This article presents strategies for enhancing law enforcement recruitment websites that target the details deterring women from considering policing as a career.
Table of Contents
- Introduction
- Guidance for Law Enforcement Agencies
- Family-Friendly Policies and Practices
- Reducing Bias in Physical Fitness Tests
- Communicating Progress and Changes
- Principles for Recruitment Websites
- Key Barriers to Law Enforcement Careers
- Downloadable Guide
Introduction
This document serves as a guidance for law enforcement agencies as they rethink how they present themselves to potential recruits, with the specific goal of recommending strategies that will increase the recruitment of women into policing careers.
Guidance for Law Enforcement Agencies
The guidance includes advice on the development and implementation of family-friendly policies and practices, and reducing bias found in many traditional physical fitness tests.
Family-Friendly Policies and Practices
Highlighting the importance of effectively communicating progress and changes that have already been implemented by police in addressing issues that discourage women from police careers.
Reducing Bias in Physical Fitness Tests
The article lists five principles that should guide an agency’s recruitment website as well as seven key barriers that dissuade applicants from pursuing law enforcement careers.
Communicating Progress and Changes
The article also includes a recently released, downloadable guide with instructions and examples on how to address each of those challenges.
Principles for Recruitment Websites
Details on the principles that should guide an agency’s recruitment website to attract more women into policing careers.
Key Barriers to Law Enforcement Careers
An overview of the seven key barriers that discourage applicants from pursuing law enforcement careers.
Downloadable Guide
Information on the downloadable guide with instructions and examples on addressing challenges in law enforcement recruitment.
Source: Office of Justice Programs
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