Gender-Ended Question Paper

Like employment discrimination, sexual discrimination is something both male and female officers’ face in the workforce, internally and externally. However, it is the female officer that is the more common victim to this rather than their male counterpart. An example of internal sexual discrimination would be a male officer telling there counterpart that “women have no right being in part of an organization that strongly relies on men to get the job done.” This may also be known as a form of sexual harassment toward a co-worker which is unacceptable in any job. An example of external sexual discrimination would be when a female officer arrives to the scene of a crime and the victim refuses to cooperate with them because of the fact that they were expecting assistance from someone of more masculinity, like a male officer. Ethically, if any of these scenarios were to happen to either gender of law enforcement, the best thing to do once more is set aside all emotions for the time being.

Americans think that they have come a long way since a gap of equality between men and women existed. Because of this progress, many people make the assumption that there is no inequality left in the United States and women have the same opportunities as men. Yes, it is true that the American society has come from one of inequality to that one that is more equal. Yes Americans have come a long way, but unfortunately women are still not equal to their male counterparts. This inequality towards women is evident within several different aspects in life, ranging from politics, gender roles, marriage, society as a whole and, especially, women in the Police Force. The history of women in the criminal justice system as police officers has been

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

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,

Employment opportunities for the female police officer are large. Women will be recruited for many jobs in the field to expand the pool of potential sworn officer. It should be a goal off policing to recruit females so they can be recognized on the streets, making it more of a position that women not in the field of police work an option as a career choice. Allen (1973) States, about women police officers, “any question of the value of their contribution to the solution of police problems has long ago been relegated to the limbo of things proved and taken completely for granted.” (p.213) The status of women police officers has grown since the beginning of women in the law enforcement field. As many might think that it is an overwhelmingly large amount, it is still generally a small amount. “Women were 37% of the labor force in 1979, 45% by 1992 Women hold less than 5% of all senior management jobs across the US. Women's representation in

Among police, there are stark differences between male and female officers. Cara E. Rabe-Hemp researched these sex differences by conducting a series of interviews with policewomen. These interviews reveal how policewomen cope with the seemingly impossible task to find a balance between feminine values that they were raised to uphold and masculine values that their male-dominated field demands. According to the individual perspective, employees’ performance is more shaped by their unique personal experiences as opposed to standardized formal training (Britt 185). Since neither police officers’ formal training nor their subculture reduce or eliminate the differences between policemen and policewomen, sex differences have a much more significant

As if situations were not bad enough, most law enforcement agencies place additional pressures on female who want to become police officers. Some of the pressures are: physical criteria that are based on masculine ability (this practice has seen some small changes); Job Bias (e.g., facing extra challenges that male officers do not have to deal with); “learn "the tough way" not to take biased and off-color comments personally” (“Women in Law”, 2008, para. 8); do not allow male officers to make patronizing remarks and not reporting it for fear of retaliation from male counterparts. Recruiting & Retaining Women: A Self-Assessment Guide for Law Enforcement (n.d., p. 45) thinks that along with everything else recruiting women can be just as hard, because women tend to be very unwilling to apply for jobs as officers with

Police departments across the country and their actions of their employees have been scrutinized a lot lately in the media. Not only the way their employees behave but the way they recruit potential employees. Police officers take an oath to protect the communities that they serve in and uphold the constitution no matter what race, gender or ethnicity. With that being said, police officers should also be made up of people of different genders, races, and ethnicities.

My mother was a police officer for almost twenty years. Women have long been subject to, and the subject of, discrimination. The Civil Rights Act of 1964 originally did not include gender in the bill’s wording. Were it not for a backhanded comment made in jest by a backward congressman, women would not have been afforded equal rights protection in employment (Freeman, 1991; 2004).

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

As we all may know, the issue of race and gender discrimination has become a very popular social issue. Race and gender come into play literally everywhere you go, but should it be a determining factor in your eligibility to be hired as a police officer? Or what if your gender or race determined your field assignments? Of course no man or woman should be judged based on their race or gender, but in certain circumstances, I believe it may be necessary.

On Monday, April 20, 2015, The Washington Post published an article on recently settled employment discrimination case, more specifically a gender discrimination case, Robertson vs Hunter Panels. In Southwestern Pennsylvania, Robertson was hired by Hunter Panels in June 2006, at the start of her career at Hunter Panels LLC she was hired to oversee and perform the inventory and equipment management position. She soon became a supervisor/ manager, she was the only female manager and supervisor at Hunter Panels LLC. Robertson worked for Hunter Panels for six years, during this time she claimed that she was harassed and was excluded by her male co-workers. “I’m former military, and I can take a joke. But things started to turn really ugly and then

     For many years society has embraced the idea that the difference between men and women were biologically determined. Thou through traditions, media, and peers we act accordingly to how others view us. Each individual has pressure placed upon them based on their gender. Our sex is determined by genetics while our gender is programmed by social customs. Some theories interpret that a women is tender and a loving mother while on the other hand men are aggressive hunters and are the dominant one of the family. People who support this theory seems to believe that men and women are happier when fulfilling the roles nature determined for them. Women are to be nurturing and men are to be providers by

Throughout today’s society, there are multiple views and opinions on whether or not there are more than two genders or if gender is even just a social construct. Each person has their own individual preference on how they express their gender. Therefore, we can no longer assume what someone identifies as just by looking at them. Over the years I have learned more about gender expression and gender identity as I gained friends who were homosexual as well as transgender. I feel as if I was introduced to all of these ways of life at a young age, therefore I can, in some ways, teach those who are uneducated and do not know what to think. I have personally never really thought about the different gender identities I could label myself as but as of right now I identify as a cisgender female