Female officers bring many important skills and abilities to the law enforcement community. Male and female officers have different methods for dealing with certain situations, and the female’s methods are no less successful than the males. Female officers are extremely focused on community-oriented policing (Garcia, 2003; Lonsway, 2003; Norvell et al., 1993; Rabe-Hemp, 2008; Rabe-Hemp & Schuck, 2007). They also tend to have a calming effect on the citizens they come in contact with, especially in domestic violence situations (Garcia, 2003; Lonsway, 2003; Rabe-Hemp & Schuck, 2007). Differences are present in the amount of force administered between male and female officers, but the rate of violence against officers does not vary significantly
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The main differences between stressors for women and men pertain to family (Kurtz, 2012). Female officers, who are married and have children, experience a mean stress level of 25.02 while male officers, in the same positions, experience a mean stress level of 21.97. These results show the effects families have on the levels of stress experienced by women. The term second-shift encompasses the facts that women in professional settings are still required to complete domestic work at home. Gender roles are still in effect for female officers, and they are expected to maintain their domestic duties as well as job functions (Kurtz, 2012). These responsibilities serve as a major source of stress for women juggling daily roles and dealing with irregular work hours (Kurtz, 2012; McCarty et al., 2007). Female officers prefer family leave policies and are more likely to use these policies than males (Kurtz, 2012; Lonsway, 2003). Efforts to develop family policies can aid in the reduction of stress for incumbent female officers and lead to the recruitment of more women to the profession (Kurtz, …show more content…
The administrations in various departments realize the benefits of having more women on the force, and they better represent the demographics of the communities they serve (Hassell et al., 2011; Schuck, 2014). Many female officers are promoted, and some oversee large agencies (Schuck, 2014). Even with these advancements, policing still remains dominated by males, and agencies have failed to create welcoming environments for female officers (Hassell et al., 2011; Kurtz, 2012; Schuck, 2014). Some agencies feel pressured to hire women onto forces and implement tokenism during this process (Kurtz, 2012; Seklecki & Paynich, 2007). Discrimination against women is still present in the law enforcement community. (Norvell et al., 1993; Schuck, 2014). The research proves the assumption that women are not effective officers, due to feminine traits, is simply not true (Rabe-Hemp, 2008). Research shows that women are just as capable as men at performing in the law enforcement community (Lonsway, 2003). Women bring valuable qualities to the law enforcement community and are equally as successful as their male colleagues. Women experience the same amount of work related stress as anyone else, and they perform their jobs effectively and efficiently proving women are as skilled as the men in this male dominated
The main differences between stressors for women and men pertain to family (Kurtz, 2012). Female officers, who are married and have children, experience a mean stress level of 25.02 while male officers, in the same positions, experience a mean stress level of 21.97. These results show the effects families have on the levels of stress experienced by women. The term second-shift encompasses the facts that women in professional settings are still required to complete domestic work at home. Gender roles are still in effect for female officers, and they are expected to maintain their domestic duties as well as job functions (Kurtz, 2012). These responsibilities serve as a major source of stress for women juggling daily roles and dealing with irregular work hours (Kurtz, 2012; McCarty et al., 2007). Female officers prefer family leave policies and are more likely to use these policies than males (Kurtz, 2012; Lonsway, 2003). Efforts to develop family policies can aid in the reduction of stress for incumbent female officers and lead to the recruitment of more women to the profession (Kurtz, …show more content…
The administrations in various departments realize the benefits of having more women on the force, and they better represent the demographics of the communities they serve (Hassell et al., 2011; Schuck, 2014). Many female officers are promoted, and some oversee large agencies (Schuck, 2014). Even with these advancements, policing still remains dominated by males, and agencies have failed to create welcoming environments for female officers (Hassell et al., 2011; Kurtz, 2012; Schuck, 2014). Some agencies feel pressured to hire women onto forces and implement tokenism during this process (Kurtz, 2012; Seklecki & Paynich, 2007). Discrimination against women is still present in the law enforcement community. (Norvell et al., 1993; Schuck, 2014). The research proves the assumption that women are not effective officers, due to feminine traits, is simply not true (Rabe-Hemp, 2008). Research shows that women are just as capable as men at performing in the law enforcement community (Lonsway, 2003). Women bring valuable qualities to the law enforcement community and are equally as successful as their male colleagues. Women experience the same amount of work related stress as anyone else, and they perform their jobs effectively and efficiently proving women are as skilled as the men in this male dominated