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MANUAL
GENDER INCLUSION IN SECURITY
MANAGEMENT
UNITED NATIONS SECURITY
MANAGEMENT SYSTEM
November 2019
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Table of Contents
1. Introduction ............................................................................................................................... 5
1.1 What is gender? .................................................................................................................................... 5
1.2 Gender-based security incidents ........................................................................................................... 6
1.3 Sexual Harassment, Exploitation and Abuse ......................................................................................... 7
2. The obligation to address Gender-Based Security Concerns ......................................................... 8
2.1 Roles and Responsibilities of the UNSMS .............................................................................................. 8
3. Guiding Principles and Approaches for addressing Gender-Based Security Incidents .................. 10
4. Sexual orientation, gender identity and expression and sex characteristics: awareness .............. 13
4.1 Specific security vulnerabilities for people with diverse sexual orientations, gender identity and
expression and sex characteristics ..............................................................................................................15
5. Gender in the Security Risk Management (SRM) Process: a step by step guide ............................. 16
5.1 Situational Analysis (SRM Step 2) ........................................................................................................16
5.2 Programme Assessment (SRM Step 3) ................................................................................................19
5.3 Specific Threat Assessment (SRM Step 4, Part II) ................................................................................20
5.4 Risk Assessment (SRM Step 5) .............................................................................................................21
5.5 Selecting appropriate and gender-responsive SRM Measures (SRM Step 6) .....................................21
6. Responding to a gender-based security incident ........................................................................ 26
6.1 First Response: Psychological First Aid and immediate response .......................................................26
6.2 Responding to a gender-based security incident ................................................................................31
6.3 Medical Support ..................................................................................................................................35
6.4 Medium term support .........................................................................................................................36
7. Understanding support structures in country and developing the Gender Aide Memoire ........... 38
7.1 Identifying Safe Locations ....................................................................................................................38
7.2 Local Customs and Laws ......................................................................................................................42
7.3 Physical Recovery (Medical Support) ..................................................................................................44
7.4 Psychological Recovery ........................................................................................................................45
7.5 Legal Systems and Justice ....................................................................................................................45
8. Security Incident Recording and Reporting ................................................................................ 47
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8.1 Creating Safe Spaces for Discussion ....................................................................................................47
9. Incorporating Gender in Security Briefings ................................................................................ 49
10. Developing a Gender Sensitive and Responsive Travel Advisory ................................................ 51
11. Training ................................................................................................................................... 53
11.1 Women’s Security Awareness Training (WSAT) ..................................................................................53
11.2 Women’s Security Awareness Training – Training of Trainers (WSAT TOT) .......................................55
11.3 Self-Protection .....................................................................................................................................55
12. Security Implications of Sexual Harassment and Sexual Exploitation and Abuse ......................... 56
ANNEX A: Immediate Response to Gender-Based Security Incidents ................................................. 60
ANNEX B: Aide Memoire Template: Immediate Response to Gender-Based Security Incidents .......... 64
ANNEX C: Glossary of Terms ............................................................................................................. 66
ANNEX D: Examples of Gender Based Violence ................................................................................. 72
ANNEX E: Training and Education ..................................................................................................... 75
ANNEX F: Additional Resources ........................................................................................................ 77
ANNEX G: Guiding Principles responding to GBV ............................................................................... 79
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The sections in this document can be read as independent and stand-alone guidance for specific gender related
security concerns.
This manual is intended primarily as guidance for United Nations Security Management System security
personnel, however, actions required within the document may not be the sole responsibility of the security
personnel, rather the content will require security to work together with other experts and security managers.
The content may be useful for managers with security responsibilities, security focal points and UN personnel
more widely.
For the purposes of this document, UN personnel affected by gender-based security incident(s) are herein
referred to as “affected person(s).”
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1. Introduction
In a complex and dynamic global security environment, United Nations personnel deliver programmes whilst
facing significant security challenges. Furthermore, personnel can be at an increased exposure to security related
threats and risks based on their gender, including their sexual orientation, gender expression and gender identity.
The purpose of this Manual is to ensure that gender considerations are included in all components of the UNSMS
Security Risk Management process, to ensure the mainstreaming of gender considerations in security
management programmes in each location and to ensure appropriate responses to gender-based security
incidents. This Manual should be read in conjunction with the UNSMS Policy on Gender Inclusion in Security Risk
Management, and the Guidelines, Annex A on Immediate Response to a Gender-Based Security Incident. Ensuring
a gendered approach improves security risk management overall.
It is important to recognize and account for the fact that individuals may hold their own personal bias when
discussing issues related to sex characteristics, sexual orientation, gender identity and expression. For example,
those exhibiting biases may consider one group more predisposed to certain behaviour(s), may differentiate their
conduct with particular person(s) or group(s), or may consciously or unconscious make decisions that discriminate
against a person or group. UNSMS security personnel have a duty to be cognizant of and apply gender related
terms and nuances to ensure full effectiveness in the management of security risks and to be responsive of the
needs of personnel.
1.1 What is gender?
Below is a list of key definitions that security personnel must be familiar with. The following table is intended to
provide a base set of key explanations for security personnel, which may be subject to adjustment.
KEY EXPLANATIONS
Refers to the roles, behaviours, activities, and attributes that a given society at a given
time considers appropriate for an individual, including the relationships that the
individual establishes and maintains. Gender refers to the attributes, opportunities and
relationships associated with being male and female including lesbian, gay, bisexual,
transgendered and inter sex (LGBTI) individuals. These roles, behaviours and attributes
are context and time specific and changeable over time as what is expected, allowed and
valued by a given society is dynamic due to changing social factors
1
.
Each person’s presentation of the person’s gender through physical appearance –
including dress, hairstyles, accessories, cosmetics – and mannerisms, speech, behavioral
patterns, names and personal references.
2
Each person’s deeply felt internal and individual experience of gender, which may or may
not correspond with the sex assigned at birth, including the personal sense of body
(which may involve, if freely chosen, modification of bodily appearance or function by
medical, surgical or other means) and other expressions of gender, including dress,
speech and mannerisms.
3
Classification of a person as male, female or intersex. Infants are usually assigned a sex
at birth based on the appearance of their external anatomy. A person’s sex is a
combination of bodily characteristics, including their chromosomes (typically XY
chromosome = male, XX chromosome = female), their reproductive organs and their
secondary sex characteristics
4
.
1
Adapted from UN Women: Gender Equality Glossary, “gender”, UN Women Training Centre
2
Yogyakarta Principales plus 10 (2017) “gender expression”
3
Yogyakarta Principales (2006) “gender identity.”
4
Annex I to the UN Globe Recommendations Terminology Guidance “sex”, UN Globe
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Each person’s physical features relating to sex, including genitalia and other sexual and
reproductive anatomy, chromosomes, hormones and secondary physical features
emerging from puberty
5
.
Each person’s capacity for profound emotional, affectional or sexual attraction to, and
intimate and sexual relations with, individuals of a different gender, or the same gender
or more than one gender
6
.
1.2 Gender-based security incidents
A gender-based security incident is an incident involving UN personnel, programmes, premises or assets that is
gender based.
Gender-Based Violence (GBV) is an umbrella term for any harmful act that is perpetrated against a person’s will
and that is based on socially ascribed (gender) differences between females and males. The nature and extent of
specific types of GBV vary across cultures, countries and regions.
Security personnel within the UNSMS may be required to respond to gender-based security incidents (including
GBV) if requested by or on behalf of an affected person(s) or if the security personnel deem it necessary to
intercede
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. GBV can take many forms, including, but not limited to: physical, sexual, emotional and psychological
harm, economic/financial violence. Harmful traditional practices are also considered a form of GBV. Around the
world, including within the United Nations, GBV disproportionately affects women and girls because of gender
relations, traditional practices and their perceived status to men and boys. Nonetheless, men, boys and LGBTI
personnel also experience GBV.
It’s important to remember that GBV can be more acute and prevalent during conflict and humanitarian crises,
where state and community structures are fragile or not in place, or such acts are utilised as a weapon by warring
parties. UN Personnel are equally affected by and are subject to these types of incidents.
The UNSMS has committed to a gender sensitive and responsive security support, mainstreaming gender
considerations in all aspects of security risk management.
Gender Responsive
Gender responsiveness a process that is inclusive, participatory and respectful of all stakeholders
8
.
Gender Sensitive
Addressing gender inequalities through addressing gender norms, roles and access to resources
9
.
Gender Mainstreaming
The process of assessing the implications for women and men of any planned action, including legislation, policies
or programmes in all areas and at all levels. It is a strategy for making gender experiences an integral dimension
of design, implementation, monitoring and evaluation of policies and programmes so that women and men
benefit equally, and inequality is not perpetuated
10
.
5
Yogyakarta Principles plus 10 (2017) “sex characteristics”
6
Yogyakarta Principles (2006), “sexual orientation”
7
UNSMS Security Management Operations Manual, Annex A: Immediate Response to Gender-Based Security Incident (2016)
8
How to Manage Gender-Responsive Evaluation: Evaluation Handbook, UN Women Independent Evaluation Office
9
Adapted from UN Women: Gender Equality Glossary, “gender responsive,” UN Women Training Centre
10
Adapted from ECOSOC 1997/2.
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1.3 Sexual Harassment, Exploitation and Abuse
Sexual Harassment
The United Nations has zero tolerance for sexual harassment. Our workplace must be free from any form of
harassment, particularly sexual harassment. In the United Nations context, sexual harassment refers to prohibited
conduct in the work context, it primarily describes prohibited behaviour against another United Nations
personnel. Requisite frameworks, accountability and details on reporting and investigations in the event of sexual
harassment in the workplace by UN personnel are governed by each UN entity’s individual policies and
procedures. More information can be found in the UN Staff Rules and Regulations available here. Sexual
harassment committed against UN personnel by external threat actors must also be considered within the SRM
process. These two types of sexual harassment (by UN personnel and by others) are distinct and each require
different responses. For more information on Sexual Harassment see section 12.
Sexual Exploitation and Abuse
Security personnel also need to be aware on the UN policies and guidance on Sexual Exploitation and Abuse (SEA)
as another form of GBV. The United Nations has developed a system-wide approach to the Prevention of Sexual
Abuse and Exploitation (PSEA); available avenues to report such incidences across the United Nations system are
found at: https://www.un.org/preventing-sexual-exploitation-and-abuse/. For more information on Sexual
Exploitation and Abuse see section 13.
KEY EXPLANATIONS
A security incident involving UN personnel, programmes, premises or assets that is
gender based (see Annex D).
GBV is an umbrella term for any harmful act that is perpetrated against a person’s will
and that is based on socially ascribed (gender) differences between females and males.
The nature and extent of specific types of GBV vary across cultures, countries and regions.
Examples include sexual violence, including sexual exploitation/abuse and forced
prostitution; domestic violence; trafficking; forced/early marriage; harmful traditional
practices such as female genital mutilation; honour killings; and widow inheritance. There
are different kinds of violence, including (but not limited to) physical, verbal, sexual,
psychological, and socioeconomic violence.
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Sexual Exploitation: Any actual or attempted abuse of a position of vulnerability,
differential power, or trust, for sexual purposes, including, but not limited to, profiting
monetarily, socially or politically from the sexual exploitation of another.
12
Sexual Abuse: Actual or threatened physical intrusion of a sexual nature, whether by
force or under unequal or coercive conditions.
13
Sexual harassment is any unwelcome conduct of a sexual nature that might reasonably
be expected or be perceived to cause offence or humiliation, when such conduct
interferes with work, is made a condition of employment or creates an intimidating,
hostile or offensive work environment. Sexual harassment may occur in the workplace or
in connection with work. While typically involving a pattern of conduct, sexual
harassment may take the form of a single incident. In assessing the reasonableness of
expectations or perceptions, the perspective of the person who is the target of the
conduct shall be considered
14
.
11
Guidelines for Gender-based Violence Interventions in Humanitarian Settings: Focusing on Prevention of and Response to Sexual Violence in
Emergencies. Inter-agency Standing Committee (IASC), 2005.
http://www.humanitarianinfo.org/iasc/content/subsidi/tf_gender/default.asp?bodyID=1&publish=0
12
United Nations Glossary on Sexual Exploitation and Abuse (2017), “sexual exploitation”
13
United Nations Glossary on Sexual Exploitation and Abuse (2017), “sexual abuse”
14
Uniform definition of Sexual Harassment by UN Chief Executives Board
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2. The obligation to address Gender-Based Security Concerns
Under the UNSMS Framework of Accountability
15
, the primary responsibility for the safety and security of UN
personnel, their eligible family members and of the organisations’ property rests with the Host Government.
Without prejudice to the above and while not abrogating the responsibility of the Host Government for its
obligations, the United Nations has a duty as an employer to reinforce and, where necessary, supplement the
capacity of the Host Government to fulfil these obligations. In some circumstances, the United Nations operates
in locations in which the Host Government may be unable or unwilling to provide support in the safeguarding of
United Nations personnel, including those who face gender-based security threats.
Gender-based security incidents faced by United Nations personnel are assessed to be underreported and, as a
result, the scope and nature of incidents is difficult to measure. The UNSMS has an obligation to incorporate the
basic responsibilities for protecting UN personnel from gender-based security incidents. By addressing gender
inclusion in security management, the UNSMS is upholding, promoting and protecting human rights and
supporting Member States, communities and individuals to meet their obligations.
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2.1 Roles and Responsibilities of the UNSMS
The UNSMS Framework of Accountability governs and outlines all relevant roles and responsibilities regarding the
inclusion of gender considerations in security risk management. The following sections detail the specific
responsibilities of each of the various UNSMS roles regarding gender considerations in security risk management.
UNSMS Organizations
• Ensure that respective personnel are informed of UNSMS Gender Considerations in Security Management
Policy and guidance.
• Ensure all necessary measures identified are actioned and appropriate resources allocated.
• Ensure that gender is considered throughout security risk management processes and that sufficient
funding is allocated for security measures to address gender-based security threats.
Designated Officials (DOs)
• Implement the UNSMS Gender Considerations in Security Management policy and guidance.
• Ensure the provision of gender considerations in security risk management processes and the appropriate
management of gender-based security incidents when they occur.
• In their engagement with host government authorities on security issues, ensure, when applicable that
gender considerations in security are included in these discussions.
Security Management Team (SMT)
• Collectively provide advice and support to the DO on gender-related security matters, in particular gender
mainstreaming into all security risk management processes, including analysis and actions.
• In its regular meetings, review the prevailing situation, including security developments that have gender-
related impacts on personnel, and ensure related and effective security prevention and mitigation
measures are in place.
• Ensure coordination and collaboration among UNSMS organizations on gender-related security matters.
• Ensure that resources are available to implement all security measures that are gender sensitive and
responsive.
15
SPM Chapter II Section B – Framework of Accountability available here:
https://dss.un.org/unsmin/Library/PolicyandProcedures/SecurityPolicyManual.aspx
16
SPM Chapter IV Section M – Gender Considerations in Security Management available here:
https://dss.un.org/unsmin/Library/PolicyandProcedures/SecurityPolicyManual.aspx
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• Ensure that United Nations personnel and their eligible family members are regularly informed of United
Nations security plans to address gender-based security incidents.
UNSMS Security Personnel
• Act as advisers to their respective organization, or to the DO and the SMT on gender related security
threats and risks and responses.
• Ensure that all aspects of security risk management processes are gender-sensitive and responsive. Follow
the provisions of this Manual to ensure that gender considerations are included within security risk
management processes, including prevention and mitigation measures, security plans and contingency
planning, evacuation and/or relocation plans.
• Support their organization, or the DO and Security Management Team in identifying all gender-related
security needs, potential funding requirements and communicate to the DO and SMT for implementation.
• Collectively work to establish a system for briefing all personnel employed by the UNSMS organizations
and eligible family members on gender-related security issues and appropriate prevention and mitigation
measures.
• Ensure there is an effective response mechanism for gender-related security incidents in the completed
gender Aide Memoire.
• Ensure any reporting of gender-related security incidents affecting the UNSMS is compliant with the
UNSMS Gender Considerations in Security Management policy and details in this Manual.
• Report to the DO and Representatives of organizations all instances of non-compliance with gender-
related security policies, practices and procedures.
• Ensure that all security training provided is gender sensitive and responsive.
• Maintain a regular dialogue with host country security agencies on gender-related security matters
affecting United Nations personnel, also highlighting gender considerations in host government security
and protection measures.
Personnel employed by UNSMS organizations
Personnel should be reminded of their responsibilities, in particular that they are responsible to ensure that they:
• Know about gender-related security threats and risks, learn how to prevent and mitigate those threats
and risks, and most importantly, are proactive to ensure that they are as safe as possible in any given
situation where they might be exposed to gender-based threats/risks.
• Attend briefings and training on gender-relating security threats and risks.
• Are familiar with United Nations gender-related response and support measures, including reporting and
counselling, as well as the principle of confidentiality and consent.
• Are cognizant of customs, culture, and religion of the local context of United Nations operations regarding
attitudes to sex characteristics, sexual orientation, gender identity and expression, and comport in a
manner that will not endanger their safety and security and that of others.
• Comply with all United Nations security regulations and procedures at duty station, both on and off duty.
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3. Guiding Principles and Approaches for addressing Gender-Based Security
Incidents
The security-related response from the UNSMS towards gender-based security incidents must be centred on, and
sensitive to the affected person/s and prioritize their rights, needs, and preferences. This will ensure that any
operational support procedures focus on guiding the affected person/s access to appropriate and accessible
services, including but not limited to: medical care, psychosocial support and legal services.
All aspects of the response should be carried out with adherence to the following principles and approaches, to
the best of a security professional’s ability. The four principles (green) outlined below have been identified in
the UNSMS Guidelines: Annex A, Immediate response to security incidents. The guiding approaches (orange) are
recommended approaches are identified in the UNSMS policy: Gender Considerations in Security Management.
Safe Environment
The safety and security of the affected person is of key importance at all times. When responding to gender-based
security incidents, the safety and security of affected persons is the first priority throughout the support process.
Creating a safe environment not only includes removing the affected persons from immediate and ongoing danger
but also encompasses (but is not limited to): private and confidential access to appropriate persons and locations
for reporting purposes, identification of internal and external support structures and facilitation of access to these
structures.
Guiding Principles and Approaches for Addressing Gender-Based Security Incidents
Guiding Principles
and Approaches
Safe
Environment
Confidentiality
and Consent
Respect
Non-
Discrimination
Confidential
Collection and
use of
Sensitive
Information
Cooperation
with Host
Government
Consideration
of culture and
local context
Integration of
gender into
SRM process
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Confidentiality and Consent
Affected person/s are not obliged to report gender-based security incidents. They have the right to decide if and
to whom they will disclose incidents and or the circumstances of the incidents. This is an exception to the
mandatory requirement for all personnel to report all security incidents as outlined in the Framework of
Accountability. Security personnel should only share information from the affected persons after obtaining the
affected persons explicit and informed consent and only shared with the actors involved in providing follow-on
support service. Interpreters, if needed, should sign a confidentiality agreement. Maintaining confidentiality
means not disclosing any information at any time to any party without the informed consent of the affected
person concerned. For specific information on Sexual Harassment in the workplace refer to section 12.
Confidentiality promotes safety, trust and empowerment.
Principle: Respect
The dignity and autonomy of the affected persons must be respected. Security personnel should take extreme
care when discussing sensitive topics, ensure language used does not suggest blame and is cognizant of the
affected persons communicated gender identity, does not make assumptions on an individual’s gender identity
or sexual orientation, and uses appropriate persons for providing follow-on support and to inform about options
for assistance. An incident may require the allocation of appropriate time for support to the affected person, who
may have experienced physical and/or psychological distress. Security personnel should not press affected
persons to disclose information regarding the incident. The options for assistance should be clearly described to
the affected person. All actions taken by the UNSMS security personnel related to incidents should be guided at
all times by respect for the choices, wishes, rights and dignity of the affected person(s).
Principle: Non-Discrimination
Non-discrimination commonly refers to the impartial treatment that must be afforded to personnel affected by a
gender-based security incident, regardless of their age, race, religion, nationality, ethnicity, sexual orientation,
gender identity and expression, sex characteristics, or any other characteristic. This ensures that any UNSMS
security personnel will engage affected personnel in a non-discriminatory fashion, through avoiding any bias,
prejudice, judgement and unfairness.
The following are guiding approaches and should inform your actions:
Confidential Collection and use of Sensitive Information
Collecting information on gender-based security incidents is an important part of any UNSMS response.
Any such data collection must be both anonymous and in a format that lends itself to being secured with restricted
access. Any input of information into SSIRS must only include incident type and country. If affected persons wish
to formally report an incident in full, normal reporting procedures would ensue, with anonymity as an appropriate
option.
Cooperation with the Host Government
Under the guidance of Chapter II Section E of the UNSMS Security Policy Manual (SPM) (“Relations with Host
Countries on Security Issues”), the DO has the responsibility to coordinate with host countries on gender-based
security issues and their impacts on United Nations personnel, with the support of UN security personnel.
Consideration of culture and local context
It is imperative for all UNSMS personnel responding to gender-based security incidents to be culturally sensitive,
but it is also important to remember that respect for other cultures does not mean non-critical acceptance when
culture, tradition or religions are invoked as a defence for gender-based security incidents. UN Core Values must
be followed in this respect. The response of the security personnel may be challenged in certain contexts based
on the expectations, attributes and what is deemed appropriate or inappropriate within the local context, towards
gender, including personal bias. This does not negate your responsibility to address gender-based security
incidents, through the security risk management process, and to provide suitable support.
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The integration of gender into SRM processes
All approaches to gender-based security incidents should derive from the SRM process. UN personnel have
different security experiences, needs, expectations and priorities. As such, the UNSMS will apply effective gender
sensitive and responsive approaches throughout the SRM process. This includes but is not limited to: the
identification and analysis of gender-based security threats, vulnerabilities and risks in the SRM area, identifying
appropriate security risk management measures and related procedures.
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4. Sexual orientation, gender identity and expression and sex characteristics:
awareness
Attitudes to sexuality and the expressions of gender and sexual orientation vary from one country to another.
Some may be instilled from a political level, others be based on traditions, religious, cultural and societal norms.
Yet at the United Nations, human rights apply equally to all people regardless of their sexual orientation, gender
identify and expression and sex characteristics (more commonly referred to as SOGIESC) in just the same way as
they do to age, race and religion. The use of language should be gender sensitive, see below on Language
Sensitivity.
UNSMS security personnel must be familiar with the below key explanations. In addition, there are many other
terms that may be used in various contexts, which are available in Annex B.
KEY EXPLANATIONS
Bisexual
An adjective that describes people who have the capacity for romantic, emotional
and/or physical attraction to person(s) of the same sex or gender, as well to
person(s) of a different sex or gender.
Gay
An adjective used to describe a man whose enduring romantic, emotional and/or
physical attraction is to other men
17
. This can also be used for women.
Gender
Expression/Presentation
The external manifestation of one’s gender identity expressed through one’s name,
pronouns, “masculine,” “feminine” or gender-variant behaviour, clothing, haircut,
voice or bodily characteristics. Society identifies these cues as masculine and
feminine, although what is considered masculine and feminine changes over time
and varies by culture. Transgender people may seek to make their gender
expression match their gender identity rather than the sex they were assigned
birth
18
.
Gender Identity
Each person’s deeply felt internal and individual experience of gender, which may
or may not correspond with the sex assigned at bird, including the personal sense
of body (which may involve, if freely chosen, modification of bodily appearance or
function by medical, surgical or other means) and other expressions of gender,
including dress, speech and mannerisms.
19
Heterosexual
An adjective that describes persons who’s enduring romantic, emotional and/or
physical attraction is to person(s) of the opposite sex or gender (also referred to as
“straight”)
20
.
Homosexual
An adjective that describes persons who’s enduring romantic, emotional and/or
physical attraction is to person(s) of the same sex or gender (also referred to as
“gay”). Note that, in English, many people consider homosexual an out-dated
clinical term that should be avoided
21
.
17
Adapted from Annex I to the UN Globe Recommendations: Terminology Guidance, “gay”, UN Globe
18
Annex I to the UN Globe Recommendations, “gender expression/presentation”, UN Globe
19
Yogyakarta Principles (2006) “gender identity.”
20
Annex I to the UN Globe Recommendations: Terminology Guidance, “heterosexual”, UN Globe
21
Annex I to the UN Globe Recommendations: Terminology Guidance, “homosexual”, UN Globe
Examine your potential biases
It is important to examine your own personal biases and understand how these may impact your own
behavior and actions. Further, understand some of the challenges and human rights issues that LGBTI
personnel face, and consider how that changes your views with this test:
https://implicit.harvard.edu/implicit/takeatest.html
14
Intersex
A person with bodily characteristics in relation to medically established standards
of maleness and femaleness, including variations at the level of chromosomes,
genitalia or secondary sex characteristics. Intersex is sometimes termed
“differences in sex development.” “Intersex” is preferred over the outdated term
“hermaphrodite.” Intersex persons are likely to be assigned a sex of male or female
at birth. Intersex people may grow to identify themselves with the gender
corresponding to the sex they were assigned at birth, or with a different gender
22
.
Lesbian
The term can be used to describe women whose enduring romantic, emotional
and/or physical attraction is to other women
23
.
LGBTI
An acronym for lesbian, gay, bisexual, transgender and intersex persons that is also
used as shorthand for “persons of diverse sex, sexual orientation and gender
identity.” Among other variations: sometimes intersex is not included and the
acronym is LGBT; sometimes “queer” or “questioning” is included and the acronym
is LGBTQ or LGBTIQ; and sometimes “ally,” “a romantic” or “asexual” is included,
and the acronym is “LGBTQA” or “LGBTIQA.
24
”
Pansexual
Describes individuals who can be attracted to persons of all gender identities
25
.
Persons of diverse sex,
sexual orientation and
gender identity
Umbrella term for all people whose sex, sexual orientation or gender identity
places them outside the mainstream, and people whose gender identity does not
correspond with the sex they were assigned at birth
26
.
Queer
Traditionally a negative term, queer has been re-appropriated by some LGBTI
people to describe themselves. It is considered inclusive of a wide range of sexual
orientations and gender identities
27
.
Sexual Orientation
Each person’s capacity for profound emotional, affectional or sexual attraction to,
and intimate and sexual relations with, individuals of a different gender, or the
same gender or more than one gender
28
.
SOGIESC
An acronym for sexual orientation, gender identity and expression, and sex
characteristics
29
.
Transgender
Umbrella term used by people whose gender identity and, in some cases, gender
expression, differs from what is typically associated with the sex they were
assigned at birth, including those whose assigned sex is different from their gender
identity and people whose gender identity is neither male nor female as
traditionally defined. “Transgender” is preferred over “transsexual,” as it
encompasses transsexual and other gender identities
30
.
Language sensitivity: Addressing Individuals
A pronoun is a word that refers to either the person talking (“I” or “you”) or someone or something being talked
about (she, he, it, them or this). Often, we use pronouns based on appearances, however we may not always be
correct. For example, a transgender woman may be called “he” by people who are unaware she identifies as
female while she prefers the pronoun “she,” or by people who are confused by her gender identity or people who
are deliberately trying to hurt her. Commonly used gender-neutral pronouns in English are they, them and theirs.
This is particularly important for security personnel responding to an incident impacting a transgender person.
Therefore, don’t assume, kindly ask the person how they want to be addressed.
22
Annex I to the UN Globe Recommendations: Terminology Guidance, “intersex”, International Organization for Migration
23
Annex I to the UN Globe Recommendations: Terminology Guidance, “lesbian”, UN Globe
24
Annex I to the UN Globe Recommendations: Terminology Guidance, “LGBTI”, UN Globe
25
Annex I to the UN Globe Recommendations: Terminology Guidance, “bisexual”, UN Globe
26
Annex I to the UN Globe Recommendations: Terminology Guidance, “persons of diverse sex, sexual orientation and gender identity”, UN Globe
27
Annex I to the UN Globe Recommendations: Terminology Guidance, “queer”, UN Globe
28
Yogyakarta Principles (2006), “sexual orientation”
29
Adapted from Annex I to the UN Globe Recommendations: Terminology Guidance, “SOGIESC”, UN Globe
30
Annex I to the UN Globe Recommendations, “transgender”, UN Globe
15
4.1 Specific security vulnerabilities for people with diverse sexual orientations, gender
identity and expression and sex characteristics
Gender Based Security incidents or acts of discrimination frequently go unreported because affected person/s do
not trust police, are afraid of reprisals or are unwilling to identify themselves as LGBTI individuals.
In many countries, LGBTI individuals are not protected from homophobic, bi-phobic and transphobic crimes (for
further clarity please see Annex C. Rather these crimes can be perpetuated due to the lack of legal protections
and cultural norms. In over seventy countries, laws are in place that criminalize same-sex consensual activity and
may disproportionately effect LGBTI individuals. A recent study undertaken by International Lesbian, Gay,
Bisexual, Trans and Intersex Association provided insights on differences between laws and societal views. For
full detail of the report click here ilga.org. For further information refer to Annex C.
16
Gender Inclusion in the Security Risk Management Process
5. Gender in the Security Risk Management (SRM) Process: a step by step guide
Mainstreaming gender considerations into the SRM process enables a more thorough and nuanced review of the
operational context of the UN and improves our ability to manage the full spectrum of threats that may affect UN
personnel. Incorporating gender considerations into the SRM/UNSMS processes represents a unique challenge to
the process as incidents are widely underreported. It is crucial throughout the SRM process for Security personnel
to consult widely with relevant experts.
To understand the extent of gender-based threats, and in particular where and how UN personnel may be
subjected to incidents, security personnel need to understand i) how gender-based incidents are managed both
by government institutions - including the responses by security and judicial systems and available support
services and ii) how gender-based threats are perceived within the society and subsequently managed by the
community. Information may not be readily available on websites or published by the government. Detailed data
on all gender-based threats may also not be available because it may not be considered a criminal offence in the
country. On average globally, less than 10% of gender-based violence incidents are actually reported. During
times of unrest and breakdown of law and order, and especially in times of conflict, sexual harassment and sexual
violence can increase considerably. The following comprises a Step-by-step guide to integrating gender into the
SRM process. It addresses those steps where gender needs to be considered and addressed.
5.1 Situational Analysis (SRM Step 2)
Integrating gender into situational analysis enables a more complete, rigorous and nuanced assessment of the
various factors impacting security in the SRM area. There are gender dimensions to each of the elements of the
Situational Analysis. One must consider how the elements of the situation impact different individuals, i.e. based
on sexual orientation, gender identity and expression. This allows for better evaluation of the impact of gender
on threats to UN personnel and dependents. Similar to security, societal values, customs and laws are not static
(2)
Situational
Analysis
(3)
Programme
Assessment
(4) Threat
Assessment
(5) SRA
(6) SRM
Measures
(7)
Implement
SRM
(8)
Acceptable
Risk
(9)
Monitoring
and Review
(1)
Geographical Scope &
Timeframe
17
and are continually being reshaped. Regular reviews of the SRM by the SMT should be sure to address any changes
in the prevalent norms around gender and identity, that may have an impact on the type, likelihood or impact of
a range of gender-based threats.
Research and understand the common gender-based threats and incidents in the operating
environment
As a consequence, conducting research and sharing knowledge of local customs and laws that pertain to gender
and sexual orientation must also be continually revised. Do not just rely on statistics of gender-based security
incidents (e.g. from law enforcement entities) to understand where UN personnel may be subjected to such
threats. Security personnel must understand how gender-based incidents are managed by the judicial system,
security services, and other support services and how gender-based threats are perceived within the society and
subsequently managed by the community (see section 7 on Aide Memoire).
Examples of how gender-based security threats are perceived and addressed within a society
Domestic Abuse
Domestic Abuse perceived by community as sign of love for individual as
opposed to a violent act
Intersectionality
The idea of intersectionality seeks to capture both the structural and
dynamic consequences of the interaction between two or more forms of
discrimination or systems of subordination. It specifically addresses the
manner in which racism, patriarchy, economic disadvantages and other
discriminatory systems contribute to create layers of inequality that
structures the relative positions of individuals.
31
Marital Rape
Rape committed between persons who are married may be perceived
culturally as not being rape, and therefore affected persons often don’t have
access to support services.
Perception of gender-related
acceptance based on
intersectionality
LGBTI individuals may be perceived to be more or less accepted within the
community, based on intersectionality and interaction with
race/colour/religion. Therefore, they may be incorrectly perceived as less
likely to be targeted with violence.
Sexuality Disclosure
Personnel who identifies as LGBTI may be safe in the office, however may be
at risk if their identity is disclosed or shared outside the workplace, and/ or
within the community.
Prepare a list of possible gender-based security threats based on document review (see bullet list below of
possible sources) and in reference to the list of possible threats in section 5.3 below. Examples found in these
documents may include: incidents of sexual assaults in public places, incidents of street harassment, rate of
domestic/family violence, high number of anti-LGBTI violence etc. Don’t forget the need to look beyond the usual
sources and ask different types of questions based on personnel and context.
Potential sources of information that security personnel may wish to consult:
• Platforms that provide data on violence against Women.
• CEDAW documents which will also indicate strategies that the host government are pursuing and regularly
report back to the CEDAW Committee/ human rights council.
• Report of the Secretary-General on conflict-related sexual violence.
• The International Lesbian, Gay Bisexual Trans and Intersex Association - ILGA provide informative reports
and data on incidents and attitudes towards LGBTI persons.
31
“Gender and racial discrimination - Report of the Expert Group Meeting” available at https://www.un.org/womenwatch/daw/csw/genrac/report.htm
18
• UN Globe may also be another good source of information but security personnel should also read and
review locally available reports and sources.
Consult with experts/ personnel who have appropriate knowledge on this topic
In many operations, to really understand gender-based threats, UNSMS security personnel will need to engage
with dedicated advisors of different UN agencies who will be able to provide specialist insight on government
institutional processes, local and international NGOs, health service providers, and legal assistance that the UN,
NGOs and civil societies are using. Use these experts to understand the gender-based threats that could be
impacting UN personnel. This can help you identify the range, prevalence, location, type of gender-based threats
in the area. Some examples of resources include: protection officers, gender advisors, medical personnel etc.
Structural factors that impact gender norms in the environmental context that could be reflected in your
Situational Analysis are highlighted below.
Other platforms and organisations that provide information
• CEDAW country-specific information:
(http://www.ohchr.org/EN/HRBodies/CEDAW/Pages/CEDAWIndex.aspx)
• UN Women country-specific information (http://www.unwomen.org/en)
• UNFPA thematic reports (https://www.unfpa.org/)
• Secretary General’s Database on Violence against Women (http://evaw-global-
database.unwomen.org/en)
• UN Globe network (http://www.unglobe.org/)
• International Lesbian, Gay, Bisexual, trans and Intersex Association Minorities Report 2017: attitudes to
sexual and gender minorities around the world (https://ilga.org/ilga-riwi-global-attitudes-survey)
• Equal Dex: http://www.equaldex.com/
• Global Database on HIV-specific travel restrictions (http://www.hivtravel.org/)
• Host Government statistics, legislation and travel advisories
Challenges and gaps in data collection for gender-based security threats
With increased attention on gender-based violence, substantial work has been done by governments, non-
governmental organizations and UN entities to strengthen methodologies and address the challenges in
gathering and collecting data across countries and regions. However, there remains a substantial lack of accurate
data on the nature, prevalence and incidents of the various types of gender-based violence. There are many
reasons why persons do not report and why gaps exist in data, some of them include: concerns surrounding
professional consequences or retaliation, trust in the system and justice/investigations process, perceived lack
of reliable evidence, lack of affected person/s ability to recall events, lack of clear support mechanisms and
policies, cultural or personal reasons and concerns surrounding community shame and misconceptions of
survivors.
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Structural factors that impact gender norms in the environmental context
Cultural influences
Cultural practices during times of conflict or insecurity often lead to
restrictions on women and valuing hyper-masculinity in men.
Demographic stress
Conflict and insecurity are often fuelled by demographic stressors, such
as unemployed male youth, infant mortality.
Economic performance
Informal economies are often associated with financial disparity between
genders and increases pay gaps.
Environmental stress
Increased insecurity substantially reduces women’s access to water and
arable land and food security of families.
Governance and political instability
Governance and political instability often increase women’s exclusion
from public decision-making and corruption.
Human development
Conflict and insecurity have impact on high maternal mortality rates, the
community’s unmet expectations about education and health.
History of armed conflict
History of armed conflict or insecurity and resulting consequences for
populations e.g. children born as the result of rape as a weapon of war,
widowed family members, orphans.
Militarization
Increased militarization and spending on armies reduce resources for
social services often disproportionately affecting women.
Population heterogeneity
Heterogeneity of the population may lead to communal/separatist
mobilization, and exacerbate violence related to gender expression of
ethnic difference.
It is important to note, that armed conflict and the breakdown of law and order, including increased gender-based
violence against the local population, are indicators that personnel could be at an elevated risk of assault by
external and internal actors. Often in conflict or insecure contexts, the United Nations may be operating in an
integrated mission setting, a larger humanitarian mission or peacekeeping operations. In such settings, personnel
may live and work in the same environment, face violent operating environments and have increased access or
exposure to situations involving alcohol and drug consumption. All these factors above may be included in the
Situation Analysis may be indicators or triggers for gender-based security threats to be addressed in the Specific
Threat Assessment.
5.2 Programme Assessment (SRM Step 3)
As SRM depends on understanding and dealing with our vulnerability to threats, including gender-based security
threats, part of that understanding involves how programmes operate and how those operations may create
exposure to threats. To gain a better understanding of specific information on programme activities, security
personnel should collaboratively work at the field level.
Examples of indicators and triggers of gender-based security threats
• Localised changes to limit women’s rights, including strict requirements for dress code requirements,
requirements for male escorts, and increased restrictions on girl’s education, are indicators of growing
extremist control and a lessening of host government authority. This may lead to more frequent street
harassment and assault of women personnel and limitation to their movements.
• In specific contexts, masculinity is linked to ownership of cattle or animals. In such a context, an
increase in bride prices leads to increased cattle raiding which may trigger and/or aggravate armed
conflict between communities in locations where UN personnel are located.
• Host government police manning checkpoints may harass, intimidate, arrest, and sometimes violently
assault persons assumed to be LGBTI.
20
In some societies, gender-related programme delivery may put implementing UN personnel and, in some cases,
the wider UN at risk. For example, this may include awareness raising programme to eliminate Female Genital
Mutilation (FGM) in areas where it may be considered a traditional and accepted practice.
5.3 Specific Threat Assessment (SRM Step 4, Part II)
Based upon the Situational Analysis, security personnel must precisely identify the Specific Threats that may
impact the UN. Security personnel must thoroughly understand the gender dimensions of the current context
as well as understand the legal framework in the host country, including with reference to sexual orientation
and gender identities.
Use the list of gender-based threats to begin determining threats for your SRM area
Based on SRM Step 1 and 2, determine which threats may be considered in your SRM area. Do not try to develop
this list in isolation: engage with experts to understand the threats that may be prevalent in the security area but
may not be widely referred to.
Develop event descriptors based on various threat actors and categories of personnel/dependents
National and international personnel and their dependents may experience different gender-based security
threats. Similarly, threat actors may vary. It is important to reflect the differences that may exist because of
their gender, sexual orientation, sex characteristics and gender identity
As an example, there are many locations where international female personnel may be harassed by security forces
through stalking, repeated calls, etc. Locally recruited personnel may face different gender-based threats
particularly where there is armed conflict and they are living in IDP sites.
It is important to remember that, for security purposes, sexual harassment and sexual assault (including rape) are
two different threats that need to be managed differently based on the threat actors and the categories of
personnel (or dependents) who may be impacted. Another common mistake is to include an impact statement
within the Event Description, which can incorrectly shape and pre-determine the following steps. Rather, when
trying to include what the “negative effect on the UN” is, focus on describing who the vulnerable groups are
covered by the UNSMS and how, or in what situations, they are typically vulnerable to gender-based threat and
how and or where this is typically carried out.
All gender-based security threats are “Direct” when the intent of the perpetrator is to cause harm to UNSMS
personnel. Irrespective of the fact that motivation behind targeting the individual is due to their employment with
the UN, their ethnicity, sexual orientation, gender identity, gender expression or sex characteristics all gender-
based security threats are direct. This will also assist in determining and framing the “Intent” in the next step on
the 1-5 scale.
Sample Category
Sample Specific
Threat
Sample Event Description
Crime
Sexual Assault
UN national female personnel sexually assaulted by
criminal gang in public spaces or in public transport in
downtown city x.
Armed Conflict
Sexual Harassment
UN female personnel sexually harassed and intimidated by
security forces in location x camp.
21
Identify how different profiles of personnel in terms of their gender, sexual orientation, sexual identity, sexual
expression and job profile, can expose them to gender-based threats. Examples may include:
• International personnel – Women – stereotyped because of media, perceived affluence, perceived as having
different ideas, beliefs and values than local patriarchal society; looked upon negatively because they do not
conform to traditional gender roles, behaviour that may be deemed inappropriate (drinking and smoking in
public, etc).
• Locally recruited personnel – Women may face criticism for working for an international organization, may
be frowned upon for being seen in the company of foreign men, perceived affluence, may face threats from
the community for socializing with foreign women; may not be able to carry out all their duties without family
or community approval.
• International personnel relationships with local persons may be frowned upon and be problematic from
cultural, tribal and social perspectives in the community.
• Locally recruited personnel - Men may face criticism from the community for working for an International
organization and/or a female supervisor; promoting human and equal rights for all. They may face pressure
from their community to behave in the local cultural context which may not be in accordance with the UN
Charter or UN organization’s code of conduct.
• LGBTI personnel - same sex marriage or relations may not be recognized or unlawful, resulting in severe
penalties including death sentences in some countries. In some contexts, personnel may be for the victim of
“hate crimes” or violent “cures” such as “corrective rape”.
5.4 Risk Assessment (SRM Step 5)
As with the previous steps, it is crucial that Security personnel consult with as many experts/ personnel who may
have appropriate knowledge on gender and sexual orientation within the SRM area. Ensure that you are looking
at the specific threats realistically regarding your assessment of prevention vulnerability and mitigation
vulnerability. All of this will assist with developing a well-reasoned and realistic Likelihood and Impact rating, and
subsequent Risk Level.
Ensure that you are looking at this realistically using the prevention vulnerability and mitigation vulnerability. This
is where your research and use of expert knowledge as per Step 1 and 2 will help. In many locations, we may
reflect that there is a functioning law enforcement system and be inclined to say there are effective security forces
widely present, but they may not appropriately address all of the gender-based security incidents of concern to
the UNSMS. Similarly, we may think that the response by local authorities is efficient because persons who are
apprehended are prosecuted. However, the legislation may not effectively enable a prosecution, the affected
person may be further traumatized by the process, details of the case may appear in the media, or the affected
person may not have a choice of investigating officers or medical examiners. All these variables could further
increase the risk. Examine each step in detail for each of the event descriptors to appreciate what the
consequences of each action. This will help you determine appropriate security risk management measures.
5.5 Selecting appropriate and gender-responsive SRM Measures (SRM Step 6)
Determine appropriate risk management measures in consultation with experts, networks, the security cell,
relevant personnel, etc. It is important to examine each step for each of the Event Descriptors to appreciate the
consequences of each action and help determine appropriate SRM measures. Consultation assists in taking into
account the adverse impacts of SRM measures as well as ensures practicality and effectiveness.
In determining SRM measures, it is important to note that whilst the UN is based and operating in a local context,
respect to the local culture and customs is paramount. This must not, however, be to the detriment of human
rights and UN Core Values. The UNSMS must ensure appropriate advice and information is provided to personnel,
detailing specific local culture and customs and how it relates to safety and security, providing personnel with
22
information to make informed choices for their own safety and security. It is not the role of the security personnel
to impose SRM measures that place restrictions based on gender, sexual orientation, sex characteristics, identity
and expression of personnel. Security personnel are expected to identify appropriate SRM measures that are
efficient at mitigating and preventing threats.
Security personnel must consider multiple dimensions, including gender and how SRM measures impact
personnel differently.
Examples of SRM Measures and Procedures
Categories of
measures
Examples of SRM measures
• Prevention(P)/
• Mitigation (M)
Programme
Assessment
• Completed by UN AFPs programme and submitted to UNSMS in
countries of operation, which assists Security Personnel in
determining specific gender-based security threats and associated
risks to programmes, personnel and assets.
• P
Selection of
hotels, event
venues, and
additional
• Selection of UNSMS cleared hotels and conference facilities for all
UN hosted events. training, roundtable discussions and dialogue
platforms. Special considerations are made to access control,
lighting in public spaces, protocols to protect the location of UN
personnel, transport, 24-hour front desk response capacity, door
lock mechanisms, training of hotel personnel etc.
• P/M
Physical
security
measures
• Access procedures (for example: female guards for body checks on
female visitors).
• Building evacuation procedures and assembly point – take into
consideration mobility and gender of personnel.
• P
Training and
Education
• Personnel to ensure completion of mandatory security training
identified at the country level before mission travel or arrival at duty
station.
• UNSMS training programmes mainstream gender-based security
considerations such as threats, appropriate recommended measures
and support services.
• Women’s Security Awareness Training (WSAT) course is made
available to all women personnel, spouses and appropriate
dependents.
• Training and table top exercises that clearly go through the protocols
for incident response to gender-based security incidents so that
personnel know what actions to take and how they will be
supported.
• Arranging self-protection classes by trained professional experts
• Inclusion of implementing partners and NGOs in training
opportunities that mainstream gender considerations such as WSAT.
P/M
Security
clearance and
security
information
access
• Security Clearance (TRIP) obtained prior to all mission travel
• security travel advisory includes gender considerations and
prevention and mitigation mechanisms personnel should take to
reduce risk
P/M
Host
Government
Security
Support
• Increased host government security support, coordination and
liaison for gender-based security incidents (as appropriate), female
liaison within Host Government security apparatus
P/M
23
Support and
Medical
Services
• Aide Memoire displayed and distributed to the SMT and all UN
personnel, detailing support in case of gender-based security
incidents.
• PEP protocol in place, including mixed gender custodians in all
locations, ensuring their details are visible and available to all
personnel, and having a 24/7 system for response in case personnel
need access.
M
Transfer risk
• Use of implementing partners and government
agencies/departments to implement parts of project.
• P
Appointment
of focal points
• Appointment and training for security focal point to ensure
personnel have the appropriate knowledge or training on gender-
based threats and support available
• M
Transportation
• Identifying various transportation means, enabling UN personnel to
make informed decisions about the type of transport they use is an
important consideration.
• If taxis are a mode of transport – vetting taxi companies and
determining a list of safe drivers may be a first step to reducing
incidents. Having female taxi driver options for women is another
possibility in some contexts.
• Organisation of UN shuttle or bus services
• Vehicles safety equipment (first aid boxes supplemented with
comfort/hygiene boxes supplied with feminine hygiene products).
• Established driver and passenger conduct and expectations.
• Context-specific procedures and gender considerations such as
sitting position inside car, who members of personnel can/cannot
travel with.
• P
Security Plans
• Mainstreaming gender considerations in the Security Plans,
including ensuring concentration points are safe for persons of all
gender, have adequate lighting, access to lockable bathroom
facilities, feminine hygiene products, and appropriate sleeping
arrangements.
• P/M
Procedures
• Ensuring that all UN organizations in country have their own
mechanisms in place for responding to gender-based violence
incidents in line with their organizational SOPs for critical incident
response.
• Develop SOPs for response to gender-based security incidents.
• Expected behaviour in the local context including recommendations
on cultural respect, dress, formalities, interactions with various
interlocutors, compliance with national laws
• Personal security recommendations including avoidance, strength in
numbers, curfews, no-go zones, gender-specific threats, etc.
• Accommodation procedures, with attention to single travellers’
vulnerability.
• Alternate work modalities, meetings at alternate venues, work from
home and other non-office modalities exercised when necessary and
tested on a regular basis.
• M
Forums and
Dialogues
• Regular meetings and feedback opportunities on services provided
by hotels, guard companies, taxi services to ensure that matters and
complaints can be addressed and/or appropriate advocacy be
undertaken.
• Request feedback and suggestions following WSAT and SSAFE
training;
• P/M
24
• Meetings and dialogues with colleagues from UN Globe
Equipment
• specific security items. Devices include: doorstops, alarmed
doorstops, personal alarms, flashlights, female urinary devices, etc.
• PPE appropriately sized and fitted for personnel of all genders
• Gender-specific equipment, supplies that may be needed, pre-
positioned or identified for further access: PEP kit, medications, first
aid kits that are supplied with gender-specific items such as feminine
products, etc.
• P/M
Security
Briefings
• Pre-arrival and on-arrival briefings for personnel and visitors.
• Including information on gender-based security threats, SRM
measures, PEP protocols and custodians, support available as per the
completed Aide Memoire.
• P
Acceptance
• Strategic and respectful cultivation and maintenance of context-
specific relationships. Respectful interactions with various
interlocutors.
• Ongoing dialogue and transparency about programme and presence
with local communities, beneficiaries, authorities etc.
• Personnel and community participation in programme design.
Constant monitoring and evaluation of programme quality.
• Strategic programme assessment, design and implementation that
incrementally negotiates toward objectives.
• Personnel well trained in interpersonal communications/ interacting
with local community etc.
• P
Residential Security Measures
Residential Security Measures (RSM) should also include gender considerations for households’ main
earners/breadwinners or for those living alone, as well as International and locally recruited personnel. Specific
recommendations may incorporate the need for privacy and support the safety and preparedness of personnel
and their dependents.
Examples of RSM Measures
Category
Measure
Prevention/
Mitigation
Procedures
• Locate bedrooms of personnel member and/or children to
increase stand-off with public areas (streets, etc.)
• Establishing an informal “neighbourhood watch” – set up an
informal association to share information on possible threats and
developments.
• Training spouses and children on how to get to flashlights, whistles,
alarm, food, safe room, exits in an emergency.
• Proposing appropriate ‘safer zones’ or spaces for personnel to live
in – there may be recommended areas where there are enhanced
police patrols, enhanced street lighting and communal spaces.
• Recommending international personnel live compounds in non-
family duty stations.
• P/M
Physical security
measures
• Makeshift barriers to increase privacy (curtains, fences, higher
walls, etc) and bars to deter intruders (wires, poles, etc).
• Alarms, personal alarms, doorstops, locking mechanisms, dogs.
• P/M
25
Guard Force
• Regularly reviewing guard companies to ensure that they are
delivering the service expected, and that they have female guards
among the guard companies for residences.
• P
Lighting
• Sensor outdoor lighting.
• Adequate street lighting along route.
• P
Host Government
support
• Set up and facilitate a meeting between national personnel and
local police to talk about issues in the neighbourhood or request
increased patrols or greater support services.
P/M
Security Plan
The Security Plans also have several areas where mainstreaming gender considerations ensures the development
of more thorough, responsive, and accurate plans.
Elements to consider in formulating Security Plans
• Concentration Points address the need for sleeping and ablution arrangements for all personnel and
dependents, including children and persons with disabilities, and are also stocked with feminine hygiene
products.
• Reception areas prepare for the reception of all personnel and dependents, including children and persons
with disabilities.
• Evacuation plans consider the needs of pregnant women and persons with disabilities.
• Bunkers or concentration points consider different gender considerations including separation of toilet
facilities (where possible)
• PEP Kits and related protocol are included in planning
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6. Responding to a gender-based security incident
Security personnel may be the first responder to a gender-based security incident, either by attending the scene of an
incident or by being approached by the affected person/s for assistance. For this reason, there is the expectation that
security personnel are familiar with and use the tools and response processes described below which will help them to
provide adequate support to affected person/s.
Security personnel are not investigators, police, counsellors, medical professionals etc. however, they are responsible
for safety and security, referral to appropriate support and should be prepared to maintain integrity of incident location,
to support in the identification and prosecution of offenders. The role of security personnel is only, where appropriate
and possible, to support – not lead or coordinate – investigations and justice mechanisms.
6.1 First Response: Psychological First Aid and immediate response
The first priority of security personnel is to ascertain if the affected person/s are safe. If they or their location is
deemed unsafe, security personnel should remove them to a safe location immediately.
What is psychological first aid (PFA)?
Psychological First Aid (PFA) is not something only professionals can do, and it is neither a professional counselling nor
a “psychological debriefing”. Although PFA involves being available to listen to people’s stories, it is NOT pressuring
people to tell their feelings or reactions to an event.
PFA is a humane, supportive and practical assistance to UN Personnel who recently suffered exposure to serious
stressors. It involves:
• Providing non-intrusive, practical care and support
• Assessing needs and concerns
• Helping people to address basic needs (food, water, information)
• Listening to people without pressuring them to talk
• Comforting people and helping them to feel calm
• Helping people connect to information, services and social supports
• Protecting people from further harm
Who? Very distressed people who were recently exposed to a serious stressful event; it can be provided to adults and
children. Don’t force help, but make yourself available and easily accessible to those who may want support.
When? Upon first contact with very distressed people, usually immediately following an event or sometimes a few days
or weeks after.
Where? Wherever it is safe enough to be, with some privacy, as appropriate, to preserve confidentiality and dignity.
People may have different reactions to a critical event and do better over the long-term if they:
• Feel safe, connected to others, calm & hopeful
• Have access to social, physical & emotional support
• Regain a sense of control by being able to help themselves
27
PFA Actions Principles: prepare – look – listen – link
Areas you must address:
• Refer to the gender Aide Memoire, which focuses on security, medical care, psychosocial support and judicial
processes.
• Know and be able to provide information on the PEP kits for UNSMS organizations, make sure that they are intact
and not expired.
• Provide advice on the local laws. For example, does the country/area you are in have mandatory reporting in
place (that if the affected person goes to a hospital, will they be forced to report to the police)? Is adultery a crime
that the affected person could be punished for? Is drinking illegal and could the affected person be penalized if
alcohol was involved in the incident?
• Know of options if there is a need or a wish for alternatives to the police / hospital where an affected person could
be thoroughly examined (usually in the form of a preliminary statement and a head-to-toe examination to note
any injuries and collect any forensic evidence). This could be in the form of an independent local rape crisis centre
or women’s refuge.
Things to look out for with a person affected by gender-based security incidents
• Make sure they feel they are no longer in imminent danger; do your best to listen to what they would prefer to
do, as far as is possible or realistic.
• You should act in an affected person led way: what the affected person wants (as long as they are not in imminent
risk) should be what happens, if possible. Indeed, they may have had the control over their own bodies removed
from them in a violent way, and so it is important to help them feel that control has been restored to them and
that they can make their own decisions once again.
• Check that the affected person is not in an undue amount of pain or bleeding heavily, by asking them. It is possible
to incur severe internal injuries from some types of sexual trauma and these can lead to death in some cases.
Make sure to relay this to medical professionals.
When listening to a person affected by sexual violence:
• They are still the same person. Do not treat them as though they have somehow changed or been broken.
• It is normal to also have preconceived thoughts about sexual violence, whether the affected person is to blame.
Try to keep your opinions to yourself and remain as neutral and kind as possible. You do not know what has
PFA Actions Principles: Prepare
• Learn about the crisis incident
• Be able to provide information about the appropriate services and support available
• Be able to provide relevant safety and security information, as per the affected person’s concerns
• Familiarize yourself with gender-based violence threats
PFA Actions Principles: Look
• Check for safety
• Check for people with obvious urgent basic needs
• Check for people with serious distress reactions (physical or psychological)
28
happened to the affected person/s, and it is not your job to blame them or to ascertain the truth about what
happened. You are here to support them: take what they say at face value.
Things to keep in mind when working with a person affected by sexual violence:
• Confidentiality is key: this person has trusted you enough to speak to you about a potentially highly traumatic,
distressing incident, which often bears stigma and shame. You should assure them that you will bear their
confidentiality in mind first and foremost and will inform them before speaking to anyone else about this
situation / check if they are okay with that disclosure.
For sexual harassment in the workplace, if the person speaks about this type of incident, you will need to refer
this person to their respective organization. For Secretariat personnel, you have to inform them that you are
mandated to inform the relevant UN investigative offices of the incident.
• Victims may not want anyone to know about what has happened to them or may face danger if their community
or family find out about the incident. It is necessary to seek their consent before contacting anyone on their
behalf. Encourage them to speak to at least one other person (like a trusted friend), as it is important to have
some social support.
• Make the affected person/s aware that washing themselves could destroy important evidence, but do not
pressure them either way. Also make them aware that they could be at risk of HIV or other Sexually Transmitted
Infections (STIs), as well as of getting pregnant (depending on the sex of the affected person). Gently encourage
them to take the PEP kit and seek medical attention.
• It is alright to write a short, basic report the first time you speak to the affected person. You don’t need to get
the name of the perpetrator, or all of the details: it may be distressing for them to speak about these, and the
priority should be their wellbeing. Pushing them to think back on the incident in greater detail than they are
ready to, could be psychologically harmful.
The affected person may feel guilt or shame about the incident. These are normal reactions after an incident of sexual
violence, and it is important to reiterate to the affected person in a calm voice: it was not their fault, they did not ask
for this to happen, it was solely the perpetrator’s decision to attack them which resulted in the incident.
It is also possible that the affected person feels confused about what happened and does not seem to remember the
details/chronology of the incident or is unwilling to call it sexual violence/sexual assault/rape. These are all also normal
reactions to sexual trauma, as the brain struggles to process the incident normally. Be patient and speak gently with the
affected person and try not to doubt the legitimacy of their claim. Take it one step at a time and go at the pace they
want to go.
PFA Actions Principles: Link
Distressed people may feel overwhelmed with worries…
• Help them prioritize urgent needs (what to do first).
• Give practical information
• Connect people to loved ones and social support.
• Help them remember how they coped in the past and what helps them to feel better
PFA Actions Principles: Listen
• Approach people who may need support
• Ask about people’s needs and concerns
• Listen to people and help them feel calm
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The affected person may state that they were physically sexually aroused at the time of the incident (against their
conscious will): it is worth remembering that physical sexual arousal is not something one can consciously control at any
point (all men and women, it is a biological reaction to any kind of physical stimulation). It is also a very common
occurrence during sexual violence (for a woman, physical arousal can prevent tearing and internal damage).
The affected person may say that they freeze, didn’t fight back or run away: these are all absolutely normal reactions to
trauma, especially sexual trauma. One way to understand this is: their brain/body tried to protect them from greater
harm or damage by “playing dead” and not putting up a fight. This reaction is totally beyond conscious control: no one
can plan what they will do in this kind of situation.
If you don’t know what to say:
It is OK not to be sure about what to say. Stay with the person, show sympathy and try to find out what could be helpful
at that time. If you are asked about something and you are not sure about the response, tell the person that you will try
to find out.
Always make sure to report back – make clear arrangements as to logistics, time, meeting place, and information to
collect and follow through – every time. Make sure that the affected person is comfortable with you sharing some
information where necessary.
Don’t forget to connect them with others who can help. UN Staff/Stress Counsellors work completely confidentially and
are trained to deal with incidents of sexual violence and it may be worthwhile for the affected person to be given their
contact details, even if just to check in further down the line.
How to talk to a person affected by sexual violence?
How to start:
• Initiate contact only after you have observed the situation and the person or family, and have determined
that contact is not likely to be intrusive or disruptive
• Find a quiet, confidential place to talk. Provide basic needs: a drink of water or tea, tissues etc.
• Introduce yourself
• Speak calmly
• Be patient, responsive, and sensitive
• Speak slowly, don’t use acronyms or jargon
• Listen more than talk
• Acknowledge the positive features of what the survivor has done to keep safe
• Give information that directly addresses the survivor’s immediate goals
Remember that your goal is to reduce distress, assist with current needs, and promote recovery, not to elicit
details of traumatic experiences and loss. Ask them questions about the incident gently, but if you find they would
prefer not to discuss it in detail, do not pressure them.
30
Start and end with care for yourself
Incidents of sexual violence can be upsetting to hear about and support. They may cause you to have different reactions
anger, guilt, or may trigger past memories.
Responders may put their own wellbeing at risk in their drive to help others. Be responsible to yourself and others by
paying attention to self-care daily. Questions to ask yourself: how do I take care of myself? How does my team take care
of each other? How am I feeling about what I have just heard?
Seek help when you ….
• Have upsetting thoughts or memories about the incident
• Feel very nervous or extremely sad
• Have trouble sleeping
• Drink a lot of alcohol or take drugs to cope with this experience
• Consult a professional if these difficulties persist more than one month
There is no shame in seeking support from a UN Staff/Stress Counsellor: you cannot help someone else if you are not
doing well yourself.
Additional Resources
• The Psychological First Aid: Guide for field workers (World Health Organization (WHO), War Trauma
Foundation (WTF), & World Vision International (WVI) (2011). www.who.int
• Different types of sexual violence: https://www.rainn.org/types-sexual-violence
• Consent: https://www.rainn.org/articles/what-is-consent https://www.youtube.com/watch?v=oQbei5JGiT8
• Myths surrounding sexual violence: http://www.acesdv.org/about-sexual-domestic-violence/sexual-
violence-myths-misconceptions/
• Psychological First Aid Online Training https://learn.nctsn.org/course/index.php?categoryid=11
Help People feel calm
• Keep your tone of voice soft and calm
• Maintain some eye contact – but don’t stare or look them up and down
• Reassure them they are safe and that you are there to help. Ask them what would help them feel safer or
calmer, right now
• It is fine to sit in silence. Reassure the affected person that they can talk in their own time, and that the
various options at their disposal can be discussed first, if they would prefer
• If someone feels “unreal” (dissociation - a state of consciousness when a person may appear detached from
reality or may seem to be internally reliving their trauma) or has a panic or anxiety attack (this can involve
hyperventilation or fast and heavy breathing, vomiting, fainting, uncontrollable crying), help them make
contact with:
- Themselves (feel feet on the floor, tap hands on lap) – first check if they are okay with being touched
- Their surroundings (notice things around them, strong smells like essential oils or hot/cold drinks may
help)
- Their breath (focus on breath & breathe slowly, pausing between breaths).
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6.2 Responding to a gender-based security incident
Prior to arrival at the incident:
Security personnel may be the first responder to a gender-based security incident, this may be due to affected person’s
wanting to discuss the matter with UNSMS security personnel prior to discussing options regarding appropriate or
available host country security.
Security personnel should:
1. Ask if the affected person is safe where they are, if they feel safe, and if they need urgent assistance including
support for removal from the scene.
2. Offer to coordinate host Government support, if the affected person consents. You should be able to prepare
the affected person what to expect from the host Government (i.e. if there are specialist sexual assault response
units or not). If host Government is called with consent of affected person, immediately attend to the scene to
provide coordination and support in the first instance of incident management. Suggest the affected person
contact a trusted family member or colleague to also provide support if they need. Try to get a more detailed
picture of the situation and threat actors, not the incident itself, to enable initial risk assessment prior to arrival
at the scene.
3. Offer advice to protect any vulnerable persons, identify witnesses and where applicable, try to mitigate any
further damage by purported offender(s).
Arrival at the incident:
The priority of security personnel should be to try to reduce further harm to all persons. This includes responding to the
affected person(s), children, witnesses, and the purported offender(s). This is the case even when an incident is reported
after the fact. Remember that gender-based incidents may not be reported immediately to security personnel for a
range of personal or professional considerations. The UNSMS security personnel must immediately determine whether
the affected person/s remain at risk in the current physical location. Security personnel should also make an immediate
assessment of the need for first aid or other medical assistance such as an ambulance. Host Country, mission, Quick
Reaction Forces (QRF) etc. could be contacted when you are unable to establish the safety and security of those present.
Once the safety of persons has been addressed, security personnel should ensure they do not contaminate the integrity
of the incident location.
When access to property is denied
Affected person(s) may deny security personnel entry to the property on arrival, either when the affected person(s) has
called or when the call has come from another person. For example, the affected person(s) may tell security personnel
that the purported offender has left or is inside the premises prompting or threatening the affected person; the affected
person(s) may also be subject to controlling or coercive behaviour which extends beyond any immediate physical threat.
Security personnel should use judgment to assess why the affected person(s) are refusing or are reluctant to engage. If
it appears out of fear, this in itself should be seen and recorded as a risk factor. The offender may also refuse entry,
claiming that nothing has happened. In order to fulfil your UNSMS responsibilities, security personnel should try to
ascertain if there are any other person(s) that could be a danger or affected by the incident in the house.
Domestic Abuse
• If it is a domestic abuse incident to which the security personnel are responding, it is unlikely that this is the
first incident of this nature, even if they have not attended previously.
• It is vital that security personnel attending domestic abuse incidents deal with both the incident that led to
the call and are cognizant of previous incidents.
• Domestic abuse is often like an iceberg, with security personnel dealing only with the tip of the issue. It is
therefore important that security personnel also recognize underlying issues, as these are key to
understanding risk of harm to the affected person(s).
• Domestic violence may or may not be illegal in your country of operation. When domestic abuse is
perpetrated against a UNSMS personnel or a dependent, you may be tempted to consider this a private
matter. Regardless of your personal views, domestic Abuse incidents constitute security incidents that
require a UNSMS response. If perpetrated by UN personnel, this will require an investigation, which will be
carried out by the respective UN organisations investigative organs. The investigation will not be conducted
by security personnel.
32
Where access to the property is denied, this does not necessarily mean that no entry is possible refer to the box below
on use of force and powers of entry. Considering the use of entry, will sometimes involve very fine judgements and
security personnel may wish to seek advice and support from law enforcement agencies beforehand. Security personnel
should accurately record the reasons why they entered.
Security personnel could be asked to provide evidence or information to internal or external investigations. As
such, security personnel could observe and record what they hear and see. Security personnel may need to take
key actions based on what they see and hear, consider some of the following:
• Affected person(s)’s injuries; purported offender(s)’s injuries; presence of children and any injuries they have
sustained.
• Any damage to property; observations of the physical scene, e.g. overturned furniture, broken ornaments, marks
on clothing.
• Signs of ongoing disturbance on arrival at the incident or outside the location.
• Demeanour of the purported offender(s), affected person(s) and witnesses, including children.
• Any details which may be indicative of controlling or coercive behaviour – this may be a combination of
comments by either the offender(s) or the affected person(s), body language or any other details observed.
• Identification of risk factors – this may include the security personnel’s opinion of the current or potential risk to
the affected person(s) and any children, to the purported offender(s), or to the security personnel themselves.
• Allegations made by the affected person(s).
• Comments made by the affected person(s) or witnesses at the scene – if they do not subsequently make a
statement, these may still be admissible as hearsay should there later be a legal case.
• Any unsolicited comments or significant statements made by the purported offender(s).
Be Aware
• Children and vulnerable persons can be affected or may have experienced or witnessed abuse, security
personnel should be cognisant of such sensitivities.
• Be aware that person(s) may be misusing substances or be affected by mental illness. They may be
traumatized by years of abuse, feel terrified or have come to accept the abuse as normal.
• A vulnerable person is a person who is or may be in need of care services by reason of mental or other
disability, age or illness and who is or may be unable to take care of themselves, or unable to protect
themselves against significant harm or exploitation
Use of Force and Powers of Entry:
As UNSMS security personnel, you act as advisers on security and are generally authorized to use force in response
to a security incident in accordance with SPM Chap IV, Section H “Use of Force Policy”. Security personnel should
prepare options before any incident occurs to seek local advice from management and UN legal as well as potential
engagement with host government law enforcement agencies to determine when UN security personnel may use
force as bystanders, or ‘citizens’, if at all. For example, instances such as the below may be permissible under law:
• For the purpose of saving life or serious bodily injury
• Preventing serious damage to property
• Under common law to prevent injury or a criminal act
• To search for children who may be in need of protection
UNSMS security personnel may be authorized to utilize force under separate provisions including the UNSMS
Arming of Security Personnel Policy and Use of Force Manual.
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Medical treatment
Security personnel should make an immediate assessment of the need for first aid or other medical assistance such as
an ambulance.
If an affected person(s) refuses medical help, security personnel should document injuries in as much detail as possible.
Affected persons may sometimes refuse treatment because they are concerned about leaving their children. Security
personnel can help the affected person/s seek options for the safe and appropriate care for the children, including
trusted family members or colleagues.
It may be necessary to ensure that the affected person(s) receives treatment at a medical facility. If this is the case, a
security personnel may wish to offer to accompany the affected person(s) in order to maintain the safety, support,
continuity of presence, and to support any investigations undertaken by host government, police, or UN internal
structures. You may wish to encourage the affected person to contact a family member or trusted colleague to support
them during this time. You may wish to advise the affected person to maintain the integrity of items involved in the
incident so that they may be retained as evidence, for later use in judicial processes, e.g. clothing at time of incident.
There may be a need for a medical examination to be used later for forensic purposes. It is important you are aware of
the local procedures at your duty station. In some locations, women attending with sexual assault may experience
discrimination by hospital staff, or hospital personnel may be required to notify the police. You may wish to prepare the
staff member for potential treatment and either remain with the staff member during the process (on request) or insist
on waiting for a trusted family member or colleague to support them during this time.
Continued support to the affected person and a potential investigation
Although there may be criminal proceedings, and thus law enforcement involvement, to complete an investigation at a
later stage, for the purposes of UN action this depends entirely on the decision of the affected person(s). The first
responder may be required to assist a follow-up investigation, especially in cases where the affected person(s) initially
indicate that they do not wish to pursue a legal process. Therefore, actions should not further distress the affected
person(s) by retrieval of evidence at a later stage. When the affected person(s) has given consent to receive specialist
support, security personnel should share appropriate contacts or services using the resources detailed in the Aide
Memoire or specific resources available in organisations.
Whilst the duty of care responsibility remains with the employer, frequently, affected person(s) approach security
personnel due to familiarity, workplace access or indeed because they may be the most approachable for them. Where
host government security services have been engaged, it is possible that additional local support may provide services.
In any event, security personnel should ensure they are aware or have access to the information or services that may
be requested including any support offered locally.
Using interpreters at the incident location
If there is a need for an interpreter at the incident location, security personnel should make all efforts to engage an
appropriate interpreter. Security personnel should only use family members or friends as interpreters as a last resort
and only for the purpose of securing immediate safety. Some family members may be vulnerable to abuse or
intimidation by the offender(s) and asking them to interpret could put them at risk.
Determining the primary offender(s) and dealing with counter-allegations
Security personnel should avoid assuming which of the parties is the affected person(s) and which is the presumed
offender(s). In domestic environments, this applies to all types of relationships, whether heterosexual, same sex and or
familial (non-intimate partner).
34
First responder as a witness
Security personnel as first responder may be a witness and may be requested to prepare or give a statement, which
may be included with any legal proceedings. You should consult with UN legal specialists in this regard.
Reminder
All UNSMS personnel responding to gender-based security incidents must be culturally sensitive, but it’s also
important to remember that respect for other cultures does not mean uncritical acceptance when culture, tradition
or religions are invoked as a defence for GBV.
Responding to Sexual Violence
Personnel affected by sexual violence may not want anyone to know about what has happened to them, or may face danger if
their community or family find out about the incident. It is necessary to seek their consent before contacting anyone on their
behalf. Encourage them to speak to at least one other person (like a trusted friend), as it is important to have some social
support.
Make the affected person/s aware that washing themselves could destroy important evidence, but do not pressure them either
way. Also make them aware that they could be at risk of HIV or other STIs, as well as of getting pregnant. Gently encourage
them to consider seeking medical attention and inform them about the PEP kit.
It is alright to write a short, basic report the first time you speak to the affected person. You don’t need to get the name of the
perpetrator, or all of the details: it may be distressing for them to speak about these, and the priority should be their wellbeing.
Pushing them to think back on the incident in greater detail than they are ready to could be psychologically harmful. Remember
that your goal is to reduce distress, assist with current needs, and promote recovery, not to elicit details of traumatic experiences
and loss. Ask them questions about the incident gently, but if you find they would prefer not to discuss it in detail, do not
pressure them.
The affected person may feel guilt or shame about the incident. These are normal reactions after an incident of sexual violence,
and it is important to reiterate to the affected person in a calm voice: it was not their fault, they did not ask for this to happen,
it was solely the perpetrator’s decision to attack them which resulted in the incident.
It is also possible that the affected person feels confused about what happened and does not seem to remember the
details/chronology of the incident or is unwilling to call it sexual violence/sexual assault/rape. These are all also normal reactions
to sexual trauma, as the brain struggles to process the incident normally. Be patient and speak gently with the affected person
and try not to doubt the legitimacy of their claim. Take it one step at a time and go at the pace they want to go.
The affected person may state that they were physically sexually aroused at the time of the incident (against their conscious
will): it is worth remembering that physical sexual arousal is not something one can consciously control at any point (for both
men and women, it is a biological reaction to any kind of physical stimulation). It is also a very common occurrence during sexual
violence (for a woman, physical arousal can prevent tearing and internal damage).
The affected person may say that they didn’t fight back or run away: these are all absolutely normal reactions to trauma,
especially sexual trauma. One way to understand this is: their brain/body tried to protect them from greater harm or damage
by “playing dead” and not putting up a fight. This reaction is totally beyond conscious control: no one can plan what they will
do in this kind of situation.
35
Checklist: Actions on arrival at the scene
On arrival at the scene, to ensure the safety of affected person(s), children, witnesses and to preserve evidence,
security personnel should:
Reassess affected person(s), child, witnesses and security personnel safety, including immediate risk,
particularly in respect of access to or use of weapons.
Make an immediate assessment of the need for first aid or other medical assistance for any person(s)
Secure the safety of affected person(s) in their home if at all possible so that they do not feel further affected
– if this is unsafe or not possible, security personnel should consider taking them to another place of safety,
e.g., the home of a relative unless the relative in question is known to be opposed to the practice or a refuge
if available under local arrangements for housing and refuge provision.
Establish who is or was at the scene, including any children. Depending on the situation, there may be a
separation of the parties to deal with them independently.
Ensure that you provide any information that you obtain including the identity of the purported offender(s),
any statements you hear and observations (ex. damage, injuries, weapons, etc.) to the host country law
enforcement.
Consider the need for an interpreter and follow the advice set out below when choosing one
Consider advising affected person(s) they may wish to record visual evidence, and if permission is given,
provide assistance to do so.
6.3 Medical Support
Immediate after-action: HIV Post-Exposure Prophylaxis (PEP) is an emergency medical response that can be given to an
individual who has been potentially exposed to HIV to prevent possible HIV infection in the exposed person. HIV PEP
services comprise first aid (depending on nature of exposure); counselling; assessment of risk of exposure to HIV; HIV
testing; and, a 30-day course of anti-HIV medication, with appropriate support and follow-up.
The details of the administration of PEP services are contained in the Security Management Operations Manual
“Guidelines on PEP Kit Management”, and the current Guidance for Use of PEP Kits document. The PEP kits are
distributed once every two years to Designated Officials in countries where rapid universal access to PEP cannot be
reliably assured through local health systems. The Security Management Team is responsible for designating “UN HIV
PEP Kit Custodians” and for ensuring that the names of these custodians are widely circulated to all personnel through
the regular means through which security information is shared (security briefings, 24/7 emergency contacts list). Details
of PEP kits should be provided in the security briefing and in information shared by the UNSMS to all personnel in the
location. PEP kits can only be administered by medical professionals.
It is also encouraged to publicize the contact details of the custodians and relevant information on PEP Kits through the
use of bulletins in locations where most personnel may have access. For maximum efficacy, PEP should be initiated as
soon as possible after exposure - ideally within two hours or less and certainly not later than 72 hours following possible
HIV exposure. Security personnel must also be aware of the full contents of the PEP Kit, which is:
• Antiretroviral medication
• Pregnancy test
• Emergency oral contraception ("morning-after" pill)
• Patient PEP Registry Form: to be filled and signed by the treating physician who will monitor the care
• PEP information booklet
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All UN system personnel and their recognized family members (above the age of 12) are eligible to have access to a UN
HIV PEP Kit in case of need. Further PEP Kit Management Guidelines and information can be found here:
https://dss.un.org/unsmin/Library/PolicyandProcedures/SMOM.aspx
6.4 Medium term support
Support and information:
Affected person(s) often find gender-based security incidents distressing and potentially life changing. Whilst the impact
may vary, many people benefit from receiving some support and particularly information to help them understand not
only the available psychosocial support, but also the legal process and potential court appearances.
Reporting a crime
Affected person(s) may initially or at a later stage wish to report a crime, which will require their engagement with host
country authorities. It is likely that the affected person(s) will be required to have a face-to-face meeting with those
authorities. UNSMS Security personnel, may be requested to support affected person(s) in this process and should be
aware of what role they are permitted to fulfil within the respective duty station. Accordingly, they should seek guidance
from UN legal specialists.
Host country authorities will generally update affected person(s) on progress with the investigation, letting them know
of any arrests or suspects being charged. As a representative of the UNSMS, security personnel may be able to avail
themselves of updates for security risk management purposes, only if agreed by the affected person(s).
Judicial proceedings
If the legal process results in the case going to court, UN personnel may be asked to provide evidence in a trial. Security
personnel should be aware of such developments as this may impact any security measures that have been
implemented, or, depending on the profile of the case, the threats to the UN or other personnel, including those that
are gender-based.
Protection against harassment or intimidation
It is important to note that there may be cases where harassment or intimidation can occur or be perpetrated by
members of host country authorities. Security personnel should consider possibilities of harassment and intimidation
of affected persons, or persons involved in judicial processes, within their Security Risk Management processes.
If the affected person(s) or others are harassed or threatened in any way during an investigation or a trial, they should
seek legal advice. If the suspect is released on bail, the court may impose a condition preventing them from making any
contact with a named person or persons. Applications to the court to obtain injunctions against the suspect can be
made, if there is a belief that they may interfere with the affected person(s) or witnesses. If the accused is convicted or
acquitted, the criminal court can make a restraining order. In addition, protection for affected person/s and witnesses
against witness intimidation can be imposed at the end of a trial. In some countries affected persons can also ask court
staff to ensure that they are able to wait in an area away from the suspect and their friends, family and witnesses.
Witness Statements by Security personnel
In addition to the affected person(s), security personnel may be required to make a witness statement. It is
important to consult with UN legal specialists in this regard.
37
The verdict
If the suspect is found guilty, the affected person(s) may be able to have a personal statement read to the court, before
the presiding judge decides on the sentence. The court officer or prosecutor will generally explain to the affected
person(s) what the sentence means and if the offender can appeal against the sentence or conviction.
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7. Understanding support structures in country and developing the Gender Aide
Memoire
In addition to the inclusion of gender responsive SRM measures, in accordance with the UNSMS Guidelines Annex A on
Immediate Response to Gender-Based Security Incidents, all locations must develop and maintain an Aide-Memoire
providing guidance to all personnel in the location on the available resources in the event of a gender-based security
incident. The Aide-Memoire provides a list of references available to all UN personnel outlining available support
services in the event of a gender-based security incident regarding medical, psycho-social and judicial responses.
Security personnel must complete the Aide-Memoire with the full cooperation of the Security Cell and Security
Management Team. The Aide-Memoire is a document listing a number of resources, most of which are outside of
UNSMS security personnel competence. As the resources are used in support of a security incident, security personnel
are responsible for coordinating the development in-country.
The Aide-Memoire must identify the necessary resources available to all UN personnel and dependents (internationally
or locally recruited), considering both access and availability of support, as well as options for personnel of diverse sex,
and sexual identity, language, ethnicity, race, etc. Depending on the size and complexity of the designated area, security
personnel may wish to prepare Aide-Memoires for each SRM Area or include a list of Annexes depending on the location
of personnel.
The Aide-Memoire must be kept up-to-date by the security cell to ensure relevant and timely information can be
provided to UNSMS personnel and dependents. Therefore, security personnel should initiate regular reviews (in line
with the SRM process).
Following the development of the Aide-Memoire and endorsement by the SMT, the Designated Official distributes the
document to all United Nations personnel in each location. SMT members are responsible for ensuring their personnel
are aware of the document. If there are some components of the Aide Memoire that are viewed as sensitive
information, such information should be stored and available in the event of an incident.
7.1 Identifying Safe Locations
In response to an immediate or ongoing gender-based security incident, affected person(s) may require temporary or
permanent removal to a safe location. The aide memoire requires an identification and prior security assessment of
potential safe locations, that may include family/friend houses, guesthouses, hotels, shelters
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, refuges, religious
location, police stations and hospitals can provide an immediate safe option. When assessing hotels, guesthouses and
accommodation options for the above, UNSMS security personnel must take gender into consideration, and seek
support and advice where possible.
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It is important to note, in many locations, demand for shelter services often exceeds availability and often public shelters are in urban areas. Furthermore,
sometimes the selection of a shelter as safe accommodation may create additional challenges for UN personnel and their families particularly pertaining to workplace
relationships. i.e. Persons of Concern/Beneficiaries using public shelters
39
The UNSMS must determine what level of risk the affected person(s) remain exposed to in the current physical location.
They should also consider security risk management of potential impacts. Affected person(s) may be at risk of future
violence by offenders and retaliation by family members. Locations that may be suitable should be available, accessible
and ensure confidentiality. With the consent of the affected person(s), the UNSMS may support a secure transfer to a
safer location. See the guidance below for support in identifying a range of safe locations for the affected persons.
Beyond this immediate requirement, affected person(s) may need support from their organisation in identifying safe
accommodation in the medium to long term.
Key Considerations for the organization in identifying safe locations for personnel affected by
Gender-Based Security Incidents
Note: HR, UNCT, Staff Wellbeing, OSH may be included in the assessment process
Key
Considerations
Availability
• Availability of
options in duty
station location
Prioritize safety
and security
• Provide safe and
secure space with
appropriate security
personnel, systems,
and procedures
Confidentiality
• Ensure privacy and
confidentiality of
affected persons and
space
Accessibility
• Ensure access
protocol for visitors
including those with
disabilities
Appropriateness
• Provides basic
accommodation
needs with mixed
gender support
personnel
Responsiveness
• Addresses the needs
of dependents and is
child friendly
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The selection of safe locations is the choice of the affected person(s) ensuring the UNSMS uphold the affected person(s)
centred approach. The UNSMS should provide options available to the affected person(s) based on the local duty station,
local environment and particular situation ensuring options take into account the following key considerations:
Considerations in Selecting Safe Locations
Safe Location Types
Benefits
Important
considerations
Security Considerations
Affected Person/s
residence
Space and
persons often
known to the
affected person
who may have
experienced
trauma
May cause harm to
other personnel,
dependents and family
members
Offender may co-habit
with affected person/s
or have access to
premises
Confidential location
Physical security considerations
Resident(s) aware of risks to persons
Accessibility of space to visitors
Staying with other
family members or
friends
Space and
persons often
known to the
affected person
who may have
experienced
trauma
May cause harm to
other personnel,
dependents and family
members
Confidential location
Physical security considerations
Resident(s) aware of risks to persons
Accessibility of space to visitors
Guesthouse/Hotel
Anonymous place
of safety
Often has security
presence
Public space
Financial
considerations
Confidential location
Accessible for personnel with disabilities
Addresses needs of children and is child
friendly, childcare facilities
Availability of female room service/bell
service
Presence of security personnel and
appropriate systems
Accessibility of room to outdoors
Distance to restaurants, chemists and other
services
Lighting outside of room in hallway
Locks, deadlocks and peepholes on doors
Whether female personnel need to be
accompanied (cultural considerations)
Suitable safe distance from meeting
places/bars
Availability of adjoining rooms
Gender of hotel/accommodation staff
Room numbers not announced upon check-
in
Issuance of 2 keys
Key card access lift and room
41
Safe houses, refuges,
shelters (Public/Private
service), religious
locations
In identifying public/private
shelters available within the
duty station the UNSMS
should collaborate with
Country security forces and
host Government (if
appropriate), specialized UN
Agencies. The Global
Network of Women’s
Shelters identifies registered
global shelters.
Specialist service
provider
Not always available
and accessible in duty
stations
When available, often
no space for affected
persons
Availability of services in duty station
Additional services available at shelter
Accessibility
Safety and security of affected person
within that environment
Confidential location
Presence of security personnel and/or
systems
Physical security considerations including
access control
Protocol for accompanying
dependents/children
Accessible for personnel with disabilities
Hospital/Medical Facility
Multiple services
provided to
affected person
Security systems and
processes may not be
fully in place
Visitor access
Short term nature
Presence of security personnel
Access control and physical security
considerations
Visitor accessibility
Presence of security systems
Availability of medical examinations,
forensic evidence collection and sexual
assault exam and care
Availability of HIV post-exposure
prophylaxis, post-exposure prophylaxis for
sexually transmitted infections and
emergency contraception
Availability of basic psychosocial support
Familiarity with the legal system including
providing written evidence and court
attendance should affected person wish to
follow judicial processes.
Law enforcement/Police
station
Security personnel
and procedures
likely in place
Confidentiality
Short term nature
Children and
dependents may not be
able to accompany
affected person
Confidential location
Availability of service in duty station
location
Protocol for accompanying dependents or
children
Accessible for persons with disabilities
Addresses needs of children and is child
friendly
Availability and presence of female security
personnel/police/law enforcement
Legislative requirements and process
expectations, e.g. requirement to be
present and engage with the perpetrator,
open court proceedings.
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7.2 Local Customs and Laws
Socially constructed norms, practices and beliefs are often reflected in local customs and laws. Expectations related to
gender attributes and behaviours are often shaped by local customs and culture.
In some locations, there are specific customs and laws that have a direct impact on security of UN personnel, and are
often gender-based. Examples of specific customs and laws include:
• Illegality of public socializing between unmarried man and a woman
• Illegality of any public display of affection.
• Single women at hotel perceived as being a prostitute
• Illegal and restrictive travel and residence for foreigners who are HIV positive
• Illegality of same sex relationships or public displays of same
• Appropriate dress within the local context
• Illegality of crossdressing
• Appropriate use of body language and personal proximity
• Forced marriage with perpetrators and so-called honor killings
It is important to note that because the UN is based and operating in a local context, respect to the local culture and
customs is paramount. This must not be to the detriment of human rights and UN Core Values. The UNSMS must ensure
it provides appropriate advice and information to personnel, detailing specific local culture and customs and how it
relates to safety and security, providing personnel with information to make informed choices for their own safety and
security. It is not the role of the security personnel to recommend restrictions based on gender of personnel. Security
personnel should provide thoroughly researched guidance and avoid making generalist assumptions and statements.
Cultural Sensitivity
All UNSMS personnel responding to gender-based security incidents must be culturally sensitive, but it’s also
important to remember that respect for other cultures does not mean uncritical acceptance when culture, tradition
or religions are invoked as a defense for GBV.
Identifying Safe Locations - Step by Step Process
• Prior research and Security Risk Assessments to identify potential safe location options in duty station and
areas of operation
• Update documentation of safe locations within Aide Memoire
• Informal assessment of affected person/s safety and security including at their accommodation and work
place.
• Presentation of options for safe locations to affected personnel, clearly explaining benefits, risks and
important considerations
• Affected person(s) makes decision and may select safe location option
• UNSMS to assist in facilitation and relocation of affected person(s) to selected safe location option.
• Be aware there may be a need to support the establishment of a Memorandum of Understanding with
service providers or agreements to support UNSMS needs (consultation with UN legal advisors will be
required).
43
The Organisation’s responsibility to address, identify and provide suitable support and risk management may be
challenged by personal, internal and external bias. This does not negate that responsibility. Societal values, customs and
laws, similar to security, are not static and are continually being reshaped. As a consequence, conducting research and
sharing knowledge of local customs and laws that pertain to gender must also be continually revised.
Helpful resources for identifying local customs and laws
UN Internal Resources
Locally Recruited Personnel
Insight into local customs and details on what is acceptable behaviour in the local
context.
UN Women
National legislation, status of women and girls within the country, gender-based
violence, support services available in country.
UN Globe
A personnel group representing lesbian, gay, bisexual, transgender, and inter-sex
personnel members of the UN system and its peacekeeping operations. They have
duty station and agency coordinators.
UNFPA
Sexual and reproductive health, support services, statistics.
Secretary General’s Database on
Violence Against Women
Tracks national legal frameworks, policies and programmes in place by country.
UN Women Virtual Knowledge
Centre to End Violence Against
Women and Girls
Monitors the implementation of national legislation and provides a spotlight on
promising global practices. Provides facts and figures on various forms of violence
against women and girls by country.
Government Resources
Host Government Statistics and
Legislation
Statistics on GBV and applicable laws.
Member State Travel Advisories
Often detail specific laws, local customs and restrictions.
Other Resources
ILGA
ILGA is a federation of more than 1,200 member organisations from 132 countries
working for lesbian, gay, bisexual, trans and intersex rights. ILGA identifies laws and
legal procedures, publishes maps of LGBTI sexual orientation laws in the world, and
documents public attitudes towards gender related issues.
ILGA-RIWI Global Attitudes
Survey
Gathers data on public attitudes to issues related to sexual orientation, gender
identity, gender expression and sex characteristics.
Jones Day
Details the status of legal recognition of same sex relationships by region, for all
UN recognized countries.
Global Database on HIV Specific
restrictions
Details countries around the world that restrict the entry, residence and stay of
foreigners who are HIV positive.
44
7.3 Physical Recovery (Medical Support)
The Aide-Memoire is provided to support affected persons decision-making. It should contain relevant lists of resources
and advice to aid affected persons with regards to physical recovery and post-incident support in the event of a gender-
based security incident. This refers primarily to medical support to manage short and long-term physical impact to the
injury suffered. Remember, affected persons may choose not to seek medical support at the onset.
This section should be completed by the SA and Security Management Team with the support of a Health Risk
Assessment (where available), Medical Services Division, or other United Nations medical personnel in-country as
available, including gender and LGBTI experts. Advice from host Governments or INGO/NGOs could be sought in the
absence of UN medical expertise.
The introduction section should include some information on the preferred or likely medical response of the host
Government in the event of a gender-based incident being reported, and facilities provided as part of this response.
Elements to consider:
• How do emergency services respond to GBV, sexual violence?
• Is there a specialized unit or protocols in place in the event of life threatening GBV and sexual violence?
• Are entities advised as a matter of legislative protocol, if a person accesses medical testing or facilities?
• Are responses provided with due regard for non-discrimination, including considerations for trans individuals?
• Is consent sought before evidence is taken (photos, assault kits etc)?
• What protocols/practices/attitudes exist in regards to the presence of alcohol or drugs and GBV/sexual
violence?
• Is emergency contraception permitted as part of PEP in the local context?
Reference must be made to the HIV Post-Exposure Prophylaxis (PEP) availability and details of the UN HIV PEP Kit
Custodians. The administration of PEP services, including designations of UN HIV PEP Kit Custodians are contained in the
SMOM Guidelines on PEP Kit Management, and the current Guidance for Use of PEP Kits document. It is a requirement
that posters outlining the processes and custodians be widely circulated.
In determining additional medical support facilities if there is no immediate emergency, security personnel should
consider issues of access and availability as well as the ability of the service to provide confidentiality, respect and non-
discrimination. In addition to Obstetrics/Gynaecological units in large hospitals, determine the availability and access to
private care clinics, including those that specialize in gynaecological or sexual-assault care.
Additional considerations to include in the medium to long term:
Step by Step Process
• Conduct initial research on local customs and laws when completing the SRM process.
• Meet with relevant UN agencies to discuss local customs and laws as they relate to gender, traditional
cultural remedial actions, incident types and statistics.
• Discuss with national personnel local customs and laws.
• Ensure inclusion of relevant local customs and laws, particularly those that pertain to relationships,
gender, sexual identity and expression, and justice within relevant security documentation and
processes such as the SRM process, security briefings and travel advisories.
• Update and documentation of key relevant local customs and laws in the Aide Memoire.
45
• Is there access to abortion and emergency contraception in your duty station? Is this permitted under
law? If not, are there additional safety or security concerns regarding access to abortion?
• What is the availability of medication to manage sexually transmitted infections?
7.4 Psychological Recovery
Psychological responses to a gender-based security incident can vary significantly and can alter over time. UNSMS
security personnel can provide direct support through a commitment to ‘do no harm’ in the management of a security
incident. This includes complying with the principles of confidentiality and consent, respect and non-discrimination.
Training on Psychological First Aid can greatly improve the responses of security personnel to such serious security
incidents.
When working with affected persons, UNSMS security personnel should take care to:
• Assure the affected person you will maintain strict confidentiality based on their consent and keep it!
• Refrain from providing judgement statements or assessments on the reason for the incident.
• Assure the affected person you will not take any actions without their consent, either now or in the future.
UNSMS security personnel should be aware that some responses and behaviour are harmful, such as:
• Judgement or blame: Asking if the person was drunk, why they were in a particular location, what they were
wearing or how they were acting at the time of attack; judging a person’s reaction to the assault as suspicious,
or abnormal.
• Discomfort or fear: Attempting to control, limit decision-making opportunities, responding mechanically or
without empathy, or treating them as ‘victims’.
This section of the Aide Memoire should be completed with the support of CISMU, UN psychosocial support services or
counsellors. Advice from host Governments or INGO/NGOs could be sought in the absence of or in addition to UN
psychosocial expertise.
To consider in the list of references:
• National services that provide psychosocial support. This may include services for a range of mental health
challenges including depression. Services may include consultations, helplines etc.
• NGO or organizational support in country. This may include local services in support of family violence, or
shelters.
• External support: Many counsellors provide services via Skype. This may be useful in situations where language
poses challenges.
• Wellness: You may wish to include advice on broader stress management resources.
7.5 Legal Systems and Justice
The responsibility for the safety and security of UN personnel rests with the host Government. There is a global
commitment by the United Nations to ensure crimes committed against its personnel are investigated and perpetrators
are held to account. Standards with regards to responses to incidents, investigative procedures and legal proceedings
may vary from country to country. Further, specific laws with regards to gender-based security incidents, including
between spouses or family members, may also vary significantly.
Identify UN legal experts who may be contacted, including for UN Agencies Funds and Programmes, and can provide
support. UN legal experts should provide advice with regards to the relevant laws that may be in place to assist affected
personnel, as well as host Government approaches to confidentiality and consent, respect and non-discrimination
46
during subsequent legal proceedings. The Aide-Memoire should include information on host Government investigative
procedures
33
with regards to gender-based violence, and should be sourced through UN legal support.
UN legal support should advise legal considerations on the ability of the host Government responses to also abide by
principles of confidentiality and consent, respect and non-discrimination.
• Is there a specialized unit with experience in gender violence/family violence?
• What protocols are in place? Does this respect confidentiality, respect, non-discrimination? Does such
consideration extend regardless of gender or sexuality?
• Would an investigation place the affected person at higher risk based on their gender or sexuality, or cultural
norms?
• Are there female investigators also available?
• Is the affected person likely to face their perpetrator?
• What will the judicial process entail?
All UN entities in country are governed by internal policies and procedures with regards to serious incidents impacting
personnel including sexual harassment and assault. Relevant representatives within each entity should be prepared, and
able to provide advice to affected personnel on these procedures.
Managers should explain to affected persons that the UNSMS will not accompany them through the entire national legal
process. Their employing organisation is responsible for determining what support to provide.
47
8. Security Incident Recording and Reporting
The recording of security incidents impacting United Nations personnel, assets and operations is guided by the UNSMS
Policy on Significant Security Incident Recording System (SSIRS). The primary aim of such recording is to collect
information on incidents that affect the UNSMS in order to inform of threats and incidents to contribute to situational
awareness and help design specific interventions (awareness campaigns, training, equipment, security measures, and
policies) to reduce harm to personnel.
However, the occurrence of gender-based incidents, primarily sexual assault, is of a sensitive and personal nature.
Accordingly, the reporting of these incidents are guided by the UNSMS Policy on Gender Considerations in Security
Management and this document, notably principles in relation to confidentiality and consent. Additionally recording of
such incidents into SSIRS is only to be undertaken by security personnel with the expressed permission of the affected
persons. Affected persons should not be pressed to disclose information regarding the incident, however they should
be made aware of the limited specific details that would be entered into SSIRS.
UNSMS personnel who are affected by gender-based incidents are not obliged to report these incidents to security
personnel.
Some employing organisations may have their own reporting and internal processes related to gender-based security
incidents. Security personnel should refer back to the employing organisation for any additional internal reporting
processes to ensure appropriate duty of care for the individual.
8.1 Creating Safe Spaces for Discussion
In this context, a “safe space” can be created inside or outside the work place where personnel feel physically and
emotionally safe and comfortable to express themselves without fear of judgement or harm.
The objective of a safe space is to discuss, raise awareness, exchange views and experiences, share advice and receive
information on gender-based threats and on security with regards to gender, sexual orientation and gender identity.
Gender groups often have limited space to meet and discuss matters related to gender-specific threats and differences
between sexes, gender groups, sexual orientation and identity without fear of discrimination, emotional harm or
repercussions.
A safe space in this context may require the separation of groups along gender aspects. Security personnel should
consult with gender specialists to determine whether groups should be separated according to gender, sexual
orientation and sexual identities based on the local context. The most common separation will be between women and
men; however, groups based on diverse sexual orientation and gender identities must also be considered to ensure
personnel feel safe in the chosen group. Risks need to be assessed that could derive from the separation due to
misperceptions that groups feel discriminated or incriminated. A mix of separate and joint sessions of all personnel
should be considered as a solution.
48
Security personnel should consider establishing a ‘safe space’ to discuss, raise awareness, exchange views and
experiences, share advice and receive information on gender-based threats. Ideally this is where personnel feel
physically and emotionally safe and comfortable to express themselves without fear of judgement, harm and fear of
retaliation.
Creation of Working Groups, Specialized Networks
To discuss the range of security threats that may be facing different gender identities at your duty station and the
recommended SRM measures and procedures, you may wish to initiate and/or lead a specific forum to address
gender-related security threats. Such a group could be utilized to review the SRM for gender inclusion, or develop
the Aide-Memoire.
This forum could ensure people feel safe to express their security concerns among groups of different sexual
orientation, gender, gender identity. If there is a UN Globe representative in your duty station, they can be availed
to support such a process. Clearly stipulate the purpose of the event and the value of these discussions. Relate them
to sexual orientation, gender identity and expression in the local context to allow participants to develop a positive
mindset and commitment to their participation.
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9. Incorporating Gender in Security Briefings
Security personnel are required to provide UN personnel with a security briefing upon arrival and also keep them
regularly updated when there is a change of threats or an increase in the risk level, these briefings must mainstream
gender considerations.
It may not be easy to address gender-based security threats in some countries where the subject may not be openly
talked about, however, the UNSMS has an obligation to ensure that all personnel are aware and moreover the security
briefing should be seen as the first safe space to discuss local context, culture and religious perspectives that may impact
gender-based security threats.
In some locations UN personnel may not necessarily ask questions related to gender-based threats because they feel
uncomfortable raising this in front of other colleagues. It is important that security personnel provide as much
information as possible at the outset. Moreover, you should seek other ways to ensure opportunities for dialogue after
perhaps by establishing a safer space for gender related security discussions.
You must clearly highlight that all personnel, regardless of gender, have an important role to play when addressing
gender-based risks for their co-workers, international and national colleagues, their families and even society through
their interactions, engagements in line with the UN Charter. Use the briefing as an opportunity to remind personnel that
gender-based violence can be indiscriminate or targeted, potentially affecting any personnel.
The briefing should take the following into account:
• Identify human rights/fundamental rights violated by acts of gender-based violence for the country Provide
information on gender related human rights issues in the context, particularly pertaining to geographical area.
For example: extrajudicial extended detention of anti-Female Genital Mutilation (FGM) activists by State.
• Be cognizant of the impact of societal and cultural factors. Determine how your identified threats may be
impacted by society, culture, religion and education in the geographical area. For example, a female locally
recruited personnel on mission travelling with male colleagues may not be acceptable in some contexts.
• Outline the support structures detailed in your Aide Memoire
• Remind personnel to seek information regarding their own organizations’ incident response and re-enforce
that their organizations should have mechanisms to offer support.
• Reassure and reaffirm the UNSMS Gender Considerations in Security Management policy requirements
regarding confidentiality, respect and consent prior to reporting.
• Provide information on vulnerability analysis in context.
Identify how different profiles of personnel in terms of their gender, sexual orientation, sexual identity, sexual
expression and job profile, can expose them to gender-based threats. Examples may include:
o International personnel – Women – stereotyped because of media, perceived affluence,
perceived as having different ideas, beliefs and values than local patriarchal society; looked
upon negatively because they are not in their own countries playing the role of homemaker and
mother. Behaviour that may be deemed inappropriate, drinking, smoking etc.
o Locally recruited personnel – Women may face criticism for working for an International
organization, may be frowned upon for being seen in the company of International men,
perceived affluence, may face threats from the community for socializing with international
women; may not be able to carry out all their duties without family or community approval.
o International personnel relationships with local persons may be frowned upon and be
problematic from cultural, tribal and social perspectives in the community.
o Locally recruited personnel - Men Criticism from the community for working for International
organization or a female supervisor; promoting human and equal rights for all. Pressure from
50
community to behave in the local cultural context which may not be in accordance with the UN
Charter or organizations’ code of conduct.
o LGBTI personnel -; same sex marriage or relations not recognized or unlawful, resulting in
severe penalties including death sentences in some countries. In some context personnel may
be targeted for ‘hate crimes’ or violent ‘cures’.
• Provide details on effective security risk management measures.
• Identify opportunities for further discussion including groups that may be established at the duty station
where concerns can be raised and addressed or names of focal points if available.
Checklist: What should your security briefing include?
Identify incidents and gender-based security incidents for the location
Identify types of gender-based violence prevalent in the current environment
Outline the structures in place for physical, psychological and security support if there is an incident
both within the UN structures and beyond.
Outline the judicial process and or religious/social processes that may exist in the location
Remind personnel to seek information on their own organization incident response and re-enforce
that their organizations should have mechanisms to offer support.
Re-enforce support about confidentiality, respect and consent before any data is reported in UNSMS
databases.
Provide information on vulnerability analysis in the context.
Identify how different profiles of personnel both in terms of their gender, sexual orientation and or
job profile can expose them to gender-based threats.
Identify security risk management measures.
Identify opportunities for further discussion including groups that may be established at the duty
station where concerns can be raised and addressed or names of focal points if available.
Tips for developing a security briefing
• Ensure to use the appropriate inclusive terminology.
• Ask gender advisers, protection colleague from different organizations who may be able to guide you
on some of the information you may be lacking. Ask them to listen to your briefing and provide
feedback.
• Consider your audience and be prepared for remarks from them which may not be positive about the
subject. Remind them of the UN Charter and respect for others. Manage dynamics within the group
so that personnel will feel empowered and confident.
• Familiarize yourself with Annex B Key Terms and become conversant with gender terminology.
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10. Developing a Gender Sensitive and Responsive Travel Advisory
Travel advisories should also incorporate key gender considerations and relevant risk management measures. As
previously mentioned, not all personnel will do research on a country prior to assignment, and this is even more relevant
for personnel travelling on mission.
Examples could include:
• Country X continues to see a high incidence of gender-based violence. Often violent and opportunistic crime
patterns indicate a higher rate of targeting female and non-gender conforming affected persons in public spaces.
Consequently, we urge you to be particularly aware of your surroundings, travel only by registered taxis and if
possible be escorted by trusted companions.
• We continue to receive reports of harassing and threatening behaviours targeting trans women and men in
Country X. Whilst this rarely escalates to physical assault during day light hours, sexual assaults are more frequent
during night time hours. Consequently, we advise personnel to limit time in public areas alone during evening
hours.
• Whilst country X is generally known to provide safe entertainment areas, we are aware of reports of victims (based
on analysis) having their drinks spiked in a number of bars and nightclubs. Consequently, we advise personnel not
to leave drinks unattended or accept complimentary drinks from strangers.
• We have received reports of several persons
34
being attacked by taxi drivers during the evening hours, particularly
travelling to and from the airport. Consequently, try to arrange your flight arrival time for daytime hours. If this is
not possible, arrange alternative transportation to your hotel from the airport with your organization and/or travel
unit ahead of time.
• Personnel should be aware of high rates of violent armed robbery in country X, with perpetrators often sexually
assaulting victims during an attack.
• Country X continues to receive a high rate of incidents of homophobia, biphobia and transphobia in public settings.
Consequently, UN personnel need to maintain a high level of security awareness and consider travelling between
work and their hotel using registered taxis.
• There have been numerous reports of violence targeting people because of their sexual orientation, identity or
expression within Location X, particularly within the vicinity of XXXX (example: put in known LGBTI nightclub /
night life area). Should LGBTI personnel be socializing in this area, particularly during night time hours, we strongly
encourage personnel to be escorted from commercial premises into registered taxis and where possible, travel
with companions.
• Personnel should be aware that whilst country XXX has recently passed same-sex marriage rights, there continue
to be high rates of reported incidents of XXXX and general hostility towards LGBTI people.
• Personnel should be aware that consensual same-sex sexual activity in country XXX is a crime with penalties up to
and including XXXXXX. Consequently, be aware if sharing rooms and/or inviting visitors back to your hotel.
• UN personnel should be aware that country XX has the death penalty for same-sex relations, adultery, as well as
penalties for public displays of affection.
• UN personnel should be aware that there have been recent reports of violent incidents and/or extortion targeting,
in particular men meeting other men via the dating app XXXX. Caution is advised when using such apps when
travelling to XXXX.
• Whilst attitudes to the LGBTI community in country xx are generally relaxed, personnel should be aware that
consensual same-sex relations are illegal. Recently, there have been reported incidents of entrapment and
extortion scams targeting LGBTI people. Consequently, exercise a high degree of awareness in country xx, even
whilst socializing in perceived LGBTI safe areas.
34
Identify the exact group of persons targeted (ex. women, transgender, etc.) based on the contextualized threat assessment.
52
Be aware such disclosure may have safety implications for other personnel and programmes. It is important to ensure
that language used in security advisories is inclusive, respectful and non-discriminatory. The following table indicates
examples of appropriate language:
Security Advisory examples
Poor example
Better example
All female UN personnel to be
restricted from walking in area A
and B
All female UN personnel must have a buddy system or friend when walking
in area A and B during the following hours.
LGBTI personnel should not display
same sex relations in public areas
Due to the specific restrictive country laws surrounding same-sex
relationships, it is recommended that UN personnel refrain, where possible,
from public displays of same-sex relationships.
All female UN personnel on mission
must be accompanied at hotels by a
male escort
All female UN personnel travelling alone on mission are advised to stay at A,
B, C hotels which have been assessed for gender suitability. When staying at
D hotel please note, it is advised to be accompanied by a colleague (or
family member, as appropriate).
53
11. Training
The UNSMS is committed to ensuring gender inclusion in security training. It has recognised the importance of training
that mainstreams gender equality and inclusion considerations across the spectrum of security learning programmes. It
has also developed and identified specific gender courses. Additionally, in the IASMN, the Security Training Working
Group
35
continually evaluates the training needs and ensures the mainstreaming in all learning events. The following
courses are offered, and in some cases required:
• I Know Gender: is required for all UNSMS security personnel.
• Women’s Security Awareness Training (WSAT) is a non-mandatory course that may be recommended in some
contexts as an SRM measure.
11.1 Women’s Security Awareness Training (WSAT)
WSAT is a security awareness course that provides key security guidance as it relates to women. The WSAT
enhances the knowledge of the security policy framework regarding gender for UN female personnel, as well
as provides guidance and advice, with practical security-related response applications.
The course is delivered by certified women security personnel
36
with the associated knowledge, skills and
attitudes required for the planning and delivery of the WSAT course. Where available, UNSMS entities may
include other female specialists that are non-security personnel as subject matter experts, that may provide
support to the lead trainer for the delivery of specific modules related to their scope of work.
35
Notwithstanding individual UNSMS Organizations specific requirements
36
UNDSS Communique – UN Security Management System Interim Guidance for Women’s Security Awareness Training (WSAT) – 04 December
2018
UNSMS Gender Inclusion in Security Management Training
Gender
mainstreaming
in all new and
existing UNSMS
security
training courses
Women's
Security
Awareness
Training (WSAT)
54
To ensure quality security education, the UNSMS has identified the following core modules and learning objectives
for WSAT. The WSAT is a two-day course in which the following 8 core modules must be delivered and learning
objectives achieved:
No.
Core WSAT Modules
Learning Objectives
1
Introduction to security for
women
• Recognise the importance of WSAT in the UNSMS
• Identify course objectives and expectations
• Identify different personnel risk profiles
• Identify local threats to women
2
Safer travel and
commuting
• Recognise the importance of preparation prior to travel
• Apply key safety and security measures when travelling and
commuting
3
Responding to Sexual
Harassment
• Recognise the behaviors that constitute Sexual Harassment and the
locations in which it occurs
• Understand and choose appropriate response options
• Outline the organisations’ policy, procedures and roles and
responsibilities on Sexual Harassment
• Identify mechanisms of support available to respond and report Sexual
Harassment
4
Violence Against Women
• Describe the different manifestations of violence against women in the
local and cultural context
• Outline UNSMS policy, procedures and related support mechanisms
available within the UNSMS.
• Outline the organisations policy, procedure and related support
mechanisms.
• Understand response options when affected by an incident
• Recognise and identify how to support an affected person
5
Personal Security
Awareness
• Recognise the importance of developing increased personal security
awareness
• Identify, respond and reduce exposure and vulnerability to security
threats
• Apply various practical tips, tools and techniques to enhance
situational awareness
6
Safer accommodation
arrangements
• Outline considerations when selecting accommodation or living
arrangements
• Outline organisational policy or procedures related to personnel
accommodation with specific focus on women
• Identify, respond and reduce your exposure and vulnerability in
various living arrangements
7
Coping in captivity
• Recognise the likelihood of movement restriction incidents in the
environmental context
• Outline hostage survival or restricted movement challenges, coping
mechanisms and self-care options for women
• Describe the UNSMS relevant policies and support mechanisms
8
Communicating under
stress
• Identify communication challenges for women in stressful
environments/contexts
• Explain the impact of stress on communication and active listening
55
• Select and apply various practical tips, tools and techniques for verbal
conflict resolution
9
Stress Management
• Define types of stress and understand how stress affects personal
security
• Identify internal and external stress factors that can impact you at
different levels
• Identify your main coping and resilience mechanisms, and develop an
individual self-care plan
• Request or make changes to your environment to reduce stress
10
Self-Protection
• Recognize the linkage between personal security awareness and self-
protection
• Recognise your vulnerable points and your body’s reaction
• Use your body for self-protection and to break away from an attack
11.2 Women’s Security Awareness Training – Training of Trainers (WSAT TOT)
The WSAT ToT is a five day course developed to provide UN women security personnel with the associated knowledge,
skills and attitudes required for the planning and delivery of the WSAT course. Where available UNSMS entities may
nominate specialists that are non-security personnel as subject matter experts, who once trained may provide support
to the lead security trainer for the delivery of specific modules related to their scope of work (e.g. counsellors, HR).
WSAT TOT courses are organized and facilitated by the Inter-Agency WSAT Coordination Group. Organisations or
locations who wish to identify a need for the delivery of a WSAT TOT must liaise with their respective WSAT Focal Point
who will flag delivery needs on behalf of the organization or locations to the WSAT Coordination Group.
11.3 Self-Protection
Self-Defence/Self-Protection training courses aim to equip individuals with enhanced prevention and response skills in
the event of a GBV incidents. Self-Protection is to be delivered by a subject matter expert who is certified in a civilian
self-protection programme. While not being a standard training offered by the UNSMS, appropriate experts can be
brought in at the discretion of UNSMS organisations.
56
12. Security Implications of Sexual Harassment and Sexual Exploitation and
Abuse
Sexual Harassment and Sexual Exploitation and Abuse (SEA) are important issues for the UN which have security
implications. The safety and security of UN personnel is a primary responsibility of the Host Country UNSMS. Security
personnel need to understand clearly what the implications are of each and the differences between them. In addition
to their general responsibilities as personnel and/or managers, security personnel must also understand the potential
implications for security that derive from each type of incident. The following sections summarise key issues related to
Sexual Harassment and SEA; however, personnel should consult their respective organizational policy for the most up-
to-date and accurate information.
Sexual Harassment
What is Sexual Harassment?
Sexual harassment is any unwelcome conduct of a sexual nature that might reasonably be expected or be perceived to
cause offence or humiliation, when such conduct interferes with work, is made a condition of employment or creates
an intimidating, hostile or offensive work environment. Sexual harassment may occur in the workplace or in connection
with work. While typically involving a pattern of conduct, sexual harassment may take the form of a single incident. In
assessing the reasonableness of expectations or perceptions, the perspective of the person who is the target of the
conduct shall be considered.
Sexual Harassment Manifestations
Sexual harassment is the manifestation of a culture of discrimination and privilege based on unequal gender relations
and other power dynamics. Sexual harassment may involve any conduct of a verbal, nonverbal or physical nature,
including written and electronic communications. Sexual harassment may occur between persons of the same or
different genders, and individuals of any gender can be either the targets or the perpetrators.
Sexual harassment may occur outside the workplace and outside working hours, including during official travel or social
functions related to work. Sexual harassment may be perpetrated by any colleague, including a supervisor, a peer or a
subordinate. A perpetrator’s status as a supervisor or a senior official may be treated as an aggravating circumstance.
Sexual harassment can take a variety of forms – from looks and words though to physical contact of a sexual nature.
Examples of sexual harassment (non-exhaustive list) include:
• Attempted or actual sexual assault
• Sharing or displaying sexually inappropriate images or videos in any format;
• Sending sexually suggestive communications in any format
• Sharing sexual or lewd anecdotes or jokes
• Making inappropriate sexual gestures, such as pelvic thrusts
• Unwelcome touching, including pinching, patting, rubbing, or purposefully brushing up against another person
• Staring in a sexually suggestive manner
• Repeatedly asking a person for dates or asking for sex
• Rating a person’s sexuality
• Making sexual comments about appearance, clothing, or body parts
• Name-calling or using slurs with a gender/sexual connotation,
• Making derogatory or demeaning comments about someone's sexual orientation or gender identity
57
The fact that a person may not explicitly object to the conduct does not mean that they accept it.
Security personnel should consider who may be affected by sexual harassment and understand security’s role. UN
personnel may report sexual harassment in the workplace as a security incident because they are unsure where else to
turn to or they feel in immediate danger. The nature of sexual harassment and the environments in which it takes place
may require security personnel to provide advice and support regarding safety and security implications and possible
retaliation to affected person/s.
UN personnel, including security personnel, are required to take the mandatory online training related to sexual
harassment which is available on respective UN training platforms.
All security personnel must be familiar with their respective organizational policies and guidance for prevention and
response, be prepared to contact respective organisations and also have an understanding of other organizations
policies and procedures.
Actions that security personnel should take
The role of security personnel if a case of sexual harassment in the workplace is reported to them will depend on
whether they are the supervisor of the affected person, whether the incident is related to the workplace, or if the
individual is seeking guidance on the actions they can take, for example seeking a place of safety.
If the security person is the supervisor, their respective organization’s policies and procedures for managing and
responding to incidents of sexual harassment apply. If the affected person is from a different organization, advise them
to consult the procedures within their organization. If the affected person does not know how to do this, they should
contact their head of office, staff counselor, ethics office, etc. as appropriate.
If the incident is related to Sexual Harassment in the workplace, you should refer to your own organisation’s policy and
procedures.
All UN Secretariat security personnel for whom ST/SGB/2019/8 is applicable must report cases of sexual harassment,
including sexual assault involving their personnel, to the responsible official,
37
with a copy to the relevant investigative
body, or to the investigative body.
It is recommended that security personnel make a note for their own records of their security-related actions taken in
case they are contacted at a later stage in regard to the issue.
37
The relevant responsible officials are identified in ST/AI/2007/1: “Unsatisfactory conduct, investigations and the
disciplinary process”. In most cases, the responsible official is the head of Department or office of the staff
member, or the Secretary-General for misconduct on the part of ASGs and USGs.
UN Sexual Harassment Resources
• Towards an end to sexual harassment: the urgency and nature of change in the era of #metoo, UN Women
• What will it take? Promoting cultural change to end sexual harassment, UN Women
•
• UNSMS organizations have specific internal policies and guidance related to the management of sexual
harassment in the workplace. Please refer to these internal rules. For Secretariat personnel, please refer to
ST/SGB/2019/8 Addressing discrimination, harassment, including sexual harassment, and abuse of authority
• For
58
Many UN organizations have “HELPLINES” available to provide guidance with respect to their organization’s procedures
for responding to, providing support on sexual harassment in the workplace. UN personnel should check with their HR
office, head of office or organization’s internal websites.
Prevention of Sexual Exploitation and Abuse
Sexual exploitation means actual or attempted abuse of a position of vulnerability, differential power, or trust, for
sexual purposes, including, but not limited to, profiting monetarily, socially or politically from the sexual exploitation of
another. Sexual abuse means the actual or threatened physical intrusion of a sexual nature, whether by force or under
unequal or coercive conditions.
Sexual exploitation and abuse constitutes misconduct in the discharge of the functions of all UN Personnel (civilian,
military or police) towards beneficiaries of assistance which includes the local population. It includes any exchange of
money, employment, goods, services or assistance for sex, including sexual favors or other forms of humiliating,
degrading or exploitative behavior, as any sexual relationships between United Nations personnel and beneficiaries of
assistance is based on inherently unequal power dynamics.
Sexual exploitation and abuse is unacceptable behavior and misconduct for all UN personnel. It can lead to additional
risk to UN personnel as well as damage the reputation of the UN.
Conduct or behaviour of a sexual nature is considered SEA when this conduct or behavior amounts to either sexual
exploitation or sexual abuse as defined in organizational policies (for example: ST/SGB/2003/13).
If UN personnel develop concerns or suspicions regarding either sexual exploitation or sexual abuse by other UN
personnel regardless of the organization, the individual has the responsibility to report as detailed within respective
entities policies and procedures. Many organizations have their own reporting mechanisms for SEA. Security personnel
should be fully cognizant of their respective procedures.
SEA policies may also cover third parties, security personnel should be aware of safeguards and procedures in relation
to implementing partners and third-party contracts (e.g. private security).
SH in workplace?
Affected person/s
supervisor?
Refer to your organisations
policies and procedures in
your response.
Continue to provide gender
responsive affected person
centric security support
Not affected person/s
supervisor
Ask affected person/s to
refer to their own
organisations policies and
procedures. If they are
unsure advise them to
contact their HoO, staff
counsellor or ethics office
Security personnel must
report according to their
applicable legal framework
Continue to provide gender
responsive affected person
centric security support
SH as a security threat
outside workplace?
Follow gender responsive
security response outlined in
Annex A
Consider SRM, security plans
and all security related
processes
59
UN PSEA Resources
• https://www.un.org/preventing-sexual-exploitation-and-abuse/content/policies
60
ANNEX A: Immediate Response to Gender-Based Security Incidents
A. PURPOSE
1. This document provides guidance and input for United Nations Security Management System (UNSMS)
security personnel
38
with regard to gender-based incidents impacting any United Nations personnel
39
hereafter termed “affected persons” and supports the Gender Considerations in Security Management policy.
It is not intended to replace the role of a critical incident staff counsellor in any way; rather, it is intended to
facilitate the following:
1.1 Access to safety - If chosen, create a safe space for affected persons.
1.2 Access to physical health care – Inform affected persons of the importance of accessing health
care as soon as possible, no later than 72 hours, and if chosen, facilitate getting the affected
persons to medical care.
1.3 Access to psychological support - If chosen, facilitate a connection to staff counselling.
1.4 Access to legal and/or justice systems if such support exists in the relevant location. If available
and chosen, refer affected persons to resource as outlined in the Aide Memoire.
1.5 Access to additional resources as available both within the UNSMS and within the country of
operation.
B. APPLICABILITY
2. This document applies to all UNSMS security personnel involved in response activities to gender-based
incidents at all United Nations duty stations. All security personnel should familiarize themselves with this
document and be prepared to execute the procedures herein, in accordance with the Framework of
Accountability for the United Nations Security Management System (“Framework of Accountability”).
C. RATIONALE
3. Prior to the development of this document, there were no clearly established procedures for providing the
immediate response for gender-based security incidents. This document was therefore created to clarify
responsibilities and procedures for UNSMS security personnel in the event of a gender-based incident
involving United Nations personnel. It is not intended to replace but rather compliment individual
organisations’ procedures.
D. GUIDELINES
38
For the purposes of this guidance, “security personnel” refers to all persons with a dedicated security function or role and may include a Security
Focal Point or agency-determined designee who may be carrying out this role in locations where this is not a designated SFP.
39
Refer to UNSMS Security Policy Manual, Chapter IV, Section M: ”Gender Considerations in Security Management”.
61
4. Security personnel within the UNSMS will respond to a gender-based security incident if requested by or on
behalf of the affected persons or if the security personnel deem it necessary to intercede. Security personnel
may only intervene at their discretion should they assess there is an imminent threat to life or the affected
persons have been directly impacted or are unable to act due to being incapacitated and others that may be
at subsequent risk. The affected persons is not obliged to report gender-based security incidents to security
personnel, and therefore assistance will only be provided if accepted by the affected persons. Notably, no
action should be taken without the expressed permission of the affected persons, if and when appropriate.
5. All aspects of this document should be carried out with adherence to the following principles, to the best of
the ability of the security personnel providing assistance:
5.1 Safe Environment: Safety of the affected persons
40
must be ensured at all times.
5.2 Confidentiality and Consent: Information from the affected persons must only be shared after
obtaining the affected persons explicit consent and only with the actors involved in providing
follow on support service. Data collection must be anonymous and written information in securely
locked files. Interpreters if needed should sign a confidentiality agreement.
5.3 Respect: The dignity and autonomy of the affected persons must be respected. Extreme care
must be taken when discussing sensitive topics, use appropriate personnel for providing follow-
on support and to inform about options for assistance. Affected persons should not be pressed
to disclose information regarding the incident. The options for assistance should be clearly
described.
5.4 Non-Discrimination: The above principles apply regardless of the affected persons age, gender,
religion, sexual orientation, nationality, ethnicity etc.
6. The assistance provided by UNSMS security personnel can be divided into two distinct categories:
6.1 Creating a safe space for the affected persons and;
6.2 Referring the affected persons to defined resources for further assistance.
7. Creating a safe space for the affected persons:
7.1 Emphasize that your immediate priority is to get the affected persons to safety. Inform the
affected person that the UNSMS has procedures and resources for providing assistance. Although
you will maintain strict confidentiality, explain that you will need to obtain the affected persons
name and location in order to provide immediate assistance.
40
For the purpose of this document, “affected individual(s)” may include person(s) directly impacted by the incident, family members, colleagues, etc.
62
7.2 Take a moment to tell the affected persons that the incident is not the affected persons fault and
validate that you are there to provide security assistance. If affected persons are despondent,
ensure them that not only are you going to assist with getting them to safety but that you will
connect them with someone they can talk to get through this difficult time should they require.
7.3 Based on the location of the affected persons, determine if you will be able to provide in-person
assistance or if you will need to contact an appropriate alternate who can get to the affected
persons more quickly on your behalf. Objectively assess whether or not the affected persons is
with a person they can trust. The aim is to address the needs of the affected persons as soon as
possible.
7.4 Determine whether the affected persons remain at risk in the current physical location. If so, with
the consent of the affected persons, arrange for a secure transfer to a safer location i.e. home if
safe, or a temporary shelter (hotel, friend’s house, medical facility etc). Use judgment of what
makes sense in the local environment and particular situation. If there is no secure location within
country, and you have the consent of the affected persons, work with them to determine where
they would feel most comfortable until you are able to escalate to the respective headquarters
(If the affected persons agree, in order for an appropriate medical evacuation or relocation to be
implemented).
7.5 When assessing safety and shelter of the affected persons, consider the perpetrator’s potential
access to the affected persons or others at risk.
7.5.1 Does the perpetrator live with the affected persons?
7.5.2 Does the perpetrator work with the affected persons? If so, and with the consent of
the affected persons, suggest working with human resources of the employing
organization and/or other management to identify a solution.
7.5.3 Will the perpetrator have access to the affected person when moving around? Your
focus should be identifying potential risks so that their organization or other support
mechanisms can implement recommendations to ensure they are safe.
7.6 Consider backlash from the community or the perpetrator (this is likely dependent on local
customs and context of the incident).
7.7 Consider response by the host country authorities (this may be based on local laws and customs).
8. Referring the affected persons to defined resources for further assistance:
63
8.1 Resources to address gender-related security incidents, such as the nearest qualified medical
provider, must be clearly defined in the Aide Memoire – immediate response to gender-based
security incidents, updated regularly, and known to the security personnel at all times.
8.2 Physical Recovery: If the affected persons agree to receive medical assistance, consider access
and availability, with specific attention to the following:
8.2.1 The affected persons should be fully informed of the Post-Exposure Prophylaxis (PEP)
protocol in place for the duty station.
8.2.2 Security personnel are reminded to ensure that they have the latest information related
to the PEP Protocol documented within the country-specific Aide Memoire.
8.2.3 When providing guidance on access to medical care, consider local laws and issues of
access and availability of supplies. When the affected person requires prescribed
medication, even when the need is unrelated to the incident, consideration must be
given to prevent interruption of the treatment.
8.3 Psychological Recovery: If the affected person agrees to receive psychosocial assistance, consider
access and availability. Identify if this type of service is available and acceptable in the given
environment at least for immediate care. If not available refer to Critical Incident Stress
Management Unit (CISMU) or the agency-defined specialist.
8.4 Legal System/Justice: Provide specific details on access to and actions that will be taken by the
host Government. Consider host-country laws and culture. When discussing the process with the
affected persons, provide clear and objective information without providing your own opinion.
Be able to explain the process involved should the affected person decide to move forward with
the complaint. Legal expertise within the United Nations should be sought when drafting the Aide
Memoire. Should the affected persons wish to consult on the matter with a legal expert, all
reasonable effort should be undertaken to facilitate this support.
8.5 Ensure affected persons are aware that they may have to contact their respective organisations
for support, including but not limited to, human resources, administrative and operational
support.
E. REFERENCES
UNSMS Security Policy Manual, Chapter II, Section B: “Framework of Accountability for the United Nations Security
Management System”.
UNSMS Security Policy Manual, Chapter III: “Applicability of United Nations Security Management System”.
UNSMS Security Policy Manual, Chapter VI, Section M: “Gender Considerations in Security Management”.
64
ANNEX B: Aide Memoire Template: Immediate Response to Gender-Based Security
Incidents
Fill in relevant information for your location and update once per year or as required.
COUNTRY
AUTHOR
DATE REVISED
SECURITY PROCEDURES
Find a Secure Location(s)
Determine if the affected persons remain at risk in the current
physical location. If so, with the consent of the affected
persons, arrange for secure transfer of the affected persons to
a safer location i.e. home if safe, or a temporary shelter.
Secure locations within and/or outside the country
(add as applicable.)
Be Aware of Local Laws and Customs
Research the local laws related to gender-based
incidents and make notes here:
RESOURCES FOR REFERRAL
Physical Recovery
Confirm that the PEP Protocol is in place in your location and
document specific providers.
If the affected persons wish to receive medical assistance, refer
them to UN approved clinic or nearest qualified medical
provider.
If access to a qualified medical provider is not feasible within
country, the affected persons should be encouraged to inform
someone from the respective agency to discuss possible
medical evacuation.
United Nations approved clinics or nearest qualified
medical providers:
Psychological Recovery
United Nations approved psychosocial support:
65
If the affected person agrees to receive psychosocial
assistance, consider access and availability. Determine what
specific agency support will be provided.
Legal System/Justice
Consider host-country laws and culture. When discussing the
process with the affected person, provide clear and objective
information without providing your own opinion. Be able to
fully explain the process involved should the affected person
decide to move forward with the complaint. Seek or refer to
legal expertise, as required and appropriate.
Provide specific details on access to and actions that
will be taken by host government security services,
and document contact information:
66
ANNEX C: Glossary of Terms
Key Explanations
Persons of diverse sex,
sexual orientation and
gender identity
Umbrella term for all people whose sex, sexual orientation or gender identity places them
outside the mainstream, and people whose gender identity does not correspond with the
sex they were assigned at birth
41
.
LGBTI
An acronym for lesbian, gay, bisexual, transgender and intersex persons that is also used as
shorthand for “persons of diverse sex, sexual orientation and gender identity.” Among other
variations, sometimes intersex is not included and the acronym is LGBT; sometimes “queer”
or “questioning” is included and the acronym is LGBTQ or LGBTIQ; and sometimes “ally,” “a
romantic” or “asexual” is included, and the acronym is “LGBTQA” or “LGBTIQA.”
42
SSOGI
An acronym for sex, sexual orientation and gender identity
43
.
Sexual Orientation
Sexual Orientation
Each person’s capacity for profound emotional, affectional or sexual attraction to, and
intimate and sexual relations with, individuals of a different gender, or the same gender or
more than one gender
44
.
Heterosexual
An adjective that describes persons who’s enduring romantic, emotional and/or physical
attraction is to person(s) of a different sex or gender (also referred to as “straight”)
45
.
Homosexual
An adjective that describes persons who’s enduring romantic, emotional and/or physical
attraction is to person(s) of the same sex or gender (also referred to as “gay”). Note that, in
English, many people consider homosexual an out-dated clinical term that should be
avoided
46
.
Bisexual
An adjective that describes people who have the capacity for romantic, emotional and/or
physical attraction to person(s) of the same sex or gender, as well to person(s) of a different
sex or gender. Note the term “pansexual” describes individuals who have the capacity for
attraction to persons of all gender identities
47
.
Asexual
A person who may experience romantic or emotional attraction, but generally does not
experience sexual attraction to anyone
48
.
Gay
An adjective used to describe a man whose enduring romantic, emotional and/or physical
attraction is to other men. The term can also be used to describe women who are attracted
to other women
49
.
Lesbian
A woman whose enduring romantic, emotional and/or physical attraction is to other
women
50
.
Queer
Traditionally a negative term, queer has been re-appropriated by some LGBTI people to
describe themselves. It is considered inclusive of a wide range of sexual orientations and
gender identities
51
.
41
Annex I to the UN Globe Recommendations: Terminology Guidance, “persons of diverse sex, sexual orientation and gender identity”, UN Globe
42
Annex I to the UN Globe Recommendations: Terminology Guidance, “LGBTI”, UN Globe
43
Annex I to the UN Globe Recommendations: Terminology Guidance, “SSOGI”, UN Globe
44
Yogyakarta Principles (2006), “sexual orientation”
45
Annex I to the UN Globe Recommendations; Terminology Guidance, “heterosexual”, UN Globe
46
Annex I to the UN Globe Recommendations; Terminology Guidance, “homosexual”, UN Globe
47
Annex I to the UN Globe Recommendations; Terminology Guidance, “bisexual”, Un Globe
48
Annex I to the UN Globe Recommendations: Terminology Guidance, “asexual,” UN Globe
49
Annex I to the UN Globe Recommendations: Terminology Guidance, “Gay”, UN Globe
50
Annex I to the UN Globe Recommendations; Terminology Guidance, “lesbian”, UN Globe
51
Annex I to the UN Globe Recommendations; Terminology Guidance, “queer”, UN Globe
67
Same-Gender Loving
(SGL)
A phrase used in queer communities of color as an alternative to LGB. It was coined by
activist Cleo Manago to better reflect the culture and experiences of persons of African
descent
52
.
“Family”
A colloquial term used to identify other LGBTI people, e.g. “that person is family
53
.”
Ally
a heterosexual, cisgender [see definition above] person who supports LGBTI persons
54
.
“Ex-Gay”
A person who once identified as gay but does not any longer. Many went through
“reparative therapy” or “transformation ministries,” programmes which claim to “cure”
same-sex attraction
55
.
Sex
The classification of a person as female, male or intersex. Infants are usually assigned a sex
at birth based on the appearance of their external anatomy. A person’s sex is a combination
of bodily characteristics, including their chromosomes (typically XY chromosome = male, XX
chromosome = female), their reproductive organs and their secondary sex characteristics
56
.
Intersex
A person with bodily variations in relation to culturally established standards of maleness
and femaleness, including variations at the level of chromosomes, genitalia or secondary
sex characteristics. Intersex is sometimes termed “differences in sex development.”
“Intersex” is preferred over the out-dated term “hermaphrodite.” Intersex persons are likely
to be assigned a sex of male or female at birth. Intersex people may grow to identify
themselves with the gender corresponding to the sex they were assigned at birth, or with a
different gender.
Intersex children may undergo surgery to make their bodies conform to expectations of a
male or female body. Surgical interventions carried out on children by definition cannot be
premised upon informed consent. In the majority of cases, there is not a medical need for
the surgery beyond the perceived need to bring the child’s body into line with expectations
of a typical male or female body. Such surgeries are generally irreversible and cause a wide
range of severe, negative physical and psychological health effects. For these reasons,
surgery is increasingly controversial and viewed by many as a violation of human rights. In
addition to intersex advocacy organizations, a number of other bodies have called for an
end to the practice, including the Committee on the Rights of the Child, the Committee
Against Torture and the special procedures mandate holders on the right to health and on
torture
57
.
Gender Identity
Gender
Refers to the roles, behaviours, activities, and attributes that a given society at a given time
considers appropriate for an individual, including the relationships that the individual
establishes and maintains. Gender refers to the attributes, opportunities and relationships
associated with being male and female including lesbian, gay, bisexual, transgendered and
inter sex (LGBTI) individuals. These roles, behaviours and attributes are context and time
specific and changeable over time as what is expected, allowed and valued by a given society
is dynamic due to changing social factors
58
.
Gender Identity
Each person’s deeply felt internal and individual experience of gender, which may or may
not correspond with the sex assigned at bird, including the personal sense of body (which
may involve, if freely chosen, modification of bodily appearance or function by medical,
52
Annex I to the UN Globe Recommendations; Terminology Guidance, “SGL”, UN Globe
53
Annex I to the UN Globe Recommendations; Terminology Guidance, “family”, International Organization for Migration
54
Annex I to the UN Globe Recommendations; Terminology Guidance, “Ally”, UN Globe
55
Annex I to the UN Globe Recommendations; Terminology Guidance, “ex-gay”, International Organization for Migration
56
Annex I to the UN Globe Recommendations; Terminology Guidance, “sex”, UN Globe
57
Annex I to the UN Globe Recommendations; Terminology Guidance, “intersex”, UN Globe
58
Adapted from UN Women: Gender Equality Glossary, “gender,” UN Women Training Centre
68
surgical or other means) and other expressions of gender, including dress, speech and
mannerisms
59
..
Gender
Expression/Presentation
The external manifestation of one’s gender identity expressed through one’s name,
pronouns, “masculine,” “feminine” or gender-variant behaviour, clothing, haircut, voice or
bodily characteristics. Society identifies these cues as masculine and feminine, although
what is considered masculine and feminine changes over time and varies by culture.
Transgender people may seek to make their gender expression match their gender identity
rather than the sex they were assigned birth
60
.
The Gender Binary
The classification of gender into two distinct, opposite forms of masculine and feminine. As
our understanding of gender evolves, it becomes increasingly clear that gender is a
spectrum and the binary fails to capture the nuances of lived gender experiences
61
.
Masculinity/Femininity:
Possession of the qualities associated with men and women, or maleness and femaleness,
in a particular society at a particular time
62
.
Transgender
Umbrella term used by people whose gender identity and, in some cases, gender
expression, differs from what is typically associated with the sex they were assigned at birth,
including those whose assigned sex is different from their gender identity and people whose
gender identity is neither male nor female as traditionally defined. “Transgender” is
preferred over “transsexual,” as it encompasses transsexual and other gender identities
63
.
Transsexual
An older term that is still preferred by some people whose gender identity differs from their
assigned sex. Transsexual persons may take measures to physically alter their bodies
through medical interventions, including through hormones, implants and surgery.
64
Cisgender
Describes a person whose gender identity, gender expression and sex align
65
.
Genderqueer/Third
Gender/Non-binary
A blanket term used to describe people whose gender identity falls outside the male-female
binary; can also describe persons who identify as both male and female (bigender), don’t
identify with any gender (agender) or identify as a mix of different genders (e.g. male,
female and agender on different days)
66
.
Cross-Dresser
While anyone may wear clothes associated with a different sex or gender, the term cross-
dresser is typically used to refer to heterosexual men who occasionally wear clothes,
makeup and accessories culturally associated with women. This term is preferred over
“transvestite
67
.”
Drag
Refers to men dressing as women, or vice versa, for the purposes of performance or
entertainment
68
.
Transition
The process of changing one’s external gender presentation in order to be more in line with
one’s gender identity. This is a complex process that typically occurs over a long period of
time. Transition includes some or all of the following personal, medical and legal steps:
telling one's family, friends and co-workers, using a different name and new pronouns,
dressing differently, changing one's name and/or sex on legal documents, hormone therapy
59
Yogyakarta Principles (2006), “gender identity”
60
Annex I to the UN Globe Recommendations: Terminology Guidance, “gender expression/presentation,” UN Globe
61
Annex I to the UN Globe Recommendations: Terminology Guidance, “the gender binary,” UN Globe
62
Annex I to the UN Globe Recommendations: Terminology Guidance, “masculinity/femininity,” UN Globe
63
Annex I to the UN Globe Recommendations: Terminology Guidance, “transgender,” UN Globe
64
Annex I to the UN Globe Recommendations: Terminology Guidance, “transsexual,” UN Globe
65
Annex I to the UN Globe Recommendations: Terminology Guidance, “cisgender,” UN Globe
66
Annex I to the UN Globe Recommendations: Terminology Guidance, “genderqueer/third gender/non-binary,” UN Globe
67
Annex I to the UN Globe Recommendations: Terminology Guidance, “cross-dresser,” UN Globe
68
Annex I to the UN Globe Recommendations: Terminology Guidance, “drag,” UN Globe
69
and possibly (though not always) one or more types of surgery. The steps involved in
transition vary from person to person
69
.
Gender
Confirmation/Affirming
Surgery (previously Sex
Reassignment Surgery
(SRS))
Gender confirmation, or gender affirming, surgery refers to surgical interventions that may
be one part of transition. Not all transgender people choose, have access to or can afford
surgery. “Gender confirmation” or “gender affirming” is preferred over “sex reassignment
surgery” or “sex change operation.” The terms “pre-operative” (or pre-op) and “post-
operative” (or post-op) should also be avoided
70
.
Gender Dysphoria
A diagnosis contained in the fifth edition of the American Psychiatric Association’s
Diagnostic and Statistical Manual of Mental Disorders (DSM-V). It refers to a feeling of
disconnect from or discomfort with one’s sex as assigned at birth. It replaced the out-dated
diagnosis “gender identity disorder.” The need for a psychiatric diagnosis for transgender
persons to undergo elements of transition such as surgery remains controversial
71
.
Addressing Transgender
Individuals
When referring to transgender people, use their preferred pronoun or, where no such
preference is expressed, the pronoun that is consistent with their gender expression or
presentation
72
.
MTF/FTM
Some transgender women may refer to themselves as M to F or MTF (male-to-female)
transgender. Some transgender men may refer to themselves as F to M or FTM (female-to-
male) transgender
73
.
Personal Pronouns
A pronoun is a word that refers to either the person talking (I or you) or someone or
something being talked about (she, he, it, them or this). Transgender people face difficulty
when the pronoun with which they identify does not match the sex they were assigned at
birth or others’ perception of their gender identity. For example, a transgender woman may
be called “he” by people who are unaware she identifies as female and prefers the pronoun
“she,” people who are confused by her gender identity or people who are deliberately trying
to hurt her.
Commonly used gender-neutral pronouns in English are they, them and theirs. Less
commonly used are ze, hir and hirs (pronounced zee, here and heres). For example, “Caleb
really likes their new bike. It’s a great fit and they saved up to buy it themselves!” or “Linh
prefers to make hir food by hirself, but ze is always happy to share hir meal.” Some
languages don’t require pronouns to indicate gender or have a gender-neutral option,
including Japanese, Swahili, Swedish and Turkish. Sweden has added to their language the
gender-neutral pronoun “hen” to complement “han” (he) and “hon” (she). Other languages
don’t mark gender at all, including Armenian, Finnish, Hungarian, Persian and Yoruba
74
.
Personal Development
Coming out
A lifelong process of self-acceptance. People may acknowledge their identity first to
themselves and then share it with others. Publicly identifying one’s identity may or may not
be part of coming out, and the concept of coming out is not specific to every culture
75
.
Outed/Public Outing
Describes an individual’s sex, sexual orientation or gender identity being made public
against their will or without their knowledge, often for malicious purposes
76
.
Questioning
People who are uncertain of their sex, sexual orientation or gender identity
77
.
69
Annex I to the UN Globe Recommendations: Terminology Guidance, “transition,” UN Globe
70
Annex I to the UN Globe Recommendations: Terminology Guidance, “gender confirmation/affirming surgery,” UN Globe
71
Annex I to the UN Globe Recommendations: Terminology Guidance, “gender dysphoria,” UN Globe
72
Annex I to the UN Globe Recommendations: Terminology Guidance, “addressing transgender individuals,” UN Globe
73
Annex I to the UN Globe Recommendations: Terminology Guidance, “MTF/FTM,” UN Globe
74
Annex I to the UN Globe Recommendations: Terminology Guidance, “personal pronouns,” UN Globe
75
Annex I to the UN Globe Recommendations: Terminology Guidance, “coming out,” UN Globe
76
Annex I to the UN Globe Recommendations: Terminology Guidance, “outed/public outing,” UN Globe
77
Annex I to the UN Globe Recommendations: Terminology Guidance, “questioning,” UN Globe
70
Legal Issues
Sodomy Laws
Laws that prohibit adult, consensual, private, non-commercial anal sex. While sodomy laws
may also prohibit anal sex between a man and a woman, they are typically
disproportionately applied against persons of diverse sexual orientations and gender
identities who engage in same-sex sexual acts.
78
Laws of General
Application
Laws that are not specifically targeted towards LGBTI persons but may be used
disproportionately against them as a way to police the expression of identities that differ
from the mainstream. These may include public debauchery, public morality, public order
or impersonation laws
79
.
Civil Union
Formal recognition of committed same-sex relationships. In some countries, civil unions
confer many, but not all, of the same rights, benefits and privileges enjoyed by different-sex
marriages, including in relation to the payment of taxes, social security benefits, estate
planning or medical decisions
80
.
Prejudice
Homophobia, Biphobia
or Transphobia
Fear or hatred of gay or lesbian people, of homosexuality, of bisexuality or of transgender
individuals. May manifest in exclusion, discrimination or violence
81
.
Heterosexism
Promoting heterosexuality as superior or assuming that all people are heterosexual. Gay
Bashing: Verbal or physical violence against someone who is or who is perceived to be
LGBTI
82
.
Sexual and Gender-
Based Violence
Any act of violence that targets individuals or groups on the basis of their sex or gender. It
includes acts that inflict physical, sexual or psychological harm or suffering, the threats of
such acts, coercion or arbitrary deprivation of liberty, whether occurring in public or private
life. Gender-based violence encompasses violence directed against people because of how
they experience and express their gender and sexual orientation
83
.
Other Terms
Perception
In this context, refers to the act of viewing others in relation to their sex, sexual orientation,
gender identity or gender expression. This is often based on stereotypes and may be done
in an unconscious manner
84
.
Women Who Have Sex
with Women (WSW)
A term used to categorize females who engage in sexual activity with other females,
regardless of how they identify themselves.
85
Men Who Have Sex with
Men (MSM)
A term used to categorize males who engage in sexual activity with other males, regardless
of how they identify themselves
86
.
Third Gender/Third Sex
The term third gender is in some contexts used in relation to a gender identity that describes
someone who considers themselves, or is considered, neither male nor female by societal
definition; in other contexts it is used to describe individuals whose gender identity does
not match the sex they were assigned at birth
87
.
Kathoey/katoey
A term used in Thailand to describe a male-bodied person who has a female gender
identity
88
.
78
Annex I to the UN Globe Recommendations: Terminology Guidance, “sodomy laws,” UN Globe
79
Annex I to the UN Globe Recommendations: Terminology Guidance, “laws of general application,” UN Globe
80
Annex I to the UN Globe Recommendations: Terminology Guidance, “civil union,” UN Globe
81
Annex I to the UN Globe Recommendations: Terminology Guidance, “homophobia, biphobia or transphobia,” UN Globe
82
Annex I to the UN Globe Recommendations: Terminology Guidance, “heterosexism,” UN Globe
83
Annex I to the UN Globe Recommendations: Terminology Guidance, “sexual and gender based violence,” UN Globe
84
Annex I to the UN Globe Recommendations: Terminology Guidance, “perception,” UN Globe
85
Annex I to the UN Globe Recommendations: Terminology Guidance, “women who have sex with women (WSW,” UN Globe
86
Annex I to the UN Globe Recommendations: Terminology Guidance, “Men who have sex with men (MSM),” UN Globe
87
Annex I to the UN Globe Recommendations: Terminology Guidance, “third gender/third sex,” UN Globe
88
Annex I to the UN Globe Recommendations: Terminology Guidance, “kathoey/katoey,” UN Globe
71
Hijra
A broad term used in South Asia (particularly in India), which sometimes refers to individuals
who identify as neither male nor female, and in other contexts to male-bodied individuals
with a female gender identity. Also referred to as khawaja sara and zenana in Pakistan and
northern India
89
.
Fa’afafine
A third-gender people of Samoa and the Samoan diaspora
90
.
Sworn virgin
Specific to northern Albania, this term describes female-bodied individuals who have the
gender presentation and/or identity of male and take a sworn vow of celibacy
91
.
Two-Spirit
Definition varies among Native American cultures. A two-spirited person may be considered
as and fulfil the roles assigned to both male and female sexes, or may fulfil the role of a sex
that differs from the one they were assigned at birth. They are often revered
92
.
The definitions contained in this glossary were drawn from or informed by, among others, the International Commission
of Jurists (ICJ), Yogyakarta Principles, March 2007, available at: www.yogyakartaprinciples.org and the GLAAD Media
Reference Guide - 9th Edition, available at: http://www.glaad.org/reference as adapted by UNHCR/IOM for their
modules on Working with LGBTI persons in forced displacement.
89
Annex I to the UN Globe Recommendations: Terminology Guidance, “fa’afafine,” UN Globe
90
Annex I to the UN Globe Recommendations: Terminology Guidance, “sworn virgin,” UN Globe
91
Annex I to the UN Globe Recommendations: Terminology Guidance, “sworn virgin,” UN Globe
92
Annex I to the UN Globe Recommendations: Terminology Guidance, “two spirit,” UN Globe
72
ANNEX D: Examples of Gender Based Violence
Categories of gender
based violence
Explanation
Examples of perpetrators to
consider
Sexual Violence
Rape
Including: marital
rape
Engaging in vaginal, anal or oral penetration of a sexual nature of
the body of another person with any bodily part or object
without that person’s consent or where that person is incapable
of consenting (e.g. drunk, cognitively impaired etc);Engaging in
other acts of a sexual nature with a person without that person’s
consent or where that person is incapable of consenting; causing
another person to engage in acts of a sexual nature with a third
person without that person’s consent or where that person is
incapable of consenting.
Any person including intimate
partners, family members,
acquaintances (these are the
most common), strangers, a
person in a position of power,
authority and control
Sexual assault
Actual or threatened physical intrusion of a sexual nature,
including inappropriate touching, by force or under unequal or
non-consensual conditions.
Any person including intimate
partners, family members,
acquaintances (these are the
most common), strangers, a
person in a position of power,
authority and control
Sexual violence in
conflict
Conflict-related sexual violence refers to incidents or patterns of
sexual violence, including rape, sexual slavery, forced
prostitution, forced pregnancy, enforced sterilization, or any
other form of sexual violence, against women, men, girls or
boys. Such incidents or patterns occur in conflict or post-conflict
settings or other situations of concern (e.g., political strife). They
also have a direct or indirect nexus with the conflict or political
strife itself, i.e. a temporal, geographical and/or causal link. In
addition to the international character of the suspected crimes
(that can, depending on the circumstances, constitute war
crimes, crimes against humanity, acts of torture or genocide),
the link with conflict may be evident in the profile and
motivations of the perpetrator(s), the profile of the affected
person(s), the climate of impunity/weakened State capacity,
cross-border dimensions and/or the fact that it violates the
terms of a ceasefire agreement.
Most typically perpetrated by
combatants
Sexual
Exploitation and Abuse
The term “sexual exploitation” means any actual or attempted
abuse of a position of vulnerability, differential power, or trust,
for sexual purposes, including, but not limited to, profiting
monetarily, socially or politically from the sexual exploitation of
another.” (UN Secretary-General’s Bulletin on protection from
sexual exploitation and abuse
Anyone in a position of power,
influence, control, including
humanitarian aid workers,
soldiers/officials at
checkpoints, teachers,
smugglers, trafficking
networks
*HR
Sexual Harassment
Any unwelcome sexual advance, request for sexual favour,
verbal or physical conduct or gesture of a sexual nature, or any
other behaviour of a sexual nature that might reasonably be
expected or be perceived to cause offence or humiliation to
any person, including persons
in position of power, authority,
or control
*HR
73
another. It can include a one-off incident or a series of incidents.
Sexual harassment may be deliberate, unsolicited and coercive.
Both male and female persons can either be the victim or
offender, and it may occur between persons of the opposite or
same sex.
Physical Violence
Physical assault
Intentional use of physical force with the potential for causing
death, injury or harm. It includes, but is not limited to,
scratching, pushing, shoving, throwing, grabbing, biting, choking,
shaking, poking, hair pulling, slapping, punching hitting, burning,
the use of restraints or one’s body size or strength against
another person, and the use, or threat to use, a weapon.
Spouse, intimate partner,
family member, friend,
acquaintance, stranger, anyone
in position of power, members
of parties to a conflict (death
threats/hate crimes)
Emotional and Psychological Violence
Abuse, humiliation,
criticism, intimidation
Verbal abuse that is insulting, degrading, demeaning. Both male
and female persons can be the victim or offender, and it may
occur between persons of the opposite or same sex.
Anyone in a position of power
and control including
employers; often perpetrated
by spouses, intimate partners
or family members in addition
to others in a position of
authority
Stalking
A pattern of behaviour, which are repetitive and unsolicited such
as, unwanted attention, communication, or contact (e.g.
following and spying on the victim, damaging property, threats,
intrusive attempts for communication, etc.).
Persons known or unknown
Economic/Financial
Violence
Denial of funds, refusal to contribute financially, denial of food
and basic needs, and controlling access to health care,
employment, etc
Spouse, intimate partner, family
member, friend, acquaintance,
stranger, anyone in position of
power.
Trafficking
The recruitment, transportation, transfer, harbouring or receipt
of persons by means of the threat or use of force or other forms
of coercion, of abduction, of fraud, of deception, of the abuse of
power or of a position of vulnerability or of the giving or receiving
of payments or benefits to achieve the consent of a person having
control over another person, for the purpose of exploitation
(including, at a minimum, the exploitation of prostitution of
others or other forms of sexual exploitation, forced labour or
services, slavery or practices similar to slavery, servitude, or the
removal of organs).
Persons known or unknown
Child Abuse
All forms of physical or mental violence, injury and abuse, neglect
or children negligent treatment, maltreatment or exploitation,
including sexual abuse
Family members, persons
known or unknown
ICT Related Violence
Technology enabled violence and abuse that is insulting,
degrading, demeaning.
Spouse, intimate partner, family
member, friend, acquaintance,
stranger, anyone in position of
power.
Social media related
threats
The use of information and communication technology to
perpetrate all gender-based violence. For example, this may
include cyber stalking, blackmail, online grooming (including for
Persons known and unknown
74
trafficking), hate speech, child pornography and exploitation,
cyberbullying, revenge pornography and harassment.
Harmful Practices
Other Human Rights Violations
Arrest/detention
Arrest where campaigning for LGBTI; Arrest for not travelling with
Mahram or appropriate male family member. In 76 countries,
lesbian, gay, and bisexual persons are at risk of arrest,
prosecution, imprisonment (and in 5 countries the death penalty)
on the basis of discriminatory laws that criminalize consensual
same-sex relationships between adults. In a number of countries,
discriminatory laws criminalizing cross-dressing are used to arrest
and to punish transgender people. Other laws are used to harass,
detain, discriminate, blackmail or place restrictions on the
freedom of expression, association, and peaceful assembly of
LGBT people. These laws also contribute to perpetuate stigma
and discrimination, as well as violence.
State institutions, community
violence against
lesbian, gay, bisexual,
transgender, and
intersex persons.
This includes psychological bullying, physical assault, torture,
kidnapping, targeted killings, sexual violence including so-called
“corrective” rape of lesbian women. Transgender persons face an
especially high risk of violence. LGBTI people are also at high risk
of torture and ill-treatment from officials in general and
particularly when they are in detention. LGBTI people may also be
subjected to involuntary medical treatment that may amount to
torture, including anal examinations of gay men to “prove” their
homosexuality, unwanted sterilization of transgender people,
forced electric shock therapy intended to “change” someone’s
sexual orientation, and forced treatment of intersex people.
Violence takes place in a variety
of settings: on the street, in
public parks, in schools, in
workplaces, in private homes, in
prisons and police cells. It may
be spontaneous, or organized,
perpetrated by family
members, acquaintances,
strangers or by vigilante and
extremist groups. Torture and
ill-treatment may be carried out
by police officers, prison guards,
and other detainees, and may
also be carried out by medical
personnel.
Travel restrictions
Restriction of travel to certain countries for people with HIV/AIDS
75
ANNEX E: Training and Education
A number of UNSMS organizations have developed resources including online training to provide information to
personnel surrounding gender. Current UNSMS resources are below:
UNSMS
Resource/Training
Course
Description
Available
UNDP, UNFPA,
UNICEF, UN
WOMEN.
Gender Equality
The four agencies developed this course together to
raise awareness of gender issues and dynamics and
to ensure that their staff achieves a consistent level
of knowledge. This course will contribute to a
common understanding of terminology, core
principles and effective approaches that will help
agencies work together on gender programming.
https://gm1.geolearning.c
om/geonext
/learning_un/coursesumm
ary.Course
Catalog.geo?src=CourseCa
talog&select
Tab=Details&id=22505879
397#
UNDP
Gender
Mainstreaming
This course is designed to introduce you to the
concept of gender mainstreaming and its
implications for the organisation as well as for your
ongoing work. It will provide you with tools and
practical advice for integrating gender equality
concerns into programmes in all five practice areas,
as well as into policy-level interventions.
https://gm1.geolearning.c
om/geonext
/learning_un/coursesumm
ary.
CourseCatalog.geo?id=225
05179730
UNDP
The Gender
Journey: Thinking
outside the box
non-programme
staff
This course is an exploration of the meaning of
gender equality to help us understand why gender
equality is important to the success of UNDP and
what we can do to play an active role. Understand
what we can do to help achieve gender equality in
the workplace and in the world.
https://gm1.geolearning.c
om/geonext/learning_un/
courses
ummary.CourseCatalog.ge
o?id=22506050863
UN Women,
IOM, FAO,
UNDP, UNFPA,
UNICEF
I Know Gender
This course aims to develop and/or strengthen
awareness and understanding of gender equality
and women’s empowerment as a first step towards
behavioral change and the integration of a gender
perspective into everyday work for all UN staff at
headquarters, regional and country levels.
https://trainingcentre.un
women.org/course/view.p
hp?id=35
UN Women
Security Sector
Reform: the rights
and needs of
women in prisons
This course aims to integrate a gender perspective
in prison security personnel training.
https://trainingcentre.unwom
en.org/course/description.php
?id=13
UN Women
Security Sector
Reform: the rights
and needs of
women in border
management
This course aims to integrate a gender perspective
in border management training.
https://trainingcentre.unwom
en.org/course/description.php
?id=12
UN Women
Gender, Migration,
Development
This course aims to provoke thinking and action
around migration and development from a gender
and rights-based perspective, bringing to the fore
migration for care, the importance of putting the
right to care on the development agenda, and
migrant women’s rights.
Face-to-Face
76
UN Women
Empowering UN
System Gender
Focal Points
This course aims to strengthen capacity of UN
System gender focal points in their specific role and
functions in advancing gender equality within their
own organizations. It also promotes the building of
a community to encourage discussion and sharing of
good practices.
4 weeks online &, 5 days
face-to-face also can be
organized upon request for
UN agencies and UN
country teams
UN Women,
IASC
Gender in
Humanitarian
Action: Different
Needs – Equal
opportunities
To provide introductory guidance – through
information and practical examples - on the
fundamentals of applying a gender-equality
approach to humanitarian programming.
https://trainingcentre.un
women.org/enrol/index.p
hp?id=35
UNESCO
Gender Equality
The content of this eLearning Programme has been
developed by the Division for Gender Equality in the
Office of the Director-General throughout the
implementation of UNESCO’s “Capacity
Development and Training in Gender
Mainstreaming Programme” launched in
September 2005.
http://www.unesco.org/n
ew/index.php?id=34592
UN Cares
UN for All
Addresses basic human rights principles, the power
of language in the creation of an inclusive work
environment and unconscious bias, and gives an
introduction to the basic concepts regarding
substance use, disabilities, sexual orientation and
gender identity, and mental health.
http://www.uncares.org/u
nforall/four-learning-
modules
UNHCR
Sexual and Gender-
based Violence
The e-Learning course on Sexual and Gender-Based
Violence (SGBV) explains key concepts that help to
recognize SGBV and identify prevention and
response strategies. The course examines causes,
contributing risks and possible consequences of
SGBV. The modules of the course outline core
principles guiding prevention and response actions
across main sectors.
https://unhcr.csod.com/L
MS/LoDetails/DetailsLo.as
px?loid=c2231b24-d811-
488f-a40d-
8870ff5a5ccc&query=%3F
s%3D1%26q%3Dgender&b
ack=%2FGlobalSearch%2F
Search.aspx%3Fs%3D1%2
6q%3Dgender#t=1
77
ANNEX F: Additional Resources
UNSMS Resource
Method
Online Training link / Comments
UNSMS policy on Gender Considerations in Security
Management
Video
UNSMIN website
Secretary-General statement on LGBTI and human
rights:
Video
http://webtv.un.org/watch/ban-ki-moon-struggle-for-
lgbt-right-one-of-the-great-neglected-human-rights-
challenges-of-our-time/2303338045001
UN Free and Equal Campaign
Video
https://www.unfe.org/en/actions/faces--14
Born Free and Equal – Sexual Orientation and Gender
Identity in International Human Rights Law
Document
http://www.ohchr.org/Documents/Publications/BornFr
eeAndEqualLowRes.pdf
Joint Statement of UN Agencies on ending violence and
discrimination
Document
http://www.ohchr.org/Documents/Issues/Discriminatio
n/Joint_LGBTI_Statement_ENG.PDF
Convention on the Elimination of All Forms of
Discrimination against Women
Document
http://www.un.org/womenwatch/daw/cedaw/
Beijing Declaration and Platform for Action
Document
http://www.un.org/womenwatch/daw/beijing/platfor
m/
The Economic and Social Council (ECOSOC) Resolution
on Mainstreaming the Gender Perspective into All
Policies and Programmes in the United Nations System
(1997)
Document
http://www.un.org/documents/ecosoc/docs/1997/e19
97-66.htm
Yogyakarta Principles
Document
http://www.yogyakartaprinciples.org/principles_en.pdf
United Nations System-Wide Action Plan (SWAP)
Document
http://www.unwomen.org/~/media/Headquarters/Atta
chments/Sections/How%20We%20Work/UNSystemCo
ordination/UN-SWAP-Framework-Dec-2012.pdf
HRC, Report of the Office of the United Nations High
Commissioner for Human Rights, Discrimination and
violence against individuals based on their sexual
orientation and gender identity ( A /HRC/ 29/ 23)
Document
http://www.un.org/en/ga/search/view_doc.asp?symbo
l=A/HRC/29/23&referer=/english/&Lang=E
UN WOMEN, The World’s Women 2015, Chapter on
Violence Against Women
Document
http://unstats.un.org/unsd/gender/downloads/Worlds
Women2015_chapter6_t.pdf
National commitments to women’s rights and gender
equality
Document
http://www.endvawnow.org/en/articles/1052-general-
considerations.html
Guidelines for Integrating Gender-Based Violence
Interventions in Humanitarian Action
Document
http://gbvguidelines.org/
Other sources of data available by country/region
Global
• Demographic and Health Survey Domestic Violence Module. Country data available in English
• Global LGBTI Equality news, events and human rights issues http://equal-eyes.org/
• The International Violence against Women Surveys
• The World Health Organization (WHO) Multi-country Study on Women’s Health and Domestic Violence against
Women Study and Fact Sheets.
• The Global Database on Violence against Women and Girls
• Global and Regional Estimates of Violence against Women: Prevalence and Health Effects of Intimate Partner
Violence and Non-partner Sexual Violence (World Health Organization, 2013). Full report available in
English. Summary reports available in French, Russian and Spanish.
78
• ILGA State-Sponsored Homophobia Report Annual State-Sponsored Homophobia report, a world survey of
sexual orientation laws http://ilga.org/what-we-do/state-sponsored-homophobia-report/
• ILGA Trans Legal Mapping Report covers laws and legal procedures for trans and gender-diverse people to
change their identity markers on official documents, as well as the conditions that allow for these processes to
take place http://ilga.org/what-we-do/gender-identity-and-gender-expression-program/trans-legal-mapping-
report/
• The Global Database on HIV-Specific travel and residence restrictions There are many countries around the
world that restrict the entry, residence and stay of foreigners who are HIV positive. http://www.hivtravel.org/
• The Legal Recognition of Same Sex relationships by region, for all UN recognized countries
http://www.samesexrelationshipguide.com/
• Global Attitudes Survey on LGBTI People ILGA-RIWI gathers credible data on public attitudes to issues related
to sexual orientation, gender identity, gender expression and sex characteristics. http://ilga.org/what-we-
do/ilga-riwi-global-attitudes-survey-lgbti-logo/
• Every year, ILGA publishes maps of LGBTI sexual orientation laws in the world, charting where criminalisation,
protection and recognition laws are enacted. http://ilga.org/what-we-do/maps-sexual-orientation-laws/
79
ANNEX G: Guiding Principles responding to GBV
Guiding Principles: Responding to GBV
It’s important to note, each UNSMS organisation has responsibilities with regards to domestic violence and GBV
Principle
Why
1. Speak to the affected person/s
privately at a time that seems
convenient for them
Persons and offenders affected by GBV often perceive it as a private issue,
which makes them reluctant to talk. Finding a private place to talk, and
making sure that the person you’re speaking with has time may help
reduce their sense of exposure
2. Begin your conversation by
expressing concern for the
affected person/s
Affected persons often feel guilty, ashamed, isolated and frightened by
what’s happening; therefore, discussing their experiences can be
upsetting. By expressing concern for a person, you signal that you are
offering support – not judgement – which may reduce their anxiety and
encourage them to talk about what’s happening
3. Share concrete examples of the
behaviour you have observed
that reflect warning signs of GBV
Talking about specific behaviours (constant texting) allows you to talk
objectively about what’s happening without labelling the behaviour as
abuse, which may prompt an affected person to become defensive.
Focusing on specific behaviours also helps make clear why you are
concerned and why referrals may be useful to a co-worker.
4. Ask open-ended questions to
learn about what is happening
and how best to support
affected person/s
It is typical that when people see warning signs of GBV they respond by
expressing concern and sharing resources and referrals. It is also helpful to
ask open-ended questions to learn about what’s happening. This enables
us to confirm or correct our assumptions, identify immediate security
considerations, build trust and learn how to best support the affected
person/s
5. Recognize that you are not a
GBV expert and you are not
equipped to provide counselling
to those affected by violence
In an effort to be supportive, people often attempt to counsel or advise
affected person/s. Though well intentioned, the advice of an untrained
person may increase an affected person/s danger, or place others in danger
6. Have GBV resources, including
the aide memoire on hand at the
office and practice talking about
the available resources and
support
Sharing resources can feel uncomfortable; practicing will help build
confidence so that if you need to share resources you are able to do so in
a way that supports and assists affected person/s
7. Listen openly, without sharing
opinions or advice
It is natural that personnel want to share their opinions or advise them;
however, doing so may make affected person/s feel judged and may
prompt them to isolate themselves.
8. Avoid labelling an affected
person/s as a victim or an abuser
Individuals affected by gender-based violence, including domestic violence
may not identify themselves as a victim or an abuser. If security personnel
label them in this way it is likely they will shut down and withdraw from
the conversation. Focus on concrete support rather than labels.
9. Work together as a team to
minimize potential harm
The best way to minimize potential harm to further personnel and affected
person/s is to work together across disciplines (security, HR, counsellors,
medical etc.)