Treatment Of Women And Community Members Essay

1. Why did Cato object to repealing the Oppian law? What was the basis of his objections?

Health disparities in the Lesbian, Gay, Bi-sexual and Transgender community that lack fair treatment. This population deals with many adversities due to their sexual orientation and gender identity. LGBT’s community consists of a diverse population of people who come from all walks of life ((Howard, 2016). Many LBGT’s will delay or not seek health care due to stigma and lack of fair treatment. In other words, they believe that they are discriminated against.

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.

Have you or anyone close to you ever been discriminated before? Multiple types of gender discrimination has always been an issue and it’s time for it all to come to an end. Gender discrimination is discrimination that is based on someone’s gender or sex. Many people have faced it in different ways. I am researching the harm that is caused to different genders, the way women don’t get paid the same as men, and how LGBT people are discriminated in the workplace.

In many communities, women never have the opportunity to see female officers as role models. For this reason, most women had not really considered policing as a career.

. . the dominant position of men and the subordinate position of women” (Rabe-Hemp 94). As policewomen tend toward their stereotypes, they strengthen the patriarchal organization of the police subculture: the practice of females assuming “roles that male officers have historically not defined as ‘real police work’ . . . devalue[es] the tasks female officers engage in” (Rabe-Hemp 97). Conversely, “women who dare to challenge these roles are isolated [and] harassed” (Rabe-Hemp 94). Therefore, the police subculture strengthens the differences between male and female police officers that society has pre-established through gendered stereotypes. These findings can be viewed from an individualist perspective as opposed to an organizational perspective because the police officers were exposed to these stereotypes as they grew up, long before they began training. Although the police subculture does make it more difficult to break out of these sex-based stereotypes, these stereotypes do not originate from the subculture itself; as a result, the organization has less of an influence on worker performance than the individual’s

Even with the studies, and the fact that years have passed, within the 80’s and 90’s there have been lawsuits and files of harassment in San Francisco, New York, Detroit, and Michigan to name a few. If that is not enough women often stuffer defeminization, from male officers that somehow try to neutralize the fact that women are women.

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

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).

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.

Since the Second World War, the functions and responsibilities of women in Canadian society has significantly changed. This societal shift has been considerably perceptible in one of Canada’s finest institutions; the military. Today, Canada is a global front-runner in military gender integration, excelling with regards to both the proportion of women in its military - currently around 14.8% of combined Regular and Reserve Force personnel - as well as in the roles in which they can serve.

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

Sexual and social stigmas largely affect the health of the lesbian, gay, bisexual and transgender (LGBT) population. While many reports from the Institute of Medicine, Healthy People 2020 and the Agency for Healthcare Research and Quality recognize a need to improve the quality of health care, barriers still remain. LGBT patients face legal discrimination, especially with insurance, a lack of social programs, and limited access to providers competent in LGBT health care. Although the Affordable Care Act increased access to care for LGBT patients, unless these patients feel understood by providers and develop trust in the system, they are not likely to utilize care. Healthcare providers need to recognize how these vulnerabilities, as well as persistent racism and stigma linked to sexual orientation and gender identity, make the healthcare needs of LGBT patients more challenging than the general population. Healthcare providers also need to promote cultural competence within this population and broaden their clinical lens to include health promotion, in addition to addressing concerns mentioned above within the population. Additionally, medical and nursing schools need to ensure that future providers are adequately educated by including information about this population in the curriculum.

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,

A social problem is normally a term used to describe problems with a particular area or group of people in the world. Social problems often involve problems that affect real life. It also affects how people react to certain situations. While differences in racial/ethnic prejudices have been explored extensively in past literature (e.g. Bobo and Zubrinksy’s 1996, study of differential prejudices directed toward Hispanic and Black individuals), little U.S. research has investigated how attitudes toward lesbians, gays, bisexual men, bisexual women, and male-to-female (MtF) and female-to-male (FtM) transgender (henceforth “LGBT”) may differ ( Marcus, 2015).