2018-2019 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 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 police selection process to actively recruit and select women 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.

In late 2016, the RCMP created a new Workforce Culture and Employee Engagement (WCEE) unit, to promote gender equality and culture change over the long term. While the WCEE Strategy is currently under development, it will include implementing a targeted approach to ensure the use of GBA+ across the organization, as a way of identifying barriers and developing strategies to increase diversity, and to inform effective operational approaches. In the near term, this will include applying a GBA+ lens to recruitment and promotional policies and practices.

The WCEE activities will complement the renewal of the RCMP’s National Diversity and Employment Equity Plan, to be released in 2017.

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 2018-19, a new RCMP Diversity Council will be created to link all five National Advisory Committees, and to set the strategic direction for diversity and inclusion in the RCMP.

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 gender 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.

Conclusion

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, is as follows:

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 law enforcement 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.

Baseline

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.

Activity

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

Indicator

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.

Completed Activities

In FY 2018-19, the RCMP supported the 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.

The RCMP integrated WPS principles continuously into assessments, reporting tools and other international policing program processes. Training for RCMP National headquarters based personnel on GBA+ considerations for reconnaissance and needs assessments missions also took place in FY 2018-19.

A survey of Canadian female police officers to identify potential barriers and facilitators to women’s participation was administered in FY 2018-19. The results of the survey are being analyzed, and will be completed, along with an action plan early in FY 2019-20.

To further integrate WPS principles within the IPP Program, the RCMP has undertaken a gender stocktaking exercise, which will inform future directions for the next Canadian National Action Plan on Women, Peace and Security (Action Plan) renewal.

Results and Progress

In FY 2018-19, the RCMP WPS Champion participated in a number of activities and initiatives to promote and increase awareness of the WPS principles and the implementation of the Action Plan. These included the National Action Plan Special Advisory Group meeting (December 2018) and the UN Chiefs of Police Summit II (June 2018).

The RCMP is fully committed to advancing the WPS agenda through its activities and initiatives. The organization recognizes the importance of advancing gender equality and the participation, empowerment and protection of women and girls in the pursuit of peace in fragile and conflict-affected situations.

Examples of WPS-related activities that were supported in 2018-19 include a gender stock-taking exercise that examined reporting tools and processes, as well as the development of pre-deployment gender training materials. This includes dedicated WPS training sessions during all officers’ pre-deployment training.

A survey of female Canadian police officers to identify potential barriers and facilitators to women’s participation in policing was administered in November 2018. Currently, the WPS Barriers Survey Working Group (including members from the RCMP, Edmonton Police Service, Ontario Provincial Police, Ottawa Police and Montreal Police) is analyzing the findings of the survey and will develop an action plan to address identified barriers.

The International Police Peace Operations (IPPO) program updated its assessment and reporting tools to reflect and incorporate WPS principles, gender perspectives and GBA+ considerations and are now finalized. These templates were approved during FY 2018-19 and are now in use and meet planning requirements.

1.2 Target

Implementation of strategic initiatives for diversity and inclusion across the RCMP.

Baseline

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.

Activity

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

Indicator

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

Completed Activities

• Establishment of an RCMP Gender and Diversity Champion and efforts to raise the knowledge and implementation of GBA+ within the RCMP.

Results and Progress

The development of a Diversity and Inclusion strategy was delayed to ensure alignment with the Commissioner's Vision 150, which aims to build a diverse and professional workplace, as well as the development of a complementary people strategy. Work on deliverables reported during the previous cycle, like the dashboard and a renewed Diversity and Inclusion policy, continued in 2018-2019 and are expected to be finalized in 2019-2020. Core elements of the RCMP's workforce analysis were presented to the National Council for Diversity and Inclusion (NCDI) in March 2019 to begin working towards a Diversity and Inclusion strategy.

In the first half of 2018-2019, terms of reference were drafted and approved for the National Council for Diversity and Inclusion and the membership was formed based on eligibility criteria outlined in the same document. A GC Connex group, maintained by the secretariat, was established to support Council business. The Council's first meeting was held in October 2018 to finalize administrative details and familiarize members with the Council's functioning. The Council's first official meeting took place in March 2019. At this meeting, the Council was engaged in contributing to the development of the RCMP's Diversity and Inclusion Strategy. In 2019-2020, the RCMP will look to modernize the roles and responsibilities of Executive Champions and will also look at options to develop an on-boarding program for Council members to increase their knowledge of issues related to Diversity and Inclusion.

Priority: 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.

Baseline

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.

Activity

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

Indicator

2.1.1 Percentage of International Policing Program personnel that have completed GBA+ training and other training within 3 months of employment

Completed Activities

By the end of FY 2018-19, 100% of incoming RCMP International Policing Program (IPP) personnel completed the Status of Women Canada online GBA+ training.

Also in FY 2018-19, 100% of deployed officers received 1 full day of WPS training. Additionally, all deploying officers since September 2018 must complete the online Status of Women GBA+ course prior to attending International Peace Support Operations pre-deployment training in Ottawa.

Training was also provided to RCMP National Headquarters based personnel on how to utilize new reporting templates that integrate GBA+. This involved a pilot scenario-based table top exercise to apply key GBA+ concepts in the new templates in an operational context. 

Results and Progress

The online Status of Women Canada GBA+ training is a mandatory requirement for IPPO Program management and Program personnel. During FY 2018-19, 100% of the RCMP’s IPP Program’s personnel have taken GBA+ training. Furthermore, since September 2018, all deploying officers must also complete the online Status of Women GBA+ course prior to attending pre-deployment training. All officers, from September 2018 onwards, completed this training (approximately 52 officers in FY 2018-19).

Additionally, 100% of officers set for deployment received one full day of mandatory WPS training, during pre-deployment training. RCMP will continue to work on integrating GBA+ into all aspects of the international deployment cycle.

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.

Baseline

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 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.

Activity

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

Indicator

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 exist 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

Completed Activities

To begin assessing gender considerations during missions, a template was developed and sent to contingent commanders.

Results and Progress

Not all activities can be reported on at this time, however progress remains mostly on track to report on outstanding activities in the near future. Once sufficient data is gathered from new templates, such as the Bi-annual Gender Survey template that was implemented in March 2019, more detailed reporting will become possible going forward.

Out of the 65 Canadian Police deployed to peace operations/missions in FY 2018-19, 100% received pre-deployment training on WPS-related issues.

To begin assessing gender considerations during missions, a template was developed in 2018-19 to address a reporting gap. The bi-annual gender report template was sent to Contingent Commanders and their first feedback was received in early March 2019. The RCMP will analyze the input with a view of incorporating the findings/issues into other documents/mechanisms.

In FY 2018-2019, there were 5 International Peace Support Operations Training (IPSOT) sessions with a total of 78 candidates trained. WPS was a subject for all of these sessions. No mechanism was in place to track the extent to which technical support and expertise was provided to deployed officers on gender-sensitive programming. The Bi-annual gender report, as noted above, was created in FY 2018-19 to address this reporting gap.

Approximately 10 officers have 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: The deployment of an RCMP Chief Superintendent as the Director of Gender and Protection for the Global Coalition against Daesh.
• Haiti: The Specialized Police team within the MINUJUSTH Mission is now led by Canada. It is staffed by five officers.
• Another officer in Haiti in their role with the MINUJUSTH Conduct & Discipline Unit is assigned to gender specific issues. This officer is also president of the MINUJUSTH peacekeepers Women's Network (albeit in a volunteer capacity).
• West Bank: An officer occupies the Police Advisor, Family Protection Unit role within the EUPOL COPPS mission.
• ICC: A Canadian police officer serves as a Sexual and Gender Based Violence Investigator with the International Criminal Court'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 Ukraine during FY 2018-19, Canadian police participated in a working group with the NPU, as well as a number of NGO’s, to discuss the implementation of a risk assessment document to assist police officers in determining risk as it relates to restraining orders under new Domestic Violence Laws. A CPA member also attended the Implementation of Gender Policy at the Modern Stage of Society Development: State, Problems, Prospects conference in Khmelnitskiy.
• The Gender Advisor in Ukraine also attended and presented at the International Scientific and Practical Conference on the Implementation of Gender Policy at the Modern Stage of Society Development: State, Problems, and Prospects - at the National Academy of the State Border Guard Services of Ukraine in Khmelnytskiy.
• The gender advisor also worked on the development of a Gender Diversity Policy for the NPU and participated in discussions on the Gender Mainstreaming strategy for the National Academy of Patrol Police.
• The mission assisted the Organization for Security and Cooperation in Europe (OSCE) in developing an evaluation process for project POLINA (Domestic violence investigations).
• Canadian officers in Ukraine participated in the final review for the Police Training Assistance Project (PTAP) Community Policing Innovation Fund.  This is a fund that will award NGO’s financial assistance to help the NPU connect with the community around Ukraine.
• A member served as an ad hoc member of the Strategic Reform Team of the NPU, providing strategic advice up to the NPU Chief.
• The Gender Adviser held a meeting with staff from the United Nations Population Fund (UNFPA) in order to coordinate future SGBV trainings to first responders. The UNFPA, with funding and support from the Canadian government, are providing training in the area of sexual and gender-based violence to service providers such as health care workers, first line responders including police, outreach psychological services, hotline consultants and local shelters
• In Iraq, officer with the Ministerial Liaison Team worked on aligning Iraqi infrastructure with US led divestment policy and approaches to ensure integration of new equipment into Iraqi logistics system.
• Extensive work within the operational planning refresh of the Coalition, especially within the ground force component (green to blue and capacity building of blue).
• In Haiti, policy and technical advice was provided for Conduct & Discipline issues to Chief of the UN Conduct and Discipline Team.
• In West Bank (Op PROTEUS), a Canadian officer continued to ensure the development of the Palestinian Civil Police (PCP) strategic plan and that it aligns with human resources planning, resource allocation and international donor supports for institution building.
• In West Bank (EUPOL COPPS), a Canadian officer participated and reviewed progress material on Institutional Development and Human Resources for the PCP By-Law Committee #1 for their Special Instructions on the duties of the Deputy Chief of Police, the Inspector General and the Chief of Police Assistants. The Family and Protection Unit Police Advisor also provided inputs on the PCP's Gender Action Plan.

All (100%) deploying police officers undergo International Peace Support Operations Training (IPSOT). IPSOT has three training phases: 1. Administrative Skills Development; 2. Academic Training; 3. Hazardous Environment Strategic Threat Training. The relevant section for this indicator is the UNSCR 1325 Implementation Session that forms part of the academic portion of IPSOT. A WPS session was delivered to all officers deployed during FY 2018-19.

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.

Baseline

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 officers of its zero-tolerance policy prior to and during pre-deployment training in Canada, requiring officers to sign a letter prior to deployment agreeing to abide by the policy while deployed, establishing an obligation to report, and providing training on conduct, discipline SEA and other related matters.

Activity

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.

Indicator

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.

Completed Activities

• Review of RCMP and UN statistics, with the objective of actively engaging in preventing and responding to allegations.
• RCMP measures to prevent SEA include informing Canadian officers of its zero-tolerance policy prior to and during pre-deployment training in Canada;
• Deploying officers are required to sign a letter prior to deployment agreeing to abide by the zero-tolerance policy while deployed, establishing an obligation to report; and
• Training on conduct and discipline, SEA and other related matters are covered during pre-deployment training;
• The RCMP regularly assesses its policies and training to ensure their effectiveness for the prevention of SEA.
• During pre-deployment training in Ottawa, the RCMP also provides an in–class, mission-specific session, on the differential impact of conflict on women and girls, and on SGVB, in addition to covering cultural awareness and code of conduct and ethics. This training reinforces: Canada’s commitment to upholding the highest standards of police conduct in missions; Canada’s commitment to being transparent and accountable for the actions of deployed police; and the fact that Canada takes all allegations of sexual exploitation and abuse or other misconduct within peace operations extremely seriously.

Results and Progress

The IPPO Program supports zero-tolerance policies on sexual exploitation and abuse in peace operations, and promotes the implementation of international human rights, crime prevention and criminal justice standards relevant to protecting the rights of women and girls. The RCMP forbids sexual relations with the local population of the Country to which they are deployed, due to the difference in real or perceived power and authority. All deployed personnel are informed of this policy prior to and during pre-deployment training in Canada, and each individual must sign a letter agreeing to refrain from sexual relations with the local population of the Country to which they are deployed.

In FY 2018-19 there have been 0 substantiated cases of sexual exploitation or abuse in peace operations/missions perpetrated by Canadian police.

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.

Baseline

The RCMP recognizes that the participation of Canadian women police is paramount to the success of international police peace operations and 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.

Activity

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

Indicator

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

Completed Activities

The RCMP targeted the deployment of at least 20% Canadian women police in peace operations/missions under the IPP Program. In FY 2018-19, 47.7% (31 out of 65) Canadian police officers deployed to an international peace operation/mission were women.

The RCMP pursued senior and/or influential positions within the UN, other multilateral bodies and missions for Canadian women police officers.

Results and Progress

In FY 2018-19, 31 out of 64 police officers deployed have been women. This equates to 47.7%. The downsizing of the MINUJUSTH mission in Haiti continues to result in fewer overall deployment opportunities, but new opportunities are being pursued in Mali and an extension and expansion has occurred in Ukraine.

The IPPO Program recognizes the importance of female Canadian police officers holding senior, strategic positions within peace operations/missions. In missions abroad there are several senior female Canadian police officers, such as in the EUPOL COPPS Mission in the West Bank where Canadian police women occupy the positions of Senior Police Advisor – Institutional Development and Human Resources, as well as Police Advisor – Family Protection Unit.

Note: The majority of CPA deployments are at the NCO level, including specialized positions such as most Gender Advisor roles. In addition, 3 out of the 5 missions that have a Contingent Commander for the Canadian police contingent have female police officers occupying this role.

A senior RCMP officer is now embedded in Africa as a Senior Police Advisor and is engaging with the Republic of Zambia on gender support in peacekeeping operations, as Zambia was selected in FY 2018-19 as the recipient country of the technical assistance pillar of the Elsie Initiative. The Elsie Initiative’s objective is to increase the meaningful participation of women police in peace operations.

Work is underway, via Global Affairs Canada contracting a Non-Governmental Organization, to conduct a barrier assessment survey with the Zambia Police Service to identify needs and gaps that hinder women from deploying on UN peace operations. When completed, these results will help to inform the CPA partners to identify potential areas of focus, as well as determine actions and initiatives that can mitigate these barriers.

4.2 Target

Continued collaboration with UN, police-contributing countries and other partners to foster the participation of women in peace operations/missions

Baseline

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.

Activity

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

Indicator

4.2.1 Number and nature of initiatives to train and/or support women from foreign countries to participate in international peace operations/missions

Completed Activities

• Training was provided by deployed Canadian officers on Sexual Exploitation and Abuse, Sexual and Gender based Violence, domestic violence.
• Instruction was provided to several all women cohorts of police officers in Iraq.

Results and Progress

The IPPO Program is committed to continued dialogue with the various partners and stakeholders on WPS-related matters to further inform and support activities under the Action Plan. Examples of activities in FY 2018-19 are:

• Canadian police officers continued to look for opportunities to provide UN All Female Pre-Selection Assistance and Assessment Team (SAAT) training projects. Canada helped train 47 candidates in the Republic of Senegal during FY 2017-2018. Unfortunately, the UN led pre-SAAT in Burkina Faso that Canada was selected to participate in during FY 2018-19 was delayed due to Ramadan. Following the delay, the necessary notice was not given to the RCMP, so Canada could not deploy trainers in time for this training session. Efforts remain ongoing to implement additional SAAT training in the future.
• Training provided by Canadian UNPOLs in Haiti included regular SEA training, as well as the work of the now Canadian led MINUJUSTH SGBV special police team.
• Training in Ukraine includes a training focus on GBV, as well as domestic violence. As part of the Ukraine mission, Canadian police also participated in several working groups and conferences on gender violence and law enforcement, cooperated with the OSCE on the Ukrainian led project POLINA which targeted domestic violence, and worked towards developing gender mainstreaming training in Police Academy courses.
• During FY 2018-19, a Canadian woman police officer serving with the Italian-led training mission in Iraq went to Erbil, Iraqi Kurdistan, to participate in the training of female Iraqi police officers. Canada was the only Coalition partner, other than Italy, offered the opportunity to participate in the delivery of this training. Canada also provided training to a total of 88 Iraqi female police officers in three female police training courses (one in Erbil, the other two in Baghdad). The training of male and female officers is not integrated in Iraq, so the participation of Canadian trainers in the instruction of three courses is significant, as only six have been held as of April 2019.
• The RCMP continues to commit resources to the Elsie Initiative, which is a key element of Canada’s feminist foreign policy. The RCMP, in partnership with Elsie and CPA colleagues, committed to assisting the Zambia Police Service as part of the technical assistance pillar.