Issue link: http://lawandordermag.epubxp.com/i/65600
UP-CLOSE: WOMEN IN LAW ENFORCEMENT Promotional Barriers & Recommendations Risk and uncertainty are the same for both male and female officers. promoted, and hired as "tokens" to sat- isfy statistical requirements of the gov- ernment or political needs. Since women face the obstacle of becoming tokens within the police departments for which they work, recruitment of qualified fe- males may be jeopardized. Law enforcement administrators should seek the most qualified candi- dates for law enforcement positions and remove gender bias in their decision- making. By doing so, law enforcement administrators build stronger depart- ments and enhance public safety. Under-Representation (Internal Barrier) Under-representation has primarily occurred due to a lack of interest over- all in police work by women and the challenges confronting female police s HKPG WPKHQTO PCOGDCFIGU UKPEG Adjusto-Lok UGEWTGU QP UJKTVU LCEMGVU YKPVGT YGCT s In police work, collecting and processing evidence are not gender-specific. officers. Public safety and colleague back-up should be blind to gender dif- ferences. Under-representing females in the field of law enforcement denies the public higher levels of public safety in the communities they protect. Law enforcement administrators should take proactive actions such as promoting law enforcement as a career in local schools to encourage younger children and women to consider posi- tions in the field of law enforcement. Family/Maternity Commitments (External Barrier) Female police officers often face the issue of reconciling family and work maternity issues. Family / career issues are a leading reason for female police officer resigna- tions. As a result, turnover rates in polic- ing for females has primarily been tied to either family issues such as child care, an unsupportive spouse, or personal failures in coping. Law enforcement administrators, while unable to influence family issues directly, can build morale for female police officers by providing words of encouragement, providing private and safe areas for breast feeding, and sup- port their family building decisions. Un- derstanding the dual role of child bearer and law enforcement professional fe- male police officers may assume will allow police administrators to better fa- cilitate the creation of family-supportive work environments. Forced Litigation (External Barrier) The decision to litigate against an em- ployer is sometimes the only alternative female police officers have in order to obtain legal and civil justice as victims of promotion and inclusion barriers. This ac- tion alone can cause severe stress and con- tention in the workplace for female police officers and adversely affect local govern- ment budgets when seen as the only way to remedy the existence of promotion and inclusion barriers. /QUV UJKRRKPI QP PGZV QT HQNNQYKPI FC[ 8KUKV YYY TGGXGUPCOGRKPU EQO NQ HQT KNNWUVTCVKQPU FGUETKRVKQPU QH OQFGNU CPF WPKSWG UNKFG QP CVVCEJOGPVU HQT TCPM UGTXKEG VKVNG OQTG %CNN VQNN HTGG HQT HTKGPFN[ UWRRQTV QH QPNKPG IWKFGU .CWTKG 5CO QT 0CPE[ VJG[ŏNN INCFN[ JGNR YKVJ [QWT QTFGT GPVT[ QP RJQPG QT QPNKPG Click on EInfo at - www.lawandordermag.com reader service #36 72 LAW and ORDER May 2012 Law enforcement administrators should create workplace environments that encourage the elimination of promo- tion and inclusion barriers that take place in their local governments. Identifying the legal mandates required by law and sub- stituting gender-based myths with logic and common sense will go a long way in eliminating litigation.