20 Gender and Security Toolkit Those working with women are aware of the gendered pathways leading many women to be deprived of their liberty, and they often include a history of emotional, physical and sexual abuse. Policy and practice actively avoid creating an environment for further abuse, and care is taken to prevent triggering previous trauma or perpetuating mental health issues. Those working with men are aware of the pressures on men and boys to display narrow versions of masculinity, and how these may have informed their gendered pathways to the institution. Management are aware that such gendered pressures may continue to inform men’s behaviour, which can lead to negative consequences for safety and growth. Places of deprivation of liberty actively promote alternative versions of masculinity and provide space for healthy expressions of masculinity. Those working with people with transgender identities are aware of the difficulties of experiencing gender dysphoria, and how these may have informed their pathways to places of deprivation of liberty. An approach which actively promotes a non-judgemental environment where people are able to self-identify without fear of reprisal or ridicule is actively promoted by places of deprivation of liberty. All people in places of deprivation of liberty feel safe and able to make a confidential complaint, without reprisal, and the process is carried out in an objective and timely manner with feedback to the complainant. Protection measures take into account the additional threats to female, transgender and other LGBTI prisoners during investigations, and those who have been subjected to sexual abuse receive appropriate medical care, counselling and legal aid (see Bangkok Rules, Rule 25). 3.3 A gender perspective is integrated at all levels and in all available training opportunities Induction training is presented with gender as a core perspective for all levels of management and front-line or uniformed staff, as well as non-operational staff. Existing staff take part in specific training to mainstream a gender perspective, and the leadership of institutions actively promotes the importance of the training and leads by example. Implementing a gender perspective is appreciated as being part of the core business of the place of deprivation of liberty, and is not seen as a paper exercise. Places of deprivation of liberty assess applicants for their willingness and ability to work in specific environments, for example a women’s facility that is run with a gender perspective integrated throughout its policies and practices. Training focuses separately on working with women, working with men and working with people with transgender identities. Where children are allowed to stay with their mothers in prison, awareness-raising on child development and basic training on the healthcare of children is provided, so staff can respond appropriately in times of need and emergencies (see Bangkok Rules, Rule 33). Female staff members have equal access to positions of power and responsibility within places of deprivation of liberty, and do occupy these positions. This is echoed at higher levels of power, where there is an appropriate gender balance in decision-making departments. 3.4 People are categorized appropriately and accommodated in safe locations All individuals in places of deprivation of liberty are accommodated in spaces that are both safe and actively promote well-being, recovery and/or rehabilitation. Where families are deprived of their liberty together, such as in some immigration centres and refugee camps,* * Immigration detention is also discussed in Tool 6 on “Border Management and Gender”.