Background
In the early days of policing, female officers faced many challenges in their line of work. They had to prove themselves and work harder than their male counterparts to be considered effective cops and detectives. Most police departments did not fully support policewomen for the positions they held, which made it difficult for these women to rise through the ranks when promotions were made.
In recent years, the number of female police officers in the United States has risen. This increase can be attributed to the global fight for gender equality. Several philosophies that challenge gender discrimination have evolved over the years. Among these theories is the feminist ethical perspective, which proposes that women are mistreated due to their gender. This paper aims to assess the challenges faced by female police officers from a feminist ethical and theoretical perspective, and to propose recommendations for addressing these issues.
Feminist Ethical Perspective on Policing
Description of the Theory
Feminism is a social and political change movement that challenges unequal power relations between men and women. It posits that there are patriarchal structures and gender norms that benefit men and marginalize women (Malinowska, 2020). The feminist ethical perspective entails an examination of gender-based inequalities and injustices in social, economic, and political spheres (Maulana et al., 2021). It is most often applied to issues of sex and gender discrimination, focusing on how such biases affect jobs, family life, personal relationships, and other areas of life. When analyzing the challenges policewomen face in their line of work, this is the most relevant theoretical perspective on ethics.
Historical Perspective
Female police officers have been a part of law enforcement for decades, but it was not until recent years that their importance within the force became recognized. In the early days, police matrons were the first female police employees. They were civilians assigned to search, monitor, and escort female inmates held in jails or courts, as well as prepare bodies brought into mortuaries at police stations for examination by the police surgeon (Rabe-Hemp, 2019).
Frequently, matrons were wives of police officers who were in the field. Around the 1970s, gradual improvements in the fight for equality led to women participating in patrols. Despite women being recognized in police ranks, they still face numerous challenges to date.
Challenges Faced by Female Police Officers
Lack of Recognition
The first challenge female police officers face is not being accepted by their male colleagues. Female officers are often outnumbered and outranked by their male counterparts (National Institute of Justice, 2019), according to a study conducted by the National Institute of Justice (2019). The study found that policemen continue to believe that policing is a profession meant for men, in which women cannot fulfill the demands of the position because they lack the necessary emotional or physical aptitude. Additionally, men believe that because women are too forgiving and do not perform “tough” police work, they should stick to their traditional gender roles (Snow, 2010).
Thus, male officers often fail to accord their female colleagues the respect necessary for effective teamwork. Given that collaboration and respect are core tenets of police work, female officers face a significant challenge in performing their duties because their male colleagues do not deem them worthy of being in the service. Despite the feminist movement advocating for gender equality in police departments, women still face discrimination, especially from male police officers who feel that the force should only be reserved for men.
Workplace Harassment
The second challenge faced by female police officers is the issue of workplace harassment. The law enforcement field is predominantly male, which can create a hostile work environment for women. This unfriendly environment can stem from other officers and supervisors who may not support women working in the field (Murray, 2021).
For example, a female police officer might experience harassment from male colleagues in the form of offensive sexual comments or physical touch. She may also face discrimination from supervisors who refuse to assign her to high-profile cases because of her gender. A hostile work environment can cause stress, lower morale, and decrease job satisfaction, ultimately leading to high turnover rates among female officers.
Glass Ceiling
Another challenge is breaking the glass ceiling, a metaphor that describes the invisible but real barrier women face in their attempts to advance in a career field. For female police officers, this obstacle can hinder their advancement to senior levels and prevent them from realizing their full potential in the industry. The glass ceiling is often due to a lack of diversity in leadership positions and resistance from male-dominated power structures. This can lead to female officers feeling held back in their careers and unable to move up the ranks (Murray, 2021). Additionally, the absence of female role models in leadership positions creates an issue for young female police officers who want to advance in their careers because there needs to be more women in managerial positions to provide leadership and mentorship within their departments.
Work-Life Balance
Gender role conflict is another challenge that female police officers face because of the traditional expectations placed on women. The conflict arises when women choose between being a good mother and a successful police officer. This can limit their opportunities for advancement within their department.
Many female officers miss higher-ranking positions due to the conflict between work and family responsibilities. Although progress has been made towards gender equality, it remains a challenge for women in policing. Women are still expected to prioritize their family obligations over their careers, which can make it harder for them to succeed in a male-dominated field such as policing.
Gender Stereotypes at Work
Lastly, the challenge of the intra-gender role is evident in many departments and agencies. According to Rabe-Hemp (2008), female police officers distinguish themselves as either “POLICE women” or “Police WOMEN.” The author argues that these two groups employ different approaches to their jobs and differ in their education, training, and perspectives on work. The “POLICE women” are female officers who successfully transition into the role of a police officer and follow the rules and expectations of the job. They are skilled at policing and demonstrate their importance to the community.
On the other hand, “Police WOMEN” are female officers who adhere to traditional gender stereotypes while on the job. They may play into the weaker and more submissive gender role and prefer desk employment over proactive patrol duties (Rabe-Hemp, 2008). The author suggests that a gap exists between these two categories of female police officers and that this distinction has led to stigma among female police officers due to the differing job requirements.
Summary
The challenges faced by female police officers in a predominantly male workforce are numerous and varied in complexity. From gender discrimination and harassment to the difficulty in balancing family and work responsibilities, female officers must overcome substantial barriers to succeed in their careers. It will take time and dedication to remove many of the obstacles that women face in policing, as they are not industry-specific but rather symptoms of broader societal problems (National Institute of Justice, 2019). However, with the proper support and resources, these challenges can be overcome, leading to a more diverse and inclusive law enforcement community
Strategies for Overcoming Barriers in Policing
Eradicating Discrimination
To address these challenges, it is crucial to promote a positive working relationship between both genders in the police service. This requires an approach addressing the various barriers to equality and opportunity faced by female officers. One of the most critical steps to take is to ensure that all police officers, regardless of gender, follow the rules and regulations of the service. This means avoiding discrimination in any form, intentional or unconscious.
Male police officers should undergo sensitivity training to identify and address preconceived notions about women (Helen & Rauhaus, 2019). Those who refuse to collaborate with their female counterparts should be given a serious warning, and the matter should be escalated if it persists. This will help build a more inclusive and supportive work environment. Police officers should also be encouraged to foster cooperation and maintain pro-social groups, which will help to build a sense of community and support among female officers.
Increasing Female Engagement
Additionally, for the police service to develop and improve, it is necessary to increase female participation in every aspect of police work. Organizational management should emphasize established rules and regulations to ensure procedures are followed, control female transfers, enhance police housing, promote equality, include female officers in decision-making processes, implement more gender mainstreaming programs, and reward hard-working officers (Livada & Pechlivanidis, 2021). Female representatives in the organization should be involved in every aspect of decision-making, including hiring and promotion. This will help establish a strong female presence within the organization and encourage more women to consider careers in law enforcement.
Enhancing Workplace Environment
Solving the issue of family obligations among female police officers requires a comprehensive approach that addresses both the individual and systemic challenges. To effectively modify their working conditions and enhance job security, it is essential to examine the specific work environments in various police departments and identify areas for improvement. Once this data is gathered, it should be used to inform changes to work conditions, such as providing flexible scheduling options and offering resources like childcare and health insurance. These family-centric policies would allow women to work in the police force without feeling forced to choose between their careers and family (Helen & Rauhaus, 2018). By modifying working conditions and providing support resources, it is possible to create a more inclusive and supportive work environment that enables female police officers to succeed.
References
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Livada, A., & Pechlivanidis, A. (2021). Incentives, personal needs, behavior of the employees: How do these parameters affect employees’ productivity, job satisfaction, and commitment? In Decision-Making in Management: Methods and Behavioral Tools (pp. 287-312). Springer International Publishing.
Malinowska, A. (2020). Waves of Feminism. The International Encyclopedia of Gender, Media, and Communication, 1, 1-7. Web.
Maulana, A. M. R., Farhah, Y. K. Y., & Syifa, N. A. (2021). Liberal feminism: From biblical tradition to the emergence of CEDAW. Religious: Jurnal Studi Agama-Agama Dan Lintas Budaya, 5(2), 243-254.
Murray, S. E. (2021). Seeing and doing gender at work: A qualitative analysis of Canadian male and female police officers. Feminist Criminology, 16(1), 91-109. Web.
National Institute of Justice. (2019). Women in policing: Breaking barriers and blazing a path. Web.
Rabe-Hemp. (2009). POLICEwomen or PoliceWOMEN?: Doing gender and police work. Feminist Criminology, 4(2), 114–129. Web.
Snow. (2010). Policewomen who made history breaking through the ranks. Rowman & Littlefield.