Online Harassment and Cybercrime in Pakistan: High Court Strengthens Protection of Digital Rights

Scientists have uncovered an important clue about the source of the mysterious red water flowing from Antarctica’s famous Blood Falls in Taylor Valley. The iron-rich and crimson-coloured saline water has fascinated researchers for decades. While its red color has long been attributed to the iron it contains, a new study offers fresh insight into where the water originated. According to research published in the journal Nature Geoscience, scientists have found molecular and genetic evidence indicating that the salty water flowing from Blood Falls has a marine origin. The findings strengthen the long-standing theory that the water was once part of an ancient sea. Researchers collected and analyzed 167 samples of water, sediment and air from Blood Falls and the surrounding area. The study found that samples from Blood Falls contained 9 percent eukaryotic genetic signatures associated with marine environments compared with only about 1 percent in samples collected from nearby locations. According to the researchers, the new evidence strongly supports the theory that the water at Blood Falls originates from a reservoir of ancient seawater that became trapped beneath the Taylor Glacier millions of years ago. The researchers said the presence of strong marine genetic signatures in the red saline water provides evidence that an ancient marine ecosystem once existed there before becoming isolated beneath Antarctica’s thick ice sheet. Scientists believe this discovery could improve our understanding of how microscopic organisms survive in some of the harshest environments on Earth. The findings may also help researchers investigate the possibility of life beneath the icy surfaces of other worlds, including Europa, one of Jupiter’s moons and Enceladus, a moon of Saturn.

By Syed Hashim Abbas Bukhari  In the age-old debate about the pros and perils of Artificial Intelligence (AI), one of the main stances of the Luddites is the absence of emotions in AI thus making it ill equipped to handle situations requiring empathy and emotional intelligence. However, one could argue that this point of distinction between humans and AI is rapidly vanishing as we witness our younger generation increasingly suffering from the phenomenon of emotional desensitization. Let us take a walk through the realms of social media. When our country was fighting a war, the younger generation was engaged in its own meme war on social media, seemingly unaware of the seriousness and gravity of the situation. Whether the world was on the brink of World War 3, facing a new global pandemic or staring down the barrel of rocketing oil prices, the reaction of the younger generation showed alarming levels of emotional desensitization. Instead of intellectual debates, protests, or striving to find a solution, the younger generation indulges in creating memes designed to generate nothing more than likes, shares, and comments. According to researchers, emotional desensitization is a form of emotional numbing or habituation where a situation that triggered a strong feeling no longer affects you as intensely. This is becoming a rising area of concern for our elders who equate our response to these dire and serious situations as a lack of maturity and emotional sensitivity on our part. The argument presented over here is that owing to our access to endless streams of information our generation should be more emotionally evolved as compared to our predecessors. The reality, however, seems contrary to this belief, as our exposure to warfare, natural disasters, and other calamities increases, our levels of emotional sensitivity has seemingly taken a nosedive. The question that should be raised is whether we should be classified as emotionally desensitized or is it our generation just whistling past the graveyard. It is a basic human psychology that when we experience grief or trauma, which is too much to process, we use various coping mechanisms. For some of us it may be anger, humor, violence or isolation but we all have coping mechanisms enabling us to survive various emotionally charged experiences. A study of social behaviors reveals that with the passage of time we have changed our coping mechanisms. In the past humans used to display their emotional trauma or suffering through anger and sought comfort through social gatherings. In the case of our generation, social media has taken the place of social gatherings, and anger has been replaced with humor. Thus, the endless stream of memes, reels, and shorts on every emotionally charged event.  Our stance on mental health, gender equality, racism, climate change, and countless other previously ignored or snubbed issues prove us to be a more emotionally sensitive and mature generation. We are the generation that believe that actions speak louder than words. We may seem to be whistling past the various graveyards or making light of serious situations but we are the generation that is breaking down the glass ceiling, bringing down the walls of inequality, and trying to build a society that embodies the morals and values of justice, kindness, and integrity for all. With each new generation the prioritization of emotionally sensitive areas may change, the coping mechanisms may be adapted according to the changing environment, or ways to display emotions may evolve but the thing to understand is that we haven’t become emotionally disengaged or desensitized, we are only embracing our emotions in our own distinct way. As Hazrat Ali (AS) said: “Do not force your children to behave like you, for surely they have been created for a time which is different to your time.”

By Tahseen Ullah  For decades, labour migration in Pakistan has largely been viewed as a response to unemployment and poverty. While this perspective has served its purpose, it no longer reflects the realities of today’s global economy. In the twenty-first century, labour mobility has become far more than an economic necessity—it is a strategic investment in human capital, national competitiveness and economic diplomacy. Countries that can produce skilled, certified and globally competitive workers will hold a distinct advantage in an increasingly interconnected labour market. As ageing populations, declining fertility rates and persistent labour shortages reshape developed economies, demand for skilled workers is rising across Europe, East Asia and other advanced markets. Pakistan, with one of the world’s youngest populations, is well positioned to seize this opportunity. The real challenge is not whether Pakistan has enough young people willing to work abroad, but whether it can equip them with internationally recognised skills, qualifications, language proficiency and professional competencies that meet evolving global labour market demands. Pakistan’s labour migration journey began with the establishment of the Bureau of Emigration and Overseas Employment in 1971, following the Gulf oil boom. Since then, more than 15 million Pakistanis have migrated through regular channels, contributing significantly to infrastructure, healthcare, construction, transport and service sectors worldwide while improving the livelihoods of millions of families back home. Today, overseas employment remains one of Pakistan’s most important economic assets. According to BEOE, 862,625 Pakistanis migrated for employment in 2023, followed by 725,672 in 2024 and 762,499 in 2025, with early trends indicating sustained international demand in 2026. Meanwhile, the Pakistan Migration Report 2025 and the State Bank of Pakistan estimate workers’ remittances at approximately US$38.3 billion in FY2024–25, representing nearly 9.34 percent of GDP. These remittances strengthen foreign exchange reserves, reduce poverty and support macroeconomic stability. Yet labour migration has rarely been treated as a strategic pillar of Pakistan’s long-term economic planning. The global labour market is undergoing profound change. According to the World Economic Forum’s Future of Jobs Report 2025, demographic shifts, technological advances and the green transition will create millions of new employment opportunities over the coming decade. Healthcare professionals, engineers, IT specialists, skilled technicians, renewable energy workers, construction professionals and caregivers are expected to remain in particularly high demand. Pakistan possesses a valuable demographic dividend, with nearly two-thirds of its population under the age of 30. However, this advantage will only translate into economic gains through sustained investment in education, Technical and Vocational Education and Training (TVET), international certification, digital skills and language training. The challenge is clear. The Pakistan Migration Report 2025 shows that nearly two-thirds of Pakistani migrant workers remain low-skilled or unskilled. While their contribution is invaluable, low-skilled employment often results in lower wages, limited career progression and greater vulnerability to labour market shocks. In contrast, highly skilled migrants generally access better jobs, stronger labour protections and significantly higher earnings. Pakistan must therefore move beyond a traditional labour export model towards a human capital export strategy. Success should no longer be measured simply by the number of workers leaving the country, but by the quality, productivity and global competitiveness of its workforce. Achieving this transformation requires comprehensive reforms. TVET institutions must align training with international occupational standards and labour market needs. Language education in German, Japanese, Korean and Italian, alongside digital literacy, workplace ethics and intercultural communication, should become integral components of workforce development. Market diversification is equally important. While Gulf Cooperation Council countries will remain Pakistan’s primary labour destinations, excessive dependence on one region exposes the country to geopolitical uncertainty and labour market fluctuations. Pakistan should actively expand regular labour mobility partnerships with Europe, Japan, South Korea, Australia and Canada, where structural labour shortages continue to grow. Government-to-government labour mobility agreements should become a strategic priority. Such partnerships can enhance transparency, reduce recruitment costs, improve worker protection and strengthen employer confidence in Pakistani talent. Simultaneously, Pakistan should pursue mutual recognition of qualifications and internationally accepted skills certification to facilitate smoother labour market integration. Institutional coordination will also be essential. The Ministry of Overseas Pakistanis and Human Resource Development, together with the NAVTTC, provincial TEVTAs, Overseas Employment Promoters, the Ministry of Foreign Affairs and Pakistan’s overseas missions, should implement an integrated national labour mobility framework supported by labour market intelligence, digital recruitment platforms and evidence-based policymaking. Pakistan can draw valuable lessons from the Philippines, whose migration governance combines ethical recruitment, mandatory pre-departure orientation, comprehensive worker welfare and strong overseas support systems. Adapting these practices would strengthen Pakistan’s reputation as a reliable source of skilled and protected migrant workers. At the same time, addressing irregular migration must remain a national priority. Preventing dangerous migration routes requires expanding legal migration opportunities, strengthening career counselling, improving public awareness, dismantling human smuggling networks and ensuring aspiring migrants have access to reliable information and affordable recruitment services. Labour migration should no longer be viewed solely as a means of reducing unemployment or increasing remittances. It should be recognised as a cornerstone of Pakistan’s economic diplomacy, human capital development and long-term growth strategy. The countries that will lead the future of global labour mobility will not necessarily be those with the largest populations, but those that invest in producing highly skilled, internationally certified and globally competitive talent. Pakistan has already demonstrated its ability to contribute to the global workforce. The next step is to move beyond exporting labour to exporting talent. By investing in skills, strengthening institutions, diversifying labour markets and promoting ethical, well-governed migration, Pakistan can transform its demographic dividend into one of its greatest strategic advantages. The world is searching for talent. Pakistan has the youth. What it now needs is the vision to turn that potential into global human capital leadership. Tahseen Ullah is a development and migration sector practitioner specializing in labour mobility, migration governance, education and child protection. He can be reached at tahseenanthro@gmail.com