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GENDER AND SECURITY SECTOR REFORM
Kristin Valasek, Gender & Security Sector Reform Officer, Geneva Centre for the Democratic Control of Armed Forces (DCAF)

This article is based on a forthcoming DCAF policy paper on gender and security sector reform.

What are the gender entry points in security sector reform (SSR)? Are gender issues being integrated into current SSR initiatives? As security sector reform is increasingly on the agenda of the international development, peace and security community, it is essential that we develop the arguments, research, methodologies and tools to ensure that gender issues are mainstreamed into SSR policies and programming.

Security Sector Reform: a quick introduction
Though the concept of security sector reform emerged in the late 90s, there is still no generally accepted definition of SSR. The Development Assistance Committee of the OECD (OECD-DAC) describes SSR as “another term used to describe the transformation of the ‘security system’ - which includes all the actors, their roles, responsibilities and actions – working together to manage and operate the system in a manner that is more consistent with democratic norms and sound principles of good governance, and thus contributes to a well-functioning security framework.”

SSR is a holistic approach that emphasises the interconnected nature of the security sector including official institutions (military, police, border authorities, intelligence services, justice and penal systems, and government bodies that manage and monitor the security sector), civil society organisations and the media, donors, private security and private military companies, and non-state armed actors. Though often associated with post-conflict contexts, SSR can take place in transitional and developing countries as well as developed democracies.

Support to SSR processes is being prioritised at the international level. The Development Assistance Committee of the OECD has initiated extensive research on SSR and developed a framework (2005) and handbook (2007) for donors. The Commission of the European Communities (part of the EU system) has published A Concept for European Community Support for Security Sector Reform in 2006. There is also currently a UN initiative underway to develop a coordinated interagency approach to SSR.

This article examines the following:

1. Why Integrate Gender Issues into SSR?

- Mandate fulfillment: providing security for women, men, boys and girls
- Operational Benefits
- Normative Compliance: Equal Rights and Gender Mainstreaming

2. How to Integrate Gender Issues into SSR?

3. Gender and SSR Toolkit

For a review of the upcoming gender and SSR toolkit please see our resources section below.

For the full version of this article and references please visit:
http://www.peacewomen.org/resources/1325/Gender_ssr_dcaf07.pdf

For more information please contact: Kristin Valesek, k.valasek@dcaf.ch

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SCANNING SECURITY SECTOR INSTITUTIONS FOR THEIR GENDER RESPONSIVENESS
Nicola Popovic , Gender, Peace and Security Specialist, INSTRAW, June 2007

In order to respond to the need for integrating gender into security sector reform (SSR) training, policies and programs, several different gender mainstreaming initiatives have been attempted. The application, monitoring and evaluation of these initiatives are important. There are different ways to apply a systematic approach to integrating gender into SSR programs and initiatives. One good way to start the transformation of the security sector toward greater gender sensitivity and responsiveness is to audit and assess security sector institutions themselves on their applied gender dimension, balance and mainstreaming efforts. This paper is based on one of the tools of a forthcoming toolkit jointly developed by DCAF, ODIHR and UN INSTRAW on gender and security sector reform analysing the integration of gender into SSR assessment, monitoring and evaluation.

How and why should gender assessments/audits be applied on security sector institutions?


In the context of gender, on the one hand, and SSR approaches on the other the term of auditing and assessing is often used for different types of analysis. Auditing the security sector and its institutions varies from gender evaluation, audits and assessments. Gender audits provide a means of analysing gender issues at the level of policy, structure, budgets and personnel, including people’s perceptions and understandings of gender in their own institutions but also on the equal participation in decision making processes. Specific gender audits and assessments can therefore serve as both a starting point as well as an evaluation and self-assessment of ongoing gender mainstreaming activities. InterAction defines the purpose of the Gender Audit as being “to identify areas of strength and achievement, innovative policies and practices, as well as continuing challenges as a foundation for gender action planning.” Furthermore, there are audits, analysis and assessments of security institutions, countries, contexts and programmes from a gender and/or security perspective applying different methods. Gender audits and assessments of security sector institutions not only depend on a clear definition and research objective, but overall on the cooperation and political will of the specific institution. Obstacles such as the possible lack of transparency of security institutions such as the military, intelligence services and prisons may appear as a challenge to overcome before starting the gender audit and assessment. Still, gender audits are a good first step for an organisation that has not worked specifically on gender before as it allows for introspection, participatory planning and organisational learning. Therefore, it is important to emphasise that these assessments focus, “on improving the performance of an organisation with regards to the promotion of gender equality and women’s empowerment.” In order to respond to security needs, threats and perceptions of security of all citizens of society (men, women, boys and girls) differences, roles and dynamics between and of the different gender dimensions must be taken into account.

This article reviews the following:

1. Methodologies and application

2. Suggested questions for reviewing policies and gender responsiveness

3. Action Plans: Putting results of reviews and reflection into practice

For the full version of this article and references please visit:

http://www.peacewomen.org/resources/1325/SSR_Popovic07.pdf

 





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