...Will the increasing number of women in law enforcement and the military eventually tip the balance of power between men and women, and result in greater gender equality in the above mentioned workplaces? Discuss this question in your essay, and be sure to cite your sources. I believe that with the increasing number of women in both the military and law enforcement that there will be a balance of power between men and women, resulting in gender equality in the both the military and law enforcement. If we look at most military branches and law enforcement agencies many have a number of women in supervisor roles and management positions. Let’s look at the military there are more 200,000 active women in the military and that includes 69 generals and admirals. Among the 69 generals and admirals only 7.1% are female (CNN Staff, 2013). Now let’s look at law enforcement even today gender inequality is still a big thing and women only make up a small share of all police officers in each department across the United States. Women in law enforcement are usually harassed by their male counterparts and usually are not given supervisory roles no matter their accomplishments and most women officers don’t even attempt to try and get in a supervisory role due to the biased of the males in law enforcement. There are women in law enforcement that have reached a supervisory role and tell the women in law enforcement that their careers are solely in their own hands and with hard work and dedication...
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...Should EEOC Audits be required for Gender Pay Equality for Employers with more than 100 Employees? The year 2012 statistics show that full-time employed women earned just 80.9% of the salaries of their male counterparts in the United States. The number for 2011 was 82%. The pay gap is now as wide as it has been since 2005, following on the heels of six years of progress. The figures look even worse for some workers. In management professions, men earn $1,328.00 each week while women earn $951.00– A 71.6% gap, for financial professions, it’s 74% and in legal occupations it is 53.7%, (Bureau of Labor Statistics. 2012). Based on this information, a man would make $100.00 compared with a woman making just $80.90... The financial services employed male would make $100.00 compared to only $74.00 for the female (based on Bureau of Labor Statistics)... Employers are not complying with the current EEOC laws as the pay gap is becoming wider, especially in some professions. The EEOC law should be changed to require them to conduct audits of employers with more than 100 employees, to assure compliance with the law. The Fair Labor Standards Act of 1938 was updated in 1963 when congress passed the Equal Pay Act, clearly stating that employers cannot discriminate on the basis of sex by paying wages for equal work less than wages paid to the opposite sex. The problem is that the EEOC who administers the law is a reactive rather than proactive body. They...
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...In a male dominated career, becoming a law enforcement officer may seem unreachable for many prospective female employees. Movies show women hiding behind big, strong men in the wake of danger. When you look in costume stores you see male firefighters, police officers, and army men. You look to the other side of the store for women and you see fairies, princesses, and lady bugs. Women are not given the credit or many of the opportunities they deserve, such as becoming a law enforcement officer. The lack of women police officers and game wardens is due to many factors, such as lack of respect, the salary gap, and sexist beliefs also known as the "gender gap." According to Montana Fish and Game, women make up less than twelve percent of law enforcement careers nationwide. Of that twelve percent, game wardens contain the lowest percent of female employees, less than seven percent career-wide. Game wardens are most widely known for giving citations for hunting and fishing violations. The stereotype that hunting and fishing is a "man's hobby" drives women away from the hobby and from the careers that come along with that hobby. According to the National Association of Women Wildlife Officers, many female game warden cadets who then turned away from the career gain many stereotypes. The most...
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...I feel there are many benefits to having representation of females and minorities in law enforcement. Times are charging and law enforcement is an ever changing profession. Statistics from the Bureau of Justice show there has been an increase of female and minorities being hired in law enforcement and the number continue to rise every year. I feel as law enforcement continues to expand we must too also be understanding and accommodating of our communities in which we work. A perfect example of this topic would be our local advocacy center. Our advocacy center has realized the need for cultural expansion and accommodation. They have hired and trained different gender, race, and cultural ethnic background forensic interviewers to better suit...
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...leaders understand that diversity within the workforce is one way to increase fairness and justice in society by promoting equality and non-discrimination in the treatment of its members (Workman-Stark, 2015). Many of our communities, just like the workforce, are made up of individuals of varying genders, nationalities, religions, sexual orientations, and ages. To best serve the public’s needs, all managers, but especially those of policing agencies should aim to fill their departments with a diverse group of individuals that reflects the populations in which they serve. A diverse...
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...Law Enforcement K-9 Support CJ 292: Methods of Criminal Justice Research Michigan State University The employment of canines in law enforcement has increased in popularity around the country since departments have been stipulated to operate with less deadly uses of force (Smith, 2000). In the court cases Robinette vs. Barnes and Matthew vs. Jones, it was decreed that “dogs often can help prevent officers from having to resort to, or be subjected to, such force …” A dog is considered less than deadly force, yet still manages to get the job done efficiently. The usage of the animals offer critical skills we need, beyond those of humans, to solve problems and keep communities safe. The history of canines partnering with law enforcement dates back as far as two thousand years ago. Although they have sprung up in some very populous metropolitan areas, usage across the country in the twentieth century was minimal (National Law Enforcement Museum, 2012). The need for patrol dogs snowballed after San Diego officers shot twenty two suspects after an altercation in 1990. After twelve of the suspects died, the public was outraged and demanded a change in policy (Smith, 2000). Many departments’ K-9s are sworn in as officers. Each dog is furnished with its own, official, police badge. As a sworn officer, the dog is also equipped with a bullet proof vest. Besides keeping the community safe, the dog is also capable of protecting the officer in dangerous situations. People...
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...country is still working to overcome. Throughout history, there are reports of police abusing discretion to satisfy their prejudiced beliefs. Some examples of this are the beating of Rodney King in 1991, the deaths of African American citizens during the Hurricane Katrina tragedy in 2005, detainment of Professor Gates, and, of course, the abuse of African Americans during slavery in the early days of America (Walker, Spohn, & DeLone, 2012). It seems eliminating all discrimination in law enforcement is close to impossible. Today, institutionalized, contextual, and individual acts of discrimination keep the attainment of pure justice just out of society’s reach. Types of Discrimination Institutionalized discrimination is not always intended, but occurs when a policy or procedure inadvertently leaves or singles out a specific group of people. In modern law enforcement practices, this form of discrimination is reflected through the war on drugs. Through research and years of enforcing drug laws, it has come to be expected that the common drug player will be an African American male. Hispanics are also commonly singled out through the war on drugs. While this discrimination is unintentional, African Americans and Hispanics are more likely to be arrested for drug related offenses than their white non-Hispanic counterparts. Because this stereotype has proven useful in the past, officers are more likely to search for drugs or signs of drug use when encountering a person that fits...
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...Jordon Roman COMP110 4/22/15 Women in The Police Force In today's world men and women are looked at as equals, but for some reason when it comes to certain jobs they are looked at differently. There are still jobs that are expected of men to do and not women. People still say things like “A women can’t do a mans job”, which is very unfair to say and in some cases a women may be able to perform the job better than a man. In some scenarios that police face everyday a womans mind may think differently then a mans. Woman use different parts of their brain and estrogen and testosterone make the brain work differently. Estrogen influences performance on tests of fine motor skills and spatial ability. Women can be in the police force but they...
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...“Women in Law Enforcement” Introduction For the last twenty years it has been proven that women in law enforcement bring a unique perspective to policing. Women in law enforcement have struggled to become accepted and respected at federal, state and local levels. Women that enter law enforcement need to prove their emotional and physical strength. There are many reasons why women want to be part of law enforcement, from financial and job security, to prestige and reward. The truth is that a woman that knowingly steps into a world where she is expected to fail will have to work harder as she seeks equality. History In the early 1820s Quaker women were paid to provide religious and secular training to women and juvenile inmates. The importance that women had in these positions was crucial. In cities of over twenty-thousand, such as New York and Massachusetts, legislature was passed requiring to hire paid police matrons. However, the police matrons had no police powers. In 1845 the first “matrons” were appointed by the New York Police Department, but it was not until 1878 that they became police department employees. (Vila & Morris, 1999) In the late 1800s some women were unofficially appointed to complete the positions of their late sheriff husbands, such as Ms. Latty , the wife of Sheriff James Latty, from Iowa. In 1918 Ms. Banister, from Coleman County, Texas, was officially known as the first woman Sheriff in the country. She performed...
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...rights * 19th Amendment- ratified by congress in1920 and it gave women the right to vote. Women & Policing * First Police women in the United States were Alice Stebbens Wells; she began her career with LAPD in 1910 and Lola Baldwin in 1908 Portland Oregon. * These woman were officers who were restricted to positions as jailers or police matron * By 1915 female police officers were employed in 25 different cities, which eventually pave the way for Ellen O’Grady, who became the Police Commissioner of New York City in 1918. 1. Substance abuse, mental illness, and spousal abuse. One of the most significant risk factors is prior victimization 2. Sexual Harassment (Internal Barrier)- some female are scared to file sexual harassment complaints on a male officer. Administrators should take gender discrimination and sexual harassment complaints seriously and assume the proactive role of impartial facilitator when addressing these complaints. Compared to Male Peers, rather it be mental or physical, they always feel that they have something to prove in a male dominated job. Administrators should recognize that differences do exist between female and male police officers. And that those differences biologically and psychologically can be harnessed into positive work actions. They do not reduce the competence level and capabilities of female officers when performing their law enforcement job duties. Tokenism- female police officers may be at times evaluated...
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...officer corps that reflects the populations they serve. This includes women and those from a variety of racial and ethnic backgrounds as well as other minority groups. According to the Bureau of Justice Statistics, racial and ethnic minorities in state and local agencies made up 23.6 percent of full-time sworn personnel in 2003, up from 14.6 percent in 1987. Women accounted for 11.3 percent of officers in 2003 up from 7.6 percent in 1987. While the numbers are increasing, the profession continues to seek greater representation of women and minorities in its ranks, and many agencies are actively and aggressively recruiting these demographics. For many agencies, particularly those serving large immigrant communities, the need for racial and ethnic minorities extends far beyond traditional groups. Furthermore, as agencies look for officers who mirror their communities, they are also extending their definitions of diversity. From this perspective, diversity can include religion, sexual orientation, age, family background or occupation, and even neighborhood or high school. Law enforcement requires a unique blend of traits and characteristics. Some of these include •empathy •effective communication •compassion •intelligence, and •the ability to relate to people on a personal level. These are traits anyone can bring to the table regardless of gender, ethnic heritage, or background. Law enforcement is a field that respects and encourages individuality. Being a member...
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...understanding. The more we understand other cultures and religions, the more tolerant we become. Throughout history in law enforcement all policemen were white, and especially no police women. Before the 1960s police departments were guilty of employment discrimination by not hiring minorities and women. Police departments also required applicants to be a certain height to keep minorities from applying and didn’t hire nonwhites (cliffnotes.com, 2011). One of the first African Americans to be hired in the United States as police officer was in Jackson Tennessee in 1960. When James Cherry was hired as a police he was sure he would not be welcomed by the white community, but instead he was rejected by the black community. Although James Cherry was a police officer he still had to follow the segregation rules (Morris, 2003). The first woman police officer was discovered to be in Chicago. According to Feminist Majority Foundation women were often hired to protect and supervise other women and juveniles. In 1893 Mary Owens was the first woman to be hired by the Chicago Police Department as a police officer. After World War II, the hiring of women as police officers doubled. In the 1960s women were allowed to expand their abilities having proved themselves to be equal to the men to go out on patrol (womenandpolicing.org, 2009). Because of the hiring issues of race and gender by police departments, the hiring process began to change and police...
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...Law Opinion Paper Timothy Norr CJA224 Feb. 6, 2012 Angela Bradrick Law Opinion Paper The United States has a democratic government which is governed by laws that are introduced by public officials. The United States has a legal system that has three branches to have a division between federal and state law. The three branches of government are legislative, executive, and judiciary which all play a role in the legal system and the creation of laws. The branches of government were put into place to create a system of checks and balances. The branches work together because no single branch of government can act freely based on its own will. The laws and practices of the United States were created based on the foundations of English common law. Also there are many factors that lawmakers must consider and acknowledge before writing laws to be reviewed and executed. The Branches of the government Law making The legislative branch was established by Article I of the constitution and consists of the House of Representatives and the Senate. The constitution gives this branch the authority to pass legislation and send it to the President to be signed, the bill must pass in the Senate and the House with majority vote. Although, the President can veto the bill it can be overridden by passing the bill again through the House and the Senate with at least a two thirds majority vote in favor. The executive branch includes the President of the United States who acts as the head of state...
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...important aspect in this regard is the underlying societal gender discrimination and the diverse outcome for males and females. This is commonly referred to as gender inequality. According to Dorius and Firebaugh (2010), gender inequality is where one gender possesses an excessively large proportion of valued items, such as political influence, wages or good health. Although every region of the world has developed policies and laws to tackle gender inequality, Asia-Pacific has countries with varying social and economic circumstances. This essay will examine gender inequality in two Asia-Pacific states, namely China and Singapore. The essay will consider employment and family-based gender inequality in each nation and assess the similarities and differences between them. Gender inequality has major impacts on nations, in particular on the Asia-Pacific zone. Francisco (2007) delineates various forms of inequality, namely mortality, natality, basic facility, special opportunity, professional, ownership and household forms of inequality. In this field, Jutting, Morrison, Dayton- Johnson and Drechsler (2008) argue that gender equality is vital to promote economic growth, wealth creation and poverty reduction. As an illustration, the Asia-Pacific region foregoes approximately 2-4 percent of GDP per year due to low female workforce participation rates (UNDP 2014a). Similarly, Plagnol and Scott (2009) cite a leading study that shows women are subject to a “pay penalty”. This is evidenced by...
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...which require covered employers to meet certain goals and timetables for hiring and/or promoting women and minorities. In human resource management quotas are associated with changing demographic composition and diversity of workforce across one or more distributive categories such as gender, ethnicity, age, sexual orientation, disability and education backgrounds. As per our case-study, (Stone 2013, pp. 243-244) [1] highlights that despite women had been in workforce for decades, there is gender bias in recruiting board executives. Organisations have utilised multiple strategies to overcome this phenomenon of which quota has been an integral part. Implementation of quota has affected organisations bilaterally entangling ethical dilemmas which led to generalised perception of the aforesaid topic. Galbraith (2012) [7] states that a balanced boardroom has both positive and negative effects. However, extensive research has shown general acceptance of quotas in the international framework. Erika Watson (2012) [10] published in a research article stating Norway as the first country in world to enforce quota law of 40% women on their board. Similar approaches were further accepted by other European countries including Belgium, France, Italy, the Netherlands and Spain. While the topic of quota still remains highly controversial, countries are rather enacting the law than its enforcement. Based on our case-study (Stone 2013, pp. 243-244) [1] and extensive literature review, our...
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