Differences Between Female And Female Officers

2). Within the past three decades, there has some “discussion about the pros and cons of adding women in large numbers to the rank and file of to the USA police system” (Mastrofski, 2007, p. 4). According to Zhao (et al, 2006), we have a rising number of female officers on the force compared to past decades, which suggest a growing consensus that adding women to law enforcement is a good idea.

Being a female in law enforcement can be challenging at times but however the reward will outweigh the risk. What exactly does happen when females join in “the biggest boys club in America”? Sandra K. Wells and Betty L. Alt are the authors of Police Women Life With A Badge where they discuss the struggles of female police officers seeking to reach top ranking positions; their efforts can be identified as failure, success, politics, and fair play. This book not only presents the struggles of the current problems as a female police officer but past problems as well. Wells and Alt provide a brief history of females in law enforcement through the eyes of female officers. This book outlines where women started in the criminal justice system to where

When it comes to race within law enforcement, male police officers still question whether women can handle the dangerous situations and physical confrontations that officers may be confronted with, while it is shown that most police women have easily met the expectations of their superiors. Indeed, studies have found that, in general, male and female officers perform in similar ways. In addition, research has found that most citizens have positive things to say about the work of police women (Worden,

An article written by Shannon Woolsey, published online by Hendon Media Group, described how women in law enforcement were viewed throughout the 20th century. It was thought to be “un-lady like” to be walking the streets in the middle of the night looking for unscrupulous characters. Policing in America started in Boston around 1844. It was not until 1910 when the first female police officer, Alice Stebbin Wells, was hired by the Los Angeles Police Department. This was the first in the many changes in hiring practices that have occurred in law enforcement. As time moved on, more women starting entering the profession. Even though more women were being hired, they were limited to so called “children and family” issues. “It was not until 1968 that the Indianapolis Police Department made history by assigning two female police officers to patrol on an equal status with male counterparts.” (Woolsey,

Recent trends affecting the criminal justice system are related to gender and racial barriers. According to Roslyn Muraskin and Albert R. Roberts (2009 ), assessments of statuses of women and minorities in police work shows that there are obstacles in official and informal structures of police

Women account for 14.3 percent of the law enforcement population (Swanson, Territo, & W, 2008, p. 559). Female officers are challenged with stressors identical to male officers’. Nonetheless, it is thought that female officers face higher levels of stress than male officers’. A great deal of stress for females is caused by a predominantly male workforce, which leads to feelings of isolation on the job (University at Buffalo, 2008). In a study conducted by Dr. John Violanti, found that seventy-two percent of female officers had higher than recommended cholesterol levels compared to forty-three

During the 1960’s and the 1990’s race minorities and woman began to be implemented into the police force which caused tension in minorities and women due to the racism from peers and the public. Women were and still are often seen as the weaker gender which caused forms of harassment towards them. Women were often not allowed to take on certain tasks due to their inability to perform in terms of strength and often sexually harassed as well. In terms of color and race, men and woman working in law enforcement were allowed to work in the system because they believed it would allow minorities to trust police men/woman because of their race or ability to speak their language. However, this affected these particular policemen and women to be under

Qualitative research methods are used to examine the perceptions of women police regarding their career opportunities and trajectories, and their experiences with regard to the culture, practices, and policies of policing. Purposive sampling was used to identify and recruit a representative number of policewomen as study participants. Subjects completed surveys and participated in in-depth interviews. Data was analyzed through the use of constant comparative procedures, with member checks and interrater reliability scores obtained to ensure trustworthiness of the data.

As a policing expert, our topic today will cover the history and evolution of a female and/or minority officers in a profession clearly dominated by Caucasian males. At the best of times this is intimidating, and the worst it is a constant level of discomfort and enduring intentional exclusionary behavior. Remember the history of women and minorities in American policing is closely tied to political shifts; that ebbed and ascended with fiscal constraints vs. needs for services.

“However, women offer an underlying physical advantage making them just as competent as their male competitors. Women tend to use a style of policing that relies more on communication rather than physical force. Women have been accredited for a more community-oriented style of policing and thus more effective at handling domestic disturbances or violent incidents. Women are better at diffusing a situation; they tend to listen more before they react, women have also been recognized for using less excessive force than men. Although men may look bigger and stronger women have a different strength and just as productive way of protecting people. Women tend to use more speed and technique instead of the physical route that men typically turn too (Challenges).”

There is also discrimination in the police force. According to Women and the Criminal Justice System, women are discriminated against when seeking a job in the police force (Wormer and Bartollas, 2007). Society and men who are already on the police force believes that women are too weak to carry out law and unable to capture criminals. This is an example of men being the dominant group over women. In society, women are known to be soft-hearted, loving, emotional and supportive. These characteristics make women look weak as a police officer. However, studies have shown that women are just as effective police

While the average earnings for women still lag behind those of men, the March “Women at Work” report by the Bureau of Labor Statistics (BLS), revealed that the gender wage gap continues to narrow. Women earned 81 cents for every dollar earned by men in 2010, up from 76 cents in 2000. Many attribute this to the higher college graduation rates of women. Women are gaining numbers in various fields of work and the perceptions of their fellow male colleagues are even changing. Captain Purnell Richardson, of the Baltimore City Police Department remembers a time when women were once viewed as inferior to men in the police field. “The women of the force were like the social workers. They took all the calls and did all the paper work at one point in time. They were even given a little bit of lead way in the Academy. The guys had to do 50 pushups and the women only had to do 30. But now a day’s some of these women have more heart than the men. They are quick to draw their weapon and they will have your back. We have some tough women in our force.” Crystal Kidd is a Lieutenant with the Baltimore Police Department, she says, “You have to make a name for yourself in the force. I like when I hear people say they don’t like me or I’m a bitch. To me that just means I am doing my job. I have a zero tolerance for nonsense and that is the only way you will get respect around here. Some

Female police officers have been saddled with a stigma ever since they were allowed to join the force with male officers. Female police officers performance and ability to do their job and perform well is often questioned because they are women. Female officers are not given the same respect as male officers because of their gender; however, they bring different skills and assets to the profession that male officers do not. Female officers are less likely to use force or become aggressive because they have better communication skills and empathize. However, female officers will resort to using aggressive behaviors or force when necessary. Superior officers and male patrol officers feel that women are only on the force because it is a matter of social integration and an HR requirement. They feel that this is a man’s profession, and women have no business trying to be a part of it.

In recent years, recruitment and retention of police officers has been a pain point for many departments across the nation. Odd and inflexible hours, uncompetitive pay, para-militaristic organizational structures, and a negative public perception have all worked to diminish the pool of applicants interested in careers in law enforcement. Add to the mix the sexist “brotherhood” police culture, emphasis on masculinity and aggression, and the nearly non-existent opportunities for advancement for women, and over half of the eligible workforce has been discouraged from even considering a career in law enforcement. In 2013, women comprised just over 57% of the labor force, but accounted for only 13% of sworn police officers (USDOL, 2013; Crooke, 2013). Not only are women sorely underrepresented in the field of law enforcement, but those who are employed experience discrimination at the hands of their supervisors and coworkers, and as a result, the attrition rate for women is often much higher than that of their male counterparts. Departments should pledge dedication to recruiting and retaining more female officers, as research indicates that not only do females perform just as well as males in patrol positions, but they also have a unique set of advantages to offer agencies when employed in law enforcement. In order to improve the recruitment and retention of females into policing roles, departments must determine the biggest deterrents for women who are considering the pursuit

There are many stereotypes that women in the law enforcement field have to face. In order to recruit more women into policing, law enforcement agencies should attempt to overcome the idea that policing is a "male-oriented profession". This paper will cover parts of the history of women police officers, some views and stereotypes of the female officer, job related issues, life outside of the workforce and job satisfaction.