Issuu on Google+

GET ACQUAINTED:

Hanim Tugba Ozbas

Photo left: In the eariy days...

"edinic" background and a lighdy coloured sldn. I made

NAME:

HANIM TUGBA OZBAS

it a sport to answer tiiat question with my motiier is from

COUNTRY:

TURKEY

Indonesia (former Dutch colony) and my father...

ORGANISATION:

T U R K I S H NATIONAL POLICE

RANK:

INSPECTOR

Ll my search for new fiinding possibilities I got in contact

PRESENT FUNCTION:

FOREIGN RELATIONS D E P A R T M E N T

witii tiie NPI (Dutch National Police Instimte). They frilly

ENP FUNCTION:

GENERAL BOARD MEMBER

endorsed and understood die value of such extensive

PRIVATE:

MARRIED

network. Witii tiieir help I could bring the precarious situation ofENP under ± e attention of the Dutch Council

Career:

of Chief constables. In May 2001 they approved the

In 2002 she graduated from Police Academy. Where after she worked for a period

business plan and decided to financial support the ENP

of two years in a Police Station in Konya followed by another two years in Istanbul.

for in total a 4 years period.

At present Hanim is worldng for the General Directorate of Turldsh National Police at Foreign Relations Department/ Intemational Organizations Division. Tliis department

Anotiier important factor for the continuation of ENP

enables die attendance of Turldsh Police Officers to the intemational conferences,

was die Swedish contribution. The Swedish police fiilly

meetings, seminars, workshops etc. and also organize the international conferences,

exempted Anna-Lena Earth as ENP president for an

meetings etc. in Turkey.

additional period of two years (till 2003). Apart from this £ackgroi:nd

they also covered the needed budget to effectively

At tliat time Jolanda van de Streek District Chief at tiie

perform tiie presidency fiinction.

Copenhagen Denmark and Stavern Norway). Dutch

Police organisation Rotterdam-Rijnmond was vice

police organisations (IPO, Rotterdam Rijnmond,

president of the ENP. She introduced me wiüiin die

Magazine & Website

The Hague) made additional financial contributions to

Dutch police organisations and believe me the first

The ENP was back in business again and finally able to

lower dietiiresholdfor the participation ofpolicewomen

meeting I attended gave me the feeling that all

focus on its core business. In that period die ENP

from east European countries.

participants were coming from another planet.

organized different international conferences (Madrid,

Besides I extended the ENP training programme by

I needed to get used to all the abbreviations. I also noticed

Sarajevo, Italy) and trainings for women in the police.

developing a new international 5-days training to meet

tiiat you are approached differentiy when working in

The Career Development seminars were for the first

the needs ofwomen already in managerial positions, the

an executive or administrative ftmction. Many times I

time held outside the Dutch borders, in Legionowo

Management TooEdL The Dutch police union ACP made

was asked; what is your background?

Poland,

Zurich

a significant contribution by the registration of two South

And see here I am the lucl<y one with a somewhat

Switzerland,Tallinn

Hungary,

African policewomen. Anotiier field which needed my

21 I ENP.NL

Sarajevo

Bosnia-Herzogovina, Estonia,

Budapest


JUNE

2 003

NO.2

ENPNEWSlj ENP EUROPEAN NETWORK OF P O L I C E W O M E N

focus was the ENP magazine and die ENP Website.

I always say; Effective networking is based on in- and

The results; a comprehensive magazine and a new

output. Before getting something out you need to make

designed

an input.

website

providing truly

international

information on gender mainstreaming. Looking back on this period it was a truly and liighly

Preservation

dynamic one and overtaldng my life.

In 2005 die Dutch Council of Chief Constables decided not to continue their financial support, which again

22 ENP.NL

Endorsement

shook the network to its foundation. Anotiier period of

But what about die never ending story;tiieM l European

reorganisation, personnel could no longer be employed

financial endorsement of die network; I started a Euro-

and all activities needed to be limited.

pean endorsement offensive. The tiien Dutch Minister of

It was now Austria who offered stability to the network.

Interior and Kingdomrelatios Mr. K. de Vries gave a

They seconded for a two years period Erika Wietinger as

helping hand by addressing directiy to his colleagues in

President to the ENP head office in Amersfoort die

Europe witii the request to financial support the network.

Netiieriands. In 2007. Erika was re-elected and her

At the same time the former Region Chief of tiie

organisation fiilly supported her to continue this

Hague [Haaglanden) Mr. Wiarda approached die Heads

fiinction but now from Vienna.

of the European police organisations with the same

As for me; dirough the dien interim manager of the

request. In order to sustain the network a conttibution

LECD (Dutch National Expertise Centre of Diversity)

women witiiin die Dutch poUce; Competence Self

of € 10.000,- per country was required. The outcome,

I was introduced to the new director of this organisation,

Management; a bridge to Leadership.

only a few European countries replied positively

Chief Constable Bert Poeiert. He offered me die port-

My career was given another turn as I was offered tiie

and the other countries/police organisations the

folio Gender mainstreaming both on a national and

possibility to make another European footprint;

sound of silence!!!

international level. This implied that I partiy could

Incidents and developments in Europe showed the

continue working for die ENP.

greater need of European cooperation in die field of

For me this is a paradox, witiiin ENP all 27 EU-countries

On national level I shaped and organised tiie conference

Interculturalism. Therefore the LECD took the initiative

are represented. The number of representatives is even

"Women to the PoliceTop". This conference was

to set-up a European support group on Diversity and

liigher as some coun&ies have several police organisations.

attended by more then 300 pohcewomen. It resulted in

pan-cultural professionalism. This resulted in the

Apparentiy die police organisations

value their

tiie Meervaart Protocol, die note "Met Méér Vaart

establishment of the support group EDPOL (European

representation witiiin die network but are not willing to

Vrouwen naar de Politietop" and the practical brochure

Diversity in Policing). At present I am the project-

invest in preserving die network and its activities.

Met Gender Wijzer. Next to tiiis I set up tiie draining for

manager to tills project But I am still involved witiiin

Photo: The ENP magazine in 2003.


GET ACQUAINTED:

Mary Ann Gallee ENP as I consider die ENP as a valuable network to

NAME:

MARY A N N GALLEE

actively contribute to die needed positive changes within

COUNTRY:

NETHERLANDS

die EU-police services.

ORGANISATION:

REGION POLICETHE HAGUE

RANK:

INSPECTOR

What the last almost ten years brought me.>

P R E S E N T F U N C T I O N : C H I E F O F T H E C O M M U N I T Y P O L I C I N G U N I T IN T H E CITY O F Z O E T E R M E E R .

No longer only straining afterfinancialprofits but giving

ENP FUNCTION:

GENERAL BOARD MEMBER

my career and working life anotiier dimension by

PRIVATE:

M A R R I E D , T W O FANTASTIC S O N S

inserting die social component. Moreover I met many , interesting people across Europe, set-up a wide valuable

Career:

European network and even more important I made

In 1977 she entered die police organization, graduated from tiie police academy and started as a pattol officer in The Hague.

friends for life.

The next steps in her career; police community officer, detective of a Criminal Investigations Unit, senior officer, team commander of a Basic

I never expected that the police is so dynamic witii such

Unit and now a day's chief of a Community Policing Unit. Besides her work she is studying Business Administration.

ramified working area. In today's globalized world

Jobs motivation:

international collaboration is indispensable, as no single

Managing a team carrying out die police duties directiy connected with die safety and security of the citizens.

country can no longer tackle safety problems alone.

Operating at the heart of die community together witii external partners.

It is enriching to contribute to die effectiveness of

Her view on ENP:

the police. Frankly I can not imagine my life without the

In die twenty years of its existence ENP stimulated and supported many police women. Apartfrom± a t the ENP is a booster for many policewomen

police anymore!

and European police organizations to establish their national female networks. Besides that, it is the ENP who is bringing the European policewomen and dieir networks together, even on a global scale. Moreover die ENP continuously contributes to fiirtiier professionalization of

Anita Wieman-Hesterman is also:

botii policewomen and their organizations. ENP organized many international conferences and every year a career development training for

- Policy Aduisor LECD Portfolio International cooperation

female upcoming managers. For her the ENP is a key to exchange best practices on diversity- and policing issues witii otitier countries in en outside

- Project-Manager EDPOL

Europe.

(support c)roup European Diuersity in Polidng) Her dp: "In most of the European countries the management teams mithin the police organizations are still male dominated. Being a policcujoman in a management position ^

H

H H""""""" •••••

••••• ••••• • •••••• ••••• E U R O P E A N DIVBffiSETY IM POlJECiNiQii •••«

23 I ENP.NL

••••••••••••••••••I

herself, she is the opinion that women holding such positions are obliged to support other upcoming Jemale qflicers in their career. Her appeal to policewomen in the beginning ojtheir career don't hesitate and take that step!"


A man among woman

EENP

UROPEAN NETWORK F POLICEWOMEN

by Mans Enqvist - Detective Chief Inspector National Bureau of Investigation, Turku Living in Finland yeari997 where w/omen had been

When I then saw the vacancy notice on our

given the right to vote as the third country in the world,

intranet where the Police OfSce in the Ministry oflnterior

where abortion was legal, were sunbathingtopless

was seeldng for a "secretary" to be placed in die

didn't wake any debate and where you had longtime

Secretariat of die Network of Police Women, I saw die

since got used to see women in police uniform, you

opportunity more as an "experience abroad" then as a

thought that equal opportunities was a matter-of-course.

"mission to fight for someone's rights".

In that perspective you saw women engaged in gender

To my surprise I was elected. Naturally this caused some

equality issues purely as 'feminists hating men'.

laughter among my colleagues and tiiere was more dien

I admit that I had myself a somewhat glorified picture

one who suggested diat I should purchase a sldrL

of the prevailing situation. I had been worlcingwithin

The selection was even noticed by the press where tiiey

the police 15 years and had 'fought' alongside with my

were speculating "how they will react in the Netiieriands

female colleagues 'side by side' with the same pay since

when they find out tiiatMans is a man's name...".

I had become a cop. I thought that the situation couldn't be better.

It wasn't before I had been selected tiiat I was told what my task would be; malce a report about tiie simation of police women in EU countries and Norway, Switzeriand and Iceland! All that in three months time. This would then be used as background information when die first Equal Oppormnities Plan fortiieFinnish Police would be drafted! Thank God I'm not easily scared.

24 I ENP.NL

Off I went by train directiy to Amersfoort where I was met

Seek the answers

by representatives from the ENP Secretariat. Waiting for

Working together witii die ENP staff Trudy Manders,

metiieyhad time to imagine what land of man I would be.

Francie van de Beek and Els de Bruin as well as with the

Maybe a "droublemaldng, drunlc and fat police officer"

otiier "foreign project worker" Karina Giitges from

that would be of a less problem being in die Netiieriands

Germany, opened my eyes. I was bombarded with

tiien back in the home force. If tiiey had Âąought tiiat -

questions concerning the simation in Finland and I had

tiiey were vwcong! But so was I - completely wrong!

constantiy to seek the answers from my female

About the situation of police women back home, Âą a t is.

colleagues in Finland even though it required several


long distance calls. I had thought that I was representing

work die only option in the Netherlands to have a

the perfect police service, but now I got to loiow about

career. I found several similar examples during my work.

all the un-appropriate tteatment including direct sexual harassments my female colleagues had experienced.

Mixed feelings

Yes, I felt embarrassed.

Well, it wasn't all aboutwork. All in all my stay widi ENP became a lifetime experience. I had to forget die warm

A good start

lunches I was used to having back home. Instead we

In spite of the tight schedule and the demanding task,

all sat down together in the office having sandwiches

I managed to finalize tiie work during my stay, much

we made out of the fresh bread and good cheese that

thanks to the assistance I got from the ENP staff. Due

was bought in a nearby shop, ending Âą e lunch witii

to die fact that ENP had been collecting information for

"chocolate mice" on top of a cracker.

die tti-annually published Facts, Figures and General

It was widi mbced feelings I left ENP after such an

Information and thanlcs to the wide variety of available

overwhelming experience. Well, naturally I got to loiow

fact literamre, I got a good start whilst waiting for die

all die lovely people in the ENP Secretariat diat I later met

answers from die questionnaire I sent around to different

during the fifili bi-annual European Policewomen's

ministries using die ENP mailing list. Putting it

Conference in Finland 1998, but above all, it opened my

all together I learnt a lot - b o Âą tiie similarities as well

eyes and made me more aware of the simation ui my own

as the differences of our problems - but above all - the

police service.

difficulties in comparingtiieprevailing simation around

This experience enabled me to be a better chief whilst

in the studied countries.

running the CLD in Tumnmaa PD die last diree years.

Fighting for Equal Opportunities had different emphasis

The "research-report" was also a "lack off' for my

in different police forces due to different societies.

desire for research and I'm just about to finalize my

E.g. it took me some time to understand why the sttive

Doctoral Thesis. Well, a lot has happened since 1997, but

for half-day work was so important for the Dutch Police

much of the problems remain as it was revealed in a

in order to combine having family with a career at the

research lastyear about die poUce women's simation in

same time, as diat oppormnity wasn't that popular in

Finland. It shows that the work of ENP and local Police

Finland (although it did exist). That's because the

Women's Associations are today as unportant as it was

inexpensive communal Idndergartens in Finland enabled

12 years ago.

you to work fiill day whilst die lack of it made half-day 25 I ENP.NL


...that's it!

iENP El Ol

EUROPEAN NETWORK OFP O L I C E W O M E N

by Erika Wietinger, Colonel - ENP President (2006 - 2009) I am a police officer for almost 2 4 years now - it was

And I must have done something right during

an eventful time! In November 20051 was elected for ENP

my first fiinction period since. I was re-elected for

president and the Austrian Ministry oflnterior agreed to

president in 2007. The last two years I was practising tiiis

a secondment to the Head Office of the European

function in my ofBce in Vienna which made it even more

Networic of Policewomen (ENP) in Amersfoort, The Netherlands, for a period of two years.

T N P EDITORIAL

,1

stressfiil and complicated. I did not exactiy know what to expect with this new

E N P INFORMATION

challenge when I arrived in die Netiieriands. I found the

90 years-The Lithuania

Head OfBce witii one person, Anita, who is die secretary

The Ulhuanlin politemti Ihc 90th innlvmjiry o( Iti eiUbliihmtnt poilfig new thJllmsc*

Uv\u-i ITKHHV <iii-<h>-< 11 •••Iw |<rr<-niv-l (iwi.l

.n.rl'iii^i-in];1li.- i-T.>ci..i>iii.f'.<• IIK .ITM l-t'"'>ii .idti.- •••iH.-nMnii JITW—.11i'IIB-I'jiluiiB-i IlK K-inihlH-i-lliiriiijiiLi H^jn-iiii|>T«nnalhr

|«ilKr.>ll>irr>

and policy advisor of the organisation. At that point I'd like to ± a n k her for her moral support and professional advice it made die start a bit easier for me since she is the 'living memory' of the ENP. Trying to get into die job as quick as possible I figured out ± a t the strucmres don't make it easy to move and don't leave much space: tiie ENP is a foundation under Dutch law and is a Non-Profit-Organisation. As die principle of a foundation is tiiat tiiere are well-minded and committed parmers that are financing the organisation and we do die job, I though, welltiiereare 28 police organisations represented in the General Board - we should have an appropriate budget to follow our mission. Very soon I've figured out that I was completely wrong - hardly any oftiiemwere financially contributing! How to work and to move forward witii aridiculouslylow

26 I ENP.NL

budget? What about all tiie plans and intentions we have

establishment of new and helpfiil contacts as well as in

to contribute to a safe Europe and to professionalize

maintaining existing contacts.

policewomen and police organisations?

I was travelling all over Europe and met with Ministers

I've spent many tiiouglits and hours of workingtimein

and Police Chiefs in order to improve die overall

developing a business plan, new strategy papers and the

simation.


Illustrations left: Addressing to the importance of Equality especially on the longterm.

GET ACQUAINTED:

Lola Perez Iribarne Viscious circle

dramatically changed over the years, die gender question

NAME:

LOLA P E R E Z IRIBARNE

I believe that hardly any of us, worldng in a governmental

is very often considered to be already discussed to its ends

COUNTRY:

SPAIN

organisation, tiie police, is aware ofwhat it means to mn

and die economic crisis has hit hard. All the strategies

ORGANISATION:

SPAIN NATIONAL POLICE

a European private organisation, witii a 端remendous time

of gender mainstreaming including gender budgeting

RANK:

C H I E F INSPECTOR

pressure and the insecurity of having an appropriate

- honestiy, where does your 'red pen' strilce first?

PRESENT FUNCTION: CHIEF O F T H E T R A F F I C K I N G O F H U M A N BEINGS UNIT A N D FOREIGNERS/

budget the next year. In our daily job we don't really care

BORDERS AREA

if a meeting has to be postponed or if there are some

European diversity

ENP FUNCTION:

EXECUTIVE B O A R D M E M B E R

unsolved issues after the meeting - we just schedule the

In my 24 year of service I faced multiple challenges I dealt

PRIVATE:

MARRIED

next meeting! The ENP Executive Board, which is the

witii successfiilly! One of tiie biggest challenges I took

responsible body for die daily management, can meet

on was die ENP presidency. However it was valuable but

Career:

four times a year. What isn't done in diese meetings can

oftenfiustratingexperiences I could malce during the last

She joined die organization in 1980

be done at earliest in tiiree montii! The General Board is

four years! Standing up for professionalizing police

Job's motivation:

tiie decision taldng body and meets twice a year. So what

organisations by empowering women, balancing the

To be a police officer means to sacrifice your life for the odiers, to protect people and

if an important decision has to be taken right NOW?

numbers and providing equal career oppormnities

act widi professionalism.

It needs a lot of well strucmred and consequent email

widiin the police I was experiencing resistance,

communication and it tal<es a lot of time.

ignorance and even hostility, but also tremendous

development and achievements over die years. I thank

How to break tills vicious circle of'we will invest in you

support and friendship. I've got the oppormnity of

the individual board members for dieir efforts, support,

if we see progress and results'...but we do not have the.

learning about otiier police organisations, their

loyalty and friendship.

financial means of moving forward, of performing as we

stmcmres and policies and about the simation of

I am leaving with the conviction that there is still a lot

wish we could, of showing tiie requested results?

policewomen in Europe. I have learned about the

to be done in the field of gender equality and diversity.

How fiin and how efficient is it to spend the majority of

different levels of development with regards to gender

I am convinced that an organization lilce the European

worldng hours on tiioughts how to raise tiie money to at

equality and about different culmres and customs

Network ofPolicewomen or any national female network

least cover housing and office costs not to talk about

- so I have seen European diversity and I am grateftil for

does have more than a right of existence - it is still

raising the budget for activities instead of performing

tiiat! I have met many interesting people and made many

necessary for the professionalization and development

and setting activities?

friends - and some enemies! But tihere is a saying:

of police organisations for their own benefits and the

There were better times for the ENP when the

'The success of a man is compared witii the numbers of

good for the communities we serve!

organization was in the position of having personnel

his enemies!' I suppose this applies for a woman as well.

But I am leaving the office also with the positive feeling

deployed in die Head Office for die daily management

Itiiankall the friends and supporters of the ENP and our

that the ENP has achieved a lot over the past 20 years

and had an appropriate budget to work widi. Times have

member organisations who have contributed to the

and tiiat die ENP will go on witii its mission!

27 I ENP.NL


History of Austrian policewomen

I ENP EUROPEAN NETWORK El o

OF P O L I C E W O M E N

by Sibylle Geiszler, Ministerialratin - ENP General Board member At present there are about 23.500 sworn police officers

Up until 2006 Austtia had two poUce services -

worldng in Austria whereof approximately 12 % are female

the Federal Police and die Gendarmerie. Since 1945

entered the CID service in 1984. It took almost 50 years

The very first policewoman, Dr. Anna Vogel, started with the

women are represented in die Federal Police. They

before the first equivalent police basic training was

Viennese Police in the Juvenile Crime Department.

started in criminal investigation and administration.

offered to women!

She studied law and graduated and made it all the way

Attiieso called 'Sicherheitswache' (security guard), which

up to the rank of a 'Colonel'. Unfortunately her biography

was the uniformed police, in 1965 Âą e first training for

1990 was the milestone in recruiting and hiring

and stoiy was never put on paper. 1 had the pleasure of

female police officers (54) was introduced. Literesting to

pohcewomen - since tiien the entry, education, employ-

laiowing her since she was my very first criminology

loiow they were not allowed to carry weapons and were

ment and payment is equal to their male colleagues!

teacher when I attended the basic training in 1986.

only employed for 'static traffic' control (parking

Later woraen were also hued for border control. Over tiie

offenders). The few of tiiem who didn't leave the police

years ffiose woraen have got ffie oppormnity to go

ended up in administrative duties after a couple ofyears.

tiirough an extended police training in order to become a 'fiill' police officer.

In 1971 the Austtian police

Nowadays woraen are employed in all areas of policing,,

started hiring so called

tiiey participate in international police missions, they are

'Politessen' again for the

dog handlers, are teaching in police training centres and

control of parking offen-

tiiey are in tiie motorcycle squad. So far only one woman

ders. In die beginning of

is employed witii the SWAT unit 'COBRA', one as

the 80's tiiere were 200

helicopter pilot and two as liaison officers to EUROPOL

'Politessen'

in JVIadrid and Tirana. More should be following.

employed.

In the 80's as a rule the duties for policewomen

The portion of woraen in poUce is climbing - slowly but

(employed with the CID)

steadily! hi basic training you find classes witii up to 40 %

were limited on cases

women as new recmits. Sooner or later tills will rairroi

involving

in the total numbers but still there's a long way to go...

woraen

and

children as the investiga-

28 I ENP.NL

tion of sexual crime, as-

The National Network

sault and battery cases. In

The Austrian ,national network' is based on tiie 'Federal

die former 'Gendarmerie'

Equality Act' launched in 1996. According to this

the

legislation there was a 'Working Group for Equality'

very

first

women


GET ACQUAINTED:

Mag. Marlies Raser-Menhart

Sibylle Geiszler S I N C E 1 9 9 6 S I B Y L L E G E I S Z L E R IS E N P WORKING

GROUP

B O A R D M E M B E R . S H E IS A L S O T H E C H A I R W O M A N

FOR EQUALITY SINCE 1997.

S H E IS R E S P O N S I B L E

FORTHE

OFTHE

INTERNATIONAL

P A R T I C I P A T I O N O F A U S T R I A N P O L I C E W O M E N IN I A W P C O N F E R E N C E S A N D A L L E N P A C T I V I T I E S . IN 1 9 9 7 S H E O R G A N I S E D T H E F I R S T I N T E R N A T I O N A L P O L I C E W O M E N C O N F E R E N C E IN A U S T R I A ,

established wi±in the Ministry oflnterior. A system of.,

M A G . MARLIES RASER-MENHART,

so called 'Equality Commissioners', 12 in total for all

IS H O L D I N G A M A S T E R D E G R E E I N L A W ( ' M A G I S T R A l U R I S ' ) .

GENDER

regions in Austria, was set up. In addition tiiere are

S H E S T A R T E D W O R K I N G A S A P O L I C E O F F I C E R IN 1 9 9 5 . I N

AS W E L L AS S E V E R A L E N P

61 'Contact Women' appointed deaUng with equality

2 0 0 4 S H E M O V E D TO T H E MINISTRY O F INTERIOR

THE

issues diroughout the country - all police officers.

KING

These representatives are called for meetings periodically

IN2005SHETEMPORARILYTOOKONTHEASSIGNMENTAS

and

T H E DEPUTY HEAD O F T H E FEDERAL POLICE DEPARTMENT

guarantee die information flow from bodi

'top-down' and 'bottom-up'.

AT

THE

HUMAN

BORN 13TH MAY

RESOURCE

ELSENSTADT A N D AFTER T H A T S H E WAS THE

CRIMINAL

INTELLIGENCE

1977,

A N D F R O M T H E N N U M E R O U S N A T I O N A L W O R K S H O P S O N E M P O W E R M E N T O F W O M E N , EQUALITY,

WOR-

DEPARTMENT.

-

EUROPOL

When Austria joined the ENP in 1997 the chairwoman

N A T I O N A L U N I T IN

of the working group didn't see the necessity of

H A G U E , N E T H E R U ^ N D S , AS T H E H E A D O F T H E A U S T R I A N

establishing a national ENP network based on stmcmres

LIAISON

like an association since the established working group

ASSIGNED

by law provided well-founded options for effective and

VIENNA,

efficient networking. The strucmres of the working

IN

group within the pohce organisation allow the use

CONTROLS

of internal resources and logistics. Therefore it is not

MATCHES),THE COOPERATION A N D COORDINATION

necessary to ask for individual membership (or fees)

OTHER

or to search for sponsoring for specific activities.

ACTION

All necessary measures and activities regarding gender

TRAINER

mainstreaming are covered and financed by the Minisdy

TRAINING.

oflnterior. This apphes also for die participation in ENP! 29 I ENP.NL

zoos S H E

BUREAU

AT

TO THE

S P E N T H A L F A Y E A R IN T H E

EUROPOL.

FEDERAL

SINCE

POLICE

2008

OF T H E COORDINATION AND

SPECIAL

INSTITUTIONS OF T H E IN

AND

ACTIONS

THE

RESPONSIBLE

POLICE BASIC A N D

(PARTLY W I T H

INTERNATIONAL

EXECUTIVE BOARD MEETINGS. FOUR YEARS A G O S H E R E C O M M E N D E D SECONDMENT

OF

ERIKA

WIETINGER

FUNCTION. ALL EXPENDITURES RESULTING FROM T H E A U S T R I A N

FOR

THE

ENP

PRESIDENT

PRESIDENCY WERE COVERED

F O R T H E ENTIRE PERIOD O F FOUR YEARS.

S I B Y L L E G E I S Z L E R S T A R T E D H E R C A R E E R IN 1 9 7 5 ANDWAS

PARTICIPATION)

WITH T H E VIENNA

POLICE

DIRECTORATE

W O R K I N G A S A ' P O L I T E S S E ' F O R F O U R Y E A R S . IN 1 9 7 9 S H E S T A R T E D W O R K I N G

IN

A D M I N I S T R A T I O N (TYPIST) I N T H E MINISTRY O F

INTERIOR.

IS

O V E R T H E YEARS S H E M A N A G E D

DEPARTMENT

OF

T O M A K E IT A L L T H E W A Y U P T O

DEPARTMENT,

T H E M A N A G E M E N T (LEADERSHIP)

AND (E.G.

OF TRAFFIC FOOTBALL

SUPERVISION UNIT.

AND

DIVERSITY

SHE

S E C U R I T Y - A N D TRAFFIC POLICE

CHARGE

NOMINATION

AND

BY T H E M I N I S T R Y O F I N T E R I O R

DEPLOYED WITH

SERVICE

MAINSTREAMING

BESIDES

WITH

OF

ALL

SHE

IS

MIDDLE M A N A G E M E N T

L E V E L A N D S H E IS N O W T H E H E A D OF AN

OPERATIVE UNIT

FEDERAL

AGENCY

PROTECTION TERRORISM.

FOR

AND SHE

IN

STATE

COUNTER IS

MARRIED

TO A POLICE OFFICER A N D HAS A D A U G H T E R .

THE

SHE


Two way process for achieving positive change

ENP UROPEAN NETWORK F POLICEWOMEN

The International Career Development Seminar Susanne Thalheim is a liiglily qualified

each otiier, stereotyping, the prevailing views, standards

and experienced mentor and trainer.

T O my opinion tlie career-development-seminar forms

and expectations about women and men. Women are

She supervised seven International Career Development

an important step in a policewoman's life. It is

extra visible witiiin a male dominated organisation: as

trainings ofthe ENP in different European countries

addressing to her fiirther career, her

'tokens' tiiey atttact extra attention.

(Poland, Bosnia-Herzogovina, Estonia, Switzeriand,

work-life-balance and moreover giving die possibility to

Hungary, Denmark and Norway).

exchange experiences as a female officer within the

Career Development Seminar

Police service on an international level.

The Career Development Seminar gives women tiie

Altiiough

a consensus witiiin police

chance to breal< tiirough certain acquired patterns and

organisations, that women are desired in leading and

to develop strategies for change. Insight and skills are

specialised fiinctions, Âąey still are underrepresented and

needed for career planning and women can use botii to

have to deal witii tiie specific simation to be a female

shape dieir life-career in a strategic way. When women

witiiin a male dominated environment. All over Europe

learn how to improve die consciousness about - and the

die police is still mainly managed by men.

presentation of - their qualities and needs, organisations

In general, women's career differ firom men's careers.

will acquire a better insight on their available quality

A number of surveys indicate, that women advance

potential. That is why the policy- instrument "Career

through the organisation less quickly than men.

Development" is beneficial for both the employees and

Still more women than men have to make choices

tiie organisation.

concerning the combination of career and family and

Also the international character of this seminar is

have to deal witii society's views and prejudices about

of added value: Although the participants are having

In this article she is reviewing those trainings and moreover is giving some valuable recommendations.

30 I ENP.NL

Career development, just for policewomen:

there is

personal

gender-roles, hi connection witii the female socialisation

different

women often set very high demands for themselves,

education and the very specific simation in theii

being one of die reasons why they are too reserved in

professional en private environment, Âąey acmally havt

tiieir own presentation.

many

On tiie otiier hand police-organisations often fail to give

Experiences show that tiiere is a great need for muma

women tiie oppormnity to both fiilly develop and/or

support and exchange of information about policy anc

unfold tiieir capacities. In tiiis both tiie stmcmres and die

best-practices within the various countries.

culmre witiiin die organisations are hereby significant

The networldng during and after the seminar is an idea

backgrounds

experiences

and

concerning

questions

socialisation

in

common

ie: tiie hierarchy, tasks which are supposed to be more

form to achieve this, enabling the participants to dea

suitable or unsuitable for women, tiie way people treat

with personal goals as well as to get more influence on tii


20 Years QTE (part 3)