Transaction Search Form: please type in any of the fields below.
Date: April 30, 2024 Tue
Time: 12:38 am
Time: 12:38 am
Results for female police officers
14 results foundAuthor: Great Britain. Home Office Title: Assessment of Women in the Police Service Summary: This report presents data on the recruitment, retention and progression of women in the British police service. It identifies barriers to women's recruitment, retention and progression, pinpoints any knowledge gaps for further research, highlights examples of good practice, and draws up an action plan for work on women's issues. Details: London: Home Office, 2010. 28p. Source: Year: 2010 Country: United Kingdom URL: Shelf Number: 117798 Keywords: Female Police Officers |
Author: Langton, Lynn Title: Women in Law Enforcement, 1987-2008 Summary: This report presents data from the Law Enforcement Management and Administrative Statistics surveys, covering 1987 to 2007, and from the Census of Federal Law Enforcement Officers from 1996-2008. This data brief presents trends in the percent of law enforcement officers at the local, state, and federal level who are women. It compares the percent of female law enforcement officers in individual police departments with 2,000 or more sworn officers between 1997 and 2007. The report also provides the percent of female officers in 1998 and 2008 in specific federal agencies with 500 or more sworn officers. Details: Washington, DC: U.S. Department of Justice, Office of Justice Programs, Bureau of Justice Statistics, 2010. 4p. Source: Internet Resource; Crime Data Brief Year: 2010 Country: United States URL: Shelf Number: 119137 Keywords: Female Police OfficersLaw EnforcementPolicing |
Author: Ford, Harry Title: Evaluating the Operational Effectiveness of West African Female Police Officers’ Participation in Peace Support Operations: The Case of Ghana and Nigeria Summary: This paper examines the capacity of West African police services to enhance the recruitment, training and deployment of female police officers on Peace Support Operations. In particular, the study seeks to critically evaluate the current organizational structures of the Ghanaian and Nigerian Police services and their deployment of female police officers in peace support operations. The study therefore, seeks to address two broad questions. First, how can West African states increase the number of female police officers on peace support operations? Secondly, how can these countries improve their respective training procedures of female police officers to become increasingly effective on peace support operations? This paper prioritizes Ghana and Nigeria as empirical case studies because they contribute a relatively high number of female police officers both towards UN and AU operations within Africa and abroad. More importantly, both countries have begun increasing the number of female civilian police officers’ numbers after the adoption of Security Council Resolution 1325 on gender mainstreaming, which poignantly illustrates the impact of the resolution, and the desire of West African countries to empower women to become greater participants in the areas of peace and international security. Details: Accra, Ghana: Kofi Annan International Peacekeeping Training Centre, 2008. 36p. Source: Internet Resource: KAIPTC Occasional Paper No. 23: Accessed October 21, 2010 at: http://www.kaiptc.org/_upload/general/WAFP_PaperFinal_HarryFord.pdf Year: 2008 Country: Africa URL: http://www.kaiptc.org/_upload/general/WAFP_PaperFinal_HarryFord.pdf Shelf Number: 120045 Keywords: Female Police OfficersPeace OfficersPolice Recruitment and SelectionPolice Training |
Author: Gaanderse, Miranda Title: The Security Sector and Gender in West Africa: A Survey of Police, Defence, Justice and Penal Services in ECOWAS States Summary: This report, published in English and French, aims to systematically document the status of gender integration in the security sectors in 14 Member States of the Economic Community of West African States (ECOWAS). The report is designed to be a resource for people working in, or with, security sector institutions; for those interested in governance and development in West Africa; and for those involved in gender-related issues. It combines information gathered by in-country researchers, interviews, document analysis and desk research. Much of the data in this report has never before been published or compared across countries in the region. The survey is guided by the following two questions: Are security sector institutions providing adequate response to the different security and justice needs of men, women, boys and girls? What steps have been taken to create internally equitable, representative and non-discriminatory institutions? The report contains three main sections: an introduction, a summary and analysis of findings, and individual country profiles. The introduction provides background on the survey rationale, methodology and research challenges. The summary and analysis of findings offers a cross-country and cross-institution analysis of the survey findings, and includes a list of recommendations. The 14 extensive country profiles present easy-to-read yet detailed information structured by 101 indicators on national governance, police services, armed forces and gendarmerie, the justice system and penal services. The report can be downloaded as a single document in English and French, or in individual sections. Details: Geneva: DCAF (Geneva Centre for the Democratic Control of Armed Forces), 2011. 267p. Source: Internet Resource: Accessed January 23, 2019 at: https://www.files.ethz.ch/isn/141906/00_Complete_West%20Africa_gender_survey.pdf Year: 2011 Country: Africa URL: https://www.files.ethz.ch/isn/141906/00_Complete_West%20Africa_gender_survey.pdf Shelf Number: 124352 Keywords: Administration of JusticeCorrectional InstitutionsEvaluative StudiesFemale Police OfficersGenderSecurity Sector (West Africa) |
Author: Mossman, Elaine Title: Literature Reviews about the Barriers to Recruiting a Diverse Police Workforce Summary: The Crime and Justice Research Centre (CJRC) in collaboration with the Institute of Criminology has conducted to two literature reviews on the barriers to the recruitment into New Zealand Police of (i) women, (ii) Māori, Pacific and ethnic groups. The purpose of the literature reviews was to provide a fuller picture of recruitment issues both in New Zealand and internationally, and initiatives that have been implemented to address and/or mitigate these barriers. The reviews are to help New Zealand Police to identify good or innovative practice that might inform local approaches to recruitment. This literature was retrieved from a range of data sources including: existing collections (e.g., NZ Police Library and also that held by CJRC and the Institute of Criminology); academic databases of multidisciplinary journals (e.g., criminology, psychology, sociology and gender studies); and the internet (using google and google scholar, and searches of specific websites of government, professional and other organisations who produce criminological research). The review focused on literature from the past ten years, published academic research and government reports and policy documents. Details: Wellington, NZ: New Zealand police, 2008. 76p. Source: Internet Resource: Accessed January 29, 2013 at: http://www.police.govt.nz/resources/2008/nz-police-barriers-to-recruitment/nzp-barriers-to-recruitment.pdf Year: 2008 Country: New Zealand URL: http://www.police.govt.nz/resources/2008/nz-police-barriers-to-recruitment/nzp-barriers-to-recruitment.pdf Shelf Number: 127429 Keywords: Female Police OfficersPolice OfficersPolice Recruitment and SelectionPolicing (New Zealand) |
Author: Shea, T. Brent Title: Female Participation in the Police Promotion Process: Are women competing for promotion in numbers proportionate to their statistical representation in policing? Summary: Since its origin policing has existed as a male dominated para-military profession. It is only in the past two decades that women have navigated into police organizations with increasing mass. This research is focused on the positioning of women in the police management hierarchy subsequent to acquiring experience and tenure. Using primary research acquired from Ontario Police Services, viewed within the theoretical context of organizational culture, systemic discrimination, pipeline and glass ceiling theories, this paper examines the participation rate of female officers in the police promotion process. Details: London: ON: The Local Government Program Department of Political Science The University of Western Ontario, 2008. 73p. Source: Internet Resource: Accessed August 10, 2013 at: http://www.scribd.com/doc/122834579/Female-participation-in-the-police-promotion-process-are-women-competing-for-promotion-in-numbers-proportionate-to-their-statistical-representation-i Year: 2008 Country: Canada URL: http://www.scribd.com/doc/122834579/Female-participation-in-the-police-promotion-process-are-women-competing-for-promotion-in-numbers-proportionate-to-their-statistical-representation-i Shelf Number: 129606 Keywords: Female Police OfficersPolice Officers (Canada)Police Recruitment and Selection |
Author: Bastick, Megan Title: Integrating Gender into Internal Police Oversight Summary: The guidance note is designed to assist those working at the strategic or management level in police services and in bodies that manage and oversee the police, as well as those supporting police reform and/or gender mainstreaming strategies, including OSCE staff. It is intended to serve as reference material for good policing practice, presenting strategies that might be adapted to the different contexts, needs and resources of different police services. This guidance note includes: - An overview of police oversight; - Discussion of why gender is important to police oversight; - Guidance as to how gender can be integrated into police oversight in a number of key areas; - A self-assessment tool for police services; and - A list of additional resources. Details: Geneva: DCAF, OSCE, OSCE/ODIHR, 2014. 64p. Source: Internet Resource: Accessed February 23, 2015 at: http://www.osce.org/odihr/118326?download=true Year: 2014 Country: International URL: http://www.osce.org/odihr/118326?download=true Shelf Number: 134664 Keywords: Female Police OfficersGender-Based IssuesPolice AdministrationPolice OversightPolice Policies and PracticesPolice Reform |
Author: London Assembly. Police and Crime Committee Title: The Diversity of the Met's Frontline Summary: The Met faces a significant challenge in diversifying its frontline. Before it began recruiting last year, only 11 per cent of its officers were from a Black, Asian and Minority Ethnic (BAME) background, compared with approximately 40 per cent of the population in London. Women make up a quarter of the Met's frontline, but at senior levels they are less well represented: only 18 per cent of officers ranked Inspector or above in the Met are women. Arguably, the Met's biggest concern is its representation of BAME women, where only 3 per cent of its frontline are BAME women. Faced with the challenge of diversifying its workforce, the Met has targeted its current recruitment campaign around increasing numbers of BAME and women officers. It has done away with some of the barriers that might be preventing it from recruiting a more diverse workforce, including restricting future applications to London residents only. The early signs from the Met's recruitment campaign are encouraging. However, there is still some way to go if it is to meet the Commissioner's ambition that 40 per cent of new recruits should be from a minority background. With this in mind, the majority of the Committee support the Commissioner's view that more radical solutions may be necessary unless a significant boost in the numbers of BAME officers in the Met is achieved over the next two years. Crucial to the Met's efforts to diversify its workforce is how it supports and develops its BAME and women officers. This is a challenge for all officers in the Met, but particularly Borough Commanders and line managers on borough teams. They, in many ways, hold the key to the progression of BAME and women recruits, but have been reluctant to embrace diversity initiatives in the past. Training officers to understand the importance of diversity is vital if the Met is to successfully integrate new BAME and women officers. This process should involve ensuring all BAME and women officers have access to strong mentoring and support networks. There are already a number of good initiatives being run across the organisation. The Met must build on the success of these and support those officers who often give up their time to run them. The Met must not lose sight of the impact changes to its working arrangements have had on the work-life balance of officers. Post-Olympics, the Met introduced longer shifts - including more night shifts - and reduced flexible working. At the same time, the force has seen a gradual increase of women officers leaving the force in recent years, citing work-life balance and disengagement with the organisation as the cause. While the Met has a positive approach to flexible working, it must not be afraid to innovate and learn from other organisations about how it can use flexible working most effectively. The lack of diversity on some specialist teams in the Met is concerning. Specialist units offer excellent opportunities for career progression. The Met must find ways to get more BAME and women officers into these units. For women, the male-dominated culture of some specialist teams can be a barrier to joining. The recent case of PC Carol Howard will not help the Met rectify this situation. It is right the Met is reviewing its policies in light of PC Howard's case, but it must go further by calling out discrimination and disciplining its perpetrators. The Met does not have enough BAME and women officers in senior positions. Recent internal promotion processes show this is starting to change but there are still challenges for the Met to overcome if it is to diversify its senior ranks. Negative perceptions about the lack of work-life balance of senior women officers can put some women officers off from applying for higher positions. The Met must work with its senior women officers to better articulate how they manage their work commitments. Training managers to understand how unconscious bias can prevent more BAME and women officers being promoted will also help. Ultimately, the diversity of an organisation is not just a measure of how it looks but also how it behaves. Our primary focus has been on what the Met is doing to support the recruitment, retention and progression of BAME and women officers, given this is where the Met and the Mayor's focus lies. However, we recognise the Met must have in place processes to support officers from other protected groups. The Committee discussed some of the issues pertinent to disabled and LGBT police officers. Again, the Committee is encouraged by the steps the Met is taking to mainstream diversity through the organisation. Yet, for this to succeed, it must be supported by strong leadership and a robust accountability mechanism to ensure momentum is sustained. Details: London: Greater London Authority, 2014. 38p. Source: Internet Resource: Accessed February 25, 2016 at: http://www.london.gov.uk/LLDC/documents/s42234/Appendix%201%20-%20The%20Diversity%20of%20the%20Mets%20frontline.pdf Year: 2014 Country: United Kingdom URL: http://www.london.gov.uk/LLDC/documents/s42234/Appendix%201%20-%20The%20Diversity%20of%20the%20Mets%20frontline.pdf Shelf Number: 137970 Keywords: Female Police OfficersMinority GroupsMinority Police OfficersPolice OfficersPolice Recruitment and Selection |
Author: Kringen, Anne Li Title: Understanding Barriers that Affect Recruiting and Retaining Female Police Officers: A Mixed Method Approach Summary: Women are underrepresented in policing, and research has demonstrated that police departments must engage in active recruiting to attract female applicants. However, little research has been conducted on the barriers that keep women who are interested in a career in policing from becoming police officers. The present study addresses this limitation by adding to the current knowledge of women's experiences from initial contact with the police department through the police academy. Guided by the theory of tokenism and the gender model of work, the present study employed a mixed method design to provide insight into why the percentage of women in law enforcement has plateaued at about 12.6 % despite law enforcement agencies' desires to increase their percentage of female officers. First, the study sought to ascertain barriers from the perspective of women who attended a department recruiting event targeted to increase female applicants. Second, the study compared the factors involved in disqualification and withdrawal for female and male applicants. Finally, the study sought to understand gender differences in the academy experience. Analysis of these diverse sources of information were integrated into a comprehensive conclusion aimed at providing insight to researchers and practitioners seeking to understand how to effectively recruit and retain female police officers. Several key findings related to tokenism emerged. First, the results indicated that visibility, or being noticed, was an important issue in the process. Whereas scrutiny (being noticed for poor performance) had negative effects on completing the applicant screening process and graduating the academy, praise (being noticed for performing well), was positively related to the decision to apply. Second, polarization, exaggeration of differences between men and women, was problematic. When polarization was sexually-explicit, it was negatively related to the decision to apply. Emphasis of women as being physically weaker than men reinforced feelings of discouragement and judgment that were important reasons why women withdrew rather than attempting to pass physical fitness tests. Third, while evidence of assimilation, role entrapment and group isolation, was found in the academy, women were not likely to recognize it as a problem. Further, expectations of assimilation were not important to the decision to apply. Other key findings related to the gender model of work. The physical differences between men and women were important differences in their perceptions about their ability to do the job as well as their ability to complete the physical testing and the academy. Men and women were believed to differ in their response to issues including stress within the academy with women being more emotional. These differences were believed to explain the academy being more difficult for women. Women were concerned about the impact of a career in policing on their families (especially their children). Often this was expressed through fears about the safety issues involved affecting others. Familial and spousal support were important issues. Women often received support, and lack of support was related to withdrawing from the process or failing to succeed in the academy. Lack of support from significant others was an important issue and was related to failed relationships for successful recruits. Administratively, the physical fitness and written examinations were important barriers for women. Although women failed to pass these stages more often than men, failure to schedule the tests and failure to show for tests that were schedule were more common among women than men. This was related to issues of judgment and discouragement. Discouragement was reinforced by the lack of support from family and significant others. Support from recruiters and/or trainers was found to be beneficial for women engaged in the process. The department's haircut policy for women, which required their hair to be cut shorter than one inch prior to entering the training academy, was a substantial issue. It was related to the decision to not apply, the decision to withdraw, and negative feelings among women who decided to cut their hair to enter the academy. The haircut policy was cited by recruiters and current female officers as a reason that more women did not apply to the department. Details: San Marcos, TX: Texas State University, 2014. 304p. Source: Internet Resource: Dissertation: Accessed March 10, 2016 at: https://digital.library.txstate.edu/handle/10877/5291 Year: 2014 Country: United States URL: https://digital.library.txstate.edu/handle/10877/5291 Shelf Number: 138171 Keywords: Female Police OfficersPolice Recruitment and Selection |
Author: Gaub, Janne Elizabeth Title: Bad Lady Cops: Explaining Sex Differences in Police Officer Misconduct Summary: Police misconduct is a relatively rare event, though typically, it is a male dominated event. As such, research on police misconduct has largely ignored women. Generally, research examines differences in misconduct by using sex as a control variable, or has focused on small samples of female officers using qualitative methods. Neither of these methods is able to explore or explain the possibility that factors related to officers' decisions to commit misconduct may differentially impact males and females. As a consequence, we are left with a shallow understanding of when and why women commit misconduct. This research fills this gap by a large sample (N=3,085) of matched police officers in the New York City Police Department, half of which committed career-ending misconduct between 1975 and 1996. Additionally, unlike previous research, this data includes a large sample (N=435) of females. Research has determined that some factors, such as having children or employment problems, are risk factors for misconduct regardless of sex; likewise, other factors, such as age and higher education, create protection against misconduct. Using logistic regression and split-sample z-score comparisons, analyses will focus on examining how the predictors differentially explain the likelihood of police misconduct for men and women. As expected, some predictors of misconduct that are salient for women, such as getting divorced, are not statistically significant for men; likewise, some variables that are significant for both men and women have a larger effect size for one sex, such as citizen complaints, which are of more predictive value for women than for men. These findings yield important theoretical, empirical, and policy implications. Notably, there is evidence that a gendered theory of police misconduct may be necessary. Additionally, conceptualizations within mainstream criminological theories may need to be rethought; for example, divorce was found to be a protective factor for women in this study, rather than a risk factor as both strain and life-course criminology would indicate. The findings also demonstrate the need for gender-specific models when studying police misconduct. Finally, the results of this study yield important policy implications, such as the utility of gender-specific hiring considerations and early-intervention "red flags." (less) Details: Tempe, AZ: Arizona State University, 2015. 176p. Source: Internet Resource: Dissertation: Accessed November 1, 2016 at: https://repository.asu.edu/attachments/150484/content/Gaub_asu_0010E_14696.pdf Year: 2015 Country: United States URL: https://repository.asu.edu/attachments/150484/content/Gaub_asu_0010E_14696.pdf Shelf Number: 145780 Keywords: Female Police OfficersPolice Misconduct |
Author: Great Britain. Ministry of Justice Title: Statistics on Women and the Criminal Justice System 2015. Summary: This publication compiles statistics from data sources across the Criminal Justice System (CJS), to provide a combined perspective on the typical experiences of women who come into contact with it. It considers how these experiences have changed over time and how they contrast to the typical experiences of men. No causative links can be drawn from these summary statistics, and no controls have been applied to account for differences in circumstances between the males and females coming into contact with the CJS (e.g. average income or age); differences observed may indicate areas worth further investigation, but should not be taken as evidence of unequal treatment or as direct effects of sex. In general, females appear to have been substantially under-represented as offenders throughout the CJS compared with males. This is particularly true in relation to the most serious offence types and sentences, though patterns by sex vary between individual offences. Females were also typically underrepresented among practitioners in the CJS and among victims of violent crime, although they were more likely than males to have been a victim of intimate violence or child abuse. Trends over time for each sex often mirror overall trends, though this is not always the case. Victimisation According to the Crime Survey of England and Wales, there was no statistically significant difference in the proportion of women and men that were victims of crime in 2015/16. Women were less likely than men to think that the CJS is fair and more likely to believe that crime is rising. Women were more likely to have been subject to abuse as children, particularly sexual assault. They were less likely to be victims of violent crime in general, but much more likely to be victims of sexual assault or domestic violence – and female homicide victims were far more likely than their male equivalents to have a current or former partner be the principal suspect for their death. Police Activity Less than a quarter of those given a penalty notice for disorder (22%) or caution (24%) were female. Women were underrepresented to an even greater extent among those arrested (16%), who are typically being dealt with for more serious offences than those dealt with out of court. For both out of court disposals and arrests, females were particularly likely to have been dealt with for theft offences. Defendants Over the last decade, the number of females prosecuted has risen by 6%, driven by increases in prosecutions for TV license evasion, while the number of males prosecuted has fallen by a third. Nevertheless, in line with police activity, females were still substantially underrepresented among those prosecuted, at just over a quarter of the total (27%). This is broadly mirrored in convictions, remands and sentencing, although women have a slightly higher conviction ratio. Women were more likely to be sentenced to fines and conditional discharges and less likely to be sentenced to custody, compared with men. They also received shorter immediate custodial sentences on average, with the gap increasing over the last decade, driven by increases in the number of prosecutions and average custodial sentence length of male sexual offenders. Offender Characteristics Females made up a quarter of first time offenders, but only one in seven of those dealt with who had a previous caution or conviction. Males were more likely to be sentenced to immediate custody and to receive custodial sentences of 6 months or longer than females with a similar criminal history. Three-fifths of offences committed by women with 15 or more previous cautions or convictions related to theft, compared with only two-fifths for men. Although males were more likely to reoffend, females had a higher number of proven reoffences on average per reoffender. Females were slightly more likely than males to reoffend following a short custodial sentence, but considerably less likely to reoffend following longer ones. Offenders under supervision or in custody Women represented only 5% of the prison population, a proportion that has fallen over the last decade. However, in line with sentencing patterns, women were typically serving shorter sentences and represented almost 9% of those admitted to custody. Female prisoners reported feeling better supported in prison, but less safe, and they were more likely to self-harm and self-harm more frequently than men. There were lower rates of assault in female prisons, but a slightly higher proportion of disciplinary incidents relative to the population. Women typically had shorter periods of probation and fewer requirements. They were also more likely than men to participate in education in prison, to be granted home detention curfew if eligible, to make a success of release on temporary license and to have their probation orders terminated early for good progress. Offence analysis A range of differences between the sexes could be seen when individual offences are examined; typical behaviours and outcomes vary between men and women at an offence level. For example, while women were more likely than men to have been prosecuted for TV license evasion, typical sentencing behaviour was the same for both sexes, whereas prosecutions for benefit fraud were close to evenly split between men and women, but males typically received more serious sentences. Trends also vary over time at an offence level: for example, women were becoming less likely to receive an immediate custodial sentence for indictable drug offence, while males were not. In line with overall trends, however, the differences that exist at offence level usually represent either less involvement or less serious involvement in the CJS for women than men. Practitioners Women were substantially underrepresented among the police and judiciary, at just over a quarter of practitioners, but represented more than half of those working in the Ministry of Justice, Crown Prosecution Service and female prison estate. In general, CJS functions involving direct contact with offenders had fewer females than males (and vice versa for those that do not), but the proportions have been slowly getting more equal since 2011. Female representation among senior staff was considerably lower than in the general workforce for all CJS organisations, but proportions have been rising. Details: London: Ministry of Justice, 2016. 172p. Source: Internet Resource: A Ministry of Justice publication under Section 95 of the Criminal Justice Act 1991: Accessed December 7, 2016 at: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/572043/women-and-the-criminal-justice-system-statistics-2015.pdf Year: 2016 Country: United Kingdom URL: https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/572043/women-and-the-criminal-justice-system-statistics-2015.pdf Shelf Number: 147933 Keywords: Crime StatisticsCriminal Justice SystemsFemale OffendersFemale Police OfficersFemale VictimsVictims of Crime |
Author: Broderick, Elizabeth Title: Cultural Change: Gender Diversity and Inclusion in the Australian Federal Police Summary: On 22 August 2016, AFP Commissioner Andrew Colvin released the report Cultural Change: Gender Diversity and Inclusion in the Australian Federal Police, following an independent review of the organisation by former Sex Discrimination Commissioner, Elizabeth Broderick. The report followed extensive consultation with more than 1,000 AFP members over the past six months. A number of key themes emerged during the review process: the importance of strong leadership to cultural reform; the differential impacts of AFP culture on men's and women's experiences; high rates of sexual harassment and bullying in the AFP; barriers to and opportunities for increased women's representation in the AFP workforce; and, the challenge of combining a police career with family. The review highlights strong and courageous leadership as an essential ingredient of cultural change. While many in the AFP described the organisation as a supportive and respectful workplace, the rates of sexual harassment and bullying reported in the survey were alarming. Overall, 29% of survey respondents reported being subjected to at least one work-related incident of sexual harassment in the last five years, with 64% of survey respondents reporting being subjected to workplace bullying over the same period. Details: Canberra: Elizabeth Broderick & Co.: Australian Federal Police, 2016. 104p. Source: Internet Resource: Accessed January 30, 2017 at: https://www.afp.gov.au/sites/default/files/PDF/Reports/Broderick-Report-2016.pdf Year: 2016 Country: Australia URL: https://www.afp.gov.au/sites/default/files/PDF/Reports/Broderick-Report-2016.pdf Shelf Number: 145540 Keywords: DiversityFemale Police OfficersLaw EnforcementPolicingWorkplace BullyingWorkplace Harassment |
Author: Amaral, Sofia Title: Gender, Crime and Punishment: Evidence from Women Police Stations in India Summary: We study the impact of an innovative policy intervention in India that led to a rapid expansion in 'all women police stations' across cities in India on reported crime against women and deterrence. Using an identification strategy that exploits the staggered implementation of women police stations across cities and nationally representative data on various measures of crime and deterrence, we find that the opening of police stations increased reported crime against women by 22 percent. This is due to increases in reports of female kidnappings and domestic violence. In contrast, reports of gender-specific mortality and other non-gender specific crimes remain unchanged. Our findings suggest that the reported crime against women is driven by an increase in women's willingness to report crime due to greater exposure to female police officers. We also find that the implementation of women police stations also led to improvements in measures of police deterrence such as arrest rates. Details: Unpublished paper, 2018. 59p. Source: Internet Resource: Accessed August 17, 2018 at: https://www.isid.ac.in/~epu/acegd2017/papers/NishithPrakash.pdf Year: 2018 Country: India URL: https://www.isid.ac.in/~epu/acegd2017/papers/NishithPrakash.pdf Shelf Number: 151168 Keywords: Female Police OfficersViolence Against Women Women in Policing Women Police Stations |
Author: Carrington, Kerry Title: The Role of Women's Police Stations in Widening Access to Justice and Eliminating Gender Violence Summary: This address is relevant to the priority theme of the 63rd meeting of the UN CSW of providing access to sustainable infrastructure for gender equality and the empowerment of women in order to eliminate violence against women and girls. First, outline the case for sex segregated policing, then briefly describe the emergence of women's police stations, next we outline the results of our study on the role of women's police stations in Argentina in responding to and preventing gender violence. Finally, we present some policy and practice lessons for UN Women to consider in relation to achieving the sustainable development goal of eliminating violence against women. The study is funded by the Australian Research Council and includes a multi-country team of researchers from Australia and Argentina whose contributions we gratefully acknowledge. Details: S.L.: United Nations Conference Paper, 2019. 17p. Source: Internet Resource: Accessed May 30, 2019 at: https://eprints.qut.edu.au/127632/ Year: 2019 Country: International URL: https://eprints.qut.edu.au/127632/1/UN%20CSW%20women%27s%20police%20stations%2016%20March.pdf Shelf Number: 156094 Keywords: Female Police OfficersGender and CrimeGender EqualityLaw EnforcementPolice DepartmentsViolence Against WomenWomen Police Officers |