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Enhancing Diversity in the Police Workforce

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Enhancing Diversity in the Police Workforce ENHANCING DIVERSITY IN THE POLICE WORKFORCE Enhancing Diversity in the Police Workforce Challenges and Opportunities Kossiwa Jacqueline Tossoukpe Project Assistant, Geneva Centre for the Democratic Control of Armed Forces (DCAF) This article focuses on workforce diversity within Euro- Based on the findings, a set of recommendations for pean police organizations. Historically, the police force police organizations seeking to enhance the diver- has been known to be white, male, politically con- sity of their workforce is provided. Diversity in this servative and heterosexual, a perception which made article is defined as the inclusion of people of dif- it difficult for women, ethnic and racial minorities to ferent gender as well as different ethnic and racial consider a career in policing. With the implementation backgrounds in police organizations. of equal opportunity legislation and changes towards multiculturalism, some police organizations aim at re- 1. Why is workforce diversity important for the cruiting a more diverse force to improve their relations police? with the community. Studies on police diversity have Workforce diversity can be a sensitive topic for shown that when the police are representative of the many police organizations and yet cannot be ig- communities they serve, this increases public trust, nored. As society changes and becomes more legitimacy and operational effectiveness. The barriers diverse and multicultural, the police that serve it to enhancing diversity are recruitment, selection and need to evolve and adapt as well. Diversity helps retention. For effective diversity management, this the police to understand the security needs of all article recommends that police organizations modify members of a diverse society and to respond to recruitment strategies to encourage women and peo- these needs effectively. Research confirms that ple with a migration background to apply and pub- when the public perceives the police as represent- lish diversity data to facilitate monitoring. More, offer ative of the community in terms of gender, eth- language classes to promising candidates who show nic and racial diversity, the police are considered minor weaknesses in the working language but bring trustworthy and legitimate. Furthermore, a diverse other language skills. Further, provide police equip- police force is more responsive of internal and ex- ment, like handguns, that are adapted to female police ternal challenges, more aware of discrimination officers hand sizes, offer tailored skill-building train- and more open to change. All these aspects con- ing to women and flexible working hours. Finally yet tribute to greater accountability and operational importantly, a zero-tolerance policy towards sexual effectiveness. harassment and other forms of discrimination must be implemented and an inclusive police culture that re- 2. Data and information on police workforce spects diversity must be established. diversity in European countries There is no clear threshold for “diversity”. At the very least, senior police leaders need to know the demography of the communities they serve and un- Introduction derstand how representative their organization is of In order to identify the challenges and opportunities the local population. In the Swiss context, for ex- diversity management brings, we analyze different ample, data provided in 2017 shows that 50.4 %1 of case studies from Europe and the United States and try to explain how barriers to workforce diversity in terms of gender, ethnicity and race are overcome. 1 The Swiss Federal Statistical Office. “Population.” 26 format magazine no 8 ENHANCING DIVERSITY IN THE POLICE WORKFORCE Percentage of uniformed and armed female police officers in selected European countries Country Year Percentage of female police officers England and Wales 2017 29%3 Netherlands 2012 28.9%4 Sweden 2012 28.6%4 Switzerland 2008 22.5%4 France 2012 18% 4 Austria 2012 14.5% 4 Finland 2012 14.3% 4 Italy 2012 14.2% 4 Spain (National Police) 2012 12.4% 4 Table 1: Percentage of uniformed and armed female police officers in selected European countries the Swiss population are women and 37.2 %2 have portunity legislation and increased societal interest a migration background, of which around one third in gender equality fueled these advancements.8 In are Swiss citizens (13.5 % in total). the context of policing, gender equality means that Although some police organizations in countries women and men have equal opportunities in the such as the UK and the Netherlands have imple- provision, management and oversight of the institu- mented diversity policies, the level of diversity with- tion and that the different security needs of women, in police organizations across Europe as a whole is men, girls, and boys are addressed. In Switzerland, still low.5 According to a 2012 study, women contin- the Federal Act on Gender Equality (1995)9 fosters ue to represent a small percentage of uniformed and the integration of gender equality in organizations. armed police officers in Europe (Table 1): Gender equality in the police workforce is im- In 2006, the British Association for Women in Po- perative because women bring different talents and licing (BAWP) suggested that a target for female police skills. Research on women in policing has under- officers of 35 % is both feasible and necessary in order lined some primary valuable qualities that female to achieve gender diversity in police organizations.6 police officers bring to the workforce and these are: • Female police officers bring additional knowl- British Association for Women in Policing (BAWP)7 The BAWP is a national organization founded in 1987 and edge in understanding and responding to the its work is committed to achieving gender equality in polic- different security needs of diverse members in a ing. They aim at raising awareness about female police of- community. ficers’ concerns and providing their perspective for possible solutions. BAWP offers a network of professional contacts, mentoring programs and contributes to the development of members through professional development days. In 2001, 2 The Swiss Federal Statistical Office. “Population by Migration Status.” the BAWP played an active role in developing “The Gender 3 Home Office. “Police Workforce, England and Wales, 31 March Agenda” which is today used by the British Government. 2017.” Statistical Bulletin 10/17, 2017, p. 6. The BAWP also collaborates with other police associations, 4 Institut de Seguretat Pública de Catalunya [ISPC] (2013). “Women such as the National Black Police Association, the Gay Po- in Police Service in the EU. Facts and Figures 2012.” pp. 11–82. lice Association, the National Disabled Police Association, 5 Ewijk, Anne R. Van, “Diversity within Police Forces in Europe: the National Transgender Police Association and the Na- A Case for the Comprehensive View.” Policing 6, no. 1 (2011): tional Association of Muslim Police in order to identify and doi:10.1093/police/par048, p. 78. address concerns that affect women and other underrepre- 6 Prenzler, Tim and Georgina Sinclair, “The Status of Wom- sented police officers. en Police Officers: An International Review.” International Jour- nal of Law, Crime and Justice 41, no. 2 (2013): doi: 10.1016/j.ijl- Box 1: British Association for Women in Policing (BAWP) cj.2012.12.001, p. 116. 7 https://www.bawp.org/. In most European countries, women were not al- 8 Brown, Jennifer, “Integrating women into policing: A compar- lowed to join the uniformed and armed police force ative European perspective.” Policing in Central and Eastern Eu- rope: Comparing Firsthand Knowledge with Experience from the West until the 1970’s. In the 1980’s many police organiza- ed. Milan Pagon. Ljubljana, Slovenia College of Police and Security Studies (1996), pp. 629–30. tions in Europe changed their recruitment approach- 9 The Federal Council. The Portal of the Swiss Government. “Federal es to reach more women. Equal employment op- Act on Gender Equality.” format magazine no 8 27 ENHANCING DIVERSITY IN THE POLICE WORKFORCE • Female police officers report violent crimes different ethnic and racial backgrounds has some against women and domestic violence cases more advantages, such as: frequently. More, in sexual and gender-based vi- • Police officers with a migration background often olence (SGBV) cases, a victim might feel more speak different languages and are more aware of comfortable speaking to a woman and having not cultural differences, which improve communica- enough female police officers available will affect tion skills, intelligence-gathering capabilities and police investigation. strengthen relations with the community. • Female police officers are less likely to use ex- • The presence of an ethnically and racially diverse cessive force, appear less authoritarian in their police force increases public trust and legitimacy, approach to policing and make larger use of their and the society perceives the police as progres- interpersonal skills to defuse violent situations. sive and modern. These qualities improve organizational culture • Police officers who work alongside colleagues of and increase public trust. a different ethnicity or race learn about different Regarding the ethnic and racial background of po- cultures, improving their intercultural competence. lice officers in Europe, there is not much informa- tion available and Recruitment policies and diversity: the case of the Studies on ethnic and racial di- countries apply their
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