Number Of Female Officers Research Articles

Динаміка функціональних характеристик дівчат при реалізації різного організаційно-методичного забезпечення фізичної активності в академії

According to various sources, the issue of physical self-development of female cadets during their training at a military acad-emy is particularly relevant today. The purpose of the study is to de-termine the effectiveness of an experimental factor and a traditional approach to physical education of girls in forming their readiness for physical self-development after completing a military academy. Mate-rial and methods. the study involved the use of such methods as analy-sis, systematization, pedagogical experiment, psychodiagnostic testing, and mathematical statistics. All the tests used were consistent with the recommendations not only of domestic researchers but also of leading foreign countries. Data from 18 young female officers who had com-pleted their training at the academy a year earlier and used an experi-mental factor were compared with a group of 24 girls who did not use this factor. In addition, data from 108 female cadets who used a tradi-tional approach to organizing, forming, and implementing the content of physical activity were analyzed. Results. One year after the use of the experimental development, the number of female officers with a certain level of self-assessment of qualities enabling them to carry out physical self-development and the formation of the motivational-value component of readiness for this activity did not change. moreover, they showed significantly better results than the girls who used a tradition-al approach to organizing, forming, and implementing the content of physical activity during their training at the military academy. Conclu-sion. the study confirmed the high effectiveness of the experimental development in forming readiness for physical self-development in fe-male cadets

Innovation and transparency in the recruitment of women in Australian Policing

ABSTRACT This paper reviews developments in gender equity-oriented recruitment policies in Australian policing between 2015 and 2019. Findings cover the six state, one federal and one territory police departments. The study was prompted by media reports on affirmative action initiatives, especially the introduction of recruitment targets. The primary aim was to identify successful or promising strategies to increase the number of female officers, with possible transferable lessons. A secondary aim was to assess the level of accountability in terms of public reporting by police about methods and outcomes. The main finding was that four of the eight departments had introduced explicit 50:50 male-female recruitment targets, and five departments had been operating female targeted recruitment campaigns. The majority of departments with targeted campaigns recorded large increases in female recruit numbers, although within the study time frame only one showed a clear flow-through to substantially increased officer numbers. Overall, there was a lack of adequate data, including male-female application numbers; and information about selection criteria was inadequate. The personal commitment and discretion of police commissioners appeared to be a key factor in the adoption of affirmative action initiatives. These findings provide valuable lessons for improved police performance and accountability in gender equity across the world.

ACM SIGAI activity report

We are happy to present the annual activity report of the ACM Special Interest Group on AI (ACM SIGAI), covering the period from July 2018 to June 2019. The scope of ACM SIGAI consists of the study of intelligence and its realization in computer systems (see also its web-site at sigai.acm.org). This includes areas such as autonomous agents, cognitive modeling, computer vision, constraint programming, human language technologies, intelligent user interfaces, knowledge discovery, knowledge representation and reasoning, machine learning, planning and search, problem solving and robotics. Members come from academia, industry and government agencies worldwide. ACM SIGAI recently added two new ACM SIGAI chapters, namely one professional chapter in Laguna Nigel (USA) and one student chapter at the SRM Institute of Science & Technology in Chennai. ACM SIGAI also added two new officers this year to be able to serve its membership better, namely Iolanda Leite from the Royal Institute of Technology (Sweden) as second newsletter editor-in-chief and Marion Neumann from Washington University in St. Louis (USA) as diversity officer, thus increasing diversity in the ACM SIGAI leadership committee by increasing both the number of international officers and the number of female officers and also furthering the internationalization of the ACM SIGAI newsletter. Marion will be covering diversity also as part of the ACM SIGAI newsletter. ACM SIGAI started officers meetings at major AI conferences already in 2018 and continued the new practice in 2019 (so far at the AAAI Conference), in addition to all-officers teleconferences and a monthly ACM SIGAI leadership teleconference.

Women in Policing: A Longitudinal Assessment of Female Officers in Supervisory Positions in the New York City Police Department

This study examined the growth in the number of female officers in supervisory and command positions (i.e., sergeant to bureau chief) in the New York City Police Department (NYPD) from 2000 to 2013. Time and annual percent changes in the number of male officers, the number of male officers in supervisory and command positions, and the number of female officers served as predictors. An ordinary least squares regression analysis failed to produce statistically significant results for the growth in the number of female officers in supervisory and command positions. The regression analysis also produced statistically nonsignificant results for changes in the level of disparity among male and female officers in supervisory and command positions. Over the past 13 years, female officers have made little progress in advancing to supervisory and command positions in the NYPD.

Workforce Diversity: Ethnicity and Gender Diversity and Disparity in the New York City Police Department

This study examines minority and female integration in the New York City Police Department (NYPD) from 2005 to 2011. The Lieberson index of diversity and disparity indices are applied to police force employment data from the NYPD to assess the degree to which White officers outnumber minorities and females. The findings show that the level of diversity within the police ranks declines precipitously and consistently after the rank of sergeant, and the disparity ratios reveal that the number of White officers exceeds the number of Black, Hispanic, Asian, and other minority group officers for all ranks with the exception of the rank of police officer. The findings also show that the number of female officers in general lags far behind those of males as well as of specific police ranks. The data show that among females entering the NYPD, more Hispanic females have been hired relative to White, Black, and Asian females. Despite progress in hiring minorities and females into the NYPD, the advances that minorities and females have made in regard to promotions within the NYPD have been marginal at best.

Women Police Officers in Hong Kong: Femininity and Policing in a Gendered Organization

Police work is considered to be a masculine, male-dominated occupation, where studies show that women officers generally tend to play a complementary role. This paper examines how femininity has been articulated in the Hong Kong Police (HKP), which was first established in 1844 and recruited its first female officer in 1949. Early female recruits in the HKP were initially confined to supporting duties, and differential arrangements for male and female officers were commonplace. However, the turning point appeared to have come during the 1967 riots, when a number of female officers took up front-line positions for the first time. After that female officers began to receive training in public order policing, carry firearms, and are today regularly deployed to the front line. Does this development indicate an increasingly inclusive and gender-neutral HKP? Through analysis of documentary and archival materials and in-depth interviews with 13 female police officers who variously served between the 1950s and the present, and using the gendered organization perspective as our framework, we examine the perceived qualities of femininity associated with female officers in the HKP, and discuss whether the changing roles of female officers indicate a more inclusive and gender-neutral police force.

Gender Relations and Division of Labour among Prison Officers in Swedish Male Prisons

In Sweden, female prison officers are a long-established fact. Today women make up about 38% of the prison officer work-force. However, the distribution of sexes in the organization is quite uneven between different types of prison wings and units, and at the in-group level there is an informal gendered division of labour going on. The article deals with how a gendered division of labour comes about as a result of socially established motives and notions among prison officers, as well as prisoners, about men's and women's different qualities in performing different types of work tasks. It is based on data from a minor interview study (from 2006), and a 3-year multi-strategic research project containing qualitative case-studies and a nationwide survey (from 2007–2009). The article concludes that a great number of female officers contribute to a more prominent position for the rehabilitative side of prison work. However, the on-going gendered division of labour in and between wings and units is also one important factor behind sub-cultural differentiation and variations in work practices in the prison organization. A more balanced distribution of the sexes would stimulate rehabilitative work and a more unified view of the occupational role throughout the whole organization.

Pursuing Gender Diversity in Police Organizations in the 1990s: A Longitudinal Analysis of Factors Associated With the Hiring of Female Officers

This article examines the relevance of a number of factors presumed to be associated with the employment of female police officers in U.S. municipal law enforcement agencies. Female officer representation is investigated with respect to three primary race/ethnic groups in mind: Caucasians, African Americans, and Hispanics. This study utilizespanel data collected during the period from 1993 to 2000 on a representative sample of police departments serving populations of 25,000+ residents distributed across the United States. A noteworthy increase in the number of female officers did occur during the decade of the 1990s, and both internal departmental and external environmental influences on the hiring of female police officers were investigated. The major finding observed is that different sets of external and internal features have an influence on the hiring of women officers in each race/ethnic group.

A prospective study of alcohol consumption rates of first‐year Australian police officers

PurposeTo prospectively investigate the alcohol consumption and health‐related behaviours of Australian police officers.Design/methodology/approachDemographic, work environment, general health and wellbeing, and alcohol consumption measures were obtained from 100 Australian police officers at two time points; the first as they underwent initial training before the commencement of operational policing duties (time 1), and the second after they had completed 12 months of operational duties (time 2).FindingsResults indicated a significant increase in the quantity and frequency of alcohol consumption over time. The number of female officers, but not male officers, who reported drinking at harmful levels increased between time periods. Overall, there were no changes in the number of officers who reported risk of harmful drinking or alcohol dependency. Alcohol consumption measure scores were not associated with age, marital status, education level, general health and wellbeing, or work‐environment variables. Smoking was associated with harmful drinking behaviour at time 1, but not at time 2. The number of officers who reported smoking increased significantly over time.Originality/valueThis paper builds on findings of previous studies by examining the within‐groups reported drinking behaviours of a sample of Australian police officers for changes over time associated with exposure to police work and the police environment.

Race, Ethnicity and the Female Cop: Differential Patterns of Representation

This article examines factors hypothesized to be associated with the employment of female police officers in US municipal law enforcement agencies. Female officer representation is investigated within three primary racial or ethnic groups—Caucasians, African Americans, and Hispanics. This study utilizes data collected from a representative sample of police departments serving populations over 25,000 residents across the US during the period of 1993 to 1996. The primary findings of the research suggest that a small but noteworthy increase in the number of female officers occurred during this three-year period. In addition, it was found that variation in the proportion of female police officers hired in each racial or ethnic group was influenced by different sets of external and internal explanatory variables. Previous research treating female officer representation as a single aggregate group is misleading to the extent that it hides the observed cross-racial and ethnic differences observed here.

What Do College Students Think of Policewomen?

Police departments across the United States now commonly require new recruits to possess either a two— or four-year college degree before admittance to the academy. As such, the pool of applicants for law enforcement positions is now centered in our nation's colleges and universities. At the same time, many departments are making conscious efforts to increase both the number of female officers on patrol duty and in administrative/management positions. Given these organizational changes in a traditionally male-dominated profession, the present research assesses the attitudes of 835 undergraduate students at a midsize, state-supported university in the Northeast toward women in the field of policing. Results are compared with similar research from the 1970's and 1980's, and conclusions are drawn regarding the present attitudes of future law enforcement personnel.