The Challenge of Implementing Gender-responsive Policing Jane Townsley President International Association of Women Police

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1 International Gender Responsive Policing Conference, hosted by the Minister of the Interior Pakistan, October Presentation by IAWP President Jane Townsley. The Challenge of Implementing Gender-responsive Policing Jane Townsley President International Association of Women Police In countries where patriarchal systems dominate and where traditional courts, often biased against women exist, women are more likely to suffer discrimination when it comes to justice delivery. Women s concerns are often ignored due to cultural or social pressures, by prejudicial or stereotypical views and a poor understanding of their needs. Culture can never justify any crimes against women, using culture or religion to justify such crimes as Rape or FGM is simply not acceptable, women in the community know that, Women in policing know that. When female officers are more visible women in the community are more likely to believe their concerns are valued and being addressed. Female officers professionally trained and equipped can play a vital role in removing the barriers to women s access to criminal justice. Empowered women police can deliver real change, not only to their colleagues but also to women in the community. Quote: (Jenny Becker Assessing the Contributions of Female Staff Associations to Gender Sensitive Police Reform in West Africa ) There is an over emphasis on re-structuring, re-training and re-equipping the police at the expense of changing the culture of policing including shaping security institutions into more gender sensitive organisations Within Police Reform one of the key elements is the creation or sustaining of a police staff association, thereby supporting the provision of effective public services. Achieving Real change does not come just by recruiting more women; Real change comes from improved policies, structures and practices leading to changes in organisational culture. Associations can help influence policy change and when the needs of gender, minorities and human rights are taken into account the police service becomes more representative of the communities it serves. 1

2 Quote: (Chief Constable Peter Fahy, UK, at the funeral of constable Nicola Hughes 2012) Policing is not about muscle but it is about reason, restraint and intelligence Women Police Associations exist to ensure women have a voice and are recognised for their contributions. They can also raise the profile of gender crimes and the subsequent challenges faced by female victims. An Association s ability to influence is directly correlated to its own professional structure and its sustainability. Much depends on the level of support they are given, be it by their agencies, senior personnel or even governments. The police family of brothers is difficult for women to become fully engaged in, so how can associations help deliver change? Associations provide mentoring opportunities, critical in supporting young women officers to gain confidence. Training can increase confidence in skills but practical experience and a supportive, inclusive environment makes a real difference. More women in decision-making roles can improve the retention and progression of women - associations support their progress. They can help create an environment in which women can assert themselves, change policies, practices and the face of policing. Associations can provide support as the voice to champion change rather than individuals putting themselves at risk. Women s Associations exist to influence change and to help policing organisations achieve continuous improvement for the benefit of service delivery to the community. Two examples of how this can be achieved: BAWP (British Association for Women in Policing) produced a document, Gender Agenda which aimed to assist Police Services in the UK to become more gender sensitive. Gender Agenda 2 followed, this updated the original document and celebrated what had been achieved as well as what issues still remained. In 2014 gender Agenda 3 will be published after a series of focus groups around the UK has identified a number of key themes. WPON, (Women Police Officers Network in South East Europe) have regional government support and have produced a very useful document Guidelines for Gender Sensitive Policing with an emphasis on Recruitment, Selection and Professional Development of Women in Police Services. This document was produced using research obtained across the Region through the various countries ministries as well as collaboration with other women police networks (IAWP and BAWP) 2

3 Women s Associations can be important partners for governments in meeting international gender equality commitments: Convention on Elimination of all forms of discrimination against women (1979) UN Security Council Resolution 1325 UN General Assembly Resolution on Crime Prevention and Criminal Justice measures to Eliminate Violence against women (1998) Millennium Development Goal No. 3 Promote Gender and Equality and Empower Women. Women make up 50% of the world s population but on average only 9% of the world s police. Increasing Professional opportunities for women in policing creates a police service that is more representative of the community it serves. Quote: (Female Police Officer from Afghanistan after attending an IAWP Annual Training Conference) It was astonishing for me to realise that police women in my country are not the only ones struggling to respectfully earn their voice and their rights to enforce the law alongside their male counterparts. This conference showed me that we are not alone. This collective unity I experienced with the other police officers there was so new and so life giving for me. The energy I gained from this gathering will carry me for years to come. Quote: (Captain with Kurdistan Police after attending a Regional IAWP Training Conference in Abu Dhabi, UAE) Seeing women come together in this way in an Arabic Country gives us hope that this is the first step for the Middle East to establish a network for women. Its incredibly empowering to women in this part of the world. With support from the IAWP we may one day be able to establish our own association in Kurdistan Quote: (Sergeant Fatima Al Ali, Abu Dhabi Police on membership of IAWP) By entering and participating in the IAWP has opened the way for me to encounter and meet people from all over the world and become acquainted with the development achieved by women in policing. It is great for exchange of thoughts and experiences, in addition to getting acquainted with the cultures and traditions of different societies and countries and maintaining contacts, mutual love and respect. Examples of REAL Change by empowerment of women in policing: Lebanon: I was able to welcome Major Suzane El Hajj to her second IAWP conference in At her first conference, in 2010, she was one of only two women in the Lebanese Internal Security Force, ISF within a workforce of 23,000. As a result of attending the IAWP conference she was inspired to work with the ISF to increase the number of women. 3

4 By the time she came to our 2011 conference her campaign to recruit an additional 1,000 female officers had resulted in an additional 400 being recruited since the 2010 IAWP conference. 11,000 applications had been received from women wanting to become police officers! On returning from the 2011 IAWP conference Major Hajj and her superior were inspired to implement the first women s leadership conference for female ISF officers in the Lebanon. Quote: (Major Suzane El Hajj) Women have very important qualities that help them succeed in the police. Their humanity and compassion contribute to the application of human rights. Women by nature love organisation and arrangement, which allows them to do several jobs with distinction. Also women have a prompt co-operation with the community, which leads to success of the performance of community policing and to achieve preventative security Kosovo: President Atifete Jahjaga is an honorary member if IAWP. In 2000 she graduated from the Police Academy in Kosovo. By 2009 she was appointed Deputy Director General for Kosovo Police, becoming the second person in command for the entire police organisation. A position she held until April 2011 when she became the first female President of the country of Kosovo. In 2004 she attended her first IAWP training conference, where we met and I agreed to sponsor her membership of IAWP under our adopt an officer scheme. Quote: (President Atifete Jahjaga) I think that women s presence has made a revolution in policing, especially considering the modern times we live in. First of all, I think women have brought the most important thing a different image for policing. They have broken the image of the police as a strong hand and brought policing closer to the people we serve. Her views on Associations such as IAWP: Considering the still low presence of females within police organisations, not only in countries in transition but also developed ones, I consider the role of such organisations, nationally and internationally, as of great importance. They are a strong support to women in getting roles they deserve, making national and international society aware about possible problems or hindrances and assisting those who need help. They are also the perfect place for the exchange of ideas, knowledge and best practices. United Arab Emirates: Following her introduction to IAWP at a Senior Police Women s conference in the UK in 2010 Major Amna Mohammed Khamis Al Belooshi was determined to set up an association within the United Arab Emirates. On her return to Abu Dhabi, she took the initiative to her Generals within the Abu Dhabi Police and 4

5 most importantly she sought the support from His Highness Lt. General Sheikh Saif bin Zayed Al Nahyan, Deputy Prime Minister and Minister of the Interior. It took her 3 months to get a meeting with him but she knew how important it was to gain support from the very top. By the time she attended her first IAWP annual training conference in 2011 she had already established the Emirates Women Police Association, EWPA, which became IAWP s first Arabic Affiliate at that conference. Within 6 months, in 2012, she had arranged the first ever International Police Training Conference for women to take place within the Gulf Region, and in 2013 the EWPA s 2 nd Conference took place. In 2012 she also became the IAWP Coordinator for Region 16, Middle East and Gulf States. Within two years she has gained over 5000 members of the EWPA, a phenomenal achievement. Major Al Belooshi continues to work to improve and integrate women in policing in her country and is working, as Chairperson of the EWPA to raise the level of training and diversity of assignments for women police in the UAE. She says, Expanding membership of the Association is one of the region s goals, because spreading values of the International Association of Women Police in the region will enhance the role of women in policing, and will develop them by building their policing capacity and professional skills. The United States first ever Ambassador-at-Large for Global Women s Issues, Melanne Verveer spoke about the importance of organisations such as the International Association of Women Police. She said: I want to congratulate the IAWP for the role it has played in the US and around the world. They have been pioneers in the field. The association is there for women around the world who are still embarking on a long journey to professional acceptance. The IAWP plays an incredibly important role for what it has represented for so many women in the field globally. Quote - (IAWP member 2012.) Men of quality are not afraid of gender equality Institutions of quality are not afraid of gender equality. 5

6 References: Freedom Through Association North-South Institute, Spring 2012 Freedom Through Association: Assessing the contributions of Female Police Staff Associations to Gender-Sensitive Police Reform in West Africa Jenny Becker Female Staff Associations in the Security Sector: Agents for Change? Ruth Montgomery, (2011) DCAF (Democratic Control of Armed Forces) occasional paper No 25 Female Staff Associations in the Security Sector DCAF Backgrounder 30/2012 INL Doctrine Programmatic Guide Gender in the Criminal Justice System Seen but not heard-women s experience of police March 2002, Thames Valley Police, University of Surrey and Todd Consulting 6