Integrating the Issue of Sexual and Gender-Based Violence in Detention Monitoring Candidates should be properly screened during recruitment to ensure only suitable applicants are recruited. Vetting processes for staff must include background checks, to ensure that there is no history of perpetrating or condoning SGBV. Fundamentally, all those recruited into the criminal justice system, including healthcare providers, must be committed to the prevention of SGBV. In addition to improving the representation of female staff, the recruitment procedures should ensure that opportunities are provided to diverse candidates, with the aim of ensuring that the overall body of staff includes representation of under-represented groups or, at a minimum, staff who have expertise in working with particular minority groups or victims of SGBV specifically. Staff diversity should be reflected at all levels, including in senior and management posts and among policymakers. Staff diversity should also extend to the retention of a diverse staff, especially female staff. Attention should be given to mentoring for new recruits, establishing family-friendly workplaces, and making sure that there are no barriers to their advancement, including with regard to training opportunities. When considering staff recruitment, retention and training in relation to SGBV, monitors could consider: • What screening processes are in place for prospective staff members, and whether this includes a background check and testing for personal ethics, including attitudes towards SGBV; • The diversity of the staff at all levels, including gender representation and whether there are any polices or procedures in place that encourage staff diversity; • Whether there are any identifiable barriers to staff diversity, including promotion and training opportunities for women or gender non-conforming persons; • If staff training manuals contain modules on SGBV, gender sensitivity, non-discrimination and working with vulnerable groups or victims of abuse; • Whether staff receive relevant training, including training on gender sensitivity, before entering active duty, and then periodically during service; and • Whether staff salaries, benefits and conditions of service are adequate to attract and retain suitable staff. 9.7 Complaints Mechanisms Access to effective complaints procedures is essential for preventing and tackling SGBV in places of deprivation of liberty. The potential perpetrators of SGBV, including staff members, may be deterred from acting if they are aware that others can safely and confidentially report such abuse and that there will be follow-up action. Victims of abuse may themselves feel more empowered if they know they can report SGBV. 69