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International Law

Women’s Role in Global Organization

“There Is No Development in Gender Equality”

Introduction

Women’s representation in international organizations has emerged as a critical issue at the global level. The importance of women as individuals in society and their significant participation in the workforce are crucial for the all-around development of a country, i.e., social, economic, and cultural development. Women’s participation in society plays a crucial role in achieving gender equality. Women in leadership positions serve as role models for younger generations, helping or motivating people to move away from old patriarchal norms. Women’s active participation in various fields challenges traditional gender roles and stereotypes, paving the way for a more equitable society.

Indian Women’s Representation in International Organization

The representation of Indian women in international organization has evolved significantly over the decade.

Historical

Historically, Indian women’s participation at the international level was minimal. In the Vedic age, women enjoyed a high status because of their right to education and participation in religious rituals. Women scholars such as Gargi and Maitreyi are notable examples. In the Mauryan empire, women played various roles, from queens to warriors and scholars.

Independence 1947

The post-independence period marked a turning point for Indian women. Indian women began to make their mark in international forums. One of the first prominent figures was Vijaya Lakshmi Pandit, who became the first woman president of the United Nations General Assembly in 1953.

Current Representation of India

Today, Indian women hold significant positions in various international organizations, contributing to policy-making on issues related to security, human rights, health, and sustainable development. Notable figures include:

  • Indra Nooyi, former CEO of PepsiCo.
  • Nirmala Sitharaman, Finance Minister of India, who has represented the country in various international economic forums such as the G20 and the International Monetary Fund (IMF).
  • Dr. Soumya Swaminathan, Chief Scientist at the World Health Organization (WHO).

World women representation in international organisation

Women’s representation in international organizations has been observed over the years, showing a changing pattern in society regarding gender equality and women’s rights.

Historical – At a Global Level

In the early 20th century, the involvement of women in international organizations was limited. The establishment of the United Nations in 1945 marked a significant turning point. During the 1970s and 1980s, feminist movements increased awareness of women’s rights.

Current Global Representation

UN Women, formed in July 2010, was established with the aim of achieving gender equality and empowering women at the global level. According to a UN report, women represent approximately 39% of the total workforce at the United Nations. The most recent report indicated that the UN is striving to increase the representation of women to 50%.

Why women’s representation so important:

  1. Diverse Perspectives: Women’s participation in international decision-making bodies such as the United Nations, World Bank, World Trade Organization, and other global institutions is crucial for promoting gender equality and providing diverse perspectives.
  2. Leadership Roles: Women have increasingly taken on leadership roles within the UN, World Bank, WTO, and WHO.
  3. Balanced Policies: Women’s involvement in decision-making bodies brings diverse perspectives, leading to more balanced and effective policies.
  4. Psychological Insights: Studies suggest that gender-diverse teams make better decisions, leading to quality outcomes at any level of governance.

Indian Laws Promoting Women’s Participation

Constitution of India

  • Article 14: Guarantees equality before the law and equal protection of the laws to all individuals, including women.
  • Article 15(3): Allows the state to make special provisions for women and children.
  • Article 16: Ensures equality of opportunity in matters of public employment, promoting women’s representation.
  • National Policy for the Empowerment of Women, 2001: Aims to advance and empower women.
  • The Sexual Harassment of Women at Workplace Act, 2013: Provides workplace protection, encouraging women’s participation in various sectors, including international organizations.

International Laws Promoting Women’s Participation

  • CEDAW (Convention on the Elimination of All Forms of Discrimination Against Women): Promotes equal opportunities for women in political and public life.
  • Beijing Declaration and Platform for Action (1995): Aims to promote gender equality and empower women.
  • Sustainable Development Goals (SDG 5): Calls for women’s full participation in leadership at all levels.

Factors Contributing to the Gender Gap in Leadership

1. Cultural and Societal Norms: In many cultures, traditional gender roles give women responsibilities primarily in the domestic sphere, limiting their opportunities for professional advancement. Societal expectations can discourage women from pursuing leadership roles or positions of authority.

2. Lack of Mentorship and financial status: Women often have less access to guidance and sponsorship opportunities, which are important for career advancement. Male-dominated society never allows women to think out of the box.

3. Work-Life Balance Challenges: Leadership roles often demand long hours and travel, which can be challenging for women because she handles all domestic responsibility by own. Society doesn’t prefer leadership as a good career for women.

4. Inadequate Policies for Gender Equality: Many international institutions have policies aimed at promoting gender equality, implementation can be inconsistent. Without a strong accountability system, these policies may not lead to meaningful change.

5. Inequality in Global Governance: The gender gap in leadership contributes to broader global governance issues, as decisions made without women’s involvement may not correctly address the needs and rights of half the population.

Women’s representation in global decision-making bodies has long been a critical issue in the fight for gender equality. While progress has been made, women remain significantly underrepresented in key international organizations, such as the United Nations (UN), World Bank, World Trade Organization (WTO), and World Health Organization (WHO). These institutions shape policies that affect the entire world, including issues of development, trade, health, and peace.

Barriers to Women’s Representation in Global Decision-Making

Several barriers hinder the full participation of women in global decision-making bodies, including gender stereotypes, cultural biases, and structural inequalities. In many societies, leadership positions are still viewed as more appropriate for men, and women are often discouraged from pursuing careers in politics, diplomacy, or economics. Gender biases in recruitment, the lack of mentorship for women, and work-life balance challenges also contribute to the underrepresentation of women in these organizations.

Moreover, the “glass ceiling” effect often prevents women from advancing to top leadership roles in international organizations. Even when women are appointed to key positions, they may face challenges related to their authority being questioned or undervalued. These factors create a barrier not only to women’s individual advancement but also to the wider goal of achieving gender equity in global governance.

The issue of gender equality in leadership positions has been a significant focus in the global agenda, yet women remain underrepresented in high-level roles across international institutions. Despite progress over the past few decades, women continue to face barriers that limit their access to leadership positions in organizations such as the United Nations (UN), the World Bank, the World Trade Organization (WTO), and the World Health Organization (WHO). This gender gap in leadership is not only a question of fairness or rights but also has implications for the effectiveness and inclusivity of global governance. This essay examines the gender gap in leadership positions in international institutions, exploring the reasons behind it, its consequences, and efforts to address this disparity.

The Gender Gap in International Organizations

International institutions, such as the UN, the World Bank, the WTO, and the WHO, are critical players in shaping policies that affect global peace, development, trade, and health. However, women remain significantly underrepresented in senior leadership roles within these bodies.

  1. United Nations (UN): The United Nations is one of the world’s leading organizations, promoting peace, security, human rights, and sustainable development. Despite its commitment to gender equality, women hold a disproportionately low number of leadership positions within the UN system. As of 2023, women occupy just 30% of senior management positions within the UN Secretariat, and fewer than 10% of peacekeeping roles are held by women. Additionally, the position of Secretary-General, which has the highest level of authority, has never been held by a woman.
  2. World Bank: The World Bank, a major financial institution working to reduce poverty and promote development, has made significant progress in promoting gender equality in its projects and programs. However, at the leadership level, women remain underrepresented. Women hold only about 30% of the senior positions within the World Bank Group, and female representation in top management roles remains limited. This gender gap is particularly concerning given that the World Bank’s mission is to promote global development, and its policies can have a profound impact on women’s rights and opportunities in developing countries.
  3. World Trade Organization (WTO): The WTO plays a crucial role in shaping global trade rules, which directly affect economic growth and poverty reduction. Despite growing recognition of the importance of gender-sensitive trade policies, women remain largely absent from the leadership ranks of the WTO. While women’s economic empowerment is a priority in the WTO’s trade agenda, women hold fewer than 30% of leadership roles. It wasn’t until 2021 that the WTO appointed its first female Director-General, Ngozi Okonjo-Iweala, whose appointment was hailed as a milestone for gender equality in global trade governance.
  4. World Health Organization (WHO): The WHO, responsible for global public health, has made significant strides in promoting gender equality in health policies, yet women remain underrepresented in its leadership. As of 2023, women account for only 25% of senior leadership roles at the WHO. While the WHO’s work on gender equality in health is well-known, with initiatives targeting women’s health, including maternal care and gender-based violence, women’s participation in decision-making positions within the organization is still low.

Reasons Behind the Gender Gap in Leadership

The gender gap in leadership positions in international institutions is not simply the result of a lack of qualified women, but stems from a combination of historical, structural, and cultural factors that disadvantage women in leadership.

  1. Cultural and Societal Norms: Deeply entrenched gender stereotypes and societal expectations continue to affect women’s access to leadership roles. In many cultures, leadership positions are still associated with male traits such as assertiveness and decisiveness, while women are often seen as more suited for supportive or caregiving roles. These stereotypes shape how women are perceived and treated in professional settings, especially in high-stakes international organizations.
  2. Unconscious Bias: Unconscious bias plays a significant role in hindering women’s advancement into leadership roles. Decision-makers, who are often male, may unconsciously favour male candidates over female candidates for senior positions. This bias can affect hiring practices, promotions, and the allocation of opportunities for career advancement, leading to a disproportionate number of men in leadership positions.
  3. Work-Life Balance and Family Responsibilities: The challenge of balancing career and family responsibilities remains a significant barrier for women in leadership. Many international institutions still operate on traditional models that do not accommodate the needs of employees with caregiving responsibilities. Women, more often than men, bear the burden of caregiving roles, which may limit their ability to take on high-pressure, high-responsibility roles that demand extensive travel and long hours.
  4. Lack of Mentorship: Access to mentorship and professional networks is crucial for career advancement, yet women often face difficulties in accessing these opportunities. Men, especially in male-dominated environments, tend to have more informal mentorship relationships and networks, which can provide them with the guidance and support needed to climb the career ladder. Without these networks, women may struggle to gain visibility and access to the same career advancement opportunities.
  5. Structural Barriers: Many international organizations are built on hierarchical structures that can be difficult for women to navigate. These institutions, with their deeply embedded traditions and long-standing power structures, are often slow to adapt to gender equality initiatives. The absence of family-friendly policies, flexible working hours, and institutional support for women also prevents them from attaining leadership roles.

Consequences of the Gender Gap in Leadership

The underrepresentation of women in leadership positions in international institutions has several far-reaching consequences.

  1. Lack of Diverse Perspectives: Decision-making bodies that lack gender diversity are less likely to make policies that reflect the needs and perspectives of the entire population. Women bring unique viewpoints and experiences that are critical for crafting policies that are inclusive and equitable. For example, women often focus on issues such as healthcare, education, reproductive rights, and gender-based violence, which may be overlooked in male-dominated settings. A lack of women in leadership positions limits the breadth and inclusiveness of policy decisions.
  2. Imbalanced Global Policies: International organizations are responsible for shaping policies that affect millions of people worldwide. A lack of gender diversity in these organizations can result in policies that fail to address the specific needs of women. For instance, trade policies that overlook gender considerations can reinforce existing inequalities, while international development strategies may not prioritize women’s economic empowerment. Furthermore, a lack of women in leadership roles at institutions like the UN or WHO may delay or limit progress on crucial issues like climate change, peacebuilding, and health disparities.
  3. Slow Progress on Gender Equality: The gender gap in leadership in international organizations perpetuates gender inequality at a global level. If the leaders of major international bodies are predominantly male, it sends a message that women are not as capable or qualified to hold positions of power. This reinforces societal barriers to women’s leadership and limits progress toward achieving gender equality in both the public and private sectors.

Efforts to Close the Gender Gap

Efforts to close the gender gap in leadership positions in international institutions have been gaining momentum, but much more needs to be done.

1. Gender Parity Initiatives: The UN has committed to gender parity in its leadership roles, aiming for a 50-50 gender balance at all levels of employment by 2028. Several UN agencies, including UN Women, have actively worked to increase the representation of women in senior positions by implementing quotas, mentorship programs, and leadership development initiatives. Other international organizations, such as the World Bank, have also set targets to improve gender representation in their management structures.

2. Inclusive Policies: To make leadership roles more accessible to women, international institutions are beginning to introduce more flexible work policies. These include options for remote work, parental leave, and family support programs that help employees balance career and family responsibilities. By improving the work environment, international organizations can encourage more women to pursue and remain in leadership roles.

Women’s participation in international diplomacy and peace processes has long been limited, yet their involvement is crucial for fostering sustainable peace and effective governance. Across the globe, women have often been excluded from key diplomatic negotiations and peacebuilding efforts, despite evidence that their inclusion leads to more comprehensive and durable solutions. Over the past few decades, international organizations, governments, and civil society groups have recognized the importance of women’s participation in these areas and have made concerted efforts to increase their involvement. This essay explores the efforts to increase women’s participation in international diplomacy and peace processes, the barriers they face, and the progress made toward achieving gender equality in global governance.

The Importance of Women in Diplomacy and Peace building

The inclusion of women in international diplomacy and peace processes is essential for several reasons:

  1. Broader Perspectives: Women bring diverse viewpoints to diplomacy and peacebuilding. Their experiences often differ from those of men, especially in conflict-affected regions, where women may bear the brunt of war’s impact—whether through displacement, sexual violence, or the loss of family members. Including women in peace negotiations ensures that these experiences are represented in the solutions being devised.
  2. Improved Peace Outcomes: Studies have shown that peace agreements are more likely to be sustainable and effective when women are involved. A 2015 study by the Council on Foreign Relations revealed that peace agreements that included women were 35% more likely to last at least 15 years, compared to those without women’s participation. Women are also more likely to advocate for inclusive peace agreements that address issues like gender-based violence, access to healthcare, and women’s economic rights.
  3. Humanitarian Concept: Women, especially those from marginalized communities, often have a deep understanding of the needs of their communities in post-conflict settings. Their involvement in peace processes helps ensure that humanitarian issues such as rebuilding healthcare systems, providing education, and ensuring access to justice for survivors of violence are adequately addressed.

Global Efforts to Increase Women’s Participation

A number of international initiatives and frameworks have been created to increase women’s participation in diplomacy and peacebuilding. These efforts aim to reduce the gender gap in global governance and ensure that women play a meaningful role in shaping peace and security policies.

  • United Nations Security Council Resolution

Adopted in 2000, UNSCR 1325 is one of the most significant international frameworks for increasing women’s involvement in peace and security. The resolution acknowledges the impact of conflict on women and calls for their inclusion in peace negotiations, peacebuilding, and post-conflict reconstruction. UNSCR 1325 encourages member states to ensure that women are part of peace processes, particularly in post-conflict situations, and that gender considerations are incorporated into peacekeeping and peacebuilding missions.

In addition to UNSCR 1325, several follow-up resolutions have reinforced the importance of women’s participation, including UNSCR 1820 (2008), which addresses sexual violence in conflict, and UNSCR 1889 (2009), which focuses on improving the implementation of UNSCR 1325 and calls for better reporting mechanisms. UNSCR 2242 (2015) expanded on these efforts by urging member states to take concrete steps to increase women’s participation in peace and security processes, particularly in decision-making roles.

  • UN Women and Gender Equality Programs

UN Women, established in 2010, is the UN body dedicated to gender equality and the empowerment of women. UN Women works closely with governments and other organizations to implement UNSCR 1325 and promote women’s inclusion in diplomacy and peacebuilding. The organization has supported initiatives aimed at increasing the number of women in peacekeeping roles, as well as developing training programs to prepare women for leadership positions in international diplomacy.

Additionally, UN Women has been a strong advocate for integrating gender perspectives into peace processes. This includes ensuring that women’s rights are a priority in peace agreements and that gender-based violence is explicitly addressed in post-conflict recovery plans. UN Women works with countries to implement National Action Plans (NAPs) on UNSCR 1325, which outline concrete steps for advancing women’s participation in peace and security processes.

  • The Women, Peace, and Security (WPS) Agenda

The Women, Peace, and Security (WPS) Agenda, initiated by UNSCR 1325, has been further advanced by regional organizations, such as the European Union (EU) and the African Union (AU), as well as national governments. The WPS agenda emphasizes the importance of women’s active involvement in peace and security and the need to address the gendered impacts of conflict.

In Africa, for example, the African Union has developed its own framework for promoting women’s involvement in peacebuilding through the African Women’s Decade (2010-2020) and the African Women’s Protocol, which outlines legal obligations for member states to ensure women’s participation in peace processes. The EU has also established a robust policy framework for promoting gender equality in its external actions, including its peacebuilding and diplomatic efforts.

  • Civil Society and Grassroots Movements

Civil society organizations, especially those focused on women’s rights and gender equality, have played a crucial role in advocating for women’s inclusion in diplomacy and peacebuilding. These organizations often work at the grassroots level to empower women and build their capacity to engage in peace processes. Women’s rights groups have mobilized in conflict zones to ensure that women’s voices are heard in peace negotiations and have advocated for the inclusion of women in post-conflict reconstruction efforts.

In countries like Liberia, women’s organizations played a pivotal role in ending the civil war and shaping the post-conflict peace process. Liberia’s Women’s Peace Movement, led by women such as Leymah Gbowee, who later won the Nobel Peace Prize, organized protests and called for the inclusion of women in peace talks, ultimately contributing to the end of the war and the election of Africa’s first female president, Ellen Johnson Sirleaf.

“If Not Me, Who? If Not Now, When? We Need to Stand Up for Women’s Representation and Equality Across All Sector”

By Pratima

Pratima is a first-year law student at Imamul Hai Khan Law College. With a keen interest in global affairs and women’s rights, she has authored an insightful essay on the role of women in global organizations. Through her academic journey, Pratima aims to explore the intersection of law and social justice, particularly focusing on the empowerment of women in leadership roles within international institutions. Her passion for gender equality and her dedication to understanding global governance drive her studies and inspire her contributions to meaningful discussions in the field of law.

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