GENDER
DIVERSITY INITIATIVES, EMPATHY, AND THE FUTURE OF NON-PROLIFERATION AND DISARMAMENT thinking could lead to new collaborative approaches for controlling the spread of nuclear weapons that take into account the priorities, positions, and contributions of diverse actors.
I
f the last year has shown us anything, it is that the gender imbalance in nuclear policy is not going to fix itself. Thanks to a host of new reports issued in 2018 and 2019, the lack of gender diversity at NGOs, in governments, and within international diplomacy is better defined than ever before. The results are sobering but not surprising.
liferation, and Disarmament Diplomacy.” An update to the Institute’s pioneering work on the intersection of gender and nuclear diplomacy published in 2016, the new report finds that women represented no more than 37 percent of registered delegates at key UN non-proliferation and disarmament fora. Although these numbers constitute an improvement over the gender gap UNIDIR first observed three years ago, the authors find that greater representation has not necessarily translated into greater influence in the intervening years.
working in the field by reducing the role of implicit bias in assessing merit. At the same time, they help make it more likely that women at all career stages receive the recognition—and compensation—their expertise deserves. New data from both the private and public sector likewise show that practices
“Despite the increased numbers ... it is still possible to attend a session of the Conference on Disarmament ... and not hear a single woman speak.”
https://sites.tufts.edu/genderconference/speakers
“Despite the increased numbers,” they note, “it is still possible to attend a session Nearly forty years after Carol Cohn first of the Conference on Disarmament, where called out the dearth of women in the nu- dozens of state representatives take the clear strategy world, we now have the data floor, and not hear a single woman speak.” to prove that this gap Understanding the is not only widespread reasons for this disbut persistent. These connect, and deterfindings demonstrate mining what can that it will take susbe done about it, tained action from all should be a priorisegments of the nuclety for all entities for which reduce the “gender tax” on women ar policy community which international in the workplace enable them to stay in the nuclear policy field longer. As a result, they if we are ever going to security is a focus. are more likely to rise through the ranks, make things right. Fortunately, a develop greater authority, and exert more While some of this number of organi- influence on the shape of policy long term. recent research reafzations have already New America’s 2019 study “The ‘Consenfirms what those of CAROL COHN put forward a range sual Straitjacket’: Four Decades of Women us in the field may alof approaches to in National Security,” identifies numerous ready have suspected (yes, men really do promote parity in representation and im- approaches to operationalize these recomout-represent women on foreign policy pact that provide a useful place to start. mendations. These include offering paid panels by a ratio of three to one), others These include adopting concrete policies family leave and flexible work options, highlight trends that are harder to pick up that require gender diversity among job enacting effective sexual harassment trainthrough observation alone. candidates, on panels, or in grant proposals ing, and institutionalizing mentorship and to prevent defaulting to men when equally sponsorship programs. Many of these are teased out in the 2019 qualified women can do the job. Implementing recommendations like UN Institute for Disarmament Research (UNIDIR) study, “Still Behind the Curve: Deliberate actions like these can in- these is often part of the process of genGender Balance in Arms Control, Non-Pro- crease the number and visibility of women der mainstreaming, or considering how
any proposed action or policy will affect all genders. This process helps to ensure that inequity isn’t inadvertently perpetuated in ways that may not always be apparent. When done effectively, gender mainstreaming requires us to reflect critically about our own privilege, power, and unconscious biases. These paradigms affect how we interact with one another, and they often reinforce systemic barriers that limit access for women in nuclear policy. While none of these approaches offers a quick fix for addressing the gender gap in our field, they are worth pursuing in the interest of improving outcomes in non-proliferation, disarmament, and arms control. Given the stakes of our work, ensuring that we are not passing over good ideas simply because the women who propose them don’t have a seat at the table is a matter of national security. What’s more, private sector research has shown that companies
www.passblue.com/2013/02/15/for-young-professionals-how-to-land-a-job-at-the-un
By Sarah Bidgood James Martin Center for Nonproliferation Studies Monterey, California
This outcome is one that is desperately needed today. Deep divides threaten the viability of the international non-proliferation regime, and states with opposing nawith diverse employees generate above-av- tional security interests appear disinteresterage returns when compared with their ed in finding common ground. more homogeneous counterparts. The positive correlation between gender repShoring up multilateral nuclear diploresentation and performance is one that macy—including by seeing through the the nuclear policy community cannot af- entry into force of the CTBT—requires ford to ignore, especially given the chal- bridge-building between actors with starklenges it faces now. ly different priorities and threat perceptions. This process cannot happen in the Acting on these recommendations can absence of civility, inclusive dialogue, and have another impact, which, while less a willingness to compromise—qualities obvious, is also important to internation- that appear to be in short supply. Of course, al peace and security: the very steps re- operationalizing diversity initiatives within quired to increase diversity in our field can the nuclear policy workplace cannot sinalso increase our capacity for empathy, glehandedly make the international nucleself-awareness, and flexibility in our sub- ar dialogue more empathic. Still, it is worth stantive work. thinking seriously about how progress in one domain could lead to progress in the There is ample research to suggest that other. This outcome is one from which we the ability to place one’s self in another would all benefit regardless of gender. It is person’s shoes is key to successful nego- also yet another argument for finally devottiations and the making of effective pol- ing the attention to gender diversity that it icy. Becoming more adept at this way of has deserved for decades.
PAKISTAN'S FOREIGN MINISTER, MS. HINA RABBANI KHAR, SPEAKING AT THE UNITED NATIONS, 2013.
NEWSROOM
19
NEWSROOM
20
Sarah Bidgood is a senior research associate and project manager at the James Martin Center for Nonproliferation Studies (CNS) in Monterey, California. Her areas of focus include U.S.-Russia non-proliferation cooperation, multilateral diplomacy, and gender issues. She has been a member of the CTBTO Youth Group since its founding in February 2016.
