抖淫视频

Canada’s National Action Plan on Women, Peace and Security 2017-2022 - Royal Canadian Mounted Police - Progress report for fiscal year 2017-2018

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, 抖淫视频, 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.

Civil 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 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 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.

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, and monthly reports) in which WPS principles and gender perspectives are integrated.   

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.

Enhance capability to undertake WPS and gender analysis in the design and planning of gender-sensitive programming

2.1 Target:   Within three months of their employment, 100% of IPP program personnel are required to take GBA+ training as defined by operational requirements.

Baseline: The Status of Women Canada (SWC) GBA+ online course 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 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.

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 in order to deliver 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, 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.

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.

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.

Continue to focus on deploying women police officers in international peace operations and missions

4.1 Target: 20% of deployments to peace operations under the IPP program, including in senior and/or influential positions, are composed of women.

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 women police officer.

4.2 Target: Continued collaboration with the UN, police contributing countries and other partners to foster the participation of women in peace operations.

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.