by Zoe Rose - MAY 3, 2020
Cyberbullying is any form of communication that is aimed at hurting or embarrassing a specific target. From my personal experience, it has been often used in an attempt by the bully to raise themselves above their target and/or discredit the target.
Working within the cybersecurity field, I often provide awareness training focused on ‘demystifying hackers,’ which focuses on identifying the three types of hackers (black hat, white hat, and grey hat) along with classifying the motivations between. I’m not sure who, but someone very cleverly grouped black hat hackers’ (i.e. malicious actors’) motivations into three groups: riches, reputation and ruins. When it comes to cyberbullying, I feel that those motivations hold true, as well. Cyberbullying is, to me, a form of manipulation, belittlement, and targeted abuse meant to cause harm and ultimately benefit the abuser in some way. That could include boosting their ego, but often, it’s directly linked to attempting to ruin the reputation of their target. From my experience, this has been the case for all forms of cyberbullying and online abuse that I have received either from someone I have never met or someone within my every day ‘in real life.’
[Brussels, 16 July] The European Women’s Lobby, IPPF-European Network and Women against Violence Europe, members of the European Coalition to end violence against women and girls, have written an open letter to President of the European Council, Charles Michel, Head of Presidency of the Council, Chancellor Angela Merkel, and EU Heads of State, regarding the MFF 2021-2027 and the EU’s recovery plans. We are calling for their urgent commitment to ensure increased and adequate EU funds to gender equality and the fight to end violence against women and girls.
Last week we welcomed the European Commission’s decision to reverse the 20% cuts to the Justice, Rights and Values Fund. In the spirit of solidarity, we are urging the European Council to echo these commitments to gender equality and eliminating all forms of violence against women and girls.
The U.N. Secretariat headquarters in New York, United States. Photo by: UN Photo / Manuel Elias / CC BY-NC-ND
By Sharanya Kanikkannan // 11 August 2020
It’s no secret that the world of international aid has a lingering sexual abuse problem. While individual organizations bear responsibility for their own failures, the United Nations — a behemoth with a vast and complex system of internal rules and regulations — easily dominates the discussion. It sets the standards that other organizations follow.
Sadly, the U.N. is not up to the job.
The international organization’s internal complaint-management system is particularly impenetrable thanks to the existence of U.N. immunity, which affords a near-total lack of accountability from external laws and oversight. The vast majority of U.N. personnel have “functional immunity,” which means they are immune from legal process but only for “words and deeds” committed in service of their U.N. functions.
Direct Link to Full 30-Page 2020 Publication:
https://publications.iom.int/system/files/pdf/the-gender-dimensions-of-the-labour-migration.pdf
Girls attend a computer class at a high school in Herat, Afghanistan. Photo by: Graham Crouch / World Bank / CC BY-NC-ND
Girls’ Education: How Impact Investing Can Help Girls Shatter the Glass Ceiling
In order to support female talent, all global stakeholders — including philanthropic entities, governments, and investors — need to develop intentional strategies at greater scale of impact that focus specifically on girls’ and young women’s transition from education and learning to employment.
By Henrietta H. Fore, Suzanne Biegel // 10 August 2020
Moringa School in Kenya and Rwanda, a social enterprise built with a blended private and philanthropic financing partnership, has spent the last five years developing a bespoke curriculum for young adult students, both in the classroom and online, that combines skills in software development and data science with essential transferable skills for work.
With a 90% job placement rate for the predominantly female graduates, it’s a bold example of what’s possible and a clear statement of change for the next generation of tech leaders.
