Rekruttering av kvinner til politilederstillinger med personalansvar - med et særlig fokus på hva som hemmer og fremmer rekrutteringen?
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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.
Master i styring og ledelse