Report Women Police in BD

8/19/2019 Report Women Police in BD

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INTRODUCTION:

Bangladesh is a developing country and half of the total population is women. So, women are an

indispensable part of society and we cannot deny the contribution of women in our society. Our

national poet quoted that the creation of the world whatever great and beneficial for human being

are shared fifty by man and fifty percent women. Women have their aspiration, ability and

quality to prove them as an active citizen in every sphere of life.

The only law enforcement agency of Bangladesh is Bangladesh police!, headquartered in "ha#a

in $%&$ and governed by the 'olice (ct of $)*$.This agency requires competent, efficient and

dedicated personnel with a unique set of traits and characteristics. So, being a police officer is the

most thrilling, fascinating and satisfying career for both male and female and that is why the

number of female police officer is increasing in Bangladesh. (long with its male member the

female police officers are committed to enforce law, maintain social order, reduce fear of crime,

enhance public safety and ensure internal security.

With its empathy, effective communication, compassion and intelligence women police are

wor#ing in the ran#s from "eputy +nspector eneral -"+ to constable and all units of

Bangladesh police force. Bangladesh female police officer with its name and fame hasestablished themselves as the role model to all other countries. They have been wor#ing hard to

ma#e Bangladesh a better and safer place to live.

DEVELOPMENT OF WOMEN POLICING IN BANGLADESH:

'olicing was viewed as a masculine occupation. But nowadays this misperception has changed

and the field of law enforcement offers an interesting and challenging future to young men and

women. Women were first employed on police duties during /irst World War. (lice Stebbin

Wells was the first policewoman, who has 0oined the 1os (ngeles 'olice "epartment in $%$2. (t

that time she handled cases involving women, 0uveniles and children. -Woolsey,32$2

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(fter *4 years from then in $%&4, Bangladesh police force introduced its first female officers,

when fourteen women police officers were appointed in the Special Branch, of whom, seven

were at the ran# of Sub5+nspector, and seven were at the ran# of 6onstable. The first female

uniformed police members were recruited in $%&*, when fifteen women police officers were

appointed in the "ha#a 7etropolitan 'olice for the first time.

The first woman in a supervisory post -(ssistant Superintendent 'olice was recruited through

the si8th Bangladesh 6ivil Service 6ommission in $%)*.She was also the first female police to

have served in the 9: peace #eeping mission and now she is serving as "eputy +nspector

eneral in Bangladesh 'olice. (nother four women were subsequently appointed in the seventh

Bangladesh 6ivil Service e8amination in $%)). (fter a long interval from $%)) to $%%), in $%%%

eight women officers were appointed through the $) th Bangladesh 6ivil Service ;8amination

-Bangladesh 'olice,32$*.On $) (ugust 32$4, out of $


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Bangladesh has also won the honor of becoming the first 7uslim ma0ority nation in the world to

send an all5women contingent on a 9: peace mission. Bangladesh female police officers are

wor#ing in the civil police -9:'O1 as well as /ormed 'olice 9nit -/'9. 'resently $%2 female

officers are wor#ing smoothly as deputy battalion commander, liaison officer, monitor and staff

officer in the 9nited :ations 'eace Aeeping 7issions in ;ast Timor, Sudan, 6ongo, +vory 6oast,

1iberia and Aosovo. -Bangladesh 'olice,32$


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Women have different e8periences and realities than men. ;8perience of women various from

culture to culture, they are e8tremely hesitant to approach outsiders with their concerns even in

e8treme circumstances let alone approach an institution as intimidating as a police force. (s a

result their access to 0ustice is negatively impacted by a lac# of women to whom they can spell

out their complaints. >igher representation and visible presence at various levels ensures more

approachability and therefore greater access to a vital service where women!s e8periences and

realities can be adequately appreciated and addressed. reater representation therefore serves the

realization of women!s human rights in two aspectsC +t helps repair the deficit in equality of

opportunity to wor#, and the deficit in access to 0ustice that women face.

Women officers, apart from being able to do the 0ob as effectively as men, bring

additional s#ills and qualities, and improve the image of, and public confidence in the

police, as a whole.

The traditional but increasingly outdated view of policing as Dman’s wo!" is built on a

model of policing that views the wor# as physical, authoritative, forceful, dangerousE and

hence inherently unsuitable to the female physique and disposition.

7ost of the researches show thatC

• DWomen police officers utilize a style of policing that relies less on physical force, and

more on communication s#ills that defuse potentially violent situations.

• Women police officers are therefore much less li#ely to be involved in occurrences of

police brutality, and

• 7uch more li#ely to effectively respond to police calls regarding violence against

womenF.

( comprehensive 322@ cross5country report by the :ational 6entre for Women and

'olicing -:W6' on the advantages to law enforcement of hiring and retaining women

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pointed out that research in the 9S and other nations indicated that women police officers

were as effective as their male colleagues and that there wasC

D:o meaningful difference between male and female officers inC

• Their activities or productivity on patrolE

• Their commitment to law enforcement organizationsE

• Their response to violent confrontationsE

• Their performance evaluations received both at the academy and on the 0obE

• Their level of 0ob satisfactionE and

• Their participation in training and other professional development activitiesF.

/emale police officers have better interpersonal s#ills and in particular are better

communicators than their male counterparts. (ccording to the :W6'C

• DStudies have also shown that community members prefer female officers to respond to

potentially dangerous situations and believe they are better able to defuse these

interactionsF.

Women police officers have also been shown to be more adept at community policing.

The nature of policing is moving away from the physical, forceful model to whichwomen have previously -and wrongly been associated as unsuited to, and as pointed outC

• D6ommunities are demanding more contact with the police in non5enforcement

related matters such as interaction with the youth, crime prevention and simply officer

presence in the neighborhoodsF.

Better interpersonal and communication s#ills undoubtedly contribute to an increased ability of

women police officers in this regardE li#ewise research has also found women to be less cynical

and more respectful in their views of citizens, and to have greater support for the principles of

community policing. Women police officers have also been shown to be more effective at

handling domestic violence complaints. (s highlighted above, one of the fundamental aspects of

a representative police service is the ability to reflect, appreciate and understand the differing

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e8periences within a society, and as a phenomenon e8perienced mostly by women, it stands to

reason that female police officers are better placed to respond to domestic violence.

=esearch by the :6W' has also demonstrated that women police officers are

substantially less li#ely than their male colleagues to be involved in allegations or cases

of use of e8cessive or deadly force. That is not to say that women police officers are

unwilling to use force. =esearch has demonstrated that they are 0ust as li#ely to use force

as male officers, but that the force used is less li#ely to be e8cessive or deadly. (

consequence of this is that there is a reduction of complaints and increased confidence in

policing.

LEGAL AND POLICY FRAMEWOR#:

Bangladesh police continue to be governed by the 'olice (ct of $)*$. 'rovisions for women in

police are entirely absent from the $)*$ legislation, which is unsurprising given its heritage.

The constitution of Bangladesh protects the rights and equality of women in society in part 3

fundamental principles and state policy and part @ fundamental rights through the following

provisionsC

Cons$%$&$%on o' Ban()a*+s, s,ow ma%n)-

• (rticle $2 -Steps to be ta#en to ensure participation of women in all spheres of national

life,

• (rticle $% -State to ensure equality of opportunity to all citizens,

• (rticle 3) -'rohibits discrimination against any citizen on grounds of religion, race,

caste, se8 or place of birth and enables the state to ma#e special provision in favor of

women,• (rticle 3% -uarantees equality of opportunity for all citizens and prohibits

discrimination on grounds of religion, race, caste, se8 or place of birth in relation to

public employment.

There are also some numbers of policies such asC

Na$%ona) Wom+n’s D+.+)o/m+n$ Po)%0- 1233 V%s%on 12134

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ACTIVITIES OF WOMEN POLICE:

The functions in generally carried out by Bangladesh women 'olice are as followsC

34 C%m+ Mana(+m+n$ 5 P&6)%0 O*+ Mana(+m+n$ 5 Bas%0 Po)%0%n( 5 Law

En'o0+m+n$:

• 6ollecting intelligence

• =esponse to crime +ncidents

• +nvestigation

• Gerification

• 'ublic Order 7anagement

• Traffic 7anagement

• (ssisting 'rosecution

14 In$+na) S+0&%$-C

• Security 'atrols

• Security Watchdog

• GG+' Security

• A'+ Security

• Security at :ational Occasions -=eligious festival, /air, +0tema, 'ahela Baisha#h

etc.

74 So0%a) In$+(a$%on:

• =aising (wareness -Through Training, =ally, ;8hibition, 7edia 6overage, Gisiting

schools etc.

• 6ommunity 'olicing

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• >umanitarian ;fforts -Winter cloth distribution, helping disaster victims etc

• 'articipation in the Social ;vents -Being partner in ;vents li#e fair, assistance etc.

• Observing Open >ouse "ay

•Blood "onation

• Gictim Support 6enter

84 P+'om%n( In$+na$%ona))-:

• (ddressing Transnational 6rimes -+nterpol, S((=6 'ol etc

• 9: 'eace#eeping 7issions

REPRESENTATION OF WOMEN IN POLICING:

$%&4 saw the first recruitment of women into the police force, but the numbers remained low for

years. +n $%)*, the first woman 0oined the officer level, and then for the ne8t decade from $%))

to $%%), not a single woman was recruited at the officer level. (s described below, the number of

women has increased sharply in recent years, due mostly to the focus on gender by the '=' and

the inclusion of gender priorities by the police themselves in a former Strategic 'lan. +n fact, the

Bangladesh 'olice has ta#en strides to not only ensure women!s representation in the lower

ran#s, but also in mid5level and senior management positions. These improvements are to be

commended and are evidence of what can be achieved when special effort is made. >owever,

there is still a long 0ourney to travel. /rom 322& to 32$@, the percentage of women in the police

in Bangladesh has more than doubled from $.)&H to 4.*@H. (t the end of 32$@, out of a total

wor#ing strength of $,


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(ddl. +' $

"+ 3

(ddl. "+ 3

S' $3

(ddl.S'


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ATTITUDE OF THE PUBLIC TOWARDS WOMEN POLICE:

(ttitude of the public is the first focus in the police department. Several public attitude surveys

conducted by the police reform programme reveal high levels of support in the public for women

in policing. +n the first of these, in 322% for e8ample, %2 percent of households surveyed

e8pressed support for women in the police service. (lmost half -43 percent felt that women

should comprise half of the police service -'=',322%. ( further survey conducted in 32$$ found

that %@.* percent people believed that women were under represented in the police. +n response

to a question on the representation of men, &


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• >ighest ran# of the Bangladesh police

• One5third through promotions of inspectors and two5third directly

• "irect recruitment is conducted by the Bangladesh 'ublic Service 6ommission -B'S6

SI:

• :on5cadre, mid5level entry position to the Bangladesh police

•


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ACHIEVEMENT OF WOMEN POLICE:

A '+ma)+ o''%0+ w,o '%s$ )+a*s a /aa*+:

( female officer named Shamsun :ahar, Superintendant of 'olice in 6handpur has led a parade

of a thousand troopers in the J:ational 'olice Wee# 32$*J, which ma#es her the first female

commander ever in the history of Bangladesh 'olice. K+t was an honor and a delight to be the

first woman to lead the parade.-B"news34,32$*

T,+ '%s$ wom+n $a''%0 s+(+an$:

Women first 0oined the ran#s of traffic police in 32$4. (mong the $,)@& applicants, 4* were

women. Twenty5eight were selected. (fter being trained at the Bangladesh 'olice (cademy in

=a0shahi, 33 of them were assigned to the "ha#a 7etropolitan 'olice. Shahana, who graduated

in accounting from =a0shahi 6ollege, has been wor#ing at Bangla 7otor, Shantinagar and

=uposhi Bangla since ?an *. This city!s traffic issues can be resolved if everyone follows the

rules,F is a frequent statement among the sergeants. Traffic Sergeant =ozi (#ter, who has a

degree in 'olitical Science 0oined since 32$


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Ma)+ C&)$&+ w%$,%n $,+ Po)%0+ S+.%0+

Haassm+n$ a$ $,+ Wo!/)a0+

A//o/%a$+ Fa0%)%$%+s an* Po)%0%+s

D+/)o-m+n$ an* A))o0a$%on o' D&$%+s

Ta%n%n( an* S&//o$

Ma)+ 0&)$&+ w%$,%n $,+ /o)%0+ s+.%0+:

• 6onsidering that for several years, women representation in the Bangladesh police stood

below 3 percent and no women were recruited for $2 years -$%)) to $%%) -Bangladesh

'olice,32$*.

• ( male culture e8ists in the service.

• ;8ampleC +n 32$$,


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Haassm+n$ a$ $,+ wo!/)a0+:

• >arassment at the wor#place in the most common issues in the police department.

• Bangladesh does not have legislation prohibiting se8ual harassment but there are

certainly robust standards in place.• The :ational Women!s "evelopment 'olicy and ender ?ustice 'olicyta#e some steps

for protection of women at wor#place.

• +n theory and on paper, the Bangladesh police have a zero tolerance approach to se8ual

harassment.

• +n 32$@, the B'W: too# the initiative that Dwomen friendly wor#ing environmentF.

• (mong 34@ women police, only $% -&.) percent said they had faced se8ual harassment

in the field level.-B:W1(,322%

• They said some officer in charge -male spread rumors. They send S7Ss on mobiles. +f, +

complain, + can!t stay in the department.

• Sometimes, they too# more duties as a punishment.

• So, it can be said that harassment is occurring but is 0ust not mentioned.

I$ %s )%!+ a $a6oo $o 6+ a**+ss+* s$on()-".

A//o/%a$+ 'a0%)%$%+s an* /o)%0%+s:

1ac# of separate toilets, restrooms and changing facilities for women police.

1ac# of accommodation or barrac#s for women -for posting.• +nsufficient logistic support and facilities

• The length of shift often a minimum of $3 hours was singled out a numerous

occasions and difficult in balancing wor# and home serve. (s, a result, women

discourage for applying this 0ob.

• 7aternity leave for all female government servants is si8 months, but they

e8pressed the need for one year maternity leave.

• 1ac# of day care center as a problem and one women police stated Dshe wor#ed in

the office with her si8 month old babyF.• 7ost of the women police assigned posting in Thanas without any planning and

irrespective of whether accommodation is available.

• So, it can be said that the need to ensure appropriate policies and facilities for

women in policing.

D+/)o-m+n$ an* a))o0a$%ons o' *&$%+s:

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"iscrimination is creating between male and women police officers.

Women are not serious cases, only women related cases are given to them to

handle.

+n the murder cases, two women are investigates it and that too for a pretty crime.

7ost of the women police handle cases related to women and children.

Ta%n%n( an* s&//o$:

Training in the Bangladesh police depends on the entry level.

ShynessLconfidence needs to be addressed at training5currently the training is the same

but actual needs to address difference.

+n relation to in5career training, there is no discrimination, but women are reluctant to go

to place far from their posting places.

/or foreign training, it has to be in a group5stigma and social factors prohibit a woman

from going on her own.

The '=' survey of police officers in 32$$ identified the need for training.

The survey further found that fewer women received training in crime management and

criminal investigation than their male counterparts, about 4.@ percent of women officers

said they had received such training compared to $


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particularly when compared to the total numbers. Below these ran#s, as noted earlier,

representation is actually better than in some other parts of the world.

"esignationTotal Women

Wor#ing

Total

Wor#ing

Women as the

percentage of the total

$.+' 2 $ 2H

3.(dditional +', rade 3 $ $$ %H

@."+, rade @ 3 43 4.&H

4.(dditional "+ rade 4 3 &2 3.)H


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of urgent and comprehensive reform. The women police faced the ma0or challenges in the field

level by their subordinates.

(s with other women police officers in the region, Bangladesh women have made a ma0or

contribution to international policing wor#, and it is evidently promoted and encouraged. This is

of course a great opportunity for women to gain e8perience that they might not get in their own

country. Thus, while such e8periences should continue to be encouraged, so too should efforts

are directed to ensure that women get similar e8periences and opportunities within their own

police service.

So, it can be said that D;verything is same theoretically but the reality is very difficultF. So, this

difficult situation would overcome by some recommendations.

RECOMMENDATIONS:

Fo $,+ Go.+nm+n$

$. +nitiate a comprehensive programme of police reformC

• Beginning with new policing legislation a#in to the 'olice Ordinance of 322&

• ;ngage fully and meaningfully with the '='

• ;nsure that any necessary reforms are adequately resourced and implementation is

monitored.

3. +ntroduce a law that prohibits se8ual harassmentC

• That adopts a zero tolerance approach with suitable punishment.

• That ensures appropriate mechanisms for implementation, including appropriate gender

balance

• +mposes sanctions for non5compliance.

• +ncludes provisions prohibiting victimization of complainants.

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@. 'rovide adequate resources to the Bangladesh 'olice to enable it to provide required

infrastructure to includeC

• Women!s toilets in police stations

• Women!s restrooms or changing facilities

• (dequate accommodation for women -and indeed other officers and their families for

postings

• Transport for women officers

• "ay care facilities

• ;nsure resources allocated to police are spent as mandated

• 'rovide for insurance for all members of the police department.

• ;armar# funds for B'W:.

Fo $,+ Ban()a*+s, Po)%0+

$. =einstate gender as a core strategic ob0ective, with associated actions, in the ne8t Strategic

'lan.

3. (dopt a strong and robust gender policyC

• With accompanying action plans and targets that are resourced

• With mechanisms for monitoring implementation

• That has senior level involvement and responsibility.

@. 6ontinue to increase representation of womenC

• 6onsider the introduction of quotas or targets

• Ta#e active measures to ensure these are filled, such as outreach in terms of advertising

and raising awareness

•Target in particular more remote areas and harder5to5reach groupsE not 0ust schools and

universities

• +ntroduce programmes for women that provide support for the process of applying for the

police force

• +nclude women in the recruitment process itself

• "istrict S'!s offices to coordinate with B'W: for inta#e of women constables

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4. ;ngage in efforts to address the culture within the organization to ensure it is more

welcoming of women and their roleC

• +ncreased gender training and sensitization

• +nclusion of women -perhaps through setting quotas in policy and decision5ma#ing

bodies and

• 'rocesses

• 7a#e insubordination of senior female officers a disciplinary matter

• (ddresses postings and promotions for women.

igh 6ourt!s Order on se8ual harassment.

*. ;mbar# on a comprehensive infrastructural programme -resourced by government, with

resources actually spent, to ensure that every police station or district hasC

• Separate toilets for women

• Separate changing or restrooms

• Transport

• (ccommodation

• "ay care facilities.

&. =eview current policy on wor#ing hours to introduce fi8ed wor#ing hours and shifts.

). 6onduct an audit of the current roles and duties fulfilled by women and adopt an action plan to

address identified bloc#s and gaps, particularly in relation toC

• /ield postings, including heading districts

• +nvestigation roles

• Serious cases beyond those involving women and children.

%. 1in#ed to this, carry out an audit and adopt measures to ensure women have adequate in5

service trainingC

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• To fulfill the range of duties within the police force

• That incorporates a focus on capacity5building and confidence that may currently be

lac#ing in women

• That includes the necessary facilities and policies that enable them to engage in training

-such as child care, accommodation etc..

$2. +ntroduce a system for monitoring retention of women officersC

• That gathers detailed statistics including numbers, ran#, length of service

• That captures reasons for leaving, possibly by means of e8it interview with an

independent panel -or at least not the immediate superiors.

$$. +ntroduce a transparent, ob0ective, merit5based promotion system thatC

• +ncludes women in the promotion processes -such as development of criteria, assessment

panels, etc.

• 6onsiders the inclusion of temporary positive action measures for promotion

opportunities for the increased numbers of women, focusing in particular on upward

movement from the lowest ran#s.

$3. ;armar# and provide funds for B'W:.

Fo PRP

$. ;nsure the focus on gender is sustained in the ne8t phase of the reform programme -if there is

to be one.

3. Wor# with the police to ensure that a gender policy is adopted thatC

• +s strong and robust

• >as sign5off and support at the most senior level

• +s resourced

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• >as actions plans including timetables, targets and monitoring and oversight

mechanisms.

@. 6ontinue to support the efforts of the Bangladesh 'olice Women!s :etwor#, including

financially.

Fo BPWN

$. 6ontinue building awareness of the helpline and encourage female officers to use it to report

harassment and other concerns.

3. Build awareness of support and advice that can be offered by B'W: to victims of harassment

in ta#ing complaints through the official mechanisms.

@. 7onitor data received from the helpline to identify trends or systemic problems.

4. Wor# with senior women officers to build #nowledge and solidarity on the obstacles and

challenges faced by women police across the ran#s in the organization.


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REFERENCES:

$. Bangladesh 'olice. -32$


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3. Bangladesh 'olice. -32$*.

=etrieved fromC httpsCLLen.m.wi#ipedia.orgLwi#iLBangladesh5'olice. ((ccess "ateC

[email protected]@.32$*.

@. Bangladesh 'olice, Strategic 'lan Bangladesh 'olice -322)532$2, '(=T +++.

=etrieved fromC httpCLLwww.prp.org.bdLdownloadsLstrategicH32plan.pdf .

-(ccess "ateC 23.2@ 32$*

4. Bangladesh 'olice. Strategic 'lan Bangladesh 'olice -32$35$4

=etrieved fromC httpCLLwww.police.gov.bdLuserfi lesLfileLStatigic'lan$45$$5$3color

print.pdf .-(ccess "ateC 23.2@ 32$*

uman =ights +nitiative -6>+=. -32$


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-(ccess "ateC [email protected]$*.

$@. 'olice =eforms 'rogramme. -32$$, Baseline Survey on 'ersonal Security and 'olice

'erformance in Bangladesh, p. 32.

$4. Woolsey,S. -32$2. 6hallenges for Women in 'olicing. 1aw and Order.

=etrived from www.hendonpub.comLresourcesLarticle5archiveLresultsLdetailsMidN$*$4. -(ccess

"ateC 23.2@ 32$*.

$

Documents

Report Women Police in BD