Table of Contents

Letter from the Secretary General..............................................................................................3

Letters from the Committee Directors....................................................................................... 4

Introduction to the topic............................................................................................................. 6

Geographic Brain Drain...................................................................................................................6

Industrial and Organizational Brain Drain...................................................................................... 7

Statement of the Problem........................................................................................................... 7

Key Concepts and Points of Contention.....................................................................................8

Brain Waste...................................................................................................................................... 8

Individual Rights.............................................................................................................................. 8

Education Systems..........................................................................................................................9

Bloc Positions..............................................................................................................................9

Latin America and the Caribbean.................................................................................................. 9

Europe.............................................................................................................................................10

Asia..................................................................................................................................................10

Africa...............................................................................................................................................10

Oceania........................................................................................................................................... 11

Questions All Resolutions Must Answer QARMAs).................................................................11

Position Paper Guidelines......................................................................................................... 12

Sources......................................................................................................................................12

Letter from the Secretary General

Dear Delegates and Faculty Advisors

On behalf of my secretariat, it is our pleasure to welcome all of you to Liceo Naval Almirante Guise Model of
United Nations 2023 conference!

My name is Mireya Zelada and I´m the Secretary General for this year, position I´m very grateful for. Also, I
study my last year of school with the IB program. It is very exciting for me to host this year conference for my
school and continue the legacy of the team. I consider myself a very friendly, optimistic and skillful person,
characteristics that have helped me develop in MUN.

Two years ago, I discovered what Model of United Nations was. Our institution was carrying out a simulation
among the naval high schools and my civics teacher asked me to participate in it. At that time, I didn't
understand the complexity of preparing for this type of debate, so it scared me a lot. However, during the first
day I realized that it was a space full of people interested in forming ties and providing solutions to conflicts.
From that moment MUN became an essential part of my life; each conference I have attended has taught me
new problems and ways to solve them, as well as different perspectives on each situation. In 2022, many of my
close friends decided to join the team and they are the ones who today help me lead the team and prepare this
conference.
This edition of LNAGMUN seeks to create an environment in which you feel comfortable, whether you are
experienced or new to the model. We expect fluid debates, full of respect, diplomacy, but above all, passion.
Have fun and enjoy every moment of the conference, get experience and dedicate yourself to learning about
what you discuss, each topic of each committee has a great importance at a global level and they need
effective solutions.

If I can give you any advice from my years of experience in MUN, it is to give your maximum effort in each
session, do not give up, if something characterizes the United Nations, it is that everything can change in a
matter of seconds. Success is achieved by trying again and again, use your abilities to your advantage and hide
your weaknesses, only in this way you will feel capable of achieving what you set out to do. Remember that the
best part will not be the award but the experience, I guarantee that learning during the debates will be useful
both for your daily life and for your future work life.

Last but not least, I would like to thank you all for being a part of this conference. I hope that each of you can
achieve all your goals during the three days of discussion. Take each moment of each session as an opportunity
to bring out the best version of yourself. I wish you all the best of lucks. Kind Regards

Mireya Zelada
Letter from the Committee Director
Delegates,

It is my pleasure to welcome all of you to the SOCHUM committee. My name is Ana Lucía Quesada and I will be
your chair during this conference alongside Mariano. I know you are all excited to start this debate but first let
me introduce myself so you can know a thing ir two about me. I'm currently 18 years old and a student of
international relations at Universidad Peruana de Ciencias Aplicadas and University of Arizona. My hobbies are
going to the gym, listening to music and watch tv. For me MUN is a life changing experience because I started
debating when I was 15 and in no time I fell in love with it and I even changed my career, it's hard to believe but
I was going to study engineering because I really like math but MUN made realize that it wasn't my passion.

All that being said, regarding the committee I would like to say that the topic is one of my favorites because of
its impact and importance on the international society. Brain drain is a critical situation which needs to be
addressed so countries can improve. Personally I'm very fond of the social, humanitarian, cultural and political
issues of this topic and I hope you are too when the debate starts, meaning I would really like you to have in
consideration that I´ll be strict with the information you present during this debate.

Finally I´m going to aboard what I love to see on my delegates during a serious debate such as this one. First of
all, one of the most important things I evaluate is that you consider both legal, political and humanitarian
aspects, always having in mind international safety and peace. Another aspect I expect from you is confidence.
I really like active, inspired and confident delegates that show that they are really happy to be here and no one
is forcing them to debate. And last but not least the respect everyone from the chairs to the delegates, roses,
among others deserve. I'm very strict with any kind of disrespectful, discriminatory, or exclusion act so please
have in mind that everyone in this committee deserves your respect because I will not be allowing any attitude
of such nature.

Wish you all the best of luck and looking forward to meet you,

Ana Lucía Quesada

History of the committee

The Third Committee of the General Assembly is given authority to consider agenda items from to a variety of
social, humanitarian, and human rights controversies and issues that have an impact on people all over the
world.

As in past sessions, a substantial part of the Committee's work will be devoted to the study of human rights
issues, including reports from the Human Rights Council's special procedures, which were formed in 2006. The
Committee also considers topics including the progress of women, the safety of children, indigenous concerns,
the treatment of refugees, the promotion of basic freedoms via the abolition of racism and racial
discrimination, and the right to self-determination, as well as topics pertaining to kids, families, the elderly,
people with disabilities, crime prevention, criminal justice, and worldwide drug control.

As a part of the General Assembly, the committee has a variety of functions and powers, which are listed as
follows:

● Consider and approve the United Nations budget and establish the financial assessments of Member
States

● Elect the non-permanent members of the Security Council and the members of other United Nations
councils and organs and, on the recommendation of the Security Council, appoint the Secretary-
General

● Consider and make recommendations on the general principles of cooperation for maintaining
international peace and security, including disarmament

● Discuss any question relating to international peace and security and, except where a dispute or
situation is currently being discussed by the Security Council, make recommendations on it

● Discuss, with the same exception, and make recommendations on any questions within the scope of
the Charter or affecting the powers and functions of any organ of the United Nations

● Initiate studies and make recommendations to promote international political cooperation, the
development and codification of international law, the realization of human rights and fundamental
freedoms, and international collaboration in the economic, social, humanitarian, cultural, educational
and health fields

● Make recommendations for the peaceful settlement of any situation that might impair friendly
relations among countries

● Consider reports from the Security Council and other United Nations organs
Introduction to the topic
In a blatantly simple manner, “Brain Drain” refers to the departure of educated or professional people from one
country, economic sector, or field for another usually for better pay or living conditions Merriam-Webster, n.d.).
The term was born in 1963, when the Royal Society described the migration of british scientists to the United
States, which jeopardized the country’s economy, and is now used to describe emigrations of talented and
educated individuals to more developed countries in search for better payments, better job opportunities and
an improvement in their quality of life Brandi, 2006

At a personal level, a high skill talent might choose to emigrate due to some direct personal benefits from brain
drain such as higher wages, greater freedom, economic and social mobility, and pursuing better careers outside
of their source country. However, the cost is not only financial; some long-term issues include physical and
psychological costs such as leaving family behind, difficulty in assimilating into receiving countries, and cultural
shock or homesickness. People might emigrate when the expected benefits are bigger than the costs,
considering they cannot improve their living standards in their home countries. In addition, brain drain can
occur as a result of political instability, conflict and persecution based on religion, race or gender. Furthermore,
there are three types of brain drain: geographic, industrial and organizational.

Geographic Brain Drain

Geographic brain drain occurs when professionals move from one nation or area to another because of the
notion that it will provide them with greater possibilities. Political unrest, a poor quality of life, a lack of access
to healthcare, and a lack of job opportunities are just a few of the prevalent factors that contribute to brain
drain on a regional scale. These considerations lead brilliant and competent professionals to leave their home
nations in search of locations with greater prospects.

Industrial and Organizational Brain Drain

An organizational brain drain occurs when a substantial number of talented people leave a company. This
typically happens because of employee dissatisfaction, a lack of opportunity inside the company, or the belief
that they would have an easier time achieving their professional objectives elsewhere. A "brain drain" occurs
when outstanding employees leave not just a company but an entire sector as well. These two types of brain
drain are typically a result of a fast changing economic environment in which businesses and sectors that are
unable to adapt to social and technological change lose their top employees to those that can.
Statement of the Problem
Brain drain can have serious repercussions. Both the brain gain, which refers to the place professionals relocate,
and the brain drain have an impact on the region which frequently has a cascading effect.

Brain drain-affected regions suffer from a shortage of human capital. Professionals who leave the company
leave a sizable void that isn't always simple to replace. Take the example of medical experts from
underdeveloped countries who relocate to developed regions in search of better possibilities. When they
depart, there could not be enough (qualified) replacements, which has an impact on the standard of healthcare
for those left behind. The loss of money has an impact on regions that experience brain drain as well. To pay for
its social services and infrastructure improvements, governments rely on income taxes. Tax revenues decrease
as a result of a large departure, which might impede economic progress. Brain gain-affected regions, on the
other side, deal with overcrowding, particularly in large cities where there are more options. Increased
population puts pressure on resources, which may result in greater costs and taxes.
Key Concepts and Points of Contention
Throughout the debate, you will have to develop on most of, if not all, these key concepts and points of
contention, as most of your countries’ interests are rooted in them depending on your policy.

Brain Waste

When highly educated or competent people work in positions that do not make the most of their qualifications,
skills, or potential, it is referred to as brain waste. In addition, it also refers to the situation in which
professionals migrate searching for better job opportunities and other benefits, yet end up unemployed or
underpaid. It frequently occurs in relation to immigrants or migrants who, although having earned advanced
degrees or professional experience in their home countries, are unable to find comparable or appropriate
career prospects in their destination nations.

Individual Rights

The harmony between the right of each person to seek out better possibilities and the national interest of the
home country is a major area of disagreement. Some contend that people shouldn't be prohibited from
migrating and should be allowed to follow their professional goals. Others claim that brain drain harms the
possibilities for growth of the home nation by robbing it of important talent and resources.

For instance, the Zimbabwean government passed a law during the COVID 19 crisis that made it illegal for
employers to hire foreign healthcare staff in an effort to stop the brain drain from the African nation. This move
was strongly opposed by experts in the field. This case study demonstrates the overriding of the peoples'
individual right to freedom of movement within and outside of their home country, which is protected by their
constitution. It is up to member states to discuss when the government's decisions and laws become an
interference in people's individual rights VOA, 2023 .

Education Systems

Another topic of debate is how education systems should deal with brain drain. To retain talent, some advocate
spending money on high-quality research and educational institutions, while others contend that deficiencies
in the educational system are a contributing factor. The topic of conversation shifts to how to balance attempts
to retain talent with investments in education.
Bloc Positions
When discussing brain drain we can observe that it is a matter that involves all parts of the world. In this
section we will discuss the situation and position in some continents according to countries in them.

Latin America and the Caribbean

Brain drain in Latin America and the Caribbean LAC has been a constant problem for quite a long time starting
in the 1960s. The first factors of this issue are the economic and institutional deficiency. This means that
professionals are tired of poor labor conditions, having low salaries
and therefore purchasing power, alongside having to deal with corruption, political pursuit, reduced
government funding, among others. This region is most likely to flee to the United States since 60% of
professionals coming from LAC go to the states in
search of that american dream. For example,
because of its geographical proximity, cultural
similarities and economic relationships, Mexico is
the country that has the most postgraduate
people living in the US, a population that tends to
be better educated than the rest of the
population in their home countries Pedraza,
2013 . Another example of recent brain drain is
Brazil since its

political crisis and slow economic growth.The

devaluation of the Brazilian real is also a
challenge, which impacts the inflation rate and
renders wages in the country less competitive for residents, hence a great amount of the 21% of its population
between 25 34 years (which are the ones who have a degree) are fleeing. There are more cases in the LAC
region regarding brain drain that need to be addressed.

Europe

Given that the continent experiences both brain gain

and brain drain, the situation in Europe is crucial. In
actuality, 81,000 Brazilians received residence permits
in 2016, which gave them the legal right to remain in
Portugal. Some nations only experience one of the
problems, while others, like Portugal, experience both.
For instance, in the EU, Romania, Poland, Italy, and
Portugal are most impacted by brain drain, whereas
Sweden, Ireland, Estonia, and Denmark
are experiencing brain gain. A study from the EU´s
SEDEC in 2018 argues that brain drain can have a negative impact on the sending region, such as reduction of
human capital, limited capacity to innovate, reduced economic growth, demographic shifts, and a higher cost
of public goods.

Asia

In southeast Asia nations have professionals with great willingness to leave like Malaysia, Vietnam, Thailand
and even Singapore which is an astonishing fact
considering that it is a developed market. Mentioned
countries have more than 50% of their talents willing or
wanting to work abroad. However Indonesia is one of the countries in which professionals are less willing to
work abroad. More information regarding Asia includes the fact that India was the second largest provider of
international students to the US, after the People’s Republic of China. More than one million India-born
professionals were working in the US, mostly in information technology, management, business, and finance.
As of the late 1990s, Indians made up 28% of Silicon Valley’s software and engineering talent and were
founders of iconic firms such as Sun Microsystems, Cirrus Logic, and Hotmail. South Korea also presents a great
amount of brain drain but because of the economic crisis of 1998 and therefore the South Korean government
supplemented its brain circulation strategies with brain linkage efforts, establishing worldwide business
networks among the Korean diaspora to engage them in the country’s development.

Africa

Addressing Africa, a study from the African Union in 2018 estimates that about 70,000 skilled professionals
emigrate from Africa every year. Currently, Africa is the world’s youngest continent, with an estimated 10 to 12
million young Africans joining the labor force each year. Yet the continent is able to create only about 3 million
jobs annually. With limited economic opportunities, many young Africans are migrating to Europe and America
for economic opportunities. In addition, the Africa Youth Survey 2022, where more than 4,500 people aged
between 18 and 24 took part, found that 52% of them are likely to consider emigrating in the next few years,
citing economic hardship and education opportunities as the top reasons. Perhaps if Africa had less social and
cultural problems and crises, the region could be in a better position.
Oceania

Samoa is at the top of Oceania's human migration and brain drain ranking for 2022. We can't speak for the
entire area because Australia is at the bottom of the list, but the majority of the countries in the region,
including Micronesia, Vanuatu, and Fiji, have a substantial brain drain problem. This may be viewed as a result
of New Zealanders moving to Australia. According to data collected by the Australian Bureau on a quarterly
basis, 38,430 New Zealanders relocated to Australia with the intent to stay during the year ending in March. In
contrast, according to Stats NZ figures for the same time frame, 6800 Australians are thought to have arrived.
Therefore, there were 31,630 more Kiwis who emigrated to Australia than there were Australians who settled
in New Zealand.

Questions All Resolutions Must Answer QARMAs)

As the committee is expected to vote on and pass a Resolution by the end of the last session, here are four
questions all documents must answer.

1. ¿Qué áreas deben ser prioritarias a la hora de abordar la fuga de cerebros? checking

2. ¿Cómo podemos abordar la captación de cerebros por razones geográficas? checking

3. ¿Cómo podemos abordar la xenofobia? checking

4. ¿Qué se puede hacer para atacar los daños psicológicos?

Bear in mind that apart from these, the points of contention and key concepts debated throughout all sessions
should be addressed in your final resolutions. This will guarantee your proposals are multidimensional and
effective.

Position Paper Guidelines

Delegates will have to send a Position Paper of an extension no longer than one page (excluding the
bibliography). The format to follow will be Times New Roman 11 or 12, single spacing and margins not smaller
than the Word standard. The document’s heading must include the coat of arms of the represented country, its
official name, the committee, the topic, the delegate’s name and delegation. Regarding the body, it is
composed of three paragraphs of similar extension:

❖ First Paragraph: Information regarding the represented country, including the national context related to
the topic, measures that have been adopted in a national level and the national policy within the topic.

❖ Second Paragraph: Actions taken by international organs in relation with the issue to discuss, mainly by the
United Nations. Besides, it is important to include how these measures affected the country represented
and what is its point of view on such measures.

❖ Third Paragraph: Delegates must explain to detail the proposal(s) proposed to solve the issue to discuss in
the committee. This proposal must not go against the represented country’s policy.

Position Papers are due on August 7th at 11 59 p.m. They must be sent in PDF format with the following name
format: “Country – Position Paper” to the following email address: @guise.edu.pe

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