Abstract
Abstract Mentorship and advancement in policing is a critical component of retention among officers and of organizational stability overall. Paths towards promotion (and transfer) and mentorship can energize the workforce and ensure a constant supply of people wanting to move up the ranks or fill out special units. Using survey data from a sample of nearly 500 police officers in a large, urban department, this study examines gender-related differences in perceived opportunities for mentorship, promotion, and transfer to a specialized unit. Our results reveal no gender-related differences with respect to opportunities for promotional and transfer, although women expressed concerns over the availability of mentorship. We discuss our findings in terms of their implications for improving the representation and advancement of women in policing.
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