By Nkechika Ibe
Ensuring women’s full and equitable involvement in the security sector has been recognized as essential for fostering a security sector that is more responsive, efficient, and accountable. With the launch of the United Nations Security Council Resolution 1325 and subsequent resolutions, which form the Women, Peace, and Security agenda, there have been conscious efforts by the government, NGOs, and civil society organizations to implement as well as advocate for the implementation of the provisions of the resolutions.
Introduction
Through the WPS agenda, the peace and security sector, either globally or nationally, has recorded tremendous shifts in its modus operandi and has, over the years, worked towards embracing a gender-sensitive approach. In Nigeria, the different security agencies have also responded to the call for a more gender-sensitive sector by creating a gender unit in the Nigerian Police Force and the Women’s Corps in the Nigerian Army. Meanwhile, the mere establishment of these units and corps does not always translate to greater representation and participation in the overall operations of the security agencies and institutions. In fact, the establishment of these units has further deepened the gender gap and exposed the gender stereotypes and discrimination inherent in the Nigerian security sector.
In the Nigerian Police Force, for instance, the gender unit is often flooded with female police officers, while male officers predominantly dominate departments such as criminal investigations. Another critical aspect of the stereotypical nature of these establishments is the belief that matters concerning children, juvenile delinquents, women, and families, administrative and non-combatant roles are best fit for women to handle. The presence of such a mindset undermines the ability of most female security officers to advance and grow in their careers within the security sector.
To address these challenges and ensure that more women in security fully reach their potential, the following recommendations must be operationalized:
Building Women’s Capacity
The call for national security is gendered and, as such, requires adequate training and capacity building of both male and female security officials. In 2021, the Nigerian Defence College (NDC) conducted gender training targeted at gender mainstreaming, inclusion, sensitivity, and responsiveness across Nigeria’s defense and security sector. While these trainings are highly important in advancing the WPS agenda, male officers often dominate them. This domination is majorly as a result of the numerical strength of male army officers as against their female counterparts which decries an underlying challenge ascribed to underrepresentation of women within the security sector. Irrespective of the need to ensure participation of both genders in professional trainings targeted at developing capacity towards implementing and advancing women, peace and security, as well as every other assignment, balance must not be eschewed. One way to increase the opportunity to have more women advancing their career in the security sector, regardless of their number is by providing bespoke training focused on developing their confidence, leadership skills and combatant skills. [KJ1] [NI2] Such targeted bespoke training amongst other professional capacity building opportunities is important and essential in developing their capacity and providing them with adequate techniques and tools to stand out and advance in their careers.[KJ3] [NI4]
Removing Barriers to Recruitment and Promotion
The Nigeria’s National Gender Policy developed in 2006 and reviewed in 2013 provides for the 35% affirmative action which places considerable emphasis on the need for increased involvement of women in all governance processes across sector. The policy commits to ensuring that women comprise a minimum of 35% of leadership positions, thereby empowering more women’s involvement in governance and decision making.
Moreso, the Gender policy for Armed Forces launched in 2021 by the then Chief of Defence Staff was targeted at ‘prioritizing, implementing, and monitoring gender mainstreaming actions across the three services of the Armed Forces of Nigeria to address the gender disparity within the personnel as well as in its operations’. However, notable gaps persist regarding numerical representation within the Armed Forces of Nigeria and other Security Sector Institutions (SSIs). These notable gaps exist because of the challenges faced by women in the security sector. The challenges are barriers to women’s recruitment and career advancement. These barriers include:
- Gender Bias and Discrimination: This directly impacts the recruitment process and the achievement of at least 35% representation of women in the security sector in Nigeria. The presence of cultural norms and biases in the Nigerian society with regards to gender roles creates limitations for women’s opportunity to explore progressive career in security sector.
- Dominant Masculine Workplace Culture: Often viewed as a “men’s club,” the practices and structure found in the security sector remains anti-feminine and work against the ability of women in the sector to thrive.
- Career Advancement Barriers: As noted above, men in the Nigerian security sector tend to advance faster in their careers than women. For instance, women never stood a chance to be recruited into the Armed Forces combatant roles in past years. This is because the role is perceived to require high military responsibility which women are most likely not naturally designed for. Their roles are often within the administrative units and non-combatant ranks. However, in recent years, despite efforts being made to employ women as infantry and special force fighters’ pilot as well as accepting women as cadet at the Nigeria Defence Academy, only very few women will be able to attain the peak of their military career. In other words, one of the many barriers is that men are seen as better fit for security and military endeavors. This ‘unfit’ rhetoric is associated to the emotional and physical characteristics of women, especially as most activities are largely designed to suit men’s capabilities. Also, the belief that more inclusion of women in security sector especially armed forces will undermine unit cohesion which might disrupt morale of combat units as they might be confronted with various issues such as pregnancies, and higher vulnerability to abuse, rape and even torture if captured by an enemy.
Therefore, to achieve increased recruitment and promotion of women in Nigerian security sector;
- Focus should be beamed at women’s willingness and commitment to undergo the various bodily and mental rigors associated with the sector.
- Security institutions must provide the enabling environment for women to thrive.
- The security sector leaderships must eschew the parochial belief that outrightly undermines the capacity of women to handle strategic roles even when recruited.
By promoting a level playing field for women and men in the security sector, women will advance in all roles in the security sector and achieve greater recognition.
Recognizing Women’s Agency in the Security Sector
Given existing barriers, women’s agency in the security sector is grossly undermined. An important aspect of recognizing women’s agency is the conscious effort to appoint women to leadership positions and to have more women in combat and technical units rather than in the traditional career positions given to women that handle gender, family, and juvenile issues. The clear understanding is that women’s roles are not limited because they have the capacity to achieve incredible strides in their careers.
Embracing a Gender-Sensitive Security Sector Reform
Although there have been efforts to reform the security sector, integrating gender into these reforms remains a key challenge. The Women, Peace and Security agenda in Nigeria is designed to achieve the broad goal of a gender-inclusive security sector and sustainable peace. Hence, a security sector capable of achieving sustained national peace and providing adequate security in Nigeria is adequately reformed and reflects inclusion, diversity, and fairness in its approach. This must also be reflected in appointments, promotions, recruitment, and personnel development.
In conclusion, the importance of the role of women in the security sector cannot be overemphasized. Therefore, ensuring that they have the capacity and know-how, that they are recognized for their skills and contributions, and that they are also integrated will lead to a more viable, balanced, and stronger security sector in Nigeria.