20YEARS O U A L I T Y T H R O U G H

E O U A L I T Y

P E U R O P E A N N E T W O R K O F P O L I C E W O M E N

The European Network of Policewomen has been promoting diversity and professionalism in die police

for the past twenty years. In every national police force, greater diversity means better quality, so this international

network is vital. Exchanging views and approaches helps to foster creativity and prevent tunnel vision.

The police are part of a pluralist society. In order to remain engaged with the community they serve, they must

invest in diversity.

Despite all that has been acliieved on gender mainsdreaming in the past few decades, the position of women is

still an issue that requires attention. Thanks to opportunities for part-time employment, job-sharing and access to child care, die proportion o f women in police organisations throughout Europe has increased. Yet the number of

women in management positions remains small due to lack of upward mobility.

Many women still f ind it difficult to profile their talents and to recognise and create oppormnities for themselves.

The ENP is trying to address this problem and is helping women get past diis stumbling block. Its efforts include

Career Development Seminars for policewomen aspiring to positions in middle management. Participants are

taught leadership and networldng sldlls, and given tools for sharing loiowledge and maldng the most o f

opportunities.

This magazine tells you what ENP has been doing over die past twenty years and what it is planning for die future.

We hope that you wi l l find k inspirational. Diversity is die fiiture.

Guusje ter Horst Minister qflnterior and Kingdom Relations

jrom 22.02.2007 till 23.02.2010

Dear members of the European Network of Policewomen,

ENP E U R O P E A N N E T W O R K O F P O L I C E W O M E N

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We have come a long way since 1954, when women first took to the stteets of Amsterdam as serving

police officers. Before then, they mainly had administrative duties. Only in 1971 the first policewoman was granted

admission to the Dutch Police Academy and it took till 1994 for the Equal Opportunities Act to come into force.

Today, more than a tiiird of our organisation consists o f policewomen, a percentage also reflected among

middle management ranks. Several of our department's most senior officers are female too. Lastyear we appointed

the first woman borough commander. I am very proud of this accomplishment.

Diversity widi in our police organisation stimulates fresh and innovative viewpoints. It has already led to new

sttategies in taclding existing problems, original ways of organising operations and wi l l hopefiiUy help prevent

tunnel vision. There is still work to be done tiiough.

We need to be vigilant regarding oppormnities for flirdier growth and development of policewomen in our

organisation. In my role as Cli ief o f Police - both in Amsterdam and in my former fiinction in Groningen -1 have

always purposefiilly appointed women as members of my Board. I believe tiiat promoting women to top positions

creates a driving force, a catalyser i f you wi l l , to fiirther stimulate an already positive development.

In a globalised world, where neitiier crime nor careers are bordered, international collaboration is key in achieving

equal oppormnities for all. By sharing experiences and best practices we all benefit: men and women alike.

I tiierefore applaud die efforts of botii tiie Amsterdam women network NetWeb and die European Network o f

Policewomen and congramlate you on your twenty year anniversary.

Yours sincerely,

Bernard Welten

Chief of Police - Amsterdam-Amstelland

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Content

F O R E W O R D

D E A R M E M B E R S O F T H E E U R O P E A N N E T W O R K O F P O L I C E W O M E N 4

T H E I M P O R T A N C E O F N E T W O R K I N G 6

E D I T O R I A L S

L E A D I N G INDICATORS & STRATEGY E N P l o

E X E C U T I V E & G E N E R A L B O A R D 13

F R O M A T I N Y E N P - S E E D T O A B E A U T I F U L I N T E R N A T I O N A L T R E E

F R O M B R A W N T O B R A I N - F R O M H I R E D H A N D S T O H I R E D HEADS? I 6

P O L I C E . . . 20

A M A N A M O N G W O M A N 24

1

T H A T ' S IT! 26

HISTORY O F A U S T R I A N P O L I C E W O M E N 28

T W O WAY PROCESS F O R A C H I E V I N G POSITIVE C H A N G E 30

E N P AS B O O S T E R & E N H A N C I N G P R O F E S S I O N A L I S M 32

D I D Y O U K N O W T H A T . . . 36

S U P P O R T I N G M E M B E R S 38

ENP E U R O P E A N N E T W O R K O F P O L I C E W O M E N

The importance of networking by Jane Townsley - President lAWP

I am pleased to be writing in this special edition of the ENP

magazine and I congratulate the ENP on its 20th

anniversary. As recently elected president of the

International Association of Women Police (lAWP) I am well aware of the importance of networldng in raising

the profile of women in policing, and the ENP has

achieved much in the past 20 years and I know that many

challenges are still to be faced in support of women.

The lAWP has members in 58 coimtries throughout

the world and its aim is to strengthen, unite and raise

the profile of women worldng in the criminal justice system. The organisation is committed to fiirther

enhancing its members' sldlls through professional

development, training, recognition, mentoring,

networldng and peer support, very similar to

those of ENP.

I have 24 years experience as a police officer, and

am deUghted and honoured to b e J A W P president

particularly as I am die first person from Europe to hold

tills position; all previous presidents have been f rom

Norti i America.

My priorities over the next diree years wi l l be to fiirtiier

promote die work o f the lAWP. It is a fantastic, fast-

growing organisation which recognises the unique and

invaluable skills women bring to law enforcement.

We bring togetiier officers o f all ranks and f rom all

corners o f die globe to share experiences and learn fi'om

one another. We have a lot of important work ahead o f

us in ensuring our members are represented and receive

training, mentoring and networldng opportunities.

Many o f the countries engaged with die l A W P are

fortunate diat women can expect equal treatment, but

that is not the case everywhere in die worid, including

parts of Europe. Over the next three years, my priority wil l

be to promote women m policing and to ensure the

Foundad In 19tS IncorporaUd 1926

Jane Townsley

invaluable qualities women bring to law enforcement,

wherever they may be, are valued and respected so that

women can succeed to die highestlevels."

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Over die past few years the ENP aiid lAWP have worked

more closely togedier dian ever before, supporting each

other's aims to mutual advantage. I am determined to

build on the relationship we have, w i e globaUsation

we have witoessed over die last few years, international

co-operation is even more important.

One o f the benefits o f networking is to provide

mutual support to achieve common aims and objectives, success is far easier to achieve when people work

togetiier rather than in isolation, this is equally

important for organisations such as E N P and lAWP,

strength in numbers.

O n behalf o f die International Association Board o f

Directors I wish to send best wishes to all those who

have been involved in e European Network o f Police-

women over die past 20 years and look forward to

your achievements over the next 20 years.

Jane Tou;nsley

President lAWP

For fiirtiier information about the lAWP please visit die

website www.iawp.org

G E T A C Q U A I N T E D : Marta Fernandez Barea

N A M E :

C O U N T R Y :

O R G A N I S A T I O N :

R A N K :

M A R T A F E R N A N D E Z B A R E A

S P A I N - C A T A L U N Y A

C O R P S M O S S O S D ' E S Q U A D R A

D E P U T Y I N S P E C T O R

P R E S E N T F U N C T I O N : H E A D C E N T R A L M I S S I N G P E R S O N S U N I T I N T H E C R I M I N A L I N V E S T I G A T I O N S D I V I S I O N . S H E A L S O P A R T I C I P A T E S I N T H E G E N D E R E Q U A L I T Y

P R O J E C T O F T H E C O R P S O F T H E M O S S O S D ' E S Q U A D R A ( C M E ) .

E N P F U N C T I O N : V I C E P R E S I D E N T - E X E C U T I V E B O A R D M E M B E R

P R I V A T E : M A R R I E D A N D H A V I N G T W O S O N S

Career:

She joined die organisation in 1991 and eidier as head or deputy head, she worked in die police stations of Sant Feliu de Guixols, Sant Celoni and in the Urban Transport in Barcelona.

Jobs motivation:

Her main motivation always has been assisting people, helping witii die general welfare of die community and solving problems, which unformnately

can often be serious of nature.

Her view on ENP:

The ENP raises awareness that the representation of women on decision maldng (senior management), basic and operating levels is beneficial for e police organisations as it conttibutes to more dynamism. Different studies showed that organisations with a diverse (balanced) gender composition are better prepared to adapt themselves to social changes, and police organisations operate in an atmosphere o f constant changes. If police services

want to keep pace with o s e developments, tiiey need to transform Besides women at senior level also have the fiinction of role models.

The ENP siurely stimulated her organisation by deepen die understanding on this miportant issue. Hereby a focus was made to selection, recruitment

and retention o f women addressing to career development eitiier vertical or horizontal and decision maldng level. Her organisation closely

collaborate with tiie ENP and various activities were organised in Barcelona e.g. career development seminar, management course, loiowledge

exchange projects etc.

Her tip:

"For both luomen already luorldn^ luithin our organisation and neujcomers; ujoric uiith enthusiasm and bc open-minded. Confident and decisiue uiomen are needed capable to dei;dop their careers either horizontally or uertically as only then the dual objecriue o/jlirther enhancing the results ojthe organisation and achieuement o/gender equality can bc realised".

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Editorial

ENP by Anita Wieman - Hesterman - Policy Advisor ENP

R O P E A N N E T W O R K P O L I C E W O M E N

Indeed zoog is a memorable and magic year for

the ENP (European Networic of Policewomen). As twenty years ago, duringthe intemational conference

held in Noordwijkerhout/Netherlands, some Dutch policewomen took the initiative to set-up a network

for policewomen on a European level.

It was the cradle of the ENP.

1'?

E U R O P E A N N E T W O R K O F P O L I C E W O M E N

Remains the question why tliis initiative is so

valuable and important: In most EU-countries women

could enter into police executive fiinctions after the

second world war. In die Netiieriands for example die

first uniformed policewomen were appointed in 1953.

However e i r working field, as in most EU-countries,

was restricted and in general addressed to traffic,

juveniles or vice squad. At tiiat time die police organisational strucmres were

definitely not equal on the positive change of process by

woraen. But societies changed rapidly, whereby the

position o f women became a crucial issue. In order to

keep pace with tiiose developments the police services

needed to change along. But notiiing is so difficult as

changing an organisational culture.

Gender equahty is a complicated issue. Several

emancipation waves were necessary to ensure tiie

position o f policewomen we know today. The positive

development hereby is tiiat die scope has been widened,

with no longer a focus only on women, but it includes

men as well. This wider scope is known as gender

mainstreaming. Here I would like to emphasize that the

term gender does not refer to biological but to social and

cultural specific differences. Those differences are

shaped over time and so can change with time.

The U N Econoraic and Social Council (ECOSOC) defined tiie concept of Gender Mainstrearaing as follows:

Anita Wieman-Hesterman

- Policy AduisorLECD -

Portfolio Intemational

Cooperation

- Project Manager Supportgroup EDPOL

(European Diuersity in Polidng)

"Mainstreaming a gender perspectiue is the process of assessing the

implications/or uiomen and men of any planned action, including

legislation, policies or programmes, in any area and at all leuels.

It is a strategy Jor maldng the concerns and experiences u)omen as U)dl as of men an integral part of the design, implementation, monitoring and eualuation of policies and programmes in all

political, economic and sodal spheres, so that u;omen and men

benefit equally, and inequality is not perpetuated. The ultimate

goal oJmainstreaming is to achieuegender equality".

Aldiough the benefits o f gender mainstrearaing are both

nuraerous and challenging, culmral and/or traditional

practices often prevent gender mamstrearaing programs

from reaching success. This underUnes that in spite

major positive changes e r e is still a long way to go.

Looldng at gender mainstreaming in a Em'opean context;

it is evident tiiat tiie stage of development on diis issue

still varies in die EU-countties. Therefore die ENP

"' From leftto right: Caroline Pie,

1 AnitaWieman-Hesterman and

Mary-Ann Gallee.

remains an important player, as both tlie contemporary

EU-societies and globalized world requires intelligent

management inserting die fiiU organisational potential

as main basis for effective poUcing.

This special edition magazine is marking die l o t i i

Anniversary of the ENP. For tiiis an inventory is made of

all the ENP activities, whereby f rom die educational

programme the Career Development Seminar is

highlighted. But the ENP means more, it fimctions as a

booster as it supported EU-countries to develop tiieir

national female network, i.e. Bulgaria, Belgium, Hungary

and Germany. It is also the spider in the web as it closely

cooperate with other networks in Europe and even on a

world scale. But the ENP also contributes to fiirther

enhance effective policing by organizing international

conferences, round table meetings and symposia.

Moreover under the repetitive feamre Get Acquainted

you are also introduced to some ENP Board members.

Acknowledgements On behalf o f botii ENP boards (Executive and General) I want to sincerely thank all die individuals and

organisations who supported die ENP over the past

twenty years, especially the Dutch Ministry oflnterior and

Kingdom relations, the Dutch ministry of Justice, the

Dutch council o f Chief Constables, the L E C D (Dutch National Expertise Centre on Diversity), Swedish National Police Board, Estonian PoUce Board, the

Ministry oflnterior o f Austria.

Last but not least my special thanks to everyone who

contributed to the contents of this special edition and of

course the other members of the editorial staff, being

Caroline Pie (Vice-president ENP representative o f e Police service Amsterdam-Amstelland) and Mary-Ann Gallee (GB-member ENP representative of the police service Police Haaglanden).

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G E T A C Q U A I N T E D : Ulvi Pollu

N A M E : U L V I P O L L U

C O U N T R Y : E S T O N I A

O R G A N I S A T I O N : E S T O N I A N P O L I C E

E N P F U N C T I O N : E B - M E M B E R T I L L N O V E M B E R 2 0 0 9

E D U C A T I O N : G R A D U A T E D F R O M P U B L I C S E R V I C E A C A D E M Y A N D A L S O S T U D I E D A T T A L L I N N

P E D A G O G I C A L I N S T I T U T E

P R I V A T E : U L V I IS 4 8 Y E A R , W I D O W A N D H A S A S O N O F 2 2 Y E A R S O L D

Career:

Unti l 1998 Ulvi worked at die Ministry of lnter ior and Trade union. Hereafter she

entered the Estonian police and fiilfilled within the Estonian Police Board the fiinction

of Head o f International Cooperation Department coordinating international

cooperation, including accession negotiations wid i die European Union regarding

police work.

In 2005 she accepted the fiinction of police adviser to the National Police Commissi-

oner wid i a focus on the development o f organisational culmre and police etiiics.

Since November 2007 Ulvi is the Head o f the Police Cooperation Department.

This department specializes in die development of organizational culture and

coordination of international cooperation in die whole police organization and die

arrangement of large events (international conferences, ceremonies, etc.).

Her tip:

"We may/eel con/dent that luomen's intuition and sensitiuity in maldncj decisions, our sense 0/ duty and deuotion makes us ojten more valuable colleagues than male ones. Women also take responsibility more seriously, u;e are more cautious and u)hat is most important - u)omen are more concerned about the consequences". Ului ujould like to cite a male Estonian student who/rmly refuted the topic o/his essay Women and Politics do not bdong together' by saying that "it has

been proved that u;omen are indeed much better in looldng ajter the house, but nobody has proued men to be better politirians". The same applies to the job in police.

Leading Indicators strategy European Networic of Policewomen

ENP E U R O P E A N N E T W O R K O F P O L I C E W O M E N

text: Mr. Bert Poeiert MPM and Anita Wieman-Hesterman

Europe is the workingfield of the ENP and therefore the

strategy of the ENP is based on this leading indicator.

Europe is seeking its own core values. The centre hereby is

formed by the total padoge of fundamental Human

Rights.; The right to live, of health care, education; Freedom

of religion, speech and expression etc; but also the adjoining fields like constitutional state, separation of powers, valid

jurisdiction, authorities secure from corruption, and last but not least a trustworthy and reliable police service.

Each individual must be able to fully rely on protection by

the authorities. Policing is hereby the absolute centre.

Therefore the police services within Europe are duty bound

to promote the view that democracy and not violence. In

accordance herewith the police services need to defend the

values of respect, tolerance, freedom and democracy.

Their operational behaviour is amongst the most

important determinants of the way societies develop and

thus contributes to the development of European

standards and values.

Botl i the E U unification and globalisation

effects have contribution to a significant change o f the

societies in Europe. This is effecting the police

organisations as tiiey have to ensure titeir acceptability

wid i in all sections of the population. It is therefore o f

crucial importance tiiat police services keep pace witi i die

societies and communities in Europe. In order to

preserve dieir legitimacy poUce organisations need to

both obtain and retain a highly qualified police service.

Diversity - Gender Mainstreaming This is especially significant for diose European

countries where, based on ieir history, minorities are

already residing. It wi l l only gain more importance

within the forti icoming years, due to tiie scale o f

immigration within Europe, whedier legal or illegal.

Therefore witiiin die next ten years, all aspects related to

Diversity wi l l be a crucial and important feamres for die

police services in Europe. It wi l l amongst others enable

the police to reflect the democratic, respectfiil and

tolerant ambitions of the societies tiiey serve and realize

a positive process of change.

Another leading indicator are die developments on tiie

labour-market in various European countries, clearly

indicating that it wi l l no longer be possible to recruit

personnel only from the traditional part o f the

population, namely the white male. The part o f well

educated women is increasing enormously and Police

services should benefit fi'om tiiis. This multi-culmralism

wil l not only be visible within society, but also w i i n the

police service. This is an ongoing process that cannot be

stopped.

Position of policewomen The ENP strives for a diverse and professional police

service, and particularly addresses e position of women

within the European police organisations in order to

fiirtiier develop die fundamental values o f Europe.

For that purpose, die representation of women wit i i in

police organisations is o f die utmost importance. This is

paramount at all levels o f the service.

The participation o f women wit i i in European police

organisations is an essential element to tiie quality and

development o f die police.

Gender a business issue In its daily operational and management level

fimctioning, a police organisation wid i exclusively men

in management and decision-making positions is

missing a large part o f social reafity. I f women are

represented within management teams decision-maldng

is enhanced, everyone has a better understanding of

social issues, and professionalism and legitimacy is

enhanced. A female leader, maintaining her autiienticity,

wi l l base her decisions on a different perspective; she is

more perceptive o f odier types o f crimes. In short, a

female leader w i l l create another dynamic aspect to

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