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Job discrimination suits expanded women’s opportunities. Women represented fourteen point five percent of the sworn personnel in the municipal agencies, thirteen point five percent in county agencies and eight point two percent in the small agencies. State agencies have a lower percentage of female officers than any local or federal law enforcement agencies; six point eight percent. Women account for fourteen point eight percent of all the federal officers, which are slightly higher than the percentage in the local agencies.
Even though the representation of female officers are low with their overall proportion in the total population, the discrepancy is more evident in the rank of addressers, where females number only one percent of the police chiefs in the United States. The number of females serving as chiefs has expanded a lot. But, since Penny Harrington took over as chief in Portland (becoming the first female chief in a large agency) in 1985 and Elizabeth (Betsy) Watson was assumed the helm in Criminal Justice By Thompson than one million people) in 1990. In 2004, newly appointed females were serving as chiefs of police in San Francisco, Detroit, and Milwaukee. Currently mayors are looking for more sophisticated Coos that will be able to oversee the large budgets, negotiate thorny management robbers, and set sound department-wide policies. There were one-hundred- fifty- seven females that were identified serving as chiefs of police and twenty-five were sheriffs; ninety-six of the chiefs had intended on establishing a demographic profile of the females.
Forty-eight (forty-nine percent) of the chief executives were in charge of the municipal police departments, forty (forty-two percent) led college and university police departments. There were only seven of the respondents that led agencies with more than one-hundred sworn officers (five were municipal, one was a amp’s police agency, and one was a tribal agency). Twenty-three (twenty-five point eight percent) were in agencies that had ten or fewer officers.
The female Coos reflect the increasing levels of education that were achieved by today’s chiefs, With three-fourths of them having a bachelor’s or master’s degree, One-third had a partner that was also in policing. A huge portion of females have currently been employed in policing long enough to be considered for promotion(s). It has been questioned about the commitment of police agencies and their male administrators n promoting females for changing the evaluation and promotional process. 4 As the community-oriented policing and problem solving concept(s) continue to expand.
The female officers can play a very important role. Experts have also maintained that the verbal skills that many females possess can have a calming effect that defuses potentially explosive situations. Still this remains an area in law enforcement that has to change. In order for females to effectively serve as police officers, executives have to be sure that the value of utilizing and recruiting hiring, and retaining them. The task for chief executives is to consider how the departmental policies impact the female officers with respect to selection, training, promotion, sexual harassment, and family leave.
More importantly, executives have to have a set tone of welcoming females into the department. The recruitment of minority officers remains a very difficult task. The greatest problem is the negative images that officers have in the minority communities. Officers have been seen as a symbol of oppression and have been charged with using excising brutality, they are often seen as an army of occupation. African American officers face problems that are similar to those of women that attempt to enter and prosper in police work.
However, until there’s more African American officers promoted and can affect police policy and serve as role models, they will likely be treated unequally and have difficulty being promoted, 5 African Americans that are considering a career in law enforcement may be encouraged by a survey of African American officers, which found that most of them thought that their Jobs were satisfying and offered opportunities for advancement. If you were a law enforcement administrator what would you do to increase upon these efforts? Develop the agencies strategic plan. . Conduct an analysis to identify the classifications, which would include the needs of identification in the strategic plan.. Assess each and every individual to ascertain their current skill levels.. Plan and communicate the methods to close the gaps between the required competencies and current employees, women, and minorities skill levels. 6 Reference(s): Peak, K. J. (2012) Justice Administration: Police, Courts and Corrections Management (7th Deed) Pearson Education Upper Saddle River, NJ