SUMMARY AND MAIN FINDINGS The(strategic) policy documents promoting overarching‘gender equality’ across all sectors in Albania are in principle very important instruments that counter the deep-rooted narrative that the security(incl. defence) sector is a male domain. The efforts put in the gender equality mainstreaming are applaudable when it comes to account for the paperwork. The picture is eye pleasing and promising. The enthusiasm then waters down when the magnifying glass is placed on the“chain of command” – as a figurative way to understand that counting the numbers is not enough. The raising of the threshold(quota) is not enough if the system does not provide the same“start” line in the running competition, or if the hurdles on the run are not adjusted to the typology of the runner. Especially in the security sector mainstreaming gender equal opportunities requires a combination of gender equality with gender equity approach. Trying to apply positive discrimination elements, like raising the recruitment of women at the quota level, has made it impossible to address other standing obstacles still in place that do not provide for women’s full and meaningful participation in security sector decision­making. Unnaturally promoting the idea that the only way to gain more peace and security is by including a higher number of women in the field of national and international security (simplifying it to quantity only), undermines any goodwill motives in streamlining gender equality in this sector perceived as a strong men domination. When it comes to numbers, showing involvement of women and girls in the security sector in Albania, there is a credible improvement. But if we examine indicators set by the strategic documents(i.e. National Strategy on Gender Equality, National Action Plan1325) such as the involvement of women in top leadership positions in addition to relevant structures and the levels of promotion in higher ranks in the security sector, there is a need to set a common ground understanding beyond the idea that women have a role in conflict prevention and conflict resolution. In reality, the actions taken so far represent mostly symbolic changes instead of systemic structural improvements. The commitment to raise the percentage of women involved in the security and defence sectors remains dry(does not do justice to) considering the efforts of girls and women who are committed and deserve to further their career, take leadership roles beyond the token level. In other words, the Women Peace and Security 5