Hanim Tugba Ozbas
Photo left: In the eariy days...
"edinic" background and a lighdy coloured sldn. I made
HANIM TUGBA OZBAS
it a sport to answer tiiat question with my motiier is from
Indonesia (former Dutch colony) and my father...
T U R K I S H NATIONAL POLICE
Ll my search for new fiinding possibilities I got in contact
FOREIGN RELATIONS D E P A R T M E N T
witii tiie NPI (Dutch National Police Instimte). They frilly
GENERAL BOARD MEMBER
endorsed and understood die value of such extensive
network. Witii tiieir help I could bring the precarious situation ofENP under ± e attention of the Dutch Council
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?
a significant contribution by the registration of two South
And see here I am the lucl<y one with a somewhat
African policewomen. Anotiier field which needed my
21 I ENP.NL
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
information on gender mainstreaming. Looking back on this period it was a truly and liighly
dynamic one and overtaldng my life.
In 2005 die Dutch Council of Chief Constables decided not to continue their financial support, which again
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
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.
Mary Ann Gallee ENP as I consider die ENP as a valuable network to
MARY A N N GALLEE
actively contribute to die needed positive changes within
die EU-police services.
REGION POLICETHE HAGUE
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
GENERAL BOARD MEMBER
my career and working life anotiier dimension by
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
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
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
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
(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""""""" •••••
••••• ••••• • •••••• ••••• E U R O P E A N DIVBffiSETY IM POlJECiNiQii •••«
23 I ENP.NL
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
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.
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
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
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
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
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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
Illustrations left: Addressing to the importance of Equality especially on the longterm.
Lola Perez Iribarne Viscious circle
dramatically changed over the years, die gender question
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
organisation, tiie police, is aware ofwhat it means to mn
and die economic crisis has hit hard. All the strategies
SPAIN NATIONAL POLICE
a European private organisation, witii a 端remendous time
of gender mainstreaming including gender budgeting
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
if a meeting has to be postponed or if there are some
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
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
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
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
in JVIadrid and Tirana. More should be following.
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
in the total numbers but still there's a long way to go...
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
legislation there was a 'Working Group for Equality'
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
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
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 ' ) .
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
issues diroughout the country - all police officers.
These representatives are called for meetings periodically
T H E DEPUTY HEAD O F T H E FEDERAL POLICE DEPARTMENT
guarantee die information flow from bodi
'top-down' and 'bottom-up'.
BORN 13TH MAY
ELSENSTADT A N D AFTER T H A T S H E WAS THE
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,
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
like an association since the established working group
by law provided well-founded options for effective and
efficient networking. The strucmres of the working
group within the pohce organisation allow the use
of internal resources and logistics. Therefore it is not
MATCHES),THE COOPERATION A N D COORDINATION
necessary to ask for individual membership (or fees)
or to search for sponsoring for specific activities.
All necessary measures and activities regarding gender
mainstreaming are covered and financed by the Minisdy
oflnterior. This apphes also for die participation in ENP! 29 I ENP.NL
zoos S H E
S P E N T H A L F A Y E A R IN T H E
OF T H E COORDINATION AND
INSTITUTIONS OF T H E IN
POLICE BASIC A N D
(PARTLY W I T H
EXECUTIVE BOARD MEETINGS. FOUR YEARS A G O S H E R E C O M M E N D E D SECONDMENT
FUNCTION. ALL EXPENDITURES RESULTING FROM T H E A U S T R I A N
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
WITH T H E VIENNA
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
A D M I N I S T R A T I O N (TYPIST) I N T H E MINISTRY O F
O V E R T H E YEARS S H E M A N A G E D
T O M A K E IT A L L T H E W A Y U P T O
T H E M A N A G E M E N T (LEADERSHIP)
OF TRAFFIC FOOTBALL
S E C U R I T Y - A N D TRAFFIC POLICE
BY T H E M I N I S T R Y O F I N T E R I O R
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
TO A POLICE OFFICER A N D HAS A D A U G H T E R .
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
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
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:
gender-roles, hi connection witii the female socialisation
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.
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
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