Post-Executive Order 13583: A Reexamination of Occupational Barriers in Federal Law Enforcement

Gender and Public Organization: A Quasi-Experimental Examination of Inclusion on Experiencing and Reporting Wrongful Behavior in the Workplace

“…According to the Bureau of Justice Statistics, women account for just 15.5% of all sworn federal law enforcement officers (Reaves, 2012). Despite their higher employment figure—for example, women represent 6.5% of all officers in state agencies, 12.2% in local police departments, and 13.9% in sheriffs’ offices (Burch, 2016; Langston, 2010; Reaves, 2015)—research has shown that the noninclusive culture commonly associated with state and municipal policing also pervades throughout federal law enforcement (Keverline, 2003; Schulz, 2009; Yu, 2015, 2017). However, recent research on symbolic representation contends that the sheer presence of passive representation in a public organization can affect how citizens assess the legitimacy of that organization (Gade & Wilkins, 2013; Riccucci, Van Ryzin, & Lavena, 2014; Theobald & Haider-Markel, 2009).…”

“…The incursion of women into the police culture has the capacity to alter these norms, values, and customs and hence is met with great resistance (Hughes, 2011; Rabe-Hemp, 2008). Therefore, it comes as no surprise that research by Keverline (2003) and Yu (2015, 2017) identifies lack of respect by male colleagues as the biggest barrier for women in federal law enforcement; however, Yu (2015, 2017) also found that a similar or higher percentage of women did not perceive a negative attitude from their male colleagues and were treated with respect and equitability, rejecting the premise that all law enforcement agencies function as a monocultural organization. Accordingly, this study expects female officers who perceive working in an inclusive organizational culture to experience less pervasive negative attitude from their male colleagues.…”

“…For example, female officers who often curse, laugh at sexually inappropriate jokes, or are exceedingly physically fit are often perceived as “one of the boys” and included into the informal networks that are essential to the police culture (Dodge, Valcore, & Klinger, 2010; Lonsway, 2003; Schulze, 2012). Female officers who confront or oppose these cultural norms and gender stereotypes are at risk of sexual harassment (Haarr, 1997; Hunt, 1990; Rabe-Hemp, 2008; Yu, 2015, 2017). The Equal Employment Opportunity Commission (2018a) defines sexual harassment asunwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.…”

“…Unfortunately, to fit in, many women tolerate the unlawful behaviors as part of the law enforcement culture (Martin, 1990). As a result, most women do not officially report incidences of sexual harassment out of fear of retribution, exclusion by peers and supervisors, and the code of silence (Chaiyavej & Morash, 2009; Collins, 2004; Keverline, 2003; Yu, 2017). The code of silence is a common but unwritten norm in the police subculture that prohibits reporting misconduct against other law enforcement officers (Ivkovic, Haberfeld, & Peacock, 2018).…”

“…These values form the basis of an organizational culture detrimental to the very skill sets—communication, critical thinking, problem solving, and conflict resolution—that women are known to bring into law enforcement (Women in Federal Law Enforcement, 2015). Despite women’s contributions to the profession, organizational culture within law enforcement remains male dominated, and women who challenge these cultural norms are at risk of nonacceptance, sexual harassment, and sexual discrimination that adversely affect work assignments, training opportunities, and promotions (Brown, 1998; Dick & Jankowicz, 2001; Haarr, 1997; Keverline, 2003; Rabe-Hemp, 2008; Seklecki & Paynich, 2007; Yu, 2015, 2017). An in-depth look at organizational culture in law enforcement shows there is a need for fundamental change in the police culture; however, missing from this scholarship is the examination of inclusion and its effects on women experiencing and reporting wrongful behavior in the workplace.…”