Assessing Gendered Perspectives in Police & Military Entities

In recent years, CPM-I network members have worked on assessing barriers faced by policewomen and female soldiers within their organizations and beyond. 

Even though barriers can be multifaceted and may vary depending on the country, culture, and specific institution, common challenges remain, such as gender stereotypes and biases about physical abilities, leadership qualities, and suitability for certain roles. These biases can affect recruitment, promotion, and assignment to critical missions. The underrepresentation of women in senior positions can perpetuate gender biases and limit opportunities for younger female recruits. It can also affect the development of policies and practices that are inclusive of women's needs and perspectives. Women may encounter a "glass ceiling" that prevents them from advancing to higher ranks or more prestigious positions. This can be due to both overt discrimination and more subtle forms of exclusion, such as old boys' networks that dominate promotion and assignment processes.

Organizations may not provide adequate facilities, such as separate sleeping quarters, bathrooms, or protective gear that fits women properly. This can make it difficult for women to participate fully in training and operations. Access to professional development opportunities, specialized training, and education can be limited for women, which can hinder their ability to compete for promotion and specialized roles. Women may also face barriers to deployment in certain missions or roles due to security concerns, cultural sensitivities, or logistical challenges related to gender integration in the field. Women often bear a disproportionate share of family and care responsibilities. Balancing these duties with a demanding career in law enforcement or the military can be challenging, especially in the absence of supportive policies like parental leave, flexible working hours, or childcare facilities. Addressing these barriers requires a concerted effort from the organizations themselves, as well as from governments, civil society, and international bodies. It involves creating inclusive policies, providing adequate support structures, fostering a culture of respect and non-discrimination, and ensuring equal opportunities for career advancement and professional development.

Case studies in fact show that the presence of women in peacekeeping missions can improve the operational effectiveness of the missions. The Female Engagement Team of the UN Mission in the Central African Republic MINUSCA as part of the Zambian contingent (ZAMBATT) has been instrumental in restoring a sense of hope and security among women and girls who had been confined to their homes due to years of conflict. The FET’s presence in Birao has empowered women, serving as a symbol of progress and possibility. Through a combination of community-driven activities, such as sports, shared meals, and infrastructure projects, the FET has fostered a sense of unity and cooperation.  By building trust and acting as mediators between MINUSCA and the community, the team has effectively reached both women and men. 

For additional information on the ZAMBATT FET see the 2019 NUPI-report on the Effectiveness of the MINUSCA

For an insight into the work of the FET in Birao check out the short video clip from MINUSCA