NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION
UNSCR 1325 report 2010
The Hague, April 2011
Introduction
The participation of women began in 1944, when the Dutch Women’s Corps was formed
in the United Kingdom during the Second World War. The Corps initially comprised
several hundred Dutch women who had fled the Netherlands during those years. Later,
the Corps was divided into three separate Women’s Corps, one for each branch of the
Armed Forces: the MARVA (Navy), the MILVA (Army), and the LUVA (Air Force).
In January 1979, the integration policy for women in the armed forces commenced when
female personnel was assigned to the various arms and branches of the three Services
(Army, Navy and Air Force). The integration policy was inspired by the UN Committee
on Elimination of all forms of Discrimination Against Women (CEDAW). There were no
longer any solid reasons for maintaining several separate female Corps, and so by 1
January 1982, the Women’s Corps were disbanded.
Since 1988, the Services have been implementing various measures as part of the
“Positive Plan of Action for the Integration of Women into the Armed Forces and Equal
Opportunities Memorandum”. These measures include increasing female recruitment,
adjusting (when possible) selection criteria, implementing career policies, providing
physical training, making ergonomic adjustments, regulating part-time work, maternity
leave, parental leave and child -care, and enforcing the rules for the prevention of
undesirable conduct. The Defence Equal Policy Memorandum of 1997 is the last
approved memorandum and is still valid.
This report will outline the status of the integration of women into the Dutch armed
forces. Current activities, initiatives and gender issues will be covered.
Policy
Many policy memorandums and measures in the domain of equal opportunities (and
later gender policy) date from the nineteen-eighties and nineties. Although there were
plenty of ideas and measures present in the Defence organisation, there were no
success stories. As a consequence, a number of additional measures and initiatives
were taken.
The UN Security Council adopted Resolution 1325 on ‘Women, Peace and Security’ in
October 2000. The resolution calls for the role of women to be increased in the planning,
preparation, decision-making and execution with regard to peace missions, and for more
attention to be paid to the effects on women of conflicts and peace operations. The
resolution provides a general framework for the integration of gender aspects into policy
surrounding international peace and security. The government’s view to ‘gender
mainstreaming 1’ was established in 2001. Gender mainstreaming is the (re)organisation,
improvement, development and evaluation of policy processes in such a way that the
perspective of gender equality is integrated into all policy.
Preconditions in this regard are as follows:
- commitment at the senior level;
- explicit gender policy with clear objectives and responsibilities;
1

Government Viewpoint on Gender Mainstreaming, a strategy of quality improvement, Ministry of Social Affairs and Employment,
June 2001.

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION
-

availability of gender expertise, and
availability of resources and instruments.

UN Resolution 1325 and the gove rnment’s view on gender mainstreaming ensured that
equal opportunities policy was given new impetus in the form of gender policy.
Commitment at the senior level was put into practise by the appointment of gender
ambassadors at the second highest level in the Defence organisation in the autumn of
2002. Gender ambassadors are the deputy commanders-in-chief of the Services, and
have the special task of keeping attention on the subject of gender in their Service. They
act as point of contact for gender-related matters. Explicit gender policy with clear
objectives (such as a target 30% female intake of the armed forces) and responsibilities
for the gender ambassadors was drawn up in the autumn of 2004 in the gender action
plan. To be able to reserve sufficient resources for the implementation of these policy
objectives, the ministry of Defence applied for a grant from the European Social Fund
(ESF-EQUAL). The grant would fund a three-year project on gender policy in the
Defence organisation called Genderforce. The grant was approved at the end of 2004.
The Ministries of Foreign Affairs and Defence are responsible for the implementation of
Resolution 1325. In 2002, A civil service working group assessed whether there was a
need for new policy in order to properly implement the resolution. The working group
concluded that there was attention for women and gender issues in many areas and
that work was necessary at unit level, only with a view to the further embedding in
Foreign and Defence policy. These conclusions were submitted to the House of
Representatives in a joint report on 26 March 2003. The report identified the following
issues for the Defence organisation:
1. gender needs to be embedded in training and instruction;
2. the gender perspective needs to be integrated into peace operations;
3. gender mainstreaming;
4. a well-balanced composition of male/female Defence employees needs to be
achieved; this is to include deployments.
These issues led to a change of direction. First, focus shifted from the equal
opportunities process in personnel policy to gender in operations. The four above
mentioned points became the subprojects in our policies. Second, focus shifted from
policy development to policy implementation.
These shifts in focus took form in project Genderforce. Genderforce connects gender
with the core task of the Defence organisation: making a contribution to national and
international peace and security. The Defence organisation is convinced that an
effective gender policy contributes to an improved execution of its core tasks. The
Defence organisation’s gender policy aims to achieve a more balanced and more
diverse workforce and the optimal use of individuals’ different qualities. The enforcement
of peace and security in an unstable environment sometimes requires aggressive and
unequivocal action, but at other times requires lending a sympathetic ear to local groups.
Experience has shown that mixed units are better at dealing with complex situations and
possess greater mental strength. The Defence organisation needs to have a good
gender balance for dealing with crisis management operations and, in a more general

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION
sense, to remain an attractive employer. Fifty percent of the labour market consists of
female potential and the Defence organisation would be foolish not to try to utilise that
potential talent. Finally, the various international agreements on the subject of gender,
particularly UN Security Council resolution 1325, make Genderforce important.
In April 2008, Genderforce officially ended, but the effort for gender activities has not.
In December 2008 the Ministries of Foreign Affairs and Defence organised a symposium
about gender in operations on the first anniversary of the Dutch National Action Plan
1325. One outcome of the symposium is that gender should become an integral part of
missions (preparation, deployment and evaluation). Other outcomes were:
1. Additional Gender Expertise is needed
2. Gender experts need to be sent on missions more often
3. More female interpreters are needed (especially in Afghanistan)
4. A follow up -meeting will be held in December 2009
In the Defence organisation a shift in focus started from specific gender policy to a more
general diversity policy. The Gender ambassadors became not only responsible for
Gender but they are responsible for the full integration of ethnic minorities and the
acceptance of homosexuality within the Dutch Armed Forces.
Since this first symposium on gender in operations, the ministry of defence and foreign
affairs combined their efforts and a yearly symposium has been organised. Besides
these symposia the two ministries work together on specific gender training for their key
leaders.

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION
Organisation
The Dutch armed forces are a voluntary professional organisation. Dutch servicewomen
are integrated into the units and serve under the same rules and regulations as men.
Requirements on training standards, performance levels and discipline are equal.
Servicemen and women have the same obligation to serve in the event of mobilisation.

Goals
2012
Female military
12%
LTZ1/major
8%
Colonel
3%
Female civilian
30%
schale 10
20%
schale 14
9%
Total Female on entry level

30%

Realisation
December 2008
9%
6%
2%
24%
17%
8%
13% military
38% civilian

Realisation
December 2009
9%
6%
2%
23%
18%
8%
12% military
36% civilian

Realisation
July 2009
9%
7%
3%
24%
19%
10%
9% military
30% civilian

% of female junior officers

% of female NCO

% female of soldiers
lower rank than NCO

TOTAL

% of female senior
officers

Marechaussee (Military Police)

% of female flag officers

Army
Air Force
Navy

Total % of female military
personnel

Current PERCENTAGES (DATA from December 2010) of total force by service:

8
9
10
13
9

3
4
0
0
2

5
9
9
6
7

12
11
13
6
11

6
8
9
13
9

9
9
10
19
10

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION

% of female junior officers

% of female NCO

% female of soldiers
lower rank than NCO

TOTAL

% of female senior
officers

Marechaussee (Military Police)

% of female flag officers

Army
Air Force
Navy

Total % of female military
personnel

Current PERCENTAGES (DATA from December 2010) of female soldiers in operations:

12
6
16
11
12

0
0
0
0
0

2
5
17
0
7

15
12
19
6
14

13
3
10
12
9

14
10
21
20
18

Recruitment
The Defence organisation has vast recruiting requirements. In order to fulfil those
requirements, a number of additional measures were necessary. One measure is to
ensure that job requirements correspond with the selection requirements. At present, the
selection requirements are often higher than job requirements. Improving the connection
between these requirements is expected to lead to more candidates found suitable for
the Defence organisation.
The recruitment objective is achieved by specific recruitment in target groups that do not
traditionally apply for a job with the armed forces. Consequently, special recruitment
campaigns are being set up specifically to recruit young women. At the same time, at the
ministry of Defence looks at designing campaigns that appeal to both men and women.
The recruitment target for females is set at 30% for the armed forces in total.
•

Entrance criteria to Military Academies, Colleges

Army/Airforce/Military Police
- Have the Netherlands citizenship
- At least 17 years old
- Height men 155 cm, women 150 cm
- Weight men 55 kilo, women 50 kilo
- Healthy body and mind
- Athletic, teamplayer, flexible,
- Finished pre university education or senior general secondary education
- Be prepared to be deployed
Naval Academy

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION
-

have the Netherlands citizinship
at least 17 years old
height: between 160 and 200 cm
weight: at least 50 Maximum men: height – 100 + 5 % of the total, women:
height – 100 + 10 % of the total
medical and psychological demands
Finished pre university education or senior general secondary education

• New Gender Policy
Women with children under the age of 5 are not obliged to be deployed, unless there is
an operational necessity (for males the age is set for children under the age of 1);
financial compensation for the day nursery during deployment; women will be part of all
selection and advisory committees.
• New recruitment initiatives
Women sailing and survival days; special female officers for recruitment; providing of
information and recruitment on career events especially for women and events visited by
influentials of young women.
Retention programs
The retention of women is one of the main issues for a more balanced proportion of
male/female Defence personnel. To make sure that women stay in the organisation, a
number of projects are developed, for example the mentor-mentee programme.
Providing more female role models in visible and influential positions is aimed at
improving the retention of women. Examples of influential positions are those of
instructor, senior staff NCO or head of a division. With this programme young women
will be able to identify with women in the senior NCOs’ and officers’ ranks.
The Dutch armed forces have chosen to pursue an integrated career policy for men and
women. However, individual needs of female military personnel, especially with regard
to their careers, is being taken into consideration, trying to promote the careers of
females and limit the outflow of women. In 2005 the first female general was appointed,
and in 2007 the second. This can be viewed as a success of our gender policies.
To increase the upward mobility, the target figures for 2010 for servicewomen in higher
ranks have been revised to 6% from the rank of major and to 3% from the rank of
colonel.
• New gender policy
Every year at least two female officers will start with the Higher Defence Career
Development Course (HDV). Placement and deployment when both partners work for
the military will be more aligned. When possible females will be placed in pairs in military
units. In 2009 a pilot has started to offer part time career development courses. In 2010
the first 19 officers graduated from the part-time middle career development course.
•

Areas forbidden for female soldiers

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION
With the exception of the Marine Corps and the Submarine Service, all posts are
available to women. These two Services have remained closed to women for reasons of
combat effectiveness and practicality.
•

The most popular programs or disciplines chosen by female applicants in military
academies

Most military women serve in the medical or logistic units.
Training
Female military personnel receive the same physical training as their male counterparts.
The armed forces have additional physical training programmes for men and women
who have difficulty in this area. Young people in the pre-recruitment phase are given the
opportunity to upgrade their physical status at local sports facilities. These courses seem
to have had a positive result on the recruitment of women.
Training is related to functional requirements. Therefore, women and men must meet the
same physical standards. Several studies are being conducted to find a better solution
to optimise training efforts in relation to functional requirements. One major step taken in
this area is the introduction of new ergonomic designs of tasks and equipment to reduce
physical requirements without diminishing operational readiness.
Deployments (i.e. peacebuilding operations, peacekeeping operations etc.)
Female military personnel have the same opportunities to develop their career as male
military personnel (except in the Marine Corps and the Submarine Service). Dutch
servicewomen have participated in various mission areas all over the world. The
rotations mostly last 4 to 6 months. According to regulations, “the military personnel of
the armed forces, both men and women, serve under the obligation to be fit for duty
abroad. Deployment is not on a voluntary basis. Women with one or more children under
the age of five are not deployed abroad, unless operational reasons make it absolutely
necessary.”
When assessing the objective of deployments, the gender perspective is emphatically
included in the considerations. This means that attention is paid to the effects of a Dutch
deployment on women and men in the unit to be deployed, as well as on local women
and men. Attention is also paid to involving women in the process of peace-promoting
activities and reconstruction, and to ensuring that women and girls are protected from
sexual violence and acts of war.
In order to properly harmonise policy and the practical situation, various working
conferences have been held, involving military personnel from the operational staffs of
all armed forces units, in cooperation with the Ministry of Foreign Affairs. One of the
aims was to implement Resolution 1325 in the deployment to Iraq by consciously
employing female military personnel in, for example, house-to-house searches and
roadblocks. In practice, this appeared to have an extremely favourable influence on
relations with the local population.

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION
During the reconnaissance mission for the operation in Afghanistan, gender aspects
were included as an item, and a specific briefing on gender was given during the
formation and activation orders. The conclusions of the above findings must be
disseminated in the organisation. There is a need for a (standard) checklist that can be
used during reconnaissance missions and preparations for an operation.
To shape this checklist, Genderforce proposed to set up a pilot project in which a
gender-expert looks at the issue of crisis management operations, by joining such an
operation on a temporary basis. The gender expert gave advice indicating how the
integration of gender aspects can improve the quality and effectiveness of an operation.
By the end of 2007 the gender checklist was approved and is now in use.
In the other Services women serve in various positions in headquarters staffs, combat
units and support units. However, there is still a disproportionate number of women in
certain branches, which could be considered traditionally female, such as the medical
services, military administration units, logistics and communications units. There are
hardly any women in branches which might be considered traditionally male, such as
combat units, technical services and maintenance units.
Gender Advisor
In October 2009 NATO started with a post for (the first official) a gender advisor at ISAF
Joint Command (IJC). The Dutch armed forces volunteered to fill this post and sent their
first gender advisor in October 2009. This has generated field experience and
knowledge we can build on. In 2010 The Netherlands deployed two officers to EUFOR
ALTHEA in Bosnia Herzegovina who were assigned as Gender Focal Points. This
completely different mission also ads valuable field experience.
Career Development
• Mentoring programmes
Under the mentor-programme for women, women are matched with a more senior, often
male colleague in a management position, and the two undergo a career-supporting
programme as a ‘pair’. An evaluation shows that the mentor programme has a positive
effect on women. Their network is expanded and they have the opportunity to reflect
with commanders in the organisation. The effect on commanders who act as mentors is
that the women in the organisation become more visible to them, and they gain greater
insight into working in the Defence organisation from a minority position. In October
2009 a new mentor-mentee programme started for female non-commissioned officers.
• Education and awareness programs available
In 2007 the development of gender training packages started. These packages are
implemented in the training courses for the military personnel at all levels. The aim is to
enhance expertise on gender aspects amongst military personnel. During the project,
programmes are drawn up in cooperation with the training centres of the several units of
the Dutch armed forces. In addition to the programme, the training environment is of
great importance. Therefore, 380 trainers and instructors have followed a train-thetrainer programme.
Special Interest Items/Events

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION
At international women’s day 2010 a special magazine was released, which describes
the past, current and future of women in the Dutch military services, our gender policy,
as well as personal stories and anecdotes of female military employees. The magazine
is sent to all the women of the Dutch Armed Forces.
Conclusion
The Dutch Defence organisation remains actively involved in embedding the subject of
gender in different – cultural and structural – ways, both inside and outside the Defence
organisation. The commitment to gender by the top officials in the Defence organisation
as ambassadors will remain and allows a structural and permanent embedding of
gender policy. There is a willingness to propagate the benefits and necessity of gender
policy and to direct management decisions towards it. This commitment and the
arrangement of regular meetings can broaden support and shape international
cooperation on gender issues.

NATO UNCLASSIFIED
RELEASABLE FOR INTERNET TRANSMISSION