Political Declaration and Resolutions adopted on 8 November 2013

Report: Hannah Berry (Model Gender Equality

Policy by Bridget O’Rourke; Literature Review by

Jenny Lazarus and Hannah Berry).

Cover: Alexandra Guzmán.

Photos: Carolina de Oteyza

Project Research Team: Carolina de Oteyza,

Hannah Berry, Kirsty Ogle, Mustafa K. Pasha,

Pauline Gourley.

Data processing and tabulation: Santiago Plana

Additional work by: Noreen Khan.

Thanks to the many workshop and focus

group participants, travel diary-keepers and

questionnaire respondents and to all contributing

staff at GMPTE, Arriva North West and

Wales, Stagecoach Manchester, First Manchester

and Community Transport Manchester.

Particular thanks to: Anne Hughes and Tony Hunt

(Arriva); Jim Crenigan and John Young

(Stagecoach); Andrea Elmas, Simon Bennett and

Bob Townend (First); Paula Denny (CTM); Vicki

Crabb, Kieran Yates, Muhamad Karim (GMPTE).

Funded by: Manchester Transport Thematic

Partnership.

Additional support received from: Oxfam UK

Poverty Programme, Manchester Metropolitan

University Community Audit and Evaluation Centre –

ALAC programme, Women’s Electronic Village Hall,

Community Network for Manchester.

MANCHESTER WOME’S NETWORK - GEM PROJECT

Increasing problems of congestion and the urgent need to curb greenhouse gas

emissions make it vital to augment use of public transport in Manchester. It is also

imperative to maintain an effective passenger transport system for those who do not

have the option of defecting to private car use and who would experience strong

social exclusion if they were not able to use it to access employment, amenities and

services.

The bus remains the most heavily used mode of public transport in Greater

Manchester, carrying about 85% of all public transport passengers. However, about

95% of the fall in bus use in the 1990s can be accounted for by women and 70% of

car traffic growth was due to women driving longer distances. This, and the fact that

women are also more likely than men to live in poverty and be the ones facing social

exclusion through lack of access to a car are what make it so important to under-

stand women´s use of public transport and to take action so that it can better meet

their needs.

Despite welcome societal change, women are still more likely than men to work part-

time and to have responsibility for household chores and childcare. The result is that

women need more travel flexibility than men. Our User Perspectives research find-

ings generally serve to confirm this assertion.

Gender analysis needs to be incorporated into all transport planning, so that gender

impacts are studied and considered before project and policies are implemented.

When mainstreamed into every stage of the delivery cycle: consultation, decision-

making, planning and evaluation; and in the design of strategic objectives, equality

goals and targets, gender analysis becomes a key element in the achievement of

gender equality.

The project objectives were:

Executive Summary

To explore the gender dimensions of public transport delivery in

Manchester, identifying problems and gaps.

To raise awareness of gender issues among private, voluntary and

statutory transport providers

To make practical recommendations for improving the gender appropri-

ateness, accessibility and quality of transport services

�

�

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TOWARDS GENDER SENSITIVE TRANSPORT SERVICES

11


The literature review showed that statistics are available on men and women´s use

of public transport, even if national and regional studies do not disaggregate by gen-

der as a matter of course. It also showed that a substantial body of evidence now

exists on the particular needs of women with regard to public transport. Our User

Perspectives section serves to supplement this with data of recent and local prove-

nance, reinforcing what other studies have shown but occasionally challenging

received wisdom and also, we hope, acting as a source of useful suggestions from

local people who have experience of riding buses in Manchester.

The literature review also highlights work which has been done on the position of

women as employees in the public transport sector. Our Operator Perspectives

research provides an overview of aspects of the culture and policies which have a

bearing on the internal gender balance and gender dynamics of our case study

organisations. It also captures the perspectives of men and women who are current-

ly employed in the sector, revealing gaps in gender awareness where they exists

and elements of conduct which the companies could choose to tackle. We hope this

section helps make the case for constructive action to combat gender inequalities

where they are seen to exist, both for its own sake and for the potential impact on

services that might result operations and personnel being less dominated by men.

The Model Gender Equality Policy for Transport Providers then gives some sugges-

tions to help operators to move forward, although we recommend these are read in

conjunction with other, more comprehensive guidance, such as the Department for

Transport´s Women and Public Transport: The Checklist, the Checklist within the

Scottish Executive’s report Women and Transport – Moving Forward and Transport

for London´s Best Practice Guidelines for Women in the Bus Industry.

A new duty to 'duty to promote gender equality' is due for implementation in April

2007. The Gender Duty, in the same way as the existing Duty on Race will require

local authorities to show that gender issues are given due consideration in all of their

operations and tendering. This will directly affect GMPTE and by extension will

make requirements of all grant aided organisations and private sector partners who

tender for public service contracts. More information will be available from the Equal

Opportunities Commission in the Autumn on exactly what the demands on compa-

nies will be under the Gender Duty, but this should act as an additional incentive to

bus and other public transport operators to see what they can take from this report

to improve their credentials in this important area.

The following is a summary of the main research findings from the User

Perspectives and Operator Perspectives sections.

22


33

Methodology

The research was led by a project co-ordinator and carried out over seven months

by a small team. A matrix of participatory methods was used for the main body of

the work (User Perspectives and Operator Perspectives). This way of working had

been successfully employed by the GEM Project in its 2003-4 analysis of gender

and community engagement in Manchester.

A.User Perspectives

In order to facilitate local involvement, we recruited a pair of community research

assistants (CRAs) in two demographically contrasting Manchester wards: Longsight

and Bradford (East Manchester).

A mixture of qualitative and quantitative data collection methods were used to look

at the current patterns of women and men’s public transport use and to identify par-

ticular barriers, aspirations and unmet needs, both in the case study areas and more

generally across the city.

The four research main research activities were:

• direct observation and gender analysis of daily transport use

• general survey

• travel diaries

• focus group discussions with specific target groups

1. Direct observation

This part of the study was carried out by the CRAs in their respective areas. The

observation forms and table of results appear as Appendix X.

2. Focus groups

We held six focus groups, three in each area.

Longsight Bradford

Asian women (18 participants)

Asian men (6 participant)

Mums at Crowcroft Park school (2 participants)

Women over 60 (8 participants)

Local women of any age (7 participants)


44

2. Ethnic Background

56%

1% 9%

19%

4%

11%

White British White Other Mixed Asian Black Other

3. General survey

A general survey on transport use was distributed by post through CN4M networks,

by hand at community meetings and events and mailed out to residents (and col-

lected by hand by the CRA's) in Bradford and Longsight. Of the 337 completed sur-

veys, 317 were valid for use in the research. The questions were designed to eluci-

date whether men and women had the same or divergent priorities and concern-

about public transport in Manchester, with a bias towards bus travel.

The sample included 94 male and 220 female from a good spread of ethnic back-

grounds (charts 1 and 2). A quarter of the respondents had children under 12 years

old, and 13% stated they had a disability.

More than half of the sample had a job and were working either part time or full time.

12% were students and 10% retired (chart 3).

The majority of respondents (71%) came from one of seven areas:

27 respondents did not include postcode information.

1. Respondents by sex

70%

30%

Male Female

3. Work

36.9

21.7

8.0 11.8 10.3 11.4

Full Time Part Time No Paid Work

Student Retired Combination

M11: Openshawe, Bradford and Bewick

M12: Longsight and LevenshulmeM13: Rusholme and Moss Side

M14: Fallowfield

M16: Trafford

M19: Burnage and Ladybarn

M20: Didsbury and Withington

M21: Chorlton and Barlow Moore


55

Half of the respondents held a driving license. 64% of the male respondents held

driving licenses compared to 45% of female respondents, which fits with what stud-

ies say about lover levels of license ownership among women (charts 4 and 5).

4. Travel diaries

Ten people responded to an email requesting volunteers to keep a travel diary,

recording details of every journey made on two separate weekdays, a Saturday and

a Sunday. organisational email networks were used to recruit the diarists. The team

received back by a certain date brought over 30 offers, from which, following some

discussion, ten of the most frequent users of public transport were chosen with

regard to maximising the diversity of the sample (age, ethnicity, working status,

parental status, area lived in etc.)

Each participant received a pro-forma booklet in which to record their accounts.

5. Driving license holders Female

47%

53% Yes No

4. Driving license holders Male

65%

35% Yes No

Sex Age Ethnicity Working status Children under 12?

Own a car

Hold a driving licence

Local area

F 25-35 Other Asian Full time No Yes No Trafford

F 36-49 Chinese Full time No Yes Yes Withington

F 36-49 Other Black Full time No No No Openshaw

F 25-35 White British Full time Aged 3-12 Yes Yes Newall Green

F 25-35 White British Full time No No No Moss Side

F 36-49 White British Part time Aged 3-12 Yes No Whalley Range

M 25-35 Other White Part time No No No Victoria Park

M 36-49 Mixed Full time Aged 3-12 Yes Yes Whalley Range

M 25-35 White British Full time No No No Chorlton

M 50-59 White British No paid work No No No Longsight


66

B.Operator Perspectives

The GEM team worked with a number of public transport providers to investigate the

kinds of gender issues that operate within the sector at organisational level. We

were interested in internal gender balance, culture and procedures and whether,

and if so how, these might influence the gender sensitivity of the services provided

to the public.

Information was gathered through conversations with managers, an employee sur-

vey and short semi-structured staff interviews, as well as through gender analysis of

documents such as annual reports, equal opportunities policies, job advertisements

and information leaflets and brochures.

The research partners were:

• Arriva Bus North West

• First Manchester

• Stagecoach Manchester

• Community Transport Manchester (CTM)

• Greater Manchester Passenger Transport Executive (GMPTE)

Because of resource and time constraints, we narrowed the field from public trans-

port in general to concentrate on the bus industry, with CTM and GMPTE providing

additional data.

Data collection methods:

•Short interviews were carried out with fourteen male and fourteen female employ-

ees.

•A survey was distributed to 178 employees of four companies.

•Longer interviews were conducted with the following people:

Stagecoach Manchester:

Personnel Officer, Commercial Officer and Network Manager

Arriva North West:

Human Resources Manager, Wythenshawe Depot Manager, Manchester Depot

Manager.

First Manchester:

Human Resources/Diversity Manager, Network/Research and Monitoring Officer

Manchester Community Transport:

Community Development Officer


77

Women were nearly twice as likely as men to consider bus drivers unfriendly or

unhelpful. The difference could partly be explained by the problems, more common

to women, of getting on and of buses with children and prams, perhaps creating

more circumstances in which the helpfulness or otherwise will be noted.

Several Asian women had been put off using public transport by racist encounters

with bus drivers. They recommended cultural awareness training for drivers and

anti-discrimination policies.

To avoid conflict with passengers, women felt drivers needed better training, to

work regular routes and more support in the form of conductors.

USER PERSPECTIVESD

river

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Ph

ysic

al

asp

ects

Women were slightly more likely to say they were put off bus travel by lack of

cleanliness on board the vehicles.

Accessibility of buses to people with young children in prams or pushchairs was

the issue which sparked the greatest amount of discussion in the focus groups and

surveys. It affects women primarily, and although they noted the increasing num-

ber of low floor buses they also bemoaned a continuing shortfall on many routes.

Lack of storage space was also disproportionately an issue for women, due to the

fact that they are more likely to travel with pushchairs, prams and shopping.

Concerned about the comfort and safety of pregnant women and young children,

Asian women identified priorities for action around seating:

• Wider, more comfortable seats• Seat belts• Seats reserved for pregnant women

Overc

row

din

g Slightly more women than men were intolerant of overcrowding on buses, possibly

due to the inconvenience over full buses present to those who regularly have to

manouvre shopping bags, children or pushchairs on and off vehicles.

Asian women expressed the most concern about overcrowding, possibly reflecting

additional cultural preferences around physical contact.

Safe

ty

Questions around safety produced the biggest gender disparities of all the issues

we investigated in the general travel survey. More women than men felt unsafe

during the day and were twice as likely to feel unsafe at night.

Asian people in Longsight experienced additional concerns about racist abuse

from passengers. They liked the idea of women-only buses.

Fare

s More men regarded the cost of fares as a factor influencing their use of public

transport.


88

Slightly more women than men said their bus travel was affected a little or a great

deal by buses not going where they needed them to and by having to change

buses to get to their destination. It does not contradict expectations to find that

women, who are more likely to be travelling with babies or children, or with lots of

shopping, would be more inconvenienced by having to changes buses.

More women, and particularly the Longsight Asian women, declared themselves to

be affected 'a great deal' by buses not going directly to supermarkets. Several

women expressed frustration with the difficulties of reaching hospital by public

transport. GMPTE blames the legislative framework for incentivising bus compa-

nies to concentrate on the most profitable routes, creating a fragmented, confus-

ing network of private and subsidized services which discourages people from

changing buses within a journey. It proposes changes which would be of particu-

lar benefit to people making typical `female´ type journeys.

Serv

ice i

ssu

es

The Asian women were the most vocal on the issue of the waiting environment.

They wanted to see:

More sheltersMore seatingMore space, including so that children do not have to stand near the edge of the road close to the trafficLighting on streets and at bus stopsCars prevented from parking in front of bus stopsBetter queuing systems, such as a separate queue for women with buggies and small children

Wait

ing

en

vir

on

men

t

The The data suggests that South Asian women are less inclined to travel by bus

than the women generally in Manchester. We heard that some Asian women who

can’t afford a car would rather club together to buy a shared car than have to rely

on public transport.

It appears that their barriers to using the bus include:

Journeys made problematic by the fact that they are more likely to

travel with children and may be shopping for more people.

Being the targets of racial abuse from passengers and drivers.

Language barriers.

Cultural barriers, such as not wanting to share public space with

unknown men and particular sensitivity to overcrowded spaces.

The Asian women were generally very keen on the idea of community transport,

which is not on offer in Longsight in the same way as East Manchester. They want-

ed there to be minibuses to do small trips such as shops, supermarkets, hospitals

and health centres.

Recommendations included:

Women-only busesCultural awareness training for drivers and anti-discrimination policiesWider, more comfortable seats, seat belts and seats reserved for pregnantwomen, to assist pregnant women and those travelling with young childrenMore shelters and seating and better lighting at bus stopsMore space at bus stops, including so that children do not have to stand near the edge of the road close to the trafficCars prevented from parking in front of bus stopsSeparate queues for women with buggies and small children

Sp

ecif

ic c

on

cern

s o

f A

sia

n p

eo

ple


99

More than twice the number of women as men were seen to combine modes of

transport within a single return journey when going to shops outside their immedi-

ate area.

Slight gender differences were seen in the following (not necessarily statistically

significant differences):

Women more likely to say the bus is their main mode of transport

Men more likely to say the private car is their main mode of transport

Men more likely to say they regularly travel by bicycle

Men more likely to say they walk to the shops within their area

Women more likely to say they travel by taxi

Women more likely to say they take the car to shops within their local area,

and to ‘community meetings’.

More significant gender differences:

More men than women cycle to work

More men go to work by car

More men said they use the car to deliver children to school

More than twice as many women as men walk their children to school

Women were nearly three times more likely to go by taxi to hospital

Women were more likely to take the car to community meetings and twice

as likely as men to walk.

Over twice as many men as women said the question about community

meetings was not applicable, which could be seen to reinforce GEM’s

previous research finding that women are more likely than men to attend

community meetings.

Non-local shops and community meetings were the only destinations to

which greater numbers of women than men said the car was their primary

means of travel.

Other forms of transport

Overcrowding and feelings of insecurity after dark were the respondents´ main

concerns about trains.

Trams were seen as a good option if you are travelling with children and

pushchairs, though bad for cyclists

Community transport recommendations included:

Local drop-off pointsCommunity buses for school holidaysCommunity minibuses from supermarket car parksMinibus to local hospitals, health centres, schools, children centresSpecial buses for people with pushchairs to take them to local places for days out, such as to the Trafford Centre, municipal events and other local attractions.School minibuses collecting from various points on the route, to easetraffic congestion

Mo

des o

f tr

an

sp

ort


1100

OPERATOR PERSPECTIVES

Reality:

Men make up between 91% and 94% of the workforces at Arriva North West, First

Manchester, Stagecoach Manchester and CTM, and 67% at GMPTE. Two of the

most segregated job areas at the bus companies are bus driving and crafts jobs,

which include bus fitters, electricians, engineers and body-makers. Women are

predominately employed in administration, finance, customer services, marketing

and office cleaning.

We would not expect to see 50:50 gender split in the industry, but current levels

are unlikely to reflect the numbers of women who would be happy to work in tradi-

tionally male transport related jobs.

Employee perceptions:

More than half of the female and 33% of the male survey respondents thought

areas of their company were male domininated, particularly

crafts jobs, management and bus driving, which reflects the reality. The female

dominated areas were thought to be administrative and clerical work, again cor-

rectly.

The most common reason people gave for male dominance within the transport

industry was that it has traditionally been considered a man´s job. Many were of

the opinion that this was slowly changing, however.

Most interviewees thought their job equally suitable for men and women, though

this was less the view of those working in heavy depot jobs such as engineering.

Wo

rkfo

rce b

ala

nce

Reality:

The recent intake of Eastern European drivers is likely to be part of the reason that

the predicted rise in numbers of women drivers has not occurred.

Very few apprenticeships are taken up by women, possibly because these are the

heavy, dirty jobs most likely to be deemed more suitable for men. Open minded-

ness among personnel officers, special attempts to reassure and encourage young

women who get as far as a site tour, gender awareness training for the Job Centre

staff responsible for apprentice recruitment and tailored promotional materials

made available for them to use, would all help raise numbers of female appren-

tices.

It seems that the companies do make an effort to balance images of men and

women in advertisements, but more could be done, particularly on the websites, to

make it explicit that women are welcome and expected to apply. It is good practice

to make direct reference to the underrepresented gender.

Clear equal opportunities procedures - such as detachable monitoring sheets on

application forms and relevant training for anyone involved in a recruitment panel

- are essential to avoid value judgements by individual managers leading to dis-

crimination on gender and other grounds. GMPTE and Arriva both demonstrate

best practice in this respect.

Recru

itm

en

t an

d s

ele

cti

on


1111


It would appear from employee responses that none of the companies has operat-

ed any high profile or recent initiatives to improve the gender balance of their

teams, or has sought to engage current employees in a collective strategy to this

end.

More than half of employee suggestions for attracting more women were for more

adverts and recruitment campaigns targetted at women. The next most common

response was about encouraging women to go into engineering, management and

apprenticeships.

Men and women were divided on whether or not more women in the workforce

would benefit the public, but a majority of men thought it could potentially benefit

the company. Most of the reasons given for this related to a perception that women

drivers relate better with the public.Recru

itm

en

t an

d s

ele

cti

on

Reality:

Managerial tiers at the three companies are male dominated, although less so at

Stagecoach Manchester and GMPTE. GMPTE has set targets to increase the

number of female senior managers and has been successful in doing so.

The fact that most positions of oversight and design of services are occupied by

men at the current time could have an impact on services.

Involving women in service design is thought to be more likely to ensure that

women’s particular knowledge of problems and solutions are incorporated and that

services conform with the performance levels women expect from today’s

lifestyles.


Nearly twice as many of the women surveyed felt that men's views were more

highly valued in decision making, although the majority of both sexes (81% of men;

70% of women) thought both were valued equally.

Many more women than men (25% compared to 3.6%) felt that men have higher

status within their company. There is a chance that men and women could have

interpreted the word status slightly differently.

More women said they feel they have the of management and women were more

likely to feel they are well consulted by management.

Decis

ion

makin

gE

mp

loy

men

t co

nd

itio

ns Reality:

Positive initiatives for reducing gender discrimination in the workplace include:

Childcare voucher schemes or salary sacrifice schemes, as operated by Arriva

and Stagecoach.

Adequate toilet facilities. More than one of the companies suffers from

inadequate toilet provision when out on the road, which could be particularly

discouraging for women drivers.

Introduction of part shifts, flexibility and the option of working a shorter week.

It is important that the changes are agreed through negotiation and involve

the unions to ensure existing workers´ rights are not detrimentally affected.

A support network for women drivers, as is being initiated at Arriva North West

A ‘buddy’ system for new female recruits, not operated by any of the companies


1122

Em

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More men than women said childcare was 'an issue' for them in their job - 22% of

men compared to 15% of women. However, nearly twice as many women as men

said they had caring responsibilities. One possible explanation could be that

women were keen not present childcare as ‘an issue’ in the sense of presenting a

conflict of interests with their work responsibilities, so as not to reinforce stereo-

types about the difficulties of employing working mothers. either way, the results

show that both sexes find it difficult to cover childcare costs and to square family

life with the requirements of the job.

Women appear from the results to be more likely than men to enjoy their job than

men.

Men´s top priorities for improvement in working conditions were the physical con-

dition of buses and better shifts and wages. Top priorities for women were better

relations and communication within the workforce and better security provision

while out on the road.

Eq

ual

op

po

rtu

nit

ies

Reality:

All the companies provide new employees with centrally produced equal opportu-

nities statements and policies at induction.

Only Arriva and GMPTE have a policy of systematic workplace diversity training,

and it is not clear much attention is given to gender issues within these frame-

works.

GMPTE´s equal opportunities agenda has grown in prominence within the organi-

sation following an equality audit. Equality issues have been brought into regular

performance appraisals; selection and recruitment training have become manda-

tory for anyone who wants to sit on a job panel and targets have been set to

increase the number of women in its top 5% pay band by one person a year - all

could have positive gender related outcomes. Public commitments by senior staff

to lead by example are important for the culture change.

Gender and other diversity mainstreaming has been shown to achieve most suc-

cess when it is driven and championed by senior people in an organisation.

Wo

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ult

ure


The majority of survey respondents felt that someone of the opposite sex to them

could in theory do their job equally well.

The female respondents' gender assumptions were that women are less confronta-

tional than men and better organized.

Male respondents´ assumptions were that men have the advantage of feeling less

vulnerable at night while being less good than women at juggling work and child-

care.

Some women felt they experienced prejudice from male colleagues, in particular in

relation to their technical skills or knowledge.

Stereotyped assumptions could be aired, challenged and potentially debunked as

part of a workplace gender training programme.

Over twice as many women as men said they had experienced discrimination

because of their sex. One in three women believed they had witnessed or experi


1133

Wo

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ult

ure

enced sexual harassment; 21.2% said they had suffered to sex discrimination.

These are worryingly high figures.

40% of men and 45% of women believed women are subject to workplace sexism.

This was said to take the form of shop floor banter and jokes and wasn´t intended

seriously, However, several women, while not uncomfortable with it themselves,

were conscious that less strong characters could be impacted negatively.

Individuals of both sexes recognised that having more women around would be

likely to reduce the culture of banter, which fits with the principle of gender main-

streaming which says dynamics change once a critical mass of the underrepre-

sented group is reached. The critical mass depends on the environment; what is

obvious that with women making up 4% of bus drivers, it has not been reached in

these three companies.

Around 23% of men and women believe they suffer gender-based discrimination

from their customers. It is likely from the comments given that they are not always

referring to abuse that is sexist in content.

Male and female interviewees agreed that men get more general hassle from pas-

sengers than they would if they were women. The implication of this would seem

to be that the majority of perpetrators are themselves male, and are happier to dish

it out to fellow men than to women.

Co

nsu

ltati

on

, re

searc

h

an

d m

on

ito

rin

g

Reality:

Bus companies should make sure they always collect gender information in their

surveys and analyse their statistics by gender in order to spot patterns and ensure

the needs of neither sex are being sidelined or given disproportionate attention.

GMPTE collects a lot of gender data which it does not use. More of its published

information should be broken down by gender. It should also ensure that its con-

sultations are gender balanced whenever possible.

GMPTE records the gender of correspondents and complainants for internal mon-

itoring purposes but it would appear that the bus companies do not disaggregate

complaints by gender. Correspondence should be reviewed by gender in order to

gain a better understanding of men and women’s issues and concerns.

Aw

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need

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mers


70% of survey respondents thought men and women ride buses in equal numbers,

when in fact women make up 58% of Manchester´s frequent users.

Around half of the interview respondents believed that men and women can be

considered as having different travel needs.

Both survey and interview respondents correctly identified that women are more

likely to be travelling with children or to the shops and are more likely to have safe-

ty concerns, particularly at night. They correctly identified that men are more likely

to be going to and from work at peak times, and to board the bus in the early morn-

ing and late evening.

These observations accord well with what is known about men and women’s trav-

el patterns and demonstrate a good level of awareness among those who gave

their opinions on this issue.


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Use o

f im

ag

es

in p

ub

licit

y

Reality:

Most of the companies are aware of a need to reflect the diversity of the travelling

public in their publicity documents.

Desig

n o

f

bu

ses

Reality:

CCTV on board buses is increasingly common.

Between 45 and 60% of the companies Manchester fleets are now low floor. This

is in response to the Disability Discrimination Act which requires all buses to be

DDA compliant by 2017, demonstrating the importance of legislation in advancing

equality.

Political Declaration and Resolutions adopted on 8 November 2013

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Transcript of Political Declaration and Resolutions adopted on 8 November 2013