Lavenia Raisua, Gender Advisor to the Republic of Fiji Military Forces (RFMF), and Assistant Superintendent of Police Shobna Sharma of the Fiji Police Force (FPF) provide insights from their institutions’ Measuring Opportunities for Women in Peace Operations (MOWIP) assessments. Their perspectives highlight how Fiji’s security institutions are working to better understand and address the barriers shaping women’s participation in peacekeeping.
What prompted Fiji’s security institutions to undertake the MOWIP assessment?
Raisua: The decision came from recognising a gap between Fiji’s strong international commitments to gender equality and the realities within the institution. For years, progress depended on the persistence of individual advocates, which was not sustainable. While women’s representation has increased, they remain underrepresented in leadership and their participation is difficult to sustain. We needed evidence—something concrete to guide a more strategic, institutional approach to change.
Sharma: From a policing perspective, we know participation in peacekeeping depends on opportunity. The MOWIP was seen to identify what may be limiting officers from stepping forward or progressing. It will provide a clearer picture of how to strengthen participation, including leadership.
What were the most significant barriers or insights revealed through the process?
Raisua: The findings confirmed the lived realities of women—systemic barriers, limited opportunities, and the normalisation of harmful behaviours. But it also revealed broader issues affecting both men and women. Fear of retaliation, for example, remains a major concern. As a result, what is formally reported through complaints processes does not always reflect the reality on the ground. It also showed that institutional culture can undermine policies, and that this culture persists across contexts—even during international peacekeeping deployments.
Sharma: What stood out most was hearing directly from personnel. The process created space for honest feedback, showing that many challenges—like career progression and work-life balance—are shared across the organisation. Importantly, the findings shift the focus from the individual to the institution. Previously, participation often depended on personal preparation or opportunity. Now, we can identify where the organisation needs to better support officers.
How will this strengthen Fiji’s role in UN peacekeeping?
Raisua: This process empowered women to be more confident and willing to speak up. When I visit bases, they approach me to share their experiences—something that did not happen before. The appointment of a Gender Advisor itself has been important, showing leadership commitment in action. Now, we have evidence to drive reform—allowing us to develop strategies for recruitment, retention, and meaningful participation. Previously, change was incremental. Now, we expect it to accelerate, with the goal of creating an institution where everyone can serve with dignity and purpose.
Sharma: The biggest change is awareness. The findings give us a clear foundation to improve training, preparation, and opportunities. Moving forward, we can strengthen participation in a more structured way. The assessment reinforced that participation in peacekeeping is shaped not only by individual ambition, but by the support systems around it. When institutions provide the right preparation, training and opportunities, more officers are able to pursue and succeed in peacekeeping.
Fiji is the first country from the South Pacific to complete and publish MOWIP findings, and the ninth worldwide with EIF support. The findings, which were undertaken in partnership with Cornell University’s Gender and Security Sector (GSS) Lab, mark a significant milestone in Fiji’s continued leadership on the Women, Peace and Security (WPS) agenda, specifically in its efforts to advance meaningful participation of women in peacekeeping.
