How Do Women Scientists Fare in the International Workplace?
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The rules of engagement are different in the international workplace. The employment relationship extends beyond a contract; gender, class, nationality, and race intersect. Stratification exists among employees and involves allegiance to the organization that lacks a judicial system.
Consultative Group on International Agricultural Research (CGIAR)
The CGIAR is the oldest global program of the World Bank (1971) Loosely connected network of 15 international Research Centers with a science and executive council.
Each International Center is legally constituted as an independent self governing institute.
Each Center operates under an agreement with the host countries.
In total, there are more than 8,000 scientists and staff spread in more than 100 countries.
Eleven of the 15 centers are located in developing countries where gender, race, and class are more visible.
The employment relationship of internationally recruited staff (IRS) is structurally different to that of nationally recruited staff (NRS).
IRS (14-20% of total staff) are governed by the International Organizations (IOs); the host country intervenes only according to its treaty with the IOs.
NRS are governed under national employment laws of the host country and/ or as agreed upon in the treaty.
What is the CGIAR image?
Agent for public goods, serving a social purpose.
Scientific rather than political in their approach.
Have a legal structure self-regulated by rules and procedures based on reason.
Neutral and progressive (since 1992, they had had a gender diversity program).
Gender Balance in CGIAR
Variation among centers with developing countries having fewer women (15% -55%).
Women make up only 27% of the total workforce and few are involved in Science.
Only 16% involved in Center management.
Centers are still NOT able to retain senior women.
Women’s departures exceed those of men.
HR files lack clear and comprehensive reasons why women or men leave.
Gender analysis at these centers is ad hoc and depends on individual initiative.
CGIAR lacks a system wide policy on gender issues.
Only 20% of the CGIAR’s Board Chairs and Center Executives favor an accountability-based approach to integrate gender into the system.
The Gender and Diversity Program is empowered to undertake only advocacy-based activities.
Conclusion
At the CGIAR Centers, there is a salient lack of safeguards for the staff, especially women staff.
The weak legal position of women scientists is compounded with cultural perceptions.
The current autonomy structure has a disproportionate impact on gender equality.
There is de facto inequality of bargaining power in the employment relationship.
Are International Organizations agents to deliver public goods?
or
Are they founded and developed to gain autonomy and compete with traditional states for sources of social power?
Let us investigate and not assume!
(Jan Klabbers, 2008; Barnett & Finnemore, 2004)
Bio: Professor Osmat Azzam Jefferson holds dual appointments with Faculties of Science & Technology and Law, QUT and is seconded to Cambia. She was previously a Senior Scientist and Manager, rice genomics project, University of Wisconsin (Madison), Senior Scientist and Leader of the virology program of the International Rice Research Institute in the Philippines. She is also qualified in International Law.
