ROYAL CANADIAN MOUNTED POLICE - CANADA'S NATIONAL ACTION PLAN ON WOMEN, PEACE AND SECURITY 2017-2022 - Global Affairs Canada
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CANADA’S NATIONAL ACTION PLAN ON WOMEN, PEACE AND SECURITY 2017-2022 ROYAL CANADIAN MOUNTED POLICE Progress report for fiscal year 2017/18
ROYAL CANADIAN MOUNTED POLICE
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 therefore, women and girls
must be considered and empowered in the establishment of global peace and security.
RCMP AND THE INTERNATIONAL POLICE PEACEKEEPING AND PEACE
OPERATIONS PROGRAM
Context: The Canadian Police Arrangement (CPA), a partnership between the RCMP, Global Affairs
Canada, and Public Safety Canada, seeks to advance Canadian foreign policy, as well as international
security and development priorities and objectives. In particular, this includes supporting Canada’s
commitments to re-engage with the United Nations (UN) and other international partners, and building
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 CPA was
renewed in 2016 until the end of FY 2020/21, with annual funding of $46.9 million until the end of FY
2018/19.
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 deploys Canadian law-enforcement personnel to various international peace
operations; international criminal courts, tribunals, commissions and enquiries; bilateral missions;
short-term training and rapid response activities; as well as to multilateral institutions to support the
development of international policy, standards and norms related to police peace support operations.
The IPP Program supports and advances a broad array of WPS-related efforts, such as increasing the
number of Canadian women deployed to peacekeeping operations, training women police in foreign
countries who are interested in serving on UN missions; raising awareness of and investigating sexual
and gender-based violence (SGBV), and contributing to gender-related policy initiatives at the UN and
other multilateral forums.
1Civil society has 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 its implementation.
The departmental report covers the period of April 1, 2017 to March 31, 2018. For every target, it
provides a high-level snapshot of the progress achieved to date, outlines completed activities, and
analyzes results and progress. It is worth noting that some of the targets, activities, and indicators have
been updated since their first publication in order to better capture progress, clarify language, and
reduce redundancies.
PRIORITIES
Strengthen 1.1 Target: 100% of reporting and assessment tools (e.g. needs assessment
Governance missions, concepts of operations, reconnaissance missions, and monthly reports)
and include WPS principles and gender perspectives.
Accountability
Progress achieved to date as of March 31, 2018: ON TRACK/Internal efficiency
& capacity
Assessment and reporting tools have been drafted with Gender-based
Analysis Plus (GBA+) considerations and are currently being finalized.
Baseline:
In the FY 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 the
principles of WPS in pre-deployment training for Canadian police and updates to
the recruitment and selection process to encourage women officers to apply to
deploy to a peace operation.
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 FY
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
by the end of FY 2017/18.
1.1.4 Develop an action plan to reduce and/or eliminate barriers identified by the
survey by the end of FY 2018/19.
1.1.5 Undertake a gender stocktaking exercise of the IPP Program by the end of
FY 2018/19 that would inform the development of a plan by the end of FY
2019/20, and to further integrate WPS principles within the IPP program.
2Indicator:
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, and
monthly reports) in which WPS principles and gender perspectives are
integrated.
Completed Activities:
• A survey of female Canadian police officers to identify potential barriers
and facilitators to women’s participation in policing has been drafted.
• Assessment and reporting tools have been drafted with GBA+
considerations and are currently being finalized.
Results and Progress: 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.
A formal tracking mechanism to capture all work supported by the RCMP WPS
Champion will be created in FY 2018/19 to allow for more complete reporting
against the indicator: 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.
Examples of WPS-related activities that were supported in FY 2017/18 include a
gender stock-taking exercise that examined reporting tools and processes, as well
as the development of pre-deployment training materials. Results from the
gender stock-taking exercise will be more fully analyzed next fiscal year, and
changes to reporting tools and training materials may be made. In addition, the
RCMP drafted a survey of Canadian female police officers to identify potential
barriers to and facilitators of women’s participation in policing, which will be
launched next fiscal year. Based on findings from this survey, an action plan to
support women’s participation will be developed in FY 2018/19.
During the reporting period, the IPP program began the process of reviewing its
assessment and reporting tools. These tools have been drafted with WPS
principles, gender perspectives and GBA+ considerations and are currently being
finalized. Reporting on this indicator will begin in FY 2018/19.
1.2 Target: Implementation of strategic initiatives for diversity and inclusion across
the RCMP.
Progress achieved to date as of March 31, 2018: ON TRACK/Internal efficiency &
capacity
Consultations have taken place with partners regarding strategic
initiatives for diversity and inclusions.
Draft Terms of Reference have been prepared.
The process is under way to identify representatives from each RCMP
3division who will bring a diversity of perspectives.
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:
• Consultations have taken place with senior champions responsible for
Indigenous, Visible Minorities, Women, Persons with disabilities, and
LGBTQ2S1 issues, and the five Employment Equity national advisory
committees.
• Draft Terms of Reference for the new National Council for Diversity and
Inclusion have been prepared.
• Nomination process is under way to identify representatives from each
RCMP division who will bring a diversity of perspectives.
Results and Progress: The RCMP is implementing several initiatives that are part
of the draft renewed Diversity and Employment Equity plan. These include use of
a business intelligence dashboard to enable improved understanding of
representation gaps, enhanced analysis of workforce statistics to enable
evidence-based decision-making, an overhaul of the section of the RCMP
Administration manual covering Employment Equity and the special measures
program, and awareness initiatives that support a more diverse and inclusive
workplace. The draft 2017-20 plan will be finalized by the new National Council
for Diversity and Inclusion once it is in place.
The new National Council will contribute to an improved consultation process,
and will help to identify systemic issues affecting full participation of designated
groups in the workplace. Consultations have taken place with senior champions
responsible for Indigenous, Visible Minorities, Women, Persons with disabilities,
and LGBTQ2S issues and the five Employment Equity national advisory
committees for improvements to the committee structure in order to ensure that
1
For the purpose of consistency, the departmental report will be using the acronyms “LGBTQ2S” and “LGBTQ+”. The
Government of Canada promotes the use of “LGBTQ2”, which recognizes two-spirit identity within Canada’s Indigenous
communities. Nationally and internationally several different variations are used as organizations choose acronyms that are
representative of their organizations and clients. Other commonly used acronyms include, but are not limited to: LGBT, LGBTI,
LGBTQ and LGBT2SQ+.
4linkages between the National Council and the divisional diversity and
employment equity committees. The RCMP Terms of reference have been
drafted and nomination process has been identified. It is anticipated that the
National Council will hold its first meeting in early fall 2018.
Enhance 2.1 Target: Within three months of their employment, 100% of IPP program
capability to personnel are required to take GBA+ training as defined by operational
undertake WPS requirements.
and gender
analysis in the Progress achieved to date as of March 31, 2018: ON TRACK/Internal efficiency &
design and capacity
planning of Mechanisms to track compliance will be formalized in FY 2018/19.
gender-
sensitive Baseline: The Status of Women Canada (SWC) GBA+ online course is a mandatory
programming 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 FY 2017/18 to complete
the GBA+ online 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 FY 2018/19.
Indicator:
2.1.1 Percentage of IPP personnel that have completed GBA+ training and other
training within 3 months of employment.
Completed Activities:
• The RCMP made the GBA+ online course a mandatory requirement for all
IPP program personnel.
Results and Progress: The GBA+ online course is a mandatory requirement for
IPP. The RCMP will continue to work on integrating GBA+ into all aspects of the
international deployment cycle. Mechanisms to track compliance will be created
in 2018-19.
5Enhance 3.1 Target: Enhanced ability of Canadian police officers deployed to peace
gender- operations to deliver/facilitate gender-sensitive programming in fragile and conflict-
sensitive affected states.
elements within
police peace Progress achieved to date as of March 31, 2018: TOO EARLY TO
operations, REPORT/Internal efficiency & capacity
including
preventing and
responding to Baseline: The RCMP provides pre-deployment training to all Canadian police officers
sexual deployed to a peace operation in order to deliver gender-sensitive programming in
exploitation fragile and conflict-affected states. Pre-deployment training modules for Canadian
and abuse by police to be deployed include content on WPS, codes of conduct, preventing and
UN responding to sexual exploitation and abuse (SEA), and cultural awareness. Within
Peacekeepers the IPP program, 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 deployed
to peace operations 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 by the end of FY 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 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 2019/20.
Indicator:
3.1.1 Number and percentage of Canadian police deployed to peace operations
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.
3.1.4 Extent to which a mechanism exists to engage civil and/or government
organizations.
Completed Activities:
• As there are no formal mechanisms are in place to record the number
and nature of IPP deployments where one of the primary functions is
related to gender issues, we cannot comment on completed activities.
Results and Progress: Out of the 45 Canadian police deployed to peace
operations, 100% received pre-deployment training on WPS-related issues.
6Currently, no formal reporting mechanisms are in place to record the number and
nature of IPP deployments where one of the primary functions is related to
gender issues for FY 2017/18. A new mechanism is to be created in FY 2018/19.
During the reporting period, 10 pre-deployment training sessions for officers
occurred with 62 candidates receiving the training. 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.
3.2 Target: Continued work with CPA partners to implement UN zero-tolerance
policies on SEA in peace operations resulting in zero cases of sexual exploitation and
abuse by peacekeepers.
Progress achieved to date as of March 31, 2018: ON TRACK/OBJ 2
0 substantiated cases of sexual exploitation or abuse in peace operations,
perpetrated by Canadian police during FY 2017/18.
Baseline: The RCMP and its CPA partners strongly support the UN’s zero tolerance
policy on SEA and treat 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, as well as 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 SEA in UN peace operations.
3.2.2 Report cases of SEA in peace operations, allegedly perpetrated by Canadian
police, based on the UN definition of sexual exploitation and abuse.
Indicator:
3.2.1 Number of reported cases of SEA in peace operations, allegedly perpetrated
by Canadian police. Note, this is based on the UN definition of SEA, not the
Criminal Code of Canada.
Completed Activities:
• The RCMP collaborated with Global Affairs Canada and contributed to the
development of Canada’s Strategy and Action Plan to address Sexual
Exploitation and Abuse in UN peace operations.
• The RCMP developed online training modules that are available for all
police being deployed to UN peace operations prior to attending pre-
deployment training in Ottawa.
Results and Progress: The IPP program supports zero-tolerance policies on SEA
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
7population of the site 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 site to which they are deployed.
The RCMP, together with the Canadian Police Knowledge Network, developed
online training modules that are available for all police being deployed to United
Nations peace operations prior to attending pre-deployment training in Ottawa.
During the 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 SGBV, 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 SEA or other misconduct within peace
operations extremely seriously.
Although there were no substantiated cases of SEA in peace operations
perpetrated by Canadian police in FY 2017/18, one case was brought forward at
the end of FY 2016/17 that is still under investigation.
Continue to 4.1 Target: 20% of deployments to peace operations under the IPP program,
focus on including in senior and/or influential positions, are composed of women.
deploying
women police Progress achieved to date as of March 31, 2018: MOSTLY ON TRACK/OBJ 5
officers in 8 out of 45 or 17.8% of Canadian police officers deployed to a peace
international operation were women.
peace 2 female Canadian police officers in the EU Coordinating Office for
operations and Palestinian Police Support mission in the Middle East were assigned the
missions position of Strategic Planning Team Leader.
Baseline: The RCMP recognizes that the participation of Canadian women police
officers 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 police officers in peace operations. 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
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 a peace operation under
the IPP program.
4.1.2 Number and nature of senior and/or influential positions held by a Canadian
8women police officer.
Completed Activities:
The RCMP continued to strive to deploy more women to peace
operations.
Results and Progress: During the reporting period, 8 out of 45 Canadian police
officers deployed to a peace operation were women. This equates to 17.8%. Due
to the downsizing of the Haitian deployments, fewer deployment opportunities
were available.
The IPP program recognizes the importance of female Canadian police officers
holding senior, strategic positions within peace operations. In missions abroad,
two female Canadian police officers in the EU Coordinating Office for Palestinian
Police Support mission in the Middle East were assigned the position of Strategic
Planning Team Leader.
4.2 Target: Continued collaboration with the UN, police contributing countries and
other partners to foster the participation of women in peace operations.
Progress achieved to date as of March 31, 2018: ON TRACK/OBJ 5
Canada trained 47 female candidates through the UN All Female Pre-
Selection Assistance and Assessment Team (SAAT) training projects
during FY 2017/18.
Baseline: Through various mechanisms, the IPP program supports the UN and other
partners in increasing the number of women police deployed to international
operations. For instance, since 2014, Canada has deployed Canadian police
instructors to the UN’s All-Female 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 fiscal year
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, including through the
deployment of Canadian instructors to All-Female SAAT’s, 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.
Completed Activities:
Canadian police officers supported SAAT training projects in Senegal.
Canadian police officers provided training on SGBV in Haiti and Ukraine.
9Results 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. 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 to sharing of lessons and practices. A formal
mechanism will be developed in FY 2018/19 to track the number and nature of
initiatives to train and/or support women from foreign countries to participate in
international peace operations. Examples of this type of work that occurred in FY
2017/18 are listed below.
Canadian police officers travelled to the Republic of Senegal to provide UN with
SAAT training projects. This training aims to prepare female police officers to
qualify for participation in UN peacekeeping operations. Canada helped train 47
candidates during FY 2017/18.
Training provided in Haiti included sessions on gender mainstreaming and SGBV,
as well as gender and violent crime workshops. Training in Ukraine also included
a focus on SGBV. As part of the Ukraine mission, the RCMP also participated in
working groups on gender violence and law enforcement, cooperated with the
OSCE on the Ukrainian-led project POLINA that targeted domestic violence, and
supported the gender focal point project at the EU Advisory Mission for Ukraine.
10RATING SCALE FOR ACHIEVEMENT OF TARGETS
RATING
Too Early to Report: We launched a new initiative the reporting fiscal year. We
cannot report on progress.
0
Attention Required: Our efforts are not on track to achieve the target by the end of
action plan/specified date.
1 Experiencing serious problems and intervention is required to ensure the
target will be met by the end of action plan/specified date.
Mostly on Track: Our efforts are mostly on track to achieve the target by the end of
action plan/specified date.
2 Experiencing manageable problems and minor attention/intervention is
required to ensure the target will be met by the end of action
plan/specified date.
On Track: Our efforts are on track to achieve the target by the end of action
plan/specified date.
3 Normal procedures/level of effort is sufficient to achieve the target by
the end of action plan/specified date.
Target Achieved or Surpassed: We achieved or surpassed the target by the end of
4 action plan/specified date.
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