Archive for April, 2009

Introductory Lecture by Evelin Lindner Now Online: Dignity or Humiliation - The World at a Crossroad

Monday, April 27th, 2009

Dear HumanDHS Friend!

Due to the work of Lasse Moer, Chief Engineer of the Faculty of Social Sciences at the University in Oslo, Evelin Lindner’s introductory lecture on humiliation is now online. It is entitled “Dignity or Humiliation: The World at a Crossroad.” Please see the lecture at http://www.sv.uio.no/it/av/PSYC3203-14.1.09.html.

The lecture was held at the Department of Psychology at the University of Oslo (Harald Schjelderups hus, Forskningsveien 3, Auditorium 1, as part of PSYC3203 - Anvendt sosialpsykologi), on 14th January, 2009, 9.15-11.00.

Please see a version of the background text for this lecture in the first issue of the Journal of HumanDignity and Humiliation Studies, March 2007. See an early version of the introductory paper here or at http://ssrn.com/abstract=668742 (this paper’s SSRN ID is 668742).

For more recent papers see, among others, “The Need for a New World,” and, and, since this lecture was given in Norway, “What the World’s Cultures Can Contribute to Creating a Sustainable Future for Humankind,” a
paper prepared for the 11th Annual Conference of Human Dignity and Humiliation Studies (HumanDHS), 23th June-1st July 2008, in Norway. The latter paper hightlights the significance of Norway and Norwegian contributions to world peace.

Special thanks go to the Department of Psychology at the University of Oslo. Without their support, the doctoral project on humiliation that Lindner carried out between 1997 and 2001, as well as her subsequent work to establish Humiliation Studies as a global field, would have been impossible in the past, and their support will be crucial also in the future. Reidar Ommundsen, Jan Smedslund, Astri Heen-Wold, Fanny Duckert, Siri Gullestad, Hilde Nafstad, Rolv Mikkel Blakar, Finn Tschudi, Karsten Hundeide, Anna Louise von der Lippe, Jon Martin Sundet, Carl Erik Grenness, Hanne Haavind, Ellen Hartmann, Nora Sveaass, Salman Tuerken, Else Karin Skjønhaug, Dag Erik Eilertsen, Egil Bergh-Telle, Øivind Magnus Hoff, Carolin Aulie, and all the other dedicated members of the Department of Psychology deserve very special thanks. Furthermore, warm thanks go the the UN section of the Royal Norwegian Ministry of Foreign Affairs, and the Norwegian Research Council for their support and funding.

The video-taping of this lecture has been done by Lasse Moer and Carolin Aulie.

Lasse Moer, Chief Engineer of the Faculty of Social Sciences at the University in Oslo, deserves particularly warm thanks for his untiring support for Lindner’s work since she began with her doctoral research in 1996/7. His support has been and is invaluable. Lindner carried out her field work in Africa in 1998 and 1999 with the help of the instructions and equipment he provided her with. She had never held a video camera in her hands before. Upon her return, they created the film “Humiliation and Coping in War” (see above) from the ca. 10 hours of video material, and a. 100 hours of audio material that Lindner had collected in Somalia, Rwanda, and Burundi. In October 2007, Lasse Moer created a welcome video for the Human Dignity and Humiliation Studies (HumanDHS) network. Together with Carolin Aulie, he not only recorded this lecture. Later he edited it and uploaded it onto the web. Late Donald Klein would be particularly glad about the lecture now being accessible to a wider audience, since he made Lindner promise, in 2006, at the HumanDHS conference in Costa Rica, to find a way to do that.

I hope you enjoy watching this lecture!

Most warmly, and thankfully,

Evelin Lindner
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Evelin G. Lindner, M.D., Ph.D. (Dr. med.), Ph.D. (Dr. psychol.), Social Scientist
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- Founding President of Human Dignity and Humiliation Studies (HumanDHS, http://www.humiliationstudies.org/)
- affiliated with the University of Oslo, Department of Psychology, Norway (please see
http://folk.uio.no/evelinl/, e.g.lindner@psykologi.uio.no)
- affiliated with the Columbia University Conflict Resolution Network, New York (egl2109@columbia.edu)
- affiliated with the Maison des Sciences de l’Homme, Paris
- teaching, furthermore, in South East Asia, the Middle East, Australia, and other places globally (please see
http://www.humiliationstudies.org/whoweare/evelin.php)
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Jobs in Dispute Resolution

Monday, April 27th, 2009

Dear HumanDHS network friends

Please find below a range of Jobs open in dispute resolution.

Kind regards
Brian Ward

Jobs in Dispute Resolution

Construction ADR Specialist, Construction Dispute Resolution Services, LLC (CDRS), Nationally
Construction Dispute Resolution Services, LLC (CDRS) is one of the leading ADR Providers specifically for the construction industry with over 250 construction ADR Specialists located in all 50 states, Washington DC and in several foreign countries. CDRS specializes in construction mediation, arbitration, expert services and has special ADR programs that expand on the traditional Dispute Review Board concept. CDRS is well-known for their new and innovative ADR processes that have been developed and conceived by CDRS. All individuals who have a construction background or attorneys with a construction law background are invited to join either the “National or International Panels of Construction ADR Specialists”. There are no fees to join CDRS and CDRS does not require exclusivity which will allow you to serve on other panels or practice your ADR skills through your own firm or organization. CDRS offers three training programs: a two-day Arbitration Training Course, a one-day Dispute Review Board Training Course and a one day Advanced ADR Training Course. Additional information on CDRS and its programs can be found on the CDRS website www.constructiondisputes-cdrs.com. Interested parties should personally contact Mr. Peter Merrill, CDRS President and CEO at 888-930-0011. CDRS is headquartered in Santa Fe, New Mexico, which is on Mountain Standard Time. (Please do not contact CDRS unless you have the required construction background.)

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ADJUNCT PROFESSOR, GRADUATE PROGRAM IN CONFLICT RESOLUTION, GEORGETOWN UNIVERSITY,n WASHINGTON, DC
The Georgetown University Graduate Program in Conflict Resolution seeks an adjunct professor to teach in the areas of conflict resolution theory, ethnic conflict, armed conflict and research methods. For details, e-mail colemanl@missouri.edu. Application deadline: May 15.

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LANGDON FELLOWSHIP, MORITZ COLLEGE OF LAW PROGRAM IN DISPUTE RESOLUTION,COLUMBUS, OH

The Mortitz College of Law Program in Dispute Resolution seeks a fellow who will act as the clinical staff attorney. For details, e-mail colemanl@missouri.edu. Application deadline: June 12.

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Executive Director, Community Mediation, Inc. (CM), New Haven CT
Community Mediation, Inc. (CM) is a nonprofit organization committed to promoting peaceful communities and just relationships by enabling individuals, families, organizations and communities to resolve their conflicts themselves through mediation, dialogue, training, facilitation and education. CM is seeking an energetic and visionary Executive Director who will lead the organization to the next level of growth and development.
The Organization: Founded in 1980 in New Haven, Connecticut, CM has grown from a small neighborhood organization into a leader in nonprofit mediation and facilitation services in Connecticut. Located in the center of New Haven, CM works closely with state and local agencies, foundations, and other community organizations to provide mediation, facilitation, and training in the courts, in schools, and throughout a multi-racial, multi-cultural urban community.

CM’s three program areas—mediation, dialogue and facilitation, and training and education—are united in their vision of community-building in New Haven and the region.

CM’s principal mediation programs include:· Adult and juvenile court referrals of minor criminal cases for resolution through mediation between defendants and victims
· Housing programs, including mediation between landlord and tenants to prevent evictions and provision of security deposits to help families obtain permanent housing
· General mediation, including neighborhood disputes, parent-teen disputes, and others

Dialogue and facilitation programs include:· The Dialogue Project, which facilitates small-group dialogues on immigration, racial and ethnic equity, and other charged issues in New Haven’s diverse community· The Network for Civic Engagement Through Dialogue, Deliberation and Story, which coordinates the efforts of a number of local agencies to increase civic engagement and awareness through techniques such as dialogue, deliberation and story Training programs include:· Conflict resolution and mediation training for adult volunteers· Facilitation training· Peer mediation training in schools
CM is overseen by a Board of Directors consisting of 13-15 members, all of whom have experience in mediation and related areas and share a commitment to CM’s community-building mission. The Executive Director is the organization’s chief executive officer, reporting directly to the Board, and responsible for the design, development, analysis, evaluation and implementation of the policies, goals and priorities set by the Board. In addition to the Executive Director, CM has ten employees whose work is supplemented by more than 50 trained volunteer mediators and facilitators. The FY2009 operating budget is approximately $860,000, and includes substantial funding from the State of Connecticut, the City of New Haven, foundations, corporate sponsorships, and individual donors.

Opportunities and Challenges for a New Leader: CM has been ably led for more than 20 years by the retiring Executive Director, who has succeeded in establishing a strong and stable organization that is known and trusted in New Haven and around the state and region. The challenge and opportunity for the new Executive Director will be to build on the successes of the past and provide creative leadership for new ways of achieving CM’s mission into the future.

The Board envisions that the work of CM for the next three to five years will include:
· increasing recognition of CM as a community-building resource
· designing and implementing rigorous and ongoing systems to evaluate programs· expanding systems to utilize volunteer energy to promote our mission
· guiding the organization through the fiscal challenges of these economic times
The Ideal Candidate: The ideal candidate’s personal and professional characteristics will include:
· demonstrated commitment to mediation as a better way to resolve conflicts, and experience and skill as a mediator , demonstrated leadership skills, including articulating a vision and designing and implementing strategies to achieve that vision
· excellent communication and facilitative leadership skills, including engaged listening and consensus building
· skill at motivating others to achieve and contribute, and increasing the effectiveness and cooperation of the staff team and partner organizations
· strong organizational and planning skills
· experience in working in a diverse, multi-cultural and continually evolving environment · experience in developing and managing organizational budgets of comparable size
· experience prioritizing and deploying resources in light of needs, and making sound fiscal and mission-based decisions
· success in securing and administering grants, including hands-on experience in grant application writing
· demonstrated skill in fundraising, including one-on-one donor solicitation, demonstrated success at developing and maintaining positive board relationships and external partnerships
· demonstrated ability to develop and cultivate relationships with key constituent communities and other external stakeholders, experience communicating with widely diverse audiences, in both written form and oral presentations.

Experience with community mediation and/or a related graduate degree are strongly preferred.
To apply, please send a current resume, together with a cover letter explaining your interest and what you believe you can bring to the organization, to:
Community Mediation ED Search Committee, c/o Martha Murray, 383 Orange Street
New Haven CT 06511, Marthamurray[@]snet.net
Applications should be submitted by mail or email no later than May 15, 2009.

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Program Director, Training and Policy, Center for International Development and Conflict Management; University of Maryland, College Park, MD
Deadline: May 11, 2009 Salary: low- to mid-50s. Full University of Maryland benefits package. Education: Bachelor (BA, BS, etc.) Location: College Park, Maryland, 20742, United States
Position Overview: The ICONS Project seeks a full-time person to manage its growing portfolio of simulation-based training programs. ICONS’ interactive trainings/workshops are well-known for their use of computer-based tools and complex role-play simulations as a centerpiece of the participant experience. The ICONS Project is the training arm of CIDCM. The Program Director will report directly to the Director of the ICONS Project and will be supported by the ICONS Coordinator and technical staff. She/he will be based in our offices at the University of Maryland, but should have the flexibility to travel to deliver multi-day, off-site trainings in the mid-Atlantic area and beyond every 4- to 6 weeks.
Duties: Manage ICONS Project training activities, serving as point of contact for existing clients and coordinating their training needs. Act as facilitator, or co-facilitator, for training workshops.

Actively pursue new opportunities with potential government and corporate clients, both domestic and international. Customize course content for new clients and work with ICONS staff to develop online and face-to-face simulation exercises for use in these trainings. Provide oversight and tracking on program budgets and projects. Be responsible for recruiting and training new trainers, and oversee logistics related to training sessions.
Additional Qualifications: BA degree required; post graduate work in conflict resolution, international relations, public policy, organizational development, public administration, education, curriculum design, or related field preferred. Three years experience in the design and delivery of professional training programs in the field of negotiation, conflict management, and/or leadership.
Experience in the assessment of research and its adaptation to simulations and case studies in training or policy workshop settings. Experience working with the federal government and/or corporate clients. Demonstrated success in the identification of new corporate clients and/or funding sources. Desired Skills: Excellent verbal, written, and interpersonal skills. Ability to engage diverse audiences in learning. Demonstrated initiative, creativity, and strategic thinking.Ease in adapting research for training applications. Comfortable with standard office/presentation software. Willingness to accept constructive feedback and flexibility to adjust to client needs.Detail oriented.
How to Apply: For best consideration, send cover letter and resume to ICONS[@]gvpt.umd.edu by May 11, 2009. Please put “ICONS Program Director” in the subject line of your email. For more information on ICONS and ICONS simulations, go to www.icons.umd.edu.

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Civilian Response Corps Positions, Department of Justice, Location Varies
The Office of the Coordinator for Reconstruction and Stabilization is pleased to announce the opening of two Civilian Response Corps-Active positions within the Department of Justice.
We anticipate posting more CRC-Active positions shortly (located within USAID, DOJ, and DOS/INL). We also have a contract Office Management Specialist position and a contract HR Specialist position posted, located within S/CRS Headquarters.
Please click http://rs6.net/tn.jsp?et=1102550250241&s=601&e=001gJj8×2AKokbg-_QPhmKe260wPo_aNav2pUIAq7ibiNcB6HB-nBGG4l1LCBR962ZdpG_0burgiyd41L1j3iGK3eF-hIsloLyZeKa1XoX6qiX5_vlfJOcVrbhC48SEoKfsfCPhpDkO-zg0U7JhnRV9sMddXscsOUhgIHPaBZFAgX7q52DH8kyP4StQNZeh6geP to view our vacancies page.

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Executive Director, Nonviolent Peaceforce, Brussels, Belgium
Deadline: May 15, 2009 Nonviolent Peaceforce (NP), a dynamic global, non-governmental organization with more than 100 staff worldwide which recruits, trains and deploys an unarmed civilian peacekeeping force, is seeking an Executive Director. This ED will work from NP’s international office in Brussels, Belgium. Responsible to the International Governance Council, s/he will provide overall strategic leadership and manage NP’s global work including implementation of NP’s Long-term Plan, organizational development, coordination of fundraising efforts, and acting as the NP spokesperson.

The successful candidate for this position will possess most (but likely not all) of the following skills and experience:A minimum of three years experience as director/CEO of an international organization - NGO experience preferred; corporate and government experience considered relevant. Excellent fundraising skills. Experience working, living, and raising money in multiple countries. Excellent staff and budget management skills. Excellent multi-cultural communication and management skills. Working knowledge and/or experience with United Nations, governmental entities and large-scale granting organizations. Excellent public speaking and presentation skills. Understanding of unarmed civilian peacekeeping or human protection in conflict situations; practical experience an advantage. Understanding of complex international dynamics and politics and their impacts on local conflict situations, vulnerable communities, and individuals. Fluency in English plus at least one other language. Masters degree (equivalent) or higher formal education in related field, or extensive international field, conflict and leadership experience in lieu thereof . Ability to understand, articulate, and commit to nonviolence, to actively support the vision of the Nonviolent Peaceforce, and to hold staff accountable for upholding that vision in their daily work practice. Ability and willingness to travel, including to conflict areas

Especially seeking candidates who are women or from the Global South.

The full time position offers a salary range beginning at 75,000 Euros with benefits according to Belgium standards. Deadline for applications: 15 May 2009. In-person interviews for short-listed candidates will occur in Brussels in July. The position has a starting date in September 2009.

To apply:Send your CV and cover letter to Donna Howard dhoward[@]nonviolentpeaceforce.org. Please include in your cover letter the following information:

1. As a global organization with staff, field teams, funders, and strategic partners from all over the world, multi-cultural fluency is a critical skill-set for the new International Executive Director. Please describe the cross-cultural life and work experiences that have contributed to your ability to work successfully in a multi-cultural environment. Include a list of languages in which you are fluent. 2. Our mission is to build a large-scale trained, international civilian nonviolent peaceforce that is sent to conflict areas to prevent death and destruction and protect human rights, thus creating the space for local groups to struggle nonviolently, enter into dialogue, and seek peaceful resolution. How has your training and background prepared you to lead an organization with this mission? 3. In describing your leadership experiences, please include size of staff supervised, size of budget managed, and location(s) in which organization worked.

To view this announcement and other information: www.nonviolentpeaceforce.org - Look for the link entitled “Executive Director Job Opening” and links to Long Term Plan and organizational structure web pages.

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Program Specialist, Bureau for Democracy, Conflict and Humanitarian Assistance Office of Civilian Response (OCR), Locations Vary
This position is located in the Bureau for Democracy, Conflict and Humanitarian Assistance (DCHA), Office of Civilian Response (OCR), and serves as a Program Specialist, responsible for planning, managing and overseeing all knowledge management programs within OCR, the Civilian Response Corps (CRC) , and the Civilian Deployment Center (CDC). Provides expert analysis in the assessment and improvement of knowledge management program effectiveness or the improvement of complex knowledge management processes and systems. Writes knowledge management policies and procedures; works with Chief Information Officer and USAID’s management to maintain or improve knowledge management activities; and works to refine CRC’s communications technology.
Manages special knowledge management projects for OGRE (?) and interagency R&S activities. Prepares reports and/or written analyses regarding USAID policies and positions on knowledge management matters as pertaining to R&S missions. Performs surveys, studies, and evaluations to measure and improve program operations and results.
Provides advice and guidance, including interpretations, opinions, and decisions, regarding knowledge management programs or policies. Consultations involve assessment of knowledge management programs or policy conditions, phenomena, or anomalies. Prepares reports and/or written analyses regarding USAID policies and positions on knowledge management matters as pertaining to R&S missions.
Manages the lifecycle of an information technology project from concept development through implementation. Identifies customer requirements, develops technical approaches, and coordinates project resources related to project costs and schedules. Analyzes information systems requirements for R&S misisons, and integrates subsystems; integrates systems analysis, software development and database administration into the project plan for OCR and CSI.
http://jobsearch.usajobs.gov/getjob.asp?JobId=80103586+&AVSDM=3%2F27%2F2009+2%3A40%3A34+PM&TabNum=2&rc=4

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Lecturer in Peace and Conflict Resolution, School of Political Science and International Studies at the University of Queensland, St Lucia, Queensland, Austrailia
The School of Political Science and International Studies at the University of Queensland is at the forefront of teaching and research in Australia and is looking to fill a Lecturer position for a fixed term of 3 years, in the area of Peace and Conflict Resolution.
The Role: In the role of Lecturer, you will be expected to teach into the International Relations and Peace and Conflict Studies majors in the area of Peace and Conflict Resolution at the Undergraduate level and into the masters programs in International Relations and Peace and Conflict Studies at Postgraduate level. The role also requires a commitment to a high standard of research output. The online position description may be found here (PDF file): http://www.uq.edu.au/jobs/2009documents/sbs/3006208.pdf

The Person: You should possess a PhD in Peace and Conflict Resolution, International Relations, Political Science or a cognate discipline. Remuneration: The position is full-time for a fixed term of 3 years at Academic Level B. The remuneration package will be in the range of $70,968 - $84,275 per annum, plus employer superannuation contributions of 17% (total package will be in the range of $83,033 - $98,602 per annum). Contact: Obtain the position description and selection criteria online or contact by email g.whitehouse@uq.edu.au. Send applications to the Human Resources Consultant, Faculty of Social and Behavioural Sciences, The University of Queensland, St Lucia, Qld 4072, or email applications[@]sbs.uq.edu.au Closing Date for Applications: 1 May 2009
Reference Number: 3006208

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Conflict Management Trainer/ Facilitator/Mediator, Meta-Culture, India
Meta-Culture is the only integrated dispute and relationship management consulting group in the Indian subcontinent. We are two companies: Meta-Culture Consulting (MCC), our corporate and social consulting business, and Meta-Culture Dialogics (MCD), our non-profit center that works in the community space. Our consultants help organizations, communities and individuals manage both internal and external disputes. A pioneering organization based in Bangalore, India, Meta-Culture takes pride in a very lively and unique work culture, intellectual rigor, creativity and the highest professional standards. The work we do is challenging and, for the right people, extremely fulfilling. Meta-Culture seeks an experienced trainer, facilitator and mediator to deliver training programs, facilitate dialogue and conduct interventions in the field of Conflict Management and allied subjects. Your primary responsibilities will include: Client management and liaison with multinational companies and various· social sector organizations in India and abroad. Conducting innovative training programs in the areas of Conflict· Management, Mediation, Negotiation, Cross-Cultural Communication, Critical Thinking, Creativity and Innovation. Conducting diagnostics interviews, focus groups and needs assessments for· training and consulting projects. Preparing concept notes and recommendations for assessments and· interventions. Mediating disputes in the workplace and community.· Managing projects through their entire life cycle.· Your secondary responsibilities will include: Assisting in the delivery of community dialogue initiatives.· Designing and implementing conflict analysis tools.·

Assisting in intervention in complex social sector disputes.· Contributing to internal learning and development initiatives· QUALIFICATIONS You should have: A Masters Degree, preferably in Dispute Resolution, with 3-5 years· experience in training, facilitation, and mediation or a Bachelors degree with 5+ years experience in training, facilitation, and mediation. Practical knowledge and experience conducting conflict assessments and/or· developing conflict assessment tools. Effective project management skills.· International exposure–minimum of 1 year living abroad, preferably in a· developing country. A high level of comfort communicating with senior corporate and political· officials.

We prefer you are: Extremely fluent in written and spoken English.· Confident, organized and articulate.· Able to multi-task and manage stress.· Open and willing to work in an urban environment that while mostly English· speaking can be culturally and socially challenging to some. Open to reflection, introspection and learning about yourself.· Not conflict avoidant, but are willing and able to talk constructively with· people with whom you disagree. Open to continuous learning and eager to try out new skills and concepts in· the field. Open to the unique culture we are trying to create at Meta-Culture and· helping us grow as per our vision. Very well informed about the world.· Fluent in an Indian language; French or Spanish would be an advantage.·

COMPENSATION and LOCATION Meta-Culture does not receive any funding from governmental, corporate or philanthropic institutions. Our only income is generated from fee-for-service work. You will be paid in local currency and will earn a modest salary based on local living standards, which will enable you to live comfortably in this thriving city. As we are the only professional dispute management organization in the subcontinent, the opportunities for learning and development in your career will be extraordinary. Meta-Culture is moving towards becoming an employee-owned company and when these policies are put in place you will be eligible for the same. You must be interested in relocating to India for at least 24 months.

CONTACT US Please send your resumé and a cover letter stating why you would like to work for Meta-Culture to: Rachel Burks, Email: Rachel[@]meta-culture.in Or call: +91-80-4152-4785/+91-80-4117-2421 Check us out at: www.meta-culture.in and www.meta-culture.org

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Mediator/Investigator I/II, Ventura County Courts, Location Varies (CA)
The list established from this recruitment will be used to fill present and future regular full-time and part-time positions at Ventura, Simi Valley or Oxnard court locations.

Under the direction of the Family Court Services Program Manager and Supervisor, and consistent with the requirements of the California Family Code, Probate Code, and State and Local Rules of Court, this position:Conducts child custody and visitation mediations, and prepares related evaluations; Conducts initial and review investigations connected with Guardianships and Conservatorships; Prepares reports and recommendations for the Court, and testifies, in connection with the work described above.
Distinguishing Characteristics: The Court Mediator/Investigator classification differs from other social services, mediation, and investigation roles in that the mediator/investigator are employed by the Superior Court and, consistent with applicable laws, must not only carry out their responsibilities with objectivity and fair-mindedness, but also with due regard for fostering the bests interests of the children and adults that are the focus of their work. The classifications of court mediator/investigator I and II are differentiated by years of court mediation and investigation experience and job performance. Essential Duties: Identify, gather and assess relevant information through office interviews and field investigation with parents, children, other family members, medical and mental health professionals, child and adult protective services workers, school administrators and teachers, law enforcement personnel, and others. Mediate custody/visitation disputes, and prepare custody/visitation evaluations, reports, agreements and recommendations.Conduct investigations for new petitions for Guardianships of minors and Conservatorships of adults, and for periodic reviews, and prepare reports and recommendations.Provides testimony in court. Utilize objective, analytic, and evaluative thinking, exercise sound independent judgment within general policy guidelines, and consult with supervisors and peers when appropriate. Effectively utilize the professional knowledge, skill, and experience described in the qualifications section below.Understand, interpret, explain and apply a wide variety of complex, specialized behavioral, psychological and legal information. Maintain confidentiality of Court documents and records. Communicate clearly, concisely, and effectively in English, both orally and in writing. Exercise tact, objectivity, sensitivity, discretion, courtesy and judgment in handling highly emotional issues situations with a variety of people from a variety of socio-economic and cultural backgrounds. Establish and maintain effective working relationships with judicial officers, Court and County employees, members of the public and others encountered in the course of work. Manage time and work so as to complete multiple concurrent assignments within established deadlines. Work in any of the Court locations, and conduct field investigations.
Other duties as assigned.

Minimum Qualifications & Knowledge/Skills/Abilities: LEVEL I: EDUCATION:
Master’s degree from an accredited institution in psychology, social work, marriage, family and child counseling, or other behavioral sciences substantially related to marriage and family interpersonal relationships.
EXPERIENCE: At least two (2) years experience in counseling or psychotherapy, or both, preferably in a setting related to the areas of responsibility of the Family Law Court and with the ethnic population to be served AND ability to use a personal computer, and proficiency with word processing software. Additional education or experience may substitute for knowledge requirement described below, in the sole discretion of the Court.
LEVEL II: EXPERIENCE REQUIREMENTS: In addition to the requirements for Level I, a minimum of one (1) year as a Court Mediator/Investigator. DESIRABLE QUALIFICATIONS: Current California license as a LCSW, MFT, or Psychologist, or a Doctorate in Psychology. The ability to speak a second language, especially Spanish.
KNOWLEDGE/SKILLS/ABILITIES:Knowledge of the California Court system and family law procedures; relevant community resources; adult psychopathology and the psychology of families; child development, child abuse, effects of divorce and domestic violence on children, and other clinical issues relating to children sufficient to enable assessment of the mental health needs of children.
PHYSICAL REQUIREMENTS WITH OR WITHOUT REASONABLE ACCOMMODATIONS: To be able to legally drive or the ability to utilize an alternative method of transportation when needed to carry out job-related essential functions including field investigations to any of the court or other offsite locations. Strength, dexterity, coordination and ability to use a keyboard and computer peripherals for a long period of time. Strength, dexterity, and coordination to handle files and single pieces of paper on a regular basis. Occasional lifting of objects weighing up to 25 lbs., such as files, stacks of papers, binders, references, and other materials. Visual acuity over extended periods of time sufficient to permit rapid review of sometimes voluminous court files and other documents, and use of a computer screen. Ability to orally communicate (speaking and hearing).
Work Environment: Requires movement within, and travel to, courthouses and private residences, hospitals, residential care facilities, and other locations where parties, witnesses, or other information may be obtained. Constant interruptions, with high volume of telephone and personal interaction. Duties are performed primarily indoors and involve a great deal of public contact. Shared office environment with varying degrees of hot and cold air. Requires occasional exposure to dust.

Examination Process: To Apply: Please visit our website at www.ventura.courts.ca.gov to submit an online application. Application Evaluation- Qualifying: All applications will be reviewed to determine whether or not the stated requirements are met. Those individuals meeting the stated requirements will be invited to continue through the screening and selection process. Supplemental Questionnaire: All applicants are required to complete the Supplemental Questionnaire for this examination. The Supplemental Questionnaire may be used throughout the examination process to assist in determining each applicant’s qualifications and eligibility for the position. Oral Examination: A job-related oral examination will be conducted to evaluate and compare participating candidates’ knowledge, skills, and abilities in relation to those factors which job analysis has determined to be essential for successful performance of the job. Candidates must earn a passing score of seventy percent (70%) or higher to qualify for placement on the eligible list. The oral exams will be conducted continously until filled. Practical Examination: A job related practical examination will be given to qualifying candidates to test their knowledge, skills, and abilities to perform the job. Candidates will be given a pass/fail score. The practical exam will be administered at the time of the oral exam.
Eligible List: Candidates successfully completing the examination process will be placed on an eligible list per Court Personnnel Rules and Regulations Article 7.
Personal Qualifications: All applicants must possess the personal qualifications generally recognized as essential to being an outstanding public employee, including integrity, initiative, dependability, courtesy, good judgment and ability to work with others as a team and follow instructions.
Background Investigation: Candidates will be subject to a thorough background investigation, which may include inquiry into past employment, education, credit, criminal, and driving record, depending on the position. SALARY LEVEL I - $1,984.06 - $2,876.50 Biweekly SALARY LEVEL II- $2,103.14 - $3,049.14. Superior Court of California, County of Ventura Address: 800 South Victoria Avenue, Hall of Justice Mailing Address: PO Box 6489 Ventura, California 93009-6489 Map/Directions Phone: (805) 477-7236 Web Site: http://www.ventura.courts.ca.gov/venturaMasterFrames16.htm

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ADR Mediator, Equal Employment Opportunity Commission, Oklahoma City OK
The Equal Employment Opportunity Commission (EEOC) is comprised of dedicated individuals serving to enforce Federal laws prohibiting employment discrimination. Come, join us! Conduct mediations of employment discrimination complaints filed under the statutes enforced by the Commission.SALARY RANGE: 67,613.00 - 87,893.00 USD per year OPEN PERIOD: Friday, April 17, 2009 to Thursday, April 30, 2009 SERIES & GRADE: GS-0301-12 POSITION INFORMATION: Full Time Career/Career Conditional WHO MAY BE CONSIDERED: United States Citizens MAJOR DUTIES: Counsel potential mediation participants and their representatives regarding mediation to enable them to make informed decisions. Brokers and schedules the mediation and ensures all steps and documentations are complete. Mediates disputes arising under Title VII of the Civil Rights Act of 1964, as amended, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), and other related federal statutes.

Full Description: http://jobsearch.usajobs.opm.gov/getjob.asp?JobID=80506127

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Case Coordinator II-Tompkins County, Community Dispute Resolution Center, Ithaca NY
General Responsibilities:The Tompkins County Case Coordinator II has primary responsibility for case coordination in Tompkins County and a share of case coordination in Chemung and Schuyler Counties. S/he is responsible for volunteer scheduling and reporting. S/he is a member of CDRC’s Mediation Case Coordination Team and is supervised by the Program Director.
Specific responsibilities: Screen inquiries for service, both over the phone and in person:Provide basic information on agency services; Determine appropriateness of case for mediation; Make referrals to other agency staff or other community resources; Coordinate all aspects of agency casework adhering to policies and procedures including: Intake; Completion of information in DRCMS (agency database); Contact and information to all parties; Contact with referral source; Contact with parties and mediators following mediation; Case Closure; Prepare monthly case report; Schedule volunteer mediators; Develop and manage mediator slot scheduling for the Tompkins County office; Schedule parties for mediations; Contact with mediators for status of their slot schedule; Contact with parties and/or mediators for session reminders; Produce monthly mediator report ; Track mediator check-ins and in-services; Participate in community education for the agency. Serve as a mediator (at least 3 times per year) and participate in mediator in-service (at least 6 hours per year). Participate in agency planning and staff meetings. Work with supervisor on professional goal setting and development. Participate in self-reflection as it pertains to all of the above items (at least twice per year). Other duties and tasks as assigned by the Program Director.

Minimum Qualification: Graduation from an accredited college or university with a four year degree in communication, human services or related field and two years’ experience in case coordination or related work; Graduation from an accredited college or university with a two year degree in communication, human services or related field and two years’ experience in case coordination or related work; Any equivalent combination of training and education sufficient to indicate ability to perform the job.

Required knowledge and skills: Abillity to work independently and as a smooth-functioning member of a team; Excellent verbal and written communication skills, including experience with public speaking; Experience in case coordination;

Ability to handle confidential information; Good organizational skills, including attention to detail and the ability to manage a variety of tasks at the same time; Computer literacy, especially with word processing and database programs; Valid Driver’s License and access to a vehicle. Preferred but not required: Experience with mediation and/or cooperative conflict resolution; Knowledge of various community resources and the skills needed to network with them, especially in Tompkins County; Ability to work occasional evenings and weekends.; Notary Public Requirements Experience in case coordination. Strong communication, organizational skills.

120 W State St Ithaca, NY 14850. Phone: 607.734.9087 Ref ID: 1320484 Application at: http://www.cdrc.org/files/all/cdrc_employment_application_1.pdf
Temporary, possibly permanent full time position with excellent benefits. Deadline to Apply April 30, 2009. Position is full time temporary (35 hours per week) with benefits. Base Pay is $22,000. Position is non-exempt.

———
Lecturer in Dispute Resolution, Southern Methodist University, Dallas, TX
The Annette Caldwell Simmons School of Education and Human Development at Southern Methodist University seeks a lecturer in dispute resolution, position #00052623, in the Department of Dispute Resolution and Counseling for the academic year 2009-10.
Principal responsibilities include but are not limited to:* Teaching multiple courses intrinsic to the SMU Dispute Resolution core requirements: Mediation, Negotiation, and general Alternative Dispute Resolution practices.* Assisting and advising students, providing academic program plans and guidance Desired qualifications include:* A terminal degree in a relevant discipline, Ph.D, JD or equivalent required* Substantial, teaching experience, expert presentation skills.* Strong organizational, time management and personnel management skills* Heavy practical experience as a professional in the field* The preferred candidate will have in-depth experience in the Healthcare and Dispute Resolution field as well as corporate arenas* Positive, quantifiable feedback as an instructor or adjunct.
This is a non-tenured appointment that is renewable annually. Salary is commensurate with qualifications and experience. Interested candidates should submit a letter of application, curriculum vitae, examples of syllabi, official graduate transcripts, and three letters of reference that specifically address teaching expertise to: Chair, Selection Committee, Department of Dispute Resolution and Counseling, P.O. Box 750900, Dallas, Texas 75275

Emily Menn, Esq.
Director of Education & Professional Development
New York State Dispute Resolution Association
518.687.2240 x 209
cell: 518-207-7285
emily[@]nysdra.org
emily.menn@gmail.com

New Paper: Social Inclusion and the Democratic Character

Monday, April 27th, 2009

Dear HumanDHS network friends

Please find below information on a paper: Social Inclusion and the Democratic Character.

Kind regards
Brian Ward

New Paper: Social Inclusion and the Democratic Character

A new paper by Dr. Stein, “Social Inclusion and the Democratic
Character” explores Alfred Adler’s ideal of the democratic character
and the implications of this for social inclusion: for child rearing,
education, and the work place. A “Levels of Functioning” chart
investigates how a community of optimally functioning individuals
would represent the antithesis of social exclusion. To read the
paper, go to
http://ourworld.compuserve.com/homepages/hstein/inclusion.htm.

The author extends his appreciation to Jane Pfefferlé and Erik
Mansager for their editorial assistance in transcribing recorded
segments of an original lecture, and adding their notes from our our
conversations, during their Distance Training in Classical Adlerian
Psychotherapy.

Publisher: Alfred Adler Institute of Northwestern Washington
Location: Bellingham, Washington, USA
Date: Original - 4/16/09; revised - 4/18/09

=======================================
Henry T. Stein, Ph.D., Director & Senior Training Analyst
Alfred Adler Institutes of San Francisco & Northwestern Washington
Distance Training in Classical Adlerian Psychotherapy
Web site: http://ourworld.compuserve.com/homepages/hstein/
E-mail: HTStein[@]att.net
Tel: (360) 647-5670

Call to Boost Mediation Capacity for Dispute Settlement

Monday, April 27th, 2009

Dear HumanDHS network friends

Please find below an article reporting the call to increase mediation capacity by UN Secretary-General Ban Ki-moon.

Kind regards
Brian Ward

UN must boost mediation capacity for dispute settlement, says Ban – (9 April 2009)

With the peaceful settlement of disputes a key element of the United Nations’ mission, the world body’s mediation capacity – which is thwarted by the limited number of experienced mediators and the lack of sufficient financial resources – must be bolstered, Secretary-General Ban Ki-moon has said.
“Too often in the past, mediators have been dispatched without the full benefit of specialized training and background information, giving United Nations efforts an ad hoc quality too dependent on trial and error,” he wrote in a report to the Security Council made public today.

Many of the already-small group of experienced mediators have retired or left the world body, and the few training schemes aimed at enhancing the skills of UN staff are dependent on voluntary funding while there are no such programmes for senior mediators, Mr. Ban added.

In its recent decisions, the General Assembly has called for the creation of a Mediation Support Unit.

The Secretary-General, in his report, emphasized the need for early UN engagement to strengthen conflict prevention and resolution; increasing support for mediators; developing the next generation of the world body’s mediators; and integrating mediation support into UN field missions.

The Security Council is scheduled to hold an open debate on the issue next Tuesday.

Creating the Cosmopolitan City: Manchester Migrants Old and New

Monday, April 27th, 2009

Dear HumanDHS network friends

Please find below an invitation to attend workshops on Creating the Cosmopolitan City: Manchester Migrants Old and New.

Kind regards
Brian Ward

Creating the Cosmopolitan City: Manchester Migrants Old and New
The Research Institute for Cosmopolitan Cultures (RICC) invites you to attend its two upcoming workshops for the series

Creating the Cosmopolitan City: Manchester Migrants Old and New, to be held at the CUBE Gallery on Wed 22 April and Wed 27 May.

These workshops have been developed in order to challenge the view that immigrants and refugees must be integrated into Manchester.

Instead, these workshops take the perspective that it is immigrants and refugees that have integrated Manchester into the world. By examining these topics we argue that in the past and present immigrants and refugees have been central in the building of Manchester into an urban society that is linked to the rest of the world. That is to say, immigrants and refugees have and do connect Manchester globally through their contributions to its industry, business, arts, culture, and daily interactions within urban spaces.

To the extent that Manchester can claim to be cosmopolitan (open to the world), it is because of these contributions from immigrants and refugees.

Creating the Cosmopolitan City is supported by the EU Commission, the Research Institute for Cosmopolitan Cultures (RICC), the Jean Monnet Centre of Excellence (JMCE) and the Migration and Diaspora Cultural Studies Network (MDCSN).

For more information and to register, please visit:

http://www.socialsciences.manchester.ac.uk/ricc/events/migrants/index.html

Call for Authors: Genocide of Indigenous Peoples

Monday, April 27th, 2009

Dear HumanDHS network friends

Please find below a call for authors for a publication on genocide of indigenous peoples.

Kind regards
Brian Ward

Call for Authors:

Volume on Genocide of Indigenous Peoples in Genocide: A Critical
Bibliographical Review

Samuel Totten (University of Arkansas, Fayetteville) and Robert
Hitchcock (Michigan State University) are seeking potential
contributors to Volume 8 of Genocide: A Critical Bibliographic Review
(New Brunswick, NJ: Transaction Publishers).

FOCUS OF VOLUME 8: Genocide of Indigenous Peoples

Among the topics/issues authors are needed for are:

Efforts of indigenous groups, nongovernmental organizations,
intergovernmental organizations to combat ethnocidal and genocidal
tendencies/actions

The Tasmanian Genocide

The Ache: Genocide? Ethnocide? Or?

IGBO: Genocide? Ethnocide? Or?

Denial of Indigenous Genocides

Prospective authors are welcome to suggest additional issues/topics
for other chapters.

Contact Dr. Samuel Totten at: stotten[@]uark.edu

Chapters may be written by single authors, dual authors, or a triad
of authors. Each author should be an expert on that which he/she
addresses.

Each chapter should be between 20 and 30 pages, double spaced, typed.

The first half of the chapter should include a critical review of the
topic/issue and the second half should be comprised of an annotated
bibliography of key works (articles, chapters, books).

Interested authors should contact Totten informing him of
his/her/their interest. (Chapters shall be assigned on a first-come,
first serve basis — contingent, of course, based on one’s expertise)

Correspondence should include a note regarding their area of
expertise and provide a short vita that addresses their expertise
(degrees, major publications, et al). Please be sure to provide
contact information (name of affiliation, street address, city,
state/province, country, email address.

The deadline for the submission of a chapter is September 10, 2009

AfricAvenir Newsletter - March 2009

Monday, April 27th, 2009

Dear HumanDHS network friends

Please find below the March 2009 issue of the AfricAvenir Newsletter.

Kind regards
Brian Ward

AfricAvenir Newsletter March 2009

anbei erhalten Sie aktuelle Informationen zu Projekten und Neuigkeiten von AfricAvenir International sowie weitere interessante Informationen.

1. AFRICAVENIR VERANSTALTUNGEN & NEWS
2. WEITERE VERANSTALTUNGEN

1. AFRICAVENIR VERANSTALTUNGEN & NEWS

Berlin:
Informationsabend zum Thema und Projekt “Die Dritte Welt im Zweiten Weltkrieg”
Am Montag, den 25. Mai 2009 um 19 Uhr lädt AfricAvenir International e.V zu einer Informationsveranstaltung zum Thema „Die Dritte Welt im Zweiten Weltkrieg“ ins Haus der Demokratie und Menschenrechte. Nach einer thematischen Einführung durch Karl Rössel, Journalist und Mitautor des Buches „Unsere Opfer zählen nicht – Die Dritte Welt im Zweiten Weltkrieg“, informieren wir über das im September 2009 zu diesem Thema von AfricAvenir International e.V. geplante Ausstellungs- und Festivalprojekt. http://africavenir.com/news/2009/04/2349/

Berlin:
Inverviewpartner/innen zum Thema „Die Dritte Welt im Zweiten Weltkrieg“ gesucht!
Im Rahmen des Ausstellungsprojekts „Die Dritte Welt im Zweiten Weltkrieg“ suchen wir in Berlin lebende Migrant/innen, die bereit sind, Erinnerungen an den Zweiten Weltkrieg aus ihren Familien bzw. deren Herkunftsländern vor der Kamera weiter zu geben. Mit Hilfe dieser kurzen Video-Protokolle, die in die o.g. Ausstellung integriert werden, soll die eurozentristische Geschichtspolitik hierzulande um bisher unbekannte oder verdrängte Perspektiven ergänzt werden. http://africavenir.com/news/2009/04/2350/

Berlin:
AfricAvenir sucht Praktikant/in ab April 2009: Kultur-/Projektmanagement
Der in Berlin ansässige Verein AfricAvenir International e.V. sucht ab sofort eine/n Praktikant/in für mindestens 20 Stunden/Woche (für 3 Monate) im Bereich Kultur-/Projektmanagement. Der Arbeitsort ist die Geschäftsstelle in Berlin. http://africavenir.com/news/2009/04/2348

Berlin:
Nur noch wenige CDs vorhanden: Babacar Mbaye Ndaaks Geschichten auf CD – mit deutscher Übersetzung
Zu seinem dritten Deutschlandbesuch kommt Babacar Mbaye Ndaak mit einer CD im Gepäck. NGURAAN … AMOON NA FI (Es war einmal … in Nguraan) enthält traditionelle und von Babacar selbst geschriebene moralische und humorvolle Geschichten (Frz/Wolof m. dt. Übersetzung. Preis: 5 Euro (zzgl. Portokosten). http://africavenir.com/news/2009/04/2333/

Berlin:
In Kooperation: Hugh Masekela zum 70. Geburtstag
Mit einem Tribut an den südafrikanischen Trompeter, Komponisten und Sänger Hugh Masekela beginnt am 14. Mai 2009 die neue Reihe LEBENSLINIEN im Haus der Kulturen der Welt. Sie stellt herausragende Musiker, Bildende Künstler, Literaten, Filmemacher oder Choreografen und ihr Lebenswerk vor. AfricAvenir ist Medienpartner dieser ersten Veranstaltung. http://africavenir.com/news/2009/04/2345

Berlin:
In Koperation: “Cross Currents”: Zeitgenössischer Tanz Workshops & Performances
Im Rahmen des künstlerischen Austauschprojekts “Cross Currents” lädt die Tanzfabrik am 18./19. April 2009 jeweils um 18 Uhr zu Contemporary Dance Performances von Maik Riebort ‘Cross Currents 1′ und Sello Pesa ‘After Tears’ ein. “Cross Currents” möchte den Begriff des Zeitgenössischen im Tanz in Europa und Südafrika hinterfragen. Mit freundlicher Unterstützung von AfricAvenir. http://africavenir.com/news/2009/04/2268

Windhoek:
Faro - Goddess of the Waters
On Sunday, 19 April 20h30 at the FNCC and on Wednesday 22 April 19h00 at Goethe-Centre, Windhoek, AfricAvenir International in cooperation with Wild Cinema International Filmfestival Windhoek, is screening Salif Traorés feature film “Faro - Goddess of the Waters / Faro - La Reine des Eaux”. http://africavenir.com/news/2009/04/2343

2. WEITERE VERANSTALTUNGEN & TIPPS

Nollywood Spezial: “Blindfold 1 & 2!“
Jeden dritten Donnerstag im Monat präsentiert J. Enoka Ayemba im Club der Werkstatt der Kulturen die Videofilmreihe Nollywood Spezial. Der Eintritt zu den gezeigten Filmen ist frei! Im Zuge dieser Reihe wird am Donnerstag, 16. April 2009 um 19.00 Uhr der Film Blindfold (Teil 1 & 2) von dem negerianischen Regisseur Adim Williams gezeigt. http://africavenir.com/news/2009/04/2341

Revolutionen aus dem Off: Eine Retroperspektive des Dritten Kinos im Aufbruch (1955-1977)
Anlässlich des 40. Jubiläums von 1968 findet ab dem 18. April bis zum 27. Mai 2009 im Zeughauskino Berlin die Filmreihe Revolutionen aus dem Off statt.Das Programm umfasst 34 Filme aus 14 Ländern im Zeitraum von 1955-1977, darunter auch Filme, die in Deutschland nur selten zu sehen waren. http://africavenir.com/news/2009/04/2339

“Epassi n’Epassi”- Neue CD Julius Essoka
“Epassi n’Epassi” (Von hier und von dort) ist die zweite CD des kamerunischen Musikers Julius Essoka. Das Album ist eine Mischung aus Ngosso, Sekele, Elongi, Bolobo, Bikutsi sowie Bend Skin … und sein ganz eigener Stil, seine Seele, wie er sagt. 16 Titel, aufgenommen und produziert zwischen Douala, Paris, Nancy, New York, mit Freunden (u.a. Leni Stern und Gino Sitson) und vor allem mit viel Freude an der musikalischen Begegnung. Rein hören und rein schauen unter: http://africavenir.com/news/2009/04/2347

stagings made in Namibia - Kolonialhistorischer Stadtrundgang und Finissage
Am Sonntag, 19. April 2009, 15 Uhr, Treffpunkt Wilhelm/Vossstr., findet ein Kolonialhistorischer Stadtrundgang, Berlin Mitte, mit Joachim Zeller statt (Anmeldung in der Ausstellung). Im Anschluss Finissage der Ausstellung ab 18.00 Uhr mit einer Fotopräsentation der “Berlin Edition” des Stagings Projekt. Capturing Berlin: Vier am Projekt beteiligte Fotografen aus Namibia - Marama Kavita, Imms Nashinge, Moses Shikongo und Ché Ulenga - haben sich dem Berliner Alltag im Rahmen eines 7-tägigen Fotoworkshops genähert. Die entstandenen Bilder werden nun anlässlich der Finissage gezeigt. (Kapelle/Bethanien, Mariannenplatz 2, 10997 Berlin)

Vernissage: “Borrowing shades from shadows”
Einladung zur Eröffnung der Vernissage “Borrowing shades from shadows” des Künstlers Bonaventure Soh Bejeng Ndikung am Samstag, den 25. April 2009 zwischen 19.00 und 22.00 Uhr in der Gallerie Elm 75 in Berlin. Die Ausstellung wird vom 25.4.2009 bis zum 23.5.2009 zu sehen sein. http://africavenir.com/news/2009/04/2340

Conference/Save the Date: “Fortress or Area of Freedom? Euro-Mediterranean Border Management”
On 19-20 May 2009, the Heinrich-Böll-Foundation in cooperation with the Robert Bosch Foundation and the British Council invite to an international conference on the topic “Fortress or Area of Freedom? Euro-Mediterranean Border Management”. http://africavenir.com/news/2009/04/2336

Magazin “Afrikanisches Viertel” neu erschienen
Das Magazin handelt von der heutigen afrikanischen Community und von der deutschen Kolonialgeschichte und gibt viele weitere Informationen rund um das Thema. Das Herz des ganzen ist dabei das afrikanische Viertel in Berlin-Wedding. Das Magazin “Afrikanisches Viertel” kann man ab jetzt für 3 € bestellen. http://africavenir.com/news/2009/04/2337

www.AfricAvenir.org
Möchten Sie Fördermitglied von AfricAvenir International e.V. werden?
Kontaktieren Sie uns unter: Fon: 01577-5364539 oder Mail: info (at) africavenir.org

Redaktion des Newsletters: Eric Van Grasdorff, e.vangrasdorff (at) africavenir.org
AfricAvenir International e.V. ist nicht für die Inhalte externer Webseiten verantwortlich.

Diesen Newsletter haben Sie erhalten, weil Ihre E-Mailadresse in den Newsletter von AfricAvenir eingetragen wurde. Falls dies ohne Ihr Einverständnis erfolgt ist oder wenn Sie keine weiteren Newsletter erhalten möchten, antworten Sie bitte auf diese E-Mail und schreiben Sie ‘Abmeldung Newsletter’ in die Betreffzeile.

Common Ground Newsbulletin - 14 April 2009

Monday, April 27th, 2009

Dear HumanDHS network friends

Please find below the Common Ground Newsbulletin - 14 April 2009.

Kind regards
Brian Ward

Common Ground Newsbulletin

Inside this edition 14 - 01 April 2009

Sisters in the Muslim Brotherhood
by Omayma Abdel-Latif
In this third article in a series on Muslim women and their religious rights, Omayma Abdel-Latif, a research and programme associate at the Carnegie Middle East Center in Beirut, explores the little-known struggle of women in the Egyptian Muslim Brotherhood.

(Source: Common Ground News Service (CGNews), 14 April 2009)

In today’s world, anyone might…
by Naif Al-Mutawa
Naif Al-Mutawa, creator of the comic book, The 99, explains the dangers inherent in his Muslim students’ association of their faith with extremism.

(Source: Common Ground News Service (CGNews), 14 April 2009)

A vital medium
by Khaled Diab
Brussels-based journalist and writer Khaled Diab explains how media can become a channel for new approaches to the Israeli-Palestinian conflict.

(Source: Common Ground News Service (CGNews), 14 April 2009)

~Youth Views~ Taking dialogue to the next level
by Joshua M. Z. Stanton
Joshua M. Z. Stanton, editor-in-chief of the Journal of Inter-Religious Dialogue, explains why this new online journal is willing to do what many current interfaith initiatives won’t.

(Source: Common Ground News Service (CGNews), 14 April 2009)

Obama is getting Turkey right
by Mustafa Akyol
Columnist and writer Mustafa Akyol analyses US President Barack Obama’s recent speech at the Turkish parliament and concludes that he is spot on: there is indeed more to Turkey than can be captured by the “secular republic” versus “democracy” debate.

(Source: Hürriyet Daily News, 9 April 2009)

Sisters in the Muslim Brotherhood
Omayma Abdel-Latif

Beirut - In 2007, the Egyptian Muslim Brotherhood stated that its vision was based on “complete equality” between men and women while preserving their different social roles. The Brotherhood also stressed the need to empower women so they might acquire rights in the public sphere that do not conflict with society’s basic values.

The statement also referred to the “dominating negative social view regarding women” and the need to change it by making society fully aware of women’s rights beyond the right to education, which is widely accepted in Egyptian society.

Two years after this stated vision of gender equality, however, and 85 years after schoolteacher Hassan al Banna founded the Brotherhood in Egypt in 1924, the current status and role of women in the Muslim Brotherhood’s organisational structure remains lacking.

The Muslim Brotherhood’s first women’s division, the Muslim Sisters Group, was created in 1932. Since then, women activists have been at the forefront of the social and political struggle of the Muslim Brotherhood movement in Egypt, which seeks to establish a democratic political system in the country with an Islamic frame of reference.

Women activists advocating for an Islamic political system through the Brotherhood believe that Islam brought justice to women. Their lack of equal rights presently, they insist, has to do more with the cultural, political and social realities in which their movement functions than with the movement itself.

Still, more and more female members of the Muslim Brotherhood are becoming restless about the lack of representation and are seeking ways to increase their numbers in senior positions in the movement itself and, in time, to participate more in the country’s politics. Primarily, these women want a formal consultative position in the Muslim Brotherhood hierarchy.

Fortunately for the Sisters, some of the leading figures in this group of Brotherhood women are daughters and wives of senior Brotherhood leaders.

The daughters of higher-ranking members like Khayrat al-Shater and Essam al-Erayan, for example, are active Sisters. The first of the Brotherhood’s female political candidates, Jihan al-Halafawi, is the wife of Ibrahim al-Zaafarani, a senior member of the Alexandria chapter of the Muslim Brotherhood. Due to these connections, women are making their voices heard despite the lack of an institutionalised mechanism to consult women at the higher levels of power.

Furthermore, a growing number of men in the Brotherhood are now convinced that the current status of women inside the Muslim Brotherhood is a “weak point” that needs to be seriously addressed. The Brotherhood is routinely criticised for its position on women’s issues, especially since it presents itself as liberal with regard to politics yet is perceived as conservative when it comes to women’s issues. The majority of this pro-women group occupies mid-level positions in the movement and is calling for increased women’s leadership within the organisation, as well as a greater number of female Muslim Brotherhood candidates in national elections.

Many refer to this redefining of women’s roles within the movement as a “rebellion of the Sisters”. But members of the Brotherhood consider this call for greater women’s participation normal as the movement evolves over time to accommodate a dynamic constituency and changing political and social factors.

While these women activists have genuine grievances and demand change, they are not willing to sacrifice the movement’s unity and cohesion to obtain increased representation in the Muslim Brotherhood and among political candidates. Many of them strongly feel that it is only a matter of time before they gain these rights. Their institutional loyalties and belief that change is possible, albeit gradually, shape their call for action.

And their calls are being heard. In Egypt’s 2000 parliamentary elections, the Muslim Brotherhood nominated a female candidate, Jihan al-Halafawi, for the first time – mostly due to pressures exerted by many of the Sisters. Although the government eventually ensured her defeat (for being a Brotherhood candidate, not for gender reasons) by rigging the vote, harassing her supporters and arresting her husband and campaign manager, Al-Halafawi had a strong backing from the public. And while neither of the two women candidates (including Makarem al-Deeri in 2005) nominated by the Muslim Brotherhood have been elected thus far, their popularity and support still set an important precedent.

A conservative culture in the Brotherhood, coupled with an oppressive socio-political context – which the movement sometimes appears to mirror – is why women in the Brotherhood fail to acquire adequate representation reflective of their contribution to the movement’s political struggle.

Integrating women in the Brotherhood’s organisational structure will help alter the perception that it is as patriarchal and undemocratic as the regime it challenges. It will also give recognition to the central role played by women in the movement’s social and political struggles.

The question now is whether the emergence of a young generation of activists – men and women alike – will ultimately generate a new political force which could prove crucial to the Muslim Brotherhood as a whole, indirectly affecting the social and political culture in Egypt.

###

* Omayma Abdel-Latif is a research and programme associate at the Carnegie Middle East Center in Beirut. This article is part of a series on Muslim women and their religious rights written for the Common Ground News Service (CGNews).

Source: Common Ground News Service (CGNews), 14 April 2009, www.commongroundnews.org
Copyright permission is granted for publication.

Return to top

In today’s world, anyone might…
Naif Al-Mutawa

Kuwait City - It was the first time I realised that the very bright, young and privileged can also be very foolish. In the summer of 1989, a couple of my American friends, dressed in Arab garb borrowed from me and toting water rifles, “terrorised” the campus of Brown University.

A day after my friends staged their “attack”, an Arab American student called a public meeting to protest the racism of the stunt. Why was he so upset?

I didn’t get it then. Now I do.

During a recent lecture on the biological bases of behaviour, I passed out two articles to my medical students at Kuwait University, one from the New York Times and the other from New York Magazine. I had deleted all clues as to the identity of the subjects and the locations in the stories. I asked the students to read the articles and guess where the stories had taken place.

The first article concerned a group of clerics, known as the “Party of [God]”, who advocated serious consequences for those caught romancing on Valentine’s Day. They warned that St. Valentine was a Christian saint and that celebrating this day was therefore strictly against their religion. And they threatened to immediately marry off any couples caught flirting. Opponents described the clerics’ behaviour as “Talibanisation.”

My students imagined these hardliners harassing the poor romantics, and they were unanimous: this fiasco could only have taken place in Saudi Arabia.

But my students were wrong. In fact, the incident took place in India and the deity in question was a Hindu god. Allah caught a break on that one.

In the second article I gave the students, a woman complained that “stupid Talibans” had assailed her immediately after a gentleman stranger stopped her on the street to comment on how cute her baby was. When the man left, three minivans immediately surrounded the woman. Half a dozen bearded men jumped out and began interrogating her on the street: “Who was he? What did he want?”

This time, the students were deadlocked on the location – evenly split between Afghanistan and Saudi Arabia. Fixed in their minds were images of stick-wielding morality police on the streets of Kabul or Riyadh.

It shattered the students’ mental images to find out that this “Committee for the Promotion of Virtue and Prevention of Vice” was roaming the streets of New York, and that the religion in question was Judaism. Once again, Allah was not implicated.

It has been shown that chimpanzees will go to war to protect their territory. I argued to my students that aggression toward others who don’t share one’s beliefs is nothing more than war over intellectual territory; religious faith is an intellectual line in the air. I concluded by saying that the religious extremists must be right about Darwin: clearly, there are no signs of evolution here.

My intent was to advance the notion that extremism is nothing more than a bunch of neurotransmitters working overtime – or perhaps under time. It is not Islam or Judaism or Hinduism that creates extremism; rather, some people are predisposed to extremism and will pursue it in any faith.

Yet it was fascinating to see that my students in Kuwait, by opting for Saudi Arabia as a likely location of both stories, seemed to associate their own faith, Islam, with extremism.

The fact is that, in today’s world, anyone would have reached a similar conclusion. In the age of the internet and satellite television, my students are not shielded from the misconceptions and misrepresentations of their faith any more than the Arab American student at Brown had been.

But if Muslims grow up to identify extremism with Islam, and to believe that to be an accurate reflection of their religion, then we will have a far bigger problem than we ever could have imagined. Passing off aberration as the norm is a danger to all of us. And constantly setting the record right on what is and isn’t Islam is the duty of every able communicator in today’s multimedia world.

###

* Naif Al-Mutawa is the creator of The 99, a group of superheroes based on Islamic archetypes. This article first appeared in The Philadelphia Inquirer and was written for the Common Ground News Service (CGNews).

Source: Common Ground News Service (CGNews), 14 April 2009, www.commongroundnews.org
Copyright permission is granted for publication.

Return to top

A vital medium
Khaled Diab

Brussels - Although the Israeli-Palestinian media battlefield is bitter and deeply entrenched, journalists have a responsibility to venture into the no man’s land between the two sides, even if it means getting caught in the crossfire.

The Israeli-Palestinian conflict is one of the most protracted and bitter in the world. The acrimony and polarisation associated with the conflict has transformed the media itself into a veritable battlefield. In fact, the question of bias itself has become its own theatre in the media wars, with one camp accusing the media of possessing an anti-Israeli slant, while the other alleges an anti-Palestinian bias. The exchange of fire over this issue became particularly heated during the recent war in Gaza.

Faced with such hostility, even the most well-intentioned and balanced journalist can get caught in the crossfire. Nevertheless, it is crucial that more journalists, particularly Israeli and Palestinian ones, abandon the narrow “us and them” dichotomy and pursue a line that is fair to both sides.

While the power of the media should not be overstated, it has the potential either to fuel the conflict by entrenching and confirming negative stereotypes, perpetuating hostility and beating the drums of war, or to advance the quest for peace by challenging and changing people’s perceptions, building understanding and mending fences.

So, what can the media do to be more constructive?

The media should highlight positives and not just fixate on negatives. In Western media it often seems that the Middle East produces little other than violence. We all know that violence makes headlines, but non-violence and grassroots peace efforts should also be given prominent coverage. The Palestinian, Arab and Israeli media all need to dedicate more coverage to positive stories from the other side and not always view the other through the prism of the conflict. They also need to dedicate more space to building a deeper understanding of the cultural and social make-up of the other side.

The media should be a channel for creative and novel approaches to the conflict, as well as a conduit for debate. Online forums and social networking sites are playing a crucial role in this respect by enabling Arabs and Israelis to cross geographical and political divides and communicate directly.

Opinion writers and columnists can also exercise significant influence. Column writing is about opinion and opinion is essentially subjective. But subjectivity, if coupled with balance, can be extremely helpful.

Personally, I try to use my Guardian column as a platform to humanise both sides of the conflict, uphold consistent values when judging actions, challenge perceptions, think outside the box, and reflect the complex human, social and cultural reality of the two peoples in order to give space to those who dare to cross “enemy lines”. In one series of articles I tackled head-on the stereotypes and misperceptions Arabs and Israelis have about each other. I have also explored alternative routes to peace, such as non-violence and civil rights movements.

More creatively, I once wrote a column where I imagined a fictional and peaceful future in 2048, which led one reader to point-out an essay-writing contest (sponsored by the non-profit organisation One Voice and distributed by the Common Ground News Service) in which Israeli and Palestinian kids imagined their own peaceful futures. I was so moved by their visions that I used another column to urge adults to “let the children take over the peace process and bring to it the sensibility and competence of childhood”.

My approach has come under fire from both pro-Israelis and pro-Palestinians, often in reaction to the same text. Despite the entrenched hostility, such an approach does pay dividends. It is heartening to see that reaching common ground is possible. As one reader pointed out: “One-sided historical narratives are toxic. In attempting a unified narrative, you’re doing good work.” Another wrote: “Thanks for this encouraging article that can positively challenge everybody’s perceptions of this conflict.”

I am often pleasantly surprised by the maturity of the debate that develops between readers of my articles. It is truly inspiring to see how constructive the voices of the “silent majority” can be when brought into the debate. That is why a more balanced media is essential if we want to see a positive outcome to this conflict.

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* Khaled Diab is a Brussels-based journalist, columnist for The Guardian and writer. This article was written for the Common Ground News Service (CGNews).

Source: Common Ground News Service (CGNews), 14 April 2009, www.commongroundnews.org
Copyright permission is granted for publication.

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~Youth Views~ Taking dialogue to the next level
Joshua M. Z. Stanton

Jerusalem - In recent years, peacebuilders have recognised the need for interfaith discussion. It is no longer difficult to find a medium for dialogue. Churches, mosques, temples and synagogues, as well as a myriad of non-profit organisations, offer programmes centred on dialogue between members of different religious traditions. Yet many of these well-intentioned initiatives succumb to an unproductive default: we are all really just the same.

Fundamentally rooted in politeness, such notions overlook the differences that do exist between religious traditions and inhibit conversation about the topics that actually cause friction between communities. The real challenge in interfaith dialogue is finding a way to effectively engage difficult topics. Doing so holds the potential to bring a deeper level of understanding between religious communities and a significant reduction in tension.

Recently, I had the chance to meet with Muslim and Jewish high school students participating in the Face to Face programme, sponsored by the Interreligious Coordinating Council in Israel (ICCI). The group is said to be the only inter-religious programme for youth in Israel that continued to meet regularly even after the outbreak of the recent conflict in Gaza.

Their strategy for success was not to avoid feelings of anger and grief in the course of meetings, but to guide the expression of these sentiments.

Some Muslim students in the group had relatives living in Gaza who were directly impacted by the war. Some of the Jewish students worried about siblings in the Israeli military and the threat of Hamas rocket strikes against civilian areas in Israel. Many of the group’s meetings during and after the war were tense, with voices raised and tears shed.

But because of careful facilitation by the groups’ leaders – who provided simultaneous translations in Hebrew and Arabic and encouraged students to focus on issues surrounding the war rather than blaming one another for its occurrence – the group held together.

Just a couple of months after the war, the students were able to sit together again and laugh over a meal of hummus and falafel. As one student proudly reflected, eliciting nods from other participants, “If we were able to get through those times without hating each other, nothing can keep us from being friends.”

The recently-founded Journal of Inter-Religious Dialogue (www.irdialogue.org) hopes to follow the ICCI’s example by facilitating dialogue about social, political and cultural issues affecting religious communities around the world, including those most challenging to discuss.

By approaching contentious issues in an academic manner, it will provide a new means of engaging on matters that often underlie inter-religious interaction but are seldom discussed. In so doing, we hope to provide a stronger basis for collaborative efforts and intellectual cross-pollination between religious communities.

The journal began to take shape in June 2008, when I approached Stephanie Hughes, Student Senate co-Chair at Union Theological Seminary, with an idea for a kind of inter-religious publication that goes a step beyond the present literature on inter-religious dialogue. As a rabbinical student, I felt motivated to find a partner from another religious background equally invested in the ideas of mutual respect, learning and collaboration.

Having formed a strong partnership, the two of us set off to found what became the Journal of Inter-Religious Dialogue Neither of us held a PhD, but both of us felt compelled by our traditions to contribute to inter-religious work and study. In recognising our own limited experience in formal academic scholarship, we found a niche as facilitators who could both encourage and guide discussions.

While the first issue of the journal, scheduled for release on 1 May 2009, will be dedicated to the dynamics of dialogue itself, subsequent issues will address topics that participants in inter-religious dialogue often shy away from. Thus the second issue in October 2009 will be entitled, “Engaging the Taboo: Gender, the Body, and Sexuality in our Religious Traditions”, and the third issue in March 2010 will focus on the role that religion can play in both fomenting and preventing violence.

The journal’s goal is to bring scholars together with activists and non-profit leaders to discuss these topics. By drawing members of all three groups together to learn, discuss and debate on a free online platform, we hope to promote innovative programming within the field. Moreover, because of its electronic format, the journal will be accessible to an international audience of seminarians, professors, and religious and civic leaders. The inter-religious dialogue, work and scholarship will often take place locally, but lessons learnt can be applied globally.

By engaging with some of the most difficult, yet important, topics in interfaith dialogue, we know these lessons will be worthwhile.

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* Joshua Stanton is co-founder and editor-in-chief of the Journal of Inter-Religious Dialogue (www.irdialogue.org) and a rabbinical student at Hebrew Union College. This article was written for the Common Ground News Service (CGNews).

Source: Common Ground News Service (CGNews), 14 April 2009, www.commongroundnews.org
Copyright permission is granted for publication.

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Obama is getting Turkey right
Mustafa Akyol

Istanbul - The trip to Turkey by US President Barack Hussein Obama, as people loved to emphasise here, was a big success. Except for a few hundred “anti-imperialist”, lefty protestors who hit the streets chanting, “Yankee go home”, most Turks welcomed him calmly and some even fondly.

Some nationalists, including Nationalist Action Party, or MHP, leader Devlet Bahçeli, didn’t like what he said about Turkish-Armenian relations – or rather, the lack thereof. But that’s quite normal. The Armenian lobby in the United States, which is no fan of Turkey, didn’t like the way he handled that issue either. The disapproval of extremists on both sides of a question is often the indicator of a fair position.

Personally speaking, I very much liked Obama’s messages. The steps he suggested that Turkey take were completely reasonable. Of course, we need to introduce further reforms to honour the rights of our Kurdish citizens and religious minorities. To be sure, the Halki Seminary – the main school of theology of the Eastern Orthodox Church’s Ecumenical Patriarchate of Constantinople – unwisely closed by the Turkish authorities in 1971, needs to be reopened. This is all Democracy 101.

Democracy 102, if you will, was hidden in Obama’s semantics. In the speech he delivered at the Turkish Parliament, for example, he used a term that we Turks should well note: “secular democracy”. This came as he was speaking about the heritage of Mustafa Kemal Atatürk, the country’s founder. “His greatest legacy is Turkey’s strong and secular democracy”, Obama said. “And that is the work that this assembly carries on today.”

While it may not seem like rocket science, that formulation is actually quite brilliant. Because the term, “secular democracy” is not common in Turkey’s political language. We generally, rather, use two different terms: “Secular republic” (laik cumhuriyet) and “democracy” (demokrasi). And these two are sometimes seen as alternatives to each other. Military coups are made, and justified, in the name of the secular republic. And democracy is often loathed by the latter’s zealous defenders as a counter-revolution to theirs.

But what is good in a secular republic if is not democratic? The Soviet Union, for example, was a secular republic, but it really was not the place you would want to live in if you have an aspiration for things like civil liberties. The same can be said for North Korea, Red China or Saddam’s Iraq. They all had official ideologies (Kim Il Sungism, Maoism and Baathism, respectively) that were as secular as they could be. And they all defined themselves as republics. Are you impressed?

What is much better, of course, is to have a democratic ideal, not an official ideology, as the basis of a state. And secularity is only meaningful if it serves this democratic ideal. What secularity does in that context is to save the state, and thus the society, from the dominance of a religious doctrine. But if secularity becomes a doctrine in itself, which aims at suppressing or manipulating religion, then it becomes a threat to the democratic ideal. That is exactly what has happened in Turkey, and that’s why we Turks need to re-understand secularity (laiklik, as we call it) in a democratic, not autocratic, way.

Obama’s speech not only included a semantic eye-opener in this respect, it also implied that Turkey’s secular state does not have to clash with, and should not blind us from, the Muslim identity of a large portion of its people. Nine times in his speech he referred to Islam and Muslims. And he sent messages to not only the Turks but also the whole Muslim world: “The United States is not, and will never be”, he said, “at war with Islam.”

There is a reason why he said that not in London or Prague, but in Ankara.

The American president also disagreed with those fear-mongering pundits who constantly pump out the idea that Turkey is “turning its face to the East” under its current government. “I know there are those who like to debate Turkey’s future”, Obama noted. “They wonder whether you will be pulled in one direction or another.” And he explained why they were wrong:

“Here is what they don’t understand: Turkey’s greatness lies in your ability to be at the centre of things. This is not where East and West divide – it is where they come together. In the beauty of your culture. In the richness of your history. In the strength of your democracy.”

Absolutely. The mistake of those “debaters” is to force Turkey to fit into a single identity that they pick and choose. They tend to define it only as a Western ally, a NATO member and a secular republic. This is all true, and very good, but there is more. Turkey is also the heir of the Ottoman Empire, a leading member of the family of predominantly Muslim nations and the testing ground for the synthesis of Islam and democracy. That is what makes her special. That is what gives her a meaning that goes way beyond its borders.

Obviously the American president gets that right. Perhaps it is time for Turks to get it too.

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* Mustafa Akyol is a writer and columnist based in Istanbul. This article is distributed by the Common Ground News Service (CGNews) with permission from the author.

Source: Hürriyet Daily News, 9 April 2009, www.hurriyet.com.tr/english
Copyright permission is granted for publication.

SHS e-News 37: April 2009

Monday, April 27th, 2009

Dear HumanDHS network friends

Please find below the SHS e-news for April 2009.

Kind regards
Brian Ward

SHS e-News 37: April 2009

www.unesco.org/shs/e-news

UNESCO reaffirms its commitment to fight racism at the Durban Review Conference

Geneva, 20-24 April 2009

The United Nations will be holding the Durban Review Conference in Geneva, Switzerland, from 20 to 24 April 2009. The main purpose is to evaluate the progress made so far in achieving the goals set by the World Conference against Racism, Racial Discrimination, Xenophobia and Related Intolerance in Durban, South Africa, in 2001.

Organized by the United Nations, with the Office of the High Commissioner for Human Rights (OHCHR) serving as the Secretariat, the Review Conference will act as a catalyst in fulfilling the promises of the Durban Declaration and Programme of Action agreed at the 2001 World Conference. Participants are expected to push forward initiatives and practical solutions to pave the way toward equality and justice everywhere around the world. They will review the progress and assess the implementation of the Durban Declaration and Programme of Action (DDPA).

UNESCO has attached great importance to the whole process from the beginning, since the Durban Conference in 2001. It has participated actively in discussion groups leading to numerous amendments to the final declaration draft, with the aim to include its vision and action, especially those related to the Coalition of Cities against Racism and Discrimination, the Dialogue among Civilizations and Culture of Peace.

In addition to the UN Member States, UNESCO will be participating in the Review Conference together with several other UN Agencies, IGOs and NGOs.

The 2001 World Conference against Racism, Racial Discrimination, Xenophobia and Related Intolerance (WCAR), held in Durban, South Africa, was a landmark event in the struggle to improve the lives of millions of human beings around the world who are victims of racial discrimination and intolerance. The Conference adopted by consensus the Durban Declaration and Programme of Action (DDPA), which provided an important new framework for guiding governments, non-governmental organizations and other institutions in their efforts to combat racism, racial discrimination, xenophobia and related intolerance.

At a time when the world is experiencing unprecedented financial crises which could lead to more injustice and discrimination in many countries, it should be a high priority for every country, institution and civil society to exert its efforts for the success of the Geneva Review Conference.

See also

www.un.org/durbanreview2009

Other events relating to the UNESCO’s Social and Human Sciences programme in April 2009:

30 March-1 April: Seminar on Ethics Teaching: Putting Basic Bioethics Curriculum into Practice. Santa Fe, Argentina.
2 April: Meeting of the COMEST Members on Nanotechnology. Brussels, Belgium.
4 April: UNESCO Breakfast Run. Paris, France.
6-8 April: Assisting Bioethics Committees (ABC) Training Session on Working Methods. Conakry, Guinea.
14 April: Round Table on “Human Rights and memory”. Paris, France.
16 April: 2nd Sub-regional Experts’ Meeting on Human Rights within UNESCO’s Competences. Moscow, Russian Federation.
26-29 April: 10th Asian Bioethics Conference. Tehran, Islamic Republic of Iran.
26-29 April: 4th UNESCO Round Table of the Asia-Pacific School of Ethics. Tehran, Islamic Republic of Iran.

For more detailed information: www.unesco.org/shs/agenda.

Just published

The UNESCO Universal Declaration on Bioethics and Human Rights – Background, principles and application
Migration without Borders: English and Russian (French, Spanish and Chinese versions forthcoming)
The Conditions of Modern Return Migrants, IJMS: International Journal on Multicultural Societies, Vol.10, no.2
Direitos humanos no Brasil (available in Portuguese)

Related Links

More information on UNESCO’s Social and Human Sciences Portal
More information on SHSviews
Subscribe / Unsubscribe to SHS e-News
Contacts

Horn of Africa Bulletin: March 2009

Monday, April 27th, 2009

Dear HumanDHS network friends

Please find here a link to the March 2009 Issue of the Horn of Africa Bulletin. Also the editorial team of HAB is currently looking for analytical articles. The articles are supposed to explore and reflect issues related to conflict and peacebuilding both in single countries of concern to the HAB and in a more regional perspective.

Kind regards
Brian Ward