Gender and Policing

Brown, Jennifer M.; Heidensohn, Frances

doi:10.1057/978-1-349-88001-0

Cited by 119 publications

(35 citation statements)

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“…82 Levels of sexual harassment within the police remain high, suggesting that Eileen Waters' experiences are all too common. 83 Why tolerate practices which, offensiveness aside, are dangerous to the health and safety of women police officers?…”

Section: In Pursuit Of (Feminist) Normsmentioning

confidence: 99%

Law, harm and redress: a feminist perspective

Conaghan

2002

Legal stud.

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Abstract:This article explores understandings of harm in law through the application of a feminist perspective. Drawing on the idea of harm as a social construct, the article considers the role of law in shaping perceptions of when a harm has occurred and whether it should be redressed. These themes are illustrated by means of a close legal and contextual analysis of the House of Lords decision in Waters v Metropolitan Police Commissioner 1 , in which a woman was allegedly bullied at work for reporting she had been raped by a fellow officer. The article raises questions about why this particular claimant had difficulty establishing that she had suffered harm, despite alleging 89 separate hostile acts by fellow officers and even though the courts who heard her claim assumed for the purposes of legal argument that the facts alleged were true. It is argued that the narrowness of the approach adopted by most of the judges who heard Ms Waters' claim precluded recognition of the seriousness of the allegations and the social, political, and legal need to provide redress.

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Section: In Pursuit Of (Feminist) Normsmentioning

confidence: 99%

Law, harm and redress: a feminist perspective

Conaghan

2002

Legal stud.

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“…We see from the texts how some women in the study are drawing on the professional-ethical subject position to offer them a positive and legitimate subject position with the new policing organization. Thus we see how, drawing on cultural scripts of femininity, the professional-ethical subject position maps onto the 'emotional labour' of police work (Brown and Heidensohn 2000). While this serves to legitimize their self within a COP discourse, we also see how it may further reinforce their isolation within traditional policing subjectivities, confirming questions over their suitability to do 'real police work' and distancing them from the competitive masculine subject.…”

Section: Discussionmentioning

confidence: 89%

Talking Cop: Discourses of Change and Policing Identities

Davies

Thomas

2003

Public Administration

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This paper presents empirical and theoretical analysis of the enactment of New Public Management (NPM) within the UK police service. It draws on empirical material gathered in a two-year study that explores the ways in which individual policing professionals have responded to, and received, the NPM discourse. Theoretically informed by a discursive approach to organizational analysis, the paper focuses on the new subject positions promoted within NPM that serve to challenge traditional understandings of policing organization and identities. The paper examines the implications of this for policies that promote community orientated policing (COP) and increased inter-agency partnership. The paper argues that the promotion of a more progressive form of policing, based on community orientation and equality principles, may struggle to gain legitimacy within the current performance regime that legitimizes a competitive masculine subjectivity, with its emphasis on crime fighting.

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“…Studies confirm the existence of gender appropriate roles and duties in police departments (Brown & Heidensohn, 2000;Butler, Winfree, Jr., & Newbold, 2003). Examining a random sample of 531 female officers, Seklecki and Paynich (2007) found that a significant percentage (at least 30 percent) felt that they performed more dispute resolution, desk writing, and witness/victim interview duties than their male counterparts and significantly less use of force duties (47.1 percent) and high speed pursuits (37.2 percent).…”

Section: Influence Of Gender Stereotypes On Employment Patterns and Rmentioning

confidence: 90%