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UNFPA is a member of IASC and in contexts where the IASC Cluster Approach has been activated, UNFPA and UNICEF are mandated to co-lead the GBV Area of Responsibility. As co-lead, UNFPA is accountable for working closely with national authorities, partners and communities, to ensure that minimum standards are in place to prevent and respond to gender-based violence in emergencies.
UNHCR was actively engaged in the revision of the IASC Guidelines for integrating Gender Based Violence interventions in humanitarian settings published in 2015 and supports the roll-out of the guidelines in the field. In 2016, 11 pilot countries receive training and technical support.
WFP attended 9 IASC meetings in 2015, in which WFP was playing a pivotal role as a member of the standing committee of the GenCap project & the co-chair of the IASC Gender Reference Group. Gender based violence is a key consideration in WFP's Policy on Humanitarian Protection (2012) that outlines the organisation's position on protection and provides a framework for implementation of its responsibilities in this regard. As part of its modus operandi, WFP seeks to implement food assistance programmes that take the interlinkages between hunger and gender-based violence into account. The objective is to ensure that programmes are safe and dignified, and to support an overall environment in which gender-based violence is reduced and the effects of violence on survivors are mitigated.
WFP has contributed to the development of the 2015 IASC "Guidelines for Integrating Gender Based Violence Interventions in Humanitarian Action" and is currently a member of the IASC GBV Guidelines Global Reference Group, which is responsbile of the global roll out of the guidelines.
In March 2016 a webinar on Protection from Gender-based Violence in Food Security and Nutrition interventions was delivered, available to all staff, as part of the roll-out of the new corporate guidelines. Tailored guidance will be provided to staff working on projects in decentralized offices during 2016 and 2017.
In 2015 FAO hired a consultant, Gender Expert (Gender-based violence and food security), to develop an FAO-specific Guidance on addressing gender-based violence. The aim of the Guidance titled, 'Protection from gender-based violence in food security and agriculture interventions: A Guide for FAO and partner staff' is to assist FAO country offices in designing and delivering food security and nutrition interventions in ways that prevent and mitigate gender-based violence and contributes to the protection of survivors and those most at risk.
Many of IOM’s overseas pre-departure cultural orientation programmes specifically address domestic violence, female genital mutilation and other such practices that are both harmful to women and against the prevailing rule of law. IOM is working on improving the way this is reflected in curriculum and key priority messages, in training manuals and in supporting activities. IOM is also exploring how to best adopt more effective learning methodologies in order for participants to understand the underlying reasons why these practices are illegal and may have serious consequences, including the removal of children from families by child protective services.
In 2014, OHCHR continued to undertake efforts to strengthen capacities of human rights components of peace missions and fact-finding bodies to investigate sexual and gender-based violence. OHCHR's three-day training on investigating conflict-related sexual violence was delivered in the Democratic Republic of the Congo, Sudan (Darfur), and Mali.
In order to enhance the ability of Country Offices, Regional Service Centres and Regional Bureaux to deliver transformative results for gender equality, UNDP has created the UNDP Gender Equality Seal. The Seal is a corporate certification process that recognizes good performance in gender mainstreaming. It offers three levels of certification (Bronze, Silver or Gold). An office/unit can be certified and awarded after the following four steps: the first step consists of a self-assessment based on a set of benchmarks. In the current round of the Seal, countries have to score positively on several mandatory benchmarks and score a certain % of other benchmarks to get any certification award. One of the benchmarks (3.2) aims at preventing workplace harassment, sexual harassment and abuse of authority and states that an office/unit policy has to be notified and implemented. Specific responsibilities for senior management include communicating the policy to staff; ensuring that staff complete the online training course on harassment and abuse of authority; acting as a role model and resource on the policy for staff members and non-staff personnel; ensure prevention of harassment, especially by supervisors; take prompt action for investigation and redress of any incidents; ensure confidentiality and sensitivity; and ensure that there is no retaliation against complainants. They are 43 currently participating countries that will have to complete this mandatory benchmark to qualify for a Seal certification.
The investment in SGBV and other protection learning as a whole builds UNHCR’s capacity to implement better protection for refugees and is a core element of improving sustainability of advances made in prevention work. UNHCR is in the final stages of developing an SGBV prevention and response web-based learning program mandatory for all staff, and a Training Package on SGBV Prevention and Response, designed as 18 stand-alone modules with extensive supplementary material to draw from.