Gender Mainstreaming In Peacekeeping Operations ... - Resdal
Gender Mainstreaming In Peacekeeping Operations ... - Resdal Gender Mainstreaming In Peacekeeping Operations ... - Resdal
additional training together, professional networks for women officers have emerged, and retention and promotion figures for women are improving rapidly. A more global outcome has been increased interest in security sector careers overall, including a higher sensitization about forthcoming Armed Forces of Liberia (AFL) recruitment and thus, a greater potential recruitment base. Community discussions revealed an enhanced recruiting base for all security sector institutions, not just the LNP. Lateral increases in the number of women have not been confined to the LNP; there are more women in the following bodies: National Bureau of Investigation; Liberia Seaport Police; Bureau of Immigration and Naturalization; Liberia National Fire Service; and, Bureau of Correction and Rehabilitation. KEY SUCCESS FACTORS SSR Keys to Success • Policy framework to guide gender mainstreaming and women`s participation in the security sector • Strategic use of resources to identify and address barriers to women’s recruitment and retention • Relevant partnerships paired resources of UNPOL, OGA, UNICEF and MoE (Recruitment Committee) The ESP has been successful because it was a highly strategic application of limited resources in an effective and efficient manner, which produced increased output for a large number of women. The programme’s unique attention to the specific challenges faced by women made it successful in creating appropriate mechanisms to address the issues. 22
The ESP represents a creative, innovative and novel approach to addressing a difficult issue, through strengthening frameworks that would be best suited for programme implementation. Success has been achieved through the increased capacity for both internal and external mechanisms for gender mainstreaming within LNP. Advocacy for a full time gender officer within UNPOL as well as a Gender Unit within the LNP created capacity and enhanced long-term frameworks. Past atrocities and corrupt practices, as well as involvement of some former combatants in the ranks, have created a situation that disturbs women. Through the reliance on strategic partnerships, the LNP has enhanced its validity in the community and promoted the ESP and its success. This has improved trust and buy-in of the LNP by the community, especially women. Secondly, through strategic partnership with the UN, NGOs and CBOs, including joint fora for recruitment with female peacekeepers, the LNP has enhanced its limited resources and taken advantage of a powerful recruiting dynamic. The impact of the ESP on increasing the number of women in the LNP has been significant, resulting in an overall positive change for women in the country context. Sustained and consistent attention to recruits during the recruitment process - including the ESP programme, academy life, and, finally, as police officers - has effectively mediated key challenges that once curtailed the inclusion of women. However, challenges do remain. The three main reasons for student drop-out were identified as: family and social pressures; pregnancy or health issues; or financial or transportation limitations. If renewed, the ESP should address these challenges. 23
- Page 1: Gender Mainstreaming In Peacekeepin
- Page 4 and 5: Published by United Nations Mission
- Page 6 and 7: ACRONYMS CBOs CEDAW CEP CDU CPA DD
- Page 9: ACKNOWLEDGEMENT Documenting the bes
- Page 12 and 13: Given the impending drawdown of the
- Page 14 and 15: As a composite, programs have had d
- Page 16 and 17: xii
- Page 18 and 19: UNMIL has addressed gender mainstre
- Page 20 and 21: These women’s groups became influ
- Page 23 and 24: 2. Introduction Objectives and Stru
- Page 25: Selection Criteria Six criteria wer
- Page 28 and 29: A successful DDRR process is a pre-
- Page 30 and 31: sensitization through centralized r
- Page 32 and 33: KEY SUCCESS FACTORS DDRR Keys to Su
- Page 34 and 35: Active and integrative partnerships
- Page 36 and 37: This document became a crucial fram
- Page 40 and 41: Number of Women in the ESP programm
- Page 42 and 43: mechanism; training and participato
- Page 44 and 45: enable women throughout the country
- Page 46 and 47: KEY SUCCESS FACTORS The key to succ
- Page 48 and 49: 6. Sexual Gender Based Violence: Na
- Page 50 and 51: and Development, to publicize the c
- Page 52 and 53: in responder attention to victims.
- Page 55 and 56: 7. Women in Peacekeeping: Role Mode
- Page 57 and 58: only force to effectively implement
- Page 59 and 60: sexual violence, and is cited by th
- Page 61 and 62: Another key to success has been sup
- Page 63 and 64: 8. Elections: Widespread Mobilizati
- Page 65 and 66: family members, neighbours, and fri
- Page 67 and 68: KEY SUCCESS FACTORS Keys to Success
- Page 69: Results were also the product of co
- Page 72 and 73: These best practices have had signi
- Page 74 and 75: Upholding the mandate of UNSCR 1325
- Page 77 and 78: References Amnesty International, L
- Page 79 and 80: Office of the Gender Advisor, UNMIL
- Page 81 and 82: United Nations Mission in Liberia.
- Page 83: United Nations Development Programm
additional training together, professional networks for women<br />
officers have emerged, and retention and promotion figures for<br />
women are improving rapidly.<br />
A more global outcome has been increased interest in security<br />
sector careers overall, including a higher sensitization about<br />
forthcoming Armed Forces of Liberia (AFL) recruitment<br />
and thus, a greater potential recruitment base. Community<br />
discussions revealed an enhanced recruiting base for all security<br />
sector institutions, not just the LNP. Lateral increases in the<br />
number of women have not been confined to the LNP; there<br />
are more women in the following bodies: National Bureau of<br />
<strong>In</strong>vestigation; Liberia Seaport Police; Bureau of Immigration<br />
and Naturalization; Liberia National Fire Service; and, Bureau of<br />
Correction and Rehabilitation.<br />
KEY SUCCESS FACTORS<br />
SSR Keys to Success<br />
• Policy framework to guide gender mainstreaming<br />
and women`s participation in the security sector<br />
• Strategic use of resources to identify and address<br />
barriers to women’s recruitment and retention<br />
• Relevant partnerships paired resources of UNPOL,<br />
OGA, UNICEF and MoE (Recruitment Committee)<br />
The ESP has been successful because it was a highly strategic<br />
application of limited resources in an effective and efficient<br />
manner, which produced increased output for a large number<br />
of women. The programme’s unique attention to the specific<br />
challenges faced by women made it successful in creating<br />
appropriate mechanisms to address the issues.<br />
22
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