Sexual Harassment and Gender Discrimination

Recommendations for the Mexico City Police Department

My Linh Do, Bill Schmitt, Julia Styles, Hsiu-Ching Wang, Zach Wincek, and Amber Zeddies

Overview

Problem DefinitionPolicy GoalsEvaluative CriteriaStatus QuoAlternative Policy MeasuresRecommendations

Problem Definition

Inadequate measures to deal with sexual harassment and gender discrimination in MCPD

Policy Goal

Reduce the incidence of sexual harassment and gender discrimination within the Mexico City Police Department

Evaluative Criteria

Effectiveness at achieving the goalCostOverall benefits to the forceFeasibilityTime horizon

Status Quo

14% of officers in MCPD are women Negative public perception of MCPD MCPD is undergoing major reform Sexual harassment and

discrimination occur in many forms

Weak internal enforcement

Alternative Policy Measures

ProfessionalizationStrengthening existing enforcement

mechanismsExternal oversightSexual harassment and gender

discrimination trainingSupport networks for women officersGreater integration and promotion of

women officers

Professionalization

Improve training Rigorous hiring standardsCode of ethics and professional conductClearly defined paths to career

advancementIncentive systems to encourage

excellence in public service

Strengthening Existing Mechanisms

Communicating policies

ReportingInvestigationEnforcement Discipline

External Oversight

Different forms of external oversightPublic accountability Access to informationEffective means of revealing,

investigating, and resolving complaints of police misconduct

Improved police image in the community

Sexual Harassment and Gender Discrimination TrainingTraining teaches supervisors and

employees how to: recognize negative effects of sexual

harassment and discrimination prevent their occurrence enforce official policy report violations

Support Networks

Internal Mentoring Professional

development Role of mentors

External Support Groups Civil society

organizations Public institutions

Greater Integration and Promotion of Women

Male-dominated profession of policingBenefits of female officersTargeted recruitment of female

candidates Equal opportunities

for promotion

Evaluation Criteria

Policy Measures

Effectiveness at Achieving the Policy Goal

CostOverall

Benefits to the Force

Feasibility Time

Horizon*

External OversightModerate to High:

holds internal affairs more accountable

Low: not a prohibitive

factor

Moderate: improved

accountability and public

image

Lowest: will be very difficult to

implement

Short toMedium-term

Support Networks for Women Officers

Low to Moderate: morale and

confidence of female officers

Lowest: role for civil society

groups

Lowest: little effect on rest of

force

Neutral: low priority, but not

costly or controversial

Short to Medium-term

Strengthening of Existing Enforcement Mechanisms

Moderate: necessary but not sufficient

Moderate: with some variation

Moderate: internal

discipline

Low: major reform needed, but many other

priorities

Medium to Long-term

Gender Discrimination and Sexual Harassment

Training

Moderate: education and awareness

Moderate: depends on extent of program

Moderate:more educated and respectful

force

Low: a major and potentially unpopular

change

Short to Medium-term

ProfessionalizationLow to Moderate:

indirect impactHighest: major

financial commitment

Highest: positive

transformation of entire force

High: process already in motion

Long-term

Greater Integration and Promotion of Female Officers

Low toModerate: equality

of opportunity

Moderate: higher training costs, but better

retention

Moderate: unique skills

and abilities of female officers

Low: not a top priority, current lack of female

leadership

Long-term

Recommendations

Three distinct stages:Immediate measuresMedium-term policiesLong-term goals

Immediate Measures

Establish a policyPromote the policyStart a support networkEnhance external oversight

Medium-Term Policies

Train supervisorsTrain the entire forceStart a mentorship programStrengthen reporting and investigation

mechanisms

Long-Term Goals

Recruit and promote more womenContinue professionalization

Thank you for your attention.

Questions?