Search results
May 3, 2022 · Insights from interviews with ninety-one Canadian women police of varied rank and tenure, demonstrate women’s experiences of structured ambivalence as they strategically deploy and resist gendered policing narratives of the Brotherhood, Boys’ Club, and Sisterhood to negotiate their own ‘fit.’
Carleton University. Research has reported inconsistent findings with respect to how female and male police officers use force. This study examined this issue in a Canadian context. Use of force data over 9 years were collected from a large Canadian police agency.
- Why Gender Diversity Is Important
- Workshop on Recruiting, Retaining and Promoting Women Police
- Workshop Findings
- Special Thanks
The research tells us that gender-balanced teams and equality in leadership positions bring greater creativity and innovation to investigations and more support for the welfare and well-being of officers. Policing must adapt to the modern world in which crime is both global and digital. Advanced information technology is playing a progressively mor...
On April 29 and 30, 2019, Debra Langan, Carrie Sanders and Julie Gouweloos hosted a two-day international workshop, Recruiting, Retaining, and Promoting Women Police Officers: An International Comparison of Challenges and Opportunities for Change, at Wilfrid Laurier University to address the gap that exists around policy recommendations and their i...
Challenges to Recruitment
Services often recruit women who already wish to join via university and college programs with policing or criminal justice focus. Services need to consider recruiting strategies that extend beyond these approaches. Services are facing new labour shortages in part related to the heightened public scrutiny from community members and other regulatory bodies.
Challenges to Retention
Challenges to retention include the following: a ‘boys’ club’ culture; workplace harassment; difficulties with work-life balance; compromised health and well-being; insufficient reward systems; discrimination and workplace inequality.
Challenges to the Promotional Process
1. The amount of time required to successfully engage in the promotional process is perceived as too arduous. 2. The promotional process is viewed as inequitable and unfair which leads some people to choose to not engage in the process. 3. The ways in which mentorship does, or does not, happen is often disadvantageous to women and results in stigmatization and tokenism.
Thanks to: Launch Pad and John Lam for facilitating day two of the workshop. Thank you to Elyse Kirby for administrative support and assistance throughout the planning of the workshop. A big thank you to Carleigh Cartmell for her assistance throughout the workshop, and in the development of this document. Also a thank you to all of the workshop par...
Oct 18, 2023 · In the final analysis, trust, confidence, and public support for law enforcement occurs when ethical police agency cultures meet high community expectations coupled with an active community commitment to co-responsibility for public safety.
Apr 27, 2017 · This paper will examine these aspects of the body in police culture by examining three main aspects of potential interest. The first is the way that cultural rules around decency and dignity are linked to the gendered body, such as what can be allowed to be seen and touched.
Oct 28, 2022 · In general, the culture of policing organizations continues to silence, denigrate, and marginalize females and “the feminine” and produces gendered realities such as difficulties recruiting, promoting, and retaining women; difficulties creating systems and procedures to safely and fairly address sexual discrimination and harassment (Brown ...
Apr 10, 2020 · The implications are clear that police agencies need to continue to hire women, promote women at even greater rates, and remove structural barriers and cultural attitudes hindering women’s access and progress.
