2019-2020 Royal Canadian Mounted Police departmental progress report for Canada’s National Action Plan on Women, Peace and Security
Royal Canadian Mounted Police and Women, Peace and Security
Through the renewed Canada’s National Action Plan (the Action Plan) on Women, Peace and Security (WPS), the Royal Canadian Mounted Police (RCMP) re-affirms and strengthens its commitment to advance gender equality and the participation, empowerment and protection of women and girls in the pursuit of peace in fragile and conflict-affected situations.
The Action Plan recognizes Canada’s role in ensuring that its policies, programs, and initiatives abroad positively impact the diverse groups of women and girls living in these insecure environments. Similarly, the RCMP’s contribution to the Action Plan 2017-22 acknowledges that the security of women and girls is closely linked to broader international security, and as such, women and girls must be considered and empowered in the establishment of global peace and security.
Canada’s International Police Peacekeeping and Peace Operations Program
On behalf of the Canadian Policing Arrangement, a partnership between the RCMP, Public Safety Canada and Global Affairs Canada, the RCMP manages the International Police Peacekeeping and Peace Operations (IPP) Program. In particular, the RCMP is responsible for recruiting, screening, selecting, training, and deploying Canadian law enforcement officials to international peace operations, and bilateral and other missions. This includes mission/deployment planning, assessment and reporting. Additionally, the RCMP is responsible for providing duty of care support to Canadian law enforcement personnel while in mission, and during their reintegration at home.
To date, the Program has supported the deployment of over 4,000 Canadian police officers to various peace operation missions led by the United Nations, European Union, and other multilateral organizations, as well as to diverse countries on a bilateral basis to support police development and other security sector reform efforts. Presently, Canadian officers are deployed to missions in Mali, Haiti, Iraq, Ukraine, and the West Bank, with more deployments on the horizon. Further, a senior RCMP police officer is deployed to the Permanent Mission of Canada to the United Nations (UN) to work with the UN bodies, member states and other partners to represent the Canadian police community and to advance and advise on all matters related to Canada’s police participation in UN peace operations, including the implementation of the WPS agenda.
The strength of the Program is due, in large part, to the strong representation of municipal, regional and provincial police services among the number of Canadian police officers deployed abroad. The Canadian Police Arrangement (CPA) partners with approximately 28 Canadian police agencies across the country.Footnote 1
Through the IPP Program, Canadian police have directly supported WPS principles while serving on international peace operations/missions, including the prevention and/or response to sexual and gender-based violence, and the advancement of gender equality. Key accomplishments during the first Action Plan include:
- the integration of WPS principles into pre-deployment training for all Canadian police officers deployed to international peace operations/missions;
- the update of IPP Program selection process to actively recruit and select women police officers for service in international operations/missions;
- the deployment of Canadian instructors to UN All-Female Pre-Selection Assistance and Assessment Team training projects in Burkina Faso, Cameroon, Rwanda and other locations, to increase the pass rates of women police officers interested in participating in UN missions; and
- the development and implementation of policies to prevent, investigate and address sexual exploitation and abuse allegations against deployed Canadian police officers.
Commitment to Gender Equality and Inclusion within the RCMP
Promoting gender equality and increasing diversity at all levels remains a key priority for the RCMP. The RCMP’s initiatives are set against the backdrop of the Government of Canada’s commitment to the implementation of Gender-based Analysis Plus (GBA+), as the articulation of the government-wide approach to “gender mainstreaming.” GBA+ is used to ensure that policies, programs and other initiatives are developed in consideration of gender and other diversity factors.
The Action, Innovation and Modernization (AIM) unit leads the implementation of GBA+ within the RCMP. In addition, each RCMP business line and division is responsible for ensuring that GBA+ is integrated across their work.
The RCMP also has a GBA+ Champion. The Champion is a member of the RCMP's Senior Executive Committee and helps to ensure buy-in across the organization, and provides leadership to ensure that GBA+ considerations are integrated within decision-making processes at all levels of the organization.
The RCMP currently has five Employment Equity National Advisory Committees:
- RCMP Aboriginal Employee Council
- National Advisory Committee for Visible Minorities
- National Women's Advisory Committee
- National Advisory Committee for Persons with Disabilities
- Lesbian, Gay, Bisexual, Trans/Two-Spirited National Advisory Committee
These committees provide important recommendations through their respective senior Champions, on ways to address employment equity issues and advocate on behalf of employees at the national level and within the RCMP’s Divisions. In 2019-20, the National Council for Diversity and Inclusion (NCDI) was significantly engaged in the development of the strategy. In October 2019, council members worked with the Equity, Diversity and Inclusion (EDI) Unit to develop a directional statement to serve as the foundation for a logic model defining key organizational outcomes. The strategy also considered elements from important reviews of the RCMP’s culture -- such as the Civilian Review and Complaints Commission (CRCC) and the Fraser reviews of harassment in the RCMP -- to help orient future work to identify concrete initiatives and goals. Finally, the RCMP reviewed its employment equity gaps to understand what areas of the organization to examine for improvements.
Priority Areas for Action on Women, Peace and Security in the Renewed National Action Plan
Under the renewed Action Plan, the RCMP remains committed to enhancing the participation, empowerment and protection of women and girls in fragile and conflict-affected states by taking a more gender-sensitive approach. Specifically, the RCMP will focus on four key priority areas for action: (1) strengthened governance and accountability at home and abroad; (2) enhanced capability to undertake WPS and GBA+ analysis in the design and planning of gender-sensitive programming; (3) enhanced gender-sensitive elements within police peace operations programming in fragile and conflict-affected states, including preventing and responding to sexual exploitation and abuse; and (4) continued focus on deploying more women police officers in international peace operations/missions, especially in senior and/or influential positions.
The RCMP undertakes key activities under each priority area, as outlined below. Throughout the implementation of the Action Plan, these activities will be updated and adjusted, as required.
The RCMP is committed to continued dialogue with the various partners and stakeholders on WPS-related matters to further inform and support activities under Action Plan 2017-2022. It intends to contribute to various interdepartmental meetings and discussions with civil society, including the Action Plan Advisory Group and the Peace and Stabilization Operations Program (PSOPs) Advisory Board, to support the development and integration of gender-sensitive programming, and the sharing of lessons and practices.
In addition, the RCMP and its CPA partners will engage more within the UN, other multilateral bodies, and through bilateral missions to provide leadership or influence WPS-related policies, programs and initiatives. This could include providing mentorship, sharing lessons learned and best practices, as well as supporting other actors in carrying out gender-sensitive programming.
Gender, diversity and inclusion, and their pursuit within the WPS agenda, are important. Peace support operations have become increasingly complex, and sustainable progress cannot be achieved by any player acting alone. It is recognized that a comprehensive multi-disciplinary and multi-stakeholder approach is needed to collectively achieve more inclusive, equitable and stable societies, where women and girls have a permanent and meaningful seat at the table.
The RCMP’s complete list of commitments, with targets, baselines, activities, and indicators to measure progress in implementation can be found below.
RCMP and the International Police Peacekeeping and Peace Operations Program RCMP
Context: The Canadian Police Arrangement (CPA), a partnership between the Royal Canadian Mounted Police (RCMP), Global Affairs Canada, and Public Safety Canada, seeks to advance Canadian foreign policy, and international security and development priorities and objectives. In particular, this includes supporting Canada’s commitments to re-engage with the United Nations and other international partners, and to build a more secure world by providing Canada’s valuable policing capabilities and expertise through the deployment of Canadian police officers and civilian experts abroad.
The RCMP is responsible for managing the CPA deployment mechanism – the International Police Peacekeeping and Peace Operations (IPP) Program. This Program’s key activities include the recruitment, screening, selection, preparation, training, deployment, support and reintegration of Canadian law enforcement personnel deployed under the CPA, as well as deployment planning, assessment, and reporting. The RCMP also provides duty of care support to Canadian law enforcement personnel while in mission, and during their reintegration home.
The IPP Program supports and advances a broad array of Women, Peace and Security (WPS)-related efforts, such as: increasing the number of Canadian women deployed on peacekeeping mission; training women police in foreign countries interested in serving on UN missions; raising awareness of and investigating sexual and gender-based violence; and contributing to gender-related policy initiatives at the UN and other multilateral fora.
Civil society also plays an important role to play in the renewed Action Plan. The CPA and IPP Program will continue to engage with civil society through various mechanisms throughout the plans implementation.
Priority: Strengthen Governance and Accountability
1.1 Target: 100% of reporting and assessment tools (e.g. needs assessment missions, concepts of operations, reconnaissance missions, and monthly reports) include WPS principles and gender perspectives.
Target achieved to date as of March 31, 2020: Target achieved or surpassed /Internal efficiency & capacity.
- Five related activities were completed as of March 31, 2019.
In the fiscal year 2016/17, there is awareness of WPS within the RCMP, including within the IPP Program. Concrete actions have been taken to entrench these considerations within the Program, including the addition of a session on WPS principles in pre-deployment training for Canadian police and updates to the recruitment and selection processes to encourage women officers to apply to deploy to a peace operation/mission.
1.1.1 Support the new RCMP WPS Champion in leading and promoting the principles of WPS and the implementation of the Action Plan in the international program, in collaboration with the RCMP Gender and Diversity Champion and other Government Champions
1.1.2 Integrate the WPS principles, as well as gender perspectives into assessment, reporting tools and other program processes by the end of fiscal year 2018/19
1.1.3 Conduct a survey of RCMP and other Canadian women police to determine opportunities for and barriers to women’s participation in peace operations/missions by the end of fiscal year 2017/18
1.1.4 Develop an action plan to reduce and/or eliminate barriers identified by the survey by the end of fiscal year 2018/19
1.1.5 Undertake a gender stocktaking exercise of the IPP Program by the end of fiscal year 2018/19 to inform the development of a plan by the end of fiscal year 2019/20 to further integrate WPS principles within the IPP Program
1.1.1 Number and nature of WPS-related activities and initiatives supported by the RCMP WPS Champion, including completion of gender stock-taking exercise, review of training and development of an integration plan.
1.1.2 Percentage of IPP Program assessment and reporting tools (needs assessment missions, concepts of operations, reconnaissance missions, monthly reports) in which WPS principles and gender perspectives are integrated.
All five related activities were completed as of March 31, 2019.
Results and Progress:
All five related activities were completed as of March 31, 2019.
1.2 Target: Implementation of strategic initiatives for diversity and inclusion across the RCMP.
Target achieved to date as of March 31, 2020: On track/Internal efficiency & capacity
- 2/2 related activities were completed in March of 2019.
Enhancing gender equality and diversity at all levels is a key RCMP priority. Recent initiatives related to gender and respect include the establishment of an RCMP Gender and Diversity Champion and efforts to raise the knowledge and implementation of GBA+ within the RCMP. Additional activities to be identified by the end of FY 2018/19.
1.2.1 Renew the RCMP’s National Diversity and Employment Equity Plan by the end of FY 2017/18
1.2.2 Create a new RCMP Diversity Council that will set strategic direction for diversity and inclusion within the RCMP by the end of FY 2018/19
1.2.1 Status of the RCMP’s renewed National Diversity and Employment Equity Plan
1.2.2 Status of the new RCMP Diversity Council
Enhancing gender equality and diversity continues to be a key RCMP priority. Recent initiatives related to gender include the appointment of a GBA+ expert to the RCMP senior executive committee and the establishment of a GBA+ network to enhance the GBA+ capabilities and application of gender mainstreaming across the organization.
The RCMP’s National Council for Diversity and Inclusion is firmly established and will continue to operate on an ongoing basis.
Results and Progress:
Gender-based Analysis+ (GBA+) is integrated across the RCMP as a tool to examine, prevent and address systemic discrimination and barriers in policies, programs and operations by challenging assumptions and examining potential bias. A GBA+ expert has been appointed to the RCMP senior executive committee, to ensure GBA+ is integrated throughout decision-making. In addition, a GBA+ network has been established to deepen GBA+ competencies and use across the organization. The network works to identify and bridge gaps in employee knowledge, tools and resources.
The National Council for Diversity and Inclusion (NCDI) was significantly engaged in the development of the strategy. In October 2019, council members worked with the Equity, Diversity and Inclusion (EDI) Unit to develop a directional statement for EDI that served as the foundation for a logic model defining key organizational outcomes. The Council then participated in prioritization exercises and facilitated discussions to identify key areas of concern that now appear in the final draft of the strategy. Moving forward, the NCDI will play an active role in monitoring the progress of the strategy and will be involved in providing diverse perspectives to action plan owners. Other efforts to establish a sound base for the EDI strategy took place in 2019-2020. These activities included a review of key federal strategies and initiatives, such as the Final Report from the Joint Union-Management Taskforce on Diversity and Inclusion, Many Voices One Mind, and the Accessibility Strategy. The work on the strategy also considered key reviews of the RCMP’s culture, such as the Civilian Review and Complaints Commission (CRCC) and Fraser reviews of harassment in the RCMP, and commitments under legal agreements to help orient future work to identify concrete initiatives and goals. Finally, the RCMP reviewed its employment equity gaps to understand what areas of the organization to examine for improvements.
Enhance capability to undertake WPS and gender analysis in the design and planning of gender-sensitive programming
2.1 Target: Within three months, 100% of IPP Program personnel have taken required GBA+ training as defined by operational requirements.
Target achieved to date as of March 31, 2020: Activity achieved or surpassed/Internal efficiency & capacity
- 2/2 related activities were completed as of March 31, 2019
The online Status of Women Canada GBA+ training is a mandatory requirement for IPP Program management and IPP Program personnel are also encouraged to complete it. While there is general awareness of the WPS agenda within the Program, there are few resources on how WPS principles and gender considerations are to be applied when designing and planning programming.
2.1.1 Require all incoming IPP personnel by the end of fiscal year 2017/18 to complete the Status of Women Canada online GBA+ training
2.1.2 Identify additional resources and/or training on WPS and GBA+ for IPP program personnel to support further gender analysis in the context of fragile and conflict-affected states by the end of fiscal year 2018/19
2.1.1 Percentage of International Policing Program personnel that have completed GBA+ training and other training within 3 months of employment
Priority: Enhance gender-sensitive elements within police peace operations, including preventing and responding to sexual exploitation and abuse by UN Peacekeepers
3.1 Target: Enhanced ability of Canadian police officers deployed to peace operations to deliver/facilitate gender-sensitive programming in fragile and conflict-affected states.
Target achieved to date as of March 31, 2020: On track (80% completed) /Internal efficiency & capacity
- 4/5 related activities were completed.
The RCMP provides pre-deployment training to all Canadian police officers deployed to a peace operation/mission in order to deliver/facilitate gender sensitive programming in fragile and conflict-affected states. Pre-deployment training modules for Canadian police to be deployed include content on WPS, codes of conduct, preventing and responding to sexual exploitation and abuse (SEA), and cultural awareness. Within the IPP Program, further work is ongoing to determine how to enhance this training. The ability of Canadian police officers deployed to undertake gender-sensitive programming could also be enhanced by providing greater technical support during deployment and by greater engagement with organizations/ministries involved in or affected by gender-related issues.
3.1.1 Continue to provide pre-deployment training to Canadian police to be deployed to peace operations/missions on WPS-related issues, including on SEA.
3.1.2 Target deployments where one of the primary functions is related to gender issues
3.1.3 Develop a mechanism to provide technical support and expertise on gender-based issues and gender-sensitive programming to Canadian police deployed to a peace operation/mission by the end of fiscal year 2018/19
3.1.4 Review pre-deployment training on WPS and GBA+ to enhance the knowledge and abilities of Canadian police to undertake gender-sensitive programming in mission/deployment abroad by the end of FY 2019/20
3.1.5 Develop a mechanism to engage relevant civil and/or government organizations in fragile and conflict affected countries to support the delivery of gender-sensitive programming by the end of FY 2019/2020
3.1.1 Number and percentage of Canadian police deployed to peace operations/ missions that receive pre-deployment training on WPS-related issues.
3.1.2 Number and nature of IPP deployments where one of the primary functions is related to gender issues
3.1.3 Extent to which a mechanism exists to provide technical support and expertise on gender-sensitive programming to Canadian police deployed to a peace operation/mission
3.1.4 Extent to which a mechanism exists to engage civil and/or government organizations
In FY 2019-20, there were six IPSOT sessions with a total of 88 candidates trained. 72 Canadian police officers deployed to peace operations/missions in FY 2019-20, with 100% having received pre-deployment training on WPS-related issues. Approximately 10 of these officers had primary duties related to gender issues.
In FY 2019-20, the Canadian police officers made significant contributions to influence policies and Canadian positions, including gender-responsive policies and products. As part of their regular duties, Gender Advisors provide guidance on gender and protection issues and engage with unified action partners, non-governmental organizations and civil society stakeholders. This ‘mechanism’ was developed to ensure that proper engagements are on-going towards the support of gender-sensitive programming through the Gender Advisor role that acts as a link between civil and government organizations to support the WPS portfolio. It will be further enhanced and formalized by implementing more standardized practices of engagement with both civil organizations and government.
Results and Progress:
To enhance the ability of our police officers to deliver gender-sensitive programming, WPS is a key subject for all of our Pre-Deployment training sessions for deploying officers. This session includes topics on gender roles, gender mainstreaming, international instruments, the WPS Agenda, and RCMP targets related to international deployments. All (100%) deploying police officers undergo International Peace Support Operations Training (IPSOT). The relevant section for this indicator is the WPS Resolution 1325 Implementation Session that forms part of the academic portion of IPSOT.
In FY 2019-20, there were six IPSOT sessions with a total of 88 candidates trained. The Women, Peace and Security (WPS) session was delivered to all (100%) officers deployed during FY 2019-20.
Given the tremendous operational need, the RCMP has recently made it mandatory for police officers deploying to peacekeeping missions to undergo pre-deployment training specific to sexual and gender based violence (SGBV). This training teaches officers about SGBV, how to uphold international standards in conflict affected areas, how to effectively provide support to investigations and how to support victims.
All International Police Peace Operations (IPP) program personnel – both within headquarters and all new police officer deployees - are required to take Women and Gender Affairs Canada’s on-line Gender Based Analysis Plus (GBA+) training to learn to analyze diversity implications of government policy and procedures to ensure they are fair for everyone.
10 police officers had primary duties related to gender issues:
- Ukraine (CPMU): The Canadian Police Mission in Ukraine (CPMU) has a dedicated Gender Advisor position. In addition, all training delivered in Ukraine is delivered with gender mainstreaming in mind.
- Iraq: Canada deployed an RCMP Chief Superintendent as the Chief of Gender and Protection for the Global Coalition against Daesh.
- Haiti: The Specialized Police Team within the United Nations Mission for Justice Support in Haiti (MINUJUSTH) Mission was led by Canada. It was staffed by five police officers.
- Another police officer in Haiti, in addition to their role with the MINUJUSTH Conduct & Discipline Unit, was assigned to gender specific issues. This officer was also president of the MINUJUSTH peacekeepers Women's Network (in a volunteer capacity).
- West Bank: A Canadian police officer occupies the Police Advisor, Family Protection Unit role within the European Coordinating Office for Palestinian Police Support (EUPOL COPPS) mission.
- International Criminal Court: A Canadian police officer served as a Sexual and Gender Based Violence Investigator with the ICC’s Central African Republic II investigation.
Significant contributions related to the nature and type of products produced or contributed to by Canadian police officers to influence policies and Canadian positions, including gender-responsive policies/products were made. Examples are:
- In Iraq, officers with the Ministerial Liaison Team (MLT) conducted high-level engagements consisting of policing model development, the development of security sector reform strategies and key leadership engagements. MLT members mentored their ministerial contacts, as well as actively promoted the use of community policing concepts. Coordination also occurred on implementing an Iraq Automated Biometric Identification System. Priority had been given to enrolling Daesh fighters currently held in the Iraqi Justice System.
- In Iraq, during 2019-20, the RCMP contingent provided community policing skills training to over 2000 Iraqi police officers, ranging from an introductory community policing module to a full community policing training. Other courses include crime scene management, combat lifesaving, as well as courses on law and order. Training members also provided eight courses to Iraqi police officers on how to utilize various train-the-trainer materials.
- As the Gender Advisor in the Combined Joint Task Force-Operation Inherent Resolve (CJTF-OIR), Canada’s senior police officer advised local Commanders of Training Coordination Centres on gender-related issues. For example, the new Iraqi National Security Strategy includes efforts to increase gender equality, such as recognizing the necessity of having women engaged in reconciliation, peace building and leadership roles. Canadian police also encouraged greater participation of women in the curriculum design of police training courses offered through Italian-led policing initiatives.
- The Canadian Police Mission in Ukraine (CPMU) – with objectives of provide strategic advice for the development of effective, sustainable, and accountable police services - included a gender advisor who provided training and policy advice to police agencies in the Ukraine.
- Given their expertise and experience, the European Union Police Coordinating Office for Palestinian Police Support (EUPOL COPPS) has selected Canadian police officers for the position of Police Advisor in the Family Protection Unit in the last two calls for contributions. In this role, the incumbent advises and supports the Family Protection and Juvenile Department of the Palestinian Civil Police on family violence and juvenile justice issues. they provide knowledge and expertise that assists the development of best practices, policies and procedures as well as training needs, while promoting gender equality and ensuring the rights of women and children are considered and respected.
- In Haiti, with the full support of the (Canadian) Police Commissioner, the MINUJUSTH Women’s Network (WN) reviewed the WN Action Plan and Terms of Reference. Launched in January 2019, resources were invested within the Police Component with the appointment of a focal point for gender and a small team established to work in collaboration with the SGBV Unit and the WN. On April 11 2019, representatives of the MINUJUSTH police component attended the first conference organized by the Police Nationale d’Haiti (PNH)in association with the Women’s Affairs Coordination Office, with the title “Strengthening the Capacity of Women Police Officers”. This participation highlighted MINUJUSTH’s continued support for police efforts to consolidate the principle of gender equality and develop the capacities of women police officers.
Activity 3.1.3 – examining the development of an engagement mechanism -- is addressed through the staffing and the actions of Gender Advisors. By being the primary interface with partners, government and non-governmental organizations and civil society stakeholders, the Gender Advisor position is in itself a mechanism that ensures that proper engagements are ongoing towards the support of gender-sensitive programming. Gender Advisors provide: subject matter expertise for gender and protection training across organizations; input into future operational planning; and engagement and liaison using strategic communications so that our story, notably from a gender perspective, can reach a wider audience. This mechanism will be further enhanced by implementing more standardized practices of engagement with both civil society stakeholders and government and by increasing the engagement with organizations/ ministries involved in or affected by gender-related issues.
Key on-going engagement activities performed by Gender Advisors (and other police officers with gender related responsibilities):
- In Iraq, the Chief Gender Advisor has regular engagements such as: participation in roundtable discussions with the European Union Advisory Mission in Iraq representatives; sharing best practices and lessons learned related to gender programs; hosting biweekly meetings with the North Atlantic Treaty Organization (NATO) mission of Iraq’s Gender Advisor and Women Peace Security advisor to ensure coordination of efforts towards gender-sensitive programming; and attending the bi-monthly Coalition Ambassadors Day. This enabled the Gender Team to socialize the gender perspective at each event to a wider audience.
- In Ukraine, the CPMU Gender Advisor: participated in monthly roundtable meetings with NATO partners as well as local ministerial representatives to advise on CPMU activities as they relate to advancing UNSC REsolution1325 objectives; and, assisted in the organization of, and participated in the annual conference of the Ukrainian Association of Women in Law Enforcement (UAWLE). At this conference, the Gender Advisor presented on the importance of psychological health for first responders.
- In Mali, the Gender Advisor’s role was to integrate gender considerations within Mali’s security services as well as to communicate the importance of the role of women in peace and security professions. The Gender Advisor partook in the Women's Police Network monthly meetings where they sought to plan activities to assist/collaborate with other local police or community members. They also made connections with both military and civilian gender advisors to participate in their monthly awareness sessions.
3.2 Target: Continued work with CPA partners to implement UN zero-tolerance policies on SEA in peace operations/missions resulting in zero cases of sexual exploitation and abuse by peacekeepers.
Target achieved to date as of March 31, 2020: Target achieved or surpassed/OBJ 2
- 2/2 activities were completed as of March 31, 2019.
The RCMP, and its CPA partners, strongly supports the UN’s zero tolerance policy on SEA and takes all allegations of SEA or other misconduct within peace operations seriously. The RCMP also has a zero-tolerance policy on SEA by Canadian police officers in mission, and is actively engaged in preventing and responding to allegations. RCMP measures to prevent SEA include informing Canadian police officers of its zero-tolerance policy prior to and during pre-deployment training in Canada, requiring police officers to sign a letter prior to deployment committing to abide by this policy while deployed and establishing an obligation to report any incidents of SEA of which they become aware.
3.2.1 Contribute to the development and implementation of Canada’s Strategy and Action Plan to address Sexual Exploitation and Abuse in UN peace operations
3.2.2 Report cases of sexual exploitation or abuse in peace operations/missions, allegedly perpetrated by Canadian police, based on the UN definition of sexual exploitation and abuse.
3.2.1 Number of reported cases of sexual exploitation or abuse in peace operations/missions, allegedly perpetrated by Canadian police. Note, this is based on the UN definition of sexual exploitation and abuse, not that of the Criminal Code of Canada.
Priority: Continue to focus on deploying women police officers in international peace operations /missions
4.1 Target: 20% of deployments are composed of women to peace operations/missions under the IPP Program, including in senior and/or influential positions.
Target achieved to date as of March 31, 2020: On track/OBJ 5
- 2/2 activities were completed.
The RCMP recognizes that the participation of Canadian women police officers is paramount to the success of international police peace operations/missions. The IPP Program aims to meet or exceed the UN target of having 20% women in police missions. A survey to determine the opportunities and barriers related to women’s participation is under development. The results of this survey will inform the development of an action plan to identify and address barriers impeding the active and meaningful participation of women in international police peace operations.
4.1.1 Target the deployment of 20% Canadian women police in peace operations/missions under the IPP Program
4.1.2 Pursue senior and/or influential positions within the UN, other multilateral bodies and missions for Canadian women police officers
4.1.1 Percentage of Canadian women police deployed to an peace operation/mission under the IPP Program
4.1.2 Number and nature of senior and/or influential positions held by a Canadian women police officer
The RCMP committed to the implementation of the following two (2) activities related to this priority:
- Target the deployment of 20% Canadian women police officers in peace operations/missions under the IPP Program
- Pursue senior and/or influential positions within the UN, other multilateral bodies and missions for Canadian women police officers
All activities were completed and are on-going in nature:
- In support of the United Nations Security Council Resolution 1325, which seeks to gain greater participation from women in all peace and security efforts, the RCMP seeks to meet and/or exceed the UN targets for deploying Canadian women police in peace operations. For 2020, that target is 22%. In FY 2019-20, 30% (21 out of 70) Canadian police officers deployed to an international peace operation/mission were women.
- The RCMP also pursued senior and/or influential positions within the UN, other multilateral bodies and missions for Canadian women police officers, including the Gender Advisor for the Global Coalition in Iraq.
Results and Progress:
In 2019-20, 21 out of 70 police officers deployed are women, equating to 30%. Furthermore, the IPP Program continues to recognize the importance of Canadian women police officers holding senior, strategic positions within peace operations/missions. We had women in: West Bank; Ukraine; Iraq; Mali; ICC Investigations; and one stationed to Canada’s Permanent Mission to the UN in New York.
Many of these women are in leadership roles such as Contingent Commander and senior Gender Advisors. For example, a woman Superintendent was deployed to Operation PROTEUS as the Senior Police Advisor and Contingent Commander of Canadian police personnel. This mission is a deployment with the Canadian Armed Forces as part of Task Force Jerusalem and operates under the US Security Coordinator. She made an outstanding contribution to the mission and, as the only woman in a senior management position, was an incredible role model and voice for gender initiatives.
Note: The majority of CPA deployments are at the non-commissioned officer level, including specialized positions such as most Gender Advisor roles. In addition, over the year, four out of the five missions that had a Contingent Commander for the Canadian police contingent had women occupying this role.
The IPP Program had two Gender Advisors: one in Iraq and one in Ukraine. In addition, a Canadian temporarily took on the role of Gender Advisor in EUPOL COPPS while the position was vacant.
The COVID-19 pandemic has understandably impacted the Program. In March 2020, Canada made the difficult decision to repatriate many of its police officers from overseas peace operations missions. This was due to many factors, primarily because of operations and training being postponed or cancelled by the host countries and / or partner agencies. Given this reality, some of the important work being delivered has lost some traction. On a positive note, many members continued various aspects of their activities via teleworking and continued to make a difference.
4.2 Target: Continued collaboration with UN, police-contributing countries and other partners to foster the participation of women in peace operations/missions
Target achieved to date as of March 31, 2020: On track/OBJ 5
- 1/1 activities completed.
Through various mechanisms, the IPP Program supports the UN and other partners in increasing the number of women police deployed to international operations/missions. For instance, since 2014, Canada has deployed Canadian police instructors to the UN’s All-Female Pre-Selection Assistance and Assessment (SAAT) training projects in Benin, Guinea, Niger, Togo, Rwanda, Burkina Faso, and Cameroon, as well as to a similar training project for men and women in Colombia. These projects are aimed at helping increase the number of women police officers from these countries who are selected to serve on UN peacekeeping missions by preparing candidates to meet UN testing requirements. Additional activities to be determined by the end of FY 2018/19.
4.2.1 Continue to actively support the UN’s efforts to recruit, select and deploy more women police officers for peace operations/missions, including through the deployment of Canadian instructors to All-Female Pre-Selection Assistance and Assessment Teams (SAATs), curriculum development, and other initiatives
4.2.1 Number and nature of initiatives to train and/or support women from foreign countries to participate in international peace operations/missions
As part of the Elsie Initiative, Canada is working with the Zambia Police Service to establish bilateral technical assistance and training initiatives to increase the deployment of women. The RCMP is partnering with the Zambia Police Service and, in the last year, Canada facilitated the development and implementation of a survey to identify ways to increase its capacity to deploy more women peacekeepers. In 2020-21, priorities will be determined and an action plan developed.
Results and Progress:
The IPP Program is committed to continued dialogue with the various partners and stakeholders on WPS-related matters to further inform and support activities under Action Plan 2017-2022. By contributing to various interdepartmental meetings and discussions with civil society, including the Action Plan Advisory Group and the Peace and Stabilization Operations Program (PSOPs) Advisory Board, lessons learned and best practices can be shared to support the development and integration of gender-sensitive programming. Examples of this type of work for FY 2019-20 include:
- Some achievements of Operation Inherent Resolve in Iraq:
- The Italian Carabinieri, Canadian Police Officers and many other nations trained 143 women police officers to enhance their investigative skills. Developmental courses such as crime scene investigation, cultural heritage protection and community policing were among the important instruction provided.
- Moreover, Police Task Force Iraq has had a total of 7 women only police officer courses given in downtown Baghdad. Last December, 15 of those women graduated as instructors so they can continue to train other Iraqi women police officers on a variety of topics and tactical defensive techniques.
- Since 2015, the coalition has trained 12,219 police officers on "gender mainstreaming".
- The CPA is currently working to establish a bilateral training mission in Haiti to leverage the efforts of a Norwegian initiative and increase the capacity of the Haitian National Police to conduct sustainable police investigative techniques and improve the response rate for cases involving sexual violence.
- As part of the UN Organization Stabilization Mission in the Democratic Republic of Congo (MONUSCO) Canada is establishing a Specialized Police Team on SGBV with Sweden. This team will focus on building the capacity of the Police Nationale Congolaise (PNC) to investigate incidents and to cooperate with relevant organizations on combatting SGBV.
- The RCMP continues to commit resources to the Elsie Initiative, which is a key element of Canada’s feminist foreign policy. The initiative aims to support the agenda for UN peacekeeping reforms to increase women’s meaningful participation in peace operations. The RCMP, in partnership with CPA colleagues Global Affairs Canada and Public Safety, committed to assisting the Zambia Police Service as part of the technical assistance pillar of the Elsie Initiative.
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