Issue link: http://lawandordermag.epubxp.com/i/65600
Police administrators should recognize that in the field of law enforcement, the gender of their subordinates is irrelevant and that skill and ability enhancement op- portunities for female police officers will enhance public safety. Lack of Promotional Opportunities (Internal Barrier) Sometimes the approach used by male and female officers is different.…but in police work, it is the results that count. in making promotion or hiring decisions, they create a dysfunctional system that fails to recognize differences between fe- male and male officers. Law enforcement administrators should recognize that differences do exist between female and male police officers. And that those differences biologically and psy- chologically can be harnessed into posi- tive work actions. They do not reduce the competence level and capabilities of fe- male officers when performing their law enforcement job duties. Lack of Leadership (Internal Barrier) Law enforcement administrators who don't commit themselves to the removal of promotion and inclusion barriers will con- tribute to minimal career gains for female police officers. The result is a likely reduc- tion of recruiting competent and capable female police officers. Setting a professional example for sub- ordinates is mandatory. Law enforcement administrators should proactively create and explicitly communicate to their subor- dinates that sexual harassment and other forms of discrimination on the job will be met with zero tolerance and meet serious consequences if those behaviors are emit- ted in the workplace. Needed is the lead- ership that ignores false notions of female capabilities and competencies – leadership that guides their employees as a unified department and builds favorable condi- tions to recruit females into the field of law enforcement. Teamwork and backup are important for all police officers. Lack of Mentoring (Internal Barrier) A lack of mentors and appropriate guid- ance within a female police officer's de- partment costs police departments in time, training and employee replacement. Cre- ating networking opportunities and hav- ing role models are important for female police officers. It provides new female police officers with someone to talk with and look up to. Without these capabilities, female officers face social isolation in the workplace. Law enforcement administrators should serve as positive mentors and understand the importance of their position in guiding subordinates to be the best they can be. Mentoring programs, programs to raise awareness of female police officer issues, and women support networks should be encouraged. Male-Dominated Police Culture (Internal Barrier) The socio-demographic of the police workforce is predominantly male, which requires female police officers to adapt to a male work environment. Female officers are typically judged and compared to their male peers. As a result, female officers may not be afforded the same opportunities for training, assigned duties and promotions as their male colleagues. Most police officers seek assignments that provide new challenges, new duties, broaden their experience, and enhance their promotional opportunities. However, gender bias often results in female police officers being assigned to more traditional "feminine" areas that deal with juveniles, females or administration. Female police officers tend to be represented at the bot- tom of the hierarchy in most police organi- zations with a very small percentage being promoted beyond the rank of sergeant. Law enforcement administrators can at- tract qualified female candidates into the field of law enforcement by demonstrat- ing that career advancement opportuni- ties within their departments are created on the basis of competence and capabilities and not by gender-based decision-making. Organizational Structures (Internal Barrier) Under the Traditional Policing organiza- tional structure, successful police officers are considered authoritarian (masculine) in nature. Therefore, Traditional Policing structures lead to a more masculine po- lice culture. This culture may be hostile to women and allow male officers to justify an exclusive domain for themselves based on the argument of physical ability. To rectify this approach and generate greater interactions with local communi- ties, Community Policing organizational structures have been implemented where police officers work together with citizens and community organizations in the exe- cution of organizational policies and legal mandates. As a result, male and female po- lice officers have expressed more positive attitudes under the Community Policing organizational structure. Tokenism (Internal Barrier) Instead of being hired, promoted and evaluated on their own merits, female police officers may be at times evaluated, www.lawandordermag.com 71