Gender and Police Leadership: Time for a Paradigm Shift?

Abstract

Despite a number of initiatives aimed at improving the representation and progression of women in the police service in England and Wales, the number of women in leadership ranks remains low. At the same time, a concern over the quality of police leadership has been at the forefront of much public debate in recent years. This paper focuses on recent proposals to reform the way in which senior officers are recruited through a discussion of the appointment of non-sworn/ 'outsider' officers through the adoption of direct and multiple entry models of recruitment as outlined by the Winsor Report (2012). Hailed as an opportunity to secure an alternative face to police leadership, we reflect on the growing disquiet over police leaders and leadership and consider the possibilities of such a reform agenda for the representation and progression of women in policing. We propose that whilst a multi-point system of entry for specialisation or leadership roles may offer a number of opportunities to a Service in crisis, such a reform agenda may ultimately serve to threaten and further undermine women's participation and status in policing as 'outsiders'.

27 Days of Managerial work in the police service

“…Police managers focus on and are motivated by their mission, meaning that their identity and values strongly correspond with the police force's mission in society (for example, Dobby et al, 2004;Workman-Stark, 2017). As one participant said: ...I had a realistic motive for starting and that was to contribute to and be useful in society…The police service can exercise power on behalf of the authorities, whilst manoeuvring challenges within a constantly changing and more complex society (Silvestri et al, 2013). This creates ethical issues as well as a need to influence the ethical behaviour of others (Trevino et al, 2003).…”

“…Most research focused on perceptions of managerial work rather than objective measures. Also, neo-charismatic theories, such as transformational leadership (Bass, 1985;Burns, 1978) have gained considerable traction within the police (for example, Alison & Crego, 2008;Barth-Farkas & Vera, 2014;Cockcroft, 2013;Densten, 1999;Gobby et al, 2004;Sarver & Miller, 2014;Silvestri et al, 2013).…”

Marginalised voices in the inclusive recruitment discourse: a dilemma of inclusion/exclusion in the (Swedish) police

“…Hansen Löfstrand & Uhnoo, 2014;Holdaway & O'Neill, 2004, 2007, gender (e.g. Fejes & Haake, 2013;Haake, 2017;Silverstri, Tong & Brown, 2013), sexual orientation (e.g. Colvin, 2009;Frewin & Tuffin, 1998;Rennstam & Sullivan, 2016) and intersecting categories (Boogaard & Roggeband, 2010;Jones & Williams, 2015;Lander, 2013;Loftus, 2009;McElhinny, 2001;Morasch & Haarr, 2012).…”

“…Despite positive intentions behind the inclusive recruitment discourse, it can have negative consequences for the proposed beneficiaries (cf. Bjørkelo, Egge, Bye & Ganapathy, 2015;Silverstri, Tong & Brown, 2013). This article outlines a number of concerns which have emerged from the ideas expressed by police students in discussions of inclusive recruitment to the Swedish police.…”

Revisiting the Classics: women in control? The role of women in law enforcement: Frances Heidensohn

“…Silvestri and Paul catalogue the most recent series of disasters besetting the police. Silvestri, Tong and Brown, (2013) suggest, given that senior policewomen tend towards a more holistic, participative, consultative, inclusive and transformative style, so by incorporating women into the control of social control may well effect long-term change in policing and bring the service in line with a greater 'ethical' and 'quality of service' culture and ultimately greater legitimacy in its relationships both with the public as well as within the workforce. Silvestri (2000Silvestri ( ,2003 had shown that women still experienced exclusion although this becomes less tenable as more women moved higher up the ranks.…”