Blog by Margherita Pillan and Jennie Fern, SI CSW70 Delegates.
Women’s Participation and Leadership in Policing
The event focused on the importance of increasing the presence of women in police forces, with a particular emphasis on ensuring that women police officers are actively involved in operations and peacekeeping missions—not merely represented within the force. The issue is highly relevant for ensuring gender-sensitive policing and interventions in all countries, especially in contexts affected by local or national conflicts. Increasing the number of women in high-ranking and leadership positions is essential, as is strengthening investigative practices related to sexual violence.
A key question raised during the discussions was: How do we ensure that women police officers are not only present in the force but are also fully involved in operational work and decision-making? Moving from words to action requires more than increasing numbers or providing training. Participants emphasised that genuine progress demands cultural change within police organisations.
Networks were highlighted as essential for supporting newly recruited female police officers and enabling them to learn from more experienced colleagues. However, participants stressed that success cannot be measured simply by the number of participants in training programmes. The critical challenge is translating increased participation and training into real organisational change.
Transforming police institutions requires women from within the organisation to act as catalysts of change. Everyday leadership—at all levels of the force—plays a crucial role in driving this transformation. International cooperation initiatives, including platforms such as the Abu Dhabi framework, were mentioned as important arenas for exchanging experiences and strengthening global collaboration on gender-responsive policing.
Barriers, Approaches, and Cultural Change
Representatives also discussed where resistance to female leadership may lie. From the Swedish Mission, Engström raised the question of whether the barriers are primarily administrative or rooted more deeply in law enforcement culture, which can limit women’s advancement within the police force. Sweden was mentioned as an example where women have served in the police for more than 58 years, yet the recurring conclusion remains that the main challenge is cultural rather than formal. Preparing and educating women is necessary—but it is only the first step, not the solution in itself.
Examples from other countries illustrated different approaches. In the Netherlands, strong political and institutional measures have been used to accelerate change. At one point, the national police chief blocked the appointment of male leaders until a woman had been appointed, a move intended to promote gender-responsive policing and increase female representation in leadership roles. Today, the Dutch police force includes several women in senior positions.
A German police officer also shared reflections on leadership and expectations placed on women. She emphasised the importance of being brave rather than trying to fit the stereotype of the “good girl”. Building networks with both women and men was described as crucial. While women’s networks provide support and solidarity, male allies often play a key role in opening doors within traditionally male-dominated institutions. At the same time, she warned against overemphasising credentials alone—leadership development must also focus on confidence, visibility, and influence.
Overall, the discussion highlighted that advancing women’s leadership in policing requires structural reforms, cultural transformation, and strong professional networks. Increasing numbers and training opportunities are important starting points, but sustainable change depends on empowering women within the organisation, engaging male allies, and fostering leadership that challenges entrenched norms across the policing profession.
Nordic Council of Ministers: Denmark, Finland, Iceland, Norway, Sweden
Nordic Ministers’ Panel: Gender Equality Makes Families Thrive!
09 March 2026
The event organised by the Nordic Ministers focused on gender equality and economic development. Ministers from Sweden, Norway, Finland, and Denmark discussed the model adopted by their countries—one that prioritises the stability and economic security of families in order to facilitate women’s participation in the workforce.
Data demonstrates that when both parents share childcare responsibilities and are able to work, their children benefit in terms of both physical and mental well-being. Parental leave, when genuinely implemented, fosters a sense of responsibility among fathers and encourages their active involvement. Services that support families with childcare yield strong economic returns, as they facilitate mothers’ return to work. Furthermore, economic prosperity is correlated with greater female participation in the workforce.
It is crucial to make younger generations aware that gender equality is not antithetical to families; on the contrary, it is a valuable approach that enables individuals to choose to have children while balancing their private lives with their professional careers and economic well-being.
Event organised by Uganda, Spain, Italy, Austria, and the United Nations Industrial Development Organization (UNIDO)
Women and Youth at the Centre of Sustainable and Inclusive Coffee Value Chains, with a Focus on Africa
11 March 2026
The coffee production chain is a case study of great interest from the perspective of gender equality and highlights the close connection between gender equality and economic development.
This case study is particularly relevant for Soroptimist International Europe (SIE), as many supply chains—such as cocoa, bananas, and other agricultural products—are based on production in countries where women have limited rights, while consumption is concentrated in wealthier nations.
Coffee agriculture involves many African countries. Women in this sector carry out 50 to 70% of fieldwork but receive a very limited share of the profits. Improving working conditions and, above all, developing the entrepreneurial skills of women and young people in this sector is both a matter of gender equality and an opportunity for economic and environmental sustainability.
Empowering women and young people requires training across finance, business management, production and industrial technologies, and digital technologies. This is an investment that has already demonstrated economic benefits, as women entrepreneurs in the coffee supply chain often show stable business practices, attention to product quality and relationships within systems, a lower propensity for risk, and a strong tendency to reinvest profits into business growth.
International collaboration is essential for training and for the development of services, such as financial services, specifically aimed at empowering women and young people working in this sector.
