Rwanda refuses to discuss migrants with Israeli opposition

African migrants and Israeli activists demonstrate outside the Embassy of Rwanda in Herzliya against the Israeli government’s policy to forcibly deport African refugees and asylum seekers to Rwanda and Uganda. (AFP)
Updated 09 February 2018
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Rwanda refuses to discuss migrants with Israeli opposition

KIGALI:Rwanda said Friday it wanted no part in Israel’s “internal politics” after turning away two opposition Israeli lawmakers who wanted to discuss their country’s controversial plan to deport African migrants and asylum seekers.
The MPs said they had come to Rwanda on a “fact-finding mission” to discuss Israel government policy to expel about 38,000 migrants who have entered the country illegally, mainly Eritreans and Sudanese.
As the migrants could face danger or imprisonment if returned to their homelands, Israel is offering to relocate them to an unnamed third country, which aid workers say is Rwanda or Uganda.
But Rwandan authorities refused to meet the Israeli lawmakers.
“Rwanda cannot be a playground for Israeli internal politics. We deal with governments and we only receive foreign officials that are announced and cleared by their foreign ministries,” Foreign Affairs minister Olivier Nduhungirehe told AFP.
“If any Israeli MP has any issue with his or her government about African migrants who are in Israel, he or she should deal with the Israeli government, not ours.”
The Israli government has given the migrants an ultimatum: leave by April 1 or risk being imprisoned indefinitely.
Public opposition to the plan in Israel has been slow to build, but some Israeli airline pilots have reportedly said they will not fly forced deportees.
“We are on a fact-finding mission to Rwanda because we want to ascertain the truth,” Michal Rozin, an Israeli MP for the leftwing opposition party Meretz, told AFP.
“We sent out requests for meetings with Rwandan officials over the illegally planned deportation of Eritrean asylum seekers to Rwanda from Israel, but officials declined to meet us and we wonder why,” she said.
Both countries have denied a secret deal to take in the migrants is in place.
The UN refugee agency has said about 4,000 migrants were deported from Israel to Rwanda between 2013 and 2017.
However only seven remain in Rwanda, according to UNHCR, with many fleeing poor conditions to neighboring countries — particularly Uganda — or heading for Europe.
“It is clear that once the refugees are sent to Rwanda from Israel, they are not offered the basic necessities like jobs and housing that they are promised,” said Mossi Raz, a Meretz MP and the other member of the Israeli delegation.
“That is why we insist that any deal that is in place to force their deportation to Rwanda should be immediately abandoned,” he said.
The UN has condemned Israel’s expulsion policy, which offers each migrant $3,500 (2,900 euros) and a plane ticket, as incoherent and unsafe.


Despite talk of equality, women bosses still rare in the US

We are going in the wrong direction, says equality advocate. (Shutterstock)
Updated 20 October 2018
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Despite talk of equality, women bosses still rare in the US

NEW YORK: This year was touted as the year of women in politics in the United States, but in the business world, female bosses remain few and far between.
And some warn the situation is unlikely to improve with men unwilling to play the role of mentor to younger female colleagues in the era of the #MeToo movement, which has heightened awareness of sexual abuse and inappropriate behavior in the workplace.
The departure in September of India’s Indra Nooyi as head of PepsiCo. after more than a decade in the job has only reinforced a trend that has been growing for the past two years: the decline in the number of women CEOs even as debate about the need for equality in the workplace rages, and amid increasing calls for women to break through the “glass ceiling.”
Recently, a number of prominent women have left their posts as company heads, including Denise Morrison of Campbell Soup, Margo Georgiadis of Mattel, Sherilyn McCoy of Avon, Meg Whitman of Hewlett-Packard, Ursula Burns of Xerox, and Ellen Kullman of Dupont.
All of them have been replaced by men, a blow for diversity since fewer than five percent of leaders of the S&P 500 largest enterprises are now women, down from 5.4 percent in 2017.
“We are going in the wrong direction,” said Lorraine Hariton, whose NGO Catalysts advocates for women in senior positions.
“Women have gotten into entry-level positions very successfully, and then they get to middle management, and things stall out,” she said. “Women still today are not reaching the top, particularly women of color.”
Dismissing the idea that the glass ceiling is down to women’s decision to focus on family rather than career, experts lay the blame more on deep-rooted cliches.
Hariton said her group’s research “shows that the stereotype that men ‘take charge’ and women ‘take care’ puts women leaders in a double bind and can potentially undermine their leadership and career and advancement options.”
“Women suffer ‘Goldilocks’ syndrome: they are judged as being too hard, too soft, and never just right for the job,” she said.
“Women are held to higher ethical standards and punished more harshly after ethical violations than are men,” said Vanderbilt University professor Jessica Kennedy.
“In short, women face higher standards and have more to prove than men do,” she said
Women who aim high in business often find they are not invited to important meetings or to after-work gatherings, both places where important connections are made, experts say.
This “culture of exclusion” may get even worse because of the #MeToo movement, because some men worry “that a compliment to their young mentee is likely to actually trigger accusations of sexual harassment,” said Kennedy.
“Nothing much happens without sponsorship,” said Hariton, noting that a mentor or sponsor shares vital contacts, gives advice and pushes for their protege’s advancement.
Even though the number of women in managerial positions has risen in the past decade, many are stuck in mid-level positions like head of human resources, or the legal or financial director of their company, according to Pew Research. Very few rise as high as chief operating officer, the launchpad to the CEO post.
On the other hand, researchers have found that it is not uncommon for a woman to be offered the helm of a company that is already in trouble, a “glass cliff” post she is more likely to accept in a bid to prove herself even if the chances of success are low.
Christy Glass, a professor at the University of Utah, said women are also seen as being better at breaking bad news than men.
She cited the case of Mary Barra, who was named head of General Motors in February 2014, several days before the car maker revealed that its faulty ignition switch was linked to 124 deaths.
Hariton said that to change the dynamic, more women are needed on companies’ boards of directors, which are responsible for appointing the head of a firm.
“Eighty percent of board seats at S&P 500 companies are primarily men,” said Hariton. “So the lens by which women are being evaluated is a white, male lens.”
A recent California law forces publicly listed companies based in the state to appoint at least one woman to their board by the end of 2019, and two or three by the end of 2021.
Kennedy said quotas had been made necessary because even though young men of the “millennial” generation — aged between 17 and 35 — were more supportive of sexual equality than their forebears, they also worry that it could impinge on their own career opportunities.
Some large US corporations, such as American Express, Best Buy and Ralph Lauren, have recently signed up to ParityPlegde, in which members pledge to look at least one female candidate when a job position opens up.