propre
vie, etc.) voire même la perception d’une menace à sa propre
identité.
Même si une femme n’a pas
besoin d’avoir d’enfants pour
être discriminée, les interruptions de carrière, ainsi que
le choix d’activités professionnelles plus flexibles pour
mieux les concilier avec la vie
familiale, ont un impact considérable. Les politiques de congé
parental et les possibilités d’accueil des enfants d’âge préscolaire offrent des solutions qui
permettent de limiter le côté
professionnellement pénalisant de ces interruptions
sans pouvoir complètement le
compenser.
Il existe de nombreux outils
pour promouvoir l’égalité
salariale. Par exemple, la certification equal-salary1 permet
de vérifier que les entreprises
ont une politique salariale non
discriminante vis-à-vis des
femmes sans qu’il soit « nécessaire d’avoir une femme et un
homme au même poste, avec
les mêmes qualifications et les
mêmes compétences, pour évaluer le niveau de salaire auquel
a droit chaque personne ».
L’égalité salariale n’est qu’un
aspect des choses. Un déséquilibre plus important concerne
le fait que les femmes ont longtemps été confinées à des métiers
typiquement «féminins» moins
bien rémunérés, et qu’elles
occupent toujours trop peu de
postes de direction. Moins de
5% des 500 plus grandes sociétés au monde ont une femme à
leur tête. Pourtant, au-delà des
avantages d’une meilleure représentation des femmes à tous les
niveaux d’une entreprise (accès
à un pool de talents plus large et
plus diversifié, meilleur reflet de
leur base des consommateurs,
etc.), un accroissement de leur
revenu serait susceptible de favoriser la croissance économique.
Les choses évoluent lentement. L’égalité salariale n’est
qu’un pas vers plus d’équité. Un meilleur partage des
tâches familiales y contribuerait certainement. Le moment
est peut-être venu de revoir la
répartition de nos rôles respectifs, sans confusion des
genres. ■
1 http://www.equalsalary.org/fr/.
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SOCIÉTÉ/SOCIETY
Amour libre et société égalitaire
Le cas des Moso
Dans un lieu aussi
lointain qu’isolé, à près
de 3000 m. d’altitude,
en Chine, aux confins
du Tibet, une minorité
ethnique vit selon une
organisation sociale
très particulière.
12 | Mars 2014
TEXTE & PHOTO: FRANCESCA ROSATI FREEMAN
Il s’agit d’une société où les femmes
jouissent d’un statut qui les valorise. Elles
y sont en effet les protagonistes de la vie
familiale et sociale et jouissent des droits
et des libertés individuelles niés à tant de
femmes dans le monde. L’existence de cette
société dans un pays tel que la Chine a
suscité en moi un vif intérêt et j’ai souhaité
comprendre et faire mieux connaître leurs
traditions hors du commun.
Je voulais donc savoir comment on vit
dans une famille matrilinéaire où seuls
les descendants de la lignée maternelle sont
considérés consanguins, où les couples ne
vivent pas sous le même toit, où le père
naturel est considéré pratiquement comme
un étranger alors que l’homme et la femme
passent la nuit ensemble avant de se séparer au matin. Je voulais découvrir comment
hommes et femmes vivent en dehors des
contraintes du mariage et comment ces
hommes n’estiment pas perdre leur identité sur tous les plans et acceptent le rôle
des femmes en tant qu’organisatrices et
responsables. En quelques mots, je voulais comprendre ce que sont les valeurs
fondamentales d’une société au féminin.
Ma curiosité m’a amenée à me rendre
plusieurs fois chez les Moso et à habiter
avec eux pendant de longues périodes. La
publication d’un livre Benvenuti nel Paese
delle Donne (2010) et la réalisation d’un
documentaire Nu Guo- Nel nome della
Madre avec sous-titres en anglais (2013),
sont le fruit de mon expérience au pays
des Moso.
L’étude de cette société m’a ouvert des
horizons que je n’avais pas soupçonnés.
Parmi les enseignements encore dispensés de nos jours, notre type de famille
passe encore le plus souvent pour universel, écartant a priori l’existence d’autres
modèles familiaux, alors que les Moso sont
tout sauf des fossiles vivants, mais une
société contemporaine qui existe et qui
résiste depuis des millénaires.
La structure de la famille et l’absence très efficace pour éviter les conflits et
de mariage (à l’exception de quelques maintenir la paix et l’harmonie dans la
rares cas), de même que le type d’éco- famille. Les hommes sont heureux d’être
nomie traditionnelle basée
guidés par une femme sage,
sur la solidarité, la pratique
ils en écoutent les conseils,
«Le féminisme
du consensus et d’une proils demandent son avis, ils
n'a
jamais
tué
fonde spiritualité constituent
semblent apprécier ses comles piliers qui maintiennent personne, le
pétences et ont un grand rescette société vivante et saine.
pect pour toutes les femmes.
machisme tue
La famille Moso bénéficie
Ici, naître femme est une
d’une structure solide : elle tous les jours».
bénédiction.
perdure éternellement dans
le sens que les générations
— Benoîte Groult Le concept de l’amour non
maintiennent le même nom
exclusif d’une part, et l’abmaternel de la famille et que
sence de mariage d’autre part,
les biens sont indivisibles. La famille ne distinguent tout particulièrement cette
risque pas d’être détruite par une éven- société. Par ailleurs, elle ne prévoit aucune
tuelle séparation des parents puisque reconnaissance légale de la paternité, mais
les deux personnes formant un couple en revanche, elle attribue celle des enfants
habitent séparément.
à la mère. Séparer la vie familiale de la
relation amoureuse a d’abord l’avantage
Tout est centré autour de la relation d’assurer la liberté en amour ; ensuite, de
maternelle et c’est la dabu, femme la fournir la protection et la sécurité affective
plus sage, la plus habile et compétente et économique à toutes les composantes
et généralement la plus âgée qui dirige de la famille. Cela permet également aux
le matriclan tout en assumant la respon- femmes de garder le contrôle de leur corps
sabilité de veiller à son bien-être et à sa et de leur sexualité. En cas de séparation,
prospérité. C’est elle qui gère l’économie le couple ne perd pas simultanément et
et les biens, mais toutes les décisions l’amour et la famille. Les enfants ne seront
importantes sont prises par consensus. pas déchirés puisqu’ils ne changeront ni
De ce fait, chaque individu est à l’abri de maison ni d’habitudes. Ici, il n’y a
d’un sentiment de rancœur : un moyen aucune place pour la violence conjugale
non seulement parce que le couple ne vit
pas sous le même toit, mais parce que la
culture des sociétés matriarcales est une
culture de la non-violence et du respect de
l’autre. L’éducation dispensée ne fait pas
de différence entre les sexes ; elle assure
donc un parfait équilibre entre hommes
et femmes de telle manière qu’il n’existe
pas une nette division des rôles.
C’est avec une grande inquiétude qu’entre
2005 et 2012, j’ai été témoin de la vitesse
fulgurante prise par le changement économique dû à un tourisme toujours plus
envahissant. «On s’habille comme les Han,
nous parlons comme les Han, mais notre
cœur reste Moso » affirme un jeune. Et
une jeune femme déclare : « Nous n’avons
pas peur que le tourisme puisse changer
notre mode de vie, ce seront les autres
qui abandonneront le leur et adopteront
le nôtre car c’est le plus naturel qui puisse
exister ».
Les Moso nous interpellent en nous montrant la voie possible pour construire une
vie plus harmonieuse et sans violence.
Rien ne nous empêche de nous en inspirer,
tout en restant conscients des difficultés
de transposer des valeurs ou une culture
et ses traditions d’un pays à un autre. ■
Mars 2014 | 13
© OLIVIA HARRIS, trust.org
ENTRETIEN/INTERVIEW
Interview with Monique Villa,
Thomson Reuters Foundation CEO
March is the month dedicated to women by the United
Nations (UN). This interview with Monique Villa, CEO
of the Thomson Reuters Foundation, offers a real
example of how the private sector engages with the
UN principles for the empowerment of women around
the world. It leads by the example of a female CEO in
a global company, putting her skills and professional
success to work for the empowerment of women
around the world.
MARIA-ANGELES MARTIN GIL & ANTOINETTE PRICE
Monique Villa is CEO of the Thomson Reuters Foundation. Since her appointment
in 2008, she has transformed the Thomson Reuters corporate charity launching
a number of ground-breaking programs
which leverage the expertise of the business to trigger change and empower
people across the world. In 2010, Villa
launched TrustLaw, a global pro bono
service connecting nongovernmental
organizations (NGOs) and social enterprises with prestigious law firms around
the world. TrustLaw currently operates in
14 | Mars 2014
150 countries with over 1,600 members.
In its first two years, the service generated
the equivalent of $35 m USD in free legal
assistance.
Monique Villa is also the Founder of
TrustWomen, a fast-growing movement
with one clear aim: to put the rule of
law behind women’s rights through concrete action. The annual Trust Women
Conference is an infl uential gathering
bringing together heads of corporations,
lawyers, and pioneers in the field of women’s rights. At the event delegates and
speakers forge tangible commitments to
empower women to know and to defend
their rights.
Every year, the Thomson Reuters
Foundation organizes the Trust Women
Conference. In 2013, 450 global leaders
from forty countries attended the event,
which featured a range of high-profile
speakers including: Chairperson of the
Afghan Independent Human Rights
Commission (AIHRC) Sima Samar, Italian
Foreign Minister Emma Bonino, New York
County District Attorney Cyrus R. Vance,
UK Home Secretary Theresa May, Queen
Noor, Cherie Blair, and model-activist
Christy Turlington. Why has the Foundation
dedicated its main event to the subject of
women?
Two main reasons. The first: women
devolve 70% of their salary into their
families, so if you help women to know
and defend their rights and to progress in
society, you achieve a deeper and wider
impact on poverty. The second: I was
tired of attending global events around
the world were plenty of very important
issues where highlighted, but no solutions
were offered. Trust Women has flipped that
model around. At the Conference, most
speakers and delegates take real commitments to empower women to know and
to defend their rights.
Can you give us an example of a tangible
outcome?
As a direct result of Trust Women, the
Thomson Reuters Foundation worked
with the Manhattan District Attorney
to investigate how banks could join the
fight against human trafficking by looking
at their clients’ credit cards data. Last
year, together with the Manhattan District
Attorney, I co-hosted a working group
with the biggest financial institutions in
the USA to see how to do that. With the
help of leading anti-trafficking nongovernmental organizations (NGOs) we identified
a number of red fl ags that could show
transactions potentially linked to human
trafficking activity. The banks have accepted to look closely into the data in their
possession to spot riskier activity and to
report it to law enforcement agencies.
Last month, the working group issued
international guidance aimed at helping the wider financial communities to
identify and report irregularities in financial transactions that might be linked to
human trafficking. The document has
been distributed by the Thomson Reuters
Foundation to a very select number of
top financial institutions, law enforcement
agencies and anti-trafficking NGOs – both
in the USA and internationally. I will now
work to replicate these efforts in Europe
and Asia, with the involvement of top
financial firms, leading NGOs and international prosecutors.
Tell me about the Foundation’s annual
ranking of specific aspects of women’s
rights across the world. How did they come
about?
For the past three years – and with the
help of some of the world’s leading gender experts – we have been producing
a number of perception polls assessing
women’s rights. Perception polls have
been particularly effective as they are a
photography of a given situation taken at
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Mars 2014 | 15
longer of ‘donors’, but ‘investors’. Maybe
it’s time to talk ‘investors’, ‘clients’, and
‘returns’.
© OLIVIA HARRIS, trust.org
Women devolve 70%
of their salary into
their families, so if
you help women to
know and defend their
rights and to progress
in society, you achieve
a deeper and wider
impact on poverty.
a particular moment in time. This ‘picture’
has no claims to be 100% scientific, but
it is the overall perception of a number
of very authoritative gender experts, that
is to say: women’s rights NGOs leaders,
doctors, lawyers, journalists and activist
operating in the women’s rights arena.
Activists on the ground have systematically used the information provided in our
polls as a tool to demand change. This is
the sort of impact our poll achieved and
we will continue on this
front to produce even Think of it:
more polls.
exploit the
The Foundation is the
corporate charity of
Thomson Reuters. How do
you assure the company
that what you do is worth
the investment?
The corporate community is changing.
You would be amazed at how clients
are increasingly interested in getting to
know if and how companies give back to
society. The Thomson
if you
Reuters Foundation has
been around for over
power of
30 years now, so in this
data for good causes respect, the leadership of
the company has been
such as fighting
visionary and clearly
human trafficking and ahead of the curve.
slavery, or producing
perception polls to
put women’s rights at
the heart of the news
agenda, a lot of very
skilled professionals
have a key role
to play.
Thomson Reuters is
deeply committed to the
Foundation. The global
impact achieved in the
past few years makes it
clear that this is indeed
worth the investment. I
am thinking of TrustLaw
– the Foundation’s global
market place created in
2010 to connect lawyers
working for free with NGOs and social
enterprises – which is now well established in more than 150 countries; or our
journalism training that reached more
than 1,200 people across 170 countries,
or our continuous coverage of the world’s
16 | Mars 2014
under reported stories. From a business
perspective, if you manage to use the skills
of your company to run programs and
services that empower people around the
world, it is an added value also for your
shareholders.
Today the subject of
women is not just a
private sector matter.
When speaking about
“women” we could say
there is a dichotomy
between the governmentsocial sector and
private sector in their
approaches. In your view,
does this affect getting
real progress?
I was in Davos recently, chairing a panel
on the exact same subject. The outcome
was clear: we need to re-frame the way we
address development. Maybe we should
no longer need to speak of ‘receivers of
aid’, but instead speak of ‘consumers’, no
You are undoubtedly an inspiration to many
of us, and the Foundation is something to
be very proud of, while working for Thomson
Reuters, but many of us feel that we will
hardly reach the level of impact you have
achieved, to make a difference to so many
women. We often listen to you saying that
no matter what our position is, we can be a
real and positive change for other women.
What do you suggest women like me or
our readers do, to move forward for other
women?
You are way too kind. I was asked a similar question by the organizers of TED
here in London. My answer was that you
can ‘save the world from your desk’ if you
really want to. I was referring to data. You
see, at the Thomson Reuters Foundation,
we are breaking grounds by using data
as a tool for social change. Think of it:
if you exploit the power of data for good
causes such as fighting human trafficking and slavery, or producing perception
polls to put women’s rights at the heart
of the news agenda, a lot of very skilled
professionals have a key role to play. At
the Foundation we bring them together:
journalists, lawyers, bankers, aid workers
and technology specialists. We catalyse
their potential to make an impact. And we
prove that professionals can contribute to
social change without having to travel to
the most remote corners of the world. ■
OMS/WHO
Women’s health is key for advancing
social and economic development
The Millennium Development Goals
– which range from halving extreme
poverty to halting the spread of HIV/
AIDS, reducing maternal and child
mortality and providing universal
primary education, all by the target
date of 2015 – form a blueprint agreed
to by all the world’s countries and
all the world’s leading development
institutions. They have galvanized
unprecedented efforts to meet the needs
of the world’s poorest. Women’s health
is central to the MDGs.
MIKAEL OSTERGREN, METIN
GULMEZOGLU, ELISABETH MASON,
MARLEEN TEMMERMAN
Between 1990 and 2010, maternal mortality – deaths due to
complications of pregnancy and
childbirth – was almost halved,
from 543,000 deaths per year
to 287,000, with the greatest
reductions in the second half
of that period. A major catalyst for this progress was the
commitment countries made to
achieve the targets of MDG 5:
a 75% reduction in the maternal mortality ratio between
1990 and 2015, and universal
access to reproductive health.
At the same time, the international community enhanced its
commitment to support, develop, and implement effective
interventions to improve the
health of women, especially
during pregnancy, childbirth,
and post-partum.
The leading causes of maternal
mortality – heavy bleeding, high
blood pressure, infections and
unsafe abortion – are, to a large
extent, preventable. Ensuring
the availability of certain services —such as family planning,
prenatal care, skilled care at
birth, reproductive health care
after delivery, and a range of
services for adolescents – is key
to preventing maternal deaths.
However, coverage for many of
these interventions remains low
and unevenly distributed within
countries. Achieving meaningful
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progress in maternal – as well
as newborn and child – survival
requires reaching all population
groups with essential health services. Equity dimensions such
as wealth, gender, age, maternal
education, ethnicity, and urban/
rural residence are critical factors to take into account. As
more mothers choose to come
to health facilities to give birth,
it is essential that they are treated with respect and dignity
and receive good quality care.
Otherwise, advances in coverage – though uneven – may not
be translated into good health
outcomes.
A new vision
As countries and international partners engage in planning
for the post-2015 development
agenda, now is the time to
envision an end to preventable
deaths. The global health community should build on recent
successes, and step-up progress
further still in the push towards
elimination of all preventable
maternal deaths within a specified period.
The World Health Organization
18 | Mars 2014
(WHO) and many others have
started processes to define a
new vision for maternal health,
including discussion of potential targets. The initial technical
discussions convened by WHO
as part of this process – with
country-level programme managers, scientists, professional
organisations, donors, and
other partner agencies – resulted in proposals to take forward
a bold vision of ending preventable maternal deaths, around
which the international community can rally.
Analyses done as background to
the discussions show the feasibility of this vision. An ambitious but realistic global target
is to reduce maternal mortality
ratios to less than fifty deaths
per 100,000 live births by 2035.
benefits to societies and economies. A recently published article in The Lancet led by WHO,
demonstrates how investment
in women’s and children’s
health generates high health,
social, and economic returns.
Increasing spending by just
$5 per person per year up to
2035 in seventy-four high-burden countries could yield up
to nine times that value in
economic and social benefits.
These returns include greater
gross domestic product (GDP)
growth through improved productivity, and prevention of the
needless deaths of 147 million
children, 32 million stillbirths,
and 5 million women by 2035.
These gains are achievable with
just a 2% increase in current
spending.
Investments would need to be
targeted and focused on interventions with the highest impact.
Expanding access to contraception, for example, would be a particularly cost-effective investment
potentially accounting for half of
all the deaths prevented in the
accelerated investment scenario. The investment framework
presented in The Lancet paper
can serve as a guide to countries
to optimise their investments in
women’s and children’s health
over the next two decades.
An investment framework
A reduction in the unacceptably high number of women
who die during pregnancy
and childbirth remains a key
priority. But rather than representing a cost, research show
that investing in women’s and
children’s health actually brings
The role of WHO and partners
WHO’s departments of Maternal, newborn, child and
adolescent health and Reproductive health and research
are working together to make
this happen. Through research,
we generate new evidence to
shape norms, standards and
guidelines for reproductive,
maternal, newborn, child and
adolescent health that in turn
help countries to adopt the
most effective, evidence-based
policies and strategies. We help
countries build their capacity
for delivering universal access
to high quality, integrated
health services and monitoring
and measuring progress. Much
of the work is done in partnership with other agencies and
organizations. The Health4+
partnership – comprising
6 United Nations agencies:
UNAIDS, UNFPA, UNICEF, UN
Women, WHO and the World
Bank – is an example of such
collaboration. Recognizing
that we can achieve more by
working together at global,
regional and country level,
the H4+ partners are jointly
supporting governments to
achieve the MDGs by 2015.
This collaboration is part of a
movement that is contributing
to improved health outcomes
for women and children in an
increasing number of countries , guided by the United
Nations Secretary-General’s
Global Strategy for Women’s
and Children’s Health and
Every Woman Every Child
initiative.
The theme for this year’s
International Women’s Day is
“inspiring change”. A change
is needed for the millions of
women who face risks of death
and disability during pregnancy and childbirth. With modest, targeted investments, this
change is possible. ■
OMS/WHO
A child desire – a woman’s choice
SHERYL VANDERPOEL1
Women all over the world suffer from many
of the same health problems, diseases and
disabilities. And for women suffering from
infertility, or a fertility problem, it is no
different.
It is the choice of each woman, or couple,
to determine if they desire to attempt to
become pregnant and form a family. But
what happens if despite trying, a couple
finds that pregnancy does not happen?
Month after month. Year after year.
Many of us do know friends or family members struggling to have a first child – or to
have another child – to build their family.
However, it is less well known that this
problem actually affects significantly more
couples in developing countries, than in
developed countries.
The World Health Organization (WHO) had
found that the burden of all forms of infertility affects one in every four couples in
developing countries (2004). A WHO global
trend assessment (1990-2010) found that
the prevalence of infertility has not changed
over the last twenty years, ranging from
90 to 120 million couples. 2
In 2011, the WHO and the World Bank
produced a First Report on Disability,
within which women with infertility were
found to be predominantly from developing
countries, and its prevalence ranked the
5th highest serious global health condition
resulting in disability among populations
under the age of 60. Despite the high burden, women who desire but are unable to
achieve and maintain a desired pregnancy,
have needs which are not being addressed
– on a global scale.
The many causes of infertility in a couple, are
shared equally – these causes can present
in the woman or man. Yet, the societal burden of infertility disproportionately affects
women – as pregnancy and child birth are
physically manifested in the women.
In many countries and settings, a woman’s
status is often identified with her fertility,
and failure to have children can be seen
as a social disgrace or a cause for divorce.
The stigmatization that can result can be
extreme, with references made to infertile women being buried within rocky soil
to avoid being buried on currently fertile
ground – or not being allowed to attend a
marriage ceremony as she may confer her
unfortunate infertile status to the bride – or
even if her own health system failed her,
as her infertility may have resulted from
a previous pregnancy-related infection,
her situation may still be considered her
unresolvable fate. An infertile woman may
not only be considered non-marriageable
but may become viewed as a burden on
her family, community or society.
There is perception that although women
may suffer from infertility, as do all other
women around the world, “given the overpopulation problem in many developing
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Executive, 5 doors, 88 kW/120 hp, 1597 cm3). The Civic Tourer is also available with 1.8i petrol engine.
Mars 2014 | 19
public health care services. As
well as, for example, the choice
of reproductive health care
options to prevent partner and
parent-to-child transmission of
infectious diseases such as HIV
during attempts at pregnancy.
Fertility always comes from outside
Painting donated to the WHO from The Walking Egg. Promoting global access to
infertility care. www.walkingegg.com “Dualism is necessary to create something new,
and you need “the other” to create new life. “Cross-pollination” is crucial to my work,
as it is the opposite of “in-breeding”- which is what happens if we do not reach out to
someone or something else.” Artist, Mixed media, Koen Vanmechelen
countries, it is argued that over
fertility, rather than infertility, should be the focus” of
reproductive health care programmes for women in these
locations.
However, women in developing countries are now embracing modern contraceptive
‘methods-of-choice’ to limit
or space their children; and,
these women are becoming
empowered through extended
years of education, are breaking through corporate ‘glass
ceilings’ and most importantly,
contributing and no longer seen
as a burden to their communities or societies.
Yet, when these same women
have trouble becoming pregnant
or are diagnosed as involuntarily infertile, the reproductive
health care options to assist
them to become pregnant are
often not existing within their
public health care system or
services.
Some reservations have been
raised that “treating infertility through expensive treatments cannot be justified,
especially in low resource
settings where other more
pressing needs must be given
priority.”
20 | Mars 2014
However, if fertility problems are
discovered, there are multiple
levels of interventions – which
impact health of the women
and the child. Sometimes these
options are providing better
fertility awareness methods for
reaching pregnancy – deliverable
at primary care or community
health level. For example, she
can be counselled on addressing her current life style, such
as smoking or drinking alcohol.
Assessing the environment she is
living in, and the cosmetic products she is using. She and her
partner can make critical reproductive and lifestyle choices to
increase her chances to become
pregnant. Most importantly she
and her partner can learn when
it is time to seek professional
help. Sometimes fertility problems do require more advanced
interventions. Innovative ways
are being researched to safely
and effectively reduce the high
costs of in vitro fertilization (IVF)
methods. As IVF is globally practiced predominately within the
private rather than the public
health sector. Clinical research
initiatives, such as those from
the Walking Egg and the Low
Cost IVF non-profit foundations
and other professional organizations, are exploring how reproductive health care options can
be expanded and integrated into
With many of these interventions and new innovations
becoming affordable and implementable, the criticisms that
women from developing countries should not have access or
options for fertility care can be
strongly refuted.
Importantly, these fertility care
innovations have revolutionized concepts and stimulated
discussions about generational identity, family and human
reproductive potential. Restrictive laws and policies on access
to fertility care interventions
in one country can result in
women and their partners travelling to another country. Great
concerns have been raised
about cross-border reproductive care, especially when best
practice clinical and psychosocial guidelines, as well as ethically-considered procedures,
have not been adopted by the
clinics providing fertility care.
Would you ask a question to
your friend or family member:
“Are you planning on ever having children?” “Why is adoption not an answer to your
problems?” “Would you use an
egg or sperm donor?” Whether asked within a high-income
or a low-income settings, or
within highly- to less-educated
societies, these questions may or
may not be considered culturally
unacceptable; may or may not
be deemed too private to share
an answer. The ability to either
ask these types of questions or
share an answer are strongly
shaped by cultural, moral and
socioeconomic factors. Not only
religious and ethical considerations, but legal, human rights
and social issues need to be
debated when country-level
health policies and systems
address fertility care options.
Critical to these debates is
that providing and integrating access to evidence-based,
safe and quality interventions
to women and their partners
will significantly help in global
efforts to build healthy families,
communities and societies.
It is a woman’s reproductive
choice: to attempt for a desired
pregnancy; to choose fertility
assistance to avoid transmission of disease or in order to
overcome involuntary infertility; to adopt or to foster a child;
or, instead to decide to remain
childless. A woman’s decision
on pregnancy: free from discrimination or coercion.
WHO has begun to address
this highly neglected global public health care issue,
through the initiation of the
development of best practice
evidence-based normative
guidelines in fertility care.
When fertility care interventions, in future, become
integrated into global public
health systems, these will lead
to the ultimate aim: healthy
mother and child outcomes.
Women and their partners all
over the world share in the pain
and stigma from fertility problems. A shared global initiative
for provision of quality fertility
care is required. ■
All references can be found on: www.
who.int/reproductivehealth/topics/infertility/en/index.html
1 WHO/Department of Reproductive
Health and Research/ including HRP,
the UNDP, UNFPA, UNICEF, WHO and
World Bank Special Programme in
Human Reproduction
2 180-240 million men and women, of
reproductive age, over the age of 20,
who have stayed together and tried,
unsuccessfully for a child, for more
than 2 years. The causes: can be due
to the woman or the man or both; are
suspected to differ between different
global regions and countries; and,
have been reported to differ between
diverse settings within countries.
OMS/WHO
An initiative to address violence
against women and children
Violence is a major global
public health, gender
equality and human
rights challenge touching
every country and every
part of society.
for taking a broader approach to inter-personal violence. With that in mind, the draft
resolution calls for the development of a
new global plan of action on inter-personal
violence, while maintaining the important
focus on addressing violence against women
and against children, as some of the most
vulnerable members of society.
The global impact of violence cannot be
understated. In 2011, 1.37 million people
died as a result of violence and for every
person killed, thousands more are victims of non-fatal violence. Globally, one
in three women experience some sort
of violence in their lifetime, almost 70%
before the age of twenty-five. One in five
COLIN L. MCIFF, HEALTH ATTACHE,
U.S. MISSION TO THE UNITED NATIONS, GENEVA
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However, while pervasive, violence is preventable and the health sector has a key
role to play in addressing and responding
to the problem. In January 2014 at the
134th meeting of the World Health Organization (WHO) Executive Board, more than
twenty countries came together to sponsor
an agenda item and draft resolution seeking to promote the role of the health system
in addressing violence, in particular against
women and children. WHO has not had a
resolution on this topic in over a decade.
The catalyst for these conversations came at
the sidelines of the May 2013 World Health
Assembly (WHA) where Ministers of Health
from Belgium, India, Mexico, Netherlands,
Norway, United States, and Zambia held a
side event on violence against women and
girls. The concluding statement by the ministers affirmed “We come together today to
show our collective commitment to addressing interpersonal violence through the further strengthening of WHO’s capacity to
address this important health issue, particularly for women and girls. Our shared goal is
to propose an agenda item for the 67th World
Health Assembly.” While the initial focus of
Ministers was on violence against women
and girls, further exploration of the issue,
including with WHO Secretariat colleagues,
at both health systems and epidemiological
considerations (such as data collection, the
need to break inter-general cycles of violence, and to engage men and boys) argued
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17.02.11 17:39
Mars 2014 | 21
Photo WHO
Photo WHO
women and one in ten men experience
sexual abuse as children. The repercussions of violence are not limited to
physical injuries. Violence is a chronic
health issue that can lead to asthma,
depression and other behavioral or psychosocial health issues, and increases the
risk of non-communicable diseases and
sexually transmitted infections, including
HIV/AIDS.
Long a priority for WHO Director-General Margaret Chan, WHO three clusters
(Family, Women’s and Children’s Health;
Noncommunicable Diseases and Mental
Health; Polio, Emergencies and Country
Collaboration) and within them of four
departments (Reproductive Health and
Research; Injuries and Violence Prevention; Mental Health and Substance Abuse;
and Emergency Preparedness and Capacity
Building) have provided strong technical
and organizational support to the negotiations. A key goal for the resolution will be
to promote, through a global action plan,
22 | Mars 2014
a whole-of-WHO approach to violence,
in particular against women and against
children, so that everybody can better complement and support one another’s work
in support of countries.
In the coming month, interested Member
States will continue consultations to further
refine the text ahead of the May 2014 WHA
where we expect the resolution will be
adopted. The development of a global plan
of action, with a set of targets and indicators, and the publication of a recurring
global status report on violence prevention
will improve monitoring and evaluation of
progress made under the new plan.
WHO’s leadership to date has been fundamental in understanding the importance of a public health lens to address
violence. Yet, this is only one part of
the picture as the health system’s role
in addressing violence must be part of
a robust multi-sectoral approach that
engages governments and civil society,
on the local, national and international level. The original seven co-sponsoring group of countries (Belgium, India,
Mexico, Netherlands, Norway, USA, and
Zambia) appreciate the significant work
ongoing elsewhere in the UN system such
as through the Secretary-General’s UNiTE
to end violence against women campaign
which is an important part of this global
response. This group of countries recognizes the critical health and human
rights dimensions of this challenge, and
is committed to do our part from a public
health perspective to create the transformational change needed in our countries
and communities to make a difference in
people’s lives. ■
SOCIÉTÉ/SOCIETY
Portraits of (working) mothers
·
Marina Cavazza and Egle· Kacˇ kute,
expatriates from Italy and
Lithuania respectively, have been
photographing and interviewing
other expatriate mums
(and dads) in Geneva
for the last year.
EGLĖ KAČKUTĖ & CLAUDIA PURPURA
In a stereotype expatriate family, dads are out working and
mums happily stay at home
looking after the children,
Marina’s and Eglè’s work
brings to light a different
image of expatriate women
who often have a career and/
or a professional identity to
balance with their motherhood outside of their country
of origin.
Far from their birth families, social and cultural networks, these women certainly
have additional challenges
compared to their settled
compatriots.
H o w e v e r, t h e i r s e n s e o f
belonging may vary depending on several factors such as
their level of French and/or
English, being able to afford
child-care, their level of education, and field of expertise,
to mention just a few. The various portraits speak of this
very private balance that
each expat working mum
has found (or is still finding)
in Geneva. ■
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Mars 2014 | 23
Portraits
of (working) mothers
Federica, Antonella, Marina, Tom, Ana
FEDERICA
ANTONELLA
FEDERICA, Italian, Lawyer
British-Congolese Partner,
Mother of an 8 year old daughter
and a 5 year old son
baby sitter that it gets hard as
all the pressure lays on me for
everything, including discipline.
ANTONELLA, Italian, Architect,
humanitarian worker,
Italian Partner
Mother of a 3 year old daughter
I work at the United Nations,
the Office of the High Commissioner of the Human Rights.
This is my tenth year in Geneva. I am from Italy, but after
university I went to the UK to
do a MA in International Law,
then I went to India before
coming here. My husband followed me to Geneva and has
been on and off jobs since then.
When he’s off a job, he does
all the family work, but when
he is working, he’s often away,
like right now, he is in Afghanistan, then I need a baby sitter,
unless I have family from Italy.
When my family is here, it’s ok.
It’s when I am alone with the
I think maybe I miss out a little, I may not be there during
the day, eight hours a day, but
then I think it’s better to have
children who see their mother
less, but when they do, they see
her as a happy, satisfied person.
The arrival of my daughter
changed my career completely. My area was emergency
response, so I’d get a 48 hour
notice before I was on the
plane and I’d be gone for at
least a month. You can’t do
this kind of work and have a
family. I was employed at my
own organisation when I had
the baby and was hoping to go
back to work, but I was fired
just as I had to come back after
the maternity leave. This was
the main complication, being
fired wasn’t one of the scenarios I imagined for myself. I am
doing freelance humanitarian
support work or consultancy
at the moment, but there is
not enough work in a year to
support myself, unless I travel.
24 | Mars 2014
He has always been very supportive of my career and since
I’ve been working for the UN,
he has always put his career
second. He doesn’t complain
about this, but if there was
one thing I could change, I’d
make sure my husband could
be satisfied professionally and
be with us. ■
Re-entering job markets over
the age of forty is not easy and
if you want to change the line
of work is even harder. That’s
something that has to change.
I don’t know why, but women
who work at management level
and decide to have a family,
have to keep doing it, otherwise they become less credible
in the eyes of their colleagues
and when it comes to inviting
them to projects and such, they
don’t come to mind as easily
anymore. It’s all about staying
in the loop. I’ve been lucky to
have had two careers already,
one as an architect and one as
an humanitarian worker and
to have achieved some results
in both. So I felt ok with being
stuck here with a baby, accept
to not have enough work, and
be lucky to be supported by my
partner. ■
MARINA
MARINA, Italian, Free lance
photographer
Italian partner
Mother of 3 children, 7 year old
daughter and 5 year old twin boys
I don’t think mothering is work,
it’s something that has to do
with being a human being and
sharing your life with other
people. I made a choice to live
in a couple, to have children
and I knew that meant a lot of
my time would be spent with
them. My photographic work
focus a lot of identity, I feel as
if I’ve lost my old self and need
to create a new one for my new
life. I can’t always choose freely
what I want to do, where or
when I want to do it. I need
TOM
to be “disponibile”, physically
and psychologically available
to them.
They know I usually have flexible working hours, sometimes
they wonder whether I work
because I don’t go to the office,
so I tell them that sometimes
people can and do work from
home. I think they quite like
what I do. Whenever they see
photos around, they are happy
to say: “this is mummy’s photo.”
I hope they inherit the artistic
approach to life. ■
TOM, American, Former
Hollywood script reader and
evaluator, free lance editor, now
full time dad
American Partner
Father of two daughters, 5 year and
3 years old
At the moment I look after my
two girls. I have two young
girls and I run a small household. For the most part I accept
and embrace it. I’ve been doing
it for about five years now and
I try not to think about it too
much. I don’t see it as the epitome of what I want to do, but I
enjoy being busy, I enjoy a lot
of aspects of it, I enjoy managing the house, but I have a
lot of conflicting feelings about
it as well. It’s a huge question.
I don’t feel like I regret having
left my job, I really don’t, I feel
ANA, Brazilian, Stay at home
mother, dancer, costume and
setting designer
Swiss German Partner
Mother of 7 year old Alisa and
3 year old Sasha
ANA
I’m from Brazil. I’m a daughter
of a diplomat, so we were moving from one place to another. I
lived in Geneva when I was very
young, then I came back when
I was seventeen, left again and
finally came back in my late
twenties. I studied architecture,
but I stopped when I became a
mother. It was too hard to reconcile those things. The studies
weren’t going very well anyway, but also there was no day
care and I was very much confronted with myself. I thought:
“What do I do? Do I try and do
like I’m still going forward and
this is where I am even though
there isn’t any work here (in
Geneva) that I really want to do.
If I abandon my preconceived
notions that, that is not a valuable expenditure of time as a
man, then, of course, I’m gaining. I’m not fully embracing
that idea of not working, but
then again that’s superstitious.
It’s a real life experience, it’s
the best expenditure of time
that you can do, because
you’re raising human beings,
you’re bringing human beings
into the world, you’re giving
somebody else a chance, I can’t
think of anything that’s more
important. I think that’s why
we do it. ■
my career, carry on with my
studies and get a degree or do I
just enter this new world which
is opening up before me?” I
was very much divided over
it. And little by little I entered
the motherhood completely. It
doesn’t even feel as if it was a
decision. It just happened.
Although my architectural
career hasn’t worked out, I
feel an artist inside. I started
dancing when my daughter was
born. There was this creative
energy that was released and
although I let go of my career, I
have been able to express things
through dance. I am working
on a dance performance that
thinks about the movement and
the beauty of everyday life. ■
Mars 2014 | 25
Introduction for
NEXT GENERATION
The new UN Special section
“The NEXT GENERATION”,
managed by Omar Bawa, is
dedicated to sharing incredible stories, interviews and articles of young people creating
change around the world. The
section will also spotlight new
developments in technology,
with a focus on the Internet,
social networking and mobile
applications. Occasionally “The
NEXT GENERATION” will feature film and book reviews.
Finally the section will shed
light on youth activity in Geneva and at the United Nations.
The “NEXT GENERATION”
seeks to connect, inform and
inspire readers. Interview with Giulia Rigazio
The youngest female President
of the Geneva model United Nations
Giulia Rigazio is the youngest female
President of the Geneva International
Model United Nations (GIMUN), a non
governmental organisation (NGO)
with Special Consultative Status with
the United Nations Economic and
Social Council (ECOSOC). Every year,
the NGO organizes an Annual Model
United Nations (MUN) Conference
for passionate university students to
simulate the debates and discussions
about global issues within the UN.
conference (MUN), which gathers students from all around
the world for one week at the
Palais des Nations. But our NGO
goes beyond the MUN system,
also organizing other events
that aim to give more attention to the opinions of young
people, like Youth Perspectives,
commemorations such as the
UN Day, study trips, weekly
meetings based on UN simulations, conferences, tours of
international organizations,
and much more.
Why is Model UN important?
OMAR BAWA
What is GIMUN’s mission?
For 15 years, GIMUN’s goal has
been to promote the values and
principles of the United Nations
among young adults, and to
provide them with a multilateral platform to discuss various
global issues addressed by the
United Nations itself. In order
to do so GIMUN organizes different activities at the UN or
in other important institutions.
Our biggest event is the annual
26 | Mars 2014
MUN is an unforgettable
lifetime experience and is a
“world” in itself. Students from
all five continents travel to different cities to meet, discuss,
negotiate and raise awareness
of their causes. It is not only a
matter of “putting a mask on”
and pretending to be a delegate
from an unfamiliar country, but
it is an important source of
skills, expertise and knowledge.
Firstly, it gives the opportunity
for motivated students to familiarize themselves with the UN
system and procedures.
NOUVELLE GENERATION/NEXT GENERATION
MUN conferences are also a
school of diplomacy and decision-making. You throw yourself into a situation where
you have to find a solution for
global problems, negotiate and
raise awareness of your cause
amongst delegates who usually
only think about their own interests. It is more than just a simulation. Even if these solutions
do not actually get heard by the
UN itself, through MUNs young
people can form their opinions,
and who knows, it might be the
beginning of a personal career
that will take them to sit at the
real UN General Assembly one
day! And let’s not forget the
social aspect of a MUN conference. After participating in one
MUN, you will have friends from
the five continents of the globe!
What drives so many young
people to participate in the
GIMUN annual conference?
To be honest with you, the first
thing that comes to mind is the
“Palais des Nations”. We are the
only MUN that actually takes
place in a UN headquarters, and
this gives us prestige, together
with our chance to be in Geneva,
one of the world’s main international hubs. Also, GIMUN has
built its reputation over 15 years.
How can young people help
improve the state of our world?
We are the next leading generation. We are a globalized
generation that is dealing
with the benefits of 21st
century living, but also with
the biggest challenges. Daily,
we read in the newspapers
upsetting news about conflicts, economic downturn,
environmental issues and so
on. Raising awareness about
them is a big step forward for
young people. It is easy to just
stay still in front of such world
self-destruction, but it is more
difficult to realize what is happening around us, make our
own opinions and share them
with people, speak up. We
are fortunate enough to have
platforms like Facebook and
Goodwall to connect and collaborate globally. The power of
our opinions is immense. We,
young students, do not normally have concrete instruments to
make the world a better place,
but our opinion has a great
value, especially if discussed
and shared with other young
people. Creating a general
awareness of the youth: this
is certainly the beginning for
making us heard by the powerful. Maybe this will seem
too idealistic, but if we are to
change tomorrow, we must be
idealistic today.
Is the UN responding to the
issues of the next generation?
I personally think that the UN
tries to do as much as it can.
Let’s consider the Millennium
Development Goals, a range
of extraordinary and perhaps
“utopian” objectives that the
countries within the UN are
targeting by 2015. These are
certainly aiming for more
equality, prosperity, dignity and freedom for the next
global generation, despite the
differences between countries
and societies. All of this does
not depend on the UN itself,
but on the components of the
UN: states but also civil society,
whose impact is growing in the
international arena.
What are your ambitions as a
young female leader? Where do
you hope to be in five years?
Nice question! Its tough to
answer because sometimes
there are too many ambitions
overlapping each other, but that
is the nice thing about being
young. My life so far has been
full of unexpected changes.
I came from Italy to Geneva to do Translation Studies,
but the international Geneva
“bewitched” me, and I suddenly
changed to International Relations, to maximize my impact
(one of the best decisions I have
ever made in my life!).
In five years time? I hope to be
involved in the international
domain, in a UN institution
or agency or in civil society,
possibly working in the field,
where you can really make a
difference. I would love to start
with that. But then I would also
say that I would like to bring
all the expertise and knowledge that I am developing in
Switzerland and abroad back
to my country, Italy, where
there is an evident need for
change. We will see.
What would you like to say to
the 10,000+ International civil
servants of the United Nations
at Geneva and of the World
Health Organization who read
the UN Special?
Please, give more attention to the
young generation, to our ideas, to
our perspectives, to our opinions
and our hopes. We have a great
potential to give a positive contribution to today’s world.
We also need to get inspired
from brave people who have
fought for more equality, more
democracy, more dignity, more
respect between nations and
society, and make this inspiration lead your motivation for
contributing to it, make something to add to their efforts. We
can start with little steps; we
cannot all be “world changers”
(me included). Let’s start with
not discriminating against the
person sitting next to you on
the bus only because he/she
has a different skin color, not
being indifferent to what is
happening only because we live
in a more peaceful and secure
region of the world, trying to
give a hand to a needy person
instead of turning your back,
being less eager to have more
and more. And step after step,
person after person, maybe
the world will really be a better place. ■
E
X
TA
E
FR
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Mars 2014 | 27
NOUVELLE GENERATION/NEXT GENERATION
Making mountains metaphors
A young brave South African
mountain climber who wants
to change the world
MyKape.com
Owen explains, “Part of being a
conscious traveller, in my mind,
involves making a positive
impact with your time wherever you go. One of the best
ways to do that is to assist the
researchers who are out there
on the front lines of the battle
to conserve and protect our
planet’s natural places.”
OMAR BAWA
In March 2014, eco-adventurer
and founder of My KAPE, Kai
Fitchen, a brave young South
African, is to embark on his
most challenging adventure yet.
Traversing 20,000 km in a little
over five months, the twentyyear-old Earth & Youth Ambassador certainly has his work
cut out. Add to this the fact that
he is intent on travelling the
entire route in a sustainable
and carbon-neutral way and
you can begin to understand
the enormity of his task.
What makes it even more
impressive is that Fitchen has
had epilepsy since he was nineyears-old. “That was a huge
blow to my self-esteem,” he
admits. However, instead of letting it rule his life, it led him to
finding his purpose. He smiles:
“I found hiking and the mountain[s].” And thus he began to
set himself goals.
28 | Mars 2014
He achieved his first target six
years later: aged fifteen, he
summited Mount Kilimanjaro.
Then, upon returning home,
he was off again, this time
selected by Mike Horn to join
the Pangaea Young Explorers
Expedition to the Himalayas. It
was a thrilling experience and
one which Fitchen says reinforced his love for big mountains. Next was a trip to Mount
Elbrus where he became the
youngest person to summit via
its North Face. However, it was
here, upon the highest peak
in Europe that he started to
notice the negative effects of
commercial climbing. “I began
to notice that there was trash
everywhere. It was not a scene
that I wanted to be a part of
and I faced a dilemma.”
Fortunately, Fitchen came up
with a viable solution, establishing My KAPE in 2012. An
umbrella organization for a
series of sustainable expeditions and community-empowering projects, My KAPE
is about climbing big mountains around the world while
building awareness around
sustainable living. Following
the pilot expedition to Mount
Kenya, which turned out to be
a success, Fitchen is busy readying himself for the second of
the series.
Ti t l e d K A P E 2 ATACA M A
or K2A for short, Fitchen is
expecting it to be gruelling.
Fortunately, he will be joined by
Michael Owen and his partner,
Robyn Kime. Both engineers,
the duo will help Fitchen with
the research side of things –
an aspect that wasn’t present
in his first expedition, and one
which Owen believes takes the
KAPE 2 ATACAMA expedition
to another level.
The trio will be crossing the
Atlantic Ocean, a journey of
6,100 km (3,800 miles) from
Cape Town, South Africa to Fortaleza, Brazil. Along the way,
they will be doing research for
the Percy Fitzpatrick Institute
of African Ornithology, which
involves collecting samples of
plastic in an effort to study the
impact of marine plastic pollution on marine bird species.
This means that while KAPE
2 ATACAMA appears to be an
excuse to travel, it’s also about
ensuring a better future.
Fitchen and his team have also
partnered with Adventurers
and Scientists for Conservation
(ASC) to conduct research for
two additional projects during
the Atlantic crossing. The first
project studies the impact of
tiny plastic particles – less than
5mm in size – on the health of
marine ecosystems. The second
project involves the recording
of cetacean (whales, dolphins
and porpoises) and sea turtle
sightings in the region of the
ocean through which the team
will be sailing.
A trip up north to the capital of
Peru, Lima follows, after which
It is at this stage where Owen
and Kime will leave the expedition, heading to North America
while Fitchen heads south to
Chile where he will face his
most difficult climb of the expedition. Towering at 6,893 m,
Ojos del Salado, on the outskirts
of the Atacama Desert, is the
highest active volcano in the
world.
After his summit attempt,
Fitchen will start the journey
home, travelling across Argentina to Buenos Aires on the coast
where he will search for a boat
to take him home.
The reality, however, of such
an expedition is that it costs
a lot. It is for this reason that
Fitchen has turned to the crowd
funding platform, Indiegogo for
help. Now, as much as Fitchen is calling for donations, he
does not expect freebies. That
is why a donation to K2A is
much more than just a valuable
contribution. By donating a set
amount, you have the opportunity to claim a gift in exchange.
$100 gets you a tree planted
by Greenpop and $1,000, a
five-day RYA Certified Sailing
Course. ■
MyKape.com
the team will make their way to
the climbing mecca of Huaraz,
which includes the Huascarán
snow peak, considered to be the
highest mountain in the tropics. “We’ll only be travelling by
basic public transport (nothing
chartered) and sustainable
means, such as trekking, cycling
and hitching,” says Fitchen. “It’s
also known as ‘carbon neutral
travel’ where you’re not adding
another motorised vehicle onto
the road.”
MyKape.com
If all goes well, the team will
arrive in Fortaleza by midApril. From there, Fitchen,
Owen and Kime will travel
south west by bus to southern Bolivia before taking
the infamous ‘Death Train’
to Sana Cruz. The team will
then hold their fi rst school/
community programme in La
Paz, the third most populous
city in Bolivia before crossing the border into Peru and
heading to Cusco, home of
Machu Picchu and the Sacred
Valley. A third and final ASC
project will see them collecting very small samples of
rock from the mountains of
Bolivia and Peru in an effort
to understand how microbes
interact with the rock in the
mountainous environment.
To support Kai’s campaign, visit
www.indiegogo.com/projects/
kape-2-atacama-expedition/x/6199710
You can follow Kai’s adventure on Twitter
(@kais_kape), Facebook (www.facebook.
com/mykape) and Goodwall (www.goodwall.org/kai-fitchen)
Education /enseignement
Mars 2014 | 29
ENTRETIEN/INTERVIEW
WHO over the decades
A woman’s perspective
In the month of International Women’s Day, UN Special takes a look at the kaleidoscopic worklife in the offices of the World Health Organization over the years through the eyes of four
women staff members in three duty stations, who have between them spent more than a century
of years in service in WHO. Listen to Evelyn Jiguet, Radha Swaminathan, Pamela Charlton and
Mary Stewart Burgher speak about their experiences in WHO since they joined the Organization
in the early 1980s.
GAUTAM BASU AND CHANTAL
STREIJFFERT GARON, WHO
Three decades in WHO
Evelyn Jiguet, now an Assistant in Safety and Vigilance
unit, joined WHO in December
1982. She always wanted to be a
doctor, and after her bachelor’s
degree in science completed a
medical secretaries’ course in
her native Manila. She admired
the work of WHO, which to her
was synonymous with good
health. “When we thought of
WHO in those days we always
thought of the Geneva office.”
So when she first came to Geneva she took WHO’s typing and
shorthand test and her first
break came as temporary secretary with the Information Systems Support unit. “Secretarial
jobs in those days were purely
secretarial, unlike today when
some secretaries even have
postgraduate degrees. In the
days before computers and
mobile devices, the clanging of
the typewriter was ubiquitous.”
Pamela Charlton, Head of
the Publication Team in the
Regional Office for Europe
(EURO), joined WHO in 1982
when she was twenty-seven,
after four years as a journalist in a glossy international
finance magazine in the City
of London, which “confirmed
her love of publishing and her
dislike of high finance”. When
she moved to Copenhagen for
personal reasons and discovered that WHO had an office
there, she thought her areas
Education /enseignement
PORTES OUVERTES
Samedi 22 mars
de 9h à 12h et de 14h à 16h30
Ateliers d’éveil musical dès 1 an
Ateliers de musique en mouvement dès 15 mois
Cours d’instruments dès 5 ans
Au Grand-Saconnex
www.labulledair.ch
Tél. 022 788 36 22
30 | Mars 2014
14, chemin du pommier
A Carouge
37, chemin de la Tambourine
of study (human sciences at
Oxford and languages and
literature) were the “perfect
background” for a job as editor in the newly set up publishing programme. “I was one
of the youngest ‘professionals’
to ever join EURO and one
of the very few women and
non-doctors then”.
Radha Swaminathan, Assistant
Editor with Reports and Documents in the Regional Office
for South-East Asia (SEARO),
joined WHO in June 1983 after
completing her degree in languages. She has served under
four regional directors in the
New Delhi office.
Mary Stewart Burgher (“Mary
Stewart is my first name, like
Mary Jane”) is an editor in
Pamela’s team who joined
EURO in May 1985. “I heard
about WHO from a friend
who worked here. In the early
1980s, I got my foot in the door
as a freelance. I followed what
was the regular route back
then: ‘temporary’ staff (for five
years!) and then a fixed-term
post. That route has changed,
of course. In the course of my
work, I’ve been to headquarters, two other regional offices (Americas and Africa) and
a few country offices.” As an
American descending from
native Texans, Mary Stewart
was thrilled to join the multicultural UN. “There were staff
of sixty nationalities at EURO
when I joined; a delightful variety indeed.”
Predominantly male bastions then
All four concur that their offices in the 1980s were predominantly male, particularly in the
higher (more powerful) staff
grades. In HQ, secretarial jobs
were almost a female preserve,
and there were fewer women
in professional posts. Evelyn
recalls that in her early days
the majority of G-staff were
male, and adds in an afterthought that “there were no
female guards”. “In SEARO,
except for the staff nurse, the
receptionist and myself, all
other G positions were filled
by men. Now women comprise
31% of the total strength,” says
Radha.
What about the gender balance
(or imbalance) in EURO in the
1980s? “Terrible!” exclaimed
Pamela. “Almost all G-staff were
women and P-staff men.” Her
“worst experience” was when
she was being briefed with a
male colleague by a female
regional adviser at an induction briefing, and the regional
adviser assumed Pamela must
be his wife. Mary Stewart has
another interesting anecdote
on the gender scene. “At my
first interview, a prospective
supervisor asked me whether
I would ‘run off and get married’ if I got the job. When I
was formally hired in 1989, it
was customary to show a little
film about how not to be sexist.
It had a scene based on recent
history, when a man popped
his head into a meeting room,
saw two female colleagues and
said, ‘oh, nobody’s here’. In the
1980s and 1990s EURO had a
very active women’s committee, which campaigned for
better gender balance and
family-friendly working conditions. We had pretty serious
arguments to get technical
staff to start using non-sexist
language.”
A greater degree of gender
balance now
In SEARO, the workplace has
definitely evolved to become
more balanced in terms of gender representation, says Radha.
“Today there are many more
women in G.3 to G.7 and also ‘P’
positions. Most female staff are
less than 40 years old, and in the
prime of their careers. A very big
change over the years has been
the comprehensive maternity
leave benefits, extended even to
women in temporary positions.
This makes WHO one of the best
employers for women.” Women
in SEARO and country offices are
also now more involved in Staff
Association matters. “Women
have a far greater presence in
the association now; they are
regularly elected to the committee, and more involved in sports
and cultural activities. Strong
bonds and an overall informality permeate personal relations
between young female staff.”
In EURO as well, there has
been change, “though still not
enough”, according to Pamela.
She supervises men in her publications team. “I wouldn’t say
I or they have had any issues
with my being female. Maybe
this is because the publishing
or library fields have generally
been more open to women for
longer than some other sectors,
both within and beyond WHO.”
For Mary Stewart, the most
obvious change, globally and
in EURO, is the increasing and
welcome presence of women
at the top table at any event,
internal or external. “When I
arrived, there were no women
directors and the suggestion
that a woman might one day
be a Regional Director, not to
mention Director-General, was
seen as very funny.”
Changes in both landscape and
‘mindscape’
How were physical conditions
different in their offices three
decades ago? The most conspicuous changes have perhaps
been seen in headquarters, given
the size of the operations there.
Evelyn goes down memory lane:
“Well, the Main Building looked
very much the same, but we had
only the ‘X’ and ‘V’ buildings.
The cafeteria on the 8th floor
had indeed a lovely view to aid
your appetite. The air was cleaner, and smelled fresher. The Travel Agent was located where the
Bookshop now is and there was
a newsagents (Naville) store but
no library on the sous-sol 1 floor
level.” Pamela’s first office was
in the stables of a fine old villa
down the road from the main
EURO complex, facing out to the
sea (though most of their windows looked out over the neighbour’s back garden). In SEARO,
the location of units has changed
several times since Radha joined.
“We miss the SEARO Commissary, a staff initiative to provide
groceries at subsidized prices,
which saved us precious time
spent for shopping.”
Both Radha and Evelyn note
the gradual liquidation of
many repositories of institutional memory with retirement of staff. “Since we have
done away with many traditional ‘handbooks’ in SEARO,
there is no ‘authoritative
voice’ telling people how to
do things.” Evelyn recalls the
“red books” in HQ. “They still
exist, though some are black
or brown.” Since there were
no emails, there was, understandably, a surfeit of memos.
The common refrain is that
“memos constituted the backbone of work”.
Education /enseignement
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COURSES AT ALL LEVELS
from June 23rd to August 22nd
(3 separate sessions)
INTENSIVE COURSE FOR BEGINNERS
from June 23rd to August 22nd (9 weeks)
UNIVERSITY PREPARATORY COURSE
from July 14th to August 22nd (6 weeks)
FOR PROGRAMMES AND INFORMATION
Uni Bastions, 5 rue De-Candolle,
CH-1211 Genève 4
faculté des lettres
Mars 2014 | 31
The colossal leap in technology
Asked about the single biggest
transformation witnessed at
work, all four colleagues agree
that it has been in technology.
“Technology has overrun our
work today, and there are pros
and cons. For example, I simply
cannot keep pace with the preponderance of acronyms. Computers and emails have certainly
increased the speed of work, but
not necessarily reduced workload. In those days everything
was typed on noisy manual
typewriters. Three assistants
took dictation in our unit continuously in three-hour shifts.
The telephone had to be babysat
constantly; after all, one couldn’t
leave a telephone call unattended in the days preceding email
and cellphones. Communication
was through telegram, cables,
faxes and cablegramme. Once
we were inside the office we
hardly left our seats. There
was one big printer shared by
an entire department; we took
turns to schedule print jobs,”
recalls Evelyn.
“There was a copier machine
that needed quite a few people
operate. Again, it was shared.
Many staff were involved in
duplication tasks. Since supermarkets closed at 5 p.m. in
Geneva then and we were in
the office till quite late, most
of us did our grocery shopping
during the lunch hour when
needed. But despite the apparent slow pace of work, life was
more organized… there were
more medical doctors and
clinicians than policy-makers. And interns were almost
unheard of,” she added. Staff
in Geneva stayed back longer
because “there were no laptops
and finishing tasks at home
was impossible. We stayed till
quite late, but flexitime eased
the pressure. And yes, the good
old No. 8 bus stop has been in
front of the Main Building since
as long as I can remember.”
Radha believes that the time
32 | Mars 2014
women spent in the office, and
the consequent dexterous juggling between family and work,
has evolved over the decades
partly due to socioeconomic
factors. “With the automobile
revolution in India and affordable car mortgages, many female
colleagues now drive to work.
Alternative means of transport
in a huge city like Delhi such
as the metro rapid transit have
eased commuting problems,
helping women stay till late
at their desks to be on top of
their work. In our time, it was
unthinkable because of unpredictable public transport after
work hours.”
A typical working day in the
1980s
What was a typical working day
like for an editor in EURO in the
1980s? “My day then consisted of working on a hard-copy,
typed manuscript at my desk,
using red biro and white-out,
and with a medical dictionary
at my elbow. We reckoned we
could edit an average of ten
pages a day. I might occasionally take or make a phone call
or ask our editorial assistant to
type up a memo for me. Most
authors’ queries would be written onto the manuscript, circled
to indicate that they were not
intended to be a correction,
and then sent in an internal
brown envelope to the appropriate unit for a response,” says
Pamela.
The first technological innovation, she recalls, was the
introduction of shared “Wang”
computers. “As there was a
certain amount of resistance
to having computers installed,
a clever approach was taken.
When only a few chosen
people were assigned the
new toys, suddenly everyone
wanted one. Our team actually ‘stole’ one of the translators’ computers, which we
felt more entitled to! I remember the first time IT told us
how email would enable us
to communicate directly with
colleagues elsewhere without
having to walk or phone or
type a memo, I was thoroughly
sceptical.”
Mary Stewart recalls that in the
1980s, “PUB” handled all EURO
publications and thus had a
serious backlog. “The advent
of PCs enabled technical units
to become their own publishers
and led to us doing our work
on screen; email speeded work
up further.” In the 1990s, at the
invitation of the RD, Pamela
and Mary led a project with
wide staff buy-in (about 100
participating staff) to reshape
the publishing system in the
house, and EURO still uses this
system. “At the time, Pamela
and I joked that it was a ‘woman’s project’. We didn’t evolve a
grand plan to fix all the house’s
problems with information but
seized our brooms, attacked the
problems nearest us and moved
on from there.”
A different social milieu
The profile of SEARO has grown
tangibly more youthful, with
new young recruits outpacing
those retiring. The presence of
more women has also helped
alter the cultural mindscape of
the workplace, breaking gender stereotypes, says Radha.
Major changes in work profiles have brought overriding
equity between the genders.
For example, women now
handle positions which require
interaction with vendors and
contractors at par with men.
“Three decades ago, the only
female staff who communicated
with non-staff members were
the receptionist and the nurse.”
Social media has also impacted collegial relations, and there
are more work-related social
events. “UN and WHO days
are now more elaborate, and
bring all staff together.” But
Radha regrets that despite
the unrelenting advances in
technology, the office is far
from being paperless and
many shades away from the
ideal hue of “green”. “We do
not have a common room for
women any more due to the
ongoing renovation, and female
colleagues would definitely welcome a breastfeeding facility or
a crèche for children.”
Many changes in SEARO’s
“genderscape” over the last
thirty years were, of course,
not singular to the office but a
consequence of the socio-demographic and cultural changes in
Indian and South Asian society
triggered by the economic liberalization of the 1990s. “Earlier
there was an almost unwritten
rule that women must only be
seen, not heard, and conversations with men limited to strictly
work queries. Women came to
work dressed formally, spoke in
soft undertones, and mingled little. Now the number of women
has shot up and their age-groups
diversified. With it has come a
variety of dress codes, and the
occasional sneaker or pair of
jeans has sneaked into everyday
workwear. GPN and duty travel
for secretaries has expanded
horizons. A remarkable change
now is that regional office staff
know their counterparts in countries very well, despite the physical distances. In our time, in the
era of pre-booked ‘trunk calls’,
offices were too insulated and
country office colleagues were
just names to us.”
Changes galore
In headquarters, Evelyn adds,
“some things changed in the
Rulebook, and some others outside it for the better”. “There
was no paternity leave in those
days, and no breastfeeding
room. For Christmas we decorated a giant tree, hired a live
band, and the jukebox played
constantly, courtesy the Staff
Association. In one year I choreographed the Director-General’s Christmas Party (yes, it was
called Christmas Party in those
days). Children of staff members
attended in great numbers, and
we had to recruit volunteers as
ushers… such was the crowd.
There was also a Christmas
children’s lunch, and hardly
any staff member left his or her
child at home that afternoon.
Everyone knew everyone by
name, and of course there were
no cellphone address books or
intranet directories.”
Was the social situation any different in the Copenhagen office,
given that Denmark was one of
the most socially advanced and
liberal countries in the world
even in the 1980s? “There are
few fundamental differences in
terms of employment between
WHO offices, as these are set
globally,” says Pamela. “But the
mores of Denmark certainly
have had an impact: both fathers
and mothers bring younger
children into the office during
school holidays, or stay home
with a sick child. But maternity
leave at EURO in the 1980s was
way below the length practised
in Denmark (or advocated by
WHO!), though some time every
day was allowed for breastfeeding, yet how practical is that in
the middle of a busy working
day?” Pamela has two grown-up
sons, and recalls how flexible her
boss was to arrange to split her
post after her children were born
so she could work half-time.
Mary Stewart has no children,
but can see that many WHO
staff work very long hours and
many travel incessantly. “I’m
not sure when my exceedingly hard-working colleagues
would see their families.” She
regrets that the Organization
seems to frown on job-sharing – “which is what Pamela
and I did when her kids were
small” – and that WHO still
forbids other flexible arrangements like teleworking “except
on occasions such as the two
recent floods”.
Life after WHO
Pamela will retire in June this
year. She intends to take up
some of the interests that she
has neglected over the years of
working and raising a family:
reading, handicrafts, learning
a language, drawing and writing; things she says she can do
at her own pace and on her
own terms! Radha, Evelyn and
Mary Stewart retire in 2016.
Mary Stewart says she knows
exactly what she wants to do
after retirement: “If my brains
hold out, I’d like to go back to
school and get a PhD, probably
in Shakespeare studies.”
Radha looks forward to a “busy
retired” life: “I have a penchant
for gardening and cooking. My
garden patch has long been
neglected. My formidable
collection of recipes will also
be back on the kitchen table.
My French is rusty, and I will
take it up again.” Evelyn wants
to spend more time with family
and relatives in the Philippines.
There are many WHO retirees
in Manila and she looks forward to meeting them more
often. “In addition I will devote
some of my time to care for
persons living with disabilities,
something I always wanted to.”
Pamela echoes precisely the
sentiments of all four about
having spent the greater part
of their lives in WHO: “Working for WHO was like a dream
come true. Despite the occasional frustrations, I still feel a thrill
of pride and pleasure when I
tell someone where I work.” ■
Education /enseignement
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Mars 2014 | 33
SOCIÉTÉ/SOCIETY
Пути снижения младенческой смертности:
российский опыт
Геннадий Тихонович Сухих1,
Светлана Валерьевна Аксельрод2,
Елизавета Мухтаевна Хаматханова1,
Екатерина Львовна Яроцкая1, Игорь
Александрович Тоскин3, Наталья
Владимировна Александрова1
В рамках российской программы реализации
Мускокской инициативы по охране здоровья
матерей, новорожденных и детей в возрасте до 5 лет в Федеральном государственном
бюджетном учреждении “Научный центр акушерства, гинекологии и перинатологии имени
академика В.И. Кулакова” в 2012 и 2013 году
проводились международные обучающие
семинары.
Российская программа Мускокской инициативы предусматривает проведение в течение
5 лет (2011-2015гг.) серий международных
форумов, посвященных аспектам проблем
младенческой смертности, с проведением
между форумами обучающих практических
курсов для врачей, направленных на совершенствование качества оказания медицинской
помощи.
В рамках этих семинаров врачи из стран с
высоким уровнем младенческой смертности получают знания и навыки по оказанию
медицинской помощи в сфере охраны материнства и детства. Обучение проводится в
симуляционно-тренинговом центре, торжественное открытие которого состоялось в
рамках 1-го международного форума “Пути
снижения младенческой смертности: российский опыт”, проходившего 11-14 октября
2011 года по распоряжению правительства
Российской Федерации.
Открытие симуляционно-тренингового центра
34 | Mars 2014
Симуляционно-тренинговый центр оснащен
современным медицинским оборудованием
и учебными тренажерами, позволяющими
проводить полноценное обучение медицинского персонала как базовым навыкам
и умениям, так и оказанию высокотехнологичной медицинской помощи. Проводятся
тренинги различной степени сложности, от
простых мануальных навыковых тренингов
до тренингов в командах с отработкой клинических ситуаций.
За 2 года в рамках российской программы
реализации Мускокской инициативы на базе
ФГБУ “Научный центр акушерства, гинекологии и перинатологии” проведено 27 Международных научно-практических обучающих
семинаров по специальностям: неонатология,
акушерство-гинекология, анестезиология и
реаниматология (рис. 1).
Обучение строилось по принципу теория
+ практика. Формат обучающего процесса:
последовательно идущие лекции, семинары и тренинги по отработке практических
навыков. Всего в научно-практических обучающих семинарах за 2 года приняли участие
89 неонатологов, 105 акушеров-гинекологов,
76 анестезиологов-реаниматологов (рис. 3).
Участники (n=270)
Рис 3. Структура врачей в семинарах G8 в 20122013 гг.
В 2012 г. и 2013 г. в Москву приехали представители из 11 стран и представители из 12
стран соответственно. Всего участников – 270
из 13 стран мира.
Синхронный и последовательный перевод на
3 языка (русский, английский, испанский) обеспечивал лучшее взаимопонимание и усвоение
обучающего материала в группах.
В 2012-2013 гг. на семинары были приглашены
врачи из 13 стран мира с высокими показателями младенческой смертности (рис. 2).
Первый опыт проведения международных
семинаров по итогам входящего и исходящего
тестирования (теоретического и практического) показал позитивный результат динамики
обучения. Врачи получали знания и отрабатывали навыки с высококвалифицированными
практикующими инструкторами. Перечень
учебных модулей подбирался в соответствии
с актуальными для стран-участниц проблемами. Так, обучающиеся врачи оттачивали
мастерство по первичной реанимации недоношенных и доношенных новорожденных,
профилактике внутрибольничного инфицирования, особенностям оказания первичной
помощи в родовом зале детям с врожденными пороками, особенностям энтерального и
парентерального питания, профилактике
гипо- и гипертермии, акушерским пособиям
и особенностям операций, сердечно-легочной
реанимации, методам обезболивания и сосудистым доступам и др.
Рис 2. Перечень стран-участниц в семинарах
Принципы организации
и проведения семинаров
Вклад России в снижение младенческой смертности в странах с высоким уровнем этого
показателя, помимо обучающего процесса,
включает полное обеспечение прибывших
на тренинг врачей (авиаперелет, проживание
питание, обучение, обеспечение материалами семинаров на бумажном и электронном
носителях).
Рис 1. Международные обучающие семинары,
проведенные в СТЦ в 2012-2013 гг.
25-30% времени обучения в симуляционно-тренинговом центре отводилось на чтение лекций, 30-35% времени на проведение
интерактивных семинаров, до 45% времени на
тренинг и отработку практических навыков на
базовых тренажерах и высокотехнологичных
манекенах.
В период проведения одного курса обучения
одновременно в 3-х учебных классах по акушерству, неонатологии и реанимации, сопряженных с дебрифинг-залами, проводилось 3
семинара. Всего таких курсов было проведено
9 (4 в 2012 г. и 5 в 2013 г.) (рис. 4).
Вопрос: Какие знания/навыки Вы приобрели
в рамках обучения?
Ответ:
GENNADY SUKHIKH¹, SVETLANA AXELROD², ELIZAVETA
KHAMATKHANOVA¹, EKATERINA YAROTSKAYA¹, IGOR
TOSKIN³, NATALIA ALEKSANDROVA¹
Вопрос: Сможете ли Вы применить получен-
ные знания на практике?
Ответ:
ДА – 99%
НЕТ – 1%
Рис.4. Количество часов тренинга за 1 и 9 курсов
обучения в симуляционно-тренинговом центре.
В проведении одного курса обучения (3 семинара по 72 часа каждый) принимали участие
до 45 преподавателей и врачей-инструкторов.
В качестве приглашенных лекторов в работе
семинаров принимали участие профессора
и специалисты из Великобритании, США,
Франции, Японии.
По итогам обучения врачи заполняли анкеты,
которые содержали вопросы о качестве, условиях, уровне проведения семинаров. Кроме
того, участники семинаров давали обратную
связь по работе преподавателей-тренеров.
С целью сбора объективной обратной связи
анкетирование проводилось анонимно.
В качестве примера приводим вопросы и
полученные в ходе опроса ответы:
Вопрос: Как Вы оцениваете эффективность
Ways to reduce infant
mortality: the Russian
experience
Таким образом, анализируя предварительные
промежуточные итоги проведенных международных научно-практических семинаров,
можно говорить о продуктивном взаимодействии, эффективном обмене опытом и
знаниями между врачами из стран Европы,
Азии, Африки, Латинской Америки.
Однако для мониторинга результатов и анализа эффективности проведенных мероприятий,
необходимо дальнейшее взаимодействие и
сотрудничество в данном направлении. ■
1 ФГБУ Научный центр акушерства, гинекологии
и перинатологии им. В.И. Кулакова” Минздрава
России
2 Министерство здравоохранения Российской
Федерации
3 Всемирная организация здравоохранения
The Russian Federation – which managed
to reduce its infant mortality rate threefold
over the past several years – is now fully
determined to make its contribution to the
implementation of the Muskoka Initiative,
adopted at the G8 Summit conducted in
Canada in June 2010. Within this initiative a series of postgraduate trainings as
well as workshops for the neonatologists,
obstetric-gynecologists, and intensive unite
therapists have been conducted in the Russian Federation, mainly in the Simulation
Training Center (STC) established in the
Federal State Budget Research Center for
Obstetrics, Gynecology and Perinatology
of the Ministry of Health. The aforementioned activities have been supported financially by the Government of the Russian
Federation. The main function of the STC
besides education, is promotion through
an evidence-based platform the use of
simulation training technology to improve
quality of care in neonatology, obstetrics,
and intensive unites. Evaluation of the
2-year training and knowledge-sharing
activities targeted at health care providers from Asia, Africa, Latin America and
the Commonwealth of Independent States
(270 specialists) proved its feasibility and
effectiveness and thereby contributed to the
efforts aimed at improving health outcomes
related to infant, child and women’s health
in the countries involved in the project. ■
собственного обучения на семинарах?
Ответ:
1 Federal State Budget Institution Research Center
for Obstetrics, Gynecology and Perinatology
Ministry of Health
2 Ministry of Health
3 World Health Organization
Mars 2014 | 35
©iStockphoto
SOCIÉTÉ/SOCIETY
Detail in a greater picture
Pushing for positive education
GELISE MCCULLOGH, UNITAID
I was recently asked by a
visiting consultant what I do,
I answered “I am an artist
and I help young girls living
with HIV go back to school.”
I think he was asking what
I did at UNITAID an organisation hosted by the World
Health organization in Geneva that raises money to get
the best medicine for HIV/
AIDS, TB and malaria to those
who needs them most. It is
in looking past my work that
I have seen the true impact
that treatment has on lives
and opened my eyes to what
else I can do.
Two years ago in Kenya at a
UNITAID stakeholders meeting
I met a mother and her daughter. It was the lunchtime break,
the meeting brought together
those working in the three diseases along with civil society
representatives namely from
NEPHAK- Network of People
living with HIV/AIDS in Kenya.
It was a fascinating day and
confirmation that the work
36 | Mars 2014
being done back in Geneva
really was having an impact.
I filled my plate from the buffet and sat down with my colleagues who we were engaged
in a rather dull conversation.
Anne and her daughter Nancy
were sitting together just ahead
of me talking quietly. I spent a
moment looking at these two
women; I could see they had
dressed up for the occasion;
there natural un-braided hair
projected a modesty and simplicity of their lives. It dawned
on me that I was mad to be
sitting at this table listening
to a conversation that did not
include me and I had heard
before. I was here because my
work was to better these people
lives, they were the ones who
would take these HIV treatments, the very least I could do
was to listen and talk to them.
Unnoticed, I took my plate and
went and sat with these beautiful women who were only too
pleased to welcome me at their
table. Nancy was a little shy
leaving her mother to guide
the conversation. Anne has two
children. Her HIV negative 18
year old son had just got his high
school diploma. Nancy’s dream
was to become a doctor and
help other as well as to travel
the world, Nancy was born with
HIV. I asked her about school and
Nancy said she no longer went.
Anne dropped her eyes she could
no longer afford the school fees
for her daughter. Anne lives in
Kibera the largest slum in Kenya
her means are modest, the disease, stigma and discrimination
have affected her too.
I could not stop thinking of what
would happen to this beautiful
girl who at 14 was out of school
and thanks to HIV treatment
would need to grow and work
in this harsh world with such
limited education, the vulnerability so flagrant. Just a few years
ago HIV was a death sentence
but not now with increasing
access to treatment. What doors
would open for her with such an
educational lapse? What choices would she be able to take
on her health and wellbeing?
The painting that paid for Nancy’s school fees this year
What voice would she have to
express and change the world
for the better? School lessons
remain a blur to me but I did
learn that a high school diploma is a key to open doors – it
allows choices. Too often positive parents have favoured the
education of their negative and
male children.
I found out how much Nancy’s
school fees cost. Her grace had
moved me and I wanted to make
sure she had that first key to
open the door to her dream and
to make her own choices. I have
just sent her third year of fees
through money raised from raffling a picture I painted. Going
back to school was not easy for
Nancy, at first she was sent to
boarding school but became
sick and with the upcoming
elections looming Anne wanted
her closer to home. Today she is
thriving and well on track to get
her high school diploma.
On International Women’s day
I want to pay tribute to Nancy
and Anne and to the beautiful
positive women I have met who
have rebuilt their lives for the
better after their HIV diagnosis.
I am proud of my work at UNITAID that has brought lifesaving treatment and aims to do
even more. I am even prouder
of these young women who in
the face of adversity and discrimination have come through
stronger, more confident and
have achieved their dreams.
It is women like this that the
world needs to ensure change.
I remain humble before them
and wish I could paint a thousand paintings so that others
like Nancy do not miss out on
an education. ■
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SOCIÉTÉ/SOCIETY
Gigantic eyes and tiny wrists
SHAMMA ESOOF, WHO
“It’s so fluffy, I’m gonna die!”
This line by Agnes, an animated character in Despicable Me
(2010), became an iconic phrase
around the world; delighting
children and adults alike.
The above example shows
how animation films appeal
to a wide audience, regardless of gender, age, nationality and ethnicity. Animation
is an excellent education tool
bundled with entertainment
value. Animation also has an
undeniable impact on how
we construct gender identities. It is therefore important
to analyse how gender is portrayed in animated films. One
aspect of animation that has
received criticism is gender
dimorphism.
What is gender dimorphism?
It is the observable physical
differences between males and
females of the same species. In
animation, these physical differences are sometimes exaggerated and amplified. The
female characters are usually
smaller, have bigger eyes and
significantly tinier wrists and
hands. The male characters
are overall bigger, have noticeably larger hands, necks and
shoulders. The recent Disney
films have been criticized for
portraying the female characters as having larger eyeballs
than their wrists. For examples
– Brave (2012), Frozen (2013),
Gnomeo and Juliet (2011) and
many more.
Philip N. Cohen, professor of
sociology at the University of
Maryland said,”… the evidence
suggests that Disney favors
38 | Mars 2014
compositions in which women’s hands are tiny compared
to men’s, especially when they
are in romantic relationships.”1 To illustrate the above
point, below is an analysis by
Professor Cohen of the gender
dimorphism between the two
lead characters in Tangled
(2010), Princess Rapunzel
and Flynn Rider. “Their total
relative size is pretty normal,
with him a few inches taller.
But look at their eyes: Hers are
at least twice as big. And look
at their hands and arms: his
are more than twice as wide.
Look closer at their hands:
How does it affect the
development of the female
identity?
Children and adolescents consume a lot of media, including
cartoons and animated films,
on television and internet.
Even when the female characters are strong, confi dent
and are at the centre of the
story; gender dimorphism
conveys a different message.
It tells us that a female needs
to be small, slim and dainty.
Gender dimorphism could
have a negative impact on
their own body image, especially for girls. It implies that
young girls can be as brave
and resourceful as they want,
but they need to also be signifi cantly smaller than their
male counterparts. Poor body
image perceptions could lead
to feelings of inadequacy, low
self-esteem, depression, eating disorders and other such
issues. A report of the World
Health Oganization (WHO)
states: “society’s glamorizing of thinness through
mass media and low media
literacy”2 contribute to eating
disorders.
One might argue that animation was never meant
to be realistic; that physical characteristics need to
be exaggerated to make the
characters more interesting.
Which brings us to our next
point – is gender dimorphism
necessary?
Is it necessary?
There are many widely successful animated films where
male and female characteristics are not drastically different. Examples are films by
Studio Ghibli: Kiki’s Delivery
Service (1989), Spirited Away
(2001), Nausicaa of the Valley
of the Winds (1984) and many
more.
The above mentioned films had –
and continue to have – great success among children and adults
alike. They all feature strong
female leads that are endearing
and charming; without resorting
to gender dimorphism. These
characters have become iconic
and the films are critically-acclaimed masterpieces.
So what should we do?
The key is media literacy. We
need to educate ourselves
and those around us how to
interpret media messages so
that we may retain only the
positive ones. The early Disney films such as Snow White
(1937) have been accused of
reinforcing the ‘damsel-in-distress’ stereotype. However,
despite the gender dimorphism, the recent films were
able to portray strong female
leads who take charge of their
own path. Studio Ghibli consistently produces fantastic timeless films that have
inspiring female protagonists.
They are not necessarily portrayed as drastically smaller
and frailer than their male
counterparts. Animation
is here to stay. Let us hope
that in the future, the characters will have more reasonable proportions, rather
than gigantic eyes and tiny
wrists. ■
1 Disney’s dimorphism, ‘Help! My
eyeball is bigger than my wrist!‘ edition
(2013), familyinequality.wordpress.
com/2013/12/16/disneys-dimorphism-help-my-eyeball-is-bigger-thanmy-wrist-edition/.
2 PREVENTION OF MENTAL DISORDERS,
EFFECTIVE INTERVENTIONS AND POLICY OPTIONS, A Report of the World
Health Organization, Department of
Mental Health and Substance Abuse
in collaboration with the Prevention
Research Centre of the Universities of
Nijmegen and Maastricht.
LOISIRS/LEISURE
Caravane de dromadaires sur le lac Karoum
Éthiopie
Les forçats du Karoum
Le territoire Afar, du nom des tribus qui l’habitent,
occupe pour l’essentiel de sa superficie le nord de
l’Ethiopie. C’est ici que se situe le brûlant désert
Danakil, plus exactement la dépression Danakil qui
n’est autre que la partie la plus basse de la grande
faille d’Afrique, la Rift Valley.
TEXTE & PHOTOS CLAUDE MAILLARD
Avec la collaboration du vulcanologue Guy
de Saint-Cyr
Effondrée à 130 m au-dessous du niveau
de la mer, enclavée entre les énormes
empilements basaltiques des hauts plateaux éthiopiens, érythréens et somaliens,
plusieurs fois envahie par la Mer Rouge qui
a entassé d’impressionnants dépôts de sel
de quelques milliers de mètres d’épaisseur,
cette étendue scintillante est une véritable
étuve où la température peut dépasser les
60 ° C. C’est le désert le plus chaud de la
planète.
À une douzaine de kilomètres de la frontière
avec l’Érythrée, au pied du volcan Dallol
(surnommé « la montagne du diable »),
unique au monde avec ses cristaux colorés
de teintes vives, allant du rouge au jaune,
en passant par toutes les nuances de vert,
de brun et de blanc, s’étend l’immense lac
de sel Karoum. La zone est tiraillée en tous
sens par d’importants et fréquents mouvements tectoniques et la croûte terrestre
est très fragilisée. Ce réceptacle naturel
canalise et emmagasine alors une importante partie des eaux de ruissellement en
provenance des hauts plateaux éthiopiens.
Au passage, elles s’enrichissent des différents minéraux présents dans les roches,
dont le sodium. Grâce au climat aride et
à une température qui descend rarement
au dessous de 50°, l’eau s’échappe dans
l’atmosphère en laissant derrière elle le
sel. Isolé au milieu de cette étendue aveuglante, sous un soleil féroce, se devine, tel
un mirage, un incroyable rassemblement
d’hommes et de dromadaires. C’est la zone
edi
ardi au sam
Ouvert du m s-michelin.com
e
ag
www.from
Mars 2014 | 39
d’exploitation du sel, si précieux, qu’il suffit
à justifier une présence humaine en ces
lieux inhospitaliers. Dans ce monde caniculaire impitoyable où la vie se réduit à
ses stricts symboles, les hommes travaillent
de façon artisanale dans des conditions
extrêmes, perpétuant leur tradition avec
des méthodes et des outils d’un autre âge.
Récolte terminée, il faudra plusieurs jours
pour acheminer le sel à Mekele, l’un des
plus grands marchés du pays situé sur les
hauts plateaux.
Les forçats du sel
Quotidiennement, les forçats du Karoum
quittent leur village d’Ahmed Ela pour
se rendre, à pied, sur le lieu d’extraction
du sel situé à plusieurs kilomètres. Notre
campement a été installé près de leurs
cabanes qui sont construites à l’aide de
branchages et couvertes de nattes. À
cause des conflits avec l’Érythrée toute
proche, nous sommes accompagnés de
militaires armés de kalachnikov. Nous
40 | Mars 2014
avons également droit à un guide afar qui
connaît parfaitement le terrain, instable et
constamment changeant. Car, ici, il n’y a
pas de piste et l’erreur de parcours peut
coûter très cher. En effet, sur l’immense
étendue salée du Karoum (70 km de long),
il est facile de s’enliser profondément, et,
dans cet endroit maudit, la survie d’un
être humain ne saurait excéder quelques
heures. C’est pour cela aussi qu’il faut toujours partir avec au moins quatre véhicules
4x4. Si l’un d’eux connaît des problèmes,
les autres pourront le treuiller. Nous en
ferons l’amère expérience quelques jours
plus tard au retour d’un autre volcan, l’Erta Ale, où trois de nos voitures se sont
retrouvées embourbées en même temps.
Visage maigre, regard intense, farouche
parfois, mains nues et pieds brûlés par
la saumure dans cette saline diabolique
où l’ombre est inexistante, les hommes
arrachent au lac quelques tonnes de sel. Ils
commencent aux toutes premières lueurs
de l’aube et finissent tard, en fin d’après
midi. Deux à trois jours seront suffisants
pour que le volume prélevé se régénère
à nouveau. Malgré l’hostilité des lieux et
les terribles conditions de travail, il règne
ici une ambiance étrange, une espèce de
silence chargé de vent, de lumière, et du
continuel raclement un peu saccadé des
petites haches qui entaillent, découpent
ou arasent les plaques de sel.
La longue route
Sous le regard des dromadaires (ils sont un
millier sur le site) qui attendent de recevoir
leur cargaison, les forçats du lac Karoum
commencent par entailler la croûte cristallisée à l’aide d’une hache. Puis, ils se
servent de pieux en bois grossièrement taillés comme leviers, pour décoller et déplacer
les énormes plaques de sel qui font jusqu’à
10 cm d’épaisseur. Celles-ci sont ensuite
débitées, puis façonnées en briquettes,
avec une herminette primitive, sorte de
petite hache au manche curieusement
recourbé. Enfin, chaque pain de sel est
arasé sur toutes ses faces jusqu’à obtenir
des morceaux parfaits d’environ 12 kilos.
Une vingtaine de ces briquettes seront ainsi
accrochées sur les flancs des dromadaires.
L’opération est délicate, et demande la plus
grande attention afin de répartir soigneusement les charges, car la route va être
longue.
C’est à l’heure où le soleil prend de belles
teintes cuivrées que les caravanes formées
de vingt à trente dromadaires s’étirent lentement et se suivent jusqu’à former une
longue file de plusieurs kilomètres. Raidi
sous le poids des charges, chaque animal
s’en va de son pas paisible, calme et efficace. Désormais coupés du reste du monde,
isolés en plein désert, les chameliers, qui
ont pour seuls compagnons leurs dromadaires à l’allure hautaine et dédaigneuse,
vont remonter la route du sel jusque sur
les hauts plateaux à 2000 m d’altitude. Six
jours de marathon pour les hommes et les
bêtes, à travers étendues désertiques et
oasis asséchées, seront nécessaires. Sur
le parcours où les puits sont rares, quasi
inexistants, où l’eau manque de façon
dramatique, la moindre flaque sera une
aubaine. Une semaine durant, dans des
paysages pétrifiés de cailloux et de champs
de lave calcinés, escaladant des cols, se
faufilant le long de vertigineux canyons,
nul ne quittera l’étroite piste taillée au fil
des âges par les sandales des hommes.
Lorsque les caravanes arriveront enfin à
Mekele, le sel sera vendu ou troqué contre
des céréales, tel que le sorgho, ou de l’huile
et des épices.
Jusqu’au début du XIXe siècle, les barres de
sel servaient non seulement de condiment,
mais aussi et surtout de monnaie dans la
plupart des régions des hauts plateaux.
Encore aujourd’hui, les Afars continuent
d’attacher beaucoup d’importance à ce précieux trésor qui représente la plus ancienne
activité économique de la région et qui leur
permet, encore de nos jours, de survivre.
Mais pour combien de temps encore ?
volcans. Sans lui, et son agence «Aventure
et volcans », qu’il a créée il y a bientôt 30
ans, cette Aventure au lac Karoum n’aurait
pas pu être menée à bien. ■
Guy de Saint-Cyr est donc vulcanologue
et il se propose de faire partager sa passion en organisant des expéditions sur les
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SOCIÉTÉ/SOCIETY
Le GPAFI propose des services d’assistance
avec l’actuelle assurance complémentaire santé
PATRICK BREHM, ADMINISTRATEUR
Créé en 1958 par le Conseil
de coordination du personnel
de l’Office des Nations Unies à
Genève (à l’époque Conseil du
personnel), le GPAFI est une
association à but non lucratif
qui a pour objet de conclure
avec les compagnies d’assurance, des contrats collectifs
offrant à ses membres des
couvertures adaptées à leurs
besoins, aux meilleures conditions du marché.
En tant que groupement
représentant des milliers de
fonctionnaires et membres de
leurs familles, le rôle essentiel
du GPAFI est de négocier avec
ses partenaires assureurs afin
d’obtenir des avantages substantiels pour ses adhérents,
tant au niveau des primes que
sur le plan des prestations et
des services, auxquels ils n’auraient pas accès en étant assurés de manière individuelle.
Depuis 2010, UNIQA est le
partenaire du GPAFI pour
l’assurance complémentaire
santé. UNIQA Assurances SA
est une compagnie d’assurance suisse, avec une forte
composante internationale,
qui propose des couvertures
mondiales d’assurance santé/
accidents innovantes, notamment auprès des organisations
internationales et des entreprises multinationales dont les
employés ne sont pas assujettis
aux assurances sociales de leur
pays de résidence.
La complémentaire santé
actuelle, spécialement adaptée aux différents régimes
de base des organisations
internationales (ONU, OMS,
BIT-UIT), permet d’étendre la
42 | Mars 2014
couverture des frais de santé
des fonctionnaires et membres
de leurs familles. Celle-ci rembourse, après intervention de
l’assurance de base la partie
non prise en charge ainsi que
la chambre privée en cas d’hospitalisation. Elle couvre également la médecine naturelle
jusqu’à 1000 fr. par année.
Depuis le 1er février 2014, le
GPAFI propose à ses membres,
couverts par l’assurance de
l’ONU (UNSMIS), d’enrichir
la complémentaire santé de
services d’assistance. Ainsi,
les membres ont le choix de
souscrire, soit la complémentaire santé UNIQA existante,
soit une version « premium »
qui inclut de nouvelles garanties d’assistance médicale, de
sécurité et d’aide au voyage.
Les assurés actuels ont aussi
la possibilité d’ajouter ces services d’assistance.
Les garanties d’assistance
permettent aux assurés de
bénéficier d’assistance médicale, d’assurance voyage et
d’assurance sécurité en cas
de séjour à l’étranger. Un accès
à une plateforme multilingue
d’aide au voyage ainsi qu’une
application smartphone ou
un accès internet, qui recense
toutes les informations utiles
pour rendre son séjour plus
agréable, sont aussi proposés.
Un numéro de téléphone dédié
est également mis à la disposition des assurés bénéficiant de
ces couvertures, afin de pouvoir contacter 24 h/24 et 7j/7 le
plateau d’assistance pour tous
types de demandes.
De la simple annulation de
voyage à l’évacuation en cas de
crise dans un pays, en passant
par le rapatriement médical, la
gamme de produits d’assistance rendra un séjour à l’étranger
plus serein.
Par ailleurs, le GPAFI a
négocié un avantage
considérable pour ses
membres, couverts par
l’assurance de l’ONU
(UNSMIS), qui différencie
véritablement la couverture
d’assistance proposée
de celles des autres
sociétés d’assistance sur
le marché. En effet, en cas
de traitement hospitalier
ou ambulatoire d’urgence à
l’étranger, grâce à un accord
avec l’assurance de base,
UNIQA Assistance se porte
garant 24 h/24 et 7j/7 et
prend en charge à 100%
les frais, sans que l’assuré
ait à les avancer ni à les
rembourser par la suite.
Les garanties proposées par
UNIQA Assistance donnent
accès à une large gamme de
couvertures en matière d’assistance médicale, du simple cas
de suivi médical au rapatriement complexe d’urgence pour
les assurés et leurs familles.
UNIQA Assistance peut intervenir dans le monde entier,
sans limite géographique. Les
centres d’assistance implantés
dans plus de trente pays et les
partenaires agréés dans plus de
deux-cents pays permettent une
capacité d’intervention, même
dans les zones les plus reculées.
De la gestion du quotidien à
l’urgence, le service d’assistance permet de prendre soin
des assurés en cas de maladie
ou d’accident et d’assurer leur
sécurité et leur bien-être en cas
d’incident pendant leur voyage.
À travers un numéro de téléphone dédié, les assurés
bénéficiant de la couverture
« assistance » peuvent, 24 h/24
et 7j/7, dans plusieurs langues:
– accéder aux recommandations médicales et consignes
de sécurité sur leur lieu
de destination depuis un
smartphone ou internet;
– parler à un médecin, avoir
l’avis d’un « expert sécurité », annoncer un sinistre
lié à un problème de
bagages ou de vol d’avion,
ou encore demander un
remboursement ;
– être assisté et accompagné
à tout moment pour organiser une hospitalisation,
une évacuation ou un
rapatriement ;
– accéder à un réseau
mondial de plus de 40 000
prestataires médicaux ;
– bénéficier d’une couverture
à 100% des frais de traitement d’urgence (employés
et membres de famille
assurés par l’ONU).
La gestion des services d’assistance est réalisée par un
prestataire de premier plan
au niveau mondial.
La complémentaire santé
incluant des services d’assistance est proposée, dans un
premier temps, uniquement
aux fonctionnaires de l’ONU
et à leurs familles, assurés par
UNSMIS. Les informations relatives à l’ensemble des garanties
d’assistance sont disponibles
auprès du GPAFI. ■
Les membres du GPAFI déjà couverts
par l’assurance complémentaire santé
UNIQA, qui souhaitent ajouter les services d’assistance, peuvent contacter le
GPAFI par téléphone (+41 (0)22 917 26
20) ou par courriel ([email protected]).
LOISIRS/LEISURE
Vivicittà
Une course internationale très particulière
Le dimanche 6 avril à 10 h 30 sera
donné à Genève le coup de départ de
la 4e édition de la course pédestre
Vivicittà sur une distance de 12 km,
avec départ et arrivée devant
les Bains des Pâquis.
HANS THURNHERR
André Chrstin
Cette compétition a été créée,
comme son nom l’indique, en
Italie, il y a bientôt trente ans et
elle est proposée actuellement
par une vingtaine de villes
italiennes.
individuels sur le plan
mondial.
– Elle fait participer des
aveugles et des malvoyants.
– Depuis 1987, elle est placée sous le patronage du
CIO (Comité international
olympique).
Penthes avec toujours dans l’œil
des coureurs, le lac qui scintille.
Puis arrive le charmant village
de Pregny-Chambésy, et bientôt
la Perle du lac annonce l’arrivée imminente. Un parcours
unanimement apprécié par les
participants aux trois premières
éditions. ■
Où la Vivicittà passe-t-elle ?
Tout commence par un départ
de rêve sur le quai du MontBlanc, puis après avoir longé
les bords du lac, la course s’envole sur les hauteurs fleuries
du Jardin botanique, passe à
proximité des organisations
internationales et traverse
ensuite le parc du château de
N’attendez pas, les inscriptions peuvent
désormais se faire en ligne à l’adresse
suivante : www.satus-geneve.ch/vivicitta
La course bénéficie du soutien de la Ville
de Genève, du canton de Genève et de la
commune de Pregny-Chambésy
Au fil des années, la Vivicittà
s’est internationalisée : à
l’heure actuelle, cette course
a lieu chaque année dans de
grandes villes de vingt pays.
Genève, ville internationale
s’il en est, est la première à
l’organiser en Suisse. Le club
organisateur, le SATUS Genève,
a organisé, pendant 60 ans, son
célèbre Cross international réunissant déjà des athlètes venus
de différents pays. La Vivicittà
était donc toute désignée pour
lui succéder.
Pourquoi la Vivicittà est-elle si
particulière ?
– Elle a lieu, partout, le
même jour, à la même
heure et sur la même
distance.
– Elle attire dans le monde
entier entre 70 et 80 000
athlètes.
– Elle établit un classement
international qui prend
en compte le profil de
la course et l’altitude du
lieu d’organisation afin
de permettre une comparaison réelle des résultats
Mars 2014 | 43
LOISIRS/LEISURE
Pourquoi ne pas le faire ?
Le Parc National Suisse
Je vous propose des petites balades à
des degrés de difficulté différents, pour
vous changer les idées, vous oxygéner
et vous déstresser. N’oubliez pas : ne
rien faire nuit à votre santé. Je vous
souhaite des journées de marche et de
détente agréables et ensoleillées.
ANDRÉ ROTACH
Le Parc National Suisse se situe
dans le canton des Grisons.
Créé en 1914, il est le premier parc national en Europe.
Zernez en est la plaque tournante. Les commémorations
du centenaire auront lieu en
2014. Les itinéraires sont de
difficultés variables, entre
1400 et 3200 mètres. Son
règlement est très strict : pas
de chien, interdiction de sortir
des sentiers balisés, cueillette
interdite. Ceci nous permet de
voir, entre autres, les edelweiss
et les animaux : cerfs (2000
44 | Mars 2014
environ dans le parc), chamois (1500), bouquetins (350),
marmottes (1500) habitués à
voir les randonneurs ne pas
sortir des chemins. Une paire
de jumelles est indispensable…
pour observer ces animaux
ainsi que les deux couples de
gypaètes couvant dans le parc
mais également l’aigle royal.
Une visite du musée national est recommandée car il
regorge d’informations et d’explications intéressantes. Il est
de surcroît très ludique pour
les enfants.
L’Alp Grimmels
Depuis Zernez, prendre le car
postal jusqu’à Champlönch
(1838 mètres), point de
départ. Suivre la direction
Alp Grimmels (2050 mètres)
pour arriver en une heure dix.
Superbe prairie où l’on peut
observer beaucoup de marmottes. Pour le retour suivre
ParkPlatz.
Retour à Champlönch en
une heure soit au total deux
heures dix et à mon GPS
6 km pour un dénivelé de 300
mètres. Cette petite randonnée
est idéale pour les familles avec
enfants.
Pour plus de détails : Guide
des sentiers pédestres du Parc
National Suisse, Klaus Robin.
Indispensable : une carte officielle vendue avec le guide des
sentiers pédestres.
Ne pas oublier de vous équiper de bonnes chaussures de
marche et de vêtements adaptés à l’altitude et à la saison.
BONNE PROMENADE.
ET (S)PORTEZ-VOUS BIEN. ■
Why Not Do It?
The Swiss National Park
I am proposing a few small hikes of
varying degrees of difficulty, to let you
see new things, get some fresh air and
relax a bit. Do not forget: doing nothing
is bad for your health. Here is hoping
you have fun hiking in pleasant and
sunny weather.
ANDRÉ ROTACH
(English translation by David
Winch)
The Swiss National Park (Parc
National Suisse) is located in
the Canton of Grisons. Established in 1914, it was the first
national park in Europe. Zernez
is its hub. The centenary celebrations will take place in 2014.
The routes are of varying difficulty, at between 1,400 and
3,200 metres. Its rules are very
strict: no dogs, it is forbidden
to leave the marked trails, and
picking fruit or nuts prohibited.
This allows us to see, among
the edelweiss, many animals:
deer (about 2,000 in the park),
chamois (1,500), goats (350),
marmots (1,500) that are all
used to seeing hikers not leave
their path. A pair of binoculars
is essential – both to observe
these animals as well as two
pairs of vultures nesting in the
park and the golden eagle. A
visit to the National Museum is
recommended because it is full
of information and interesting
explanations. It is also fun for
children.
Alp Grimmels
From Zernez take the postal bus to Champlönch (1,838
metres), the starting point. Follow the direction for Alp Grimmels (2,050 metres) to arrive
in 1 hour 10 minutes. There is
a beautiful meadow where you
can watch marmots. To return,
follow Parkplatz.
You get back to Champlönch in
1 hour, totalling 2 h 10 min for
the hike. By my GPS it was 6
km with a climb of 300 metres.
This short hike is ideal for families with children.
For more details, see Guide
des sentiers pédestres du Parc
National Suisse, Klaus Robin
Also: an official map sold
with the hiking guide is
indispensable.
Do not forget to wear good hiking boots and weather-suitable
clothing.
GOOD TREKKING! ■
Mars 2014 | 45
LOISIRS/LEISURE
This is your chance to get creative.
And help send a meaningful message.
Share with us five of
your best shots that
reflect your personal
view on humanity. We
want to see how you see
humanitarian issues,
human rights, conflict
mediation, peace,
environmental issues,
Disaster risk reduction
and any other theme
related to the spirit of
International geneva.
Participation is open to all employees of the
United Nations Office at Geneva, permanent
and diplomatic missions and international
organizations represented in Geneva. You
must have taken these photos yourself in
the last five years either in Geneva or in
the field or in your country of origin.
To participate, please write us an e-mail to
confirm your interest and sign up for the
exhibition, at [email protected]
By 31 March 2014, please e-mail [email protected] with five of your best
color digital shots (your photos should
follow these minimum technical requirements: rgb JPEGs with min 240dpi resolution, 1600px width and / or 1200px
height (approximately three megapixels)
in a standard portrait or landscape aspect
ratio);
Accompany each photo by maximum thirty
words, explaining what the image represents, where and when you took it, and
why you believe it fits the project theme.
46 | Mars 2014
Do not submit photos of family or friends,
snapshots, images for which you do not
have the copyright or offensive images –
this is your chance to be creative! Images
must not be watermarked.
We will curate and select your photos with
help from a professional photographer and
the best photos will be exhibited at the
Palais des Nations in spring 2014. Your
name and photos will also feature in an
article in print and online. If your photos
are selected you will be required to print
your photos at a selected printer, details
to be shared at a later stage. ■
“i (Eye) On Humanity” is brought to you by the Cultural
Activities Programme of UNOG, the Club Photo International, the Council of Europe, DiploFoundation and The
Art Corner association
NOUVELLE GÉNÉRATION/NEXT GENERATION
Boost your career by learning a new language (for free) with technology
CINTIA COSTA AND OMAR BAWA
Learning a new language can
be very useful to boost your
career and to stretch your cultural horizons. The good news
is that you don’t have to spend
money to achieve it!
Here’s a list of the six websites
and mobile apps that provide
free language courses.
to test and improve your foreign language skills. The languages covered are English,
French, Spanish, Portuguese,
Italian and German.
2. Livemocha livemocha.com/
You can learn over thirty-five
languages with the help of
Livemocha, a platform that
offers classes, exercises and
the opportunity to practice with
native speakers from all over
the world.
1. Duolingo www.duolingo.com/
This mobile app offers a gamified language learning experience. With multiple choice
grammar and vocabulary tests
and fun writing, listening and
speaking exercises to do on the
go. It’s meant to be a complementary tool, to be used in your
breaks and whilst commuting
3. BBC Languages /www.bbc.
co.uk/languages/
The British communications
giant has a website dedicated to helping people learn
foreign languages. They have
theory texts, exercises, videos, audio extracts and quick
expressions guides to teach you
forty languages, from the most
in-demand ones, like Spanish,
French and Chinese, to others
like Urdu, Turkish and Finnish.
4. Busuu www.busuu.com/
After experiencing the “expensive, difficult and boring” traditional language learning, the
founders of Busuu decided to
transform this experience.
This platform (both website
and mobile app) offers over
150 learning units covering
diverse topic areas, as well as
a video-chat application that
allows students to practice their
conversation skills with native
speakers.
5. Memrise www.memrise.com/
If you’re into mnemonics, a
learning technique that uses
acronyms and memorable
phrases to assist memorization, you should try Memrise
language lessons. Its lessons
cover more than 200 languages and can be accessed both
online or on your mobile phone.
6. Keewords www.keewords.com
This flashcard-based program
is a great tool to help you build
your vocabulary in one of the nine
available foreign languages. ■
Revue des fonctionnaires internationaux des Nations Unies à Genève et de l’Organisation mondiale de la Santé.
Magazine of the international civil servants of the United Nations at Geneva and of the Word Health Organization
Les opinions exprimées dans UNS sont celles des auteurs, et
non forcément celles de l’ONU, de l’OMS ou de ses agences
spécialisées. La parution de ce magazine dépend uniquement du support financier de la publicité prise en charge
par une régie.
UN Special
Palais des Nations, bureau C507
1211 Genève 10 – tél. 022 917 25 01
[email protected]
www.unspecial.org
Trésorier/Treasurer Robert Jakob
Laurence Vercammen
APG | SGA Airport, Bercher S.A. Publicité Générale
route de Pré-Bois 20, Case postale 1895, CH-1215 Genève 15
T. 022 347 33 88 – F. 022 346 20 47 [email protected]
Rédactrice en chef/Editor-in-chief
Publicité/ Advertising
Garry Aslanyan
C•E•P S.A.
quai Gustave-Ador 42, 1207 Genève – T. 022 700 98 00
F. 022 700 90 55 – [email protected]
Rédacteur en chef adjoint/Deputy editor-in-chief
Tirage: 10 500 exemplaires
Impression/ Printers
Editeur/ Editor
In New York: office AB-0829
The opinions in UNS are those of the authors, not necessarily those of the United Nations, the WHO or its specialized
agencies. The publication of this magazine relies solely on the
financial support of its advertisers.
Victor Chevalier Imprimerie Genevoise S.A.
case postale 1352, 1211 Genève 26
T. 022 307 26 00
Pré presse/ Layout
Atelier Schnegg+ – Michel Schnegg
rue du Simplon 5, CH-1207 Genève
T. 022 344 72 90 – F. 022 340 24 11
www.atelier-schnegg.ch
Composition du Comité de rédaction
Composition of the Editorial committee
Marina Appia
Garry Aslanyan
Gautam Basu
Omar Bawa
Olivier Borie
Christina
Dorine Da Re – Giovanna
Brandes-Barbier Van der Wal
De Marco
Maria-Angeles
Martin Gil
Chantal
Carlos Streijffert Igor Toskin
Streijffert Garon
Ahmed Zouiten
Si vous avez des commentaires sur ce numéro,
merci de les envoyer à [email protected]
If you have comments about this issue,
please send an email to [email protected]
Natasha
Shapovalova
Your health demands perfection
www.beaulieu.ch
Mars 2014 | 47
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