Paper & Topic: GS I à Women Empowerment related issues

Introduction:

Most Indians consider the police to be a man’s domain. Though at a gradual rate, the presence of women in law enforcement has progressively grown. In addition to carrying out their official duties, female police officers have been actively promoting women’s empowerment, progressively sowing the seeds of modernity and good change in society. According to the India Justice Report 2019, which was put together by a committee of sectoral specialists from human rights organisations to legal policy organisations, women make up 7% of India’s 2.4 million police officers.

Body:

Indian women police officers:

Only about 10% of police officers are women, according to the Bureau of Police Research and Development.

The biggest percentage of women among all states make up about 25% of the Bihar police force.

Himachal Pradesh, with about 19% of the total, and Tamil Nadu, with 18%, are the next two states. Delhi needs to increase the percentage of women, which is now 13%.

Chandigarh and Ladakh are performing well among the Union territories, with more than 18% female residents.

Jammu and Kashmir has one of the lowest percentages of female police officers at roughly 3%.

With many States and Union Territories guaranteeing a 30% (or higher) reservation for women in the police in particular ranks, the numbers are anticipated to climb.

According to recent research, the majority of women in law enforcement work in lower positions.

The following factors prevent the advancement of women in the police services:

Male Passivity:

In addition to ongoing and pervasive gender bias, the police department exhibits gender apathy as evidenced by the lack of separate restrooms, changing rooms, and accommodations for women as well as other amenities and child-care support.

Sexist stereotypes:

Gender stereotypes that prevent women from holding operational leadership positions are present in decisions on the deployment of women. This bias does not only come from male coworkers; occasionally, female supervisors also view them as weak, unmotivated, and lacking in toughness.

Allotted lower priority tasks:

There seems to be a propensity to marginalise women, assign them less physically demanding policing duties, restrict them to desk jobs, or force them to investigate crimes against women on their own.

Dedicated only to instances involving women:

The idea works against the interests of women as it segregates them, relegating women police officers to dealing with crimes against women and accompanying women inmates.

Women hired at entry-level positions:

According to recent data, the majority of women in the police force are concentrated in lower ranks, which reflects the lack of women in important operational roles.

Steps required to overcome:

Boosted Recruitment:

More women are needed in executive positions across the board, from constables to inspectors and higher grades.

To achieve regional diversity, departments should conduct targeted recruiting campaigns in every district.

Better Instruction:

In order to be on an equal footing with their male colleagues in every way, women in the constabulary must have the training, encouragement, and confidence they require.

It is crucial to have access to resource centres that offer mentoring, raise knowledge of opportunities and prospects, assist with career planning and training, and help people deal with issues at work.

A secure workspace:

To make policing an attractive career choice for women, police organisations must also provide secure workplaces and implement a zero-tolerance stance towards harassment and discrimination.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redress) Act of 2013 must be operationalized by departments.

Sensitivity to gender:

All ranks must share a common, gender-neutral cadre in order for there to be an equal distribution of promotion possibilities.

Women certainly have some unique requirements that must be met, such as those that arise during and after pregnancy. Not reassigning them to non-executive positions is appropriate. More women need to join the force and work in the fields, says the force.

Increased funding:

The majority of State police departments have received funding through the Modernization of State Police Forces Scheme to build separate housing for women with linked toilets in all police stations and units as well as to provide separate restrooms and changing areas for women. The optimum use of this fund must be guaranteed by police units.

Increasing sensitivity and awareness:

To raise awareness of the opportunities for women in law enforcement, the police should get in touch with the media and educational institutions.

Women should not be pigeonholed into handling exclusively crimes against women, even though they have a role in making up for the force’s general lack of training and sensitization in dealing with such crimes.

Conclusion:

In policy circles, there is a lack of discussion about integrating women into the police force by making Indian policing inclusive, non-discriminatory, and effective. resulting in the vicious cycle of inaction, which keeps the culture of silence alive. Men and women must share desk work equally as well. It would take a sustained growth in their strength, meaningful networking among themselves, and an institutionalised support structure in the current societal reality for women in police to operate to the best of their abilities. They will then act like the women and police officers they are. They will be free to act as change agents and to be themselves. to succeed. to take the lead. to benefit the public.