Posts Categorised: Gender issues

Women in fire and emergency leadership action plan

Manly/Flickr

“Of our 2,500 employees who hold fire and emergency roles, only 26 percent are women. The number of leadership roles held by women is just 19 percent. Participation in roles is skewed, with heavy biases in traditionally feminine and masculine roles. Women are more likely to perform non field-based roles, whereas men are more likely to undertake action-oriented operational roles. We are committing to 50 percent of fire and emergency roles and leadership roles being held by women.”

Source: Victoria. Department of Environment, Land, Water and Planning (2016) and available from this link (open access).

The pursuit of gender equality: an uphill battle

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Native correa/PaperMonkey

“The 2013 and 2015 OECD Gender Recommendations provide guidance on how to advance gender equality in education, employment, entrepreneurship and public life; this book discusses recent developments in these areas in one overview chapter and 24 short chapters which each include key findings and policy recommendations.”

Source: OECD Publishing (2017) and available from this link (open access).

Two Types of Diversity Training That Really Work

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Lilly Pilly/PaperMonkey

“One of the most common ways that companies attempt to address organizational diversity is through formal training. Yet research on the effectiveness of such programs has yielded mixed results: Some studies show that diversity training is effective, others show it’s ineffective, and still others show that it may actually lead to backlash. This has led to pessimism regarding diversity training, with some claiming it simply doesn’t work.”

Source: Lindsey, A., King, E., Membere, A., & Ho Kwan, C. (2017). Harvard Business Review Digital Articles and available from this link (open access with personal registration)

Enhancing Gender Diversity in Police Recruitment

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Dawn/G. Griffin

“Gender representation is essential to quality outcomes in police services. Currently, the Queensland Police Service (QPS) contains 26% women, compared to the 50.4% of women in the Queensland population. Our research supports the QPS goal of achieving a gender representative police service by highlighting gendered barriers and facilitators from the point of career consideration through the stages of the police application process. Findings outlined in this paper aim to improve the QPS application process to enhance future representation and the quality of the police service.”

Source: Spence, J., Putt, C., Chan, L., Barrett, J., Bennett, S., & Newman, M. (2017). Police Science: Australian and New Zealand Journal of Evidence-Based Policing, and available from this link (open access).

Accelerating Gender Parity: A Toolkit

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Collins beach/PaperMonkey

“Over the past 10 years, the World Economic Forum has brought together a community of influential leaders committed to addressing the global gender gap with a focus on the economic aspects of gender parity. We have benchmarked national, regional and industry gender gaps and gathered best practices adopted by leading companies in all regions of the world. The principles showcased in this toolkit highlight several approaches taken to closing gender gaps in companies across the globe. Each of these practices has a potentially transformative role but is most effective within a consistent company-wide strategy. For such an approach to work, leaders must commit for the long-term and manage some of the short-term barriers and trade-offs.”

Source: World Economic Forum and available from this link (open access).

Going blind to see more clearly: unconscious bias in Australian Public Services shortlisting processes

Manly at dusk/Flickr

“This study assessed whether women and minorities are discriminated against in the early stages of the recruitment process for senior positions in the Australian Public Service (APS). It also tested the impact of implementing a ‘blind’ or de-identified approach to reviewing candidates. Over 2,100 public servants from 15 agencies participated in the trial. Overall, the results indicate the need for caution when moving towards ’blind’ recruitment processes in the APS, as de-identification may frustrate efforts aimed at promoting diversity.”

Source: Behavioural Economics Team of the Australian Government (BETA) and available from this link (open access).

Predictors of Group Performance in a Police Criminal Investigation Department: the Role of Gender Homogeneity, Leadership and Team Characteristics

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Manly dawn/Griffin

“The Netherlands’ Ministry of Security and Justice has agreed on performance targets with the country’s police departments. Introducing the targets created a shift to controlling performance in team management focus. This empirical study of police teams in Utrecht in the Netherlands focuses on the influence of leadership style, gender and psychosocial team factors when teams are required to achieve agreed performance objectives.”

Source: Schaveling, J., Blaauw, S., & van Montfort, K. (2017). Journal of Police and Criminal Psychology, and available from this link (open access).

Gender diversity from the top: the trickle-down effect in the Australian public sector

Manly at dusk/Flickr

“Organisational strategies to achieve gender diversity have tended to focus on ‘bottom-up’ approaches such as mentoring or leadership training. We investigate an alternative ‘top-down’ approach: the trickle-down effect. We integrate theories from the psychology and management literatures to hypothesise a positive relationship between female representation at two levels. Data from 20 departments in an Australian public service were collected for the period 2002–2012.”

Source: Gould, J. A., Kulik, C. T., & Sardeshmukh, S. R. (2017). Asia Pacific Journal of Human Resources and available from this link (subscription journal).

The history and future of women in leadership

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Manly/Eva

“Christine Nixon is no stranger to the challenges of female leadership in Australia. When she was appointed the first female Chief Commissioner of Police, the service was in the midst of a series of internal and external crises. She talks with Amanda Sinclair about the tired prescriptions around women in leadership and the history and the future of female leadership in Australia.”

Source: Radio National interview (15 mins) available from this link (open access).

Police Culture and Gender: Revisiting the ‘Cult of Masculinity’

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Lilly Pilly/PaperMonkey

“The ‘cult of masculinity’ has received much attention as a persistent and negative feature of police culture, with its impacts repeatedly being drawn upon to make sense of women’s lack of progression and representation within policing. This article argues that such analyses remain locked into overly simplistic and reductionist accounts of how women and men experience gender within policing.”

Source: Silvestri, M. (2017). Policing: A Journal of Policy and Practice, and available from this link (open access).

Categories: Gender issues, Police