The Impact of Women in Law Enforcement - Research Paper Example

? The Impact of Women in Law Enforcement While researching texts written about law enforcement,I found just a few authors who published books about the role of men in law enforcement. It is against this backdrop that this paper aims at discussing extensively, the impact of women in law enforcement by using a cross-sectional, in addition to an observational study design, and conducting a random sample of women already serving in the police force. The paper argues that, in order to increase the number of women serving in the police force, holistic programs of the respective government ministry, thus, are needed to elevate the number of women in the police force. INTRODUCTION In the last half-century, women have entered into law enforcement in an increasing number, especially in larger police agencies. Notwithstanding this occurrence, women are still struggling for acceptance, inside and outside the department. Though there is a clear-cut gap between the number of women currently in law enforcement, and the number that should be working. Women continue to face an ongoing battle, not only to become police officers, but also to gain the acceptance once employed. There is no questioning that, the disparity between the number of men and women, working in police departments have had a negative impact on the police subculture, operations, and effectiveness of law enforcement agencies throughout the nation (Scarborough & Collins 2002). So what are we waiting for? It is time to give this question a serious consideration. Maybe the question is totally answerable (in the mind of some), but certainly, it is worth serious discussion, and hopefully action on the needs of communities. Different communities face difficulty recruiting candidates for police positions. One has to wonder why they are ignoring the pool of women who are available and interested in entering the law enforcement. In fact, some police agencies are giving police candidates at least $11,000 to sign up. In addition, candidates are paid while attending a police academy. Currently, female officers are still relatively unknown to lay person, especially in smaller communities and non-metropolitan counties. Most people have not been stopped, questioned or even assisted by a female police officer. But that is changing, and an increasing number of citizens will realize certain fraternal, religious, or ethnic backgrounds proved important for entry and advancement in the police service. This was true for the Irish, Italians, Jews, Mormons, and Masons. Recently, with the advent of affirmative action, blacks, Latinos and Orientals have entered the police service in increasing numbers, and have assumed leadership positions in many departments. Police ranks (through the 1960s) were dominated by the male recruits. Rookies learned from veteran officers that the way to get along in a police organization was to never rock the boat. Each new officer was expected to internalize norms and the value system of the department, and to accept the operating principle of maintaining the status quo. As new police officers, they were taught that criminals, civil right activists, and feminist were the enemies. It was a question of the police versus the criminal element. Shocked by the changes occurring at such a rapid pace, the police during the 1960s rejected charges of racism and sexism and viewed themselves as minorities and the last vestige of society’s protectors. The real thin blue line was striving to contain the rabble that was trying to destroy the American way of life. All of this resulted in a continuing pattern of sexism, whereby women were discriminated on the basis that change was not needed, and that police work could only be performed by men. Unfortunately, vestiges of these remain as noted by a number of women filing suit against police departments for sexual discrimination. There is a need for women to be represented in law enforcement, and once admitted to the ranks, they should have every opportunity to make a contribution at higher ranks (Scarborough & Collins 2002). Early Entry of Women into Law Enforcing Work Women performing various types of police work are now new, throughout history, but with any great frequency, women have been used as the species, undercover agents, decoys, and detectives. Women performed exceptionally for such agencies as the Pinkerton Detective and the Wells Fargo and for government entities during the civil war. Towards the end of the nineteenth century, the most vociferous campaign for the introduction of women into the police service, come from groups of women that were affiliated with the suffrage movement in the Great Britain. This situation has been viewed as the classic example of a pressure group working to change the establishment (Parsons & Jesilow 2001). It was not until the later part of the nineteenth century that women began to enter the police service with standard police powers (Parsons & Jesilow 2001). During the first half of the nineteenth century, efforts to change a number of police practices, along with the women’s rights movements, served as the Angeles Police Department to the position of Policewomen (Heidensohn, 1992). She was a graduate theology student, and a social worker. She obtained her position by virtue of petitioning the city government for the job. Her petition was signed by many influential citizens that concurred with her point of view that with police powers including the powers of arrest; social worker could work more effectively in preventive a protective work for women and girls. Officer Well’s duties included, the supervision of women and girls in places of public recreation, such as dance halls, skating rinks, and theaters (Parsons & Jesilow 2001). With the unique position, she held, Wells immediately become a prime mover in the policewomen’s movement. She had the unswerving support of the American Female Reform Society, the Women’s Christian Temperance Union, and the League of Women Voters. Largely because of her effects, within five years 25 cities had appointed women as police officers and by the end of World War I the number grew to 200 (Parsons & Jesilow 2001). Wells immediately became the center of media attention and lectured throughout the United States and in other nations and was called upon by numerous police departments to assist in the appointment of women. In 1915, she assisted the creation of the International Association of Police women. The association functioned as a clearinghouse providing information about duties that police women could perform, emphasizing preventive and protective services (O'Toole, 2006). During the depression, the organization lost its financial support and was not viable for an extended span of time. Many years later, the title of the organization was changed to the International Association of Women Police in order to bring into conformity with the trends and changes occurring in our society. Currently, many women are appointed under the title of a police officer, not policeman (Harrington, 1998). In the early 1920s August Vollmer, Chief of police in Berkeley, California, created the first crime prevention unit in a police department. He appointed Mrs. Elizabeth G. Losing to head the new division. She held a B.S from Mills College and received an additional education at the University of California and the New York School of Social Work. As an additional training, she had included psychiatric social work at the University of Michigan and the New School for Social Research (Parsons & Jesilow 2001). In Berkeley, the policewoman’s work consisted largely in dealing with pre-delinquency problems by bringing together all the agencies that could deal with the health, education, and morals of children. The success of these women provided additional impetus, in efforts to involve women in preventive and protective functions, in the police departments. In 1922, the International Association of Chiefs of Police, at its annual convention, passed a resolution supporting the use of policewomen. With this assistance and the increased knowledge that women had functioned successfully as police officers, the police women’s movements became increasingly effective (More, Publications, 1992). Similar to the events that changed women’s lives in England. World War I proved to be the American women's event as it fostered the entry of additional women into the police service. Women performed a number of duties around the military camps, including keeping prostitutes away from the camps and supervising commercial and recreational locations near the camps. In 1883, the metropolitan police in London appointed two women to supervise females that were detained in the police stations. Subsequently, other women were employed part-time to assist mail in the supervision of women in custody. In 1907, Eilide McDougall was hired by the Metropolitan Police Force, to handle cases involving women and Children. She was described as an experienced social worker who never viewed herself as a police officer (Parsons & Jesilow 2001). In 1914, the first uniformed policewomen were placed on actual police duty. This occurred because the Women’s Central Committee of Grantham created a subcommittee and established a fund to maintain two policewomen. The civil and military authorities were required to make full use of the two women. In the city of Hull, policewomen arrested drunken and disorderly women for their own protection. They complete and signed the charge sheet and testified in court (Harrington, 1998). Mary Sallen pointed out, “it was not unusual for drunken woman to be so noisy and violent that she had to be half carried between two policewomen, whose progress through the streets was not made easier by the breathless interest of excited crowds, who would promptly attach themselves to the procession”(Horne, 1980). Before the end of World War, I, policewomen in the United States served in numerous cities; their status in each community was varied. In some cities, the functions that policewomen performed were limited because they did not have full police powers (Parsons & Jesilow 2001). By 1924, the proportion of women police officers was 100 to 20,381 (0.5%) and by 1980. 8.5 percent of the officers were women (Horne, 1980).. On the other hand, when T. Edgar Hoover became the director of the FBI in 1924 he asked only female agents, Alaska Davidson, to resign (Harrington, 1998). Susan Martin contended that the literature concerning policewomen has stressed the importance of their mission, that is, to perform as part of a larger social movement. It was reform zeal second to none and was supported by an exceptional idealism. Women wanted a different place in society’s major social institutions. The effort to obtain employment in law enforcement agencies was part of the larger struggle, to “save wayward youth and helpless women from the evils of the alcohol industry, and other abuses” (Parsons & Jesilow 2001). Entry into the police field was not easy for women. Barriers were numerous, including separate entrance requirements, limitations as to the number that could be employed, and of course, lower pay. Policewomen’s duties were limited, but included performing delinquency prevention activities, dealing with lost children, handling various aspects of female criminality, and working with victims of sex offenses (Horne, 1980). Eventually, preventive work proved to be acceptable for female officers because it was not viewed as the real police work. Anything that resembled social work was seen as women’s work. Their emotional stability and their capacity to work in police environment. As more women entered the police service, integrating them into a larger department proved to be difficult. A number of larger agencies created separate women’s bureaus. In one instance, the bureau was placed in the local YWCA that was far removed from the headquarters of the police in the department (Horne, 1980). Consequently, many of the bureaus functioned as autonomous units, and in most instances, they were totally isolated from the rest of the department not only in distance but operationally. When not assigned to a bureau, the women functioned with limited organization and were powerless (Parsons & Jesilow 2001). In other words, they were accepted because of the political demand, but these women functioned in a world of their own. In the early part of the past century, the public administration reform movement was sweeping the nation, including the police. People were dissatisfied with the results obtained from the traditional control methods used by police, and prevention was given increasing importance. In 1915, one expert noted that one of the strategies the police should employ is crime prevention. He viewed this service as consisting of miscellaneous squads or units that would engage in identifying conditions creating crime and in suppressing offenses against the public moral (Baker, 2006). The women’s police movement grew in tandem with the larger public administration movement. Typical support for the women’s police movement was provided by Elmer D. Graper. Who in 1921 published a handbook on American police administration, he stated that the initialization of police women was recent origin and that it held great promise for the future. He noted that women’s police work was frequently labeled welfare work and saw it as the mean of widening the scope of police activities, including measures to prevent or minimize the factors contributing to vice, gambling, and lawlessness (Horne, 1980). Trained in social work, many of the early women officers possessed knowledge and skills that their male counterparts did not. The women use these assets to their advantage and carve out an import niche in the reform movement. As Susan Martin, pointed out. They performed tasks that males did not want to do (such as clerical duties), and because of their specialization in protected activities, female officers were viewed as non-competitive as to the police tasks that were traditionally, performed by male officers (Horne, 1980). The 1930 census in the United States listed 1,534 policewomen and female detectives as being employed in public and private agencies. This number increased to 1, 775 by 1940. Discussion The depression and its severe impact on the wellbeing of the nation thwarted the hiring of policewomen. Women’s bureaus were looked upon as organizational groups that could be eliminated so that all the other governmental entities could survive. It was not until the World War II that women saw an upsurge in their employment law enforcement, but at the end of the war, many policewomen were laid off (Baker, 2006). By 1960, the census report indicated that the number of women employed in the law enforcement had increased to 5,617, which was 2.3 percent of the total number of officers (Horne, 1975). From 1940 on, some policewomen performed a few duties that in the area of prevention, but the evolution were extremely slow. Some departments had quotas and only hired a certain number of women, or they limited the hiring to replacements. Other departments resisted the employment of women. These departments took the position that women were not qualified to do police work. Starting in the late 1950s and the early 1960s, the trend reversed, and attention was given to the employment of women. Some state and federal agencies began empowering women in sworn positions in 1970s, but the majority of women were employed by the municipal and country agencies (Horne, 1975). The traditional areas of employment for policewomen had been as clerks, secretaries, and switchboard operators. As the tasks given to them increased, the police women got assigned to deal with juvenile law breaker. Besides, the female gender started to take part in special inquiry on cases connecting obscene telephone calls, rape, and voyeurism. Another area where the assistance of women was needed was in jails, where they became matrons. Slowly but surely, women were given assignments such as dispatching, criminalizes, and broader investigative duties. The area of controversies has always been the assignment of woman patron. The first department to make this assignment was in Indianapolis. In 1968, two female officers, Betty Blankenship and Elizabeth Coffal, began to patrol an assigned area and answered general purpose calls (Baker, 2006). As the two officers proved their effectiveness, additional women assumed patrol duties; New York City eliminated its women’s Bureau and rejected in every other way. Being treated as an outsider is a difficult to take and creates untold stress on the job. In other words, tolerated but rejected. In 1973, the Los Angeles City Council approved a program for a unisex police department, scheduled to have women on patrol by the end of the year. A resolution was adopted to consolidate the classifications of policeman and women into police officers. Women and male officers would have equal opportunity for development and advancement (Gibson 2008). It is interesting to note that in the year 2000 that 18 percent of the sworn officer positions in Los Angeles were held by women. Catherine Milton, in her excellent study, “women in policing,” presented a very strong case supporting the position that women should serve in all law enforcement capacities and not limit their service to clerical and secretarial positions. She pointed out (Gibson, 2008). 1. Administrators are overlooking a significant resource of competent employees by de-emphasizing the potential role of women. 2. Women are used extensively as line officers in Britain, Europe, and Israel. 3. The national commission recommended the recruitment of women into the police service. 4. The number of women in police uniform is increasing steadily. 5. Recruitment and promotional standards should be the same for men and women. 6. The weaker sex is a misnomer and no longer a reason for overlooking the potential contributions of women to modern police service. The conclusion of the IACP study found that the highest single cause of the police deaths as ambush, in which physical strengths are not involved. The common denominator in all police murders has been the element of surprise (Harrington, 1998). 7. Women wanted the job. There exists an elevated number of confirmations that competent women desire to be officers. These above are recommendations around 32 years ago, nevertheless they were not taken into consideration for several years, and many have not been met, despite that there exists a ray of hope. Given time, most of them will end in the law enforcement as a career pressure. In addition, it has been realized that at least 20% of those who responded indicated that most of them had a way to go to be integrated in the combat department (More, Publications, 1992). In fact, a research by Appier, showed that most of them have begun to venture into the management ranks, though the numbers considerably small, there are expectations that most of them will end up becoming lieutenants or attain higher ranks. In Texas, for instance, there exists at least 451 sworn in the respective police department; roughly 30 % of the employed supervisors are women (More, 2008). Women who have served under the post of chief executive officer in most parts of the city was Penny Harrington. In addition to the 17 months, spent in Portland, the Oregon started in the year 1985 and ultimately acquiescent under sack (Appier, 1998). Harrington is at present serving as the director of NCWP (National Center for women and policing) based in Los Angeles California (Harrington, 1998). It is considered the first national reserve belonging to the women police, and the respective law enforcement agencies (Harrington, 1998). The main objective of the center mainly sees to it, an increased number of the female gender in all ranks in law enforcement. This will ensure a reduced police brutality, in addition to the humanizing police reaction to various crimes against the female gender, and improving the society and police relations (Gibson, 2008): Works on educating the criminal integrity policymakers, the public and the media regarding the effects an increased representation of women in the policing. See to it that sexual characteristics are incorporated in the scrutiny of existing policing issues, and development efforts; and endorse projects that are projected towards gender balancing when it comes to law enforcement. Fabricate and make public the initial research on issues applicable to the female gender in law enforcement. The National Center for women and policing materials and publications can be said to be the top authoritative existing and in recurrent insist by the media, criminal integrity policymakers. Avails a direct support, guidance and a widespread of materials into law enforcement agencies in quest of an increased representation of the female gender within the ranks. Another conspicuous woman is Beverly J. Harvard, who was the former chief of police, in Georgia, Atlanta, and the first black-American to assume a headship position in the city. Just two years into her new job, she was moved to a desk job. Her task ranged from confirmatory action, to assistant chief criminal inquiry. It is said she had 2 degrees, public administration and sociology, in addition, she has articulated the idea that because she is a female, she has been guessed in her entire career, though she did endure and confirmed that she was a strong leader of the Atlanta Police Department (Harrington, 1998). In 1996, there were 58 women holding executive level law enforcement positions across the country In the same year the National Sheriff’s Association reported that 22 of the 3.04 sheriffs were female. One of these chief executive officers received nationwide publicity in 1992 as the first African American female sheriff in the United States (United States 1992). The following table reflects the percentage of females in varying police positions. Adjusting to a Male Dominated Police Culture. The majority of women that enter law enforcement during its transitional stage from a male dominated occupational area has felt the impact of the police culture. Percentage of Females In Selected Law Enforcement Positions Positions Percentage Top Command Supervisory Line Operations 7.3 9.6 13.5 Source: National center for women and policing 2002, equality denied- The status of Women in Policing 2001, Los Angeles, CA, NCWP As minorities, women have been subjected to unyielding pressure from male officers and have been the object of discrimination. For decades, law enforcement has portrayed the occupation as needing employees that are the equivalent of Dirty Harry, tall, tough and ready to brawl (United States 2006). This macho ideal has made it difficult for women that have entered police service. As long as women stayed in their place and worked only with female offenders and children, they were accepted with reluctance and the minimal resistance. When women entered patrol and investigate services, they crossed the threshold of a male dominated world (Morneau 2005). Entry for women has been especially difficult, and they have found that they did not get positive feedback from the supervisors and fellow officers. As the traditional; values inculcated through the women’s growing years compete and conflict with the newly defined role that she is attempting to assume in the police environment, internal conflict is likely to occur. Women raised to be compassionate, thoughtful, and considerate, enter a working environment that can be filled with profanity, pranks, and occasional violence (Douglas 2005). While law enforcement can be infinitely boring at times, it can also be tensed, traumatized victims and witnesses must be interviewed. Some investigations involve minute details of several sexual acts or other very sensitive information. Furthermore, suspects must be restrained as many of them are mentally unbalanced or under the influence of alcohol or other drugs. Dealing with derelicts and those that have deviated from society’s norms can prove to be devastating (if not debilitating) as a new officer strives to just adapt to the work (Training Conference & United States 2006). In the training process, there are usually a number of men who do not complete the academy or probationary period and are dismissed. The same situation applies to female police officers. Some fail the rigors of an academy and other are unable to complete the probation successfully. A majority of female candidates, however, like their male counterparts, become outstanding officers. When a woman fails, the response of male officers is often “a woman should not have been hired in the first place” (Harrington & Lonsway 2007). On entering the police service, women go through three stages. These stages can vary in length and/or intensity from individual to individual, and they can overlap. The Initial stage is described as the honeymoon stage. It is a period of adjustment to the environment of the academy and the supervising tactical officer. After the initial introduction to the system, the officer (on probation) spends considerable time under the tutelage of one or more Field Training Officers (FTOs) (Harrington & Lonsway 2007). Assuming that the candidate becomes reasonably adjusted to the initiation process, she then begins to get positive feedback as she adapts to the challenges presented by the new occupation. In time, fears are overcome as success occurs and trepidations disappear. Positive reinforcement provides a foundation, allowing the new officers to become self-confident. She then slowly begins to realize that she can handle the demands of the job, a home life, and outside interests (Dawson 1984). Over a span of time, the new officer may begin to doubt her ability to accept the new role; she now enters what is called the ambivalent stage. Traditional values, inculcated over a lifetime, can cause the officer to suffer from internal conflict as she attempts to assume the role demanded by the new occupation. Unusual demands can be placed on her, and these demands originate not only from the job but also from her family. If not careful, she may become a victim of superwomen syndrome. These evidences can lead to a number of ailments such as exhaustion or a sense of frustration (Dawson 1984). The last stage that the female officer enters is the transition time. This is a period when internal conflicts are resolved. As she begins to perform effectively, the officer is provided with a feeling of status and self-fulfillment Psychological reward that comes from a job well done. The officer is motivated as she becomes committed to the job. Making a good “ bust,” saving a life, assisting some work that needs help, and defusing a potentially violent family dispute are all police experience that make the job worthwhile and develops a sense of worth and self-esteem (Scarborough & Collins 2002). An essential ingredient that allows an officer to deal with the job as well as their home life is to work in an environment where the expectations are high. This creates a positive work environment resulting in a positive performance. When an agency has high expectations female officers will rise to the occasion and perform with distinction (Smith, 2002). A modification of the above stages is what's described as the police personality, which is characterized by an inherent need to control the situation. The officer with this personality has an authorization attitude and need to be assertive and physically at certain times. These characteristics reflect society’s view of the male role rather than the female role (Smith, 2002). The female officers may experience true internal conflict. The extent to which discrimination can be carried is illustrated by a study of a west coast police department where the lack of respect and bad manners directed toward female officers included the use of the following expressions and terms: c---. runt, pencil neck, gash, small female officer, and wimp women. Abusive actions recorded in the study included placing a work application for fast food restaurant, and later, dead rat, in a female officer’s department mailbox. These examples of abuse represent only a small part of what women who enter the police workforce have had to endure (Smith, 2002). Every officer must have a reserve of strength in order to respond to an emergency. Experts believe that, with the careful and continuous training, an officer can maintain physical fitness. As a minimal requirement, an officer should exercise at least three times a week with each session lasting from 20 to 40 minutes, in order to maintain a good level of fitness (Lord & Peak 2005). Women were no exception. In fact, they need to participate in physical training program that ensures that they can successfully perform as a police officer Feinman (1994). In the long Beach study, when female’s officers were interviewed about their adjustment to police work, they stated that the best parts of police work included: The people with whom one works; the camaraderie; working with an outstanding partner and sharing tough and frightening circumstances. The variety of work. On the other hand, female officers described the worst parts of police as including; Poor working hours and delays off that require missing family and community events. Stress on marriage and family Fear of the unknown Fear of offering opinions Working with an unlikable partner Men who are so macho that they cannot shed tears, and they have nothing good to say to anyone. The limited number of people that can give help and support Internal strife (even the non sworn could feel this Arriving at a call and finding a dead cop A grapevine that spreads malicious stories Interestingly enough, the female officers in the study were nearly unanimous in the stating the most important and feasible remedy to the problems facing them in their work was the promotion of communication between the sexes (Federal Law Enforcement Training Center & National Audiovisual Center 1996). It was felt that communication could best be accomplished through, the realities of police work foster a climate where male officers ignore the acts of sexual harassment (Scarborough & Collins 2002). Loyalty to the group is more important than an individual especially a female officer. An officer must depend upon other officers for mutual safely; consequently, it becomes almost essential to ignore every form of sexual harassment. Group loyalty can supersede an officer’s commitment to the profession of law enforcement. In fact, group loyalty can become a barrier to the implementation of a sexual harassment policy (Langton & United States 2010). During the year 2007, the U.S Equal Employment Opportunity Commission received 23,248 complaints from employees from all types of organizations and agencies who felt that they were victims of sex based discrimination. Settlement 2,828 cases resulted in a loss of 99 million dollars (U.S Equal Employment Opportunity Commission, 2007). Unfortunately, statistics are not available to reflect the number of complaints filed with individual law enforcement (Langton & United States 2010). Conclusion In conclusion, organizations should develop clear policies and procedures after taking into consideration a number of factors. First, every effort must be made to identify conduct that constitutes sexual harassment. Consideration should also be given to the creation of the training program so that all employees are fully cognizant of what constitutes sexual harassment. It is imperative that the policy prohibits the offensive conduct and provides for remedial and punitive measures. In addition, a grievance procedure should be established, along with guidelines for a thorough and timely investigation of the sexual harassment complaints. Reference Harrington, C. P. (1998, December 1). Recruiting & Retaining Women. Retrieved December 1, 2013, from http://www.pennyharrington.com: http://www.pennyharrington.com/sagp1.htm Horne, P. (1980). Women in law enforcement. Springfield, Ill: Thomas. Heidensohn, F. (1992). Women in control?: The role of women in law enforcement. Oxford [England: Clarendon Press. More, H. W. (1992). Publications. Retrieved December 1, 2013, from https://www.ncjrs.gov: https://www.ncjrs.gov/App/Publications/abstract.aspx?ID=133117. Langton, L., & United States. (2010). 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