28-30 April 2015, Geneva
NATO Science for Peace and Security Programme Advanced Research Workshop
Preventing and Responding to Gender-Related Complaints in Armed
Forces
WORKSHOP REPORT
Welcome
Workshop participants were welcomed by the organisers, the Parliamentary
Ombudsman for the Norwegian Armed Forces and DCAF, and by the sponsor of the
workshop, the NATO Science for Peace and Security Programme. The representative of
the NATO Science for Peace and Security Programme described some of the other
research workshops related to gender and armed forces that it was supporting.
The objectives of the workshop were outlined, namely to share experiences and good
practice so as to contribute to the development of a resource for armed forces: Gender
and Complaints in Armed Forces: A Handbook for Prevention, Response and Monitoring to
be published in October 2015. It was explained that the workshop took place under
Chatham House rules.
Panel 1
Overview of barriers to the active and meaningful participation of women
in armed forces, and other forms of sexual discrimination, harassment and
abuse
Panel 1 served as an introduction to the workshop. During this first session, panellists
outlined some of the barriers to the active and meaningful participation of women in
armed forces. While participants’ contexts varied considerably, there were nevertheless
a number of common obstacles.
Participants described how outdated attitudes towards women’s place and roles in
armed forces are persistent barriers to their full participation. But, several participants
highlighted instances that demonstrate that change is occurring, how scandals or
traumatic events can serve as a catalyst for systemic change, and how academic research
can be used to challenge and change preconceived notions. Studies have been conducted
in recent years that have demonstrated that military cohesion is built out of trust
relationships grounded in professional competence – countering the fear that women
undermine unit cohesion; and that there is no relationship between the presence of
women and military effectiveness.
Because the armed forces have been male-dominated for so many years, military
traditions are intrinsically linked to “masculine culture,” and armed forces’ structures
and processes have evolved to suit the needs of male rather than female personnel.
Moreover, the operational view of military objectives is itself gendered: shaped around
traditionally masculine activities. This can make it hard for women to succeed on an
equal basis with men. In a minority, women in the military often struggle against being
seen as an outsider. Women’s careers may suffer from them being “protected” from
more arduous roles, and it is often difficult to balance work and family commitments,
despite legal protections being in place. In such ways, roles and advancement within
armed forces are often formally or informally closed to women. Approaches to equality
that strive to be “gender neutral” and achieve “same treatment” risk ignoring the
structural bias in favour of men, and make it hard to recognise sexual discrimination and
harassment. Workshop participants recognised sexual discrimination, harassment and
abuse of women and men as problems within armed forces, and their extent likely to be
underreported.
The importance of recognising that gender discrimination and harassment affects
lesbian, gay, bisexual and transgender (LGBT) personnel in particular ways was
underlined. Likewise, participants recognised that gender discrimination in armed
forces is intersectional: that is, that women and men may suffer discrimination not on
the basis of their gender alone, but on the basis of their gender combined with their race,
religion, sexual orientation etc. The “double minority” status of being a woman in the
armed forces as well as a person from an ethnic and/or religious minority may create
particular challenges, and such a person may be even more reluctant to come forward
with a complaint.
Key levers for change within armed forces can include: when operational demands
prompt a reassessment of the requisite skills for military operations; when military
leaders learn about the advantages of equality from other sectors; and in response to
pressure from outside, for example, from ombuds institutions, ministries or the media.
2
Strong leadership on gender equality within armed forces was repeatedly emphasised as
key to progress. The military has a hierarchical structure, in which instructions come
from the top-down, in order that the military can quickly adapt and respond to changing
situations. As a result, if senior leadership within the armed forces can appreciate the
importance of building an inclusive environment free from sexual discrimination,
harassment and abuse, then change can be affected.
Attitude change can be advanced in a number of ways. As one participant noted,
“Everything begins at home,” and widespread, societal reconception of gender roles is an
important part of the context. In some cases, social expectations of women that would
keep them close to home are at odds with military needs for more female personnel. It
was noted that education and training on gender and diversity within armed forces are
essential. Personnel, male and female, need to be informed of their rights and when they
are being violated, and those in leadership positions, especially, must understand why
they should and how they can build a more inclusive environment for both men and
women. For example, it is key that commanders understand that ensuring work/life
balance for male and female personnel is not an impediment to operational readiness,
but in the contrary, helps to ensure it.
Participants noted a number of practical ways in which women can act as a support for
each other within the armed forces. Formal military women’s associations and informal
women’s groups can be an effective means for empowering women.
Panel 2
Assessing the barriers to women’s participation, and the extent of
sexual discrimination, harassment and abuse
In Panel 2, participants discussed how to assess the barriers to women’s participation
that they noted in the previous panel, and highlighted good practice with regards to
collecting data on this.
A number of armed forces are measuring the extent of sexual discrimination, harassment
and abuse through periodic climate surveys. Some have partnered with universities to
conduct such research.
Based on results of surveys, interviews and other means, many participants noted that
women often do not come forward with complaints of sexual discrimination, harassment
and abuse due to fear of retaliation, fear of damage to their career through being stigmatised
as a troublemaker, and lack of confidence in the complaints-handling mechanisms to
resolve their problem. As a result, many of the institutions represented said that they
received very few complaints, if any, pertaining to sexual discrimination, harassment
3
and abuse, despite evidence that such problems exist. One participant, for example,
noted that her office received hardly any gender related complaints, but discovered
when speaking to a military psychiatrist that they regularly handle such issues.
Panel 3
Characterising and creating a safe and respectful working
environment
Panel 3 focused on practical solutions to create and foster a safe and respectful working
environment.
Several participants noted the importance of rights and practices being enshrined within
a framework of legal protection. Many armed forces are currently developing new
gender and diversity strategies, which will provide concrete actions on how to put policy
into practice. Action Plans on implementation of UN Security Council Resolution 1325 in
armed forces can also help to support full integration of women. Some armed forces
distinguish on policy and structural levels between work on “gender” as related to
mainstreaming gender in operations, and “equality” or “diversity” as related to their
personnel.
Key areas for policy consideration noted by participants include: functional-based
physical tests, maternity and paternity leave, support for childcare, mentoring,
adaptation of military equipment for female physique, making training programmes
accessible to personnel with care responsibilities (e.g. through distance learning),
guidance on implementing work/life balance policies, and sexual harassment and abuse.
A challenge can be to link gender policies with the tactical level. One suggestion was to
include them in unit-level standard operating procedures.
Codes of conduct can be useful. One participant explained how a “dignity charter” is
posted prominently in all barracks to remind all personnel of their shared values, and to
serve as a guide for their actions. There is also a code of conduct in relation to
operations which spells out responsibilities in relation to the local population when
deployed abroad.
Specialized departments or positions, such as gender focal points or advisors for genderrelated issues, should be established. These can be a channel through which complaints
can be made and/or ensure dedicated oversight of gender-related issues. One
participant shared how her Ministry of Defence had created a gender monitoring team
responsible for coordinating with gender advisors, who are appointed or elected in
every unit in the military. Another noted that they had appointed one female and one
male gender advisor in each unit, to support implementation of an equality strategy
4
within the armed forces. Women’s networks within the armed forces, officers’ unions
and networks of LGBT personnel can be strong partners for equalities personnel.
Participants again highlighted the need for effective training for all members of the
armed forces, and for gender issues to be integrated into leadership training. Trainings
on sexual discrimination, harassment and abuse should ensure that all personnel have a
minimum understanding of acceptable practice. Training should be well designed and
seek to change attitudes; promising examples shared include role play exercises that
engage participants in discussion and reflection, “unconscious bias” and “bystander
intervention” trainings, and using drama. Training for commanders should ensure that
they can recognise sexual and other forms of harassment and know how to respond
appropriately; and can recognise barriers to minority groups within the armed forces,
and know what to do to ensure an inclusive and respectful environment. Gender training
should be followed up to ensure incorporation into daily practice. One participant
shared their experiences whereby high ranking officers were provided with a “gender
coach,” with whom they met several times per week, who could also accompany them to
meetings and assist them in developing an action plan on gender.
Panel 4
Encouraging reporting of sexual discrimination, harassment and
abuse, and supporting victims
Panel 4 concentrated on encouraging reporting of sexual discrimination, harassment
and abuse, and supporting victims, and different challenges faced and good practices
developed in doing so. Ways to overcome the reluctance to file complaints were
discussed. Firstly, complaints processes need to be made easily accessible to the
potential complainant, and should include informal and formal mechanisms. Informal
complaints processes might include through equality/diversity officers, within one’s
unit, or through chaplains or medical officers. One cannot assume that personnel have
internet access. Some armed forces have established telephone hotlines for advice,
support or to file complaints, which can be accessed 24 hours per day. One participant
explained how the details and photos of “designated contact persons” for equality and
diversity issues (individuals trained to support victims of discrimination or harassment)
are clearly posted in all barracks. However, because new recruits didn’t know their
designated contact persons, special message boxes, checked daily, were placed in new
recruits’ barracks to help them to make contact.
It is crucial for bodies that receive complaints to be proactive in encouraging them, for
example, through communications to inform individuals of their rights and rights of
redress, and by using social media. Regular visits to all units and interviews with
5
personnel at all levels should be made. Female and male staff should be involved in such
visits to aid access to male and female personnel. These activities are not only a means
to receive complaints, but can help complaints bodies to assess how effectively policies
are being implemented on the ground and to identify issues which may not have been
raised in formal complaints.
The importance of building trust in the complaints system was emphasized. This
requires fostering a safe and supportive environment, where all complaints are handled
seriously.
Responses to sexual harassment and abuse should be victim-focused, aiming to protect
the victim from further harm. Victim support should be provided as early as possible,
and sustained well beyond the resolution of their complaint. One institution provides
follow up support and services to complainants for five years after the complaint.
Civilian sexual violence support services are used by a number of armed forces. It is
important to protect the victim, but not isolate her/him: transfer programmes can be
problematic if they suggest the victim was at fault.
Panel 5
Effective and fair investigation of complaints of sexual
discrimination, harassment and abuse
In Panel 5 participants shared good practice on how to fairly and effectively investigate
complaints of sexual discrimination, harassment and abuse, building on that morning’s
discussions on how to encourage reporting.
Discussion highlighted the great variety of models between armed forces as to whether
military or civilian police and prosecutors investigate particular types of cases.
Nonetheless, standards of good practice applicable to all were identified.
All complaints must be received and handled seriously, and the subsequent
investigations conducted thoroughly, regardless of the apparent seriousness of the
alleged infraction. Although a number of armed forces have time limits on bringing a
complaint, it was noted that these can be problematic given the barriers to reporting, for
example, sexual abuse.
Complaints should be handled discretely, and confidentiality should be maintained to
the extent possible to avoid the potential for retaliation against the complainant. It can
be helpful to seek the written consent of a victim to investigate his/her complaint, and
as part of this process ensure he/she understands who will be informed of it and what
documents will be shared with whom. Within a complaints handling body, measures to
6
keep the casework area separate from the rest of the office and to ensure that as few
different staff work on each case as possible can help to guard confidentiality.
Those receiving and investigating complaints of sexual discrimination, harassment and
abuse need specialized training, in particular, “first responders”. Where investigation is
conducted by military personnel, in some countries they have been trained by specialists
within the civilian police. Handling initial contacts sensitively, as well as ensuring that
the victim feels supported, helps to gather information to eventually build a stronger
case. Checklists for investigating discrimination and harassment can be useful, as well as
provision of expert support for investigators.
Transparency and frequent communication helps to dispel misinformation. For example,
if a complaint does not result in a conviction, it does not necessarily mean that it was a
false complaint, but rather that there may have been insufficient evidence to prove it.
Communicating this appropriately can help to prevent retaliation against a complainant
whose complaint does not result in a conviction.
Participants noted the difficulty of handling complaints arising within multinational
missions where the alleged perpetrator and victim are from different armed forces,
which likely have different standards and processes. One participant described how in
one such a case the victim’s own senior command pressed the alleged perpetrator’s
command structure to investigate the case.
Panel 6
Accountability measures for discrimination, harassment and abuse
Panel 6 examined accountability and what measure can be taken to prevent sexual
discrimination, harassment and abuse.
One theme that arose during the panel was how often a military justice system proves
inadequate to handle gender-related issues. There have been a number of high profile
reports of various militaries mishandling serious incidents of sexual assault. In some
countries, this has led to the establishment of special bodies that can bypass the chain of
command tasked to handle or review handling of complaints of sexual harassment and
abuse.
However, in many countries all criminal acts, whether they were committed within the
military or not, are handled in civilian courts. While civilian justice systems may be
better prepared to address gender-related issues, it was noted that they too often have a
low conviction rate for sexual offences.
7
Another theme that again arose was the role of leadership. Officers in the military are
expected to lead by example, and enforce the rules. Where they fail to detect or take
steps to prevent sexual harassment or abuse, they should be disciplined. However,
leadership is also the necessary impetus to affect systemic change. Participants shared
examples where having leadership that truly understand the importance of building a
positive environment for all of its personnel, both men and women, can have an
immensely positive effect.
Panel 7
Monitoring and strengthening systems for the handling of genderrelated complaints
Panel 7 focused on monitoring and strengthening systems for the handling of gender
related complaints. Participants shared their experiences in how they monitor
complaints and evaluate trends and ways to improve current practices. Some conduct
surveys to evaluate the effectiveness of complaints-handling mechanisms. Some armed
forces have conducted self-assessments. Some conduct site visits at all operational posts
to assess how well polices in relation to sexual harassment and abuse are working. In
some cases, progress on implementing a gender perspective is included in commanders’
annual reports. One participant described structures in place for monitoring the quality
of leadership on diversity that could result in a battleship being deemed not ready to
deploy if it had failed to implement recommendations regarding diversity – thus
concretely linking equality and diversity to operational readiness.
Participants stressed the need to collect sex-disaggregated data at all points, as well as
being creative in using data already available, such as that contained in payroll records,
to draw out new information.
Another important actor in monitoring is civil society. In a number of instances reforms
have been affected within armed forces as a result of pressure by the press and civil
society in drawing attention to certain systemic problems or particularly grievous
events. Civil society can act as a critical watchdog of the armed forces, but also in a more
cooperative manner. Both approaches have proven to be effective, and have the
potential to bring about swifter, more comprehensive change than by gradual internal
evolution.
Panel 8
Final reflections and the way ahead
The NATO International Military Staff Office of the Gender Advisor described another
Science for Peace and Security project related to gender and armed forces, “UNSCR 1325
8
Reload”, and discussed the linkages with this workshop. She outlined how links between
sexual harassment and recruitment and retention, military culture and operational
effectiveness will be examined at the June 2015 conference of the NATO Committee on
Gender Perspectives.
The workshop concluded with some final remarks from the organisers, the
Parliamentary Ombudsman for the Norwegian Armed Forces and DCAF, and from
participants. DCAF reiterated the process for finalising and sharing the main output of
the workshop, Gender and Complaints in Armed Forces: A Handbook for Prevention,
Response and Monitoring.
9
28-30 April 2015, Geneva
NATO Science for Peace and Security Programme Advanced Research Workshop
Preventing and Responding to Gender-Related Complaints in Armed Forces
Tuesday, 28 April 2015
Day 1:
Scoping the challenges
9.00 am
Meet in hotel foyer for walk to OMM
9.30 am
Coffee at OMM
10.00 am
Welcome and review of the objectives of workshop
Speakers:
1. Dr Hans Born and Ms Megan Bastick, DCAF
2. Mr Roald Linaker, Parliamentary Ombudsman for the Norwegian Armed Forces
3. Mr Michael Gaul, Senior Advisor Strategy & Projects, Emerging Security
Challenges Division, NATO
10.30 am
11.00 am
Introductions
Panel 1: Overview of barriers to the active and meaningful participation of women
in armed forces, and other forms of sexual discrimination, harassment and abuse

Sexual discrimination in recruitment, assignment, career development,
deployment and promotion

Sexual harassment against men and women, including homophobic harassment

Sexual abuse against men and women

Indirect and structural discrimination

Sexual exploitation and abuse of local people by military personnel, at home and
on mission
Speakers:
1. Dr Susan Atkins, former Service Complaints Commissioner for the Armed Forces,
United Kingdom
2. Brigadier General Nawal Mohammed AL-Nsoor, Director of Women’s Affairs,
Jordanian Military
3. Dr Karen Davis, Defense Scientist, Canadian Forces Leadership Institute
4. Dr Oyunchimeg Purev, National Human Rights Commissioner of Mongolia
5. Lt Col Nevyana Miteva, Chair elect, NATO Committee on Gender Perspectives
Moderated by: Dr Hans Born, DCAF
12.45 pm
Workshop photo
1.00 pm
Lunch in cafeteria of OMM/WMO
2.00 pm
Panel 2: Assessing the barriers to women’s participation, and
the extent of sexual discrimination, harassment and abuse

Collecting and analysing data

Climate surveys

Focus groups

Working with staff associations, veterans’ associations and other partners
Speakers:
1. Colonel Fernando Izquierdo, Spanish Observatory on Gender Equality in the
Armed Forces and Deputy Chair of the NATO Committee on Gender Perspectives
2. Ms Maka Petriashvili , Deputy Head of Human Resources, Ministry of Defence,
Georgia
3. Ms Helena Hoffman, Gender and diversity adviser, Swedish Armed Forces
4. Ms Bojana Balon, coordinator of Gender Equality in the Military project,
UNDP/SEESAC, Serbia
Moderated by: Mr Bjorn Gahre, Director of the Office of the Parliamentary
Ombudsman for the Norwegian Armed Forces
3.30 pm
3.45 pm
Coffee
Panel 2: Assessing the barriers to women’s participation, and
the extent of sexual discrimination, harassment and abuse
(continued)
Speakers:
5. Professor Helena Carreiras, ISCTE-University Institute of Lisbon, Department of
Sociology
6. Mr Bogdan Kryklyvenko, Head of the Secretariat, Ukrainian Parliament
Commissioner for Human Rights
11.
Moderated by: Mr Bjorn Gahre, Director of the Office of the Parliamentary
Ombudsman for the Norwegian Armed Forces
4.45 pm
Recap of day and closing points
Ms Megan Bastick, DCAF
5.00 pm
Return to hotel
6.30 pm
Meet in hotel foyer for walk to workshop dinner
7.00 pm
Workshop dinner at Restaurant Vieux Bois
12.
Wednesday, 29 April 2015
Day 2:
Prevention and response
8.30 am
Meet in hotel foyer for walk to OMM
9.00 am
environment
Panel 3: Characterising and creating a safe and respectful working

Law, policy and codes of conduct

Training

Education campaigns

Command incentives and guidelines

Staff support networks, including associations of female personnel
Speakers:
1. Commandant Jayne Lawlor, Gender, Equality and Diversity Officer, Irish Defense
Force
2. Brigadier Germaine Seewer, Swiss Ministry of Defence
3. Mr Armen Grigoryan, Deputy Human Rights Defender, Armenia
4. Colonel Tomasz Malinowski, Complaints and Requests Office, Polish Ministry of
Defence
Moderated by: Ms Megan Bastick, DCAF
11.00 am
11.15 am
Coffee
Panel 4: Encouraging reporting of sexual discrimination, harassment and
abuse, and supporting victims

Reporting mechanisms – formal, informal, confidential

Outreach, site visits and social media

Supporting victims – short and long term

Approaches during operations abroad
13.
Speakers:
1. Ms Nicola Williams, Service Complaints Commissioner for the Armed Forces,
United Kingdom
2. Captain Ingrid Vigier, THEMIS, French Ministry of Defense
3. Mr Esa Janatuinen, Senior Advisor, Defence Command Personnel Division,
Finland
4. Ms Mirela Rrumbullaku, former Gender Specialist, Albanian Ministry of Defence
Moderated by: Professor Helena Carreiras, ISCTE-University Institute of Lisbon,
Department of Sociology
1.00 pm
2.00 pm
Lunch in cafeteria of OMM/WMO
Panel 5: Effective and fair investigation of complaints of sexual discrimination,
harassment and abuse

Standards for investigation of complaints involving sexual discrimination,
harassment and abuse

Skills and training for investigating gender-related complaints

Special measures in cases of sexual abuse

Investigation of incidents during operations abroad
Speakers:
1. Mr.
Loren Linscott, independent advisor on gender-based violence,
United States
2. Colonel Eric Otterloo, Chairman, Investigative Board of the Netherlands' Armed
Forces
3. Mr Brian Said, Office of the Ombudsman of Malta
4. Ms Breda Bunic, Coordinator for the Equal Opportunities, Ministry of Defence,
Slovenia
5. Mr Kwan Sik Jang, Investigator, National Human Rights Commission of Korea
Moderated by: Dr Susan Atkins, former Service Complaints Commissioner for the
Armed Forces, United Kingdom
3.45 pm
4.00 pm
Coffee
Panel 6: Accountability measures for discrimination, harassment and abuse

Ensuring accountability at all levels

Ensuring sanctions and redress

Mechanisms to review and learn from failures of prevention
Speakers:
1. Ms Kosana Beker, Assistant to the Commissioner for Protection of Equality,
Serbia
14.
2. Lt Col Dominique Peeters, Complaints Officer, Belgian Armed Forces
3. Ms Rachel Natelson, Public Counsel Law Center, and former Legal Director of
Service Women’s Action Network, United States
Moderated by: Colonel Fernando Izquierdo, Spanish Observatory on Gender Equality
in the Armed Forces and Deputy Chair of the NATO Committee on Gender
Perspectives
5.00 pm
Recap of day and closing points
Dr Hans Born, DCAF
TBC
Meet in hotel foyer to depart on walking tour
TBC
Dinner at Restaurant Les Armures
15.
Thursday, 30 April 2015
Day 3: Monitoring and strengthening the handling of gender-related complaints
8.30 am
9.00 am
Meet in hotel foyer for walk to OMM
Panel 7: Monitoring and strengthening systems for the handling of genderrelated complaints

Internal monitoring

External oversight by ombuds institutions

External oversight by Parliament

Roles for civil society
Speakers:
1. Lt Col Chizu Kurita, Adviser to the NATO Special Representative for Women,
Peace and Security
2. Ms Diana Molodilo, Head of Policy analysis, Monitoring and Evaluation Division,
Ministry of Defence, Moldova
3. Ms Kveta Sedivá, Inspector-General’s Office of the Czech Ministry of Defence
4. Mr Željko Grubešić, Expert advisor to the Joint Committee for defence and
security/Office of parliamentary military commissioner, Bosnia and Herzegovina
Moderated by: Mr Roald Linaker, Parliamentary Ombudsman for the Norwegian
Armed Forces
11.00am
11.15am
Coffee
Panel 8: Final reflections and the way ahead
Speakers:
1. Ms Gudrun Thorbjornsdottir, NATO International Military Staff Office of the
Gender Advisor
2. Mr Roald Linaker, Parliamentary Ombudsman for the Norwegian Armed Forces
3. Ms Megan Bastick, DCAF
Moderated by: Dr Hans Born, DCAF
12.15pm
Close of the workshop
16.
28-30 April 2015, Geneva
NATO Science for Peace and Security Programme Advanced Research Workshop
Preventing and Responding to Gender-Related Complaints in Armed Forces
PARTICIPANTS’ LIST
Country
Title
Name
Position
Organization
Afghanist
an
Albania
Ms.
Second
Secretary
Gender
consultant
Afghan Embassy and Mission to the EU
Armenia
Mr.
Ms.
Belgium
Lt Col
Deputy Human
Rights
Defender
Management
Development
Consultant /
Adjunct Faculty
Complaints
Officer
Defender's Institute of Republic of Armenia
Azerbaija
n
Farima
Nawabi
Mirela
Rrumbull
aku
Armen
Grigorya
n
Shamsiyy
a
Mustafay
eva
Dominiq
ue
Peeters
Željko
Grubešić
Expert Advisor
Joint Committee for Defence and Security
and Office of Parliamentary Military
Commissioner
Nevyana
Miteva
Chair elected
Defence
Scientist,
Research Team
Leader
Policy and
Program
Development
Training
Analyst
Inspector,
Supervision
and Inspection
Division
NATO Committee on Gender Perspectives;
Bulgaria's Union of Women Serving in the
Military
Canadian Forces Leadership Institute
Ms.
Bosnia
Mr.
and
Herzegovi
na
Bulgaria
Lt Col
Canada
Dr.
Karen
Davis
Canada
Maj
Nancy
Perron
Canada
MWO
Czech
Republic
Ms.
Leah
Marche
Kvetosla
va Sedivá
Azerbaijan Diplomatic Academy
Belgian Armed Forces
CAF Strategic Response Team on Sexual
Misconduct (CAFSRT-SM)
CAF Strategic Response Team on Sexual
Misconduct (CAFSRT-SM)
Ministry of Defence
Country
Title
Name
Position
Organisation
Finland
Mr.
Senior Advisor
Defence Command, Finnish Defence Forces
Finland
Mr.
Capt
ain
Ms.
Chief of Social
Affairs
THEMIS
Defence Command, Finnish Defence Forces
France
Esa
Janatuinen
Hannu
Maijanen
Ingrid Vigier
Maka
Petriashvili
Mareike
Beutler
Human Resource Management Department,
Ministry of Defence
Office of the Parliamentary Ombudsman for
the Armed Forces
Georgia
Ministry of Defense
German
y
Ms.
Ireland
Com
man
dant
Jayne
Lawlor
Japan
Lt
Col
Chizu Kurita
Deputy
Director
Personal
Assistant to the
Parliamentary
Ombudsman
for the Armed
Forces
Gender,
Equality &
Diversity
Officer
Advisor
Jordan
Nawal
Mohammed
AL-Nsoor
Director of
Women’s
Affairs
Malta
Brig
adier
Gene
ral
Mr.
Brian Said
Office of the Parliamentary Ombudsman
Moldova
Ms.
Diana
Molodilo
Senior
Investigating
Officer
Head of Policy
Analysis,
Monitoring and
Evaluation
Division
Commissioner
Chairman
Investigative Board handling complaints
related to undesirable behavior,
Netherlands Armed Forces
Office of the Parliamentary Commissioner
for the Armed Forces
Parliamentary Ombudsman for the
Norwegian Armed Forces
Mongoli Dr.
a
Netherla Colo
nds
nel
Oyunchimeg
Purev
Eric
Otterloo
Norway
Mr.
Norway
Mr.
Bjørn A.
Gahre
Roald
Linaker
Director
Ombudsman
Irish Defense Forces
Special Representative of the Secretary
General for Women, Peace and Security,
NATO
Jordanian Armed Forces
Ministry of Defence
National Human Rights Commission
18.
Country
Title
Name
Position
Organisation
Poland
Colo
nel
Main Specialist
Office for Complaints and Requests, Ministry
of National Defence
Portugal
Dr.
Professor
Republic
of Korea
Mr.
Thomas
Malinow
ski
Helena
Carreiras
Kwan Sik
Jang
Department of Sociology, ISCTE–University
Institute of Lisbon
Investigation Bureau, National Human Rights
Commission
Serbia
Ms.
Slovenia
Ms.
Spain
Colo
nel
Sweden
Ms.
Helena
Hoffman
Switzerla
nd
Ms.
Ukraine
Mr.
United
Kingdom
Ms.
Germain
e J.F
Seewer
Bogdan
Kryklyve
nko
Nicola
Williams
United
Kingdom
Dr.
Susan
Atkins
United
States
Mr.
Loren
Linscott
United
States
Ms.
Rachel
Natelson
Investigator,
Deputy
Director
Kosana
Assistant
Beker
Commissioner
Breda
Human rights
Bunic
lawyer,
Undersecretary
Fernando Chief,
Izquierd Department of
o
International
Gender Issues
Human
Resources
Specialist in
Gender
Equality
Chief of Armed
Forces
Personnel
Head of the
Secretariat
Services
Complaints
Commissioner
for the Armed
Forces
former Services
Complaints
Commissioner
for the Armed
Forces
Independent
advisor on
gender-based
violence
Commissioner for Protection of Equality
Ministry of Defence
Spanish Observatory on Gender Equality in
the Armed Forces; Deputy Chair of the NATO
Committee on Gender Perspectives
Human Resources Centre, Swedish Armed
Forces
Swiss Armed Forces
Secretariat of the Ukrainian Parliament
Commissioner for Human Rights
Public Counsel Law Center, and former Legal
Director of Service Women’s Action Network
19.
Organisation
NATO Supreme
Headquarters
Allied Powers
Europe (SHAPE)
NATO
International
Military Staff
Office of the
Gender Advisor
NATO Strategy &
Projects,
Emerging
Security
Challenges
Division
UNDP South
Eastern and
Eastern Europe
Clearinghouse
for the Control of
the Small Arms
and Light
Weapon
(SEESAC)
DCAF
Title
Ms.
Name
Charlotte
Isaksson
Position
Senior Gender Advisor to Supreme Allied
Commander Europe, NATO Allied
Command Operations
Ms.
Gudrun
Thorbjornsdottir
Intern
Mr.
Michael Gaul
Senior Advisor
Ms.
Bojana Balon
Program Officer
Ms.
Anja H. Ebnöther
DCAF
DCAF
DCAF
Mr.
Mr.
Ms.
Hans Born
De Torres Daniel
Megan Bastick
DCAF
DCAF
Ms.
Mr.
DCAF
DCAF
DCAF
Ms.
Ms.
Mr.
Aiko Holvikivi
William
McDermott
Nargiz Arupova
Veerle Triquet
Youngchan Kim
Assistant Director and Head of Operations
III
Deputy Head of Research Division
Deputy Head of Operations III
Gender and Security Fellow of Operations
III
Project Officer, Operations III
Project Officer, Research Department
Research Assistant, Research Department
Project Assistant, Gender and Security
Intern
20.