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