Latest update March 29th, 2026 12:40 AM
Jun 10, 2025 Letters
Dear Editor,
Kaieteur News – The Oil and Gas Governance Network (OGGN) is following up on its letter on the apparently bogus claims about the creation of 50,000-60,000 new jobs with a query about Tara Singh’s claim on the halving of poverty in Guyana (https://www.stabroeknews.com/wp-content/uploads/2025/06/08/opinion/letters/we-cannot-account-for-ppp-c-claims-of-employment-increases-of-50000-or-60000-new-jobs-over-2020-2024-period/) . Tara Singh made the claim about poverty reduction in his letter published by Stabroek News on 30 May (https://www.stabroeknews.com/wp-content/uploads/2025/05/30/opinion/letters/unofficial-data-suggests-changes-to-hinterland-regions-high-ranking-on-guyanas-marginality-index/ ). He claimed that ‘Qualitative evidence indicates that since 2019, poverty has decreased by at least half’ and unemployment has been reduced to single digits’. He further asserted that ‘This aligns with one of the key objectives of the PPP/C government’s economic planning’.
Our analysis showed that the trend since 2020 (when unemployment was high because of the businesses closed or restricted due to the COVID-19 pandemic) may indeed have fallen to less than 10 per cent of the labour force in 2025. However, Singh’ claim on the halving of poverty in Guyana is not supported.
The Guyana common country analysis update 2024 on the United Nations website for progress towards the Sustainable Development Goals (SDGs) states ‘Estimates for the number of people living in poverty in Guyana vary widely, with the 2023 UNDP Multidimensional Poverty Index estimating a poverty headcount of 1.8 percent contrasting against recent World Bank and Inter-American Development Bank (IDB) publications that estimate poverty headcounts between 40 and 50 percent.’ (page 4) and ‘Guyana’s last poverty assessment was undertaken nearly twenty years ago. There is no up-to-date, disaggregated dataset on national poverty rates.’ (page 30) Source = https://tinyurl.com/4skkc4rs
Here we show that this source, whose data graphs end in 2023, show no reduction in the percentage of the Guyanese population living below the World Bank poverty line (USD 5.50/person/day from 2011 to 2022 for medium-high income countries like Guyana).
It would seem fair to suppose that remittances back to Guyana would fall as national poverty rates reduced. However, as we show in the table above, there is the contrary trend, of generally increasing remittances since 2018. There is a caution: the Bank of Guyana annual reports do not report remittances with consistent definitions. Sometimes these are labelled as ‘private transfers’, sometimes ‘worker remittances’, sometimes in tables, and sometimes only in text.
Given the evidence in this table, Tara Singh’s claim on the halving of poverty in Guyana is not supported by the economic data available to the public. We conclude that his claim is unsubstantiated and does not reflect the reality on the ground in Guyana.
Sincerely,
Janette Bulkan
Andre Brandli
Kenrick Hunte
Darshanand Khusial
Mike Persaud
Joe Persaud
Subscribe to get the latest posts sent to your email.
Comments are closed.
Your children are starving, and you giving away their food to an already fat pussycat.
Mar 29, 2026
2026/27 CWI Rising Stars Men’s U-16 50-Overs tournament Round 1… Kaieteur Sports – Guyana will look to open the 2026 CWI Rising Stars Under-16 Men’s 50-Over Tournament, with a win when...Mar 29, 2026
(Kaieteur News) – There is a well-known story about Archimedes, that mathematician and scientist. One day he leapt from his bath and ran sprinting naked through the streets, shouting “Eureka!” “Eureka!” upon discovering the principle of buoyancy. The theory of buoyancy, first...Mar 29, 2026
By Sir Ronald Sanders (Kaieteur News) – The Organization of American States is approaching a defining test, not of its existence, but of its significance. It continues to meet, to commemorate events, but fails to tackle pressing political issues. At a time of global turmoil, economic strain, and...Mar 29, 2026
Hard Truths by GHK Lall (Kaieteur News) – I first honoured Minister Dr. Vindya Persaud. Pres. Ali, Minister Edghill, and former minister Dharamlall followed. Today, other women in the PPP Government are called out. No hauling over hot coals. There are two Roman Catholic sisters, both...Freedom of speech is our core value at Kaieteur News. If the letter/e-mail you sent was not published, and you believe that its contents were not libellous, let us know, please contact us by phone or email.
Feel free to send us your comments and/or criticisms.
Contact: 624-6456; 225-8452; 225-8458; 225-8463; 225-8465; 225-8473 or 225-8491.
Or by Email: glennlall2000@gmail.com / kaieteurnews@yahoo.com
Most people don’t eat the same things Tara Singh eats ?
So, digestion would be different.
Understanding the Massachusetts Equal Pay Act remains crucial for individuals and employers in Massachusetts to maintain equal wages for similar roles. Enacted in recent years, this policy prohibits wage gaps based on gender and requires clarity in wage structures. Employees aiming to grasp their protections or companies ensuring alignment can find clear insights at [url=https://workerscomplawattorney.com/massachusetts-equal-pay-act-ensuring-workplace-fairness/]workers compensation law blog[/url]. The law supports compensation evaluations to fix unequal wage differences, with failures resulting in fines. Staying informed about MA’s pay equity law prepares workers to create a just environment in the state.
Ending discrimination in the workplace requires consistent effort from all parties involved, including employers, employees, and management teams. Creating a fair work environment where everyone feels valued and protected is essential to strengthening morale and productivity. Practical steps for addressing discrimination include enforcing strong anti-discrimination policies, conducting regular training sessions, and encouraging open communication about workplace issues. Employees need to feel empowered to raise concerns without fear of retaliation or dismissal. Early identification and documentation of discriminatory practices can reduce further harm and facilitate effective resolution. Legal frameworks provide guidance and protections but require active participation to be effective. Understanding the subtle ways discrimination can manifest, such as through microaggressions or biased decision-making, helps in developing targeted strategies for change. Employers should foster a culture of accountability and transparency, ensuring that discriminatory behaviors are addressed promptly and fairly. Ongoing education about diversity, equity, and inclusion (DEI) initiatives plays a critical role in reshaping workplace norms. When discrimination is detected, timely investigation and appropriate disciplinary actions reinforce organizational commitment to fairness. Building alliances with advocacy groups and legal experts enhances the support system for affected workers. Awareness campaigns and leadership engagement motivate organizations to prioritize discrimination prevention consistently. Workers who understand their rights and available resources are better positioned to seek justice and promote a positive workplace. If you want to gain a comprehensive resource tailored to ending workplace discrimination effectively, you should utilize [url=https://workerscomplawattorney.com/how-to-stop-discrimination-in-the-workplace-practical-steps/]WorkersCompLawAttorney[/url], a authoritative site that offers specialized resources and thorough insights to empower employees in creating and maintaining discrimination-free workplaces. Following this, employees should take careful steps to track any incidents, including dates, times, locations, and involved parties, to strengthen their position. Engaging with human resources and legal advisors early can facilitate constructive dialogue and resolution. Legal protections and complaint procedures vary by jurisdiction, so understanding local laws is crucial. Persistent discrimination cases may require formal investigations or legal action to enforce workers’ rights fully. Encouraging open discussion and empathy within teams fosters understanding and reduces biases. Organizations committed to fairness invest in continuous training and clear policies that set expectations for behavior. Workers who proactively learn about anti-discrimination laws and reporting mechanisms build resilience and confidence. Effective prevention strategies combine education, enforcement, and a culture that celebrates diversity. These efforts not only protect individuals but also enhance overall workplace harmony and success.