Rekruttering av kvinner til politilederstillinger med personalansvar - med et særlig fokus på hva som hemmer og fremmer rekrutteringen?
Master thesis
Published version
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https://hdl.handle.net/10642/9258Utgivelsesdato
2020Metadata
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Sammendrag
On the 31st of December 2016 the overall plan for gender balance in management positions was
presented to the police. One of the motivations for this plan was to increase the proportion of women
among leaders in police positions. The Police Directorate has a target of increasing the proportion of
female leaders to 30% from the current 23% by 2022. This is a qualitative study where I have sought to
investigate what inhibits and promotes the recruitment of women to police positions with personnel
responsibility. I have examined the awareness and knowledge recruiting leaders have of the action plan. I
have also sought to shed light on which measures leaders believe to be effective in increasing the
recruitment of female police officers with personnel responsibilities. The following issues for the study are:
"Recruitment of women to police positions with personnel responsibility, with a particular focus on what
hinders and promotes recruitment". To elucidate the problem, I have used current theory, and I have
interviewed six police leaders with personnel responsibilities in the Eastern Police District. One of findings
is that police leaders in this district are concerned with gender balance, and are keen to take concrete
measures to achieve gender balance. These leaders have also experienced with measures from the action
plan that promote the recruitment of female police officers with staff responsibilities. However findings
indicate that there are obstacles along the way that hinder recruitment of female leaders.
Beskrivelse
Master i styring og ledelse