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Gender Equality Dimensions in
SEESAC projects
Strengthening Safety and Security in South East Europe through Regional
Cooperation
SEESAC Mandate and Key Activities
Joint initiative of the UNDP and the RCC since 2002
Mandate - support all international and national stakeholders by strengthening
national and regional capacity to control and reduce the proliferation and misuse of
small arms and light weapons, and thus contribute to enhanced stability, security and development in South Eastern and
Eastern Europe. Extended mandate - promote the more secure management of conventional arms
and ammunition stockpiles; and to mainstream gender in security consistent
with UNSCR 1325
SEESAC Functional AreasCapacity Building
Co-ordination MeasuresInformation Management and Exchange
ActivitiesProject Support
Resource MobilizationsTechnical Support and Assistance
Training and Research
Gender Equality in the military and police
services
Control, Reduction of proliferation and misuse of
Small Arms and Light Weapons (SALW)
Disaster Risk Reduction
Why the role of women in military and police is essential
UNSCR1325: women active agents in peace and security
CEDAW: state parties ‘to eliminate discrimination against women … and to ensure to women the right to participate in the formulation of government policy and the implementation thereof and to hold public office and perform all public functions at all levels of government’.
Universal Declaration on Democracy: a genuine partnership between men and women…a precondition for the achievement of democracy
GOAL: security forces more responsive to the needs of the community they serve
The Women Police Officers Network in South East Europe (WPON)
Activity 1 Networking
Activity 2 Strengthening the capacity of women
officers to advocate more effectively for
gender equality within police
services
Activity 3Establishing
Network/Association at a
national level
Activity 4Guidelines for
gender sensitive policing
WPON - 9 police services:
Albania, BIH-Federation, BIH-Republika Srpska, Bulgaria, Croatia, Moldova,
Montenegro, Serbia, the former Yugoslav Republic of Macedonia
Are women in police services fully equal to
men? 36% of men agree
19% of women agree
Women represent between
3,5% and
7,5% of uniformed police officers in South
East Europe
Are all positions fully accessible to men and
women?55% of men police officers
agree33% of women police officers
agreeIs specialized training equally accessible to
women and men?67% of men police officers
agree 39% of women police officers
agree
Why? To identify challenges in the
process of recruitment, selection and professional development of women in Sout East Europe police services;
To develop a deeper understanding of problems that women in police services face;
To enable the exchange of information and good practices;
To define measures that can improve the existing practices.
How were the Guidelines developed?
9 Ministries of Interior and/or police services submitted data
A working group was nominated to analyze the data and develop the Guidelines
Strong ownership of the results Endorsement by the Police Services
1. Recruit a larger
number of qualified and motivated
women candidates, and to ensure their
admission in the police education
system and police service
Promote police profession in the media and in open days, engage women police officers to speak about the
profession
Calls for enrollment should be published in different media, in particular those targeting women
Candidates should have as precise information as possible about the demands, characteristics and risks of police
work and be allowed to directly ask questions about the profession, both by e-mail and in person
Guidelines - Objectives and Measures
Develop promotional material focused on women
Women police officers should be promoted as role models in visual material, the website, magazine, posters
2.Make the selection
process more gender sensitive
Preparatory training for candidates for entry exams, especially women
Mandatory participation of both men and women in recruitment teams and selection commissions
Detailed examination of candidates for possible history of domestic or sexual violence
Mandatory gender sensitization of members of entry exam and selction commissions
Where there is a quota for admission of women it should be interpreted as minimum and not
maximum
Guidelines - Objectives and Measures
3.Strengthen the
professional development of women in the
police
Increase the number of women mentors
Improve the accessibility of all forms of education and additional trainings to women –
if there are several candidates with similar qualifications a woman should be selected
Introduce exit interviews
Guidelines - Objectives and Measures
4. To make sure that career
advancement for women is not limited by
formal and informal obstacles
Consult with police women in design of uniforms and equipment
Promote the rights and obligations of both parents concerning childcare
Clearly prescribe that in case of maternity leave the condition for career advancement is not an uninterrupted period working in
previous position
Raise the awareness among police personnel on existing procedures for reporting sexual harassment and encourage employees to use these mechanisms through internal magazines, lectures
Pay attention to shift schedules of officers if spouses work in the police
Introduction of topics related to gender equality in police education; in particular sexual and gender based violence
Guidelines - Objectives and Measures
Results of the implementation of WPON 2009-2012
Gender awareness in police services raised Groundbreaking research on the position of women
in the police services Enhanced regional cooperation on gender equality
through a network of women police officers from 8 countries
Strengthened capacities of WPON members to mainstream gender equality in policing
Establishment of two women police officers associations by WPON members within their police services to enable networking and information exchange on the local level
Elements of success
Advantage of regional “competition” Importance of having top management support -
Recognition by police leadership of the need to integrate gender equality into policing and full support in the implementation of the project
Full involvement of national partners and planning of project activities based on the needs of participating police services, ensuring full ownership
Dedication, openness and honest exchange of experience among the network members
Strong commitment of WPON members Men are allies Importance of back office support – role of SEESAC
Difficulties encountered
Challenge of regional implementation Work with police services Obtaining the right profile of police women for WPON Language barriers Lack of knowledge/lack of interest Translating awareness raising into concrete measurable
impact
Activity 1 Support for MoD Gender Focal Points
Institutionalization and Capacity
Development
• Regional meetings
of Gender FocalPoints
• Capacity development
activities• Study tour and
support for small scale
gender related projects in the
MoDs
Support for Gender Mainstreaming in Security Sector Reform in the Western Balkans
Activity 2Support for
Human Resource
Policy Reform
• Development of a research methodology for a regional
baseline research
• Collection of data
Activity 3Gender
Sensitivization Programme
• Development of training
modules for trainers and knowledge
sharing tools
• Support for women in the
military to ensure access
to courses and training
