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Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
Gender Equality Dimensions in SEESAC projects
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Gender Equality Dimensions in SEESAC projects

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  • 1. 
  • 2. The Women Police Officers Network inSouth East Europe (WPON)
  • 3. 
  • 4. 
  • 5. 1.Recruit a largernumber of qualifiedand motivatedwomen candidates,and to ensure theiradmission in thepolice educationsystem and policeservicePromote police profession in the media and in open days,engage women police officers to speak about theprofessionCalls for enrollment should be published in differentmedia, in particular those targeting womenCandidates should have as precise information as possibleabout the demands, characteristics and risks of policework and be allowed to directly ask questions about theprofession, both by e-mail and in personDevelop promotional material focused on womenWomen police officers should be promoted as rolemodels in visual material, the website, magazine, posters
  • 6. 2.Maketheselectionprocess moregendersensitivePreparatory training for candidates for entry exams,especially womenMandatory participation of both men and women inrecruitment teams and selection commissionsDetailed examination of candidates for possiblehistory of domestic or sexual violenceMandatory gender sensitization of members of entryexam and selction commissionsWhere there is a quota for admission of women itshould be interpreted as minimum and notmaximum
  • 7. 3.StrengthentheprofessionaldevelopmentofwomeninthepoliceIncrease the number of women mentorsImprove the accessibility of all forms ofeducation and additional trainings to women –if there are several candidates with similarqualifications a woman should be selectedIntroduce exit interviews
  • 8. 4.To make surethat careeradvancementfor women isnot limited byformal andinformalobstaclesConsult with police women in design of uniforms and equipmentPromote the rights and obligations of both parents concerningchildcareClearly prescribe that in case of maternity leave the condition forcareer advancement is not an uninterrupted period working inprevious positionRaise the awareness among police personnel on existingprocedures for reporting sexual harassment and encourageemployees to use these mechanisms through internal magazines,lecturesPay attention to shift schedules of officers if spouses work in thepoliceIntroduction of topics related to gender equality in policeeducation; in particular sexual and gender based violence
  • 9. 
  • 10. 
  • 11. 
  • 12. •••••••

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