Gender Bias in Fire and Police Departments - Research Paper Example

? Does gender bias and glass ceiling Limitations still exist in Fire and Police departments? Research Question For many years, gender inequality has persisted in different sectors of the society. The workplace is one of the areas that registered alarming rates of inequalities based on gender, with many careers considered a reserve for men only. Women faced the compulsion of pursuing careers defined by the society as feminine. There were multiple barriers placed on the path of women who sought to advance to the level of men in different career paths. The barriers emerged based on gender only (Belton& Labor Law Group, 2004). In the political realm, the term ‘glass ceiling’ was coined to describe the invisible barriers that prevented women from achieving their goals in the workplace and from attaining senior positions. In the United States fire and police departments, the glass was evident in the past, a factor that associated the departments with men only (Kornblut, 2011). However, the 21st century had brought about multiple changes that have promoted equality in the workplace, allowing women to rise to top leadership positions and venture into careers reserved for men previously. This research paper will investigate whether women still face barriers associated with gender in the fire and police departments. Introduction In order to determine whether women in the police and fire and police departments have broken the glass ceiling, this research will focus on analyzing the existing primary and secondary sources that describe the level of gender bias in the two departments. The extensive literature review will adopt a case study format regarding the fire department. The special focus on the Florida and Kenosha fire departments will provide a reflection of the effect of the glass ceiling and its extent in the recent past. The case studies will analyze the findings of primary researches on the issue. Concerning the police department, an extensive literature review will help in analyzing whether gender bias is still in existence. All the sources for use in this research will be subject to a critical appraisal to determine their reliability. The appraisal of the sources will consider the methodologies used, the target populations, and the analysis of the findings. Only the most appropriate sources will be used in this research. The search terms will include the ‘glass ceiling ’,‘ gender biases, police, and fire departments’ Only recent articles will be considered as reliable sources for this research seeks to analyze the extent of the problem according to the most current sources. Research Does Gender Bias Exist in the Fire Department: Case studies of Florida and Kenosha Fire Departments The fire department remained a masculine profession for many years, with only white men pursuing careers in this profession. All through the 1800s, the field exhibited only male, white recruits (Bureau of National Affairs, 2002). Only in the 1920s did the department recruit black males. There is an existing complexity between gender and race, and this highlight of the time taken in the department to include men serves to reflect the resistance that existed towards recruiting women (Denis, 2003). After recruiting black males into the fire department, a half a century lapsed before the department hired the first females in the 1970-1980s. The hiring of the initial lot of black women served as a platform for women gaining entry into the male dominated field. This was considered as the first step towards breaking the existing glass ceiling that has barred women from venturing into this career. Evidently, in the 1990s, experts thought that it was time for the complete breaking of the glass ceiling because thousands of women secured places in the fire department (Weaver, 2006). It is worth noting that the Los Angeles fire department has an outstanding history of having hired the first black in male 1892, indicating its willingness to embrace racial diversity. The effect of the glass ceiling explains why the same fire department only hired the first female in 1983 (Weaver, 2006). The fact that women gained entry into the fire departments did not translate to an official breaking of the glass ceiling because gender stereotypes and other factors that contributed to gender discrimination prevented them from accessing any leadership positions in the department. In the case of Los Angeles, the first woman received her promotion to a senior position in 2007 (Denis, 2003). Despite the stipulation of the 1964 civil rights act that all individuals deserved an equal opportunity irrespective of the gender, race, ethnicity or religion, women have faced multiple cases of gender discrimination. Although education has served to empower women in the fire department, it has proved a challenge for women to overcome the glass ceiling barriers completely. Over the years, women have made concerted in adoption of the right attitude, acquiring education, training and exhibiting the willingness to triumph over the existing barriers and gender bias. However, the barriers have moved from one level to the other. The Florida fire department is one of the leading fire departments in the United States in embracing diversity and specifically women (Weaver, 2006). The fire department initiated the ‘Women in the Fire Service Inclusive’ in 1982, after hiring its initial lot of female workers. This organization has served to provide a database of the population of women in the fire department in all the states. It is worth mentioning that this fire station has embarked on promoting the hiring and promotion of women in the fire service. Interview panelists are well aware of the affirmative action that promotes the hiring of women as well as the emerging diversity values that have received emphasis in the 21st century. Despite the efforts made by the Florida fire department, research reveals that a level of bias is still evident especially in the promotion cases. The habit of limiting women to certain positions and shielding them from holding more demanding positions has its basis on the stereotypes defined by the gender inequality system. Evidently, with the existence of such stereotypes, it has remained difficult for women to express interest in the top ranks in the fire department. Although respondents in a research carried out in the region revealed that many of the people felt that promotions received no compromise from gender bias, it is evident that women and men of the same educational background do not receive equal consideration. Men exhibit the likelihood of securing a better position. In the case of the Kenosha fire station in Michigan, it has proved extremely difficult for women to access employment in the station. A research carried out at the station revealed that only 4 women were recruited with only one of them in a senior position. This reflects the sad reality of the effects of the glass ceiling effect that denies women an equal opportunity in the workplace. Evidently, most of the men still exhibit a demeaning attitude towards women, considering them less efficient as worker in the fire service judging by physical attributes (Assistant Division Chief, Theonita, 2010). Women proving to possess the physical potential for the career usually receive criticism as defying their feminine nature. Gender Bias and the Glass Ceiling in the Police Department Similar to the fire department, the police department has been a field where male dominance has remained evident over the years. Although the 21st century has emerged with multiple changes regarding the issue of gender inequality with many sectors exhibiting concerted efforts in eliminating the glass ceiling barriers and allowing women equal opportunity in the workplace, there are evident challenges (Bureau of National Affairs, 2000). In the police department, the past 15-20 year have seen a surging number of women being recruited into the law enforcement department. However, the surging number of female recruits does not imply the end of gender discrimination. The police department has exhibited both tolerance and resistance regarding the embracing of women in the workplace as part of the human diversity. It is still difficult for women to access promotions to senior positions. In the year 2001, women formed only 12.7% of all the employees in the police department. Among these women, only 7.3% held senior positions, with 4.6% holding supervision ranks, and 13.5% being line operation seniors. These statistics serve to emphasize that women still face the seemingly invincible glass ceiling barriers. Research reveals that gender bias in the police has progressed because of the existing paternal attitudes that promote the potential of men while regarding women as incompetent. Moreover, women that surpass men in skills and abilities are likely to receive negative connotations and labeled as threats by men. Men are likely to feel inferior in the presence of women who have sought to overcome the barriers (Gutie?rrez, 2012). Evidently, promotion follows the pattern defined by many critics as ‘men promoting fellow men’. Although the police department has exhibited a level of effort in embracing diversity, it is evident that women have only triumphed in breaking the initial layer of the glass ceiling, and are yet to face the emerging concrete ceiling (United States, 2005). Conclusion Evidently, both the fire and police departments have been fields dominated by men in the traditional setting especially because of the nature of the work done on a daily routine. Gender stereotypes insinuated that women were incapable of exhibiting competence in these departments because of their feminine nature. However, the 21st century brought about changes of perspective and women have sought to venture into a diverse range of careers even those considered a reserve for men. The fire and police departments have increased the number of women hired, although the issue gender bias and glass ceiling barriers still pose a challenge for many women. Summary It is evident that the glass ceiling barriers and the different forms of gender biases exhibited in the fire and police departments have served to deny women an equal chance in receiving promotions to higher ranks (Gerstenfeld, 2005).. The gender stereotypes held by many men have served as the biggest challenges for women because many of them have had to engage in proving themselves competent. Moreover, such stereotypes have motivated men to place numerous barriers on the success path of women. References Assistant Division Chief, Theonita (2010). Imitation of life: Minority and gender leadership in the Kenosha Fire Department and the fire service. Retrieved on 3rd December 2013 from http://www.usfa.fema.gov/pdf/efop/efo46495.pdf Belton, R. K., Belton, R. K., & Labor Law Group (U.S.). (2004). Employment discrimination law: Cases and materials on equality in the workplace. St. Paul, Minn.: Thomson/West. Bureau of National Affairs (Arlington, Va.). (2000). Fair employment practices. Washington, D.C: Bureau of National Affairs. Bureau of National Affairs (Arlington, Va.). (2002). BNA's employment discrimination report. Washington, D.C: Bureau of National Affairs. Denis, A. (2003). Gender bias and its impact on women’s in the fire service. Retrieved on 3rd December 2013 fromhttp://www.usfa.fema.gov/pdf/efop/efo36411.pdf Gerstenfeld, P. B. (2005). Criminal justice: A completely new reference devoted to the U.S. justice system. Hackensack, N.J: Salem. Gutie?rrez, . M. G. (2012). Presumed incompetent: The intersections of race and class for women in academia. Boulder, Colo: University Press of Colorado. Kornblut, A. E. (2011). Notes from the cracked ceiling: What it will take for a woman to win. New York: Crown Publishing Group. United States. (2005). Journal of the Senate of the United States of America. Washington, D.C.?: U.S. G.P.O.. Weaver, K. (2006). Women in the Florida Fire Service-Equal Opportunity or Glass Ceiling. Retrieved on 3rd December 2013 from http://www.usfa.fema.gov/pdf/efop/efo39909.pdf Read More