Issues for Women in Law Enforcement

Issues for Women in Law Enforcement Women were not considered for law enforcement employment unless it was in a typical job in the profession such as, special units, desk and office jobs and received lower pay. While women were often thought of as being weaker in this profession, they fought to be recognized by constantly trying to prove themselves to be better in a male dominated arena. Women have had their struggles as officers in the police system, they have made advances that wouldnt have been heard of in the early 1900s Overall, women have made great strides in non-traditional careers since the 1950s. With changes in society, cultures and legal mandates have cleared the way for women to become members of law enforcement as well as other male dominated jobs in America and other areas in the world. Compared to the last ten years, law enforcement has changed to meet the demands of a continuing diverse society. We have better trained, educated, and a more diverse law enforcement to help better deal with the issues in our communities. Women were not readily welcomed to this male dominated arena. The role woman played to make this happen has been challenging. Historically, women have always been part of the general workforce in American society, although usually in jobs that fulfilled traditional female employment roles, such as such as nurses, secretaries, schoolteachers, waitresses and flight attendants. Shusta,et al. (2005). In 1845, the first women to be hired by the New York City Police Department were called matrons. In 1888 Massachusetts and New York passed legislation require communities with a population over 20,000 to hire police matrons to care for female prisoners. The early history of women police consisted largely of social service, in which women had to meet higher standards for police employment; Women police officers were given duties that did not allow or require them to work street patrol. Assignments and roles were limited to positions such as juvenile delinquency and truancy prevention, child abuse, crimes against women, and custodial functions. Probably one of the most damaging acts to police officers was their denial to perform basic patrol duties. One of the main reasons for this was male officers also tend to be protective toward women. Being socially conditioned to protect women, they would insist that female officers remain in the police car during traffic stops or arrest. When women were finally given the right, as a Federal law mandating equal opportunity regardless of gender or race, to perform general police work and serve on patrol, they demonstrated their fitness for police work. In many smaller departments, women still hold less than ten percent of law enforcement positions. The National Center for Women and Policing reports that nearly 90 percent of all law enforcement agencies require a physical agility test for job applicants. Women face challenges when hiring practices include physical benchmarks based on male aptitude tests which require more upper body strength than women have, is a practice that has seen some changes in recent years. The survey reveals that departments that do not use the test have 45 percent more women on the force than those with the agility exams. Research has shown that women have encountered difficulties due to negative attitudes of men about being police officers. Most women indicated that when they were exposed to offensive behavior by male officers, they remained quiet for fear of negative male backlash. Sexual harassment is prevalent in most law enforcement agencies. Harassment on the basis of sex is a violation of Section 703 of Civil Rights  Act and is defined as unwelcome or unsolicited sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature. Studies have found that 60 to 70 percent of women officers experienced sexual/gender harassment. Even though harassment exists, only 4 to 6 percent of these women ever reported the harassment. This lack of reporting can be directly attributed to the code of silence in law enforcement agencies and severe retaliation that occurs when women report misconduct. Bureau of Justice Assistance (2001). In a 1995 survey, of female officers in a medium sized department, 68 percent responded yes to the question, Have you ever been sexually harassed while on duty by a member of your agency Shusta,et al. (2005). Most of the women revealed that sexual harassment occurs at all levels of an organization and is not limited to male harassment of women. Women, too, can be offenders when they initiate sexual jokes or innuendoes and use of provocative language with men. This kind of behavior usually results in men countering in a similar fashion, which can contribute to and escalate the problem even more. Shusta,et al. (2005). Becoming a police officer might bring about a more radical change to a womans life than male officers. Even today police work is a predominantly male occupation and there persists the notion that assertiveness, aggressiveness, physical capability, and emotional toughness are male characteristics necessary to perform the job, but when female officers display these qualities they are often perceived as cold, emotionless, and uncaring. Lyman, M. D. (2005). According to male police officers, catching criminals is associated with bravery and danger, making it a mans job. It is believed by male officers that female officers cannot protect their male counterparts in confrontations where strength is required. Women who are accepted into the brotherhood of police or correctional officers have generally had to become one of the guys Shusta,et al. (2005). It is believed that if a woman has a hard walk, tends to be too hard, or too unemotional she may become criticized by her co-workers and supervisors. If she is too feminine or not sufficiently aggressive, men will not take her seriously and she will not do well in either police or correctional work. When women are confronted with a dilemma: they must be aggressive enough to do the job but feminine enough to be acceptable to male peers, and the must also be able to take different approaches to problems. Shusta,et al. (2005). In the corrections arena, male officers argued that women could not handle the violence and confrontations with inmates that occur in prisons. In a recent study it was found that women officers tended to respond to violent situations as aggressively as their male co-workers, and sometimes more aggressively. Women officers also seemed to have less trouble with the inmates than did their male counterparts; although they were harassed when they first appeared on the job. Clear and Cole (2003). Male inmates in minimum custody had surprisingly low opinions of women performing as correction officers, however, maximum custody inmates had high opinions of their competency and felt that such officers would be calm and cool in  problem situations. Female officers were thought to exert a softening influence on the environment making it more livable and less violent. Clear and Cole (2003). The status of women in correctional law enforcement with comparisons between the percentages of women sworn in as state, county and municipal officers indicate a huge difference. (http://www.womenandpolicing.org/PDF/2002_Status_Report.pdf 2010) Although there has been advantages and a broad leap for women in the law enforcement arena there has also been setbacks. Gender discrimination and double standards have always had women thinking that they had to perform and do better than male officers. They are often placed in jobs that are traditionally held by women police officers, such as domestic violence, child abuse, juveniles, and school programs. They are not usually considered for the more traditionally male jobs such as SWAT teams, gang units, narcotics, and homicide. Women usually face the difficult task of having the dual role of parent and career. Issues with child care, maternity leave, family responsibilities, flexible work schedules, job sharing, and mentoring and support groups. This can be especially hard for a single parent. If women had children when they entered law enforcement frequently find that they have a hard time balancing their commitments to family and work causing a significantly higher divorce rate than do male officers and have a lower group than the national female rate. Shusta,et al. (2005). More modernized police organizations try to show support by changing work schedules, being placed on light duty, Disability insurance and paid leave benefits. The proportion of women among sworn police personnel has steadily grown since the early 70s. In 1972 a survey of cities serving populations of 250,000 or more revealed that women comprised of only 2 percent of uniformed law enforcement personnel. In 1978, women made up 4.2 percent of sworn personnel in municipal departments serving populations over 50,000. By the end of 1986, the proportion of women had risen to 8.8 percent of all sworn officers in these agencies and by 1991, 9 percent of police were women. While women may face many difficulties, sexual harassment, gender discrimination, and overall discrimination in the law enforcement field, the lack of women role models is a barrier for many women who are interested in policing as a career. It is essential that departments there are the few that is paving the way for women. In 2003, Annetta W. Nunn took the became Chief of Police in Birmingham Alabama, she sat in a chair once occupied by Eugene Bull Connor, who was an segregationist and a national symbol of the Souths flight against integration who jailed thousands of civil rights demonstrators during the 1960s when Chief Nunn was four years old in 1963. Schmalleger (2005). During her tenure, Chief Nunn was a 23 year veteran of the department heading a force of 838 men and women. In February 2005, Massachusetts had a celebration to its three top women in law enforcement. Boston police commissioner Kathleen OToole leads the nations oldest department. Suffolk county sheriff Andrea Cabral is in charge of 2,500 inmates and Massachusetts corrections commissioner Kathleen Dennehy oversees 18 prisons across the state. Each is the first woman to hold her position. Thompson (2006). In 2006, Cathy Lanier was appointed as the first ever female chief of Police Washington, D.C., by Mayor Adrian Fenty. She officially assumed the position on January 2, 2007. Chief Lanier has been with the Metropolitan Police Department beginning in 1990 with most of her career as a uniformed patrol officer, where she served as the Commander of the Fourth District, one of the largest and most diverse residential patrol districts in the city. She also served as the Commanding Officer of the Departments Major Narcotics Branch and Vehicular Homicide Units. Chief Laniers story is a testimony to overcoming strife and the hardships that life can bring. At the age of 15, she was an expectant mother, and dropped out of high school, but through determination and the willingness to succeed; she continued to pursue her education, despite having family support, she achieved and reached her goal to achieve academic and professional goals in a short matter of time. Premdas, P. (n.d.). Joanne Takasato was Honolulu Hawaiis first undercover female narcotics police officer during the 1980s who broke barriers had almost single handedly taken most of the Hawaiian island of Oahus drug dealers off the streets of Hawaii. Her 394 page book tells the story about how she was forced to sever all ties with family, and friends to create a new identity and lifestyle that would get her accepted into the drug community but to also remain undetected as an undercover officer and had almost lost everything she had known to include her family as well as her sanity in the process. This is some of the examples of some of the police women who have paved the way and proved themselves as mentors for women who would want to pursue criminal justice as a profession. It is essential that departments that want to attract women candidates have women working in a variety of different positions to highlight the many opportunities that a department has to offer and the equity in the promotional process and assignment to special units. Female officers working as detectives, tactical team officers, street supervisors and high ranking administrators need to exist on a department to maintain some sort of written policy on and procedure on recruitment. Law enforcement today is facing a crisis a loss of public confidence and trust in the wake of police scandals that are unparalleled in recent history. Highly publicized incidents of excessive force and police corruption have generated shocking headlines Los Angeles, New York, Texas, Louisiana, New Jersey, Washington, Seattle, and Chicago. Police brutality and corruption lawsuits are costing taxpayers millions of dollars each year and the number and costs are only increasing. With the payouts increasing, taxpayers will demand that officers and their organizations be held accountable for their actions. Lonsway et al. (2003) Research conducted both in the United States and internationally clearly demonstrates that women rely on a style of policing that uses less physical force are better at defusing and de escalating potentially violent confrontations with citizens and are less likely to become involved in situations with use of excessive force. Lonsway et al. (2003) As an additional benefit, female officers often respond more effectively to  incidents of violence against women, a crime that represents approximately half of all violent crimes calls to police. Lonsway et al. (2003) The National Center for Women Policing states that there are six advantages for law enforcement agencies that hire and retain more women: 1. Female officers are proven to be as competent as their male counterparts In one study, female police executives were found to be more flexible, emotionally independent, self-assertive, self confident, proactive, and creative than their male counterpart. 2. Female officers were less likely to use excessive force; One study found that male officers were the target of 50% more insults by citizens and almost three times as many threats or attempts at injury in comparison with their female peers. 3. More female officers will improve law enforcements response to violence against women. A 1985 study found that female officers demonstrated more concern, patience and understanding than their male colleagues when responding to calls of domestic violence. Battered women who had contact with a female officer rated the police response as more helpful than those without such contact. They also rated the performance of female officers more favorably. 4. Increasing the presence of female officers reduces problems of sex discrimination and harassment within a law enforcement agency. One of the most prominent impacts is in promotional opportunities. Male and female officers report the same desire for promotion, yet these opportunities are even seen as less available to women in comparison with their male counterparts. This is likely to be part of the explanation for the higher turnover rate that is consistently seen among female officers, at the academy and on the job. 5. The presence of women can bring about beneficial changes in policy for all officers. The Police Foundation noted in 1974 that the introduction of women will create in incentive to management practices which are less acceptable now that they must be applied to men and women alike. This may result in the development of improved selection criteria, performance standards, and supervision for all officers. 6. Female officers implement community-oriented policing One study found that instructors indicated that female officers have an advantage over their male peers in several areas, including empathy toward others and interacting in a way that is not designed to prove something. Lonsway et al. (2003) In conclusion, throughout history women have made a way for themselves by showing that they can compete with men if they when given the opportunity. As police officers, they have come from being matrons and doing police work that was considered only for women, to being accepted as officers on the force, to becoming Chiefs of Police. Although there are not as many in the force as there should be, police women and chiefs are they are constantly paving the way for the respect and acceptance that is rightfully deserved. Police women should not have to prove themselves to their male counterparts to become a member of a team. Many women have proven to their male counterparts that they can do police work just well as a male, if not better. Police women are needed to close the gender gap and bring a different perspective to policing to make any police force not just unique, but equal.

Differences between men and women Essay

What is the difference between males and females? We notice the different dressing styles, different roles in the workplace and how we spend our leisure time, how we wear our emotions, and also how differently we think. But a question arises. Are males and females really different in every aspect? The first question we ask when a baby is born is: â€Å"Is it a boy or a girl?† Though most people accept most of the socially prescribed roles for the gender they were born with, some struggle against what they see as rigid and arbitrary social norms. In this essay, I will describe and give my input on the roles of human sexuality and gender. Most people think of sex and gender as one and the same when in fact they are not. Wood, Wood, and Boyd (2005) define sex as â€Å"a biological term, while gender is more commonly used to refer to the psychological and social variables associated with one’s sex† (p. 410). In the biological approach, when defining the sociocultural characteristics of masculinity and femininity, cultures look into the behaviors each gender should act upon. Males should be the dominant figure. They should be strong, competitive, be able to stand their ground, confident, and independent. Women on the other had are expected to be the exact opposite. They should be dependent, caring, encouraging, emotional, and nurturing. As children approach the age of two or so, they start to realize the roles such as attitudes, interest, and behaviors, in which males and females are supposed to portray. This is referred to as gender typing. When understanding which roles are to be taken, then they can star t their development. In the psychoanalytic theory, Freud asserts that children’s thoughts about gender occur out of a clash relating to their feelings about their parents. Generally, they would like to tie a bond between the opposite-sex parent but end up doing so with the same-sex parent in order to settle this clash, taking on that’s parent’s gender-related behavior and ideas. â€Å"At the same time, they defer their love for the opposite-sex parent in the hope that someday they will be able to achieve a sexual relationship with a partner who is similar to him or her† (Wood et. al., 2005, p. 411). I can agree with Freud’s psychoanalytic theory to a certain extent. What  would the opposite-sex parent do in a family with no boys or no girls? Would he/she take over some traits that the same-sex parent would give to the children? My mother and father had four boys including myself. Being in the situation my mother was in considering there were no girls, she felt a need to rub off some of her traits to us boys. While my father taught us the game of baseball and how to mow the lawn, my mother taught us our table manners and to how to do the laundry. We shared a bond to both of our parents equally. But overall, we all feel the same way in which we want our future wives to be close to, if not exactly like our mother. In the social learning theory, children look for role models to follow, where they imitate that person and want to be like him/her. But say if a boy started doing something that is out of his gender role, such as trying on his mother’s high heels, he will be informed by his father that it is not appropriate for him to do such a thing. Psychologists say that yes imitating and reinforcing may play a part in the gender role development, but it does not offer a complete clarification of this occurrence. Lawrence Kohlberg’s cognitive developmental theory â€Å"suggests that an understanding if gender is a prerequisite to gender role development† (1966; Kohlberg & Ullian, 1974, p. 412). This theory explains that children go through three stages that are necessary to developing the concept of gender. The first stage happens when the child is around the ages of two and three, which is gender identity, or the sense of being male or female. The next stage occurs at four and five, which is gender stability, the understanding that boys will be boys and girls will be girls forever. Then the last stage is when the child has reached six and eight. It is known as gender constancy, or the knowledge that gender will not change, despite the clothes they wear or the activities they participate in. But Kohlberg failed to mention â€Å"why many gender-role appropriate behaviors and preferences are observed in children as young as age 2 or 3, long before gender constancy is acquired† (Bussey & Bandura, 1999; Jacklin, 1989; Martin & Little, 1990, p. 412). I guess it just depends on the educational techniques used on the children. My brothers and I were taught a lot at a very young age, so we had a little bit of a head start. Like the cognitive developmental theory, Sandra Bem’s gender schema theory (1981) emphasizes that children begin to use gender as a way to pick up and sort out information. But the gender schema theory says that this process happens earlier with the gaining of gender identity other than gender constancy. Also like social learning theory, the gender schema theory indicates â€Å"young children are motivated to pay more attention to and behave in ways consistent with the gender-based standards and stereotypes of their culture† (Wood et. al., 2005, p. 412). I think television can become a major factor in a child’s behavior because they can watch shows that are unsuitable for their viewing, and while growing older they can become more fascinated with sexual activity. When becoming sexually involved with another person, both males and females experience four phases of when engaged in sex, called the sexual response cycle. The first phase is the excitement phase, and this is simply when the female undresses for the male and the male uses verbal expressions of affection to stimulate the female. The blood flow starts pumping and the heart beats faster and faster until they reach the second phase, which is the plateau phase. Here excitement keeps rising for the preparation of the third phase, the orgasm. While males only have one, females can have multiple. After that, everything starts to slow down and goes back to its unaroused state. This is known as the resolution phase or the tapering-off period. Sexual activity varies from culture to culture. Furthermore, â€Å"what is perceived as sexually attractive in males and females may differ dramatically† (Woods et. al., 2005, p. 421). Agreed, differences in attraction may occur, even with the same sex. Someone’s sexual orientation describes the preferences at which someone is attracted to either the opposite or that of their own sex. Studies show that males are twice as likely to be homosexual than females. Berenbaum & Snyder (1995) say that if the androgens, or hormones that make one masculine, are too high or too low, can make the brain develop more masculine or feminine which homosexual orientation is more likely. Most of the time it is all in the genes, but other times it is that person’s choice to be homosexual, even  if others may not be on the same page. Some people can be homophobic, which in my view is extremely improper. Whoever thinks that it is wrong should take a step back, let those people live their lives and start worrying about their own. I have known many people who were homophobic and it just pushed my buttons to see how cruel they can be to someone with a different sexual orientation. I do see where they are coming from, on the other hand. I do think it is weird to see two homosexual men holding hands or kissing, but I always come to an understanding that they are who they are and nothing can change that. They want to feel the comfort of another. In general, they want to love just as much as heterosexual couples do, so I praise them for that. With homosexual activity and even heterosexual activity, there comes a price if a couple chooses to have unprotected sex. There are many sexually transmitted diseases (STDs), but the major ones are Chlamydia, gonorrhea, and syphilis, which all can be cured by antibiotics. Chlamydia and gonorrhea are critical to women because if they in fact do have any of these, they do not have any early stages of infections. Since they do not treat it on time, then it can lead to infertility. Viral STDs include genital herpes, genital warts, and acquired immune deficiency syndrome (AIDS), which cannot be cured. The human immunodeficiency virus (HIV) is the virus that causes AIDS. It attacks the immune system, and can cause cancer or other dysfunctions. In order to prevent spreading STDs one should avoid sex with multiple partners, and also use a latex condom with a spermicide. With the growing rate of STDs nowadays, and the amount of television commercials informing teenagers and adults to practice safe sex and get tested for HIV or AIDS, I do not understand why people still have unsafe sex. It is not that difficult to â€Å"strap up† before â€Å"doing the deed† or â€Å"keep it in your pants,† that is unless you are prepared to have a child and have been tested along with your partner. I have known many males and females who have had unprotected sex and regret ever doing so, a couple of which becoming pregnant. From their point of  view, they feel lost because they cannot support their children and give them the attention they need in order to have a secure, fulfilling childhood.

Reflection †IOM Future of Nursing Essay

Knowledge can give nurses greater power to take action and lack of knowledge can leave nurses powerless to provide safe or effective care ( Innocent, 2011). During this difficult economic time many recruiters prefer to hire experienced nurse with knowledge. To gain knowledge one must have education. Education makes a difference in how we perceive things, provides in depth study of nursing research, leadership, management, and helps understand social, cultural, political and economic issues that affect patients and influence care. According to the IOM report in Recommendation 4: to increase the proportion of nurses with a BSN to 80% by 2020. Increasing the level of education, increases not only knowledge but gives in depth study of other fields in nursing and research. Earning a BSN degree will make one more confident to deliver safe and quality care. Research has shown the importance of baccalaureate education in relation to patient outcomes. Nurses need to educate themselves because they are the ones who provide almost all direct patient care in the hospitals and other areas. IOM report is a wakeup call to nurses who just have their diploma or associate degree to enroll into the BSN program. Having a BSN degree is preferred in much hospital as an entry level standard. Therefore completing BSN gives more opportunities for leadership and management job, helps provide quality care and improve patient safety, and helps the nurses participate in research projects. Another recommendation put forth by the IOM is Recommendation 5: Double the number of nurses with doctorate degree by 2020. Healthcare needs more nurses with doctorates to educate nurses, lead change and advance health care in America. A higher degree of clinical skill and knowledge enhances the leadership skills and keep with the pace of  the growing demands in healthcare. Nurses need to get their doctorate which gives them more autonomy, money and power. Have a doctorate degree, helps build up on what you already know and use the clinical skill learned in research, create and bring about change for the better in the lives of the patients. There are more jobs open for a doctorate in nursing in the field of research, labs, universities, administrative positions in the hospitals and insurance company. Ensure lifelong learning as per IOM recommendation 6: Ensure learning to keep up with the demand of the changes in technology, and gain competencies needed to deliver care of diverse populations. Lifelong learning contributes to the development of knowledge and skill in nursing. A focus on continuous learning is necessary to remain current on trends, practices, and the newest treatments in the field of nursing(Wetters, 2011). Increasing education gives every nurse the confidence to compete in the job market. Knowledge and skills learned can be enhanced through education and lifelong learning experience to keep up with the pace of the growing needs of the healthcare industry. Every nurse should engage in a learning process to keep up with the challenges of this century. Nurses have given a wide scope of practice and one should take advantage of that to enhance oneself to better job where one can help train the new generation of nurses. Education will always be an assess in today’s job market as well as in the future. Every nurse should encourage and support one another to higher learning. Reference Innocent, K. (2011. January). Knowledge, A Power Source for Nurses. Nursing center. Retrieved on April, 13 from http://www.nursingcenter.com/Blog/post/2011/01/14/Knowledge-A-Power-Source-for-Nurses.aspx http://www.thefutureofnursing.org/recommendation/detail/recommendation-6 Wetters, K. (2011, January). Culture of Lifelong learning in Nursing. Fostering a culture of curiosity. Retrieved on April 13, 2013 from http://www.rightathome.net/foxvalley/blog/culture-of-lifelong-learning-in-nursing-joliet-illinois/

Corruption in Pakistan - 2133 Words

Corruption Outline 1. Introduction 2. Definition (According to) a. Transparency International b. World Bank and Asian Development Bank c. In the Context of Pakistan 3. Types of Corruption d. Petty Corruption e. Grand Corruption f. Political Corruption 4. Corruption in Islamic teaching 5. Quaid-i-Azam on corruption 6. Causes of corruption g. Political Instability h. Law and Order Condition i. Unemployment j. Lack of education k. Poor governance l. Moral Culture 7. Report about Corruption in Pakistan m. Transparency International Report 8. Remedies or Solution n. Transparency o. Equal Distribution Of National Resources†¦show more content†¦Army’s frequent interventions have never given chance to flourish democracy in our country. Our political leaders are also responsible for this situation because our leaders focus on personal or vested interests instead of national interests. They have always tried to achieve their vested interests in the garb of politics. They have never respected the norms of democracy. That’s why our country has failed to develop healthy political institutions and lasting democracy. 2. Law and Order There are lot of problems regarding law and order. Terrorist attacks create uncertainty in stock markets and people earning from stock are getting loss due to which the whole country faces uncertain increase in commodity prices. 3. Unemployment Pakistan is poorly faced with the problem of unemployment. The existing unemployment rate is 15%. Thousands of young doctors, engineers and other educated people are out of job. There are no opportunities for youth to utilize their capabilities or abilities in right direction. Pakistan is facing the problem of brain drain due to unemployment because we are unable to utilize their precious hands in the progress of the country. The most horrible part is that it is rising every year it will show to be risky for the economy of Pakistan. It has negative impact on society. 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