Rim Thaw

Had the joy of reconnecting with Sadrul after a decade during the DHIS2 training, making the experience truly memorable. For context, DHIS2 is the Bangladesh Government’s online platform for data collection, reporting, analysis, and visualization, playing a crucial role in strengthening health program management and enabling data-driven decision-making.

Feeling grateful for this wonderful opportunity and for the chance to reconnect after so many years!

🌟 Had insightful discussion on EWARS with Rafi Bhai from WHO after the in-person 14th Epidemiology, Case Management, and IPC TWG Meeting, where key partners IOM, UNHCR, MSF, IRC, SCI, BDRCS, BRAC, Friendship, GK, PHD, RTMI, TDH, MedGlobal, MHI, HAEFA, UNICEF including other Partners.

💡 EWARS is a real-time disease surveillance platform covering 33 camps in Cox’s Bazar and 1 camp at Bhasan Char, designed to:

✅ Collect & analyze health data weekly
✅ Detect unusual disease spikes through threshold monitoring.
✅ Generate automated alerts for rapid investigation
✅ Coordinate swift outbreak response with Rapid Response Teams (RRTs)
✅ Monitor epidemic-prone diseases: acute watery diarrhea, ARI, measles, diphtheria, hepatitis, dengue, cholera
✅ Support evidence-based public health decision-making

🚑 This system has been instrumental in controlling major outbreaks like measles, diphtheria, and cholera, while strengthening collaboration among multiple health partners to protect vulnerable populations in one of the world’s largest refugee settings.

🌍

I had the privilege of witnessing Miss Soniya’s exceptional talent during the workshop on Designing Tools for Outcome Assessment, where I had been invited as the Key Consultant, while she was with BONDHU Organization. I had the opportunity to witness her performance firsthand; her contributions during the sessions were insightful, innovative, and highly impactful. Her ideas were practical, thoughtful, and immediately useful for improving assessment quality. I am confident she will continue to shine as she begins her next chapter in Canada. 🌍✨

Note on how I’m addressing Soniya:
Out of deep respect for gender diversity and the importance of inclusive language, I have chosen to address Soniya using the title “Miss.” Titles are not merely formalities; they reflect a person’s identity, dignity, and how they wish to be recognized.

In many cultures, individuals from the third gender community may adopt titles based on their gender identity, personal preference, or even how their name is commonly perceived. Some might prefer traditionally gendered titles like Miss, Ms., or Mr., while others may choose a gender-neutral title, such as Mx. The key principle here is respecting the person’s choice rather than imposing assumptions.

In Soniya’s case, she has clearly identified with the title “Miss,” which aligns with the feminine form of her name and how she wishes to present herself. Using her chosen title is not only a sign of politeness but also an acknowledgment of her right to self-identify.

This approach reflects a broader, essential practice: when in doubt about how to address someone especially someone from the LGBTQIA+ or third gender community the best and most respectful action is to simply ask their preference and honor it. Doing so fosters an environment of respect, inclusion, and equality.

By addressing Miss Soniya as she wishes to be addressed, I am recognizing her individuality, respecting her identity, and supporting the ongoing effort to create spaces where everyone feels seen, respected, and valued.

📝 When Inclusion and Diversity Remain on Paper: A Field-Level Reflection 📝

In the development sector, we emphasize inclusion and diversity as key principles documenting them beautifully in project proposals to attract donor attention and strengthen the narrative of equity and participation.

However, from my firsthand experience, I’ve seen how these commitments remain theoretical rather than practical. From the very beginning of one project, starting with the human resource recruitment process, it became evident that the values of inclusion and diversity were not meaningfully integrated into implementation or applied. What was outlined in the proposal did not translate into action. One striking example was when a highly qualified candidate, who clearly deserved to be selected, was overlooked simply because they had no internal connections or someone to recommend them. This experience was a clear reminder that merit alone is not always enough in systems that lack true inclusion.

While donor expectations and development language continue to evolve, the real test lies in our ability to internalize and practice these values at every level starting from staffing to community engagement.

True inclusion is not about what we say or write it's about what we do. It’s time to move beyond performative commitments and work toward embedding diversity, equity, and inclusion into the very DNA of our programs.

📢 Inclusion deserves more than a mention in a proposal.
📢 Diversity deserves more than token representation.
📢 They deserve real, structural integration at every level of our work.

Let’s stop using these values as decorative language and start delivering on them with intention, sincerity, and accountability. Only then can our programs be truly transformational.

Please pardon me if my words unintentionally hurt or offend anyone. My intention is only to reflect honestly and advocate for meaningful change.

Tripura women traditionally wear multiple malas that cover their entire neck as part of their cultural attire

A Tripura woman traditionally adorn herself with multiple colorful malas that beautifully cover their entire neck — a symbol of identity, pride, and heritage. In this frame, me alongside my Bengali colleague, honoring the rich cultural tapestry that binds us together across communities.