Gender Integration within the Afghan Security Forces

NATO/ISAF UNCLASSIFIED

Gender AdvisorHQ ISAF

Gender Integration within the Afghan Security Forces

1.Increase awareness and understanding of status on gender integration in ASI/ANSF for all advisors.

2.Discuss gender in a broader Afghan cultural context.

Aim of presentation


The Constitution of IR of Afghanistan:• Article 22:

“Any kind of discrimination and distinction between citizens of Afghanistan shall be forbidden. The citizens of Afghanistan, men and women, have equal rights and duties before the law”.• Article 43 states that education is the right of all citizens of Afghanistan• Article 44 determines that the state “shall devise and implement effective

programs to create and foster balanced education for women,…”• Article 48: “Work is the right of every Afghan”.• Article 52 states that state will provide free preventative healthcare and

medical facilities to all citizens .• Article 55: “Defending the country shall be the duty of all citizens of

Afghanistan”.

Legal Framework



GIRoA• Afghan National Priority Programme 2010-2013• Afghan National Development Strategy (ANDS) 2008-2013• The National Action Plan for Women of Afghanistan (NAPWA) 2008-2018• Law on Elimination of Violence against Women (EVAW) 2009• National Action Plan on Women, Peace and Security (pending approval)

MoIPlans and strategies in place – only lacking implementation• 2009: Directive on female recruitment (2011

first time mentioned the 5.000 female goal end of 14)

• 2013: Directive on Harassment 018• 2013: Gender Policy• 2013: Policy on prevention of sexual violence

against women and children• 2013: Strategy for the Management of the

Affairs of ANP Female Personnel• 2014: National Police Plan• 2014: National Action Plan• 2014: Strategic Implementation Plan on

Solidarity of Female Personnel Affairs within ANP (August 2014)

• Goal: 5,000 women in MoI/ANP by the end of the year; 10,000 in next 5 years; 10% long term

MoDPlans and strategies in place – only lacking implementation. • 2010: Order to Train Utilize Assign females

in the ANSF• 2013: Human Rights and Gender Integration

Directorate Working Plan from 2013-2016• 2013: National Military Strategy• 2013: Female accession management policy• 2014: Order dated 19 – 1 – 1393 of Defense

Minister for 1393 Training Year• 2014: Order Regarding the female

recruiting, training, assignment, reassignment and working facilities within the Afghan National Army

• 2014: Order number 1409 dated 3 – 2 – 1393; Annual female recruitment plan

• Goal: 10% of the ANA/AAF in 10 years

Afghan’s Goals Plans And Policies In Place


End state:

Through integrating UNSCR 1325 and a gender perspective, with the objective to have the ASI and ANSF respect gender equality, women serve actively and meaningfully in the ANSF and contribute to the security and stability of the country.

What has to be done:

1. Remove the barriers for women to serve in the ANSF.

2. Increase awareness and understanding of gender integration in ASI/ANSF and implement UNSCR 1325 and related resolutions at all levels.

3. Reduce the risk of sexual and gender-based violence within ANSF in order to enhance professionalization of the force.

4. ASI/ANSF leadership recognizes the importance Afghan women can continue to make to the security and stability of the country.

5. ISAF/RS strengthen dialogue with GIRoA, Parliament members and civil society on topics related to UNSCR 1325.

6. Increase cooperation and coordination with International Organizations, Embassies, GOs and NGOs.

Gender Integration within the ANSF


7

Current Assessment:

Milestones:

31 Jul 31 Dec 1401 Mar 14 01 Jan 1631 Oct

Decisive Points and Challenges:

Way Ahead:

F

In Feb 2010 the MinDef issued order about training, utilization and assignment of female recruits, stating that 10% of the total ANA strength should be women (should be achieved in 10 year period). MinDef reinforced this in 2013 with a 3 year Working Plan from 2013-2016 and in Sep 2013 the ANA Female Accession Management Policy was approved. In Apr 2014 MinDef announced the Annual Accession Plan for Capacity of ANA Female Training Establishments for recruitment and training, which states that 485 women can be trained each year in the current ANA training facilities.

Recruiting females remains a challenge, we see little effort from ANA to fill the female classes approved in the MoD annual female recruitment plan. Only 69 out of 245 female training posts have been filled for courses so far this year. The actual number of women trained will most likely be only 30% of this.

Conduct an awareness and advertising campaign to change attitude and opinion towards females in ANA and enhance recruitment (EF# 1,4,8, GA).

Encourage educated women to join the officer training of the ANA (EF# 4). Provide safe and secure training and working conditions (facilities,

transportation) and as well as uniforms and boots (EF# 1, 5). TAA on sexual harassment and violence in-workplace and establish

effective complaint mechanism for sexual and/or abuse complaints (EF# 3, 4, GA).

1. ISAF leadership and advisors convincing MoD/ANA to do some real effort on recruiting women prior to planned courses; ISAF leadership united in their KLEs with ASI/ANSF on conditionality of future funding (connected to the development and sustainability of the ANSF).

2. Other international actors (IOs, Embassies, NGOs, GOs) are sending the same message and influence Afghan authorities.

Female class started at;• KMTC Officer Candidate School (OCS) Result; 30 out of 35 seats filled

Female class planned at;• KMTC NCO Course. Result; Course cancelled; NONE of 50 seats filled

Female classes started at;• National Military Academy of Afghanistan• Afghan National Army Officer Academy Result; 39 out of 75 seats filled

Female class planned at;• KMTC (NCO) & KMTC (OCS) Result; Courses postponed NONE of 85 seats filled

Female class planned at;• KMTC (NCO) & KMTC (OCS) Female class planned at ; • Afghan National Army Officer Academy.Female class planned at; • ANA OA, KMTC (NCO), KMTC (OCS)End 2016 with 485 women trained pr. year. • 2000 women in ANA

CBA

B

D

D

E G

1.1 Gender Integration MoD (ANA/AAF)

Help Needed:

C

A

E

F

G

H

H

8

Current Assessment:

Milestones:

31 Jul 31 Dec 1401 Mar 14 01 Jan 1631 Oct

Decisive Points and Challenges:

Way Ahead:

MOI has increased the number of female positions on the 1393 Tashkil to a total of almost 5,000 but recruitment remains slow and insufficient to support the population’s needs. ( In 2014 MoI published the Strategy for the Management of the Affairs of ANP Female Personnel specified recruitment of 5,000 females in the short term, 10,000 in the medium term and having 10% female police in the long term).

Providing safe working environment for the projected 5.000 female ANP by the end of SY1393 will require significant united effort at all levels.

Abuse of police women remains an accepted fact and official complaint mechanisms are not effective.

Illiteracy is a problem within ANP, both among males and females.

Conduct an awareness and advertising campaign to change attitude and opinion towards female police and enhance recruitment (EF# 1, 4, 8, GA)

Encourage educated women to join the officer training of the ANP and increase attendance of literacy programs within the ANP (EF# 4)

Provide safe and secure training and working conditions (facilities, transportation) and as well as uniforms and boots (EF# 1, 5)

TAA on sexual harassment and violence in-workplace and establish effective complaint mechanism for sexual and/or abuse complaints (EF# 3, 4, GA)

1. ISAF leadership and advisors united in their KLEs and engagements with ASI/ANSF on conditionality of future funding (connected to the development and sustainability of the ANSF)

2. Other international actors (IOs, Embassies, NGOs, GOs) are sending the same message and influence Afghan authorities.

17.500 women volunteered as female searchers for the elections

Identify Tashkil positions for females leading to gender integration across ministerial lanes

• Evaluate Tashkil structure of MOI and identify approved positions for females based on appropriate situations, requirements and conditions.

• Recruit qualified females into identified positions.Implementation Plan of Female Personnel

• MININT expected to signed a detailed plan of female recruitment, training and promotion within ANP.

Implemented Police Inherent Law for increasing promotions and standardized HR processes

• ANP must sustain promotion commission capabilities (merit based promotion).

Target: 5.000 Police women

Target: 10.000 Police women

A

B

C

E

D

F

B C F

1.2 Gender Integration MoI (ANP)

EA D

Help Needed:

ANSF Members AAF ANA ANP Total

Officers 20 251 280 551Bridmals (NCOs) 19 286 886 1191

Soldiers/patrolmen 9 122 950 1081

Cadets (Officer training) 78 66 144

48 737 2182 2967

Women in ANSF


December January February March April May June0

100200300400500600700800900

1000

Officers

AAF ANA ANP


100200300400500600700800900

1000

Bridmals (NCOs)

AAF ANA ANP


100200300400500600700800900

1000

Cadets (Officer training)

AAF ANA ANP


100200300400500600700800900

1000

Soldiers/Patrolmen

AAF ANA ANP

December 2013 – June 2014


Operations; Different security needsSecurity threats against men, women, boys and girls

Men Women Boys GirlsRobbery Domestic violence Gang violence Infanticide

Assault Sexual assault Child abuse and rape

Child abuse and rape

Homicide Dowry death Bullying Child marriage

Gang Violence Sexual harassment Kidnapping Kidnapping

Forced to participate in sexual violence

Domestic homicide Exposure and abandonment

Female genital mutilation

Rape and sexual torture

Stalking Human trafficking Human trafficking

Human trafficking Prostitution Prostitution

Prostitution Child soldiers Child soldiers


How do we measure success?Health 2002 2013

Fertility rate 6.3% 5.1%

Maternal Mortality(per 100,000) 1,000 460

Life Expectancy 42 yrs. 60.5 yrs.

Under 5 Mortality(per 100,000) 176 99

Afghan Population

13

Pashtun 42%, Tajik 27%, Hazara 9%,

Uzbek 9%, Aimak 4%, Turkmen 3%, Baloch

2%, other 4%


Bamiyan Kunduz

Takhar Uruzgan

• The departure of foreign troops have had minimal impact on Bamiyan’s security

• But Bamiyan has become gradually insecure since 2005• Insecurity in neighboring provinces, Baghlan, Maidan Wardak and

Parwan, is impacting Bamiyan’s security – Saighan, Kahmard and Shibar • Insecurity along Kabul – Bamiyan highway• Anxiety about the Transition process in general

“In my opinion, hence, if the situation changes, in a positive or negative way, it will be due to the overall situation of the country and the decisions of the current and future Afghan Government, not because of the foreign forces’ exist from Bamiyan.” ~ Baba Mohseni

• Respondents had mixed views about the Transition’s impact • How do we explain the discrepancy? • ISAF ended its mission in Uruzgan in December 2013 [QARA’s field

research was in progress] • 2006 – 2010: Netherlands forces let ISAF’s efforts in Uruzgan and a strong

contingent of Australian forces remained under the Dutch command• By the end of 2010, 35 – 45% of the province was under the

Government’s control • In 2010, US-led multi-national Combined Team Uruzgan took-over from

the Dutch forces • August 2011 marked the most insecure period in Uruzgan since the fall of

the Taliban • Changes that followed

Bamiyan Takhar

Kunduz Uruzgan• 17 out of 20 respondents said that Kunduz has become more insecure

since departure of foreign troops• Insecurity between 2008 – 2010 • 2010: Kunduz was declared the second crisis zone after Kandahar and

the Surge took place • The threats of insurgents were not eradicated – ANSF has continued to

launch operations against insurgents• 2010: 11,00 people were recruited as part of the Afghan Local Police

(ALP) – added to the problem • Threats of militiamen and thugs – 3,500 irresponsible armed men in

Khanabad District alone • Did the foreign forces really control the militiamen? Surveillance vs. CIP• Women’s Response: To protect themselves and their families. Wearing

chadari, less use of cars that attract attention, less movement particularly outside the city.

• Respondents believe that the departure of foreign troops have had negative impact on Takhar’s security

• Explicit anti-women rhetoric by conservative mullahs • Re-emergence of the local militias and armed men; 20 – 30 local

commanders have mobilized their men and exercise power • Police acknowledges the presence of local militias, but sees them as

deterrence to the Taliban [creating new enemies]• Clashes between the local commanders adds to insecurity • A number of security incidents targeting women and overall increase in

criminal activities • Difference in men and women’s views regarding safety and security • Women have restrained their movements, appear in chadari

Women’s Safety and Security

• Transition has not had any impact on women’s political participation

• All respondents said that due to women’s higher political awareness more women will take part in the elections this year compared to the past

• In 2009: 6 out of 94 Provincial Council candidates were women – which is 6.4%

• In 2014: 13 out of 53 Provincial Council candidates are women. That is 24.5%

• Unlike Kunduz and Takhar, none of the respondents in Bamiyan had heard of threats against women with public profile

• Foreign forces had minimal impact in enabling Uruzgani women to participate in politics – Dutch forces had the “under the radar development” approach. So they couldn’t actively advocate for women’s political empowerment

• Foreign forces or the Afghan Government did not manage to be present in all the districts of Uruzgan

• Instead, support from key government officials was mentioned as an important factor for women’s political participation

• Even a small number who have been politically active have paid a price [even when foreign forces were in Uruzgan]

• Ethnicities and women’s political participation

Bamiyan Takhar

Kunduz Uruzgan

• Respondents, particularly female respondents, said that women with public profile feel more insecure about their activities than when the foreign were still in the province

• Female respondents talked about threatening phone calls that they had received from anonymous callers

• 2009 Elections: 12 out of 124 Provincial Council candidates were women

• 2014 Elections: 5 out of 107 Provincial Council candidates are women – there is an obvious decrease. Female civil society activists said that they had to lobby and encourage these 5 women to run for the PC seats. Otherwise, the number would have been probably even lower.

• Female Respondents: women feel less confident/secure to participate in the elections.

• Respondents claim that last election 12 women were running for Provincial Council seats; This election, there are only 8 women running - in reality, last election there were only 8 too.

• Female MP feels insecure to visit her constituencies at hometown because of threats

• A female judge in Baharak feels that the district is too insecure for her to work in [story of rulings against the interest of the local militias – also women not coming after their cases]

Women’s Political Participation

Boys and girls…

16


Questions

17

Documents

Gender Integration within the Afghan Security Forces