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• ARES Group #138 – Policy paper (PDF)

Since the European Commission announced its intention to revive the project of an internal market for defence, Member States have been on alert. The issue is particularly sensitive. Using the EU budget to strengthen the European Defence Technological and Industrial Base (EDTIB) is one thing, regulating defence markets — and public procurement in particular — is quite another. Some countries are supportive, others remain sceptical, while others are still weighing up what position to take.

The idea of an internal market for defence does, after all, raise major issues. This is no longer simply a matter of supporting industry: it touches on the very exercise of national sovereignty, as governments decide which weapons and military equipment their security will ultimately depend on.

These questions have therefore been the subject of intense debate within the EU institutions for several months. In Brussels, even the terminology remains contested: a Defence Single Market? An Internal Market for Defence? A Defence Equipment Market?

But what is the view from European capitals? How are these issues perceived at national level? And what positions do the main Member States intend to defend in Brussels? To answer these questions, the ARES Group asked nine of its researchers, based in nine EU capitals, to examine the debate from their respective national perspectives. The picture that emerges is a nuanced one. National positions certainly diverge, but they are far from set in stone, and several areas of convergence are beginning to emerge. More importantly, some of these disagreements appear to stem from misunderstandings that could be clarified, potentially opening the way to compromise.

REMINDER: THE CHALLENGE FACING THE INTERNAL DEFENCE MARKET Analysing national perspectives DENMARK FRANCE GERMANY ITALY LITHUANIA POLAND SPAIN SWEDEN THE NETHERLANDS Conclusion CONCLUSION: DIVERGENCES ET CONVERGENCES

L’article The EU and the Internal Defence Market: What Are the National Perspectives? est apparu en premier sur IRIS.

DIGITAL 08H : Avez-vous tenté votre chance ?
Le tirage DIGITAL 08H N°262 a livré son verdict !
Mardi 13 Octobre 2026

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Jouez avec modération et responsabilité. Le jeu doit rester un plaisir.

A TOI DE JOUER #XòGbɔnAlɔkpaVo

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LA CROIX DU JOUR

Held as part of the 2026 UACES Doctoral Training Academy, the Small-Group Networking Session provided PhD students and Early Career Researchers with an opportunity to engage directly with experienced researchers and professionals working across different areas of academic and professional life. The session was designed to complement the broader professional development programme by creating a more informal and interactive space for participants to exchange experiences, ask questions and develop new connections.

The session brought together 12 experts with experience in areas including academic publishing, leadership, diversity and inclusion, and different early career researcher profiles and pathways. Rather than following a traditional panel format, the activity was organised around small rotating groups. Participants moved between the different experts throughout the session, allowing them to engage with a range of perspectives and have more focused conversations in a smaller setting.

The four areas were chosen by asking a fairly simple question: what do Early Career Researchers need to know to navigate academia today? Leadership in Academia focused on the different forms leadership can take at an early career stage: from organising projects and events to taking on responsibilities within your university department, and ultimately contributing to the wider academic community. Career Development focused on the uncertain, and often difficult, transition that comes after the PhD stage. We brought together different experiences and pathways from people working both within and beyond academia, to show that there is no single route forward and that life after the PhD does not have to follow the cookie-cutter transition straight into academia. Publishing gave participants the opportunity to have one-to-one time with our editors and look behind the curtain of a process that can sometimes feel opaque. We gave them space to talk openly about ideas, peer review, rejections, and finding a journal where their work might feel right at home. Equality, Diversity, Inclusion & Community focused on the environments in which academic careers actually unfold, and on what it means to build spaces where people feel welcomed, supported, and able to participate fully in academic life.

This format encouraged participants to take an active role in shaping the discussions. They were able to ask questions about the experts’ professional trajectories, experiences, and career decisions, while also discussing some of the challenges and opportunities associated with developing a career in and beyond academia. The conversations provided practical insights into different career paths, as well as an opportunity for participants to learn from experiences that may not always be visible through more formal conferences or training sessions.

An important outcome of the activity was the opportunity for participants to expand their professional networks. The small-group format made it easier to establish direct contacts with experts and with other participants attending the session. Beyond exchanging advice and experiences, the activity therefore helped create connections that participants could potentially continue developing during the UACES Annual Conference and thereafter. The diversity of the experts’ backgrounds, who hailed from institutions across Europe, also meant that participants were exposed to different approaches to research careers, leadership, publishing, and creating more inclusive academic environments.

Feedback from participants was very positive. The informal nature of the activity was particularly valuable in creating an open atmosphere in which participants felt comfortable asking questions and discussing their own experiences and concerns. The experts also contributed to this atmosphere through their willingness to share personal experiences and engage openly with participants.

The setting contributed significantly to the success of the session. As the conversations developed, most of the groups moved to the courtyard of the Hollar Building at Charles University. This provided a relaxed and pleasant environment for continued discussion and networking, and reinforced the informal character of the activity. The courtyard ultimately became a natural space for participants and experts to continue their conversations beyond the initial structure of the rotations. For us, this was probably the best sign that our format had worked: once the structure and the rigid format of the rotations had faded into the background, people simply kept the conversations going. What started as a planned, and very structured, networking activity gradually evolved into something more natural, with conversations going beyond not only the allotted time, but also the event itself, continuing throughout the Annual Conference and possibly even beyond that.

Overall, the session achieved its main objectives of facilitating peer learning, professional exchange and networking. By combining structured rotations with informal conversation, it created space for participants to gain practical insights, make new contacts, and reflect on their own potential career paths. The positive feedback and continued conversations in the courtyard demonstrated the value of creating informal, accessible spaces for connection within the wider UACES Doctoral Training Academy. We would also like to extend our sincere thanks to all the experts who participated in the session and generously shared their time, experiences, and insights with our participants. Their openness and willingness to engage in conversation were an essential part of what made the session so valuable and helped create the welcoming and informal atmosphere that allowed the discussions to continue well beyond the planned format. 

The post From Structured Networking to Meaningful Conversations appeared first on Ideas on Europe.

Planned relocation, the process of moving a community from one area of residence to a new one in response to an environmental risk or threat, is an important option for climate change adaptation. Given the acute climate and environmental risks facing them, small island developing states (SIDS) have taken a leading role in developing policies and processes for planned relocation in response to these risks. This policy brief will look at how planned relocation works as an adaptation strategy in informal urban settlements and will examine the role of social cohesion in planned relocation processes. Fiji has become a regional leader in planned relocation policy, with the Human Mobility in Climate Change Contexts (HMCCC) project serving as a magnifier of Fiji’s existing expertise in planned relocation. Since 2017, the Fijian government and civil society in cooperation with the German and New Zealand governments have developed planned relocation standard operating procedures (SOPs) for helping villages in high-risk areas navigate the physical, cultural, social and economic costs of relocating to higher ground or a safer location. These SOPs have become a “gold standard” for other countries to learn from and emulate in their own planned relocation policies. 
The next step that the government is starting to undertake involves adapting the SOPs to informal urban settle­ments that are facing climate and environ­mental risks. Fiji’s informal urban settlements have faced a number of social, political and eco­nomic challenges over the years. These include serious issues with crime, land insecurity and historical political exclusion. Thus, along with the threats that come with climate change, particularly sea-level rise and flooding, any planned relocation policy for informal urban settlements has to simultaneously address trust in institutions, cooperation for the common good, and inclusive identity. The historical case of the Bainiose being relocated from central Suva to a suburb of Suva in the late 1990s offers guidance on how this can be done. 

Key policy messages

• Planned relocation for communities in urban settings requires long-term planning for services such as new public transportation connections, schools, secure land tenure and health facilities.
• Measures should be taken to build institutional trust with urban com­munities, who may lack the traditional mechanisms of chiefly or customary representa­tion that is present in rural settings.
• Community identity is often strong and can be a starting point for policy-makers and communities to identify sustainable options for relocation.

Dr Anawaite Matadradra is a Lecturer at the University of the South Pacific.
Dr Sevanaia Sakai is a Senior Lecturer at the University of the South Pacific.
Unaisi Raileqe is a Project Officer at the Pacific Centre for Peacebuilding.
Dr Timothy Fadgen is a Senior Lecturer at the University of Auckland.

Planned relocation, the process of moving a community from one area of residence to a new one in response to an environmental risk or threat, is an important option for climate change adaptation. Given the acute climate and environmental risks facing them, small island developing states (SIDS) have taken a leading role in developing policies and processes for planned relocation in response to these risks. This policy brief will look at how planned relocation works as an adaptation strategy in informal urban settlements and will examine the role of social cohesion in planned relocation processes. Fiji has become a regional leader in planned relocation policy, with the Human Mobility in Climate Change Contexts (HMCCC) project serving as a magnifier of Fiji’s existing expertise in planned relocation. Since 2017, the Fijian government and civil society in cooperation with the German and New Zealand governments have developed planned relocation standard operating procedures (SOPs) for helping villages in high-risk areas navigate the physical, cultural, social and economic costs of relocating to higher ground or a safer location. These SOPs have become a “gold standard” for other countries to learn from and emulate in their own planned relocation policies. 
The next step that the government is starting to undertake involves adapting the SOPs to informal urban settle­ments that are facing climate and environ­mental risks. Fiji’s informal urban settlements have faced a number of social, political and eco­nomic challenges over the years. These include serious issues with crime, land insecurity and historical political exclusion. Thus, along with the threats that come with climate change, particularly sea-level rise and flooding, any planned relocation policy for informal urban settlements has to simultaneously address trust in institutions, cooperation for the common good, and inclusive identity. The historical case of the Bainiose being relocated from central Suva to a suburb of Suva in the late 1990s offers guidance on how this can be done. 

Key policy messages

• Planned relocation for communities in urban settings requires long-term planning for services such as new public transportation connections, schools, secure land tenure and health facilities.
• Measures should be taken to build institutional trust with urban com­munities, who may lack the traditional mechanisms of chiefly or customary representa­tion that is present in rural settings.
• Community identity is often strong and can be a starting point for policy-makers and communities to identify sustainable options for relocation.

Dr Anawaite Matadradra is a Lecturer at the University of the South Pacific.
Dr Sevanaia Sakai is a Senior Lecturer at the University of the South Pacific.
Unaisi Raileqe is a Project Officer at the Pacific Centre for Peacebuilding.
Dr Timothy Fadgen is a Senior Lecturer at the University of Auckland.

Planned relocation, the process of moving a community from one area of residence to a new one in response to an environmental risk or threat, is an important option for climate change adaptation. Given the acute climate and environmental risks facing them, small island developing states (SIDS) have taken a leading role in developing policies and processes for planned relocation in response to these risks. This policy brief will look at how planned relocation works as an adaptation strategy in informal urban settlements and will examine the role of social cohesion in planned relocation processes. Fiji has become a regional leader in planned relocation policy, with the Human Mobility in Climate Change Contexts (HMCCC) project serving as a magnifier of Fiji’s existing expertise in planned relocation. Since 2017, the Fijian government and civil society in cooperation with the German and New Zealand governments have developed planned relocation standard operating procedures (SOPs) for helping villages in high-risk areas navigate the physical, cultural, social and economic costs of relocating to higher ground or a safer location. These SOPs have become a “gold standard” for other countries to learn from and emulate in their own planned relocation policies. 
The next step that the government is starting to undertake involves adapting the SOPs to informal urban settle­ments that are facing climate and environ­mental risks. Fiji’s informal urban settlements have faced a number of social, political and eco­nomic challenges over the years. These include serious issues with crime, land insecurity and historical political exclusion. Thus, along with the threats that come with climate change, particularly sea-level rise and flooding, any planned relocation policy for informal urban settlements has to simultaneously address trust in institutions, cooperation for the common good, and inclusive identity. The historical case of the Bainiose being relocated from central Suva to a suburb of Suva in the late 1990s offers guidance on how this can be done. 

Key policy messages

• Planned relocation for communities in urban settings requires long-term planning for services such as new public transportation connections, schools, secure land tenure and health facilities.
• Measures should be taken to build institutional trust with urban com­munities, who may lack the traditional mechanisms of chiefly or customary representa­tion that is present in rural settings.
• Community identity is often strong and can be a starting point for policy-makers and communities to identify sustainable options for relocation.

Dr Anawaite Matadradra is a Lecturer at the University of the South Pacific.
Dr Sevanaia Sakai is a Senior Lecturer at the University of the South Pacific.
Unaisi Raileqe is a Project Officer at the Pacific Centre for Peacebuilding.
Dr Timothy Fadgen is a Senior Lecturer at the University of Auckland.

L'enquête révèle également que des documents antidatés ont permis de faire disparaître les yachts et les demeures de l'oligarque russe des comptes.

Le président de la Cour constitutionnelle, Professeur Cossi Dorothé Sossa, a reçu en audience, lundi 12 octobre 2026, une délégation de la Commission nationale de réforme du droit, conduite par son président, Noël Gbaguidi.

Le président de la Cour constitutionnelle et la délégation de la Commission nationale de réforme du droit ont échangé sur l'harmonisation des textes juridiques et la nécessité d'anticiper les besoins législatifs. Selon le rapporteur et porte-parole de la commission, Professeur Samson Igor Guèdègbe, le président de la Cour constitutionnelle a insisté sur les incohérences relevées dans plusieurs textes et encouragé la commission à travailler à leur mise en cohérence.

La rencontre a également permis d'évoquer la nécessité de limiter les législations adoptées dans l'urgence, au profit de textes mieux adaptés aux évolutions de la société. « La plupart du temps, on légifère parfois dans l'urgence. Et ce faisant, cela ne permet pas d'adresser efficacement les problèmes qui sont les nôtres », a-t-il souligné.

Créée par le décret n° 2025-646 du 15 octobre 2025, la Commission nationale de réforme du droit est chargée d'assurer une veille législative et réglementaire, de mener des études prospectives et d'accompagner les institutions publiques dans la modernisation des textes juridiques.

When airpower wins, and when it doesn’t.

What will survive when the boom ends.

A central part of the deterrence question

Les Léopards seniors dames de la République démocratique du Congo (RDC) affrontent les dames de la Côte d’Ivoire ce mardi 13 octobre 2026, à 19 heures, au stade Félix-Houphouët-Boigny d’Abidjan. Cette rencontre compte pour le match retour du deuxième tour des éliminatoires du tournoi de football féminin des Jeux olympiques de Los Angeles 2028.

Le gouvernement congolais entend faire de la connectivité des infrastructures de transport un levier majeur de développement. À travers un programme de 22 800 kilomètres de routes et de voies ferrées, l'exécutif ambitionne de renforcer les échanges commerciaux, faciliter la mobilité des populations et soutenir la croissance économique à l'échelle nationale.

La forte baisse de la consommation de carburants, dont les prix atteignent des sommets, ont largement participé à faire diminuer les émissions de gaz à effet de serre en France au cours des derniers mois. Selon l'organisme chargé du suivi des émissions, les rejets carbonés ont diminué de 4,1 % au premier semestre et pourraient baisser de 2,8 % sur l'ensemble de l'année.

Un camion chargé de casiers de boissons a percuté une poissonnerie située en face de la mairie de Toffo, dans le département de l'Atlantique, le lundi 12 octobre 2026. L'accident s'est produit sous une forte pluie, alors que le véhicule circulait sur la RNIE 21, dans le sens Toffo-Lalo.

Des dégâts matériels après un accident à Toffo. Selon les informations de la Radio Sèdohoun, le conducteur aurait perdu le contrôle du camion dans une descente, avant de quitter la chaussée et de finir sa course dans une poissonnerie. Les trois occupants du véhicule ont survécu à l'accident. Le conducteur a subi des égratignures. Aucun autre blessé n'a été signalé.

La poissonnerie a été entièrement détruite. Trois congélateurs et leur contenu, une motocyclette ainsi que divers articles ont également été endommagés.

Huit mois après l’installation des sinistrés de Pakadjuma dans la commune de la N’sele, à Kinshasa, les habitants des quartiers Muntele et Sicotra-Lokali dénoncent une dégradation inquiétante de leur cadre de vie. Riverains et élèves de l’ITM-CNPP réclament des mesures urgentes pour faire face à une situation sanitaire qu’ils jugent alarmante.

A group of UN Staffers outside the Secretariat. Credit: United Nations

By Thalif Deen
UNITED NATIONS, Oct 13 2026 (IPS)

The United Nations has once again revived a longstanding problem that has been left lingering behind closed doors for decades – racism and racial discrimination at the UN Secretariat.

A message sent to UN staffers last week reads: “The United Nations is founded on the bedrock principle that all people are equal in rights and dignity. Racism has no place in our Organization, and we are committed to fighting it on every front”.

“But racism often hides within systems, becoming entrenched through policies and practices that may appear neutral, but in fact reinforce biases and deepen inequities. Bringing these patterns to light is crucial, and for that we need data.”

“That is why, on 17 October, we will be launching a voluntary race data collection initiative. This exercise invites all Secretariat staff to provide information about their race, to help the Organization better identify and address discrimination. It is optional. It is anonymous. And it is one of the best tools we have to discover where action is needed.”

Approximately 3,600 to 4,800 Secretariat staff members, including UN agencies, are based in New York.

Meanwhile, the UN Secretariat in New York, faltered ingloriously last year, as it withdrew its own online survey on racism, in which it asked staffers to identify themselves either as “black, brown, white, mixed/multi-racial, and any other”.

But the most offensive of the categories listed in the survey was “yellow” – a longstanding Western racist description of Asians, including Japanese, Chinese and Koreans.

Subsequently, a non-apologetic message emailed to staffers read: “The United Nations Survey on Racism has been taken offline and will be revised and reissued, taking into account the legitimate concerns expressed by staff.”

Dr Palitha Kohona, a former Chief of the UN Treaty Section in the Office of Legal Affairs (OLA) told Inter Press Service (IPS) racism today is not overly evident at the United Nations which was founded on ideals that were very much ahead of their times, but an undercurrent of racial superiority and racial bias exists among certain elements of the Organization. This is evident in certain appointments and deep-seated attitudes, even among some delegates.

“Racism in international bodies could be traced even to the founding of the League of Nations where President Woodrow Wilson strenuously opposed the Japanese proposal to incorporate the principle of racial equality in the constitution of the Organization. His vision of international order was hierarchical and implicitly based on a racial hierarchy that placed white, Western nations at the top”.

While the United Nations is staffed by many enlightened individuals, some bias based on race still prevails at the highest levels, he pointed out, despite the organization itself having been headed by two Asians and an African in recent times.

“Curiously certain positions have been held only by Europeans. For example, the position of the UN Legal Counsel has been held only by white Europeans. There are other positions apparently reserved for European countries”.

Some delegates are also still affected by racial prejudices of an unenlightened past.

In a well reported incident, the not-so-white chairman of the WEOGs ( a Western European group) from a Southern European country once told the recently-arrived Australian delegate (an Australian citizen of Asian ancestry) that the developing countries of the Group of 77 were meeting in an adjoining room—(implying he was an Asian at the wrong meeting).

In an Organization created on the high ideals of equality and merit there is no logical reason for reserving certain positions on the basis of race, even sub consciously.

“Having gone a long way in minimizing gender bias, it is time to ensure that all vestiges of racial bias are also eliminated. One way to ensure equality and equity in appointments might be to subject all appointments to an open application process with selections being made by racially and gender mixed panels,” declared Dr Kohona, a one-time Permanent Representative of Sri Lanka to the UN, and until recently, Ambassador to China.

Ian Richards, President of the UN Geneva Staff Union told IPS: “We are concerned this is being tackled very much from a North American perspective.”

“Race is only a useful indicator if it is combined with where you grew up, which indicates opportunities or disadvantages in formative years, and where you work now. Each region has its own history and attitudes. We don’t feel this has been taken on board,” he said.

Meanwhile, the circular to staffers also points out that by understanding how colleagues identify their race, we can:

•     Pinpoint areas where racial bias or disparities may exist;

•     Examine institutional factors that may contribute to racist misconduct, underreporting of incidents, or barriers to racial justice; and

•     Develop remedial measures to build a workplace free from racial discrimination.

Staff will be invited to participate by selecting a race category on Inspira. To ensure data protection and maintain privacy, your data will be anonymized and aggregated. It will not be used in connection with any individual human resources management processes, such as recruitment or promotions. It will not be visible to recruiters or hiring managers.

The collection of race data will be managed strictly in line with the parameters outlined in General Assembly resolutions A/RES/80/238 and A/RES/80/243 B, as well as the provisions set out in ST/SGB/2024/3.

The racial categories listed echo the language used in past United Nations staff engagement surveys. An additional question will ask staff if they consider themselves to be a member of a racialized community.

Speaking on condition of anonymity. a former UN staff member expressed concerns about the UN Secretariat Administration’s proposed race data collection initiative, particularly regarding its methodology, suitability for the UN’s diverse global workforce, and safeguards for sensitive personal information.

It was pointed out that a fundamental question remains unanswered: Is the lack of race-disaggregated data genuinely preventing the Organization from addressing racism, or does the real problem lie in the implementation of existing policies, the enforcement of accountability, and the failure to translate commitments into effective action?

This distinction must be established before sensitive personal data are collected on such a scale.

“Any approach to addressing racism and racial discrimination within the UN should also recognize the experiences of affinity groups and other minority and underrepresented communities, whose experiences of exclusion may not be adequately captured by standardized racial classifications”.

The absence of meaningful consultation with staff representatives, together with insufficient clarity regarding the conceptual or empirical basis for the selected racial categories, data protection measures, future use of the data, and independent oversight, further undermines confidence in the initiative.

The United Nations must demonstrate its commitment to equality through action, transparency, and accountability. Collecting sensitive racial data must not become a substitute for enforcing existing protections, addressing substantiated concerns, and correcting discriminatory institutional practices, the former staff member said.

“The ultimate measure of success is not how much data the Organization collects, but whether it can demonstrate that racism has been reduced, accountability strengthened, and the working environment made fairer for all staff”.

IPS UN Bureau Report

 

 

 

 

Cerné par le mouvement lycéen, les inquiétudes sur le pouvoir d'achat et la crainte d'une crise financière, le gouvernement transmet le projet de loi de finances pour 2027 aux députés, ce mardi 13 octobre. Un texte dont l'adoption est plus incertaine que jamais, faute de majorité et à l'approche de la présidentielle.

Joseph Kabila à la tête du FRN, la classe politique sous tension

La création du Front pour la refondation de la Nation (FRN), dirigé par l’ancien président Joseph Kabila, domine l’actualité politique congolaise. La presse revient sur les liens entre cette nouvelle structure et l’AFC/M23, les réactions à Kinshasa ainsi que les premières conséquences au sein de l’ancien parti présidentiel, le PPRD.

Joseph Kabila et l’AFC/M23 : une recomposition qui interroge