20 Years Quality Through Equality

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

4 I ENP.IML

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

5 I ENP.NL

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."

6 I ENP.NL

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".

7 I ENP.NL

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 •ƒ 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).

9 I ENP.NL

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 üieir 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

ID ENP.NL

_ leadership. To benefit from all its employees, police

organisations should establish a balance by having

mixed teams at each level of the organisation.

In addition, by having women on decision maldng levels

will also mean diat they flmction as a role model.

Public perceptions of police will also alter i f the rate of

women in executive functions is at least 25%, as women

use other competencies. Mixed teams in executive

functions will contribute to a more effective police

organisation, with more flexibility, and different

leadership styles.

This shows that die representation ofwomen in all levels

of the organisation is a business issue. Therefore it is

undoubtedly an important tool for police organisations

to fulfil their tasks in the most effective and professional

way and to function as a respectable European police

organisation.

Safe-guarding and improve position ofwomen

Finally, the position ofwomen still has to be the subject

for improvement in the European countries. This is

applicable for both the "new" and "old" member states

of tiie European Union. Due to the immigration flow of

the traditional orientated population, the position of

women needs not only to be guarded and observed, but

moreover certainly improved.

The Police with its monopoly on power can play a

significant role herein. The emancipation level of a

111 ENP.NL

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

Ann Kate Pedersen

N A M E : A N N KATE P E D E R S E N

C O U N T R Y : D E N M A R K

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

E N P F U N C T I O N : G B - M E M B E R

R A N K : S U P E R I N T E N D E N T

F U N C T I O N : L E A D E R POL ICE STATION

PRIVATE: A N N K A T E IS 5 0 YEARS O L D A N D

H A S T W O S O N S Photo:Ann KetePedereenOeft)and

Susanne Philipson, chair

Danish National Female Network.

Career:

Ann has substantial working experiences, she worked widrin theriot police unit and

criminal investigation department She also worked as specialist in matters around

sexual violence against children and has taught tiie subject.

Her tip:

Now after more than 30 years with women in the Danish police, some progress has been achieved,

but there is still a lon^ way to go before there is real equality. Lau; and ^ood personnel policy will

not be enough, quite jiindamental change in culture and attitudes are necessary and this takes time.

Her aduice to "neui" women in police is that they must toke care to become projiricnt at their profes­

sion and establish a balance within their priuate life. This will make it possible to partidpate in

the cjood and exciting toslö like ; r ' •^^HsP^^HPI^SI'^sS^B

men. Only then they will get . -

JÜ11 respect.

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

countiy is almost measurable on the basis of the number

ofwomen in operational/executive functions. The police,

which ought to reflect its society, could fiinction as a role

model when at least 25% of the persons employed

within ± e operational/ executive functions are female.

The position ofwomen within police organisations is, in

everyway crucial and fundamental for die development

of a professional police service and to safe Europe!

ENP's Strategy and Mission

The ENP was founded on 23rd March 1989. The initial

aim and strategy of tills network is to promote and

empower women and at die same time to stimulate die

European pohce organisations to recruit, retain and to

offer women the necessary career development so that

the number of women in senior management/decision

maldng positions will increase.

E N P ' s credo "QUALITY T H R O U G H EQUALITY"

is translated in its mission, namely:

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

C O N T R I B U T E S T O E N H A N C E T H E Q U A L I T Y A N D

E F F E C T I V E N E S S O F T H E P O L I C E SERVICES I N

E U R O P E BY I N C R E A S I N G T H E N U M B E R O F W O M E N

W I T H I N E V E R Y L E V E L O F T H E P O L I C E A N D L A W

E N F O R C E M E N T O R G A N I S A T I O N S I N E U R O P E .

Aims

The main aim of the E N P is to raise awareness of the

benefit of having more women witiiin die police botii on

operational and management/decision maldng level and

also to empower tiiose women who are already working

within die police and law enforcement organisations.

Aims translated into practice:

- To increase the number of female employees in general,

wi± a special focus on senior management positions,

- To raise die awareness on tire necessity of tiie

Management of Diversity and Gender Mainstreaming

(platforms - round table meetings, exchange of

best practices)

- Monitoring developments in regard to Gender and

Diversity

- enhancement of career development for women, by

special intemational training - seminars

Focussing on the preservation of autiienticity,

recognition of own competences, building up self

esteem, so tirat women can be leaders in tiieir own right

- professionalism of women (management and

networldng sldlls),

- fiinctioning as an information charmel (site, best

practices intemational conferences seminars etc)

- completion of surveys and research

- stimulation of initiatives for the foundation of national

networks for policewomen

- Reinforcement of die existing national police female

networks by network training

- Custom made support of die existing national police

female networks

- To raise the number of policewomen witiiin Peace

Keeping Missions

Organisational structures

The ENP was founded on 23rd March 1989. Due to

its growth die organisation became a non profit

organisation under Dutch Law in 1994. In 1996 the ENP

was officially granted tiie stams of NGO, which imphes

tiiat the ENP may designate official representatives to die

United Nations to the UN Headquarters in New York as

well as tiie UN offices in Geneva and Vienna.

The ENP acts completely independent of any

Government, political party or group and declares itself

for the fundamental values of all mankind, freedom,

justice and solidarity; in accordance witii die democratic

principles and tiie fundamental rights as laid dovm in die

Universal Declaration of Human Rights.

In conforming witii its constimtion tiie ENP is governed

by a General Board for the general management, the

Executive Board is responsible for the daily management

of the organisation. The Executive Board is hereby

assisted by tiie Head Office located in die Netiieriands.

Both tiie General and Executive board are composed of

representatives from Europe.

The elections for both boards talce place every two years.

On these occasions the organisations diat are already

represented either in tiie General or Executive Board are

approached for nominees. This can result in a renewal

of existing board members or ± e appointment of new

members. In addition to tills, organisations from those

countries that are not yet represented are invited to

nominate representatives for bodi boards. Individual

men or women, with or witiiout die support of tiieir

organisation, can also apply for the fiinction of country

contact person.

12 EN P.N L

EXECUTIVE & GENERAL BOARD 2009 (NOVEMBER) - 2011 EXECUTIVE BOARD Marta Fernandez Barea Patricia Stahl Caroline Pie Maria Dolores Iribarne Perez Karianne Jensen

Vice President Vice President Vice President Liaison Officer Liaison Officer

Spain Sweden Netherlands Spain Norway

Generalitat Catalunya - Mosses D'Esquadra Swedish Police Police Amsterdam-Amstelland Spanish National Police Norwegian Police

POLIS' i

From top to below:

Marta Fernandez Barea

Patricia Stahl (photo not available)

Caroline Pie

GENERAL BOARD and COUNTRY CONTACT PERSONS Sibylle Geissler Marlies Raser-Menhart Gwen Merckx Cecile Rigot Mar ia Nicola idou Ann Kate Pederson Hanne BergstrOm Veronilca Isberg Ines Karu Leena Lukala Monica Storrank Andrea Schaal Ariane Klauer I ldikó Kineses Kriszt ina Hubay Ibolya Csako Maura Lernihan Maria Rosaria D'Andrea Laura Chiesa Ausra Dovydeniene

Jurga Mickiene Tanya Antonova Stephanie Reichert Vivianne Eschenhauer Mary-Ann Gallée Mona Bergseth Walentyna Trzcinska Li'dia de Jesus Janeira Magalhaes Apoloni ja Grobin Helena Tomaceviz Lena Thor Pia Mi i l le r Olivia Derungs Christine Calderoni Tugba Ozbas Jackie Alexander

GB-member Austria Ministry of Interior Deputy GB Austria Ministry of Interior GB-member Belgium Belgian Association of Policewomen GB-member Belgium Federal Police Country Contact Cyprus Cyprus Police GB-member Denmark Danish National Police Deputy GB Denmark Danish National Police GB-member Estonia Estonian Police Board Deputy GB Estonia Estonian Police Board GB-member Finland Ministry of Interior Deputy GB Finland Ministry of Interior GB-member Germany ENP-Germany Deputy GB Germany ENP-Germany GB-member Hungary Hungarian Association of Policewomen Deputy GB Hungary Hungarian Association of Policewomen Country Contact Hungary Hungarian Association of Policewomen GB-member Ireland An Garda Si'ochana GB-member Italy Polizia Municipale Milano GB-member Italy Pol izia Municipale Casalpusterlengo-Somaglia GB-member Lithuania Ministry of Interior, Police Department Deputy-GB Lithuania Ministry of Interior, Police Department Country Contact Latvia Latvian State Police GB-member Luxembourg Grand Ducal Police Deputy GB Luxembourg Grand Ducal Police GB-member Netherlands Police Haaglanden GB-member Norway Police Directorate GB-member Poland Polish Police Chief Commander GB-member Portugal G N R GB-member Slovenia Slovenian Police Deputy GB Slovenia Slovenian Police GB-member Sweden Swedish National Police Board Country Contact Sweden Swedish National Police Board GB-member Switzerland Stadtpolizei Ziir ich Deputy GB Switzerland Stadtpolizei Zi ir ich GB-member Turkey Turkish National Police GB-member U K BAWP

From top to below:

Maria Dolores Iribame Perez

Karianne Jensen

i

ADVISORY & CONSULTIVE BODY Anita Wieman Netherlands LECD

13 I ENP.NL

From a tiny ENP - seed to a beautiful international tree text: Christine Terwiel, tekstbureau Chris Teksten

"During my 28 years in policing I have had the

privilege to undertake so many interesting challenges. Never

hindered by the glass ceiling, 1 have always had the nicest job

of the entire force". She admits that her character has

something to do with it and that the opportunities she has

had, she has had to create herself Above all she is grateful.

"LookatwhatI have had die chance to do: fiirt-

her shape die ENP and having become visible, been

asked to set up the new program "Pohce and Human

Rights" for the Council of Europe in France. Later I was

asked to come back to The Nedierlands to estabhsh the

School for Pohce Leadership of die Pohce Academy and

participate in the Dutch delegation to the Governing

Board of die European Pohce CoUege (CEPOL). Here I

had the oppormnity, together with coUeagues from

France, Sweden and the UK, to develop the action lear­

ning programme TOPSPOC, die TOP Senior Pohce Of­

ficers Course. Later within the Dutch pohce, I was able

to develop interesting and valuable international pro­

grams. As icing on the calce I have been able to realize Pe­

arls in Pohcing. This annual gathering of top level law

enforcement executives from all over the world is my big­

gest dream of building an intensive worldwide network

of senior officers with an interest to malce tills world a

safer place. Peace - Police - Justice are the key words

underlining tiie goals of the Pearls initiative. I feel

privileged again that I am able to serve this kind of

important developments.

Anita Hazenberg, MA, MCM was ENP-Directorfrom iggi till

1997. This period had a strong impact on herfurther career.

Despite the lact that she herself was in noway incommoded

by the glass ceiling, she presently actively contributes in

brealdng down this phenomena. As Intemational Director

of the School for Police Leadership, she is realizingthis by

not only focusing on women and persons with an ethnic

background, but also offeringthesitting"white" men inter­

national career and training perspectives. A personal inter­

view with an energetic policewoman, grateful forthe

wonderful opportunities she has had, and still getting.

Enormous Intemational network

When she was asked for tiie fiinction of ENP-Director,

she had just rounded off her higher professional

education (HBO). She graduated on the subject of the

various factors influencing policy development in

pohcing. "My tiiesis addressed also female networks".

Therefore die ENP-fimction matched peifectiy and above

aU it added the international component. "EspeciaUy the

enormous network I built up was of extreme importance.

In each country either I loiow people or people laiow me,

significant to simphfy cooperation. In tiie six years tiiat

I was able to work for the ENP, you could say tiiat tiie

international seed was sown. In the meantime it has

grown to become a beautifiil and abundant tree. "I have

come to love tills work, establishing new initiatives,

coUaborating, building up trust, bringing people

together, I see it as the constant factor, a land of ±read

in my career".

A building function

She speal<s about the ENP in die nineties. "It was truly a

building up fiinction, lots needed to be estabUshed.

At that time we had no internet or e-mail. Two persons

formed the secretariat We did everytiiing: thinldng about

die strategy, putting it into effect, deliberating witii tiie

board, giving lecmres, PR, advising networks in otiier

countries and malang sure tiiat finance was properly dealt

witii. This small group was in fact die spider in the web in

buildingup aU other policewomen's networks in Europe".

From a Dutch organization to a European networl<

During tliis period die ENP managed to acliieve a lot.

"We made important steps for the ENP. I was stiU

appointed by a Dutch board. However i f you truly want

to be a European network for women, you need to have

a European board. That is one of the first things we

accomplished. When you consider diat die Dutch

government was financing our organization, this was

quite exciting. Nowadays women from aU over Europe

are involved within the ENP, a wonderfiil development".

UN World conference on Women in China

"What I am particularly proud of, is ± a t we as women

united and were present at the U N World Conference on

Women in China. There, we particularly asked attention

for pohcewomen around die world who were tackhng

violence against women. This resulted m multi-

disciphnary missions. As such we visited, witii a ntixed

delegation, several women centers in Russia. Not only

did we visit with a specialist of the vice squad, but for

example, also with a gynecologist or somebody from

women rehef works. We dierefore were able to meet on

die spot witii people from other disciphnes, dius putting

them in touch at the same tune. Recentiy I saw tiiat one

of the Russian women, who at that time was settmg up a

telephonic rescue hne for women, has been nommated

for an award. That is so nice to see!".

Facts and figures

She is also very proud of die bi-aimual conferences and

die publication Facts and Figures which came out on

those occasions. "It was a pubhcation which supplied

information on the position ofwomen within European

countries. In an era with when tiiere was no internet,

we managed to be the source of loiowledge for a

considerable length of time when it came to the position

ofwomen in die different European countries".

Achieved much, but the glass ceiling is still there

The ENP gave pohcewomen the feeling that they were not

standing alone. Many things that we at present talce for

granted were combated. Such as worldng part-time, the

possibihty to apply for aU fimctions or shnply dressing

rooms forwomen. However we have notyet broken down

the glass ceiling totally. The Dutch Minister of die Interior

Ter Horst made a brave step in 2008 when she said: "I see

no other possibility to brealc down the glass ceiling than by

fixing target figures". But much more is taldng place, the

cooperative program "Pohtietop Divers" focuses among

odiers on die career perspectives of die sitting "white" men.

I myself am actively involved by searchmg for intemational

work opportunities and mtemships. New perspectives are

offered at a time when management development is also

about to change. As the pohce top fimctions will form part

of the general governance department whereby mter-

national experience is an unportant condition, we are

actually agam paving the road for die fiiture.

Professional support gender mainstreaming

On die question whetiier she has a golden tip for the ENP,

she answers:

"My aduice to the ENP is: obtain a visible identity towards the

support o/Jragile states. Here there is a great demand for women

who as a law enforcement projessional, can support both the

issue of gender mainstreaming, an effccriue approach on violence

against women and children and supporting the building oJ

democratic governmental structures. In doing so, making an

important contribution to a substantial development and at the

same time creating unique career possibilities for women".

151 ENP.NL

From brawn to brain - from hired hands to hired heads?

ENP by Anna-Lena Barth - Swedish Police and former ENP president

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

You are the new Chief of Police. You have been given

the opportunity to fulfil your vision and your ideas.

You have unlimited resources (money is no object),

a police station filled with whateveryou desire in terms of

equipment and latest technology and the personnel

(both officers and civilians) of your choice. Life is good.

1^

Then you wake up to a world of political

demands, budget cuts, lack of staff, recruiting and

retention problems - not to mention ah the equipment

diat should have been replaced ages ago. And you reahse

tills is not a nightmare but reality and it's your job to

malce die most of it.

Anotiier reality is that tiie personnel cost is usuahy more

tiian 80% of your budget. It is amazing, at least to me,

the way we sometimes mishandle this large percentage

of our budget.

A modern responsive pohce service needs die range of

viewpoints and experiences that only a balanced

workforce can supply. Untapped potential and loss of

expertise is a waste of resources. The minimum

replacement cost of an ofBcer after a five-year investment

in developing slohs is approximately € 40.000,-.

The composition of tiie police should be a reflection of

the society they are serving. Tills imphes that women and

men of different ethnic, culmral and social backgrounds

and experiences must be represented in die pohce service

to the same extent as they are in the society. Pohce work

is still one of the most stereotypical masculine, white

male occupations.

The competitive reality is diat organisations which are

bogged down on issues of race, gender, age, sexual

preferences, looks and so on wih encounter serious

problems. Intelhgence is normaUy distributed. It is not

the preserve of usually white, 45-year-old males.

The police service has to be a modern, dynamic and

effective organisation and, consequentiy, an attractive

employer. We also have to act and tiiink in new ways to

continue to be the experts on fighting crime.

Furthermore, we have to reduce die gap between the

pohce and die pubhc by getting a better representation

of society as a whole.

Since 50% of the population is women, the number of

women entermg die pohce service must increase. It is a

fact that women generaUy are grossly under-represented

in die police and ± is fact is even more apparent in the

higher ranks and managerial positions.

In a democratic society, tiie government has legislated

about equality and die pohce service is die body that

upholds and enforces the law. If the pohce have problems

foUowing the law, who wiU? Judging the democracy fi'om

that perspective, we are in deep trouble.

If you want to attract women, then the climate in the

organisation must be positive to balancing work and

family hfe. Women do bring their bodies and

reproduction system widi tiiem and a modern

management must acloiowledge that. It's stih

it; I

astonishing that a woman being pregnant is loolced

upon as a big surprise. Where do you diinic future

pohcemen come from? They also have a mum you loiow.

Overcommg insdmtionalised neglect of women widiin

the criminal justice system - as victims, offenders or

professionals - is a priority to which a great deal of

±ought ought to be directed.

hiequahty between men and women - also in the sharmg

of power and decision maldng at aU levels - needs to be

addressed more seriously. It is clear diat a great deal of

work stih needs to be done to bring about changes in

attitudes and behaviour within the police towards

women. Additionally, more commitment is necessary

- both internationaUy and nationahy - to human rights.

(UNSCR1325)

The pohce services are facing problems in recruiting and

retention, especially in the western world where the

population is getting older and more and more women

choose not to have children. Youngsters are not

interested in staying in one job as we have done.

If we don't offer attractive and fulfihing jobs, we will

have an even bigger problem than we have today.

We make decisions today that will affect the police of

tomorrow. We have to stop being short-sighted and

focus 10-20-30 years ahead and ask ourselves:

• What Idnd of young people are we looldng for then?

What sldUs wih be required?

• What kind of crunes and crimmals wiU we be facing?

• What Idnd of society are we facing?

The people we are trying to recruit are people with

integrity, people who are mamre, dependable and

responsible. StiU, once they are out of the academy we

monitor them as i f diey were children. Do we acmally

recruit the wrong people or are we, as leaders, managers

or supervisors, in the wrong?

They are also die same people who malce good parents.

Being a responsible parent is hard, when you have to

choose between work and parenthood. How come that

we are not very supportive when it comes to balancing

work and family life? Why do we insist and hang on to

these fixed shifts hlce diere is no tomorrow.

There are researches which show diat small and medium

organisations are tire ones that benefit most from family

friendly policies (the reaUy big ones are stih not tiiat

vulnerable). According to the researches you can see a

reduction in temporary sicloiess and improvement when

it comes to retention, higher morale, more commitment

and a better quality overaU. These changes take some

time though, but the benefits will definitely outweigh die

costs.

Successfiil intelhgent management is characterised by

ENP E U R O P E A N N E T W O R K

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

the abihty to transform mdividual competence into a

coUective competence. This increases die value of the

organisation. The pohce service depends totahy on die

individual employees and the question of success or

failure is directiy connected witii the development of

staff

In a modern organisation, 70 to 80 percent of what

people do is now done by way of their inteUects.

The critical means of production is smaU, grey and

weighs around i , 3 Idlograms. It is die human brain and

it is controUed - for better or worse - by the individual.

Your most critical resources wear shoes and wah< out of

the door around five o'clock every day. As a result, your

management and leadership are keys to success or

failure.

There is a major mmd-shift gomg on. In the brain-based

society, perception is aU. If we cannot capmre the

attention of the pubhc or employees, we are out Today

information flows freely. You can't avoid i t And it also

creates total transparency: People with access to

mformation are begmning to chaUenge any type of

authority. The smpid, loyal and humble employee or

citizen is dead.

Here is Winnie-the-Pooli,

coming downstairs now, bump, bump, bump,

on the bade of his head, behind Christopher Robin.

It is, as far as he Icnows - the only way of coming downstairs.

But sometimes he feels that there really is another way,

If only he could stop bumping for a moment to think of it.

And then he feels that perhaps there isn't...

This book aimed at children is a fountain of wisdom.

To me - this dilemma describes the pohce organisation

trying to adapt to a changing world but really doesn't

loiow how. The pressure is increasing. We are told to

speciahse, be cost-efficient and more effective.

But change is not friction-free - many of those in

command of die present system wih tight back. The old

does not give in to the new without resistance.

The principles are the same tiiough. Change is not

automatic - it must be created by individual

entrepreneurs. In contrast - we are not very good at

creation. Our societies are not built for it. Our

organisations are not designed for i t And most people

arenottramedforit

Innovation requires experuxientation. Experiments

are rislcy. We can succeed or fah. The trouble is that

traditional organisations are not the most forgiving of

environments. In many of them failure carries the

corporate equivalent of the deatii penalty. The signal is

that failure is punished. This not only stops people from

faüing - it stops them from trying. If it were not for

ah the fools trying to do die knpossible - over and over

again - we would stih be living in caves. The only way

not to fail is not to try. And try we must. No failures;

no development

Europe has chosen to co-operate on a number of levels

and subjects, which have been made visible through

various treaties and agreements between our countries.

In order to strengtiien and develop international pohce

co-operation in a more effective way you need personal

contacts. They are a necessary condition in order to malce

die formal systems work as intended. International

co-operation is, dierefore, not merely a matter of solving

cross-border crimes but also of smdying and learning

from each other's solutions in a joint effort to

comprehend the development on which we are so

dependent

As a police officer it is absolutely essential in today's

society to have international contacts in order to broaden

your professional outiook on work-related issues.

Networldng (botii mixed and single sex) is positive and

needs to be encouraged. Men only and mixed

networldng occurs automatically, but tiie same is not

Orue for women only. Oppormnities must tiierefore

be created for women to get toge±er without becoming

uncomfortable in a culmre that frequentiy seeks to

question tiie benefits.

Pursuing other routes tiian the most traveUed can prove

wortiiwhile. After all, Viagra was discovered when

scientists were looldng to develop a drug to reheve high

blood pressure.

18 I EN P.N L

19 I ENP.NL

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

Ragnhild Engen

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 :

R A G N H I L D E N G E N

N O R W A Y

P O L I C E O S L O

DETECTIVE I N S P E C T O R

P R E S E N T F U N C T I O N : C R I S I S & H O S T A G E N E G O T I A T O R A N D D I A L O G U E P O L I C I N G

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

PRIVATE: R A G N H I L D IS 3 5 A N D M O T H E R O F T W O C H I L D R E N

Career:

13 years ago Ragnhild entered the Norwegian police. She started her career in die Patrol

unit foUowed by the dog patrol unit. After having attended die Pohce Academy she

made a switch m her career. At present she is worldng at the Organized Crime Unitm

Oslo.

Jobs motivation:

She hl<es to work on communication. She is convinced that effective communication/

dialogue has a positive influence on solving most conflicts. Besides it is crucial to

ft)ster confidence and trust between die society and the police.

Her view on ENP:

She emphasizes the importance of the ENP In this network she met so many

ambitious and professional women. She experienced this as a booster to work even

harder in her organisation on die issue worldng conditions for women.

Her tip:

"Based upon her experiences she jinds it important to be aware of the differences between men and

women. At the start of their career women try hard to act like men. Forgetting that especially the

differences make us complete. Therefore It is indispensable to support each other when worldng at

male dominated places in order to preserve authenticity".

ENP E U R O P E A N N E T W O R K

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

Police...

by Anita Wieman - Hesterman - Advisor to ENP - European Network of Policewomen

Anita Wieman-Hesterman has gained substantial

worldng experiences in trade and industry both in the

Netherlands and abroad. In 2000 she added an other

chapterto her career by acceptingthe ENP function

as policy advisor. In spite the fact that from 2005

she is employed by the Dutch police organisation

LECD (National Expertise Centre on Diversity -

portfolio intemational cooperation & appointed

as Project-Manager to the support group EDPOL

(European Diversity in Policing) she still is the

driving force behind ENP.

In this article Anita Wieman gives you an insight

on the challenges, blocl<s, opportunities and her

working experiences to further professionalise and

sustain a European networic.

Police... only loiew tliem from getting a fine for

wrong parking or even worse speed checks.

But in 2000 an employment advertisement of the ENP

drew my attention.

Before applying I gained information on die ENP and got

mterested tireir organisational aims. In my career I never

drought about male dommance, unequal treatment etc.

but letting my worldng experiences pass in review... yes

many mechanism that I took for granted were placed in

different perspectives. So becoming curious I accepted

dre fiinction of Pohcy advisor within the ENP.

When I started, the ENP was in a very difficult phase.

The Dutch Ministry of Interior decided after a period of

twelve years not to prolong tiieir subvention. I surely

could understand tiieir decision as indeed the ENP is a

European network and therefore should be shouldered

by die European pohce organisations and/or responsible

Ministries. However that could not wave aside tiiat it

placed die network in an extteme precarious situation.

For me it was chahenging!

I started to b o ± reorganise die entire office, reducing

costs as much as possible and exploring new fimding

possibilities to secure the fiirther existence of tiie

network.

But even more important I first had to find my way in

an entire new fascinating world... tiie pohce.

Dutch police...

20 I ENP.NL

£ a c k g r o i : n d

At tliat time Jolanda van de Streek District Chief at tiie

Police organisation Rotterdam-Rijnmond was vice

president of the ENP. She introduced me wiüiin die

Dutch police organisations and believe me the first

meeting I attended gave me the feeling that all

participants were coming from another planet.

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

tiiat you are approached differentiy when working in

an executive or administrative ftmction. Many times I

was asked; what is your background?

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

Photo left: In the eariy days...

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

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

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

L l my search for new fiinding possibilities I got in contact

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

endorsed and understood die value of such extensive

network. Witii tiieir help I could bring the precarious

situation of ENP under ± e attention of the Dutch Council

of Chief constables. In May 2001 they approved the

business plan and decided to financial support the ENP

for in total a 4 years period.

Anotiier important factor for the continuation of ENP

was die Swedish contribution. The Swedish police fiilly

exempted Anna-Lena Earth as ENP president for an

additional period of two years (till 2003). Apart from this

they also covered the needed budget to effectively

perform tiie presidency fiinction.

Magazine & Website

The ENP was back in business again and finally able to

focus on its core business. In that period die ENP

organized different international conferences (Madrid,

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

The Career Development seminars were for the first

time held outside the Dutch borders, in Legionowo

Poland, Sarajevo Bosnia-Herzogovina, Zurich

Switzerland,Tallinn Estonia, Budapest Hungary,

21 I ENP.NL

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

Hanim Tugba Ozbas

N A M E : H A N I M T U G B A O Z B A S

C O U N T R Y : T U R K E Y

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

R A N K : I N S P E C T O R

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

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

Career:

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

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

At present Hanim is worldng for the General Directorate of Turldsh National Police at

Foreign Relations Department/ Intemational Organizations Division. Tliis department

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

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

meetings etc. in Turkey.

Copenhagen Denmark and Stavern Norway). Dutch

police organisations (IPO, Rotterdam Rijnmond,

The Hague) made additional financial contributions to

lower die tiireshold for the participation of policewomen

from east European countries.

Besides I extended the ENP training programme by

developing a new international 5-days training to meet

the needs of women already in managerial positions, the

Management TooEdL The Dutch police union ACP made

a significant contribution by the registration of two South

African policewomen. Anotiier field which needed my

ENP E U R O P E A N N E T W O R K

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

22 ENP.NL

focus was the ENP magazine and die ENP Website.

The results; a comprehensive magazine and a new

designed website providing truly international

information on gender mainstreaming.

Looking back on this period it was a truly and liighly

dynamic one and overtaldng my life.

Endorsement

But what about die never ending story; tiie M l European

financial endorsement of die network; I started a Euro­

pean endorsement offensive. The tiien Dutch Minister of

Interior and Kingdomrelatios Mr. K. de Vries gave a

helping hand by addressing directiy to his colleagues in

Europe witii the request to financial support the network.

At the same time the former Region Chief of tiie

Hague [Haaglanden) Mr. Wiarda approached die Heads

of the European police organisations with the same

request. In order to sustain the network a conttibution

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

only a few European countries replied positively

and the other countries/police organisations the

sound of silence!!!

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

are represented. The number of representatives is even

liigher as some coun&ies have several police organisations.

Apparentiy die police organisations value their

representation witiiin die network but are not willing to

invest in preserving die network and its activities.

J U N E 2 0 0 3 • N O . 2

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

output. Before getting something out you need to make

an input.

Preservation

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

reorganisation, personnel could no longer be employed

and all activities needed to be limited.

It was now Austria who offered stability to the network.

They seconded for a two years period Erika Wietinger as

President to the ENP head office in Amersfoort die

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

organisation fiilly supported her to continue this

fiinction but now from Vienna.

As for me; dirough the dien interim manager of the

LECD (Dutch National Expertise Centre of Diversity)

I was introduced to the new director of this organisation,

Chief Constable Bert Poeiert. He offered me die port­

folio Gender mainstreaming both on a national and

international level. This implied that I partiy could

continue working for die ENP.

On national level I shaped and organised tiie conference

"Women to the PoliceTop". This conference was

attended by more then 300 pohcewomen. It resulted in

tiie Meervaart Protocol, die note "Met Méér Vaart

Vrouwen naar de Politietop" and the practical brochure

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

Photo: The ENP magazine in 2003.

women witiiin die Dutch poUce; Competence Self

Management; a bridge to Leadership.

My career was given another turn as I was offered tiie

possibility to make another European footprint;

Incidents and developments in Europe showed the

greater need of European cooperation in die field of

Interculturalism. Therefore the LECD took the initiative

to set-up a European support group on Diversity and

pan-cultural professionalism. This resulted in the

establishment of the support group EDPOL (European

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

manager to tills project But I am still involved witiiin

ENP as I consider die ENP as a valuable network to

actively contribute to die needed positive changes within

die EU-police services.

What the last almost ten years brought me.>

No longer only straining after financial profits but giving

my career and working life anotiier dimension by

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

friends for life.

I never expected that the police is so dynamic witii such

ramified working area. In today's globalized world

international collaboration is indispensable, as no single

country can no longer tackle safety problems alone.

It is enriching to contribute to die effectiveness of

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

police anymore!

Anita Wieman-Hesterman is also:

- Policy Aduisor LECD Portfolio International cooperation

- Project-Manager EDPOL

(support c)roup European Diuersity in Polidng)

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

Mary Ann Gallee

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 Y A N N G A L L E E

N E T H E R L A N D S

R E G I O N P O L I C E T H E H A G U E

I N S P E C T O R

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 .

E N P F U N C T I O N : G E N E R A L 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 , T W O F A N T A S T I C S O N S

Career:

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

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

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

Jobs motivation:

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

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

Her view on ENP:

In die twenty years of its existence ENP stimulated and supported many police women. Apart from ±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

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

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

Europe.

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

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!"

^ H H H""""""" ••••• • • • • • • • • • • • • • • • • • • • • • • E U R O P E A N DIVBffiSETY IM POlJECiNiQii

• • • « • • • • • • • • • • • • • • • • • • • I

23 I ENP.NL

A man among woman

EENP U R O P E A N N E T W O R K

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

by Mans Enqvist - Detective Chief Inspector National Bureau of Investigation, Turku

Living in Finland yeari997 where w/omen had been

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

where abortion was legal, were sunbathingtopless

didn't wake any debate and where you had longtime

since got used to see women in police uniform, you

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

In that perspective you saw women engaged in gender

equality issues purely as 'feminists hating men'.

I admit that I had myself a somewhat glorified picture

of the prevailing situation. I had been worlcingwithin

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

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

I had become a cop. I thought that the situation

couldn't be better.

When I then saw the vacancy notice on our

intranet where the Police OfSce in the Ministry oflnterior

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

Secretariat of die Network of Police Women, I saw die

opportunity more as an "experience abroad" then as a

"mission to fight for someone's rights".

To my surprise I was elected. Naturally this caused some

laughter among my colleagues and tiiere was more dien

one who suggested diat I should purchase a sldrL

The selection was even noticed by the press where tiiey

were speculating "how they will react in the Netiieriands

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

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 for tiie Finnish Police would be

drafted! Thank God I'm not easily scared.

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

by representatives from the ENP Secretariat. Waiting for

me tiiey had time to imagine what land of man I would be.

Maybe a "droublemaldng, drunlc and fat police officer"

that would be of a less problem being in die Netiieriands

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

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

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

Seek the answers

Working together witii die ENP staff Trudy Manders,

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

otiier "foreign project worker" Karina Giitges from

Germany, opened my eyes. I was bombarded with

questions concerning the simation in Finland and I had

constantiy to seek the answers from my female

colleagues in Finland even though it required several

24 I ENP.NL

25 I ENP.NL

long distance calls. I had thought that I was representing

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

all the un-appropriate tteatment including direct sexual

harassments my female colleagues had experienced.

Yes, I felt embarrassed.

A good start

In spite of the tight schedule and the demanding task,

I managed to finalize tiie work during my stay, much

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

to die fact that ENP had been collecting information for

die tti-annually published Facts, Figures and General

Information and thanlcs to the wide variety of available

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

answers from die questionnaire I sent around to different

ministries using die ENP mailing list. Putting it

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

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

difficulties in comparing tiie prevailing simation around

in the studied countries.

Fighting for Equal Opportunities had different emphasis

in different police forces due to different societies.

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

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

in order to combine having family with a career at the

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

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

inexpensive communal Idndergartens in Finland enabled

you to work fiill day whilst die lack of it made half-day

work die only option in the Netherlands to have a

career. I found several similar examples during my work.

Mixed feelings

Well, it wasn't all aboutwork. All in all my stay widi ENP

became a lifetime experience. I had to forget die warm

lunches I was used to having back home. Instead we

all sat down together in the office having sandwiches

we made out of the fresh bread and good cheese that

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

"chocolate mice" on top of a cracker.

It was widi mbced feelings I left ENP after such an

overwhelming experience. Well, naturally I got to loiow

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

during the fifili bi-annual European Policewomen's

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

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

police service.

This experience enabled me to be a better chief whilst

running the CLD in Tumnmaa PD die last diree years.

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

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

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

much of the problems remain as it was revealed in a

research lastyear about die poUce women's simation in

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

Women's Associations are today as unportant as it was

12 years ago.

i E N P E l E U R O P E A N N E T W O R K

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

...that's it!

by Erika Wietinger, Colonel - ENP President (2006 - 2009)

I am a police officer for almost 24 years now - it was

an eventful time! In November 20051 was elected for ENP

president and the Austrian Ministry oflnterior agreed to

a secondment to the Head Office of the European

Networic of Policewomen (ENP) in Amersfoort,

The Netherlands, for a period of two years.

T NP EDITORIAL

And I must have done something right during

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

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

function in my ofBce in Vienna which made it even more

stressfiil and complicated.

I did not exactiy know what to expect with this new

challenge when I arrived in die Netiieriands. I found the

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

and policy advisor of the organisation. At that point I'd

like to ±ank 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, well tiiere are

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 of tiiem were financially contributing!

How to work and to move forward witii a ridiculously low

budget? What about all tiie plans and intentions we have

to contribute to a safe Europe and to professionalize

policewomen and police organisations?

I've spent many tiiouglits and hours of working time in

developing a business plan, new strategy papers and the

,1

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establishment of new and helpfiil contacts as well as in

maintaining existing contacts.

I was travelling all over Europe and met with Ministers

and Police Chiefs in order to improve die overall

simation.

26 I ENP.NL

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

Viscious circle

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

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

a European private organisation, witii a üremendous time

pressure and the insecurity of having an appropriate

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

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

unsolved issues after the meeting - we just schedule the

next meeting! The ENP Executive Board, which is the

responsible body for die daily management, can meet

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

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

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

i f an important decision has to be taken right NOW?

It needs a lot of well strucmred and consequent email

communication and it tal<es a lot of time.

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

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

financial means of moving forward, of performing as we

wish we could, of showing tiie requested results?

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

worldng hours on tiioughts how to raise tiie money to at

least cover housing and office costs not to talk about

raising the budget for activities instead of performing

and setting activities?

There were better times for the ENP when the

organization was in the position of having personnel

deployed in die Head Office for die daily management

and had an appropriate budget to work widi. Times have

dramatically changed over the years, die gender question

is very often considered to be already discussed to its ends

and die economic crisis has hit hard. All the strategies

of gender mainstreaming including gender budgeting

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

European diversity

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

witii successfiilly! One of tiie biggest challenges I took

on was die ENP presidency. However it was valuable but

often fiustrating experiences I could malce during the last

four years! Standing up for professionalizing police

organisations by empowering women, balancing the

numbers and providing equal career oppormnities

widiin the police I was experiencing resistance,

ignorance and even hostility, but also tremendous

support and friendship. I've got the oppormnity of

learning about otiier police organisations, their

stmcmres and policies and about the simation of

policewomen in Europe. I have learned about the

different levels of development with regards to gender

equality and about different culmres and customs

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

tiiat! I have met many interesting people and made many

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

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

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

I tiiank all the friends and supporters of the ENP and our

member organisations who have contributed to the

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

Lola Perez Iribarne

N A M E : L O L A P E R E Z I R I B A R N E

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

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

R A N K : C H I E F I N S P E C T O R

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 T R A F F I C K I N G O F H U M A N B E I N G S U N I T A N D F O R E I G N E R S /

B O R D E R S A R E A

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

PRIVATE: M A R R I E D

Career:

She joined die organization in 1980

Job's motivation:

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

act widi professionalism.

development and achievements over die years. I thank

the individual board members for dieir efforts, support,

loyalty and friendship.

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

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

I am convinced that an organization lilce the European

Network of Policewomen or any national female network

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

necessary for the professionalization and development

of police organisations for their own benefits and the

good for the communities we serve!

But I am leaving the office also with the positive feeling

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

and tiiat die ENP will go on witii its mission!

27 I ENP.NL

I ENP

History of Austrian policewomen

by Sibylle Geiszler, Ministerialratin - ENP General Board member

El o

E U R O P E A N N E T W O R K

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

At present there are about 23.500 sworn police officers

worldng in Austria whereof approximately 12 % are female

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

Viennese Police in the Juvenile Crime Department.

She studied law and graduated and made it all the way

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

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

laiowing her since she was my very first criminology

teacher when I attended the basic training in 1986.

Up until 2006 Austtia had two poUce services -

the Federal Police and die Gendarmerie. Since 1945

women are represented in die Federal Police. They

started in criminal investigation and administration.

At tiie so called 'Sicherheitswache' (security guard), which

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

female police officers (54) was introduced. Literesting to

loiow they were not allowed to carry weapons and were

only employed for 'static traffic' control (parking

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

ended up in administrative duties after a couple ofyears.

In 1971 the Austtian police

started hiring so called

'Politessen' again for the

control of parking offen­

ders. In die beginning of

the 80's tiiere were 200

'Politessen' employed.

In the 80's as a rule the

duties for policewomen

(employed with the CID)

were limited on cases

involving woraen and

children as the investiga­

tion of sexual crime, as­

sault and battery cases. In

die former 'Gendarmerie'

the very first women

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

before the first equivalent police basic training was

offered to women!

1990 was the milestone in recruiting and hiring

pohcewomen - since tiien the entry, education, employ­

ment and payment is equal to their male colleagues!

Later woraen were also hued for border control. Over tiie

years ffiose woraen have got ffie oppormnity to go

tiirough an extended police training in order to become

a 'fiill ' police officer.

Nowadays woraen are employed in all areas of policing,,

tiiey participate in international police missions, they are

dog handlers, are teaching in police training centres and

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

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

helicopter pilot and two as liaison officers to EUROPOL

in JVIadrid and Tirana. More should be following.

The portion of woraen in poUce is climbing - slowly but

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

women as new recmits. Sooner or later tills will rairroi

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

The National Network

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

Equality Act' launched in 1996. According to this

legislation there was a 'Working Group for Equality'

28 I ENP.NL

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

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

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

61 'Contact Women' appointed deaUng with equality

issues diroughout the country - all police officers.

These representatives are called for meetings periodically

and guarantee die information flow from bodi

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

When Austria joined the ENP in 1997 the chairwoman

of the working group didn't see the necessity of

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

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

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

Mag. Marlies Raser-Menhart

M A G . M A R L I E S R A S E R - M E N H A R T , B O R N 1 3 T H M A Y 1 9 7 7 ,

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

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

2 0 0 4 S H E M O V E D T O T H E M I N I S T R Y O F I N T E R I O R W O R ­

K I N G A T T H E H U M A N R E S O U R C E D E P A R T M E N T .

I N 2 0 0 5 S H E T E M P O R A R I L Y T O O K O N T H E A S S I G N M E N T A S

T H E D E P U T Y H E A D O F T H E F E D E R A L P O L I C E D E P A R T M E N T

E L S E N S T A D T A N D A F T E R T H A T S H E W A S D E P L O Y E D W I T H

T H E C R I M I N A L I N T E L L I G E N C E S E R V I C E - E U R O P O L

N A T I O N A L U N I T IN zoos S H E S P E N T H A L F A Y E A R IN T H E

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

L I A I S O N B U R E A U A T E U R O P O L . S I N C E 2 0 0 8 S H E IS

A S S I G N E D T O T H E F E D E R A L P O L I C E D E P A R T M E N T O F

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

IN C H A R G E O F T H E C O O R D I N A T I O N A N D O F T R A F F I C

C O N T R O L S A N D S P E C I A L A C T I O N S ( E . G . F O O T B A L L

M A T C H E S ) , T H E C O O P E R A T I O N A N D C O O R D I N A T I O N W I T H

O T H E R I N S T I T U T I O N S A N D T H E S U P E R V I S I O N O F A L L

A C T I O N O F T H E R E S P O N S I B L E U N I T . B E S I D E S S H E IS

T R A I N E R IN P O L I C E B A S I C A N D M I D D L E M A N A G E M E N T

T R A I N I N G .

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 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 O F T H E

W O R K I N G G R O U P F O R E Q U A L I T Y S I N C E 1 9 9 7 . S H E IS R E S P O N S I B L E F O R T H E I N T E R N A T I O N A L

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 ,

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 , E Q U A L I T Y ,

G E N D E R M A I N S T R E A M I N G A N D D I V E R S I T Y ( P A R T L Y W I T H I N T E R N A T I O N A L P A R T I C I P A T I O N )

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

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

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

B Y T H E M I N I S T R Y O F I N T E R I O R F O R T H E E N T I R E P E R I O D O F F O U R Y E A R S .

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 I N 1 9 7 5 W I T H T H E V I E N N A P O L I C E D I R E C T O R A T E

A N D W A S 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 I N

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

M I N I S T R Y O F I N T E R I O R .

O V E R T H E Y E A R S 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 ( L E A D E R S H I P )

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

O F A N O P E R A T I V E U N I T I N T H E

F E D E R A L A G E N C Y F O R S T A T E

P R O T E C T I O N A N D C O U N T E R

T E R R O R I S M . S H E IS M A R R I E D

T O A P O L I C E O F F I C E R A N D S H E

H A S A D A U G H T E R .

Two way process for achieving positive change

ENP U R O P E A N N E T W O R K

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

The International Career Development Seminar

Susanne Thalheim is a liiglily qualified

and experienced mentor and trainer.

She supervised seven International Career Development

trainings ofthe ENP in different European countries

(Poland, Bosnia-Herzogovina, Estonia, Switzeriand,

Hungary, Denmark and Norway).

In this article she is reviewing those trainings

and moreover is giving some valuable

recommendations.

30 I ENP.NL

Career development, just for policewomen:

T O my opinion tlie career-development-seminar forms

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

addressing to her fiirther career, her personal

work-life-balance and moreover giving die possibility to

exchange experiences as a female officer within the

Police service on an international level.

Altiiough there is a consensus witiiin police

organisations, that women are desired in leading and

specialised fiinctions, ±ey still are underrepresented and

have to deal witii tiie specific simation to be a female

witiiin a male dominated environment. All over Europe

die police is still mainly managed by men.

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

A number of surveys indicate, that women advance

through the organisation less quickly than men.

Still more women than men have to make choices

concerning the combination of career and family and

have to deal witii society's views and prejudices about

gender-roles, hi connection witii the female socialisation

women often set very high demands for themselves,

being one of die reasons why they are too reserved in

tiieir own presentation.

On tiie otiier hand police-organisations often fail to give

women tiie oppormnity to both fiilly develop and/or

unfold tiieir capacities. In tiiis both tiie stmcmres and die

culmre witiiin die organisations are hereby significant

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

suitable or unsuitable for women, tiie way people treat

each otiier, stereotyping, the prevailing views, standards

and expectations about women and men. Women are

extra visible witiiin a male dominated organisation: as

'tokens' tiiey atttact extra attention.

Career Development Seminar

The Career Development Seminar gives women tiie

chance to breal< tiirough certain acquired patterns and

to develop strategies for change. Insight and skills are

needed for career planning and women can use botii to

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

learn how to improve die consciousness about - and the

presentation of - their qualities and needs, organisations

will acquire a better insight on their available quality

potential. That is why the policy- instrument "Career

Development" is beneficial for both the employees and

tiie organisation.

Also the international character of this seminar is

of added value: Although the participants are having

different backgrounds concerning socialisation

education and the very specific simation in theii

professional en private environment, ±ey acmally havt

many experiences and questions in common

Experiences show that tiiere is a great need for muma

support and exchange of information about policy anc

best-practices within the various countries.

The networldng during and after the seminar is an idea

form to achieve this, enabling the participants to dea

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

culture of the pohce-organisations.

At the end of the trainings I often heard tlie participants

say:"We>e got networks and friends forever", and

I loiow diat many of tiiem keep m touch for years.

During this 5-days intensive training I am leading the ,

participants tiirough tiie programme, provide general

loiowledge on career development and both encourage

and support them to think and talk about tiieir personal

career-pa±s. Acmally it is a land ofjourney from die past

via the present to tiie ftimre. Herewith tiie participants

are getting insights into tiieir specific needs, ambitions

and skills. Through various self-assessment-exercises,

questionnaires and discussions tiiey discover their

qualities, competences and potentials and how to

overcome possible wealaiesses and personal trapdoors.

We are addressing to professional and private needs,

satisfactions and oppormnities as well as obstacles and

hindrances,

These find its rooting in both tiie organisation and the

womens' minds. Reflecting on being a woman in a

middle management position witiiin a male dominated

organisation forms one ofthe' golden threads' through

the whole programme. The participants are invited to

explore and to practise necessary strategies and skills,

building up more confidence in the areas tiiey need to

develop. Having drawn a lot of conclusions from tiie past

and die present, finally tiie participants start to estabhsh

and to present their personal profile and action plan.

It is a highly participative me±od. During and besides

the seminar lots of discussions talce place in order to help

each otiier understand the issues at stal<e. I always try to

connect with each participant individually and when

required provide support through a personal consult.

Next to the interesting discussions about participants

professional and personal experiences, the extraordinary

sldUs and capacities within the groups is continuously

impressive. I met experienced and professional female

officers and leaders who are doing an exceUent job.

I appreciated their high level of motivation and

commitment, their wiUingness to leam from each other

and to support each odier in a very constructive way.

I observed how self-confidence was growing durmg the

week and how attimdes and behavior were changing

in a more assertive direction. When the participants

were presenting ±eir personal profile during the last

day of the seminar, all of us could feel the compact

FEMALE POWER!

But another crucial factor is that male Pohce Chiefs

should be fiilly aware of the substantial - unformnately

partiy hidden - talents/compentencies they have to theh

disposal witiiki tiiefr organisation. Pohce organisations

31 I ENP.NL

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

Dr. Ildikó Kincses

C O U N T R Y : H U N G A R Y

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

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

R A N K : B R I G A D I E R - G E N E R A L

P R E S E N T F U N C T I O N : H E A D O F T H E P O L I C E A D M I N I S T R A T I O N D E P A R T M E N T O F T H E N A T I O N A L

P O L I C E H E A D Q U A R T E R S

PRIVATE: O N E ADULT S O N

Career:

Shice 1973 Ildilcó is worldng as pohce officer. Next to tiiis she is one of the founding

members of the Hungarian Association Pohce Women. From its foundation she is

holding the presidents fiinction.

Her tip:

'Women should not hesitate to enter the police seruice, as experiences shou; that they are capable to

cope luith the required taslcs in all polirin^ areas. Furthermore I u)ould like to encourage u;omen to

apply Jor leading positions. For this women should support each other to obtain more selfconjidence

in reaching thcirgoals".

must gain a better insight into the possibilities and

qualities of their highly motivated female coUeagues.

This wUl wi±out doubt mean a major contribution to

enhance quality and cooperation and surely wiU have

positive effects on tiie culmre widiin the Pohce service.

This ENP's training programme is certainly a two way

process to achieve a positive change in regard to effective

policing!

ENP U R O P E A N N E T W O R K

F P O L l C E W O / \ A E N

ENP as Booster & Enhancing Professionalism

Conferences organized by ENP also in cooperation with national police organisations:

Year Conference Place/Country

2006 Round table meeting "Diversity; a business case"

2006 Conference "Gender Mainstreaming in the

European pohce organisations;

The ultimate recipe for Equahty"

Conference "Conciliation Family & Labour Life"

Assembly European pohcewomen exchange

of experiences

Conference "Diversity Managers needed"

Assembly European pohcewomen exchange

of experiences

Round table meetuig on Domestic Violence

Conference "Community Pohcing"

Symposium "Violence against Women"

International Conference "Gender

Mainstreaming"

2006

2006

2005

2004

2004

2004

2003

2003

2002

2001

2000

2003

1999

1999

1998

Oslo Norway

Vienna Austria

Escaldes-Engordany

Andorra

Tallinn Estonia

Dublin Ireland

Vienna, Austria

Zurich Switzerland

Milan Italy

Barcelona Spain

Sarajevo

Bosnia Herzegovina

International worldng conference "Pohce

combating Domestic Violence & Child Abuse" Madrid Spain

Conference "Urban Life Quality - Community

Pohcing; a different approach"

6th Bi-annual conference Policing in 21st Century

Symposia Facts & Figures

ENP's loth Anniversary

ist European Networldng Conference,

2nd conference for female managers witiiin

EU-pohce services

Bmssels Belgium

Stockholm Sweden

Barcelona Spain

Bmssels Belgium

Bmssels, Belgium

1997

1997

1996

1996

1995

1995

1994

1994

1993

1993

1992

1991

1989

5tii Bi-annual International Policewomen's

Conference,

ISt conference for female managers within

European police services

ISt International Conference of Pohcewomen

in Austtia,

4th Bi-annual international police training

conference,

Worldng conference for police unions and

equal oppormnities,

Worldng conference

Conference: 'Policuig in East-European

Democracies, a challenge forwomen'

Worldng conference

3rd Bi-annual Conference "pohce=wo/men=

quality=service"

Conference on 'How to combat sexual

harassmentwitiiin die European pohce services',

Worldng conference,

2nd Bi-annual mternational conference on

'Quality tiirough Equahty', Pohce Staff College

Worldng conference

ISt Bi-annual international conference,

Ampere, Finland

Stavanger, Norway,

Vienna, Austria

Birmingham, UK

Majorca, Spain

Villingen-Schwenningen,

Germany

Budapest, Hungary

Copenhagen, Denmark

Bmssels, Belgium

Noordwijk Netiieriands

Larochette, Luxembourg

BramshiU, UK

Zutphen, Netherlands

Noordwijkerhout

Netiieriands

Nordiumbria UK

32 I ENP.NL

Educational Programme

2009 Intemational Management & Leadership seminar Barcelona Spain

2004 Communication Network training

2003 International Management Toolkit Training

2001 International Female Management Course

1996 Training/seminars/lecmres for Russian pohce

officers and crisis centres concerning

combatting violence against women

Milan Italy

Warnsveld Netherlands

Mons Belgium

Moscow, Murmansk

St. Petersburg

Intemational Career Development Seminar5-days seminarforwomen

inpolice middle management level

2009 Stavern Norway

2008 Copenhagen Denmark

2007 Budapest Hungary

2005 Zurich Switzerland

2004 Tallinn Estonia

2003 Sarajevo Bosnia Herzegovia

2002 Legionowo Poland

2002 Warnsveld The Netiieriands

2001 Warnsveld The Nedierlands

2000 Warnsveld The Netiieriands

1999 Warnsveld The Nedierlands

1998 Warnsveld The Netiieriands

1997 Warnsveld The Netiieriands

1996 Warnsveld The Netherlands

1994 Warnsveld The Netiieriands

1993 Warnsveld The Netherlands

33 I ENP.NL

ENP E U R O P E A N N E T W O R K

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

ENP participating and contributing in conferences

20og Conference international women's day

2009 Conference i<sth Anniversary Hungarian

Association of Policewomen

2008 NBNP Conference Pol-Equality in Diversity

2008 IPES Conference International Police Executive

Symposium

2008 LACP Conference (International Association of

Chiefs of Pohce)

2007 Conference DPKO March Reviewing

Good Practices of Gender Mainstreaming

for Pohce and Law Enforcement officers

2007 Conference Equal Oppormnities witiion Pohce

organisations

2007 Conference OSCE

Pohcewomen in Upper management positions

Conference Pohce E-quality 2007

2006

2005

2005

2005

2004

1997

Barcelona Spain

Budapest Hungary

Tampere Finland

Cincinatti USA

Istanbul, Turkey

Brmdisi Italy

Conference Gender Mainstreaming

Conference Equal Oppormnities

Conference fumre requirements in organisations

and Deployment under die view of diversity

Conference 2odi Anniversary of Catalan

Pohcewomen

Conference pohcewomen

Member of tiae organising committee for tiie

conference "Police combating violence against

women',

Budapest Hungary

Madrid Spain

Tampere Finland

Banja Luka

Bosnia-Herzegovina

Tallinn Estonia

Franlcfurt Germany

Barcelona Spain

Barcelona Spain

Noordwijkerhout,

Netiieriands

34 I ENP.NL

Researches & Publications

2009 Seventli edition Facts & Figures and General information

2000 Sixth edition Facts & Figures and General hiformation

2000 hiternational EU-research; The impact of Quota Pohcy

1998 Fifth edition Tacts, Figures and General Information'

1997 Pubhcation of a research in German language on a comparison between

worldng conditions of pohcewomen in new German state countries before

and after die change, 'Pohzistinnen vor und nach der Wende; ein Vergleich'

1997 Publication of a report on 'Violence against women and the role of the pohce'

1996 Study on 'Equal dreatment of pohcewomen hi the European Community'

1996 Fourüi edition 'Facts, Figures and General hiformation'

1996 Pubhcation of a research on 'Equal Pay / Equal Treatment' amongst

pohcewomen hi tiie European Union

1996 Network training for tiie Pohsh Centre for promotion of pohcewomen at

Warnsveld, die Netiieriands

1995 First edition 'Women in European Pohcmg, what's it aU about'

1994 Third edition 'Facts, Figures and General Information'

1992 Second edition 'Facts, Figures and General Information'

Smdy on Equal treatment of pohcewomen hi the European Community

1989 Fhst edition 'Facts, Figures and General Information' on die number ofwomen

worldng witiihi tiie police

Besides tiiese activities the enp pubhshes a Newsletter. Between March 1990 and March

1999 this periodical was pubhshed 28 times, within European pohce services,

Collaboration forthe establishment national networl<s

2003 Pohce Female Network Denmark

2003 Pohce Female Network Estonia

2002 Pohce Female Network South Africa

1997 Estabhshment ENP-Bulgaria

1996 Estabhshment Centre of Promotion ofWomen m die Pohsh Pohce

1994 Foundation Icelandic Network of Pohcewomen 'The Terns'

1994 Establishment Association of Belgian Pohcewomen

1993 Establishment ENP-Germany

1993 Establishment Hungarian Association of Pohcewomen

Collaboration networls worldwide

LACP International Association of Chiefs ofPolice

Holding a seat widihi the IPDSC (International Pohchig Division Steering

Committee)

LAWP International Association Women in Pohce

BAWP British Association for Women in Pohcing

NBNP Nordic Baltic Network for Policewomen

Attachments to the ENP Head office The Netheriands

1998 - 2000 September - September Dutch pohce officer part-time

1998 -1999 November - January Austrian pohce officer

1999 January - March Austtian pohce officer

1997 October-December Finnish police officer

1997 Febmary - German pohce officer (NRW)

1996-1997 one year Dutch pohce officer

1996-1997 August-Febmary Russian police officer

1996 January-September Swedish pohce officer

1995 -1996 July - January Hungarian pohce officer

1995 January-November British pohce officer

D/Ö YOU MOIA/ TH-itT

ENP E U R O P E A N N E T W O R K

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

I N T U R I C E Y the first female police officer was iVIrs. Feriha Sanerl<, holding a law degree, she began her duty as a central officer in 1929.

E N T U R K E Y diere are diree types of Police Schools: • Police Academy in Ankara: after a four-year education ranked

police officers graduated as Deputy hispector.

• Nine PoHce Schools in the country: after nine mondis education students will appointed as Police Constable.

• Pohce Vocational School: to attend tiiis school candidate have to be graduated from a civil university

At present there are 210.107 Turkish police professionals (male 196.538 and 13.569 female).

I N E S T O N I A die Estonian women's movement began at the beginning of i88o's witii the formation of first women's organisations. The Women's Union founded in 1907 was already bold enough to tallc pubücly about women's rights like

equal pay for similar work. In 1917 tiie first Women's Congress was held in Estonia and the central theme of the conference was social rights. The first Estonian Constitution already in 1920 provided women witii the right to vote. Already in 1925 the resolution of die 3rd National Women's Congress required the establishment of the female police. The first female police officers joined the Estonian Pohce in 1929. They started their career as criminal police ofBcers. Today almost 37% of the total number of all police officers are female.

I N S P A I N the process for consignment of pubUc safety to die Catalan Police IMossos d'Esquadra started in 1994 and was finalised in 2008. At present this police service employs 15.118 police officers , this number is going to increase to 18.000 by 2015. Their organisational model is based on regional and central services. R E G I O N A L SERVICES

It is the regional smicmre which keeps the service in touch with the community. It comprises pohce stations situated throughout the territory, co-ordinated, supported and supervised by the regional services. B A S I C P O L I C E A R E A (ABP)

The ABP is a territorial unit of basic police services, made up of one or more police stations tiiat are responsible for taldng com­plaints and statements from wimesses, for attending urgent phone calls, patroUing 24 hours a day, investigating crimes, and tasks relating to citizen security. P O L I C E R E G I O N

The Pohce Region brings together a set of ABPs; it is responsible for dieir co-ordination and offers support in the areas of citizen security, investigation, forensic police and traffic.

C E N T R A L SERVICES

The strucmre of the territorial base is complemented by die central command bodies, whose fiinction is organic command (co-ordination, supervision and inspection) of the heads of tiie police regions. Italso includes the services thatare responsible for giving teclinical and operational support to the territory, and tiiose tiiat require specialisation and technical direction. In this way, the operational command of the Pohcia de la Generalitat (Mossos d'Esquadra) is strucmred on the General Sub Direction of the Pohce on which three general police centres depend:

General Police centre of Criminal Investigation: responsible for collecting, processing and analysing information; for investigating and pursuing organised activities and providing speciaUsed technical support to die rest of the pohce organisation. General Territorial Police Centre: responsible for ensuring that the general objectives of die Pohcia de la Generalitat (Mossos d'Esquadra) are observed in the areas of citizen security and public order and highway security. General technical police centre: responsible for sttategic planning, die establishment, revision and ongoing evaluation of strucmres, processes and police procedures.

i

— • %

Women could enter the CME in their second graduating class. Teresa Laplana Cócera was one of the 45 selected women of diis graduating class consisting of 245 officers. Teresa is at present Chief Inspector in trainmg and Deputy Head of the Camp de Tarragona pohce district

Of course die first female officers had to taclde resistance in a predominately male orientated organisation. However Teresa witnessed die transformation ofher organisation whereby the representation of women has been standardised over die past years. Nowadays tiie representation of women amounts 20%. But there are still efforts to mal<e and besides women are faced with additional perplexities such as combining their caring- and motiier role and having a career. In 1988 the General directorate of die police took die initiative to set-up the policewoman's commission within the CME. Tliis commission was composed by 15 members fiom all levels of die organisation. The aim was to carry out a smdy about the blocks women encountered for the promotions in the higher

36 I ENP.NL

i p o l i c i a

1

levels of command. The members of this commission were divided into various working groups widr different focal areas. A comprehensive research followed. This research addressed to die representation of women per service, their function and die disciphnes where women were not represented. This was done on local, national and European level. Apart firom this foreign legislation was analysed . The obtained information formed tiie basis for various proposals in regard to facilitate compatibUity witii family life, aboUsh sexist behaviour, prevent harassment and promote inclusion of women at aU levels within die CME.

In 1998 die Commission ceased to exist and was seamlessly uicorporated as a worldng group within the Gender Equahty Programme of tiie Department of Home affairs, Institutional relations and Participation-(DIRIP) of the Govern de la Generalitat This programme aims to function as an active insmiment to achieve gender equality botii m die department itself and pubhc policy by developing specific strategies.

IN SPAIN the first woman entered die National Police in 1979. At that time society was not used to see pohcewomen. Afteryears, witii society changes, women within die pohce got their position showing the capabihty to perform the job. Except fiom one women are nowadays represented m all other pohcing areas.

IN HUNGARY the first pohcewomen (21) were trained to work as traffic cops after WO II. According the figures, the proportion of women among the police officers of die Hungarian Police (including ah ranks, from NCOs to generals) is 20.47%.

IN HUNGARY die Hungarian Association of Policewomen was established in November 1993 by 71 founding members. The estabhshment of the Association was supported by the European Network of Pohcewomen (ENP) and is therefore the Hungarian section of die ENP. The chair of the Hungarian Association usually participates in the work of the General Board of ENP.

• In December 1995, die Elungarian Association of Police­women organised an international conference for the Central and East European region, under the tide "Democratic changes as a challenge for the women police". The objective of the

conference was to establish contacts witiiin the region and to smdy the position of the policewomen worldng in these countries. The Association assumed the role of a land of contact organisation between East and West. The first unportant outcome of these contacts was die estabhshment of the Pohsh Association of Pohcewomen m 1996.

• One of our initial responsibihties was an in-depdi smdy of die simation of Hungarian pohcewomen. To diis end, in 1994 we carried out a research into the situation of uniformed police­women. It turned out that, withm thestrucmre ofthe Hungarian National Pohce, die computerised human resources records do not reflect the exact number of pohcewomen.

According to a survey their proportion was about 8%. A further findmgwas diat about 70% ofthe interviewed persons said diat tiiey don' regret having chosen this carrier and would do it again.

• At present the Association consists of more than 200 members. We have four member organizations in different countries. The opportunity to estabhsh relations with civilian women organisations has opened for us. Our Association initiated and launched some projects, e.g. "Policewomen against violence." Within the framework of this project we intend to train women in the area of self defence, property protection and how to avoid becoming victims of crimes. We also prepared a youth programme teaching diem a way of hfe free of harmfiil habits; "Live clean!" (it is a crime prevention program agamst drugs, alcohol and smoldng.)

In order to achieve die above mentioned objectives it seems necessary for us to extend the circle of our supporters. The festive conference held on occasion of tiie istii Anniversary of the foundation of tiie Association of Hungarian Pohcewomen

also proved diat we are on die right road. Our main goal remains the practical and full implementation of tiie equal oppormnities guaranteed by law. According to our experience, women worldng for die pohce still need awareness raising and encouragement, despite they can cope with tasks in all service areas. We follow with attention the simation of women working for the police, but we do not forget about our pensioners either. Almost every year we organize a conference and informal meetings in the field of equal opportunities, and the representatives of our organization participate at tiie events held by the European Network of Pohcewomen, the main topics of which are also die establishment of equal oppormnities between men and women, die reinforcement of the position of women within tiie poUce force, and facilitating their promotion to leading positions. Of course, we meet the women working for tiie pohce not only at conferences, but also duruig trips and having fun, and we grab every opporttmity to show a model of healthy way of hfe and to offer support in professional development

So the figures also show a continuing increase of die proportion of women.

I N D E N M A R I C die first uniformed female pohce officers were hked in 1977 on the same terms as men. Initially it was a test system which was made permanent in 1980. The total number of employees/pohce officers in Denmark is around 11.000 of which approx. iioo are women. To support the women, the Danish pohce estabhshed a National Network in 2003. At present Susanne Philipson is the chair of diis network. In addition Hanne Bergstr^ni is currentiy the president of the Nordic Baltic Network of Pohcewomen and Ann Kate Pedersen is GB-member withm die ENP.

37 I ENP.NL

Supporting Members

ENP E U R O P E A N N E T W O R K

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

COLOFON 2 0 Y E A R S O U A L I T Y T H R O U G H E Q U A L I T Y

IS A P U B L I C A T I O N 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 ( E N P )

A M E R S F O O R T - (NL)

F I N A L E D I T O R :

A N I T A W I E M A N - H E S T E R M A N

C O N T R I B U T I O N S :

F O R M E R M I N I S T E R O F INTERIOR A N D

K I N G D O M R E L A T I O N S G U U S J E T E R H O R S T ,

J A N E T O W N S L E Y . C H I E F C O N S T A B L E B E R N A R D

W E L T E N , B E R T P O E L E R T , A N I T A H A Z E N B E R G ,

A N N A - L E N A B A R T H , E R I K A W I E T I N G E R .

A N I T A W I E M A N - H E S T E R M A N , M A N S E N O V I S T ,

S I B Y L L E G E I S Z L E R , S U S A N N E T H A L H E I M ,

E N P ' S C B - A N D E B - M E M B E R S

S P E C I A L T H A N K S T O :

B Z K - P E G G Y J A N S E N A N D J A N N E K E B I E N E R T ,

C O M M U N I C A T I O N D E P A R T M E N T A M S T E R D A M -

A M S T E L L A N D , P O L I C E A C A O E M Y - H E L E N B L O E M

P H O T O ' S :

E N P DATA B A S E , 5 5 7 O E S I C N A N D P O L I C E

S E R V I C E S I N T E R N E T

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

R O N A L D W A S S I N K - A R T D I R E C T O R

W W W , 5 5 7 D E S I G N . N L

Supporting members ofthe ENP are those organisations who endorse the set goals ofthe ENP. They have done or are still doing this either by means of financial support, the hosting

one ofthe ENP activities and/or delegation of their organisational representative within the Executive or General Board or as countiy contact person. Over the last twenty years

the following organisations acted as supporting members:

Andorra Cos de Policia Principal d'Amdorra

Austria BMI Bundes Ministerium fiir Inneres ] Federal Police

Belgium Federal Belgian Police | Association of Belgian Policewomen | SFBR

Bulgaria ENP Bulgaria | Directorate of National Police Service

Croatia Ministry oflnterior | International Relation Department

Cypras Police Headquarters | Research and Development Department

Denmark Danish National Police

Estonia Estonian Police Board

France FIFSP

Finland Minisüy oflnterior

Germany ENP-Germany ] Minisüy oflnterior Nortii Rhine-Westphalia | FFBIZ

Greece Ministry of Pubhc order Division International PoUce Cooperation

Hungary Hungarian National Police | Hungarian Association of Pohcewomen

Iceland National Icelandic Network The Terns

Ireland An Garda Siochiana

Israel National Pohce Headquarters | Unit for International relations

Italy Corpo Pohcia Municipale Milano | Polizia Municipale

Casalpusterlengo - Somagha

Latvia Latvian State Pohce

Lithuania Ministry oflnterior | Pohce Department

Luxembourg Pohce Grand Ducale

Malta Police General Headquarters | Vice Squad

Netherlands Ministry oflnterior and Kingdom relations | Mmistiy of Justice |

Dutch Council of Chief Constables ] NPI (Dutch Police Instiuite) |

LECD Dutch National Expertise Centte on Diversity | KLPD |

Police Region Amsterdam-Amstelland ] Pohce Region Rotterdam-

Rijnmond I Pohce Region Haaglanden | Pohce Academy The

Netiieriands (IPO) ] Pohce Region Gelderland-Midden |

Pohce Region IJsselland | Pohce Region Midden-West Brabant |

Police Region Brabant Zuid/Oost ] Pohce Region Noord-Holland-

Noord 1 Pohce Region Noord-Oost Gelderland | Pohce Region Gooi

en Vechtstteek ] Pohce Region Kennemerland | Police Region Noord

HoUand Noord | Pohce Region Lunburg-Zuid | Pohce Unions ACP and

NPB I Ducon Change Management | SPE | Pohtievormingscentrum

N . Ireland Pohce Service of Northern Ireland

Norway Norwegian Pohce Durectorate

Poland Pohsh Pohce | Trade Union of Policewomen

Pormgal GNA | Pohcia Judiciara dkectoria de Lisboa

Slovenia Slovenian Pohce

Slovalda Pohce Presidium | Organisation of pohcewomen in Slovalcia

Spam Catalan Pohce Mossos d'Esquadra | Catalan Police School | APPAC |

Ministry Interior and Justice de Catalunya | National Pohce |

La Guardia Civil

Sweden Swedish National Pohce Board

Switzerland Stadtpolizei Ziirich | Kantonpohzei Basel-Stadt | L'Institute Suisse de

Pohce (Le Centre de Documentation)

Turkey Turldsh National Pohce | Ministry of Lnterior - Department

International affairs

Un. Kmgdom Action E | BAWP ] City of London Pohce | Centrex (former Police Staff

CoUege Bramshill) | Essex Pohce | Hampshire Constabulary |

Hertfordshhre Constabulary | Lancashire Constabulary | Lothian and

Borders-Scotiand | Metropolitan Pohce | NALGO | NordfoIIc

Constabulary | Northamptonshire pohce | Sussex Pohce | Thames

Valley Pohce | Unison | West Mercia Pohce ] West Midlands Police

Europe OSCE | European Commission

USA OfBce of Luternational Criminal Justice | lACP - International

Association Chiefs of Pohce | IAWP

38 I ENP.NL

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