STUDY GUIDE
UN ENTITY FOR GENDER
EQUALITY
DIRECTOR’S ADDRESS
Dear Delegates,
It is my delight to welcome you all to the UN Entity for Gender
Equality,
Singhania Model United Nations, 2015.
Change is the only constant; yet, change is something we all resist,
simply for the sake of convenience, not realizing that as time passes,
change is inevitable. This committee seeks to discuss one such issue
that has and is bringing about change all over the world – Gender
Equality.
A bit about myself, I am in the 12th grade, an academic at heart, with a
love for economics and psychology and an amateur pianist. I’m
definitely not athletic but am a voracious reader. I also enjoy dancing
and painting. I honestly believe that if everyone works together, we
will successfully break the stereotypes that surround gender.
Your Moderator, ArushiAgarwal is someone whose heart truly
belongs in this committee. Music, dancing, swimming and YouTube
are some of her interests. She is quite philosophical and very
passionate about social and humanitarian issues. Gender Equality is a
topic right up her forte and you couldn’t have wished for a better
Moderator to conduct committee.
Your assistant director, KalpeshBhalekar is very soft-spoken and his
calm bearing and ever-present smile belie a great deal of acumen.
Extremely sociable with a flair for gymnastics, he wants to pursue a
career in journalism and travel the world. He shall definitely conduct
committee in a sterling manner, as he is the master of management.
In this committee, where there is no real ‘enemy’, it is imperative to
come up with comprehensive solutions. Come with an open mind,
ready for an incredible experience.
I look forward to meeting you all for a stimulating debate and
comprehensive solutions to this issue.
Warm Regards,
Rujula Rao
Director, UN Entity for Gender Equality,
Singhania Model United Nations, 2015.
INTRODUCTION
The UN Entity for Gender Equality is one of the most important
committees of the United Nations and has been instrumental in
deliberating and spreading awareness about gender equality - one of
the most pertinent issues in the world today. The executive board
expects assiduous and engaging debates coupled with substantial
paperwork. The issue that the committee shall be deliberating over,
in the course of three days, is HeForShe and Gender Equality. We
expect that all delegates will come up with comprehensive solutions
agreeable to all parties concerned. Delegates should know that this
guide is simply a foundation for them to further research upon.
Gender inequality has its roots seated deep down the ages. Women
have been considered inferior since the times immemorial as though
punishing all women for Eve’s mistake. Misogyny is very prevalent in
society even today. Today, women’s position has improved since the
time of their feminist ancestors, but it is not satisfactory nor is this
improvement seen everywhere.
The name “feminism” is originally derived from the suffrage
movement of the early 1900’s. At that time in history, women were
primarily advocating for the right to vote. Hence, the movement was
almost only focused around women. However, as time went on,
feminism became about more than just upper class white women
who wanted their voices heard. It became a movement for women of
color, disabled women, women of various sexual orientations, and
became an opponent to the oppressive measure of patriarchy. When
Feminism, as a movement, started, the condition of women was
miserable. Then around the 1960s, the movement saw a surge of
ideas about a ‘feminist utopia.’ This, however, was the beginning of a
movement for equal rights for women. But, Feminism in today’s
context or modern feminism takes into account women’s as well as
men’s rights because both the genders face discrimination; though
different in kind but equal in magnitude. Today, feminism by
definition is the belief that men and women should have equal
rights and opportunities. It is the theory of political, economic and
social equality of the sexes.
Unfortunately, however, the word ‘feminism’ has become a
derogatory one as it has become synonymous to ‘man-hating.’ This
has to stop. And that is possible only when men and women together
work towards eradicating discrimination. It is time everyone realizes
that gender equality is the concern of every gender and not just one.
The agenda, the HeForShe issue raised by Emma Watson in this same
committee primarily talks about ‘equal pay for equal work for both
men and women.’ But in this committee, we shall be a taking a more
comprehensive perspective of the issue to encompass equality in all
walks of life, and not only work place.In this study guide, we have
first discussed the various women’s movements and then
proceeded to the male perspective of gender equality.
NATURE AND SCOPE OF THIS COMMITTEE
Delegates are expected to understand that the UN Entity for Gender
Equality is a recommendatory body and all solutions are to be based
as recommendations. Each country in this committee will be
represented by a single delegate. 41 countries will attend this
Assembly.
WOMEN’S MOVEMENT TIMELINE
1945
Universal Declaration of Human Rights
The Universal Declaration was adopted by the General Assembly of
the United Nations on 10 December 1948. Motivated by the
experiences of the preceding world wars, the Universal Declaration
was the first time that countries agreed on a comprehensive
statement of inalienable human rights.
It declares that human rights are universal – to be enjoyed by all
people, no matter who they are or where they live. The Universal
Declaration includes civil and political rights, like the right to life,
liberty, free speech and privacy. It also includes economic, social and
cultural rights, like the right to social security, health and education.
The Universal Declaration is not a treaty, so it does not directly
create legal obligations for countries. However, it has had a profound
influence on the development of international human rights law.
Some argue that because countries have consistently invoked the
Declaration for more than sixty years, it has become binding as a part
of customary international law.
Further, the Universal Declaration has given rise to a range of other
international agreements which are legally binding on the countries
that ratify them.
1946
Commission on Status of Women
In June 1946, the United Nations Economic and Social Council
(ECOSOC) established the Commission on the Status of Women
(CSW) to ensure the empowerment of women and gender equality,
and to provide recommendations to the Council on the obstacles
relating women’s rights in political, economic, civil, social and
education fields.
It is a functional commission dedicated to gender equality and
advancement of women. It is the principal global policy-making body.
It meets every year for 10 days in New York to evaluate progress on
gender equality, identify challenges, set global standards and
formulate concrete policies to promote gender equality and
advancement of women worldwide.
1975
International Women’s Year
The United Nations (U.N.) designated 1975 International Women's
Year. The U.N. charter had long stated that the global organization is
dedicated to human rights with no discrimination based on sex.
During the 1970s, feminism was gaining momentum as an
international social and political movement.
The U.N. expanded the recognition of International Women's Year by
declaring 1976-1985 the U.N. Decade for Women. The UN also
established a Voluntary Fund for the U.N. Decade for Women, which
became UNIFEM, to further work on women's issues.
1975
First World Conference on Women (Mexico City)
The first world conference on the status of women was convened in
Mexico City to coincide with the 1975 International Women's Year,
observed to remind the international community that discrimination
against women continued to be a persistent problem in much of the
world.
The Conference responded by adopting a World Plan of Action, a
document that offered guidelines for governments and the
international community to follow for the next ten years in pursuit of
securing equal access for women to resources such as education,
employment opportunities, political participation, health services,
housing, nutrition and family planning.
The Conference called upon governments to formulate national
strategies and identify targets and priorities in their effort to
promote the equal participation of women. By the end of the United
Nations Decade for Women, 127 Member States had responded by
establishing some form of national machinery, institutions dealing
with the promotion of policy, research and programs aimed at
women's advancement and participation in development.
1979
Convention on the Elimination of all forms of Discriminations
Against Women
On December 18, 1979, the United Nations adopted the Convention
on the Elimination of All Forms of Discrimination Against Women.
The call for a Women's Treaty emerged from the First World
Conference on Women in Mexico City in 1975. CEDAW is the most
comprehensive and detailed international agreement which seeks
the advancement of women in political, cultural, economic, social,
and family life. It establishes rights for women in areas not
previously subject to international standards. It also calls for action
in nearly every field of human endeavor: politics, law, employment,
education, health care, commercial transactions and domestic
relations. Moreover, CEDAW establishes a Committee to review
periodically the progress being made by its adherents.
As of 1109, 185 countries have ratified the Convention, pledging to
give women equal rights in all aspects of their lives including
political, health, educational, social and legal.
1980
Second World Conference on Women (Copenhagen)
145 Member States gathered for the mid-decade World Conference of
the United Nations Decade for Women in Copenhagen. It aimed to
review progress in implementing the goals of the first world
conference, focusing on employment, health and education. A
Programme of Action called for stronger national measures to ensure
women’s ownership and control of property, as well as
improvements in protecting women’s rights to inheritance, child
custody and nationality.
1985
Third World Conference on Women (Nairobi)
The World Conference to Review and Appraise the Achievements of
the UN Decade for Women took place in Nairobi. The conference’s
mandate was to establish concrete measures to overcome obstacles
to achieving the Decade’s goals. Participants included 1,900 delegates
from 157 Member States; a parallel NGO Forum attracted around
12,000 participants.
The World Conference marked the end of the United Nations Decade
for Women with adoption by consensus of a final
document containing strategies, for the rest of the century designed
to improve the status of women and integrate them into all aspects of
development. Governments adopted the Nairobi Forward-Looking
Strategies for the Advancement of Women, which outlined measures
for achieving gender equality at the national level and for promoting
women’s participation in peace and development efforts.
1995
Fourth World Conference on Women (Beijing)
The Fourth World Conference on Women in Beijing (1995) was the
largest conference the United Nations had ever organized. Over 189
governments, 17000 participants including 6000 government
delegates, more than 4000 representatives of NGOs, 4000 journalists
and all the United Nations organizations attended the Conference.
The 189 UN Member States adopted unanimously the Beijing
Platform for Action (BPFA) to ensure the improvement of all women
without any exceptions. The BPFA outlined 12 critical issues, which
constitute barriers for the advancement of women, and identified a
range of actions that governments, the United Nations and civil
society groups should take to make women’s human rights a reality.
The twelve critical concerns identified in the BPFA include: poverty
of women, unequal access to education, lack and unequal access
to health care systems, violence against women, vulnerabilities of
women in armed conflict, inequality in economic structures,
inequalities in power and decision-making, institutional
mechanisms to improve the advancement of women, lack of respects
and inadequate protection in human rights, under-representation of
women in the media, inequalities in natural resource management
and in the safeguarding of the environment, and the discrimination
and violation of the girl child.
Full implementation of the twelve issues would see the enhanced
empowerment of women economically, socially and politically.
2000
Security Council Resolution 1325 on Women, Peace and Security
The Security Council adopted resolution (S/RES/1325) on women
and peace and security on 31 October 2000. This was the first formal
and legal resolution which reaffirmed the important role of women in
the prevention and resolution of conflicts, peace negotiations, peacebuilding, peacekeeping, humanitarian response and in post-conflict
reconstruction and stressed the importance of their equal
participation and full involvement in all efforts for the maintenance
and promotion of peace and security. Resolution 1325 urged all
actors to increase the participation of women and incorporate
gender perspectives in all United Nations peace and security efforts.
It also called on all parties to conflict to take special measures to
protect women and girls from gender-based violence, particularly
rape and other forms of sexual abuse, in situations of armed conflict.
The resolution provides a number of important operational
mandates, with implications for Member States and the entities of the
United Nations system.
2008
Security Council Resolution 1820 on Sexual Violence and
Conflict
Recognizing the impact that sexual violence in conflict has on the
maintenance of peace and security, the Security Council
adopted Resolution 1820, which explicitly links sexual violence as a
tactic of war with women peace and security issues. Security Council
Resolution1820 reinforces Resolution 1325 and highlights that
sexual violence in conflict constitutes a war crime and demands
parties to armed conflict to immediately take appropriate measures
to protect civilians from sexual violence, including training troops
and enforcing disciplinary measures.
It declares, “Rape and other forms of sexual violence can constitute
war crimes, crimes against humanity or a constitutive act with
respect to genocide”.
2010
United Nations Entity for Gender Equality and the
Empowerment of Women
On 2 July 2010, the United Nations General Assembly unanimously
voted to create a single UN body tasked with accelerating progress in
achieving gender equality and women’s empowerment.
The new UN Entity for Gender Equality and the Empowerment of
Women – or UN Women – merged four of the world body’s agencies
and offices: the UN Development Fund for Women (UNIFEM), the
Division for the Advancement of Women (DAW), the Office of the
Special Adviser on Gender Issues, and the UN International Research
and Training Institute for the Advancement of Women (UNINSTRAW).
UN Women became operational on 1 January 2011.
2014
He- For- She
As most of you must be aware, this was a campaign launched by
Emma Watson in this same committee on 20th September 2014.
As the name itself suggests, He for She literally means male and
female equality. All the movements till now were discussing
feminism from a female perspective only as it was the need of the
time. This movement is the one, which takes a more global and
dynamic view of feminism by talking about men’s and women’s
rights. Thus, in this committee, we shall be discussing this issue from
both the female and the male perspectives.
He-For-She
Gender stereotypes are hard to break, and like it or not, we are all
prone to engaging in stereotyping at one time or another.
Men are physically stronger while women are more emotionally
aware. Men are best suited as providers while women are better
nurturers. Of course, there are always exceptions, but these
generalizations are relative to our biological origins. We
acknowledge the differences between the sexes, but who can say that
one is better than the other? They balance each other out.
As mentioned in the introduction, in this committee, we shall be
looking at gender equality from the female and male perspectives.
We have discussed the female perspective at length by now.
Gender equality has been a social concern since man first stepped
foot on earth. When we think of gender equality, discrimination
against women is what comes to mind, but in recent years studies
have shown how men are discriminated against. It is considered
general knowledge that men still make more money a year then
women, and it is true that men hold most of the position of power in
society. Recent studies have concluded that there is an aspect of
society that discriminates against men. This aspect of society is
deeply rooted in culture, and it is hard to name, to discuses, and to
study. Gender roles for men, are viewed not as biological givens, but
as social constructions created to determine what constitutes
masculinity. Men are socialized to believe in the importance of
success, power, and competitiveness. Because the male socialization
experience is theorized to create negative feelings such as anxiety
and shame related to all things feminine, the development of rigid
traditional male roles, or male gender role conflict takes place.
Looking at male emotional socialization from the framework of the
gender role strain, many boys are required to block their feelings and
restrict the expression of their vulnerable and caring emotions. If a
boy cries, he is immediately called a ‘girl’, if he is emotional; he is
being ‘girly.’ Because of this, "a man experiences any particular facet
of self that he considers feminine with great conflict and anxiety,
because he believes it threatens his manhood.” As a result of this fear
of femininity, men are believed to over conform to traditional male
roles as a coping strategy to avoid femininity. Especially after the
surge of feminism, studies have shown that while there has been
awareness and decrease in gender gap, the movement has gained a
lot of hostility because it is usually associated with misandry.
Men may be in a position of power, but with power comes
responsibility, quite literally, when men are concerned. While
women are encouraged to be adventurous and fulfill their dreams,
men are still expected to be the breadwinners of the family. Anything
that a woman does which may be considered ‘manly’ is appreciated
by society but anything that a man does, however remotely
associated with ‘femininity’ is immediately looked down upon. This
again has two sides. One the one, it means that anything in general
associated with women is always considered inferior to masculinity
and on the other, it causes a hindrance to men’s freedom and
expression. Men face discrimination of a kind different that that of
women’s but that doesn’t reduce its significance. Men are expected to
be less expressive as sentimentality is a trait associated with women
and anything feminine is a threat to men’s masculinity.
We often see that men as well as women are sympathetic towards
women, whereas men and women both seem to involuntarily
consider men as some superior species who cannot make
mistakes. It's okay when a male professor is lenient with a female
student, but even the female professors seem to take a shine towards
the female students. It's like he thinks, "My male professors never cut
me any slack, why should I cut him?” and she thinks "My male
professors used to hit on me and the females were nice, so should I".
It’s a vicious circle which started somewhere in history due to the
preferences of some biased male. So, in essence, women have no part
in it. We men are discriminating against ourselves. Fathers teaching
sons that "Boys don't cry", transcend across generations to translate
into "So what if you took a baseball to the groin? Be a man.” Honestly
people, it hurts. Tears do come out, involuntarily.
Remember, Vito Corleone say - "It's an old habit. I spent my whole life
trying not to be careless. Women and children can afford to be careless,
but not men.”
Paternal rights:
•
There is no - none - statutory paternity leave in most countries.
When your child is born, you can petition to a few days off for
exceptional leave. The same as if someone in your nuclear
family has died. Of course a lot of men, with the help of
sympathetic managers and colleagues manage to swing more,
but it is all vacation or else unpaid leave.
A few of the problems that men face: (at a glance)
 To ear n enough to suppor t a family
 To ser ve in militar y ser vice
 Domestic violence committed by women against men is almost an
invisible crime.
 Men ar e for ced to pay child suppor t under almost ever yscenario.
 Men ar en't supposed to show emotion or cr y
While it is obvious that the world even today is patriarchal, it is
wrong to state that patriarchy does not negatively affect men as well.
But the real question is why does anybody have to feel ashamed to
express themselves? Why should a woman not be quintessentially
male or a man not be quintessentially female? Why is there a need to
differentiate between genders in the first place?
As a society, we need to recognize this and begin to encourage people
to go beyond stereotypes and recognize the contributions that each
individual, male or female, can make to workplaces, relationships,
education, to the world in general.
“Both men and women should feel free to be sensitive. Both men and women
should feel free to be strong. It is time that we all perceive gender on a
spectrum, instead of two sets of opposing ideals. If we stop defining each
other by what we are not, and start defining ourselves by who we are, we can
all be freer, and this is what HeForShe is about. It’s about freedom”
– Emma Watson on HeForShe
GENDER GAP
A gender gap, by definition, is a disproportionate difference or
disparity between the sexes.
Conventional wisdom is that differences between boys and girls in
math and science are not a matter of biology; any observable
differences are influences of the social environment. When parents
encourage school-age children to excel in all subject areas, the
school-based gender gap disappears.
In the workplace, gender gaps refer to job opportunities and salary
differences. Statistics show that men often earn more for the same
work than women. The difference may be a result of the fact that men
have been at the top of their professions longer.
In education, the gender gap in education refers to the increased
likelihood of better educational opportunity and achievement for
males than females in most societies.
When economists speak of the “gender gap” these days, they usually
are referring to systematic differences in the outcomes that men and
women achieve in the labor market. These differences are seen in the
percentages of men and women in the labor force, the types of
occupations they choose, and their relative incomes or hourly wages.
These economic gender gaps, which were salient issues during the
women’s movement in the 1960s and 1970s, have been of interest to
economists at least since the 1890s.
The Gender Parity Programme:
It is a special initiative taken in the corporate sector to curb gender
gap in the workforce, which is the one of the major contributors of
gender gap.
Capital is no longer the only decisive factor of production in the
global economy: a business’s or an economy’s competitive advantage
is increasingly determined by innovative ideas or non-material
services, and is less dependent on tangible assets. We are rapidly
moving from capitalism to “talentism”. In such a world, gender parity
can no longer be treated as superfluous. Women make up half of the
potential human capital available in any economy, and the efficient
use of this talent pool is a key driver of competitiveness.Rather than
telling women to be more confident and ambitious, it is more
important to talk about how workplaces need to adapt to the “whole
person,” both women and men. This way everyone can strike a better
balance between working and spending time with family, friends, and
their community.
The Gender Parity Programme is committed to promoting gender
parity across the globe through four interconnected work streams:
Measuring and Monitoring Gender Gaps
The Programme monitors the progress of countries through
benchmarking tools that measure global and regional gender gaps.
The annual Global Gender Gap Report provides a framework for
capturing the magnitude of gender disparities around the world and
aims to serve as a tool for benchmarking and tracking gender
inequality based on economic, political, education and health
criteria; the 2014 edition of the report covers 142 economies.
In addition, the Programme has conducted research with 87
governments to pool information on policies that promote women’s
economic integration.
. As a follow-up to the Corporate Gender Gap Report 2010, the
upcoming Industry Gender Gap Report will provide industry-level
analysis on the gender gap in the world's largest economies. The
report will take an in-depth look into the current size of industry
gender gaps, the prognosis for these gaps and the practices that may
address them.
Generating Insights to Close the Gender Gap
The Repository of Successful Practices is an online platform that
offers practical information on practices adopted by leading
companies to close the gender gap at the corporate level, along
supply chains or in the broader ecosystem. It provides a six-point
framework through which to focus organizational gender parity
efforts: measurement and target-setting; mentorship and training;
awareness, incentives and accountability; work environment and
work-life balance; leadership and company commitment; and
responsibility beyond the office.
Collaboration to Close Gender Gaps: Gender Parity Task Forces
The Programme aims to provide its neutral convening platform,
benchmarking tools and best practice analysis to promote a
solutions-oriented, systemic approach for closing gender gaps. The
Programme has launched four Gender Parity Task Forces – threeyear, country-level multistakeholder collaboration committed to
identifying and implementing concrete measures for closing the
economic gender gap by 10% at the local
level. Mexico, Turkey, Japan and the Republic of Korea have been
selected as pilot countries to demonstrate country-level success on
closing economic gender gaps.
Gender Gap Index:
The Global Gender Gap index was introduced in 2006 by the World
Economic Forum to examine four critical areas of inequality between
men and women:
1. Economic participation and opportunity – outcomes on
salaries, participation levels and access to high-skilled
employment
2. Educational attainment – outcomes on access to basic and
higher level education
3. Political empowerment – outcomes on representation in
decision-making structures
4. Health and survival – outcomes on life expectancy and sex
ratio
The Gender Gap Index assesses countries on how well they are
dividing their resources and opportunities among their male and
female populations, regardless of the overall levels of these resources
and opportunities. By providing a comprehensible framework for
assessing and comparing global gender gaps and by revealing those
countries that are role models in dividing these resources equitably
between women and men, serves as a catalyst for greater awareness
as well as greater exchange between policymakers.
Global Gender Gap 2014:
With regard to the Gender Gap by pillar, in 2006, 56% of the
economic participation gap had been closed; in 2014, 60% of this gap
has been closed. In 2006, almost 92% of the educational attainment
gap had been closed; in 2014, 94% of this gap has been closed. On
health and survival, however, there has been a small deterioration
between 2006 and 2014, from 97% to 96%. In 2006, 14% of the
global political empowerment gap had been closed; in 2014, 21% of
this gap has been closed. Based on this trajectory, with all else
remaining equal, it will take 81 years for the world to close this gap
completely.
Gender gap by pillar
On the other hand the Gender Gap by income shows that while lowincome countries start out at having closed only 62.61% of the
overall gap, they make gains of nearly 5%. Lower-middle income
countries, while starting out lowest, make the second largest gains
(3.4%). Next are high-income countries at 3.3% and finally, upper
middle-income countries at 2.2%.[3]
Nordic nations remain the most gender-equal societies in the world.
Last year’s leading four nations – Iceland (1), Finland (2), Norway (3)
and Sweden (4) – are joined by Denmark, which moves up from
eighth place to fifth. The top 10 experiences other interesting
movements, with Nicaragua climbing four places to sixth, Rwanda
entering the index for the first time at seventh, Ireland falling to
eighth, the Philippines declining four places to ninth and Belgium
climbing one place to tenth. The United States raises three places to
20 in 2014, after narrowing its wage gap and improving the number
of women in parliamentary and ministerial level positions. Among
the BRICS grouping, the highest-placed nation is South Africa (18),
supported by strong scores on political participation. Brazil is next at
71, followed by Russia (75), China (87) and India (114).
Thus, the problem of gender inequality or gender gap is a very
dynamic one and cannot be tackled through one solution. On one
side, women are making progress but men’s problems are not being
tackled. On the other, women’s conditions are still not improving, if
not further deteriorating. While some countries are trying to curb
this gap, others aren’t caring enough. What people need to
understand is that, this blaring gender gap is a problem that concerns
both, men and women. We will never be able to achieve equality if
one part of the population doesn’t feel the need to participate.
“Because the reality is that if we do nothing, it will take seventy-five years
before women can expect to be paid the same as men for the same work. 15.5
million girls will be married in the next 16 years as children. And at current
rates, it won't be until 2086 before all rural African girls can have a
secondary education.” – Emma Watson on HeForShe
And this is the bitter truth. It is time everyone comes up and starts
giving enough attention to this problem of inequality because it is an
issue that is discussed too much but not discussed enough.
In the end you must all think for yourselves, ‘If not I, who? If not now,
when?”
LEGAL ASPECT
This session must be able to determine the extent to which the
international community can intervene and intrude upon the affairs
of member countries.
As this is an issue that cannot be dealt with trough a single
perspective, delegates must see to it that they try and understand
both sides of the spectrum.
Delegates may use current, legal, relevant documents to substantiate
their point and may also use clauses from these documents in their
paperwork to provide a better framework for the international
community.
It is up to the committee to device a recommendatory framework to
ensure that the current gender inequality crisis is tackled.
CONCLUSION
Delegates, we look forward to intense lobbying and debate. We
would like you to remember that MUNing is not only about awards
but more importantly about experience. It is an opportunity to meet
new people and present your country’s perspective while
respectfully listening to others. The topic at hand is a pervasive one
and one very pertinent in today’s competitive world. In conclusion,
we hope this committee will be fruitful in coming up with
comprehensive solutions to tackle this issue in all parts of the world.
Research is your best answer to all questions and we will be
expecting a heated discussion that will be backed with factual
research. Delegates are expected to have seen the entire HeForShe
video.
Questions that need to be addressed in committee:
1. What constitutes equality?
2. Is absolute equality possible?
3. Injustice against women and men.
4. Role of men and women in tackling the issue.
5. Who is to be blamed for this increasing gender gap?
So, we hope to see you all well prepared on the 30th, 31st of October
and the 1st of November.
With Regards,
Rujula Rao, Director
ArushiAgarwal, Moderator
KalpeshBhalekar, Assistant Director,
UN Entity for Gender Equality,
Singhania Model United Nations, 2015.
References: (Delegates are expected to add to these)
1. HeForShe speech by Emma Watson
2. Closing Gender Gap:
https://www.youtube.com/watch?v=RG_P5ja-oO0
3. Gap 2014 report:
https://www.youtube.com/watch?v=APO75_9svCA
If delegates have any queries, they can contact us at
[email protected].