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QuickTime™ and a. TIFF (Uncompressed) decompressor. are needed to see this picture. CUPD. Title Slide. Caitlin Merrell. Katie Singleton. Kyle Scholton. Tom Carman. Greg Norton. Isiah Salazar. “Hiring and Women in the Police Department”. MGMT 4020. Benefits of Women Police Officers.

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  1. QuickTime™ and a TIFF (Uncompressed) decompressor are needed to see this picture. CUPD Title Slide Caitlin Merrell Katie Singleton Kyle Scholton Tom Carman GregNorton Isiah Salazar “Hiring and Women in the Police Department” MGMT 4020

  2. Benefits of Women Police Officers • Female police executives are found to be more flexible, emotionally independent, self-assertive, self-confident, proactive and creative than their male counterparts. • They implement “community-oriented policing” • Less insults & threats • Improve response to violence against women. • More concern, patience & understanding

  3. Benefits of Women Police Officers • Female officers are less likely to use excessive force. • Not reluctant to use force they just choose to utilize a less authoritative style of policing. • Huge gender gap in police brutality lawsuits • “Depriving women jobs in policing is costly to taxpayers and results in more police brutality.”

  4. Benefits of Women Police Officers • Proven to be as competent as their male counterparts. • Research consistently demonstrates that women police officers have more education then their male peers. • Increased representation can help transform the climate within a law enforcement agency. • Reducing the prevalence of gender discrimination, under-utilization, sexual harassment

  5. Benefits of Male police officers • Emotional labor better received by men • Currently in society women have a lower authoritative role than men • This leads to more rebellious actions by citizens • For cultural and religious reasons, some men may refuse to let women help or protect them • Men feel the need to protect women • Coping skills such as “black humor” or after work activities can be offensive to women • People need post incident stress management

  6. Benefits of Male police officers • Other reasons • Women may be subject to a high amount of sex-based comments and sexual harassment, which cause problems within departments • Male values/attitudes are a better fit for the job • Opposite sex partners could hurt or break-up a marriage • One of worlds most masculine occupations

  7. Benefits of Male police officers • Physical reasons • Women are smaller than men and do not have the physical strength needed for the job • Pregnancy may psychologically affect women’s effectiveness/attitudes • Especially in Hostile Situations

  8. Past Precedents • Title VII of Civil Rights Act 1964 • Equal Pay Act of 1963 • Prohibits gender-based wage discrimination • Civil Rights Act of 1991 • Provides damages to victims of intentional employment discrimination

  9. Past Precedents • US v. The City of Buffalo 1973 • Buffalo PD found liable for discrimination under Title VII • Tests had “little or no relation to law enforcement skills” • Systematically excluded women, African Americans, and Latinos • Court ordered that Buffalo PD be monitored by the Justice Department

  10. Past Precedents • Justice Department v Philadelphia Transit Police (1997) • In 1993 no women passed the required fitness test • Tests are gender discriminatory and there are better ways • Justice department looking for new tests and damages paid to victims • DOJ reversed its views and dropped case under current admin. • DOJ new enemy to women’s progress?

  11. Speaking Out • National Center for Women and Policing • Founded by Chief Penny Harrington (1995) • Goals of organization: • Get more women in the police force (in higher ranks) • Community policing reforms • Improve police responses to violence against women • Harrington speaks out against LAPD

  12. A few statistics • Progress has been made! • The LAPD: • According to LAPD departmental statistics, of the department's 9,171 officers, 1,708 are female • That's 19% • In 1980, 178 or 2.6% of the 6,752 officers were women • William J. Bratton LAPD plans to increase women in its ranks by 25% this year

  13. Statistics Cont’d • More numbers do not mean higher rankings • The New York Police Department, in which 15% of all uniformed officers are women, only 9% are sergeants, 6% are lieutenants, 3% are captains Second level” • Less than two percent of police nationwide (1.4%) in the very top echelons of the uniformed ranks are women

  14. Statistics Cont’d • However, the effects aren’t staying around • Women comprise only 12.7% of large agencies nationwide • However, women account for 46.5% of employed persons over the age of 16 • Although women gained approximately half a percentage point per year within large police agencies from 1972 to 1999, the figure has actually declined from 14.3% in 1999 to 13.0% in 2000 and 12.7% in 2001. • 88% of layoffs in NYPD hired in the last 2 years (late 80’s) were women

  15. Quick Question • Did you know that India operates All- Women Police Stations • They respond exclusively to complaints of sexual harassment, marital discord, child abuse, eve teasing, trafficking, suicides and dowry harassment • Most of these AWPS’s are located within general police stations

  16. CU Police Department • Statistics • How many females hold leadership positions at CUPD? • 1 of 4 Lieutenants and 1 of 6 Sergeants • There is no quota on the # of Women • CUPD is currently 19% female

  17. CU Police Department • What are the 5 Most Important Characteristics of an Officer? • Honesty • Commitment • Common Sense • Compassion • Intelligence

  18. Hiring Procedure • Opening • Send request to HR department for posting • 2 week posting period • Application • Personal History Questionnaire (PHQ) • 20 pages

  19. Hiring Procedure • Minimum Requirements • 2 years of college or POST (explained later) • > 7 Points Remaining on Drivers License • Background Check (NCIC, CCIC)

  20. Hiring Procedure • Hour Long State Oral Boards • Perform Tasks • Role Play (Arrest) • Written Instrument (police report) • Verbal Question (When can you kill?) • Thought Process (No right answer) • Communication Skills Assessment (How has 9/11 changed police work?)

  21. Hiring Procedure • Full Background • Psychological Exam (3-4hrs) • Polygraph Test (1hr) • Background Investigator • Trained to catch lies • Integrity Interview (Predicated on Dallas PD test) • Neighborhood canvas • Credit Check (responsibility/stealing)

  22. Hiring Procedures • Departmental Board • Recommends Candidates to Chief (Joe Roy) • Grueling 30-45min Board with 5-7 superiors (Lt., Srgt., Commanders) • Every question asked predicated on every detail of your background

  23. Hiring Procedure • Qualified Offer • 2nd Psychological Test (min of 3 on 5 point scale) • Medical Exam ( with intent to hire allowed by ADA) • Treadmill • Blood Work • Physical • Hiring Decisions NOT based on quotas • Exactly the same for men and women

  24. New Hires • Probation for a Year • Commence Police Academy • Declaration of understanding • Minimum of 546 Hours • > 70% on Post Test • Month Long Mini Academy • Patrol Training Officer (16 weeks x 40hrs)

  25. New Hires • Then Probation for 2 months • Now you’re an officer at the bottom of the barrel. Welcome! • Total Costs of Training are appx. $21,000 per employee

  26. POST Was established by the legislature in 1959. Originated to set minimum selection and training standards for law enforcement. The POST organization has more than 130 staff members. The organization is voluntary and incentive based.

  27. POSTPeace Officer Standards and Training The mission of Colorado POST is to establish and maintain standards for peace officer training and certification that are relevant, realistic and responsive to our ever-changing world. Their motto is “Unto dust you shall return the day you stop representing the street.”

  28. CU Police Department • Does having women affect the culture within the department? In a positive or negative way? • “I believe having women and men working together adds to the culture and effectiveness of the department. There are times when victims are more comfortable speaking with a member of the same sex about a criminal incident, and having men and women available aids in the investigation.”

  29. CU Police Department • Are their problems in terms of strength, and authority that women run into? • “No, generally tools provided officers allow to disparities in strength. There’s never a guarantee that the officer present (male or female) is going to be the strongest/most fit/best trained/etc. to counteract an uncooperative subject. Training with tools and in tactics overcome most situations that officers encounter.”

  30. CU Police Department • In war men feel an innate need to protect women on their team in hostile situations. That is one of the major problems with fielding women in the military. Is there a similar concern within the PD? • “The feeling of protecting one another in police work typically transcends gender.”

  31. Question • After this intensive hiring process do you feel that you are protected by women just as well as men? Have your opinions changed? Are there other things the PD could be doing to make the process more fair?

  32. QUESTIONS?

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