抖淫视频

Canada’s National Action Plan on Women, Peace and Security 2017-2022 - Status of Women Canada - Progress report for fiscal year 2017-2018

Status of Women Canada (SWC) works particularly closely with the lead Action Plan partner departments 抖淫视频, the Royal Canadian Mounted Police (RCMP), and the Department of National Defence (DND) and the Canadian Armed Forces (CAF) to increase their capacity to apply a gender and diversity lens to their policies, plans and operations.

SWC is leading the development and implementation of Canada’s Strategy to Address and Prevent Gender-Based Violence (Canada’s GBV Strategy), in which DND/CAF and the RCMP are partners. In conjunction with Canada’s GBV Strategy, SWC is supporting Action Plan lead partners on internal cultural change initiatives geared to increasing the number of women who are able to deploy in support of peace operations. Specifically:

SWC has been actively supporting the RCMP and DNA/CAF in developing their internal capacity to apply Gender-based Analysis Plus (GBA+) to their internal policies, decision-making, plans and programs, all in support of their internal culture-change initiatives. This has included the collaborative development of advanced GBA+ training for policy personnel.

• Timeline: RCMP and DND/CAF collaborated with SWC, the Centre for Intercultural Learning, and five other operational organizations in the design and implementation of advanced GBA+ training for the security and defence sector in February 2017.

The Government of Canada’s Action Plan on GBA+ includes the requirement for SWC to consult departments on the creation and/or updating of tools such as a GBA+ guide and GBA+ training.

Completed Activities within the RCMP:

• The RCMP recognizes that GBA+ allows the Force to challenge assumptions and undertake analysis to not only identify, but to also address barriers to an inclusive police force. The RCMP has undertaken activities to ensure broader and more consistent application of GBA+ in the development of internal policies, plans, and programs in support of internal culture-change initiatives.
• In 2017, the RCMP hired a GBA+ expert as the RCMP’s new Director of GBA+, to lead a dedicated new unit to provide greater coordination and oversight for gender, diversity and inclusion initiatives across the Force.
• In 2017-18, individual GBA+ advice sessions were held across all major RCMP business lines at National Headquarters (NHQ), and with executive teams in all divisions. In addition, more than 5,800 RCMP employees have completed SWC’s Introduction to GBA+ online course, which has also been made mandatory for all applicants to the Officer Candidate Program.
• GBA+ has been applied to help advance the RCMP’s goal of developing a more diverse and inclusive workforce. Areas were identified for analysis, such as units that show persistently low rates of gender diversity (such as Emergency Response Teams, Protective Policing, Police Dog Services, Traffic and the Air Carrier Protective Program), to identify systemic barriers to barrier-free recruitment, retention, and promotional opportunities.
• At a federal level, the RCMP regularly participates in a Uniform Modernization Working Group which reports to the Security and Intelligence Tiger Team. Uniformed agencies have agreed to collaborate on uniform modernization by using GBA+ to develop a set of shared guiding principles to inform a harmonized approach that ensures the consideration of diversity and inclusion in uniform related policies and procurement.

Completed Activities within DND/CAF:

• DND hired the Director of Gender Diversity and Inclusion.
• DND/CAF established the Joint Responsibility Centre (JRC), staffed at 89%, which was approved in March 2018 and is in line with guidance received from SWC. With the establishment of the JRC, all key documents, policies, and projects are receiving additional oversight and quality assurance. Joint DND/CAF efforts to integrate gender perspectives and Women, Peace, and Security (WPS) in all lines of business will also be supported by the JRC.
• DND/CAF continue to co-chair the Interdepartmental Committee on GBA+ Security Sector meetings with SWC and provide extensive input on improving GBA+ tools and developing training for the security sector.

In working on this activity, DND/CAF plan to:

• Ensure full participation and appropriate representation by DND/CAF on interdepartmental working groups with SWC, including the SWC-led Interdepartmental Committee on GBA+.
• Implement the SWC GBA+ framework into the organizational structure to promote lasting institutional and cultural change at DND/CAF.
• Establish the Joint Responsibility Centre (JRC) to serve the Defence Team in advancing GBA+ and as a centre of expertise to support all Level 1 Advisors (ADM, Commander or equivalent levels in DND/CAF) on systemically integrating GBA+ into all lines of business and processes, and targeting positive and impactful structural/systemic changes.
• Implement departmental-specific training and establishing sustainable GBA+ structures into all lines of work both in operations and throughout the institution, to ensure that real changes are being made as a result.  This will enable a strategic approach to GBA+ driven culture change.

Results and Progress:

Results and Progress with the RCMP include:

• In April 2017, the RCMP established new, dedicated, internal resources to support the implementation of GBA+ as a sustained organizational practice.
• To facilitate an RCMP-wide approach, in 2017-2018 individual GBA+ advice sessions were held across all major RCMP business lines at NHQ, and with executive teams in all divisions. To date, more than 5,800 RCMP employees have completed the GBA+ online course, which has also been made mandatory for all applicants to the Officer Candidate Program.
• Increased internal expertise and GBA+ capacity at NHQ has allowed the RCMP to significantly improve the quality of GBA+ analysis that informs submissions to Cabinet.
• GBA+ resources are examining specialized operational units who identified low rates of diversity, and to assess recruitment practices to better attract, train, and support diverse applicants, including a fairness review of the RCMP entrance exam.
• Using guiding principles established by the Uniform Modernization Working Group, the RCMP is examining its uniform dress manual to ensure it is inclusive.
• Given the positive impact the application of GBA+ has had to date, GBA+ is also being used to inform the RCMP modernization agenda, as part of the new RCMP Commissioner’s mandate.
• The RCMP continues to integrate the application of GBA+ competencies across the organization, as part of the commitment to diversity and inclusion and the advancement of cultural modernization. This will include collaboration with other security and intelligence agencies to ensure a consistent and harmonized approach.

Results and Progress with CAF/DND include:

• In March 2018, the Deputy Minister and Chief of the Defence Staff established the JRC to promote and advance the use of GBA+ in all lines of business at DND/CAF. The DM published a policy statement instructing ADMs on the next steps for establishing a community of practice across DND/CAF composed of gender focal points within each organization who will receive training and support from the JRC to better assist them in integrating gender perspectives and GBA+ into all defence efforts. DND established a position for the JRC and expects the directorate to be fully staffed by the end of summer 2018. The JRC is mandated to ensure a cohesive joint strategic approach by DND/CAF to the integration of gender and diversity in all business lines as a centre of expertise, support, and guidance, integrated systems alignment, training, monitoring, and oversight, and engagement. The JRC will provide additional oversight and quality assurance on key documents, policies, and projects to achieve an institutionalized culture supporting the application of GBA+ in everything we do.
• The Chief of the Defence Staff issued a Directive on Integrating UNSCR 1325 and Related Resolutions into CAF planning and operations in 2016 to meet the tenets of United Nations Security Council Resolution (UNSCR) 1325 and related resolutions.
• In an effort to advance these efforts, DND/CAF are providing basic and detailed information to senior-level staff on best practices in expanding and effectively applying GBA+ at all levels in accordance with the Chief of the Defence Staff Directive and Deputy Minister Policy Statement, with a goal of providing essential training to gender focal points within the department. Additionally, a training needs assessment has been initiated to assess gaps in CAF training, and is expected to be completed by December 2018. DND/CAF also continue to monitor the rate of completion of the online GBA+ course by all personnel through the Human Resource Management System and supporting data supplied by SWC.
• DND/CAF attended and participated in the Interdepartmental Committee on GBA+, sharing valuable insight on challenges and best practices on GBA+ in the security sector. Additionally, DND/ CAF provided valuable input on GBA+ community tools and training initiatives for the security sector and contributed to ongoing dialogue on best practices and lessons learned.

SWC is also working with various partners (including the RCMP and DND/CAF) on initiatives to address GBV, including participating in the development of a new federal regime to ensure that federal workplaces are free from harassment and sexual violence.

• Timeline: Fall 2019

Completed Activities: The Government of Canada is committed to preventing and addressing GBV in all its forms.

On June 19, 2017, the Minister of Status of Women announced It’s Time: Canada’s Strategy to Prevent and Address Gender-Based Violence (Canada’s GBV Strategy) which includes three pillars of action: prevention, support for survivors and their families, and promoting responsive legal and justice systems. Canada’s GBV Strategy will fill gaps in support for diverse populations, which could include: women and girls, Indigenous Peoples, LGBTQ2 community members, gender non-binary individuals, those living in northern, rural, and remote communities, people with disabilities, newcomers, children and youth, and seniors.

Canada’s GBV Strategy is a whole-of-government approach to prevent and address this form of violence, with investments from: SWC, the Public Health Agency of Canada, Public Safety Canada, the DND, the RCMP, and Immigration, Refugees and Citizenship Canada (IRCC). Canada’s GBV Strategy also includes initiatives from other departments and agencies whose work, beyond the six funded partners above, is also critical to end GBV across Canada.

Budget 2017 included $100.9 million over five years, and $20.7 million per year ongoing, to support the implementation of the GBV Strategy:

• $77.5 million over five years, and $16 million per year ongoing, to SWC for a Gender-Based Violence Knowledge Centre, data collection and research, and programming;
• $9.5 million over five years, and $2 million per year ongoing, to the Public Health Agency of Canada to support implementing and testing ways to prevent GBV, including child maltreatment and teen dating violence;
• $6 million over five years, and $1.3 million per year ongoing, to Public Safety Canada to enhance efforts to address online child exploitation;
• $4 million over five years, and $0.8 million per year ongoing, to the DND to increase funding for Family Crisis Teams, to support members of the CAF and their families affected by violence;
• $2.4 million over five years, and $0.6 million per year ongoing, to the RCMP for cultural competency training for federal law enforcement officers; and
• $1.5 million over five years to IRCC to enhance the Settlement Program.

Budget 2018 proposes to provide an additional $86 million over five years, starting in 2018-19, and $20.0 million per year ongoing, to expand Canada’s GBV Strategy with support for initiatives that include:

• Expanding the GBV funding program to reach more high-needs and underserved populations;
• Enhancing the teen dating violence prevention initiative and promoting healthy relationships;
• Developing training curriculums for specialized health and allied professionals on GBV, trauma-informed care and safety planning;
• Developing and enhancing bullying and cyberbullying prevention initiatives and awareness campaigns;
• Enhancing support for the National Child Exploitation Coordination Centre to increase investigative capacity and address transnational sex offenders; and
• Providing support to sexual assault centres in close proximity to CAF bases.

Also proposed in Budget 2018 were the following key issues to address GBV:

• Developing a national framework to address GBV in post-secondary institutions to ensure consistent approaches nationally; and
• Supporting federal law enforcement’s sexual assault review team to address “unfounded” cases of sexual assault and better support survivors.

In addition:

• Employment and Social Development Canada published a report entitled “Harassment and Sexual Violence: What We Heard” and is spearheading Bill C-65, which amends the Canadian Labour Code to ensure that federally regulated workplaces, including Parliament Hill, are free from harassment and sexual violence; and
• On May 10, 2018, the Minister of National Defence tabled Bill C-77: An Act to Amend the National Defence Act and to make related and consequential amendments to other Acts.  The bill is a Victims’ Bill of Rights in the military that will mirror the protections that already exist for Canadian civilians, with one additional provision, a Victim Liaison Officer to help shepherd victims through the justice process. The bill has passed its second reading.

Other related initiatives by the RCMP include:

• The RCMP continues to support zero-tolerance policies on sexual exploitation and abuse (SEA) in peace operations;
• The RCMP developed online training modules; and
• The RCMP delivered in-class mission-specific sessions on the differential impact of conflict on women and girls, SGBV, cultural awareness, and code of conduct and ethics.

Other related initiatives by DND/CAF include:

• Continued support for all CAF members as part of Operation HONOUR to eliminate harmful and inappropriate sexual behavior within the CAF;
• Continued support for and monitoring of Sexual Misconduct Response Centre (SMRC) activities, as part of Operation HONOUR;
• Continued training and access to educational tools and resources, as well as continued monitoring of performance management towards culture change and accountability by the CAF Strategic Response Team for Sexual Misconduct; and
• Continued funding to Family Crisis Teams at DND/CAF through SWC’s GBV Strategy.

Results and Progress :

Canada’s GBV Strategy has just reached its first anniversary.  For the 2017-2018 Annual Report, which includes the achievements of both funded and unfunded federal partners, visit

Performance indicators have been established for the Strategy’s funded partners; however, due to the lack of existing data, baselines are currently being determined and results won’t be available until 2019/20.

Other related initiatives by the RCMP have yield the following results:

• 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 population 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 UN peace operations prior to attending pre-deployment training in Ottawa. During pre-deployment training, 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, 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 extremely seriously all allegations of SEA or other misconduct within peace operations.
• In 2017 there were no substantiated cases of SEA in peace operations/missions perpetrated by Canadian police.

Other related initiatives by CAF/DND have yield the following results:

• The CAF has taken significant steps to address gender-based violence within the military. As part of Operation HONOUR, released by the Chief of the Defence Staff (CDS) on 14 August, 2015, the CAF established the Sexual Misconduct Response Centre (SMRC) so that CAF members affected by sexual misconduct may access support and information on the resources and options available to them. In July 2017, the SMRC launched its new 24/7 service delivery model to provide services to CAF members around-the-clock. Counsellors are available by phone 24/7 to provide supportive counselling and information on options, for CAF members affected by sexual misconduct. Leaders can also contact the SMRC for support of guidance. The SMRC will monitor and report on the number of calls received as well as the quality of service delivered for  the 2018-2019 reporting period, following the first year of the pilot program.
• In July 2017, the CAF launched an interactive mobile app to assist victims and survivors and to help CAF members to deal more confidently and knowledgeably with the prevention of and response to sexual misconduct. It includes downloadable tools, educational information, and resources, and it can use the mobile phone’s location to provide the location of, and directions to, the closest military and civilian resources, without compromising the user’s privacy and confidentiality.

• Action is being taken on every allegation of sexual misconduct. Since Operation HONOUR began, the number of charges related to sexual assault in the CAF has nearly tripled, from an average of 11% in 2015 to 31% in 2017 and 58 members have been released from the CAF after being found guilty of offences related to sexual misconduct.

• Members of the CAF continue to receive training and resources to help them recognize harmful and inappropriate sexual behavior, respond appropriately, and support those who are impacted. For example, in 2017-18 the CAF began offering its members a new one-day “Respect in the CAF Workshop”, which was designed to help CAF members develop and practice skills to recognize, respond and prevent sexual misconduct, as well as support those affected by it.
• Continued monitoring and measuring of the effects of Operation HONOUR through the CSRT-SM will allow CAF to make the necessary adjustments during the span of the operation.
• The SWC’s Strategy to Prevent and Address Gender Based Violence allocates four million dollars over five years to increase funding for Family Crisis Teams within the Defence Team and the DND Associate Deputy Minister is a member of the Deputy Head Steering Committee. Additionally, the Defence Team has medical personnel, chaplains, military police and civilian health and social service workers who are responsible for education as well as intervention in issues of family violence on bases. As a result of this funding, the Defence Team is now working on enhancing these programs. In March 2018 Military Family Services launched a feasibility study on the Family Crisis Teams to determine areas of enhancement (policy, governance, training, and others). Immediate enhancements to improve the Family Crisis Teams identified through the report will be implemented by the end of 2018.
• HR-Civ and MPC are working on and implementing strategies focused on diversity in both the military and civilian ranks, with a range of initiatives in recruitment, retention and promotion, and well-being. The CAF Diversity Strategy and Action Plan is the method to reinforce diversity and inclusion in CAF identity and doctrine, which includes the modernization of all policies. The 2017 Defence Policy, Strong, Secure and Engaged, also includes $198.2 million for new Total Health and Wellness Strategy. A more comprehensive approach to care – known as “Total Health and Wellness” – will consider psychosocial well-being in the workplace, the physical environment, and the personal health of members (including physical, mental, spiritual, and familial). This strategy will aim to advance a more conductive work environment with a supportive culture and provide members with the tools needed to promote health and wellness and prevent harm. The strategy is still in the developmental stages and involves the participation of a series of subject matter expert working groups.
• DND/CAF actively seek to incorporate a gender lens in pre-deployment training and increase the recruitment of women to deploy on operations in order to better address gender-based violence encountered on missions abroad. Gender-based violence, especially against women and girls, is often used in conflict as a tool to oppress and control a population. The CAF seeks to ensure that all deployed personnel on missions are equipped to deal with these issues appropriately when they encounter them through military planning that reflects and addresses these issues.

SWC is also actively supporting the RCMP in reviewing current gender- and culturally-sensitive training policies for federal frontline law enforcement officers to ensure that they are strong and effective and in building and strengthening GBA+ capacity, in keeping with additional commitments outlined in the mandate letter of the Minister of Status of Women.

• Timeline: RCMP developing cultural competency training by fall 2019, as part of the SWC-led GBV

Completed Activities:

• On June 19, 2017, the Minister of Status of Women announced It’s Time: Canada’s Strategy to Prevent and Address Gender-based Violence (Strategy), which includes three pillars of action: prevention, support for survivors and their families, and promoting responsive legal and justice systems. As part the Strategy, the RCMP received funding to develop and deliver cultural competency training for all RCMP employees. The RCMP is currently in the design phase of cultural competency and trauma-informed GBV training in 2018-2019 then will roll it out to all RCMP employees starting in 2019-2022.

Results and Progress:

• Performance indicators have been established for the RCMP’s cultural competency training initiative and baselines will be established after the launch of the training.
• Under Canada’s Strategy to Prevent and Address Gender-Based Violence, the RCMP will be developing cultural competency and trauma-informed GBV training in 2018-2019 then roll it out to all RCMP employees starting in 2019-2022. Through this training, there will be an improved capacity across the RCMP to effectively respond to GBV in a gender and culturally sensitive manner, including responding to GBV and to violence against Indigenous women and girls. This training will help to improve relationships between the RCMP and Indigenous communities by focusing on family violence and violence against Indigenous women and girls. All training material will be examined using the GBA+ tool, developed by SWC.

SWC also works closely with 抖淫视频 in preparing for and in negotiating the agreed conclusions of the annual UN Commission on the Status of Women, which includes advancing the Government of Canada’s position on WPS.

Completed Activities:

• The negotiations of the agreed conclusions for the 62nd Session of the UN Commission on the Status of Women were co-led by officials from 抖淫视频 and SWC.
• During the negotiations, Canada played a constructive role as it sought to ensure progressive language on harmful practices, including child, early and forced marriage, and female genital mutilation/cutting, violence against women (VAW), strengthening women’s political participation at all levels, engaging men and boys, the recognizing  sexual and reproductive health and rights (SRHR) as an important component of gender equality, women’s human rights defenders, and ending multiple and intersecting forms of discrimination.
• The agreed conclusions were adopted by the Commission by consensus on March 23, 2018.

Results and Progress :

• Throughout the negotiations, many civil society organizations expressed concern about maintaining strong language on harmful practices, including child, early and forced marriage, and female genital mutilation, VAW, SRHR, comprehensive sexuality education, women human rights defenders, Indigenous women and girls, women and girls with disabilities, and unpaid care and domestic work and equal pay for work of equal value.
• On balance, important advances were made in the text, including on women human rights defenders, Indigenous women and girls in rural areas, women and girls with disabilities in rural areas, and linking SRHR to the full realization of women’s human rights and gender equality and women’s empowerment. Strong references to food security, climate change, and sustainable agriculture are also included. As in previous years, many delegations sought to question references to the International Labour Organization, and fought references to “equal pay for work of equal value” throughout the text. The formulation “equal pay for equal work or work of equal value” was eventually retained.
• As a member of the Commission, Canada, alongside the other members of the Commission adopted five resolutions: (i) 25th anniversary of the Fourth World Conference on Women; (ii) Future organization and methods of work of the Commission on the Status of Women; (iii) Women, the girl child, and HIV and AIDS; (iv) Release of women and children taken hostage, including those subsequently imprisoned in armed conflicts; (v) Situation of and assistance to Palestinian women (30 votes in favour – four  votes against, including Canada) – 11 abstentions).