The central agenda of this session is “Addressing Brain Drain in Developing Countries.” Brain Drain refers to the large-scale emigration of highly educated and skilled individuals from their home countries, typically developing nations, to more developed countries in search of better working conditions, higher salaries, and greater stability. While often framed as a personal or economic choice, Brain Drain is in fact a deeply systemic issue, rooted in global inequalities, labor market imbalances, and governance challenges. Many developing countries face persistent shortages in essential sectors such as healthcare, education, and engineering due to the outflow of talent. These losses can cripple public services and slow long-term development. Meanwhile, developed countries benefit from a constant inflow of skilled labor, which supports their own industries and demographics. As such, the challenge for this committee is not simply to stop Brain Drain, but to reshape the global labor system in a way that is fair, reciprocal, and sustainable. This may include initiatives such as dual citizenship schemes, knowledge remittance programs, return incentives, circular migration pathways, and more. We invite you to critically evaluate the causes of Brain Drain, assess the responsibilities of both sending and receiving countries, and propose actionable international frameworks. Through diplomacy, empathy, and innovation, we can explore solutions that honor the rights and ambitions of individuals, while building a more equitable global labor landscape.

Although modern society claims to minimize gender‑ and identity‑based discrimination and to offer everyone equal opportunities to participate, the stereotypes through which certain groups have long been viewed do not disappear overnight. This becomes even more pronounced in the realm most closely tied to people’s livelihoods, ‘work’. According to UCLA’s Williams Institute report on LGBTQ employees’ discrimination and harassment, and wage‑gap analyses by IWPR and HRC, a staggering 47 percent of LGBTQ+ workers report experiencing discrimination or harassment in the workplace, while 41 percent of women say they face unequal treatment in promotions and pay. Under the agenda of ‘Ensuring Safe and Inclusive Work Environments for Women and LGBTQ+ Individuals, ’ the committee will compare national labor laws and their stances toward these groups, and explore ways to ensure that everyone can work in conditions that are truly equal and equitable.