Institutional assessments

Policies and Procedures  

• Do national laws and policies on gender issues (e.g. strategy on violence against women, 1325 national action plan, anti-trafficking strategy) set out particular responsibilities for the institution? If yes, describe the responsibilities.

• What institutional policies, programmes, infrastructure and resources are in place to address violence against women and girls? This may include:

  • specialized units, desks or focal points (gender desks, women’s police stations, anti-trafficking or domestic violence units); what is the coverage of these units?

  • dedicated infrastructure (rooms, transportation, phones and computers, etc) for addressing the issue

  • codes of conduct to promote zero tolerance for gender-based discrimination and violence, including sexual harassment

  • mechanisms to ensure collaboration and consultation with civil society, including women’s organizations

  • standard protocols and procedures for responding to incidents of violence, including on the investigation process, interviewing and providing support to survivors

• Is there a clearly defined gender policy or plan of action which includes:

  • targets

  • timeframe

  • resources needed for implementation

  • clear responsibilities for different levels of staff (from senior management down)

  • monitoring and evaluation mechanisms

  • reporting mechanisms

• What parts of the gender policy or plan of action have been successfully implemented, and what parts have not? why not?

• What budget and other resource allocations are being directed towards initiatives on violence against women and girls within the institution?

• Are services provided by police and other security personnel to respond to the needs of survivors (e.g. depending on the law, this could include: removing perpetrators from the home; enforcing orders of protection; administering post-rape treatment and prophylaxis; coordinating referrals with shelter, legal assistance, transportation, etc.)?

Case Management

• Do police and other security personnel record and document information on:

  • number and types of violence committed (e.g. sexual, physical, psychological)

  • the age and sex of the survivor and perpetrator

  • location where the act took place (e.g. at home, in the street)

  • harm faced by the victim

• How are reported cases monitored to ensure there is adequate follow-up and investigation of incidents? Is there evidence that there are high rates of reported cases being closed or suspended due to inability to find or identify a suspect; insufficient evidence to prove or disprove the report; claims that the report was fabricated?

• How many gender-based violence cases (disaggregated by crime) each month are reported; investigated; and prosecuted?

• What other data collection and/or crime analysis is undertaken on gender-based violence, either by police or by research bodies, government departments, clinics, women’s groups, non-governmental organizations, etc.?

Capacity

• What awareness-raising and training measures have been implemented to familiarize personnel at every level with their obligations with respect to: human rights, including women’s human rights; gender analysis and gender mainstreaming; national gender laws and policies; institutional gender policies; equal opportunities; sexual harassment and discrimination; gender-based violence prevention and response?

• How many/what percentage of personnel have received comprehensive training on gender and responding violence against women and girls?

  • What does it cover?

  • What is the impact of the training?

• Is in-depth training on specific issues – such as interviewing survivors or dealing with sexual harassment in the workplace - being provided to the right personnel?

• Do security personnel, including senior-level management, demonstrate an understanding of gender sensitivity in terms of understanding the specific roles/ capacities/risks for women in their own institutions, and within civilian organizations and communities?

Women’s Participation in security institutions  

• What are the numbers and respective positions of male/female personnel within security institutions?

• Are strategic targets and other initiatives in place to increase the recruitment, retention and advancement of women (including those from marginalized groups)?

• Do women and girls have equal access to education and training so that they can qualify for positions within the police and armed forces both at entry and senior levels?

• Are women prevented or discouraged from serving in institutions due to discrimination?

• What are the challenges to increasing training, recruitment, retention and advancement of women?

• What stereotypes exist regarding women’s roles as they relate to participation in the sector?

• How are female security personnel perceived by their peers and their community?

• Are equitable and family-friendly human resource policies and practices in place – such as adequate maternity/paternity leave, flexible work hours, child care facilities and equal pay, benefits and pension? 

• Do female personnel have access to separate facilities, well-fitting uniforms, appropriate equipment, training, and other resources?

• Is there a female staff association?

• Is there a formal mentoring programme for female staff or informal monitoring process?

• What data are collected and analyzed on staff turnover and retention? Are these data disaggregated by sex, rank, ethnicity and reasons for leaving the service?

Leadership

• Do security sector leaders (both men and women) consistently make statements and commitments in public regarding violence against women?

• What are the numbers and percentages of women and men in leadership positions? 

• Are women prevented from serving in security sector leadership roles due to threats or fear of violence (including harassment)?

• Are women and men equally involved in decision-making, including at the highest levels?

• How does the institution emphasize gender equality goals in its public messages and communications?

• How is attention given to gender-sensitive language and images in institutional documentation (e.g. brochures, posters, crime reporting forms, etc.)?

Accountability and Oversight  

Sexual Harassment, Exploitation and Abuse and Codes of Conduct

• Is violence, discrimination, sexual harassment, exploitation and abuse being perpetrated by personnel against female co-workers, civilians or other groups/individuals? Are incidents systematic or isolated?

• Is there a code of conduct that clearly sets out a zero-tolerance policy for discrimination and abuse on the basis of sex, harassment and violence? How is the code monitored and enforced?

• What procedures are in place to vet candidates for previous perpetration of violence against women, international humanitarian and human rights law?

• Is a policy on sexual harassment, exploitation and abuse in place and implemented?

  • Does it include clear procedures, confidential reporting mechanisms and sanctions?

  • How is staff made aware of them?

  • Are complaints being adequately dealt with?

  • Are complaints tracked over time and what are the trends in cases filed?

  • What support services and protections are in place (e.g. counselling, advocacy support, confidentiality, protection from retaliation) for a per son who makes a complaint?

Oversight

• How is the institution being monitored for compliance with national laws and policies and international and regional standards on violence against women?

• Are systems in place to accept complaints from the public? How is the public made aware of them? Are complaints being adequately dealt with?

• Has there been an increase or decrease in complaints against personnel of gender-based violence, sexual harassment, sex discrimination or other human rights abuse over time?

• Do the internal and external oversight mechanisms monitor issues on violence, including complaints of sexual discrimination? Do they have measures, expertise and resources to monitor whether people’s diverse security and justice needs are being met?

• Does an ombudsperson exist and does it have the funds and expertise to monitor issues relating to discrimination, abuse and gender inequalities? Is it effective in enforcing codes of conduct/policies?

• Do external oversight bodies include women and women’s organizations?

• Is staff accountable for addressing gender equality issues, including harassment of female staff and increasing women’s participation in security institutions? Are there any incentives for staff to address gender equalities and include women in security reform processes?

Coordination with other actors    

• What official and unofficial mechanisms exist to ensure integrated cross-sectoral responses to violence?

• How is harmonization with other policies encouraged?

• Are there joint plans of action between security institutions on preventing and responding to violence?

• What links exist to government agencies that work on the issue, such as ministries for gender/ women’s affairs, social services, public health and education?

• Do forums for consultation/coordination with civil society organizations and communities exist?

• Do they include female stakeholders, survivors and women’s organizations?

• Do protocols exist for referral to civil society organizations, including women’s groups? 

• Are data and information, such as rates and prevalence of violence, being collected, co-ordinated and shared (except for information that should remain confidential)?

• Are there meetings with justice sector personnel – in particular, prosecutors – to know what evidence is needed in court to support a case?

Community relations 

• How do perceptions of the institution and its role differ between men and women, girls and boys?

• To what degree is the institution as a good employer?

• What suggestions do community members have of how the institution could improve its services?

Engagement with the international community    

• How, if at all, are international actors supporting security policies and programmes addressing violence against women in the country? If not, how could they be engaged to support such initiatives?

• Are internationally supported security sector reform programmes sufficiently integrating gender and women’s issues, as well as the protection of women and girls?

• Do international actors have gender expertise and sufficient understanding of local gender and women’s issues, including on violence and their respective cultural contexts?

• If coordination structures among international actors exist, how can security issues related to gender-based violence be addressed within them? 

• Are international actors consulting with female stakeholders – including survivors, women’s organizations, female parliamentarians, and women’s ministries?