A LITTLE LESS TALK AND A LOT MORE ACTION: HOW CAN LAW ENFORCEMENT ENHANCE THE RECRUITMENT OF WOMEN?

Abstract

Women entered the law enforcement profession over 100 years ago, and while they now account for over 50 percent of the U.S. population, they represent a meager 12 percent of the 800,000 sworn police officers serving in the country. As law enforcement agencies struggle to find enough officers to fill staffing shortages, women remain an under-recruited resource. This thesis aims to answer the question of how law enforcement can enhance the recruitment of women. A comparative analysis approach was used to compare and contrast Australia’s and Canada’s policing, recruitment practices, and maternity benefits to those of the United States. These two allied countries were chosen for comparison as they share similar democratic frameworks to the United States yet have significantly higher percentages of women serving as police officers. Findings from the analysis suggest that the strategies used in Australia and Canada have a significant impact and could be implemented in the United States to enhance women’s recruitment. U.S. law enforcement leaders must strive to move the numerically underrepresented women from token status and work to create a profession rife with diversity and inclusion. Findings suggest that law enforcement should change the focus of recruitment from the physical strength of a candidate to problem-solving capabilities, interpersonal strengths, and communication skills.