CONSIDERATIONS ON THE PARTICIPATION OF SENIOR FEMALE PERSONNEL OF THE NATIONAL NAVY OF URUGUAY IN PEACEKEEPING MISSIONS
Female participation in Peace Operations Missions (MOP) is still insufficient worldwide. It has been observed that the rate of growth in recent years has been scarce in order to meet the demand posed not only by the United Nations (UN) Security Council Resolutions, but also by the operational needs faced by the PKOs on a daily basis.
Women have demonstrated their relevance and prominence in communicating with vulnerable population groups, in assisting women, children and adolescent victims of sexual violence, and in all stages of MOPs. The complexity of the activities to be carried out by the work team in the field covers such a wide range of dimensions that the female perspective or viewpoint becomes necessary more and more frequently, in the face of problems that can only be overcome by the openness and trust that can be generated by the female presence, with her skills and as an "empowering" example of local women. Consequently, it is evident to think that with the advent of the UN gender equality policy and the goals scheduled for 2028 (according to the 2030 Agenda for Sustainable Development), the number of women deployed in leadership positions should increase, and therefore, the Uruguayan National Navy (ANU) should be prepared to support the growing demand with Female Senior Personnel (FSP).
As is the case in most of the Latin American Armed Forces, Uruguayan military women still do not occupy the top leadership positions largely because they do not hold the highest hierarchies due to the lapse in their authorized entry into the career as military professionals. However, as time goes by, ANU female officers will be promoted, causing that all ranks in all hierarchies will be nurtured by FSPs in the ranks of junior officers, chiefs and finally superiors, thus enabling more officers to apply for military operational leadership positions.
The presence of women military leaders in MOP can facilitate contact with the local female population (especially in contexts where social barriers prevent this exchange with men), which can be very beneficial in terms of strategies for prevention, protection and response to human rights violations, allowing to take into account the information and solutions provided by local women. In addition, they can serve as an example for the local population to follow, acting as an incentive at the social level for a reconsideration and empowerment of the role of women, including their participation in the construction of a lasting peace, and why not, encourage interest in joining the military or police forces.
Therefore, it is necessary to implement a policy in the ANU that values and highlights the interest in contributing with female personnel to the fulfillment of Uruguay's obligations as a UN Member State. Although there is not yet a formal document on this issue, the ANU has played a proactive role as never before in recent years. The execution of information days, the change in terms of hierarchy requirements, the possibility of shorter deployments, the information regarding the tasks to be performed and, ultimately, the acceptance of the Command, has maintained the right flow of volunteer FSPs to fill the available positions. However, the near future will require the ANU to be in a position to deploy more female Officers in MOP. This will require, in the years to come, that a firm Institutional Strategy be in place to organize the effort taking into account the advantage that the increase of FSPs in all ranks will offer.
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