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© 2017 by Nor Group Visual Arts

Special Representative of the Secretary-General on Sexual Violence in Conflict

Under-Secretary-General Pramila Patten was appointed as the United Nations Special Representative of the Secretary-General on Sexual Violence in Conflict on 12 April 2017.

Prior to this appointment and since 2003, Ms. Patten served as a member of the Committee on the Elimination of all Forms of Discrimination against Women (CEDAW). She was the Chairperson of the Working Group on General Recommendation No. 30 on “Women in Conflict Prevention, Conflict and Post-Conflict situations”. She has been a member of several High-Level Panels and Projects, including the High-Level Advisory Group for the Global Study on the Implementation of UN Security Council resolution 1325 (2000) on Women, Peace and Security, and the Advisory Panel for the African Women’s Rights Observatory (AWRO) within the United Nations Economic Commission for Africa (ECA). She previously was a Commissioner of the International Commission of Inquiry into the massacre in Guinea Conakry on 28 September 2009.

A national of Mauritius, she has been a practicing lawyer since 1982 and a member of the Honourable Society of Gray’s Inn. She also served as an Adviser in the Ministry of Women’s Rights, Child Development and Family Welfare of Mauritius from 2000 to 2004.

UNDP

Priority actions to address economic exclusion of sexual and gender minorities As outlined further below, there is growing evidence about how sexual and gender minorities suffer disproportionately from violence and discriminatory laws, while being marginalized and poorly served in education, health care and social and political inclusion. All these factors can both drive or exacerbate poverty. Nevertheless, very little direct data is found about the economic condition of sexual and gender minorities in developing countries, few initiatives to directly respond to such poverty through policy and programme initiatives and far too little attention to implementation of those few relevant policies that do exist. Beyond action on drivers of poverty as outlined in following sections, donors, policymakers, service providers and activists should consider the actions below. • Improve data collection (disaggregated by sexual orientation, gender identity, gender expression and intersex status) related to income, housing, access to social protection, existence and utilization of workplace protections against discrimination and associations between sexual and gender minority inclusion and economic growth. • Invest in more structured programme design for the few existing pilot projects directly addressing poverty and economic disadvantage among sexual and gender minorities to facilitate evaluation, learning and knowledge exchange about what does and doesn’t work. • Include attention to sexual and gender minorities when conducting needs assessments and designing programmes to address poverty, as well as ensuing that implementation partners are sensitized to and inclusive of such minorities. UNITED NATIONS DEVELOPMENT PROGRAMME 24 25 • Consult and respond to sexual and gender minorities in research and programmes related to transactional sex and sex work, respecting the agency and choices of people involved, and increasing their capacity to find routes out of poverty, whether through sex work or other means. • Review and audit social protection, financial inclusion and other large-scale antipoverty initiatives to identify and address unconscious or accidental bias against sexual and gender minorities, particularly through definitions of households and relationships. • Recognize and promote the contribution of diversity and tolerance to economic growth in a wide variety of industries. • Advance employment rights, particularly by prohibiting workplace discrimination related to sexual orientation, gender identity or gender expression. • Foster business networks and business policy that recognizes and celebrates diversity, particularly in business sectors not traditionally associated with sexual and gender minority employees and in countries with high levels of homo/ transphobia. • Recognize and capitalize on the desire and capacity of many sexual and gender minorities to establish their own businesses for a variety of reasons, including to avoid homophobia in other workplaces, and foster such businesses through mentoring and networking initiatives that connect young entrepreneurs to more established and experienced sexual and gender minority business leaders.