NCJ Number
82753
Date Published
1981
Length
140 pages
Annotation
The text reviews women's attempts to become police officers and police departments' policies toward female officers. It presents recommendations for women's recruitment and employment and offers an intervention model for prospective officers and an affirmative action program for police departments.
Abstract
The review covers the 1950's through the 1970's, with special attention to the New York City Police Department. Required compliance with the Equal Employment Opportunity Act (1972) forced policy changes at local and State police agencies. However, most compensation (back pay, promotion opportunities, and retroactive seniority) for discriminatory practices has been awarded through litigation. Various studies indicate that women perform police duties as well as men but that many obstacles block their way to equal employment; for example, veteran-preferential, sex-biased civil service tests. Police agencies could resolve the problem by hiring the number of women necessary to equal their percentage in the adult work force, using education strategies to promote recruitment and promotion of women, including female officers on panels investigating candidates for officer positions, and counseling women at the entry level. In addition, a more valid testing system should be developed, and tests should be given more often. Women applicants could improve their chances by researching the job before applying and using assertive strategies if appropriate. If women experience stress due to lack of peer support, they should seek help through police department women's organizations. An intervention model outlines strategies for women who wish to apply for vacant police positions. Finally, an affirmative action program is provided, with suggestions for police chiefs, program directors, and other agencies. Chapter notes, survey results, and a 36-item annotated bibliography are provided.