KPG99 INC’s Post

On 25th of January 2021, there was a launch by ODIHR (Office of Democratic Institutions of Human Rights) 1st cohort of ISTAC, International Survivors of Trafficking Advisory Council. On 27th of March 2024 over half of the ISTAC members resigned, due to lack of leadership, sexual misconduct, and contractual abuse. Firstly, I am very thankful for all opportunities I have had in 1st cohort of ISTAC by participating in the development of documents such as Code of Practice for Ensuring the Rights of Victims and Survivors of Human Trafficking, Guidance on the Establishment and Maintenance of National Survivors of Trafficking Advisory Councils (NSTAC), as well as Survivor Informed Indicators for Identification of Victims and Survivors of Human Trafficking and the Inter-Agency Coordination Group against Trafficking in Persons (ICAT) Issue Brief on Ensuring Ethical Survivor Inclusion. My resignation, together with the majority group of other ISTAC members in 2nd cohort which we delivered as a common resignation letter, is not an attempt to take away the credit for all the good work that ODIHR has done and continues with. However, there have been several points of concern that have been pointed out in our common resignation letter. Some of those concerns have been pointed out already after our first meeting in person in the period of 30 June - 2 July 2023 in Warsaw, Poland. I hope that the resignation letter document can be used as a guideline for ODIHR to acknowledge mistakes that have been made in leading 2nd cohort of ISTAC and making adjustments to correct the working environment and leadership approach in how ODIHR uses survivor leaders and their voices in work against human trafficking. My wish to undersign a common resignation letter comes from striving to give better working conditions for remaining members in ISTAC, as well as setting a standard for how survivor leaders should be treated by any representatives of any country, including ODIHR that have the power to guide 57 member counties in work against human trafficking and work with survivor leaders. As I see it, this resignation letter, together with all points of concern that are listed in it, has the same historical impact on putting survivor voices on the map, as it was by establishing ISTAC in 2021. This is the official document that allows correcting ODIHR’s approach to how to work with survivor leaders. As survivor leaders, we have a responsibility to stand for the rights of many survivors around the world, and not only for our own well-being. This document is an example of the fight each survivor leader has to face in demanding the same treatment as any other professional and expert. I hope that ODIHR will use this document well.   You can read resignation letter here: https://lnkd.in/dgsYQAsn #ODIHR #OSCE #ISTAC #InternationalSurvivorsOfTraffickignAdvisoryCouncil Jerome Elam Kelly Tallon Franklin Kelly D. Dr. Suamhirs Piraino-Guzman Tanya Gould Shandra Woworuntu

If you are in the UK and see coverage of this latest “dog whistle” policy from the Conservatives please take a minute to look for the evidence they are relying on when they infer that this addresses a “safety” issue. Good luck. If you find that evidence please let me know … It’s nonsense. It’s a policy that does no good but increases harm through increasing exclusion of an already excluded minority. They quote examples of trans women on women’s hospital wards. That would be the situation that generated ZERO complaints. They talk about trans women in women’s prisons. That would be all of 5 people. More male MPs were investigated for sexual misconduct in the last parliament than the entire population of trans women in women’s prisons. So which community poses a threat here?? Please see this for what it is - evidence free policy making that masquerades as “common sense” but actually does nothing to solve real safety issues. It’s pure “dog whistle” for those voters who find appeal in transphobic policies. PS - for the avoidance of doubt, this post is my personal opinion and does not attempt to state any kind of position on behalf of bp. Just making that clear as I’ve had a couple of questions seeking clarification on that point.

Have you ever come across a survivor of GBV. And you're wondering how to be a professional in handling such a case? Check out what I've put together in this episode " how to react to a survivor of GBV" #ngwanwisolange #forequalityinitiative #unwomen #sdg5

BCP New FirstView paper: Development and initial evaluation of a treatment integrity measure for low-intensity group psychoeducational interventions Full free text at https://buff.ly/3QYQooF @babcp #CBT #CBTworks #PWP

What action are you taking to #EndViolenceAgainstWomen? #16Days #16DaysOfActivism #16DaysOfActivismAgainstGenderBasedViolence #16DaystoENDGBV #16DaysAgainstGBV #NoExcuses #Genderequality #Genderbasedviolence #GBV #SDG3 #orangetheworld

Stand Strong Against #SexualHarassment: Together, We Can Make a Difference. Sexual harassment is a violation of human dignity and respect. In India, it's crucial that we all take a stand to prevent it. By understanding our rights, promoting awareness, and fostering a safe environment, we can create a society where everyone feels secure. Know Your Rights: Familiarize yourself with the laws and policies that protect you. The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 is a powerful tool to ensure safety at work. Raise Awareness: Educate yourself and others about the signs of harassment. Speak up and support victims by encouraging them to report incidents. Create Safe Spaces: Employers must establish internal complaints committees, conduct regular training, and enforce zero-tolerance policies against harassment. Gender neutral policies are encouraged to promote inclusiveness & prevent fake allegations. Comply: Cos need to adhere to provisions of POSH Act & MCA guidelines to avoid penalties. Together, we can build a respectful and safe India. Let's commit to preventing sexual harassment and supporting those affected. In case you need to know more then connect with Hradiance Foundation or Saumin Das.

Proverbs 20:5 (NIV) - "The purposes of a person's heart are deep waters, but one who has insight draws them out." This proverb highlights the importance of insight and understanding in uncovering hidden potential or desires, which aligns with the skill of a recruiter in identifying and engaging with candidates effectively. #talentacquisition #eklabre #executivesearch #humancapital #wisdomwednesdays

Recommendation 16 of the Angiolini Inquiry focuses on the recruitment and retention of women in police forces. What is All Police Jobs doing to help? Our gender bias toolkit, currently being trialled by our subscribers, ensures the language in job adverts is bias-free, attracting a more diverse pool of candidates. Read our blog: https://buff.ly/4agye9B #angioliniinquiry #ladyangiolini #angiolini #womeninpolicing #allpolicejobs

🚀 Exciting Update from USCIS! 🚀 USCIS is set to unveil an updated Form N-400, Application for Naturalization, on April 1, 2024, aligning with the new fee rule. This revamped form is a leap towards a more inclusive and streamlined application process. 🌈 What’s New? Introduction of a Gender X option 🆕 📅 Key Dates: • March 31, 2024: Deadline to submit current online Form N-400. Don't miss out; submit yours to avoid losing progress! • April 1, 2024: Launch of the new online and paper Form N-400. Online drafts in progress will be reset. • June 3, 2024: Only the new April 1, 2024, edition of Form N-400 will be accepted for paper filings. 🔍 Why This Matters? This update signifies a significant step towards recognizing and accommodating the diverse identities within our community. It's essential for applicants and legal professionals to stay informed and prepared for these changes. #ImmigrationLaw #USCISUpdates #DEIA #Inclusion #Diversity #Naturalization