20 years QualityThrough Equality enp |europea n networ kofpolicewomen enp european network of policewomen

2 | enp.nl 20year sQualit yThroug hEquality Foreword

The European Network of Policewomen has been promoting diversity and professionalism in the police for the past twenty years. In every national police force, greater diversity means better quality, so this international network is vital. Exchanging views and approaches helps to foster creativity and prevent tunnel vision. The police are part of a pluralist society. In order to remain engaged with the community they serve, they must invest in diversity.

Despite all that has been achieved on gender mainstreaming in the past few decades, the position of women is still an issue that requires attention. Thanks to opportunities for part-time employment, job-sharing and access to child care, the proportion of women in police organisations throughout Europe has increased. Yet the number of women in management positions remains small due to lack of upward mobility.

Many women still find it difficult to profile their talents and to recognise and create opportunities for themselves. The ENP is trying to address this problem and is helping women get past this stumbling block. Its efforts include Career Development Seminars for policewomen aspiring to positions in middle management. Participants are taught leadership and networking skills, and given tools for sharing knowledge and making the most of opportunities.

This magazine tells you what ENP has been doing over the past twenty years and what it is planning for the future. We hope that you will find it inspirational. Diversity is the future.

Guusje ter Horst Minister of Interior and Kingdom Relations from 22.02.2007 till 23.02.2010

3 | enp.nl Dear members of the European Network of Policewomen, enp We have come a long way since 1954, when women first took to the streets of Amsterdam as serving european network police officers. Before then, they mainly had administrative duties. Only in 1971 the first policewoman was granted of policewomen admission to the Dutch Police Academy and it took till 1994 for the Equal Opportunities Act to come into force.

Today, more than a third of our organisation consists of policewomen, a percentage also reflected among middle management ranks. Several of our department’s most senior officers are female too. Last year we appointed the first woman borough commander. I am very proud of this accomplishment.

Diversity within our police organisation stimulates fresh and innovative viewpoints. It has already led to new strategies in tackling existing problems, original ways of organising operations and will hopefully help prevent tunnel vision. There is still work to be done though.

We need to be vigilant regarding opportunities for further growth and development of policewomen in our organisation. In my role as Chief of Police - both in Amsterdam and in my former function in Groningen - I have always purposefully appointed women as members of my Board. I believe that promoting women to top positions creates a driving force, a catalyser if you will, to further stimulate an already positive development.

In a globalised world, where neither crime nor careers are bordered, international collaboration is key in achieving equal opportunities for all. By sharing experiences and best practices we all benefit: men and women alike.

I therefore applaud the efforts of both the Amsterdam women network NetWeb and the European Network of Policewomen and congratulate you on your twenty year anniversary.

Yours sincerely,

Bernard Welten Chief of Police - Amsterdam-Amstelland

4 | enp.nl 20year sQualit yThroug hEquality Content

Foreword 3

Dear members of the European Network of Policewomen 4

The importance of networking 6

Editorial 8

Leading Indicators & strategy ENP 10

Executive & General board 13

From a tiny ENP - Seed to a beautiful international tree 14

From brawn to brain - From hired hands to hired heads? 16

Police... 20

A man among woman 24

That’s it! 26

History of Austrian policewomen 28

Two way process for achieving positive change 30

ENP as Booster & Enhancing Professionalism 32

Did you know that... 36

Supporting members 38

5 | enp.nl The importance of networking

by Jane Townsley - President IAWP enp I am pleased to be writing in this special edition of the ENP I have 24 years experience as a police officer, and european network magazine and I congratulate the ENP on its 20th am delighted and honoured to be IAWP president of policewomen anniversary. As recently elected president of the particularly as I am the first person from Europe to hold International Association of Women Police (IAWP) I am well this position; all previous presidents have been from aware of the importance of networking in raising North America. the profile of women in policing, and the ENP has My priorities over the next three years will be to further achieved much in the past 20 years and I know that many promote the work of the IAWP. It is a fantastic, fast- challenges are still to be faced in support of women. growing organisation which recognises the unique and invaluable skills women bring to law enforcement. We bring together officers of all ranks and from all corners of the globe to share experiences and learn from one another. We have a lot of important work ahead of The IAWP has members in 58 countries throughout us in ensuring our members are represented and receive the world and its aim is to strengthen, unite and raise training, mentoring and networking opportunities. the profile of women working in the criminal justice Many of the countries engaged with the IAWP are system. The organisation is committed to further fortunate that women can expect equal treatment, but Jane Townsley enhancing its members’ skills through professional that is not the case everywhere in the world, including invaluable qualities women bring to law enforcement, development, training, recognition, mentoring, parts of Europe. Over the next three years, my priority will wherever they may be, are valued and respected so that networking and peer support, very similar to be to promote women in policing and to ensure the women can succeed to the highest levels.” those of ENP.

6 | enp.nl 20year sQualit yThroug hEquality Get Acquainted: Marta Fernández Barea

Over the past few years the ENP and IAWP have worked Name: Marta Fernández Barea more closely together than ever before, supporting each Country: Spain - Catalunya other’s aims to mutual advantage. I am determined to Organisation: Corps Mossos d'Esquadra build on the relationship we have, with the globalisation Rank: Deputy Inspector we have witnessed over the last few years, international Present function: Head Central Missing Persons Unit in the Criminal Investigations Division. She also participates in the gender equality co-operation is even more important. project of the Corps of the Mossos d’Esquadra (CME). ENP Function: Vice President - Executive Board Member One of the benefits of networking is to provide Private: Married and having two sons mutual support to achieve common aims and objectives, success is far easier to achieve when people work Career: together rather than in isolation, this is equally She joined the organisation in 1991 and either as head or deputy head, she worked in the police stations of Sant Feliu de Guixols, Sant Celoni and in the important for organisations such as ENP and IAWP, Urban Transport in Barcelona. strength in numbers. Jobs motivation: Her main motivation always has been assisting people, helping with the general welfare of the community and solving problems, which unfortunately On behalf of the International Association Board of can often be serious of nature. Directors I wish to send best wishes to all those who Her view on ENP: have been involved in the European Network of Police - The ENP raises awareness that the representation of women on decision making (senior management), basic and operating levels is beneficial for women over the past 20 years and look forward to the police organisations as it contributes to more dynamism. Different studies showed that organisations with a diverse (balanced) gender composition your achievements over the next 20 years. are better prepared to adapt themselves to social changes, and police organisations operate in an atmosphere of constant changes. If police services want to keep pace with those developments, they need to transform Besides women at senior level also have the function of role models. Jane Townsley The ENP surely stimulated her organisation by deepen the understanding on this important issue. Hereby a focus was made to selection, recruitment President IAWP and retention of women addressing to career development either vertical or horizontal and decision making level. Her organisation closely collaborate with the ENP and various activities were organised in Barcelona e.g. career development seminar, management course, knowledge For further information about the IAWP please visit the exchange projects etc. website www.iawp.org Her tip: “For both women already working within our organisation and newcomers; work with enthusiasm and be open-minded. Confident and decisive women are needed capable to develop their careers either horizontally or vertically as only then the dual objective of further enhancing the results of the organisation and achievement of gender equality can be realised”.

7 | enp.nl Editorial

by Anita Wieman - Hesterman – Policy Advisor ENP enp Indeed 2009 is a memorable and magic year for Remains the question why this initiative is so Anita Wieman-Hesterman european network the ENP (European Network of Policewomen). valuable and important: In most EU-countries women - Policy Advisor LECD - of policewomen As twenty years ago, during the international conference could enter into police executive functions after the Portfolio International held in Noordwijkerhout/Netherlands, some Dutch second world war. In the Netherlands for example the Cooperation policewomen took the initiative to set-up a network first uniformed policewomen were appointed in 1953. - Project Manager for policewomen on a European level. However their working field, as in most EU-countries, Support group EDPOL It was the cradle of the ENP. was restricted and in general addressed to traffic, (European Diversity in juveniles or vice squad. Policing) At that time the police organisational structures were definitely not equal on the positive change of process by women. But societies changed rapidly, whereby the “Mainstreaming a gender perspective is the process of assessing the position of women became a crucial issue. In order to implications for women and men of any planned action, including keep pace with those developments the police services legislation, policies or programmes, in any area and at all levels. needed to change along. But nothing is so difficult as It is a strategy for making the concerns and experiences of women changing an organisational culture. as well as of men an integral part of the design, implementation, monitoring and evaluation of policies and programmes in all Gender equality is a complicated issue. Several political, economic and social spheres, so that women and men emancipation waves were necessary to ensure the benefit equally, and inequality is not perpetuated. The ultimate position of policewomen we know today. The positive goal of mainstreaming is to achieve gender equality”. development hereby is that the scope has been widened, www.enp.nl with no longer a focus only on women, but it includes Although the benefits of gender mainstreaming are both men as well. This wider scope is known as gender numerous and challenging, cultural and/or traditional mainstreaming. Here I would like to emphasize that the practices often prevent gender mainstreaming programs term gender does not refer to biological but to social and from reaching success. This underlines that in spite cultural specific differences. Those differences are major positive changes there is still a long way to go. shaped over time and so can change with time. Looking at gender mainstreaming in a European context; The UN Economic and Social Council (ECOSOC) defined it is evident that the stage of development on this issue the concept of Gender Mainstreaming as follows: still varies in the EU-countries. Therefore the ENP

8 | enp.nl 20year sQualit yThroug hEquality Get Acquainted: Ulvi Pollu

From left to right: Caroline Pie, Name: Ulvi Pollu Anita Wieman - Hesterman and Country: Estonia Mary-Ann Gallee. Organisation: Estonian Police ENP Function: EB-Member till November 2009 Education: graduated from Public Service Academy and also studied at Tallinn Pedagogical Institute Private: Ulvi is 48 year, widow and has a son of 22 years old

Career: Until 1998 Ulvi worked at the Ministry of Interior and Trade union. Hereafter she remains an important player, as both the contemporary Acknowledgements entered the Estonian police and fulfilled within the Estonian Police Board the function EU-societies and globalized world requires intelligent On behalf of both ENP boards (Executive and General) of Head of International Cooperation Department coordinating international management inserting the full organisational potential I want to sincerely thank all the individuals and cooperation, including accession negotiations with the European Union regarding as main basis for effective policing. organisations who supported the ENP over the past police work. twenty years, especially the Dutch Ministry of Interior and In 2005 she accepted the function of police adviser to the National Police Commissi - This special edition magazine is marking the 20th Kingdom relations, the Dutch ministry of Justice, the oner with a focus on the development of organisational culture and police ethics. Anniversary of the ENP. For this an inventory is made of Dutch council of Chief Constables, the LECD (Dutch Since November 2007 Ulvi is the Head of the Police Cooperation Department. all the ENP activities, whereby from the educational National Expertise Centre on Diversity), Swedish This department specializes in the development of organizational culture and programme the Career Development Seminar is National Police Board, Estonian Police Board, the coordination of international cooperation in the whole police organization and the highlighted. But the ENP means more, it functions as a Ministry of Interior of Austria . arrangement of large events (international conferences, ceremonies, etc.). booster as it supported EU-countries to develop their national female network, i.e. Bulgaria, Belgium, Hungary Last but not least my special thanks to everyone who Her tip: and Germany. It is also the spider in the web as it closely contributed to the contents of this special edition and of “We may feel confident that women’s intuition and sensitivity in making decisions, our sense of cooperate with other networks in Europe and even on a course the other members of the editorial staff, being duty and devotion makes us often more valuable colleagues than male ones. Women also take world scale. But the ENP also contributes to further Caroline Pie (Vice-president ENP representative of the responsibility more seriously, we are more cautious and what is most important – women are more enhance effective policing by organizing international Police service Amsterdam-Amstelland) and Mary-Ann concerned about the consequences”. Ulvi would like to cite a male Estonian student who firmly conferences, round table meetings and symposia. Gallee (GB-member ENP representative of the police refuted the topic of his essay ‘Women and Politics do not belong together’ by saying that “it has Moreover under the repetitive feature Get Acquainted service Police Haaglanden). been proved that women are indeed much better in looking after the house, but nobody has proved you are also introduced to some ENP Board members. men to be better politicians”. The same applies to the job in police.

9 | enp.nl Leading Indicators strategy European Network of Policewomen

text: Mr. Bert Poelert MPM and Anita Wieman-Hesterman enp Europe is the working field of the ENP and therefore the Both the EU unification and globalisation services should benefit from this. This multi-culturalism european network strategy of the ENP is based on this leading indicator. effects have contribution to a significant change of the will not only be visible within society, but also within the of policewomen Europe is seeking its own core values. The centre hereby is societies in Europe. This is effecting the police police service. This is an ongoing process that cannot be formed by the total package of fundamental Human organisations as they have to ensure their acceptability stopped. Rights.; The right to live, of health care, education; Freedom within all sections of the population. It is therefore of of religion, speech and expression etc; but also the adjoining crucial importance that police services keep pace with the Position of policewomen fields like constitutional state, separation of powers, valid societies and communities in Europe. In order to The ENP strives for a diverse and professional police jurisdiction, authorities secure from corruption, and last but preserve their legitimacy police organisations need to service, and particularly addresses the position of women not least a trustworthy and reliable police service. both obtain and retain a highly qualified police service . within the European police organisations in order to further develop the fundamental values of Europe. Each individual must be able to fully rely on protection by Diversity - Gender Mainstreaming For that purpose, the representation of women within the authorities. Policing is hereby the absolute centre. This is especially significant for those European police organisations is of the utmost importance. This is Therefore the police services within Europe are duty bound countries where, based on their history, minorities are paramount at all levels of the service. to promote the view that democracy and not violence. In already residing. It will only gain more importance The participation of women within European police accordance herewith the police services need to defend the within the forthcoming years, due to the scale of organisations is an essential element to the quality and values of respect, tolerance, freedom and democracy. immigration within Europe, whether legal or illegal. development of the police. Their operational behaviour is amongst the most Therefore within the next ten years, all aspects related to important determinants of the way societies develop and Diversity will be a crucial and important features for the Gender a business issue thus contributes to the development of European police services in Europe. It will amongst others enable In its daily operational and management level standards and values. the police to reflect the democratic, respectful and functioning, a police organisation with exclusively men tolerant ambitions of the societies they serve and realize in management and decision-making positions is a positive process of change. missing a large part of social reality. If women are represented within management teams decision-making Another leading indicator are the developments on the is enhanced, everyone has a better understanding of labour-market in various European countries, clearly social issues, and professionalism and legitimacy is indicating that it will no longer be possible to recruit enhanced. A female leader, maintaining her authenticity, personnel only from the traditional part of the will base her decisions on a different perspective; she is population, namely the white male. The part of well more perceptive of other types of crimes. In short, a educated women is increasing enormously and Police female leader will create another dynamic aspect to

10 | enp.nl 20year sQualit yThroug hEquality Get Acquainted: Ann Kate Pedersen

Name: Ann Kate Pedersen Country: Denmark Organisation: National Danish Police ENP Function: GB-Member Rank: Superintendent Function: Leader police station Private: Ann Kate is 50 years old and has two sons Photo: Ann Kete Pedersen (left) and Susanne Philipson, chair Danish National Female Network. Career: Ann has substantial working experiences, she worked within theriot police unit and criminal investigation department. She also worked as specialist in matters around sexual violence against children and has taught the subject.

leadership. To benefit from all its employees, police to fulfil their tasks in the most effective and professional Her tip: organisations should establish a balance by having way and to function as a respectable European police Now after more than 30 years with women in the Danish police, some progress has been achieved, mixed teams at each level of the organisation. organisation. but there is still a long way to go before there is real equality. Law and good personnel policy will In addition, by having women on decision making levels not be enough, quite fundamental change in culture and attitudes are necessary and this takes time. will also mean that they function as a role model. Safe-guarding and improve position of women Her advice to “new” women in police is that they must take care to become proficient at their profes - Public perceptions of police will also alter if the rate of Finally, the position of women still has to be the subject sion and establish a balance within their private life. This will make it possible to participate in women in executive functions is at least 25%, as women for improvement in the European countries. This is the good and exciting tasks like use other competencies. Mixed teams in executive applicable for both the “new” and “old” member states men. Only then they will get functions will contribute to a more effective police of the European Union. Due to the immigration flow of full respect. organisation, with more flexibility, and different the traditional orientated population, the position of leadership styles. women needs not only to be guarded and observed, but This shows that the representation of women in all levels moreover certainly improved. of the organisation is a business issue. Therefore it is The Police with its monopoly on power can play a undoubtedly an important tool for police organisations significant role herein. The emancipation level of a

11 | enp.nl country is almost measurable on the basis of the number Aims translated into practice: that the ENP may designate official representatives to the of women in operational/executive functions. The police, - To increase the number of female employees in general, United Nations to the UN Headquarters in New York as which ought to reflect its society, could function as a role with a special focus on senior management positions, well as the UN offices in Geneva and Vienna. model when at least 25% of the persons employed - To raise the awareness on the necessity of the enp within the operational/ executive functions are female. Management of Diversity and Gender Mainstreaming The ENP acts completely independent of any european network The position of women within police organisations is, in (platforms – round table meetings, exchange of Government, political party or group and declares itself of policewomen every way, crucial and fundamental for the development best practices) for the fundamental values of all mankind, freedom, of a professional police service and to safe Europe! - Monitoring developments in regard to Gender and justice and solidarity; in accordance with the democratic Diversity principles and the fundamental rights as laid down in the ENP's Strategy and Mission - enhancement of career development for women, by Universal Declaration of Human Rights. The ENP was founded on 23rd March 1989. The initial special international training - seminars In conforming with its constitution the ENP is governed aim and strategy of this network is to promote and Focussing on the preservation of authenticity, by a General Board for the general management, the empower women and at the same time to stimulate the recognition of own competences, building up self Executive Board is responsible for the daily management European police organisations to recruit, retain and to esteem, so that women can be leaders in their own right. of the organisation. The Executive Board is hereby offer women the necessary career development so that - professionalism of women (management and assisted by the Head Office located in the Netherlands. the number of women in senior management/decision networking skills), Both the General and Executive board are composed of making positions will increase. - functioning as an information channel (site, best representatives from Europe. practices international conferences seminars etc) ENP’s credo “ QUALITY THROUGH EQUALITY ” - completion of surveys and research The elections for both boards take place every two years. is translated in its mission, namely: - stimulation of initiatives for the foundation of national On these occasions the organisations that are already networks for policewomen represented either in the General or Executive Board are The European Network of Policewomen - Reinforcement of the existing national police female approached for nominees. This can result in a renewal contributes to enhance the quality and networks by network training of existing board members or the appointment of new effectiveness of the police services in Europe by increasing the number of women - Custom made support of the existing national police members. In addition to this, organisations from those within every level of the police and law female networks countries that are not yet represented are invited to enforcement organisations in Europe. - To raise the number of policewomen within Peace nominate representatives for both boards. Individual Keeping Missions men or women, with or without the support of their Aims organisation, can also apply for the function of country The main aim of the ENP is to raise awareness of the Organisational structures contact person. benefit of having more women within the police both on The ENP was founded on 23rd March 1989. Due to operational and management/decision making level and its growth the organisation became a non profit also to empower those women who are already working organisation under Dutch Law in 1994. In 1996 the ENP within the police and law enforcement organisations. was officially granted the status of NGO, which implies

12 | enp.nl 20year sQualit yThroug hEquality EXECUTIVE & GENERAL BOARD 2009 (november) – 2011 EXECUTIVE BOARD Marta Fernández Barea Vice President Spain Generalitat Catalunya - Mossos D’Esquadra Patricia Stahl Vice President Sweden Swedish Police Caroline Pie Vice President Netherlands Police Amsterdam-Amstelland Maria Dolores Iribarne Perez Liaison Officer Spain Spanish National Police Karianne Jensen Liaison Officer Norway Norwegian Police

GENERAL BOARD and COUNTRY CONTACT PERSONS Sibylle Geissler GB-member Austria Ministry of Interior Marlies Raser-Menhart Deputy GB Austria Ministry of Interior Gwen Merckx GB-member Belgium Belgian Association of Policewomen Cecile Rigot GB-member Belgium Federal Police Maria Nicolaidou Country Contact Cyprus Cyprus Police Ann Kate Pederson GB-member Denmark Danish National Police Hanne Bergstrøm Deputy GB Denmark Danish National Police Veronika Isberg GB-member Estonia Estonian Police Board Ines Karu Deputy GB Estonia Estonian Police Board Leena Lukala GB-member Finland Ministry of Interior Monica Storrank Deputy GB Finland Ministry of Interior Andrea Schaal GB-member Germany ENP-Germany Ariane Klauer Deputy GB Germany ENP-Germany Ildikó Kincses GB-member Hungary Hungarian Association of Policewomen From top to below: Krisztina Hubay Deputy GB Hungary Hungarian Association of Policewomen Maria Dolores Iribarne Perez Ibolya Csako Country Contact Hungary Hungarian Association of Policewomen Maura Lernihan GB-member Ireland An Garda Síochána Karianne Jensen Maria Rosaria D’Andrea GB-member Italy Polizia Municipale Milano Laura Chiesa GB-member Italy Polizia Municipale Casalpusterlengo-Somaglia Ausra Dovydeniene GB-member Lithuania Ministry of Interior, Police Department Jurga Mickiene Deputy-GB Lithuania Ministry of Interior, Police Department Tanya Antonova Country Contact Latvia Latvian State Police From top to below: Stephanie Reichert GB-member Luxembourg Grand Ducal Police Marta Fernández Barea Vivianne Eschenhauer Deputy GB Luxembourg Grand Ducal Police Mary-Ann Gallée GB-member Netherlands Police Haaglanden Patricia Stahl (photo not available) Mona Bergseth GB-member Norway Police Directorate Caroline Pie Walentyna Trzcinska GB-member Poland Polish Police Chief Commander Lídia de Jesus Janeira Magalhães GB-member Portugal GNR Apolonija Grobin GB-member Slovenia Slovenian Police Helena Tomaceviz Deputy GB Slovenia Slovenian Police Lena Thor GB-member Sweden Swedish National Police Board Pia Müller Country Contact Sweden Swedish National Police Board Olivia Derungs GB-member Switzerland Stadtpolizei Zürich Christine Calderoni Deputy GB Switzerland Stadtpolizei Zürich Tugba Ozbas GB-member Turkey Turkish National Police Jackie Alexander GB-member UK BAWP ADVISORY & CONSULTIVE BODY Anita Wieman Netherlands LECD

13 | enp.nl From a tiny ENP - seed to a beautiful international tree.

text: Christine Terwiel, tekstbureau Chris Teksten enp “During my 28 years in policing I have had the Enormous International network european network privilege to undertake so many interesting challenges. Never When she was asked for the function of ENP-Director, of policewomen hindered by the glass ceiling, I have always had the nicest job she had just rounded off her higher professional of the entire force”. She admits that her character has education (HBO). She graduated on the subject of the something to do with it and that the opportunities she has various factors influencing policy development in had, she has had to create herself. Above all she is grateful. policing. “My thesis addressed also female networks”. Therefore the ENP-function matched perfectly and above “Look at what I have had the chance to do: furt - all it added the international component. “Especially the her shape the ENP and having become visible, been enormous network I built up was of extreme importance. asked to set up the new program “Police and Human In each country either I know people or people know me, Rights” for the Council of Europe in France. Later I was significant to simplify cooperation. In the six years that asked to come back to The Netherlands to establish the I was able to work for the ENP, you could say that the School for Police Leadership of the Police Academy and international seed was sown. In the meantime it has participate in the Dutch delegation to the Governing grown to become a beautiful and abundant tree. “I have Board of the European Police College (CEPOL). Here I come to love this work, establishing new initiatives, had the opportunity, together with colleagues from collaborating, building up trust, bringing people France, Sweden and the UK, to develop the action lear - together, I see it as the constant factor, a kind of thread ning programme TOPSPOC, the TOP Senior Police Of - in my career”. Anita Hazenberg, MA, MCM was ENP-Director from 1991 till ficers Course. Later within the Dutch police, I was able 1997. This period had a strong impact on her further career. to develop interesting and valuable international pro - A building function Despite the fact that she herself was in no way incommoded grams. As icing on the cake I have been able to realize Pe - She speaks about the ENP in the nineties. “It was truly a by the glass ceiling, she presently actively contributes in arls in Policing. This annual gathering of top level law building up function, lots needed to be established. breaking down this phenomena. As International Director enforcement executives from all over the world is my big - At that time we had no internet or e-mail. Two persons of the School for Police Leadership, she is realizing this by gest dream of building an intensive worldwide network formed the secretariat. We did everything: thinking about not only focusing on women and persons with an ethnic of senior officers with an interest to make this world a the strategy, putting it into effect, deliberating with the background, but also offering the sitting “white” men inter - safer place. Peace – Police – Justice are the key words board, giving lectures, PR, advising networks in other national career and training perspectives. A personal inter - underlining the goals of the Pearls initiative. I feel countries and making sure that finance was properly dealt view with an energetic policewoman, grateful for the privileged again that I am able to serve this kind of with. This small group was in fact the spider in the web in wonderful opportunities she has had, and still getting. important developments. building up all other policewomen’s networks in Europe”.

14 | enp.nl 20year sQualit yThroug hEquality Women in China. There, we particularly asked attention rooms for women. However we have not yet broken down for policewomen around the world who were tackling the glass ceiling totally. The Dutch Minister of the Interior violence against women. This resulted in multi- Ter Horst made a brave step in 2008 when she said: “I see disciplinary missions. As such we visited, with a mixed no other possibility to break down the glass ceiling than by delegation, several women centers in Russia. Not only fixing target figures”. But much more is taking place, the did we visit with a specialist of the vice squad, but for cooperative program “Politietop Divers” focuses among example, also with a gynecologist or somebody from others on the career perspectives of the sitting “white” men. women relief works. We therefore were able to meet on I myself am actively involved by searching for international the spot with people from other disciplines, thus putting work opportunities and internships. New perspectives are them in touch at the same time. Recently I saw that one offered at a time when management development is also of the Russian women, who at that time was setting up a about to change. As the police top functions will form part telephonic rescue line for women, has been nominated of the general governance department whereby inter- for an award. That is so nice to see!”. national experience is an important condition, we are actually again paving the road for the future. Facts and figures From a Dutch organization to a European network She is also very proud of the bi-annual conferences and Professional support gender mainstreaming During this period the ENP managed to achieve a lot. the publication Facts and Figures which came out on On the question whether she has a golden tip for the ENP, “We made important steps for the ENP. I was still those occasions. “It was a publication which supplied she answers: appointed by a Dutch board. However if you truly want information on the position of women within European “My advice to the ENP is: obtain a visible identity towards the to be a European network for women, you need to have countries. In an era with when there was no internet, support of fragile states. Here there is a great demand for women a European board. That is one of the first things we we managed to be the source of knowledge for a who as a law enforcement professional, can support both the accomplished. When you consider that the Dutch considerable length of time when it came to the position issue of gender mainstreaming, an effective approach on violence government was financing our organization, this was of women in the different European countries”. against women and children and supporting the building of quite exciting. Nowadays women from all over Europe democratic governmental structures. In doing so, making an are involved within the ENP, a wonderful development”. Achieved much, but the glass ceiling is still there important contribution to a substantial development and at the The ENP gave policewomen the feeling that they were not same time creating unique career possibilities for women”. UN World conference on Women in China standing alone. Many things that we at present take for “What I am particularly proud of, is that we as women granted were combated. Such as working part-time, the united and were present at the UN World Conference on possibility to apply for all functions or simply dressing

15 | enp.nl From brawn to brain - from hired hands to hired heads?

by Anna-Lena Barth - Swedish Police and former ENP president enp You are the new Chief of Police. You have been given Then you wake up to a world of political preferences, looks and so on will encounter serious european network the opportunity to fulfil your vision and your ideas. demands, budget cuts, lack of staff, recruiting and problems. Intelligence is normally distributed. It is not of policewomen You have unlimited resources (money is no object), retention problems - not to mention all the equipment the preserve of usually white, 45-year-old males. a police station filled with whatever you desire in terms of that should have been replaced ages ago. And you realise equipment and latest technology and the personnel this is not a nightmare but reality and it’s your job to The police service has to be a modern, dynamic and (both officers and civilians) of your choice. Life is good. make the most of it. effective organisation and, consequently, an attractive employer. We also have to act and think in new ways to Another reality is that the personnel cost is usually more continue to be the experts on fighting crime. than 80% of your budget. It is amazing, at least to me, Furthermore, we have to reduce the gap between the the way we sometimes mishandle this large percentage police and the public by getting a better representation of our budget. of society as a whole.

A modern responsive police service needs the range of Since 50% of the population is women, the number of viewpoints and experiences that only a balanced women entering the police service must increase. It is a workforce can supply. Untapped potential and loss of fact that women generally are grossly under-represented expertise is a waste of resources. The minimum in the police and this fact is even more apparent in the replacement cost of an officer after a five-year investment higher ranks and managerial positions. in developing skills is approximately € 40.000,-. In a democratic society, the government has legislated The composition of the police should be a reflection of about equality and the police service is the body that the society they are serving. This implies that women and upholds and enforces the law. If the police have problems men of different ethnic, cultural and social backgrounds following the law, who will? Judging the democracy from and experiences must be represented in the police service that perspective, we are in deep trouble. to the same extent as they are in the society. Police work is still one of the most stereotypical masculine, white If you want to attract women, then the climate in the male occupations. organisation must be positive to balancing work and family life. Women do bring their bodies and The competitive reality is that organisations which are reproduction system with them and a modern bogged down on issues of race, gender, age, sexual management must acknowledge that. It’s still

16 | enp.nl 20year sQualit yThroug hEquality astonishing that a woman being pregnant is looked • What kind of young people are we looking for then? upon as a big surprise. Where do you think future What skills will be required? policemen come from? They also have a mum you know. • What kind of crimes and criminals will we be facing? • What kind of society are we facing? Overcoming institutionalised neglect of women within the criminal justice system – as victims, offenders or The people we are trying to recruit are people with professionals – is a priority to which a great deal of integrity, people who are mature, dependable and thought ought to be directed. responsible. Still, once they are out of the academy we monitor them as if they were children. Do we actually Inequality between men and women – also in the sharing recruit the wrong people or are we, as leaders, managers of power and decision making at all levels – needs to be or supervisors, in the wrong? addressed more seriously. It is clear that a great deal of work still needs to be done to bring about changes in They are also the same people who make good parents. attitudes and behaviour within the police towards Being a responsible parent is hard, when you have to women. Additionally, more commitment is necessary choose between work and parenthood. How come that – both internationally and nationally – to human rights. we are not very supportive when it comes to balancing (UNSCR 1325) work and family life? Why do we insist and hang on to these fixed shifts like there is no tomorrow. The police services are facing problems in recruiting and retention, especially in the western world where the There are researches which show that small and medium population is getting older and more and more women organisations are the ones that benefit most from family choose not to have children. Youngsters are not friendly policies (the really big ones are still not that interested in staying in one job as we have done. vulnerable). According to the researches you can see a If we don’t offer attractive and fulfilling jobs, we will reduction in temporary sickness and improvement when have an even bigger problem than we have today. it comes to retention, higher morale, more commitment and a better quality overall. These changes take some Anna-Lena Barth at the beginning of her career. We make decisions today that will affect the police of time though, but the benefits will definitely outweigh the tomorrow. We have to stop being short-sighted and costs. focus 10-20-30 years ahead and ask ourselves: Successful intelligent management is characterised by

17 | enp.nl the ability to transform individual competence into a Here is Winnie-the-Pooh, not to fail is not to try. And try we must. No failures; collective competence. This increases the value of the coming downstairs now, bump, bump, bump, no development. organisation. The police service depends totally on the on the back of his head, behind Christopher Robin. individual employees and the question of success or It is, as far as he knows – the only way of coming downstairs, Europe has chosen to co-operate on a number of levels enp failure is directly connected with the development of But sometimes he feels that there really is another way, and subjects, which have been made visible through european network staff. If only he could stop bumping for a moment to think of it. various treaties and agreements between our countries. of policewomen And then he feels that perhaps there isn’t... In order to strengthen and develop international police In a modern organisation, 70 to 80 percent of what co-operation in a more effective way you need personal people do is now done by way of their intellects. This book aimed at children is a fountain of wisdom. contacts. They are a necessary condition in order to make To me – this dilemma describes the police organisation the formal systems work as intended. International trying to adapt to a changing world but really doesn’t co-operation is, therefore, not merely a matter of solving know how. The pressure is increasing. We are told to cross-border crimes but also of studying and learning specialise, be cost-efficient and more effective. from each other’s solutions in a joint effort to comprehend the development on which we are so But change is not friction-free – many of those in dependent. command of the present system will fight back. The old does not give in to the new without resistance. As a police officer it is absolutely essential in today’s The critical means of production is small, grey and The principles are the same though. Change is not society to have international contacts in order to broaden weighs around 1, 3 kilograms. It is the human brain and automatic – it must be created by individual your professional outlook on work-related issues. it is controlled - for better or worse - by the individual. entrepreneurs. In contrast - we are not very good at Networking (both mixed and single sex) is positive and Your most critical resources wear shoes and walk out of creation. Our societies are not built for it. Our needs to be encouraged. Men only and mixed the door around five o’clock every day. As a result, your organisations are not designed for it. And most people networking occurs automatically, but the same is not management and leadership are keys to success or are not trained for it. true for women only. Opportunities must therefore failure. be created for women to get together without becoming Innovation requires experimentation. Experiments uncomfortable in a culture that frequently seeks to There is a major mind-shift going on. In the brain-based are risky. We can succeed or fail. The trouble is that question the benefits. society, perception is all. If we cannot capture the traditional organisations are not the most forgiving of attention of the public or employees, we are out. Today environments. In many of them failure carries the Pursuing other routes than the most travelled can prove information flows freely. You can’t avoid it. And it also corporate equivalent of the death penalty. The signal is worthwhile. After all, Viagra was discovered when creates total transparency: People with access to that failure is punished. This not only stops people from scientists were looking to develop a drug to relieve high information are beginning to challenge any type of failing – it stops them from trying. If it were not for blood pressure. authority. The stupid, loyal and humble employee or all the fools trying to do the impossible – over and over citizen is dead. again – we would still be living in caves. The only way

18 | enp.nl Get Acquainted: Ragnhild Engen

Name: Ragnhild Engen Country: Norway Organisation: Police Oslo Rank: Detective Inspector Present function: Crisis & Hostage Negotiator and Dialogue Policing ENP Function: Executive Board member till November 2009 Private: Ragnhild is 35 and mother of two children

Career: 13 years ago Ragnhild entered the Norwegian police. She started her career in the Patrol unit followed by the dog patrol unit. After having attended the Police Academy she made a switch in her career. At present she is working at the Organized Crime Unit in Oslo. Jobs motivation: She likes to work on communication. She is convinced that effective communication/ dialogue has a positive influence on solving most conflicts. Besides it is crucial to foster confidence and trust between the society and the police. Her view on ENP: She emphasizes the importance of the ENP. In this network she met so many ambitious and professional women. She experienced this as a booster to work even harder in her organisation on the issue working conditions for women.

Her tip: “Based upon her experiences she finds it important to be aware of the differences between men and women. At the start of their career women try hard to act like men. Forgetting that especially the differences make us complete. Therefore It is indispensable to support each other when working at male dominated places in order to preserve authenticity”.

19 | enp.nl Police...

by Anita Wieman - Hesterman - Advisor to ENP – European Network of Policewomen enp Anita Wieman-Hesterman has gained substantial Police... only knew them from getting a fine for european network working experiences in trade and industry both in the wrong parking or even worse speed checks. of policewomen Netherlands and abroad. In 2000 she added an other chapter to her career by accepting the ENP function But in 2000 an employment advertisement of the ENP as policy advisor. In spite the fact that from 2005 drew my attention. she is employed by the Dutch police organisation Before applying I gained information on the ENP and got LECD (National Expertise Centre on Diversity - interested their organisational aims. In my career I never portfolio international cooperation & appointed thought about male dominance, unequal treatment etc. as Project-Manager to the support group EDPOL but letting my working experiences pass in review... yes (European Diversity in Policing) she still is the many mechanism that I took for granted were placed in driving force behind ENP. different perspectives. So becoming curious I accepted the function of Policy advisor within the ENP. In this article Anita Wieman gives you an insight on the challenges, blocks, opportunities and her When I started, the ENP was in a very difficult phase. working experiences to further professionalise and The Dutch Ministry of Interior decided after a period of sustain a European network. twelve years not to prolong their subvention. I surely could understand their decision as indeed the ENP is a European network and therefore should be shouldered by the European police organisations and/or responsible Ministries. However that could not wave aside that it placed the network in an extreme precarious situation. For me it was challenging! Dutch police...

I started to both reorganise the entire office, reducing costs as much as possible and exploring new funding possibilities to secure the further existence of the network. But even more important I first had to find my way in an entire new fascinating world... the police.

20 | enp.nl 20year sQualit yThroug hEquality Get Acquainted: Hanım Tugba Ozbas Photo left: In the early days...

“ethnic” background and a lightly coloured skin. I made Name: Hanım Tugba Ozbas it a sport to answer that question with my mother is from Country: Turkey Indonesia (former Dutch colony) and my father... Organisation: Turkish National Police Rank: Inspector In my search for new funding possibilities I got in contact Present function: Foreign Relations Department with the NPI (Dutch National Police Institute). They fully ENP Function: General Board member endorsed and understood the value of such extensive Private: Married network. With their help I could bring the precarious situation of ENP under the attention of the Dutch Council Career: of Chief constables. In May 2001 they approved the In 2002 she graduated from Police Academy. Where after she worked for a period business plan and decided to financial support the ENP of two years in a Police Station in Konya followed by another two years in Istanbul. for in total a 4 years period. At present Hanim is working for the General Directorate of Turkish National Police at Foreign Relations Department/ International Organizations Division. This department Another important factor for the continuation of ENP enables the attendance of Turkish Police Officers to the international conferences, was the Swedish contribution. The Swedish police fully meetings, seminars, workshops etc. and also organize the international conferences, exempted Anna-Lena Barth as ENP president for an meetings etc. in Turkey. additional period of two years (till 2003). Apart from this Background they also covered the needed budget to effectively At that time Jolanda van de Streek District Chief at the perform the presidency function. Copenhagen Denmark and Stavern Norway). Dutch Police organisation Rotterdam-Rijnmond was vice police organisations (IPO, Rotterdam Rijnmond, president of the ENP. She introduced me within the Magazine & Website The Hague) made additional financial contributions to Dutch police organisations and believe me the first The ENP was back in business again and finally able to lower the threshold for the participation of policewomen meeting I attended gave me the feeling that all focus on its core business. In that period the ENP from east European countries. participants were coming from another planet. organized different international conferences (Madrid, Besides I extended the ENP training programme by I needed to get used to all the abbreviations. I also noticed Sarajevo, Italy) and trainings for women in the police. developing a new international 5-days training to meet that you are approached differently when working in The Career Development seminars were for the first the needs of women already in managerial positions, the an executive or administrative function. Many times I time held outside the Dutch borders, in Legionowo Management Toolkit. The Dutch police union ACP made was asked; what is your background? Poland, Sarajevo Bosnia-Herzogovina, Zurich a significant contribution by the registration of two South And see here I am the lucky one with a somewhat Switzerland,Tallinn Estonia, Budapest Hungary, African policewomen. Another field which needed my

21 | enp.nl enp focus was the ENP magazine and the ENP Website. I always say; Effective networking is based on in- and european network The results; a comprehensive magazine and a new output. Before getting something out you need to make of policewomen designed website providing truly international an input. information on gender mainstreaming. Looking back on this period it was a truly and highly Preservation dynamic one and overtaking my life. In 2005 the Dutch Council of Chief Constables decided not to continue their financial support, which again Endorsement shook the network to its foundation. Another period of But what about the never ending story; the full European reorganisation, personnel could no longer be employed financial endorsement of the network; I started a Euro - and all activities needed to be limited. pean endorsement offensive. The then Dutch Minister of It was now Austria who offered stability to the network. Interior and Kingdomrelatios Mr. K. de Vries gave a They seconded for a two years period Erika Wietinger as helping hand by addressing directly to his colleagues in President to the ENP head office in Amersfoort the Europe with the request to financial support the network. Netherlands. In 2007. Erika was re-elected and her At the same time the former Region Chief of the organisation fully supported her to continue this Hague (Haaglanden) Mr. Wiarda approached the Heads function but now from Vienna. Photo: The ENP magazine in 2003. of the European police organisations with the same As for me; through the then interim manager of the request. In order to sustain the network a contribution LECD (Dutch National Expertise Centre of Diversity) women within the Dutch police; Competence Self of € 10.000,- per country was required. The outcome, I was introduced to the new director of this organisation, Management; a bridge to Leadership. only a few European countries replied positively Chief Constable Bert Poelert . He offered me the port- My career was given another turn as I was offered the and the other countries/police organisations the folio Gender mainstreaming both on a national and possibility to make another European footprint; sound of silence!!! international level. This implied that I partly could Incidents and developments in Europe showed the continue working for the ENP. greater need of European cooperation in the field of For me this is a paradox, within ENP all 27 EU-countries On national level I shaped and organised the conference Interculturalism. Therefore the LECD took the initiative are represented. The number of representatives is even “Women to the PoliceTop”. This conference was to set-up a European support group on Diversity and higher as some countries have several police organisations. attended by more then 300 policewomen. It resulted in pan-cultural professionalism. This resulted in the Apparently the police organisations value their the Meervaart Protocol, the note “Met Méér Vaart establishment of the support group EDPOL (European representation within the network but are not willing to Vrouwen naar de Politietop” and the practical brochure Diversity in Policing). At present I am the project- invest in preserving the network and its activities. Met Gender Wijzer. Next to this I set up the training for manager to this project. But I am still involved within

22 | enp.nl 20year sQualit yThroug hEquality Get Acquainted: Mary Ann Gallée

ENP as I consider the ENP as a valuable network to Name: Mary Ann Gallée actively contribute to the needed positive changes within Country: Netherlands the EU-police services. Organisation: Region Police The Hague Rank: Inspector What the last almost ten years brought me? Present function: Chief of the Community Policing Unit in the city of Zoetermeer. No longer only straining after financial profits but giving ENP Function: General Board Member my career and working life another dimension by Private: Married, two fantastic sons inserting the social component. Moreover I met many interesting people across Europe, set-up a wide valuable Career: European network and even more important I made In 1977 she entered the police organization, graduated from the police academy and started as a patrol officer in The Hague. friends for life. The next steps in her career; police community officer, detective of a Criminal Investigations Unit, senior officer, team commander of a Basic I never expected that the police is so dynamic with such Unit and now a day’s chief of a Community Policing Unit. Besides her work she is studying Business Administration. ramified working area. In today’s globalized world Jobs motivation: international collaboration is indispensable, as no single Managing a team carrying out the police duties directly connected with the safety and security of the citizens. country can no longer tackle safety problems alone. Operating at the heart of the community together with external partners. It is enriching to contribute to the effectiveness of Her view on ENP: the police. Frankly I can not imagine my life without the In the twenty years of its existence ENP stimulated and supported many police women. Apart from that the ENP is a booster for many policewomen police anymore! and European police organizations to establish their national female networks. Besides that, it is the ENP who is bringing the European policewomen and their networks together, even on a global scale. Moreover the ENP continuously contributes to further professionalization of Anita Wieman-Hesterman is also: both policewomen and their organizations. ENP organized many international conferences and every year a career development training for - Policy Advisor LECD Portfolio International cooperation female upcoming managers. For her the ENP is a key to exchange best practices on diversity- and policing issues with other countries in en outside - Project-Manager EDPOL Europe. (support group European Diversity in Policing) Her tip: “In most of the European countries the management teams within the police organizations are still male dominated. Being a policewoman in a management position herself, she is the opinion that women holding such positions are obliged to support other upcoming female officers in their career. Her appeal to policewomen in the beginning of their career don´t hesitate and take that step!”

23 | enp.nl A man among woman

by Måns Enqvist - Detective Chief Inspector National Bureau of Investigation, Turku enp Living in Finland year 1997 where women had been When I then saw the vacancy notice on our european network given the right to vote as the third country in the world, intranet where the Police Office in the Ministry of Interior of policewomen where abortion was legal, were sunbathing topless was seeking for a “secretary” to be placed in the didn’t wake any debate and where you had long time Secretariat of the Network of Police Women, I saw the since got used to see women in police uniform, you opportunity more as an “experience abroad” then as a thought that equal opportunities was a matter-of-course. “mission to fight for someone’s rights”. In that perspective you saw women engaged in gender To my surprise I was elected. Naturally this caused some equality issues purely as ‘feminists hating men’. laughter among my colleagues and there was more then I admit that I had myself a somewhat glorified picture one who suggested that I should purchase a skirt. of the prevailing situation. I had been working within The selection was even noticed by the press where they the police 15 years and had ‘fought’ alongside with my were speculating “how they will react in the Netherlands female colleagues ‘side by side’ with the same pay since when they find out that Måns is a man’s name…”. I had become a cop. I thought that the situation couldn’t be better. It wasn’t before I had been selected that I was told what my task would be; make a report about the situation of police women in EU countries and Norway, Switzerland and Iceland! All that in three months time. This would then be used as background information when the first Equal Opportunities Plan for the Finnish Police would be drafted! Thank God I’m not easily scared.

Off I went by train directly to Amersfoort where I was met Seek the answers by representatives from the ENP Secretariat. Waiting for Working together with the ENP staff Trudy Manders, me they had time to imagine what kind of man I would be. Francie van de Beek and Els de Bruin as well as with the Maybe a “troublemaking, drunk and fat police officer” other “foreign project worker” Karina Gütges from that would be of a less problem being in the Netherlands Germany, opened my eyes. I was bombarded with then back in the home force. If they had thought that - questions concerning the situation in Finland and I had they were wrong! But so was I - completely wrong ! constantly to seek the answers from my female About the situation of police women back home, that is. colleagues in Finland even though it required several

24 | enp.nl 20year sQualit yThroug hEquality long distance calls. I had thought that I was representing work the only option in the Netherlands to have a full the perfect police service, but now I got to know about career. I found several similar examples during my work. all the un-appropriate treatment including direct sexual harassments my female colleagues had experienced. Mixed feelings Yes, I felt embarrassed. Well, it wasn’t all about work. All in all my stay with ENP became a lifetime experience. I had to forget the warm A good start lunches I was used to having back home. Instead we In spite of the tight schedule and the demanding task, all sat down together in the office having sandwiches I managed to finalize the work during my stay, much we made out of the fresh bread and good cheese that thanks to the assistance I got from the ENP staff. Due was bought in a nearby shop, ending the lunch with to the fact that ENP had been collecting information for “chocolate mice” on top of a cracker. the tri-annually published Facts, Figures and General It was with mixed feelings I left ENP after such an Information and thanks to the wide variety of available overwhelming experience. Well, naturally I got to know fact literature, I got a good start whilst waiting for the all the lovely people in the ENP Secretariat that I later met answers from the questionnaire I sent around to different during the fifth bi-annual European Policewomen’s ministries using the ENP mailing list. Putting it Conference in Finland 1998, but above all, it opened my all together I learnt a lot - both the similarities as well eyes and made me more aware of the situation in my own as the differences of our problems - but above all - the police service. difficulties in comparing the prevailing situation around This experience enabled me to be a better chief whilst in the studied countries. running the CID in Turunmaa PD the last three years. Fighting for Equal Opportunities had different emphasis The “research-report” was also a “kick off” for my in different police forces due to different societies. desire for research and I’m just about to finalize my E.g. it took me some time to understand why the strive Doctoral Thesis. Well, a lot has happened since 1997, but for half-day work was so important for the Dutch Police much of the problems remain as it was revealed in a in order to combine having family with a career at the research last year about the police women’s situation in same time, as that opportunity wasn’t that popular in Finland. It shows that the work of ENP and local Police Finland (although it did exist). That’s because the Women’s Associations are today as important as it was inexpensive communal kindergartens in Finland enabled 12 years ago. you to work full day whilst the lack of it made half-day

25 | enp.nl …that’s it!

by Erika Wietinger, Colonel - ENP President (2006 – 2009) enp I am a police officer for almost 24 years now – it was And I must have done something right during european network an eventful time! In November 2005 I was elected for ENP my first function period since I was re-elected for of policewomen president and the Austrian Ministry of Interior agreed to president in 2007. The last two years I was practising this a secondment to the Head Office of the European function in my office in Vienna which made it even more Network of Policewomen (ENP) in Amersfoort, stressful and complicated. The Netherlands, for a period of two years. I did not exactly know what to expect with this new challenge when I arrived in the Netherlands. I found the Head Office with one person, Anita, who is the secretary and policy advisor of the organisation. At that point I’d like to thank her for her moral support and professional advice it made the start a bit easier for me since she is the ‘living memory’ of the ENP. Trying to get into the job as quick as possible I figured out that the structures don’t make it easy to move and don’t leave much space: the ENP is a foundation under Dutch law and is a Non-Profit-Organisation. As the principle of a foundation is that there are well-minded and committed partners that are financing the organisation and we do the job, I though, well there are 28 police organisations represented in the General Board - we should have an appropriate budget to follow our mission. Very soon I’ve figured out that I was completely wrong – hardly any of them were financially contributing! How to work and to move forward with a ridiculously low budget? What about all the plans and intentions we have establishment of new and helpful contacts as well as in to contribute to a safe Europe and to professionalize maintaining existing contacts. policewomen and police organisations? I was travelling all over Europe and met with Ministers I’ve spent many thoughts and hours of working time in and Police Chiefs in order to improve the overall developing a business plan, new strategy papers and the situation.

26 | enp.nl 20year sQualit yThroug hEquality Illustrations left: Addressing to the importance of Equality especially on the longterm. Get Acquainted: Lola Perez Iribarne

Viscious circle dramatically changed over the years, the gender question Name: Lola Perez Iribarne I believe that hardly any of us, working in a governmental is very often considered to be already discussed to its ends Country: Spain organisation, the police, is aware of what it means to run and the economic crisis has hit hard. All the strategies Organisation: Spain National Police a European private organisation, with a tremendous time of gender mainstreaming including gender budgeting Rank: Chief Inspector pressure and the insecurity of having an appropriate – honestly, where does your ‘red pen’ strike first? Present function: Chief of the Trafficking of Human Beings Unit and Foreigners/ budget the next year. In our daily job we don’t really care Borders Area if a meeting has to be postponed or if there are some European diversity ENP Function: Executive Board Member unsolved issues after the meeting – we just schedule the In my 24 year of service I faced multiple challenges I dealt Private: Married next meeting! The ENP Executive Board, which is the with successfully! One of the biggest challenges I took responsible body for the daily management, can meet on was the ENP presidency. However it was valuable but Career: four times a year. What isn’t done in these meetings can often frustrating experiences I could make during the last She joined the organization in 1980 be done at earliest in three month! The General Board is four years! Standing up for professionalizing police Job’s motivation: the decision taking body and meets twice a year. So what organisations by empowering women, balancing the To be a police officer means to sacrifice your life for the others, to protect people and if an important decision has to be taken right NOW? numbers and providing equal career opportunities act with professionalism. It needs a lot of well structured and consequent email within the police I was experiencing resistance, communication and it takes a lot of time. ignorance and even hostility, but also tremendous development and achievements over the years. I thank How to break this vicious circle of ‘we will invest in you support and friendship. I’ve got the opportunity of the individual board members for their efforts, support, if we see progress and results’…but we do not have the learning about other police organisations, their loyalty and friendship. financial means of moving forward, of performing as we structures and policies and about the situation of I am leaving with the conviction that there is still a lot wish we could, of showing the requested results? policewomen in Europe. I have learned about the to be done in the field of gender equality and diversity. How fun and how efficient is it to spend the majority of different levels of development with regards to gender I am convinced that an organization like the European working hours on thoughts how to raise the money to at equality and about different cultures and customs Network of Policewomen or any national female network least cover housing and office costs not to talk about – so I have seen European diversity and I am grateful for does have more than a right of existence – it is still raising the budget for activities instead of performing that! I have met many interesting people and made many necessary for the professionalization and development and setting activities? friends – and some enemies! But there is a saying: of police organisations for their own benefits and the There were better times for the ENP when the ‘The success of a man is compared with the numbers of good for the communities we serve! organization was in the position of having personnel his enemies!’ I suppose this applies for a woman as well. But I am leaving the office also with the positive feeling deployed in the Head Office for the daily management I thank all the friends and supporters of the ENP and our that the ENP has achieved a lot over the past 20 years and had an appropriate budget to work with. Times have member organisations who have contributed to the and that the ENP will go on with its mission!

27 | enp.nl History of Austrian policewomen

by Sibylle Geiszler, Ministerialrätin – ENP General Board member enp At present there are about 23.500 sworn police officers Up until 2006 Austria had two police services – european network working in Austria whereof approximately 12 % are female the Federal Police and the Gendarmerie. Since 1945 entered the CID service in 1984. It took almost 50 years of policewomen The very first policewoman, Dr. Anna Vogel, started with the women are represented in the Federal Police. They before the first equivalent police basic training was Viennese Police in the Juvenile Crime Department. started in criminal investigation and administration. offered to women! She studied law and graduated and made it all the way At the so called ‘Sicherheitswache’ (security guard), which up to the rank of a ‘Colonel’. Unfortunately her biography was the uniformed police, in 1965 the first training for 1990 was the milestone in recruiting and hiring and story was never put on paper. I had the pleasure of female police officers (54) was introduced. Interesting to policewomen – since then the entry, education, employ - knowing her since she was my very first criminology know they were not allowed to carry weapons and were ment and payment is equal to their male colleagues! teacher when I attended the basic training in 1986. only employed for ‘static traffic’ control (parking Later women were also hired for border control. Over the offenders). The few of them who didn’t leave the police years those women have got the opportunity to go ended up in administrative duties after a couple of years. through an extended police training in order to become a ‘full’ police officer. In 1971 the Austrian police Nowadays women are employed in all areas of policing, started hiring so called they participate in international police missions, they are ‘Politessen’ again for the dog handlers, are teaching in police training centres and control of parking offen - they are in the motorcycle squad. So far only one woman ders. In the beginning of is employed with the SWAT unit ‘COBRA’, one as the 80’s there were 200 helicopter pilot and two as liaison officers to EUROPOL ‘Politessen’ employed. in Madrid and Tirana. More should be following. In the 80`s as a rule the duties for policewomen The portion of women in police is climbing – slowly but (employed with the CID) steadily! In basic training you find classes with up to 40 % were limited on cases women as new recruits. Sooner or later this will mirror involving women and in the total numbers but still there’s a long way to go… children as the investiga - tion of sexual crime, as - The National Network sault and battery cases. In The Austrian ‚national network’ is based on the ‘Federal the former ‘Gendarmerie’ Equality Act’ launched in 1996. According to this the very first women legislation there was a ‘Working Group for Equality’

28 | enp.nl 20year sQualit yThroug hEquality Get Acquainted: Mag. Marlies Raser-Menhart

Sibylle Geiszler Since 1996 Sibylle Geiszler is ENP Board member. She is also the chairwoman of the Working Group for Equality since 1997. She is responsible for the international participation of Austrian policewomen in IAWP conferences and all ENP activities. In 1997 she organised the first international policewomen conference in Austria, established within the Ministry of Interior. A system of Mag. Marlies Raser-Menhart, born 13th May 1977, and from then numerous national workshops on empowerment of women, equality, so called ‘Equality Commissioners’, 12 in total for all is holding a master degree in law (‘magistra iuris’). gender mainstreaming and diversity (partly with international participation) regions in Austria, was set up. In addition there are She started working as a police officer in 1995. In as well as several ENP Executive Board meetings. Four years ago she recommended 61 ‘Contact Women’ appointed dealing with equality 2004 she moved to the Ministry of Interior wor - the nomination and secondment of Erika Wietinger for the ENP president issues throughout the country – all police officers. king at the Human Resource Department. function. All expenditures resulting from the Austrian presidency were covered These representatives are called for meetings periodically In 2005 she temporarily took on the assignment as by the Ministry of Interior for the entire period of four years. and guarantee the information flow from both the Deputy Head of the Federal Police Department ‘top-down’ and ‘bottom-up’. Eisenstadt and after that she was deployed with Sibylle Geiszler started her career in 1975 with the Vienna Police Directorate the Criminal Intelligence Service – Europol and was working as a ‘Politesse’ for four years. In 1979 she started working in When Austria joined the ENP in 1997 the chairwoman National Unit. In 2008 she spent half a year in The administration (typist) in the of the working group didn’t see the necessity of Hague, Netherlands, as the Head of the Austrian Ministry of Interior. establishing a national ENP network based on structures Liaison Bureau at Europol. Since 2008 she is Over the years she managed like an association since the established working group assigned to the Federal Police Department of to make it all the way up to by law provided well-founded options for effective and Vienna, Security - and Traffic Police Department, the management (leadership) efficient networking. The structures of the working in charge of the coordination and of traffic level and she is now the head group within the police organisation allow the use controls and special actions (e.g. football of an operative unit in the of internal resources and logistics. Therefore it is not matches), the cooperation and coordination with Federal Agency for State necessary to ask for individual membership (or fees) other institutions and the supervision of all Protection and Counter or to search for sponsoring for specific activities. action of the responsible unit. Besides she is Terrorism. She is married All necessary measures and activities regarding gender trainer in police basic and middle management to a police officer and she mainstreaming are covered and financed by the Ministry training. has a daughter. of Interior. This applies also for the participation in ENP!

29 | enp.nl Two way process for achieving positive change

The International Career Development Seminar enp Susanne Thalheim is a highly qualified Career development, just for policewomen: each other, stereotyping, the prevailing views, standards european network and experienced mentor and trainer. To my opinion the career-development-seminar forms and expectations about women and men. Women are of policewomen She supervised seven International Career Development an important step in a policewoman's life. It is extra visible within a male dominated organisation: as trainings of the ENP in different European countries addressing to her further career, her personal ‘tokens’ they attract extra attention. (Poland, Bosnia-Herzogovina, Estonia, Switzerland, work-life-balance and moreover giving the possibility to Hungary, Denmark and Norway) . exchange experiences as a female officer within the Career Development Seminar In this article she is reviewing those trainings Police service on an international level. The Career Development Seminar gives women the and moreover is giving some valuable Although there is a consensus within police chance to break through certain acquired patterns and recommendations. organisations, that women are desired in leading and to develop strategies for change. Insight and skills are specialised functions, they still are underrepresented and needed for career planning and women can use both to have to deal with the specific situation to be a female shape their life-career in a strategic way. When women within a male dominated environment. All over Europe learn how to improve the consciousness about - and the the police is still mainly managed by men. presentation of - their qualities and needs, organisations In general, women`s career differ from men`s careers. will acquire a better insight on their available quality A number of surveys indicate, that women advance potential. That is why the policy- instrument “Career through the organisation less quickly than men. Development” is beneficial for both the employees and Still more women than men have to make choices the organisation. concerning the combination of career and family and Also the international character of this seminar is have to deal with society`s views and prejudices about of added value: Although the participants are having gender-roles. In connection with the female socialisation different backgrounds concerning socialisation, women often set very high demands for themselves, education and the very specific situation in their being one of the reasons why they are too reserved in professional en private environment, they actually have their own presentation. many experiences and questions in common. On the other hand police-organisations often fail to give Experiences show that there is a great need for mutual women the opportunity to both fully develop and/or support and exchange of information about policy and unfold their capacities. In this both the structures and the best-practices within the various countries. culture within the organisations are hereby significant The networking during and after the seminar is an ideal ie: the hierarchy, tasks which are supposed to be more form to achieve this, enabling the participants to deal suitable or unsuitable for women, the way people treat with personal goals as well as to get more influence on the

30 | enp.nl 20year sQualit yThroug hEquality Get Acquainted: Dr. Ildikó Kincses

Name: Dr. Ildikó Kincses Country: Hungary culture of the police-organisations. and the present, finally the participants start to establish Organisation: Hungarian National Police At the end of the trainings I often heard the participants and to present their personal profile and action plan. ENP Function: General Board member say:“We`ve got networks and friends forever”, and It is a highly participative method. During and besides Rank: Brigadier-General I know that many of them keep in touch for years. the seminar lots of discussions take place in order to help Present function: Head of the Police Administration Department of the National each other understand the issues at stake. I always try to Police Headquarters During this 5-days intensive training I am leading the connect with each participant individually and when Private: one adult son participants through the programme, provide general required provide support through a personal consult. knowledge on career development and both encourage Career: and support them to think and talk about their personal Next to the interesting discussions about participants Since 1973 Ildikó is working as police officer. Next to this she is one of the founding career-paths. Actually it is a kind of journey from the past professional and personal experiences, the extraordinary members of the Hungarian Association Police Women. From its foundation she is via the present to the future. Herewith the participants skills and capacities within the groups is continuously holding the presidents function. are getting insights into their specific needs, ambitions impressive. I met experienced and professional female and skills. Through various self-assessment-exercises, officers and leaders who are doing an excellent job. Her tip: questionnaires and discussions they discover their I appreciated their high level of motivation and “Women should not hesitate to enter the police service, as experiences show that they are capable to qualities, competences and potentials and how to commitment, their willingness to learn from each other cope with the required tasks in all policing areas. Furthermore I would like to encourage women to overcome possible weaknesses and personal trapdoors. and to support each other in a very constructive way. apply for leading positions. For this women should support each other to obtain more selfconfidence We are addressing to professional and private needs, I observed how self-confidence was growing during the in reaching their goals”. satisfactions and opportunities as well as obstacles and week and how attitudes and behavior were changing hindrances, in a more assertive direction. When the participants must gain a better insight into the possibilities and These find its rooting in both the organisation and the were presenting their personal profile during the last qualities of their highly motivated female colleagues. womens` minds. Reflecting on being a woman in a day of the seminar, all of us could feel the compact This will without doubt mean a major contribution to middle management position within a male dominated FEMALE POWER ! enhance quality and cooperation and surely will have organisation forms one of the `golden threads` through positive effects on the culture within the Police service. the whole programme. The participants are invited to But another crucial factor is that male Police Chiefs explore and to practise necessary strategies and skills, should be fully aware of the substantial – unfortunately This ENP’s training programme is certainly a two way building up more confidence in the areas they need to partly hidden - talents/compentencies they have to their process to achieve a positive change in regard to effective develop. Having drawn a lot of conclusions from the past disposal within their organisation. Police organisations policing!

31 | enp.nl ENP as Booster & Enhancing Professionalism

Conferences organized by ENP also in cooperation with national police organisations: enp Year Conference Place/Country european network of policewomen 2006 Round table meeting “Diversity; a business case” Oslo Norway 1998 5th Bi-annual International Policewomen’s 2006 Conference “Gender Mainstreaming in the Conference, Ampere, Finland European police organisations; 1997 1st conference for female managers within The ultimate recipe for Equality” Vienna Austria European police services Stavanger, Norway, 2006 Conference “Conciliation Family & Labour Life” Escaldes-Engordany 1997 1st International Conference of Policewomen Andorra in Austria, Vienna, Austria 2006 Assembly European policewomen exchange 1996 4th Bi-annual international police training of experiences Tallinn Estonia conference, Birmingham, UK 2005 Conference “Diversity Managers needed” Dublin Ireland 1996 Working conference for police unions and 2004 Assembly European policewomen exchange equal opportunities, Majorca, Spain of experiences Vienna, Austria 1995 Working conference Villingen-Schwenningen, 2004 Round table meeting on Domestic Violence Zurich Switzerland Germany 2004 Conference “Community Policing” Milan Italy 1995 Conference: ‘Policing in East-European 2003 Symposium “Violence against Women” Barcelona Spain Democracies, a challenge for women’ Budapest, Hungary 2003 International Conference “Gender 1994 Working conference Copenhagen, Denmark Mainstreaming” Sarajevo 1994 3rd Bi-annual Conference “police=wo/men= Bosnia Herzegovina quality=service” Brussels, Belgium 2002 International working conference “Police 1993 Conference on ‘How to combat sexual combating Domestic Violence & Child Abuse” Madrid Spain harassment within the European police services’, Noordwijk Netherlands 2001 Conference “Urban Life Quality – Community 1993 Working conference, Larochette, Luxembourg Policing; a different approach” Brussels Belgium 1992 2nd Bi-annual international conference on 2000 6th Bi-annual conference Policing in 21st Century Stockholm Sweden ‘Quality through Equality’, Police Staff College Bramshill, UK 2003 Symposia Facts & Figures Barcelona Spain 1991 Working conference Zutphen, Netherlands 1999 ENP’s 10th Anniversary Brussels Belgium 1989 1st Bi-annual international conference, Noordwijkerhout 1999 1st European Networking Conference, Brussels, Belgium Netherlands 1998 2nd conference for female managers within EU-police services Northumbria UK

32 | enp.nl 20year sQualit yThroug hEquality Educational Programme 2009 International Management & Leadership seminar Barcelona Spain 2004 Communication Network training Milan Italy 2003 International Management Toolkit Training Warnsveld Netherlands 2001 International Female Management Course Mons Belgium 1996 Training/seminars/lectures for Russian police Moscow, Murmansk officers and crisis centres concerning St. Petersburg combatting violence against women

International Career Development Seminar 5-days seminar for women inpolice middle management level 2009 Stavern Norway 2008 Copenhagen Denmark 2007 Budapest Hungary 2005 Zurich Switzerland 2004 Tallinn Estonia 2003 Sarajevo Bosnia Herzegovia 2002 Legionowo Poland 2002 Warnsveld The Netherlands 2001 Warnsveld The Netherlands Gender Awareness lecture framework CEPOL Course 2000 Warnsveld The Netherlands 2007 1999 Warnsveld The Netherlands 2008 Changes in EU-societies – consequences for HRM Münster Germany 1998 Warnsveld The Netherlands 1997 Warnsveld The Netherlands Network training 1996 Warnsveld The Netherlands 1999 Network Training Slovakian policewomen Warnsveld Netherlands 1994 Warnsveld The Netherlands 1996 Network training for Polish Police Centre for 1993 Warnsveld The Netherlands Policewomen Warnsveld Netherlands 1994 Network training for the Hungarian Network Warnsveld Netherlands

33 | enp.nl enp ENP participating and contributing in conferences european network 2009 Conference international women’s day Barcelona Spain of policewomen 2009 Conference 15th Anniversary Hungarian Association of Policewomen Budapest Hungary 2008 NBNP Conference Pol-Equality in Diversity Tampere Finland 2008 IPES Conference International Police Executive Symposium Cincinatti USA 2008 IACP Conference (International Association of Chiefs of Police) Istanbul, Turkey 2007 Conference DPKO March Reviewing Brindisi Italy Good Practices of Gender Mainstreaming for Police and Law Enforcement officers 2007 Conference Equal Opportunities withon Police organisations Budapest Hungary 2007 Conference OSCE Policewomen in Upper management positions Madrid Spain 2007 Conference Police E-quality Tampere Finland 2006 Conference Gender Mainstreaming Banja Luka Bosnia-Herzegovina 2005 Conference Equal Opportunities Tallinn Estonia 2005 Conference future requirements in organisations and Deployment under the view of diversity Frankfurt Germany 2005 Conference 20th Anniversary of Catalan Policewomen Barcelona Spain 2004 Conference policewomen Barcelona Spain 1997 Member of the organising committee for the conference “Police combating violence against women’, Noordwijkerhout, Netherlands

34 | enp.nl 20year sQualit yThroug hEquality Researches & Publications 1997 Establishment ENP-Bulgaria 2009 Seventh edition Facts & Figures and General information 1996 Establishment Centre of Promotion of Women in the Polish Police 2000 Sixth edition Facts & Figures and General information 1994 Foundation Icelandic Network of Policewomen ‘The Terns’ 2000 International EU-research; The impact of Quota Policy 1994 Establishment Association of Belgian Policewomen 1998 Fifth edition ‘Facts, Figures and General Information’ 1993 Establishment ENP-Germany 1997 Publication of a research in German language on a comparison between 1993 Establishment Hungarian Association of Policewomen working conditions of policewomen in new German state countries before and after the change, ‘Polizistinnen vor und nach der Wende; ein Vergleich’ Collaboration networks worldwide 1997 Publication of a report on ‘Violence against women and the role of the police’ - IACP International Association of Chiefs of Police 1996 Study on ‘Equal treatment of policewomen in the European Community’ Holding a seat within the IPDSC (International Policing Division Steering 1996 Fourth edition ‘Facts, Figures and General Information’ Committee) 1996 Publication of a research on ‘Equal Pay / Equal Treatment’ amongst - IAWP International Association Women in Police policewomen in the European Union - BAWP British Association for Women in Policing 1996 Network training for the Polish Centre for promotion of policewomen at - NBNP Nordic Baltic Network for Policewomen Warnsveld, the Netherlands 1995 First edition ‘Women in European Policing, what’s it all about? Attachments to the ENP Head office The Netherlands 1994 Third edition ‘Facts, Figures and General Information’ 1998 – 2000 September - September Dutch police officer part-time 1992 Second edition ‘Facts, Figures and General Information’ 1998 - 1999 November – January Austrian police officer Study on Equal treatment of policewomen in the European Community 1999 January – March Austrian police officer 1989 First edition ‘Facts, Figures and General Information’ on the number of women 1997 October – December Finnish police officer working within the police 1997 February - German police officer (NRW) 1996 – 1997 one year Dutch police officer Besides these activities the enp publishes a Newsletter. Between March 1990 and March 1996 – 1997 August – February Russian police officer 1999 this periodical was published 28 times. within European police services, 1996 January -September Swedish police officer 1995 - 1996 July – January Hungarian police officer Collaboration for the establishment national networks 1995 January – November British police officer 2003 Police Female Network Denmark 2003 Police Female Network Estonia 2002 Police Female Network South Africa

35 | enp.nl DID YOU KNOW THAT.. equal pay for similar work. In 1917 the first Women’s Congress General Police centre of Criminal Investigation: responsible was held in Estonia and the central theme of the conference for collecting, processing and analysing information; was social rights. The first Estonian Constitution already in for investigating and pursuing organised activities and 1920 provided women with the right to vote. providing specialised technical support to the rest of the police enp Already in 1925 the resolution of the 3rd National Women’s organisation. european network Congress required the establishment of the female police. General Territorial Police Centre: responsible for ensuring that of policewomen The first female police officers joined the Estonian Police in the general objectives of the Policia de la Generalitat (Mossos 1929. They started their career as criminal police officers. Today d’Esquadra) are observed in the areas of citizen security and almost 37% of the total number of all police officers are female. public order and highway security. General technical police centre: responsible for strategic IN SPAIN the process for consignment of public safety to the planning, the establishment, revision and ongoing evaluation Catalan Police Mossos d’Esquadra started in 1994 and was of structures, processes and police procedures. finalised in 2008. At present this police service employs 15.118 IN TURKEY the first female police officer was Mrs. Feriha police officers , this number is going to increase to 18.000 by Sanerk, holding a law degree, she began her duty as a central 2015. Their organisational model is based on regional and officer in 1929. central services. Regional Services IN TURKEY there are three types of Police Schools: It is the regional structure which keeps the service in touch with • Police Academy in Ankara: after a four-year education ranked the community. It comprises police stations situated police officers graduated as Deputy Inspector. throughout the territory, co-ordinated, supported and • Nine Police Schools in the country: after nine months supervised by the regional services. education students will appointed as Police Constable. Basic Police Area (ABP) • Police Vocational School: to attend this school candidate The ABP is a territorial unit of basic police services, made up of have to be graduated from a civil university one or more police stations that are responsible for taking com - At present there are 210.107 Turkish police professionals plaints and statements from witnesses, for attending (male 196.538 and 13.569 female). urgent phone calls, patrolling 24 hours a day, investigating Women could enter the CME in their second graduating class. crimes, and tasks relating to citizen security. Teresa Laplana Cócera was one of the 45 selected women of IN ESTONIA the Estonian women’s movement began at the Police Region this graduating class consisting of 245 officers. Teresa is at beginning of 1880’s with the formation of first women’s The Police Region brings together a set of ABPs; it is present Chief Inspector in training and Deputy Head of the organisations. The Women’s Union founded in 1907 was responsible for their co-ordination and offers support in the Camp de Tarragona police district. already bold enough to talk publicly about women’s rights like areas of citizen security, investigation, forensic police and Of course the first female officers had to tackle resistance in a traffic. predominately male orientated organisation. However Teresa Central Services witnessed the transformation of her organisation whereby the The structure of the territorial base is complemented by the representation of women has been standardised over the past central command bodies, whose function is organic command years. Nowadays the representation of women amounts 20%. (co-ordination, supervision and inspection) of the heads of the But there are still efforts to make and besides women are faced police regions. It also includes the services that are responsible with additional perplexities such as combining their for giving technical and operational support to the territory, and caring- and mother role and having a career. those that require specialisation and technical direction. In this In 1988 the General directorate of the police took the initiative way, the operational command of the Policia de la to set-up the policewoman’s commission within the CME. This Generalitat (Mossos d’Esquadra) is structured on the General commission was composed by 15 members from all levels of Sub Direction of the Police on which three general police the organisation. The aim was to carry out a study about the centres depend: blocks women encountered for the promotions in the higher

36 | enp.nl 20year sQualit yThroug hEquality . levels of command. The members of this commission were also proved that we are on the right road. Our main goal divided into various working groups with different focal areas. remains the practical and full implementation of the equal A comprehensive research followed. This research addressed opportunities guaranteed by law. According to our experience, to the representation of women per service, their function and women working for the police still need awareness raising and the disciplines where women were not represented. This was encouragement, despite they can cope with tasks in all service done on local, national and European level. Apart from this areas. We follow with attention the situation of women foreign legislation was analysed . The obtained information working for the police, but we do not forget about our formed the basis for various proposals in regard to facilitate pensioners either. Almost every year we organize a conference compatibility with family life, abolish sexist behaviour, prevent and informal meetings in the field of equal opportunities, and harassment and promote inclusion of women at all levels the representatives of our organization participate at the events within the CME. held by the European Network of Policewomen, the main In 1998 the Commission ceased to exist and was seamlessly topics of which are also the establishment of equal incorporated as a working group within the Gender Equality opportunities between men and women, the reinforcement of Programme of the Department of Home affairs, Institutional conference was to establish contacts within the region and to the position of women within the police force, and facilitating relations and Participation (DIRIP) of the Govern de la study the position of the policewomen working in these their promotion to leading positions. Of course, we meet the Generalitat. This programme aims to function as an active countries. The Association assumed the role of a kind of women working for the police not only at conferences, but also instrument to achieve gender equality both in the department contact organisation between East and West. The first during trips and having fun, and we grab every opportunity to itself and public policy by developing specific strategies. important outcome of these contacts was the establishment of show a model of healthy way of life and to offer support in the Polish Association of Policewomen in 1996. professional development. IN SPAIN the first woman entered the National Police in 1979. • One of our initial responsibilities was an in-depth study of the So the figures also show a continuing increase of the At that time society was not used to see policewomen. situation of Hungarian policewomen. To this end, in 1994 we proportion of women. After years, with society changes, women within the police got carried out a research into the situation of uniformed police- their position showing the capability to perform the job. women. It turned out that, within the structure of the Hungarian IN DENMARK the first uniformed female police officers were Except from one women are nowadays represented in all other National Police, the computerised human resources records do hired in 1977 on the same terms as men. Initially it was a test policing areas. not reflect the exact number of policewomen. system which was made permanent in 1980. According to a survey their proportion was about 8%. A further The total number of employees/police officers in Denmark is IN HUNGARY the first policewomen (21) were trained to work finding was that about 70% of the interviewed persons said that around 11.000 of which approx. 1100 are women. To support as traffic cops after WO II. they don’ regret having chosen this carrier and would do it again. the women, the Danish police established a National Network According the figures, the proportion of women among the • At present the Association consists of more than 200 in 2003. At present Susanne Philipson is the chair of this police officers of the Hungarian Police (including all ranks, members. We have four member organizations in different network. In addition Hanne Bergstrøm is currently the from NCOs to generals) is 20.47%. countries. The opportunity to establish relations with civilian president of the Nordic Baltic Network of Policewomen and women organisations has opened for us. Our Association Ann Kate Pedersen is GB-member within the ENP. IN HUNGARY the Hungarian Association of Policewomen initiated and launched some projects, e.g. "Policewomen was established in November 1993 by 71 founding members. against violence." Within the framework of this project we The establishment of the Association was supported by the intend to train women in the area of self defence, property European Network of Policewomen (ENP) and is therefore the protection and how to avoid becoming victims of crimes. Hungarian section of the ENP. The chair of the Hungarian We also prepared a youth programme teaching them a way of Association usually participates in the work of the General life free of harmful habits: “Live clean!” (it is a crime prevention Board of ENP. program against drugs, alcohol and smoking.) • In December 1995, the Hungarian Association of Police- In order to achieve the above mentioned objectives it seems women organised an international conference for the Central necessary for us to extend the circle of our supporters. The and East European region, under the title "Democratic changes festive conference held on occasion of the 15th Anniversary of as a challenge for the women police". The objective of the the foundation of the Association of Hungarian Policewomen

37 | enp.nl Supporting Members

Supporting members of the ENP are those organisations who endorse the set goals of the ENP. They have done or are still doing this either by means of financial support, the hosting one of the ENP activities and/or delegation of their organisational representative within the Executive or General Board or as country contact person. Over the last twenty years enp the following organisations acted as supporting members: european network of policewomen Andorra Cos de Policia Principat d’Amdorra Noord | Police Region Noord-Oost Gelderland | Police Region Gooi Austria BMI Bundes Ministerium für Inneres | Federal Police en Vechtstreek | Police Region Kennemerland | Police Region Noord Belgium Federal Belgian Police | Association of Belgian Policewomen | SFBR Holland Noord | Police Region Limburg-Zuid | Police Unions ACP and Bulgaria ENP Bulgaria | Directorate of National Police Service NPB | Ducon Change Management | SPE | Politievormingscentrum colofon Croatia Ministry of Interior | International Relation Department N. Ireland Police Service of Northern Ireland 20 Years Quality Through Equality is a publication of The European Cyprus Police Headquarters | Research and Development Department Norway Norwegian Police Directorate Network of Policewomen (ENP) Denmark Danish National Police Poland Polish Police | Trade Union of Policewomen Amersfoort - (nl) Estonia Estonian Police Board Portugal GNA | Policia Judiciara directoria de Lisboa Final Editor: Anita Wieman - Hesterman France FIFSP Slovenia Slovenian Police Contributions: Finland Ministry of Interior Slovakia Police Presidium | Organisation of policewomen in Slovakia Former Minister of Interior and Germany ENP-Germany | Ministry of Interior North Rhine-Westphalia | FFBIZ Spain Catalan Police Mossos d'Esquadra | Catalan Police School | APPAC | Kingdom relations Guusje ter Horst, Jane Townsley, Chief Constable Bernard Greece Ministry of Public order Division International Police Cooperation Ministry Interior and Justice de Catalunya | National Police | Welten, Bert Poelert, Anita Hazenberg, Hungary Hungarian National Police | Hungarian Association of Policewomen La Guardia Civil Anna-Lena Barth, Erika Wietinger, Iceland National Icelandic Network The Terns Anita Wieman-Hesterman, Måns Enqvist, Sweden Swedish National Police Board Sibylle Geiszler, Susanne Thalheim, Ireland An Garda Siochiana Switzerland Stadtpolizei Zürich | Kantonpolizei Basel-Stadt | L'Institute Suisse de ENP’s GB- and EB-members Israel National Police Headquarters | Unit for International relations Police (Le Centre de Documentation) Special thanks to: BZK - Peggy Jansen and Janneke Bienert, Italy Corpo Policia Municipale Milano | Polizia Municipale Turkey Turkish National Police | Ministry of Interior - Department Communication department Amsterdam- Casalpusterlengo - Somaglia International affairs Amstelland, Police Academy -Helen Bloem Latvia Latvian State Police Un. Kingdom Action E | BAWP | City of London Police | Centrex (former Police Staff Photo's: ENP data base, 557design and Police Lithuania Ministry of Interior | Police Department College Bramshill) | Essex Police | Hampshire Constabulary | services Internet Luxembourg Police Grand Ducale Hertfordshire Constabulary | Lancashire Constabulary | Lothian and Concept, Design, Creation: Malta Police General Headquarters | Vice Squad Borders – Scotland | Metropolitan Police | NALGO | Nordfolk Ronald Wassink - Art Director www.557design.nl Netherlands Ministry of Interior and Kingdom relations | Ministry of Justice | Constabulary | Northamptonshire police | Sussex Police | Thames Dutch Council of Chief Constables | NPI (Dutch Police Institute) | Valley Police | Unison | West Mercia Police | West Midlands Police LECD Dutch National Expertise Centre on Diversity | KLPD | Europe OSCE | European Commission Police Region Amsterdam-Amstelland | Police Region Rotterdam- USA Office of International Criminal Justice | IACP - International Rijnmond | Police Region Haaglanden | Police Academy The Association Chiefs of Police | IAWP Netherlands (IPO) | Police Region Gelderland-Midden | Police Region IJsselland | Police Region Midden-West Brabant | Police Region Brabant Zuid/Oost | Police Region Noord-Holland-

38 | enp.nl 20year sQualit yThroug hEquality enp european network of policewomen

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