Recommendations from the first Australasian Women and Policing Conference - 1996
Recommendation
To establish a mechanism for the development of policies and practices relevant to the employment of women in policing.
Establish a Council of Australasian Women Police, with representatives from each jurisdiction, with similar aims to the European Network of Police Women.
Recommendation
To establish a mechanism for advising Senior Officers Group and Australian Police Ministers Council on issues affecting women police.
Establish an Australasian Police Women's Advisory Group, with membership to include women in policing and two rotating members (one from the Unions and a Chief Executive Officer). That this Advisory Group be responsible for implementing the recommendations from the Conference with an audit provision for an annual assessment of all agencies' progress.
Recommendation
To identify reasons why women leave the policing environment
Each police service to undertake exit interviews routinely, and to conduct interviews with former police women. Findings to be collated and analysed in the context of existing research on why women leave.
Recommendation
To assess the range of issues and problems facing women in policing
Research to be conducted on a national scale, by the National Police Research Unit or other appropriate body (eg. Australian Institute of Criminology). Each jurisdiction to establish a spokeswomen's network based on the NSW model or similar. To be formally recognised and with the authority and with direct access to the Commissioner through the establishment of a women's Liaison Officer. Each Board of Management to have a permanent female member or contributor.
Recommendation
To develop best practice in EEO strategies and management
Review the extent to which police services are developing and implementing EEO plans, and review progress annually. Publish EEO data annually.
Recommendation
To improve numbers of women in policing and enhance their career opportunities.
Review existing policies and practices including but not limited to job analysis, recruitment practices, education and training, panel composition for promotions, sexual harassment, promotions, transfers, part-time and flexible working practices, career development and performance planning and assessment. Specific attention to be paid to early identification of leaders and provision of bridging programs for targeted leadership, placements outside the police organisation, development of monitoring programs, equal access to development programs and promotion on genuine merit.
Recommendation
To improve working conditions for women police
Identify where improvements are required. Introduce more flexible rostering practices, part-time opportunities, open access to all positions including country areas and including relieving etc.
Recommendation
To actively recognise the need for women police, as part of their jobs, to network both internally and with outside professional groups, community organisations and government departments.
Review work plans and rosters for patrols and establishments to ensure women are afforded equal opportunity with men to undertake networking duties in paid time.
Recommendation
To improve procedures for dealing with sexual harassment.
Review policies and procedures to assess their effectiveness and identify areas for improvement. Develop new policies and procedures which stress the rights of victims, encourage the reporting of sex bases harassment and give support to victims.
Recommendation
To improve the capacity of supervisors to deal appropriately with women in policing.
Training at all supervisory levels.
Recommendation
To address the needs of senior women in police management.
Professional development to be established by the Australian Institute of Police Management, to include a national women police mentoring project.
Recommendation
To improve training, both in respect to the needs of women police and in relation to gender issues.
Review training needs and revise training programs accordingly.