For the past few decades, the percentage of women in law enforcement agencies has changed drastically in regards to gender. In 1960s men officers occupied the largest number a situation which has changed today since women are also becoming officers.
Management within criminal justice at all levels can evolve their traditional approaches to reflect a large number of women by supporting mentoring and sponsorship programs. Having strong models and advocates among law enforcement leaders is essential for women career track and success. Some organizations do not have women who can act as role models, and that is why organizations need to find ways in which they can reach into bigger spaces and connect women officers with mentors. Also, organizations need to create flexible and family-friendly policies and standards that promote equality and equity for all employees. Having policies that are not fair to everyone should be reviewed and changed.
Another thing that can be done is supporting women by changing the model of the ‘ideal’ police officer. According to Path, (2019), organizations should create programs which can provide women with opportunities of applying for law enforcement positions from any area such as sports organizations and learning institutions and criminalize abuse of women’s rights. Such programs can help women pass physical fitness tests, advocate for female officers, increase recruitment and promotion of women in the agencies and create better networks for them. The changes will improve the overall effectiveness and success of the institutions as well as encouraging women to be part of it. To ensure accountability for its implementation, all leaders must go through adequate police training, both basic and ongoing so that they can learn how to deal with a large number of women in the criminal justice system.
Evolution of management skills and approaches is necessary because women have a profound impact on the culture of policing. Women can bring their own set of skills to a traditionally dominated culture which is helpful to criminal justice organizations. Female officers are believed to have better communication which helps in diffusing volatile situations such as violence against women and sex crimes a method in which many law enforcement agencies are embracing.
Years ago, nontraditional law enforcement professional officers faced difficulties in accessing higher ranks, since they are viewed as lesser officers. Traditional models of management are not working sufficiently to address the challenges faced by new populations of nontraditional law enforcement professionals since these new populations still find difficulties when applying for law enforcement positions. Today, they continue to be undervalued and treated unfairly, especially when it comes to equal pay, job positions and promotions. By not changing the organizational policy and cultural the traditional model of management have discouraged more people from applying for the top-level positions.
If organizations change their policies, support women and nontraditional enforcement officers there will be an increase in the number of people rising to the top of larger departments (Graue et al. 2016). Additionally, departments, especially those with poor public images when they promote women leaders, will be reformed. To ensure accountability for its implementation, police departments should come up with an independent body to oversee how
new populations are treated in the organizations and ensure fair and effective procedures on policing.
References
PATH, B. A. (2019). WOMEN IN POLICING: BREAKING BARRIERS AND BLAZING A PATH. https://www.ncjrs.gov/pdffiles1/nij/252963.pdf
Graue, T. M., Hildie, R. E., & Weatherby, G. A. (2016). Women in modern policing. Journal of Social Sciences and Humanities, 2(3), 51-62. http://files.aiscience.org/journal/article/pdf/70320085.pdf