Representation of Women Officers: Specialist Roles

• NCJ Number: 173560
• Author(s): E Pettman
• Date Published: 1996
• Length: 68 pages
• Sale Source: Great Britain Home Office, Policing and Reducing Crime Unit
• Language: English
• Country: United Kingdom

Annotation

This analysis of statistical data shows that women are underrepresented in many specialist areas within the Suffolk Constabulary in England and highlights the need for the police service to maintain accurate management information on the subject.

Abstract

A questionnaire was sent to 256 police officers in the Suffolk Constabulary and 69 percent responded. The goal was to analyze the structure and culture of the Suffolk Constabulary, with particular emphasis on the representation of female police officers in specialist roles. The questionnaire contained specific questions on police officer expectations when they joined the service, whether these expectations had changed, background and qualifications of police officers applying for specialist posts, and knowledge of the selection criteria and process. Results showed length of service was an important factor when individuals applied for specialist posts. Women were less likely than their male colleagues to apply for a specialist post within the first 10 years of service. Many women who entered the police service did not view it as a long-term career. A posting to a specialist position was viewed by many as a promotion, rather than as an aid to development, and it was considered a punishment to be removed from a specialist position to uniform patrol. Police officers did not appear to know what opportunities were available when they joined the police service, and it seemed not all specialist positions were advertised in a way that would bring them to the attention of all qualified police officers. Although feedback was given to unsuccessful applicants, the quality of feedback was not high. Women generally did not agree with reasons given during feedback for their lack of success. Genuine concern was expressed that selection procedures were not being fairly applied. Recommendations to improve the application process for specialist positions are offered. The data collection questionnaire is appended. 8 references and 18 tables