Teori Interaksi Simbolik 1123

NATIONAL LAW UNIVERSITY, JODHPUR
WINTER SESSION
(JANUARY – MAY 2017)
SOCIOLOGY-II
MID TERM PROJECT WORK
“WOMEN IN POLICE: A SCOIOLOGICAL PERSPECTIVE”
SUBMITTED BY: SUBMITTED TO:
RISHABHA MEENA, 1351, AYUSH SINGH-1315, DR. ASHA BHNADARI
UTKARSH-1373, LOKESH VASITA-1332, FACULTY OF POLICY SCIENCE
VIVEKANANDA VIRUPAKSHA -1378
B.A. LL.B. (HONS.), IV SEMESTER

ABSTRACT
Women Police has now become an integral part of the police reforms in almost all countries of
the world, including India.However, the current situation of women in policing is a
development of specific historical circumstances. The situation of women police with regards
to their status, function, role and the obstacles they face during their job. The study seeks to
look at the Gender Issue in the Police by understanding the role and perception of the police
by the women employed as police and hence understanding gender issues from the women’s
perspective by taking a sample of 40 female police. The study also aims at understanding the
women police from a sociological point of view by looking at their backgrounds, intent to join
the police force and their perception of the current state of women in police and finally
concluding by identifying the way ahead.
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TABLE OF CONTENTS
I. INTRODUCTION ............................................................................................................ 7
II. REVIEW OF LITERATURE ...................................................................................... 8
III. THEORETICAL FRAMEWORK ............................................................................ 13
A. Structural Functionalism ........................................................................................... 13
B. Conflict Perspective .................................................................................................. 14
C. Symbolic Interactionist Perspective .......................................................................... 15
D. Structural Sexism ...................................................................................................... 16
E. Cultural Sexism ......................................................................................................... 18
F. Capability Approach of Amartya Sen ........................................................................... 19
G. Feminist Theory ........................................................................................................ 20
IV. GOVERNMENTAL REPORTS AND DATA RELATING TO WOMEN IN
POLICE IN INDIA ................................................................................................................ 21
A. Statistical Data related to discrimination of Women in Police ................................. 21
B. National Police Commission Reports ....................................................................... 22
C. National Conferences for Women in Police.............................................................. 24
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D. Parliamentary Committee Reports ............................................................................ 25
E. Micro Mission on Gender Crimes and Gender-Related Issues ................................. 26
F. Special Mahila Police Volunteer Programme: .............................................................. 26
G. All-Women Police Stations and Other Similar Policy Measures .............................. 26
H. Model Police Act:...................................................................................................... 27
V. STATEMENT OF PROBLEM.................................................................................. 29
VI. AIMS AND OBJECTIVE .......................................................................................... 30
VII. SIGNIFICANCE OF THE STUDY .......................................................................... 30
VIII. RESEARCH HYPOTHESIS.................................................................................. 30
IX. RESEARCH METHODOLOGY .............................................................................. 31
A. Methods of data collection ........................................................................................ 31
B. Primary and secondary research ................................................................................ 31
C. Research Design ........................................................................................................ 31
D. Data Analysis ............................................................................................................ 31
X. UNIVERSE OF STUDY ............................................................................................. 32
A. Description of the universe ....................................................................................... 32
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B. Information of the Sample......................................................................................... 34
C. Sample Size ............................................................................................................... 36
XI. LIMITATIONS OF THE STUDY ............................................................................ 37
XII. DATA INTERPRETATION AND DATA ANALYSIS........................................... 38
A. Why did you decided to join this profession? ........................................................... 38
B. I am not getting the full resources from our department and necessary cooperation
which can help me in preventing and controlling crime because of my sex. ...................... 39
C. I am underestimated, harassed, discriminated, overlooked and suppressed by my male
counterparts. ......................................................................................................................... 40
D. I am discriminated against my male counterparts in the promotion. ........................ 41
E. I am not getting time to look after my health. ........................................................... 42
F. I neglect my family members and also my personal duties. ......................................... 43
G. I am facing much problems during night duties. ....................................................... 44
H. I am dissatisfied with the works of police. Sometimes I remain mentally tense while
performing my duty. ............................................................................................................ 45
I. I feel dissatisfied in performing both professional and domestic role. ......................... 46
J. I have scarified my personal interest because I have to maintain a stereotype life. ..... 48
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K. Socio-economic vies are not broad about the women police. ................................... 49
L. As a women police, I am aware of the policies made by the government for the
betterment of the women in police....................................................................................... 50
M. Negligence to personal interest is common in this service. Which I take for granted.
51
N. As a women police, I became more aggressive whenever any police officer challenges
my role performance. ........................................................................................................... 51
O. As a women police, I always visited my friends and discuss with them about the
problem in the job. ............................................................................................................... 52
P. As a women police, I have deal equally with male and female criminals. ................... 53
Q. I feel I should leave the police job. ........................................................................... 54
R. As a women police, I revolt against male chauvinism. ............................................. 56
XIII. SUMMARY OF THE FINDINGS ......................................................................... 57
XIV. RECOMMENDATIONS ........................................................................................ 59
XV. CONCLUSIONS ......................................................................................................... 61
XVI. BIBLIOGRAPHY ................................................................................................... 63
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I. INTRODUCTION
Women in the police are under-utilized and under-employed. In 2010, the proportion of women
in the organized sector of India was 20.41 percent, while the proportion of women in the total
police force was only 4.59 per cent. Gender discrimination is a major reason for this under-
utilization. Gender differences should not be used to justify negative discrimination or to
discourage women from effectively contributing to the organization. Moreover, women’s lack
of awareness of their genuine rights, their acquiescence in the bullying tactics at the workplace,
and conformity to the traditional roles defined by society have kept them in a passive position.
Men and women have different personality traits and behaviour patterns. If these differences
are managed with proper understanding and care, they are helpful in creating an excellent work
environment within the police organization. However, both the lack of sensitivity and over-
sensitivity of the government and the male police personnel have made women in the police
psychologically weak.
Women’s entry into law enforcement was late in all countries in comparison to men. They
entered in the late 1800s and early 1900s in world scenario. In India, they were brought into
criminal justice system in 1938 in Travancore along with Kanpur and they were developed in
other states also slowly. At present they are an integral part of Indian police administration and
system.
Despite their involvement in all type of police work in India, it has been observed that sex
discrimination still persists in the police force and status of police women is not very high.
Secondly, they have to perform their professional as well as social roles. The present study
tries to fill up this gap and tries to scale the status, role-conflict of policewomen in India.
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II. REVIEW OF LITERATURE
i. Om Raj Singh Vishnoi, Women Police in India, New Delhi: Aravali Printers &
Publishers (P) Ltd., 1999, 208. ISBN: 81-86880-58-5.
The book written by Dr. Om Raj Singh Vishnoi is quite informative and readable. The
association of the author with Police Training for more than a decade including several Gender
Sensitisation training programs for the police personnel of various levels has in fact provided
distinct insights and vision to the author which have been in a way crystallized into the pages
of this title. The broad spectrum of the topics covered includes: the genesis and expansion of
women police in India and abroad; earlier inhibitions and entry of women in the male
dominion of police system mode of appointment training; duties being handled by them; new
social dimensions of their duties; problems and prospects. It also focused on the multi-faceted
role of women police in urban situation with particular reference to Delhi.
ii. Alka Sahoo, “Women in Policing in India: A Sociological Study of their status
and Role in a Changing Urban Society”, Doctoral Thesis, Charan Singh University,
Meerut, 2001.
Alka Sahoo (2001) conducted a study on Women in Policing in India: A Sociological study of
their Status and Role in a Changing Urban Society. The study aims to scale the status and role
of police women in this male profession along with equally important foundations of family
and society. The study observed that police profession is still unattractive to women. Its reason
is a traditional nation that policing is a man’s job. The study observed that women are being
attracted towards this profession due to unemployment. The study also found that (41.27%)
sex discrimination in the department in period of training, nature of duty, promotions,
postings, and in getting facilities like vehicles and weapons. This study helps to know the
police women perception regarding their job.
iii. Gurpreet Randhawa and Komal Narang: “Women in Police: Employment Status
and Challenges”, ASCI Journal of Management, Administrative staff college of
India, 2013; 42(2):38-51.
The article examines the employment status and challenges of women in police, particularly
in India. It presents data on male and female workforce in the organized sector in India for the
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period 1991-2010, in which the female workforce has increased. It also presents data which
shows the increase in female personnel in the Indian police for the same period. The challenges
face by women police force in India includes gender discrimination, sexual harassment and
organizational in-civility. In this study, “Women in Police: Employment Status and
Challenges”, conducted with the objectives of to examine the employment status of women
in the police and to study the challenges faced by women in the Police. The study discussed
the challenges posed by women’s personality traits; those are the difference in leadership
style, low acceptance and poor comfort level, lack of job satisfaction and challenges outside
the workplace like balancing career and family life and technological advancement.
iv. R. Mangaleswaran, “Adjustment Problems among the Married Women Police

Personnel”, International Research Journal of Social Sciences, 2012; 1(2):1-7. ISSN:
2319- 3565.
Focused on the level of adjustment problems namely, health, emotion, self, home, social
aspects and overall adjustment problems among the married women police. The study found
that 68% of the married women police have high health adjustment problems. More than
half of married women police (58.8%) have a high level of emotional adjustment problems.
Similarly more than half of married women police (56.77%) have high self-adjustment
problems. 70.1% married women police have high home adjustment problems. 52.6%
married women police have high social adjustment problems and 61% married women police
have high overall adjustment problems. Since married women are involved in such services
as men do, they encounter with several adjustment problems. The study helps to identify that
majority of married women police have a high level of home adjustment problems in all their
dimensions, including overall adjustment problems. Among all the adjustment problems, very
high percent of adjustment problems are with home. This may be due to the fact that they have
less time to meet out their family needs.
v. Serhan Ercikti: “Major Determinants of Job Satisfaction among Police

Managers”, South West Journal of Criminal Justice, 2011; 8(1).
Conducted a study on Major Determinants of Job Satisfaction among Police Managers. The
study revealed that the five organizational variables (skill variety, task identity, task
9
significance, autonomy, and feedback) could explain 18% of the variance in job satisfaction
perceptions of police managers.
vi. Buzawa, T. Austin & J. Bannon, “The role of selected socio-demographic and job-
specific variables in predicting patrol officer job satisfaction: A reexamination
ten years later”, American Journal of Police, 1994, 13(2), pp. 51-75.
The article highlights various parameters which are very necessary for job satisfaction in
police. There are several reasons why job satisfaction is important to police organizations. First,
negative attitudes toward work can adversely affect job performance in both the quantity and
quality of services provided. Thus, poor performance can impact police-community relations
by adversely affecting public attitudes toward the police. In addition to a moral obligation to
demonstrate concern for its employees and promote positive work-related attitudes, job
satisfaction promotes lower stress levels and, accordingly, fewer symptoms of stress. Police
officers can experience high rates of employee turnover due to their low job satisfaction.
vii. R.K. Raghavan, Policing A Democracy-A comparative study of India and the
U.S., 1999.
Informs that the creation of women’s wing in the Indian Police in a formal manner was
essentially a post-independence decision. Prior to this, there was a sporadic recruitment of a
small number of women in just five centers like Kanpur, Mumbai (1938-39). Elsewhere,
women were no doubt being employed on a casual basis to fulfill certain legal requirements,
as in the case of the search of women prisoners in custody. But they were never a part of the
force.
viii. Rao Venugopal, Baton and Pen-Four decades with the Indian Police, Konark
Publishers, 1993.
In his the study of women police coincided with the entry of Kiran Bedi into the Indian Police
service. To what extent can women be entrusted with the rough and tumble of police life in
the rapidly degenerating law and order conditions.
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ix. F. Herzberg, “One more time, how do you motivate employees? Not by improving
work conditions, raising salaries, or shuffling tasks”, Boston: Harvard Business
Review, Presidents and Fellows of Harvard College, 1968.
The author identified different factors combine to create job satisfaction and dissatisfaction
among employee. He identified these as either motivators or hygiene factors. Motivators
promote job satisfaction. They include achievement, responsibility, the work itself,
recognition, and advancement/promotion. Hygiene factors do not directly lead to job
satisfaction among employees. However, their absence may lead to job dissatisfaction. They
consist of organizational policies, supervision, and leadership, pay or salary, work conditions,
communication with supervisors/work partners. Herzberg contended that employees need to
reach an acceptable level of hygiene factors to feel neutral about their jobs. Therefore,
employers should seek ways of eliminating dissatisfaction resulting from hygiene factors and
focus on improving the motivators in the work environment to increase job satisfaction.
x. S K Ghosh, Women in Policing, 1981, Light and Life Publishers.
Uses a lot of Data from the Bureau of Police Research and Development and also the
International Council of Police Officers. Being a police officer himself (former Inspector
General of Police). Mr Ghosh has an insight into the police department. He highlights the
functioning of police women around the world as a background and talks about women
police in India, their recruitment, training and service conditions.
xi. M.L. Dantzker, “Measuring job satisfaction in police departments and policy
implications: An examination of a mid-size, southern police department”,
American Journal of Police, 13, 1994, 77-101.
Dantzker’s, a prominent American author on police administration, conducted a job

satisfaction survey of twelve police departments in six states indicated that police officer
participants had low overall job satisfaction levels. They reported the greatest dissatisfaction
with the pay and the least dissatisfaction with supervisory support. Police officers between
the ages of 20 and 25 were more satisfied than other age groups. The male police officers had
higher job satisfaction levels than female police officers. The men were more likely to change
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police departments, while the women were more likely to accept a job offer different from
policing.
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III. THEORETICAL FRAMEWORK
A. STRUCTURAL FUNCTIONALISM
Structural Functionalism is a sociological theory that attempts to explain why society functions
the way it does by focusing on the relationships between the various social institutions that
makes up society (e.g., government, law, education, religion, etc). It is a framework for
building theory that sees society as a complex system whose parts work together to promote
solidarity and stability. This approach looks at society through a macro-level orientation, which
is a broad focus on the social structures that shape society as a whole, and believes that society
has evolved like organisms. This approach looks at both social structure and social functions.1
This theory focusses on the organization of society and the relationships between broad social
units, such as Institutions. The group is the unit of analysis. Sociology is supposed to
concentrate its efforts on theorizing about the relationships between groups of folk. A group
could be a crowd of people in a movie theater, or the members of a family sitting around the
dinner table, what some call "small groups". Corporations, factories, university systems, and
even communities are groups too. Structural functional theory (SFT) allows for major
institutions, such as the economy, religion, polity, education and family, to be considered
groups in the grandest sense. In the sociological analysis, the dynamic of the groups in relation
to other groups and the whole system is under study.2 Another key characteristic of this theory
is that it views society as constantly striving to be at a state of equilibrium, which suggests
there is an inherent drive within human societies to cohere or stick together. This is known as
the cohesion issue. Societies strive toward equilibrium, not through a dictatorial mandate by
the leaders of society but rather because the social structure of societies encourages
equilibrium.
Pre-industrial society required a division of labor based on gender. Thus, women out of
biological necessity, remained at home performing such functions as bearing, nursing, and
caring for children whereas men, who were physically stronger and could be away from home
for long periods of time, were responsible for providing food, clothing, and shelter. This
1
Sociological Theory/ Structural Functionalism,
https://en.wikibooks.org/wiki/Sociological_Theory/Structural_Functionalism.
2
Family Crisis - Five Major Theories
Structural Functional Theory, http://www3.uakron.edu/witt/fc/fcnote5.htm.
13
division of labor was functional and came to be defined as normal and natural. Industrialized
society rendered the traditional division of labor less functional. Today, because of daycare
facilities, lower fertility rates, and the less physically demanding and dangerous nature of jobs,
the traditional division of labor is no longer as functional. Families have evolved from extended
to nuclear, authority is more egalitarian, more women work outside the home, and greater role
variation exists in the division of labor.3
According to Structural Functionalist thought, women being subordinate to men allow the cogs
of society to function smoothly as everyone in the society knows his or her respective position
in the hierarchy. The implication, of course, is that, because society is functioning smoothly
with gender stratification, such stratification is acceptable and efforts should not be made to
change the arrangement. This example illustrates that Structural Functionalism is generally
seen as being supportive of the status quo.4
B. CONFLICT PERSPECTIVE
Conflict theory sees society as a dynamic entity constantly undergoing change as a result of
competition over scarce resources. Unlike the structural functional theory, which views society
as a peaceful unit, conflict theory interprets society as a struggle for power between groups
engaging in conflict for limited resources. Karl Marx is the founder of conflict theory. Conflict
theorists like Marx posit that there are two general categories of people in industrialized
societies: the capitalist class and the working class. The capitalist class, or elite, consists of
those in positions of wealth and power who own the means of production or control access to
the means of production. The working class consists of relatively powerless individuals who
sell their labor to the capitalist class. It is advantageous to the elite to keep the working class in
a relatively disadvantaged position so that they can maintain the status quo and their own
privileged positions. This perspective views the social world as riddled with tension and strife.
While stability and order remain recognized facts of the social world, the conflict perspective
seeks to discover the tensions that exist behind the facade of order. Because some segments of
human systems hold more power, money, prestige, and other valuables than do other segments,
3
Gender Inequality, https://northwestms.instructure.com/courses/66676/files/5181761/download.
4
Sociological Theory/Structural Functionalism,
14
there is inevitably a conflict of interests between the "haves" and the "have-nots." Those who
possess valuable resources naturally wish to retain them. Those without resources want to
secure them.
Male dominance and female subordination are shaped by the relationship men and women have
to the production process. Hunting and gathering societies: women and men were economic
equals, each controlling their own labor and producing needed subsistence. As society evolved
to agricultural and industrial modes of production, a private property developed and men
gained control of production while women remained at home to bear and care for children.
Male domination was furthered by inheritance laws that ensured that ownership would remain
in their hands and laws that regarded women as property. As industrialization continued and
the production of goods and services moved away from the home, the male-female gaps
continued to grow. Continued domination by males requires a belief system that supports
gender inequality. Two such beliefs are that women are inferior outside the home and more
valuable in the home. The subordinate position of women in society is a consequence of social
inducement rather than biological differences that led to the traditional division of labor.5
C. SYMBOLIC INTERACTIONIST PERSPECTIVE
The symbolic interactionist perspective of sociology views society as a product of everyday

social interactions of individuals. Symbolic interactionists also study how people use symbols
to create meaning. Symbolic interaction theory analyzes society by addressing the subjective
meanings that people impose on objects, events, and behaviors. Subjective meanings are given
primacy because it is believed that people behave based on what they believe and not just on
what is objectively true. Thus, society is thought to be socially constructed through human
interpretation. People interpret one another’s behavior and it is these interpretations that form
the social bond. Some fundamental aspects of our social experience and identities,
like race and gender, can be understood through the symbolic interactionist lens. Having no
biological bases at all, both race and gender are social constructs that function based on what
we believe to be true about people, given what they look like. We use socially constructed
5
Supra Note 4.
15
meanings of race and gender to help us decide who to interact with, how to do so, and to help
us determine, sometimes inaccurately, the meaning of a person's words or actions.6
Through the lifelong socialization process, females and males are taught meanings associated
with being feminine and masculine, gender roles are taught by the family, school, peer groups,
and media. Conceptions of gender are socially constructed as societal expectations dictate what
it means to be female or what it means to be male. Women are socialized into expressive roles
(nurturing and emotionally supportive roles); men are socialized into instrumental (task-
oriented) roles. These roles are then acted out in daily interactions as boss and secretary, doctor
and nurse, football player and cheerleader “do gender.” Gender is a central organizing factor
in the social world and so must be included as a fundamental category of analysis in
sociological research. The impact of the structure and culture of a society is not the same for
different groups of women and men. Research should thus take into consideration the
differential effects of age, race and ethnicity, and sexual orientation.7
D. STRUCTURAL SEXISM
Structural sexism involves the interaction between people in dyads or within groups. Examples
of this type of sexism include nonverbal behaviors that connote status and power. For example,
women tend to take less personal space around their bodies than men do. Women are also
assigned to smaller spaces, such as smaller offices or shared offices. From this specific
nonverbal message, individuals infer that men are more dominant and have a higher status than
women; the person who controls more physical space is more powerful and more dominant
and has a higher status than the person who controls less space. Institutional sexism refers to
the manipulation or toleration of institutional policies that restrict the opportunities for one sex
as compared with the other sex. Examples of institutional sexism include the impact of sex
ratios within occupations and academic institutions and the effects of occupational status on
women and men. When women and men in the same occupation are compared, women make
a lower wage than men, are less likely to be accepted into postgraduate programs, and are less
likely to receive financial support for their education. In addition, there may be higher
6
Understanding Symbolic Interaction Theory, https://www.thoughtco.com/symbolic-interaction-theory-3026633
7
Supra Note 4.
16
admission requirements for women than men applicants, sex quotas for admission,
discrimination in the award of financial aid, and age restrictions on enrollment that constitute
an interface between age and sex discrimination against women. Women in the labor force are
employed primarily in traditional women's occupations. Thus, the segregation of job categories
by sex represents an institutional pattern of discrimination against women.8
1. Education and Structural Sexism
Worldwide, women are less likely than men to be literate (read and write) due to millions of
women being denied access to even the most basic education. Men are more likely to complete
a graduate or professional degree than are women, and differences exist in the types of
advanced degrees earned. Women may earn fewer advanced degrees than men due to
socialization that encourages them to choose marriage and motherhood over long-term career
preparation and structural limitations that discourage women from advancing in education. 9
2. Work and Structural Sexism
Women are disproportionately employed in agricultural and service sectors, more likely to be
unemployed. Worldwide, women tend to work in jobs with little prestige, low or no pay, where
no product is produced and in roles where they are facilitators for others. No matter what the
job, if a woman does it; it is likely to be valued less than if a man does it.
Women are overrepresented in semiskilled and unskilled occupations. Men are

disproportionately concentrated in professional, administrative, and managerial positions. Men
in traditionally held female jobs have an advantage in hiring, promotion, and salaries, called
the glass escalator effect. Women are still heavily represented in low-prestige, low-wage, pink-
collar jobs that offer few benefits. Women and men are often channeled by employers into
gender-specific jobs that carry different wages and promotion opportunities. Women in higher
paying jobs may be victimized by a “glass ceiling”—an often invisible barrier that prevents
women and other minorities from moving into top corporate positions. Working mothers
experience a “motherhood penalty” in which they are evaluated as less competent and
8
Sexism, http://gem.greenwood.com/wse/wsePrint.jsp?id=id597.
9
Supra Note 4.
17
committed to work than non-mothers and feel pressured to choose professions that permit
flexible hours and career paths. Although the type of career pursued may be a woman’s choice,
it is a structured choice—a choice among limited options as a result of the structure of society.10
3. Income and Structural Sexism
The gender pay gap varies over time, by state and by race. Pay differences result from
differences in women’s and men’s education, skills, training, and work experience. The life-
cycle human capital hypothesis argues that women have less incentive to invest in education
and marketable skills because they know their careers will be interrupted by family
responsibilities. Human capital differences are a result of structural constraints and
expectations that women should remain in the home. These jobs are undervalued in part
because they include a significant amount of emotion work—work that involves caring,
negotiating, and empathizing with people. Emotion work is rarely specified in job descriptions
or performance evaluations. Women also earn less than men as a result of discrimination in
education, hiring, promotions, and salaries. Comparable worth refers to the belief that
individuals in occupations should be paid equally if the job requires “comparable” levels of
education, training, and responsibility.11
E. CULTURAL SEXISM
Cultural sexism focuses on women's lower social status and power. For example, while girls
and women make up almost 53 percent of the human race, they are systematically omitted in
our daily speech. Since girls and women are the majority, it would be logical to use
"womankind" to refer to humans. However, "mankind" is the generic term meaning human
race. In addition, cultural sexism is practiced by mental health practitioners. These
professionals typically have described a mature, healthy, and socially competent man or adult
(sex unspecified) similarly and significantly different from a woman. A healthy woman is
considered less independent, less adventurous, less aggressive, and less objective, while more
easily influenced, more excitable in a minor crisis, and more conceited about her appearance
than either a healthy man or a healthy adult. Women are thus in a double bind with respect to
10
Supra Note 4.
11
Supra Note 4.
18
their mental health: they cannot be a healthy woman and a healthy adult at the same time. 12
Their double-bind status causes women to incur some social penalty regardless of their
behavior. It refers to the ways the culture of society (norms, values, beliefs, symbols)
perpetuates the subordination of an individual or group based on sex. Such as the belief that
females are less valuable than males has serious consequences, such as gender-based abortions
in India.
F. CAPABILITY APPROACH OF AMARTYA SEN
The Capability Approach is defined by its choice of focus upon the moral significance of
individuals’ capability of achieving the kind of lives they have reason to value. This
distinguishes it from more established approaches to ethical evaluation, such as utilitarianism
or resourcism, which focuses exclusively on subjective well-being or the availability of means
to the good life, respectively. A person’s capability to live a good life is defined in terms of the
set of valuable ‘beings and doings’ like being in good health or having loving relationships
with others to which they have real access.13
Rather than goods and resources (the inputs), the focus of Sen’s capability approach is people
and their capabilities (the end-results). It also provides the frameworks for thinking about issues
like poverty and inequality that can’t be adequately addressed by the economic tools alone.
This approach can be used as a normative framework for assessing social arrangements, social
justice, equality, and quality of life, as well as for designing policies. It has also been seen as a
theory of social justice – seeking to reduce social exclusion and inequalities. It focuses on
people as ends in themselves rather than treating them as mere tools to achieve economic
growth. Rather than talking of some theoretical equality of people or seeing them in terms of
numbers, the capability approach explicitly recognizes the differences in individuals coming
from say, age, sex, race, class, health, intelligence, education and so on. It also accepts that
people’s abilities are affected by external factors coming from the other people, social
arrangements, access to infrastructure and public services, opportunities to participate in social
and political activities, freedom to speak and influence state policies, and so on. Thus, the scope
of the capability approach is quite vast. It considers all possible factors – personal, economic,
12
Supra Note 8.
13
Sen’s Capability Approach, http://www.iep.utm.edu/sen-cap/.
19
social, political, or environmental – that can possibly influence human capabilities which
dictate the real well-being of people. In this sense, it is a complete human development model.
Although Amartya Sen is commonly associated with welfare economics, but in recent years
his theory has been increasingly used for analysis of social policies in economically advanced
nations, for example France.14
G. FEMINIST THEORY
Feminist theory explores both inequality in gender relations and the constitution of gender. It
is best understood as both an intellectual and a normative project. What is commonly
understood as feminist theory accompanied the feminist movement in the mid-seventies,
though there are key texts from the 19th and early- to mid-20th centuries that represent early
feminist thought. Whereas feminist theories first began as an attempt to explain women’s
oppression globally, following a grand theoretical approach akin to Marxism, the questions and
emphases in the field have undergone some major shifts. Two primary shifts have been (1)
from universalizing to particularizing and contextualizing women’s experiences and (2) from
conceptualizing men and women as categories and focusing on the category “women” to
questioning the content of that category, and moving to the exploration of gendered practices.
Thus, while many theorists do focus on the question of how gender inequality manifests in
institutions such as the workplace, home, armed forces, economy, or public sphere, others
explore the range of practices that have come to be defined as masculine or feminine and how
gender is constituted in relation to other social relations. Feminist theories can thus be used to
explain how institutions operate with normative gendered assumptions and selectively reward
or punish gendered practices. Many contemporary feminists look beyond the United States to
focus on the effects of transnational economic, political, and cultural linkages on shaping
gender.15
14
What is Amartya Sen’s “Capability Approach” to Development,
https://socialissuesindia.wordpress.com/2013/09/06/what-is-amartya-sens-capability-approach-to-development/.
15
Jennifer Carlson, Raka Ray, Feminist Theory, http://www.oxfordbibliographies.com/view/document/obo-
9780199756384/obo-9780199756384-0020.xml
20
IV. GOVERNMENTAL REPORTS AND DATA RELATING TO WOMEN IN
POLICE IN INDIA
A. STATISTICAL DATA RELATED TO DISCRIMINATION OF WOMEN IN POLICE
The number of women in the ranks of India’s police is considered to be rising significantly
over the past decade. In 2014, there were more than 105,000 policewomen, or about 6% of the
total force, in India according to government figures. Which even though is higher proportion
than neighbouring Pakistan (1%) and Bangladesh (4.5%), is far behind levels in some Western
countries.
In the report, “Rough Roads to Equality: Women Police in South Asia” by CHRI, it was found
that a pervasive view of policing as a job for men was an impediment to policewomen at every
stage of their careers. It said authorities often fail to understand the contribution women can
make to effective law enforcement.
In India, the first woman police officer was appointed in Kerala, in the Travancore Royal police
in 1933. The first woman IPS officer was appointed in 1972. Of the 1,722,786 Police Officers
in country today, only 105,325 are women across all ranks. This amounts, on an average to a
mere 6.11% of the total police force in India, as of 1st January 2014( as per the date with Bureau
of Police Research and Development, Ministry of Home Affairs). The numbers and proportion
of women police officers vary significantly between the states, with Chandigarh having the
highest (14.6%), followed by Tamil Nadu (12.4%) and Andaman & Nicobar (11.2%). Lowest
among the states are Meghalaya (2.8%), Nagaland (1%) and Assam (0.9%).
The numbers have grown, albeit marginally, in the last 5 years, yet they are woefully short of
the 33% threshold recommended repeatedly by the Ministry of Home Affairs. In 2008, women
made up 3.9% of the total police officers, which has grown to 6.11% in 2014.
Less than 1% of policewomen in India occupy senior ranks and almost 90% of them serve as
constables, the report showed. One state even has guidelines that say women must not be
deployed into roles usually held by male officers. The Jharkhand state police manual says that
women “should be employed on duties which they alone could perform more effectively and
with greater advantage than male police,” such as cases relating to violence against women
and helping male officers in investigations involving females, the report said.
21
In the above mentioned “Rough Roads to Equality: Women Police in South Asia” report, the
representatives have visited a few states and they have come up with these results:
1. Meghalaya has succeeded in almost doubling its numbers of female police officers
from 174 in 2008 to 329 in 2014, constituting an increase of 1% overall.
2. Haryana has doubled its numbers and almost trebled the percentage of female
officers from 2.7% in 2008 to 6.65% in 2014. A specific increase from 2011-2012
of almost 1000 additional officers saw the percentage go from 4.9% to 7.5%.
3. Jharkhand has seen an increase from 1701 to 2906; with a particular increase of
almost 1,000 officers between 2013 and 2014 which saw the percentage jump from
3.4% to 5.15%.
4. Kerala has been pretty consistent over those years with no significant increases or
decreases. The numbers currently stand at 3067 officers constituting 6.42% of the
force.
5. Rajasthan has almost doubled the percentage and trebled the numbers of female
police from 4% in 2008 to 7.11% in 2014.
So, in order to sort this out, there are several commissions, acts to sort everything out regarding
this.
B. NATIONAL POLICE COMMISSION REPORTS
Out of its eight reports, in its fifth, the National Police Commission devoted a large section to
women police. It not only called for an increase in the representation of women in the force,
which at that time stood at 0.4%, but also recommended an equal share in police work and
more involvement in the police administration.16 Its specific recommendations include:
1. Women police should be given a greater role in investigations work, performing a

special role dealing with crimes against women and children and tackling juveniles in
conflict with law.
16
National Police Commission (1980), Government of India, Fifth Report, pp. 119-122:
http://bprd.nic.in/writereaddata/linkimages/2047042656-FIFTH%20REPORT.pdf.
22
2. Women police need to be recruited in much larger numbers than at present, preferably
in the ranks of Assistant Sub-Inspectors or Sub-Inspectors of Police rather than in the
rank of constables.
3. Women police should become an integral part of the police organization and should not
constitute a separate branch with recruitment and promotion confined to that branch
alone.
Generally, women should be given the same training as male officers with emphasis on special
training in dealing with women and children in public order situations.
Several Commissions and committees have drafted model Police Acts to replace the 1861 Act
first, it was the NPC which drafted a Model Police Bill, and subsequently the Ministry of Home
Affairs constituted two Committees, the first which was in 2006 and the second in 2013, with
a sole purpose to draft, and then further improve and amend, a Model Police Act. All of these
legislative models have been produced to serve as templates for new police laws across the
country, but none have been fully adopted by either the states or the Centre. Representation of
women was addressed for the first time in 2006
Ministries of the central government frequently issue “advisories” to states. This advice is
given to recommend minimum standards, new measures, or operating guidelines for executing
law or policies. These advisories are not binding orders, they are just suggestions for improving
decision-making and the framing and implementation of law or policies. Following the 2009
advisory setting a target of 33% reservation, the MHA has since issued several other advisories
prescribing roles for women police to facilitate greater numbers. In 2013, the Ministry
reiterated the 33% target and recommended each police station to have at least three women
sub-inspectors and ten women police constables to ensure women help desks are staffed at all
times.17 More recently, the Ministry has proposed creating Investigative Units for Crimes
against Women (IUCAW) at police stations in crime-prone districts across states.18 These units
17
Ministry of Home Affairs, Government of India, Advisory (2013), D.O. No. 15011/21/2013 –SC/ST–W,
http://mha.nic.in/sites/upload_files/mha/files/AdvisoryWomenPolice-290513.pdf.
18
Ministry of Home Affairs, Government of India, Advisory (2015), 15011/72/2014 – SC/ST –,
http://mha.nic.in/sites/uploadfiles/mha/fi les/CrimesagainstWomen0601.PDF.
23
would be constituted on a cost-sharing basis between the Centre and the states, and are to have
around 15 specialized investigators dealing specifically with crimes against women.
Of the 15 staff, at least one-third are required to be women personnel. It is good that these
advisories seek to increase the numbers of women police and also give women frontline duties
in police stations. But there are also constraints and particular concerns with the establishment
of IUCAWs. Filling these numbers will require an infusion of women at different ranks.
Recruitment processes take their own time and are possible only against vacancies or new
sanctioned posts. Funds and infrastructure will inevitably be needed. Implementation will have
to be incremental.
C. NATIONAL CONFERENCES FOR WOMEN IN POLICE
The Bureau of Police Research and Development, a wing of the Ministry of Home Affairs,
organises a national conference for women in police biannually in collaboration with a state
police force, bringing together women police across ranks and states. Beginning in 2002, this
is its most enduring initiative with six conferences held so far –
1. New Delhi (2002),

2. Mussorie, Uttarakhand (2005),
3. Panchkula, Haryana (2009),
4. Bhubaneshwar, Odisha(2010),
5. Thrissur, Kerala (2012) and
6. Guwahati, Assam (2014).
The conferences have repeatedly stressed the need for increased representation of women and
recommended several measures including 33% reservation, special recruitment drives, a
common cadre for men and women, and better facilities for women.
This initiative has been taken up to strengthen gender sensitivity in police force so as to improve
the overall police responsiveness to gender sensitive cases. So far 7 states and all Union
Territories have joined this initiative and have started recruiting additional women police
officers. Most of the other States have agreed to start working on this. But to everyone’s
surprise, no state meets those guidelines. The southern Indian state of Tamil Nadu, whose
police force is about 12% women, comes the closest.
24
D. PARLIAMENTARY COMMITTEE REPORTS
In 2012-2013, and again in 2014-2015, the Parliamentary Committee on Empowerment of

Women took up the issue of women police to “review the working conditions of women police
in India”. This Committee was constituted on 23 September 2012 and consisted of 20 members
of the Lok Sabha and ten members of the Rajya Sabha. The term of the Committee is one year;
it is reconstituted every year. This was the first effort by a Parliamentary Committee to examine
the issue of women in policing. The Committee’s findings and recommendations not only
provide a strong impetus for improving the gender ratio within police organisations but also,
importantly, point out the changes in organisational structure and policies which have to go
hand in hand for women to play a meaningful role in policing.
This has repeatedly stressed the need for increased representation of women and recommended
several measures including 33% reservation, special recruitment drives, a common cadre for
men and women, and better facilities for women. The Ministry of Home Affairs has advised
state governments repeatedly to recruit at least 33% women to the police force. Many states
have a reservation policy for women ranging from 15% in Uttarakhand to 35% in Telangana.
Other states which have adopted this are Maharashtra, Rajasthan, Tamil Nadu, Odisha, Bihar,
Sikkim, Gujarat, Madhya Pradesh, Jharkhand, and Tripura. Even then, these targets have not
been met and the states which had implemented reservations long ago only have about 12%
women. Maharashtra has had a reservation policy in place since 1971, but women police are
barely pushing 10% of the force. Tamil Nadu has attained 12% after 26 years; Rajasthan only
7% in the same period; and Odisha is not even at 10% after 23 years. Clearly, much more needs
to be done to bring down the structural barriers and make women an integral part of police
force through more evolved policy measures and their effective implementation and
monitoring, including police reforms. Gender equality is a constitutionally enshrined right and
it is time that the right is fully realized19
19
https://commons.wikimedia.org/wiki/File%3AWomen_Police_07172.JPG
25
E. MICRO MISSION ON GENDER CRIMES AND GENDER-RELATED ISSUES
A National Police Mission was set up by the Government of India in 2005 to guide, monitor
and review the transformation of policing into an
“efficient, effective, and responsive agency both as an instrument of state and as a service
to citizens”.
It functions through a four-tier system which includes an
1. Empowered Steering Group,

2. An Executive Committee,
3. A Mission Directorate and
4. Micro Missions.
Seven Micro-Missions have so far been constituted to develop projects focusing on different
aspects of policing. The Seventh Micro-Mission looks at gender crimes and gender-related
issues with special emphasis on rape and police response, including issues and concerns related
to women in policing. For instance, it has discussed drafting a model gender policy for police
departments as well as performance audits of all-women police stations. It consists of 27 IPS
officers of the rank of Superintendent of Police up to Additional DGP, drawn from different
states and Union Territories.
F. SPECIAL MAHILA POLICE VOLUNTEER PROGRAMME:
Guidelines for operationalization of Mahila Police Volunteers have been developed by WCD
Ministry and sent to the Ministry of Home Affairs for adoption. MPVs will act as a link between
police and community and facilitate women in distress. The MPVs shall report the incidence
of violence against women, domestic violence and dowry harassment. They shall be given an
Identity Card to authorize their identity and engagement with public. The contribution of the
MPVs will be rewarded annually.
G. ALL-WOMEN POLICE STATIONS AND OTHER SIMILAR POLICY MEASURES
Looking at the policy landscape over the years, a major preoccupation is the need to address
violence against women and promote women’s safety, with women police as a prime vector.
26
One of the earliest measures was the constitution of all-women police stations (AWPS) to focus
exclusively on crimes against women. These are precisely what their name states – exclusive
police stations, separate from the regular police station of an area but under the jurisdiction of
the district Superintendent of Police, staffed mainly by women police to
1. Receive,
2. Register, and
3. Where possible, investigate crimes against women.
The intent is to facilitate women to report crimes to the police in a space perceived safer than
a male-dominated police station. There is no central advisory or direction to set up AWPS, it
is purely at states’ discretion. All states have not established them, though some do have
sizeable numbers. Tamil Nadu leads with 198 all-women police stations at present.
H. MODEL POLICE ACT:
This skewed gender ratio in the police force has not gone unnoticed. Representation of women
was addressed for the first time in the 2006 Model Police Act which called for
“adequate gender representation in the composition of the police service”
and required,
“each police station to have a Women and Child Protection Desk staffed, as far as possible,
by women police personnel, to record complaints of crimes against women and children and
to deal with the tasks relating to administration of special legislations relating to women and
children”.
Although this is a step forward, the 2006 Model Act does not explicitly mention gender equality
as a core principle governing the police service nor does it define “adequate representation”.
A Second Committee constituted in 2013, looks at the issue of diversity and gender equality in
police forces. New laws relating to sexual crimes against children and women were passed in
2012 and 2013 respectively, giving exclusive functions to women police in the registration of
complaints and recording of victim statements.
27
In the draft of the policy for women 2016, it was a part of it, to see and ensure that, there is
gender specific training incorporating gender sensitivity and thorough briefing on all the
specific laws on women will be undertaken continuously for all levels, cadres and ranks of
women police personnel.
28
V. STATEMENT OF PROBLEM
Women Police has now become an integral part of the police reforms in almost all countries of
the world. However, the possibility of women functioning as full members of a police force
and playing a role for achieving its objectives was not well perceived in the early years of
evolution of the police system. This was perhaps because traditionally law enforcement has
tended to remain mostly a masculine job involving substantial use of physical prowess.20
Workplace problems are distinct from other stressors, for example, difficulties in balancing a
job and family responsibilities or a person’s personality traits and related methods of coping
with workplace problems. Workplace problems are troublesome features of the work
organization. They include negative interactions with other police officers in the department,
feelings about status and opportunities in the department, bias and harassment, and
overestimates and underestimates of physical abilities.21 Some subsequent pieces of research
have found an exclusive influence of workplace problems on stress, workplace problems have
repeatedly been shown to be important influences.
The present study seeks to look at the Gender Issue in the Police by understanding the role and
perception of the police by the women employed as police. The study also aims at
understanding the women police from a sociological point of view by looking at their
backgrounds, intent to join the police force and their perception of the current state of women
in police. The study finally aims to suggest some recommendation for the development of
women in police.
20
Suvarna Joshi, “The State of Women Police in India and Discrimination Faced by them”, The International
Journal of Indian Psychology, Vol. 2, Issue 4, ISSN 2348-5396 (e).
21
Merry Morash, Robin Harr, Dae-Hoon Kwak, “Multilevel Influences on Police Stress”, Journal of
Contemporary Criminal Justice, Vol. 22, Issue 1.
29
VI. AIMS AND OBJECTIVE
1. To know social conditions and problems and psychological problems faced by women
in the police department.
2. To know of their welfare programs and safety provided by the Government.
3. To find out the level of occupational stress among women police personnel
4. To reflect their feelings in the form of suggestions to solve their problems.
5. To know whether gender biases exist in the police department.
VII. SIGNIFICANCE OF THE STUDY
The researcher selected this topic to know the socio-demographic characteristics, duty
conditions and problems, psychological problems among the women police. This study will
help to make the society aware about the feeling of women who are working in police and
sacrificing their personal interest. This report of this study can be used by the governmental
agencies and other agencies to frame the policies for the betterment of women in police and
find possible solutions for the causes of women in police along with the effective implementing
mechanism of the solution to their problem.
VIII. RESEARCH HYPOTHESIS
1. It is hypothesized that gender bias does not exist in the Police department in India,
across all positions.
2. It is hypothesized that society does not have a negative attitude towards women in
police department.
3. It is hypothesized that women police face a lot of conflict in their personal and
professional life which comes in the way of proper utilization of their talent.
30
IX. RESEARCH METHODOLOGY
A. METHODS OF DATA COLLECTION
This study is about selected variable of stress. This study is based on the police constables in
Rajasthan Police Train Centre in Jodhpur district. The researcher prepared structured
questionnaires for data collection for this study. The questionnaires included questions on
demographic profile and causes of stress. Primary data were collected through the
questionnaire directly from the respondents and the secondary data were collected from
government records, books, journals and the Internet. The researcher used descriptive analysis.
B. PRIMARY AND SECONDARY RESEARCH
The Research in the present case has been done as an empirical project in which data has been
collected from different sources to make the project effective. An extensive research has been
done using the secondary sources which have been verified and tested upon by the data
collected from the primary sources.
C. RESEARCH DESIGN
The research has used close ended research design for the study. The main aim for having used
this design was to analysis the problem precisely as well as to increase the knowledge of the
researcher about the magnitude of the problems, hence descriptive design was adopted for the
present study.
D. DATA ANALYSIS
Both qualitative and quantitative data have been analysed in the backdrop of the project
objectives. Quantitative data would be tabulated and statistically analysed. Qualitative data
have been interpreted based on the information collected from the field.
31
X. UNIVERSE OF STUDY
A. DESCRIPTION OF THE UNIVERSE
Rajasthan Police Academy and Training center was first set in 1975 set in Jaipur and in Udaipur
1953. In Jodhpur, Police Training Centre established in 1975 number of candidates go to Police
Academy after clear the exam and then after complete the training go to different places and
join the duty. The universe of the research study is Rajasthan Police Training Centre which is
around 10 kilometers away from the Jodhpur main city. The Centre has all the necessary
facilities for the betterment of women in the police. The researchers observed separate hostels
for both males and females in the Centre. The researcher observed well-furnished mess in the
Centre. The researchers also visited the office of high officials where we observed that a
women police officer was standing along with heavy armors for around 2.5 hrs. The Centre
also has a cinema hall for the trainees and the officers training them. It is important because
the job of women in police is very tiring but such cinema in the center assures at least some
relief to those women by make necessary arrangements for entertainment apart from
grounds, gyms, etc.
Entrance Gate of Rajasthan Police Training Centre, Jodhpur.
32
Cinema Hall in the Police Training Centre, Jodhpur
Women while giving response
Officials while doing Exercise
33
I. INFORMATION OF THE UNIVERSE
Heads Strength
Female 200-250
Male 400-500
Female Police officers 5
Male Police officers 20
B. INFORMATION OF THE SAMPLE
Heads Strength
Female Police less than or upto 28 years old 29
Female Police more than 28 years old 11
Married 21
Unmarried 19
General Caste22 17
Scheduled Tribe 4
Scheduled Castes 10
OBC 9
AGE
22
The caste has been recorded by finding the caste mentioned in the survey given by the respondents from the
List issued by the central government providing the scheduled castes and scheduled tribe.
34
28%
72%
Less than or upto 28 years old More than 28 years old
MARITAL STATUS
48%
52%
Married Unmarried
35
CASTE
23%
42%
10%
25%
General Scheduled Caste Scheduled Tribe OBC
C. SAMPLE SIZE
Considering the size of universe and paucity of time, the research has been conducted on 40
female working in the police department.
36
XI. LIMITATIONS OF THE STUDY
The limitations of this study were that:
1. Only a limited number of people could be selected as sample.

2. All People were not very interested in talking so it caused a difficulty in persuading
them to talk.
3. The language was a barrier.
4. Time constraint was there.
5. The research was conducted under the presence of the superiors of the sample due to
which they may not have given the correct response due to the fear of officials.
37
XII. DATA INTERPRETATION AND DATA ANALYSIS
A. WHY DID YOU DECIDED TO JOIN THIS PROFESSION?
Options Response Percentage

Economic Security 15 37.5%
Serve the Country 18 45%
Other Reasonable 7 17.5%
17.5%
37.5%
45%
Economic Security
Serve the Country and Development of the Society
Other Reasons
37.5% women joined this profession for the reason of economic security whereas 45% joined
this profession in order to serve the country. Only 7 % women joined this profession because
of other reason e.g as they mentioned in their response “mujhe bachpan se police ki naukri
karne ki chah thi”. A women gave the response that “rozgar ke aise roop mein, jismein samaj
seva ka behtar awsar uplabdh hota hai, tatha samman bhi prapt hota hai, wyakatitv vikas
bhi hota hai, iss seva ko chuna hai”.
They work for variety of reasons, including the need to feel useful and important. But they
work mainly in order to earn money which they do not absolutely need. However in India, most
of the women seek outside jobs to a great extent due to economic necessity women economic
empowerment is absolutely essential for raising their status in society. There were only few
women who took this job out of interest and passion. Most of the women took it only because
of financial security. Some of them joined because their parents were also police and hence
38
since childhood, they aimed to become a police. Very few of them joined because they got job
of their husband who died. Some of them joined this profession with the aim to serve the
country.
This study found that most of the women joined this profession to serve the country.
B. I AM NOT GETTING THE FULL RESOURCES FROM OUR DEPARTMENT AND NECESSARY
COOPERATION WHICH CAN HELP ME IN PREVENTING AND CONTROLLING CRIME
BECAUSE OF MY SEX.

Always 5 10%
Often 1 3%
Sometime 8 20%
Never 26 67%
12% 3%
Always
Often
20%
Sometime
Never
65%
67% Women did not agree with the fact that they are not getting full resources from their
department while 10% women agree with this fact. Only 3% women and 20% women feel
that they are not provided with resources sometimes or often. The negative result may be due
to because of certain situations where there may be lack of resources due to which they feel
that they are not provided with adequate resources. This result has disregarded the general
notion that women are deprived of necessary resources against the male counterparts. The
39
need for women police has been accepted all over the world both in the developed and
developing countries in view of special needs and requirements of women. Working women
now show the strong internal commitment to work. We cannot completely rely on the
response of Always, Sometimes or often because most of the women who agreed with fact
are less than 25 years of age due to which it can be concluded that they have lack of
experience due to which they don’t know what is the ambit of full resources.
Hence, it can be concluded that now the society has changed and the women are all the
necessary resources at par with men.
C. I AM UNDERESTIMATED, HARASSED, DISCRIMINATED, OVERLOOKED AND SUPPRESSED

BY MY MALE COUNTERPARTS.

Always 0 0%
Often 5 12%
Sometime 5 13%
Never 30 75%
0%
12%
Always
13% Often
Sometime
Never
75%
12% and 13% women agreed with this fact that they are sometimes and often suppressed,
harassed, discriminated and overlooked by male counter parts whereas 75% women did not
agree with the same.
40
The women are not harassed because of the change in values and ideals of the society.
Furthermore, due to the creation of more and more stringent law, the male cannot do so.
But even though the society is getting advances but such discrimination in form of suppression,
overlooking, etc still exist.
We cannot place complete reliance on the data of “never” because the records were taken
by the researchers were taken under the observation of the senior officials due to which they
women may be in fear in giving the correct response. It is also observed by the fact that in
2016, some women of the universe of the study complained about such harassment,
suppression, etc.23
D. I AM DISCRIMINATED AGAINST MY MALE COUNTERPARTS IN THE PROMOTION.

Always 2 5%
Often 4 10%
Sometime 3 7%
Never 31 78%
5%
10%
7% Always
Often
Sometime
Never
78%
23
http://www.bhaskar.com/news/RAJ-OTH-sexual-abuse-in-jodhpur-police-training-centre-3181447.html.
41
Only 5%, 10% and 7% women agree with the fact that they are discriminated against their
male counterparts in matters of promotion whereas 78% women did not agree with the same.
We cannot totally rely on this data because now lots of legal safeguards have been made for
the protection of women. We don’t know whether the samples have been ever got chance of
promotion. They response given by the samples may be merely because they have heard so
from other sources.
Discrimination on this ground is prohibited by Article 15 of the Constitution which says no

citizen shall on the grounds of sex, caste, place of birth be ineligible for, or discriminated
against in respect of, any employment or office under the State. However, the State can make
laws which might be discriminative towards male but which might be beneficial for the women
on the grounds of affirmative action. Discrimination on the basis of sex is not prohibited under
the law for those involved in the private sector.
E. I AM NOT GETTING TIME TO LOOK AFTER MY HEALTH.

Always 6 15%
Often 16 40%
Sometime 18 45%
Never 0 0%
0%
15%
Always
45%
Often
Sometime
Never
40%
42
15% of the samples do not always get time to look after their health whereas 40% and 45% of
the samples often and sometimes do not get times to look after their health.
Women's health in India can be examined in terms of multiple indicators, which vary by
geography, socioeconomic standing and culture. To adequately improve the health of women
in India multiple dimensions of well-being must be analyzed in relation to global health
averages and also in comparison to men in India. Health is an important factor that contributes
to human wellbeing and economic growth. Currently, women police in India face a multitude
of health problems. Due to lack of times and schedule, the burden of works and other factors,
it is difficult for women in police to look after their health. If they get times, they use it for their
family. The researchers strongly suggests that the administrative wing of police department
should itself conduct health camp so that the women can attend it and get their health checked.
F. I NEGLECT MY FAMILY MEMBERS AND ALSO MY PERSONAL DUTIES.

Always 6 15%
Often 18 45%
Sometime 14 35%
Never 2 5%
5%
15%
Always
35% Often
Sometime
Never
45%
Only 5% women feel that they do not neglect their family members whereas 15%, 45% and
35% women feel that they always, often and sometimes neglect their family members.
43
The dual responsibility of work and family affect both men and women, But it is the women
who are mainly responsible for the house chores. It affects women more since they do most
of the work associated with the household activities, apart from taking care of children, older
family members, and other dependents. Policing being a multi-faceted profession, striking a
proper balance between work and family responsibilities is one of the biggest challenges for
women in the police. The problem becomes acuter when working hours are not fixed.
Therefore, it can be concluded that women in police neglect their family members.
G. I AM FACING MUCH PROBLEMS DURING NIGHT DUTIES.

Always 5 12%
Often 9 22%
Sometime 23 58%
Never 3 8%
8%
12%
Always
Often
22%
Sometime
Never
58%
58% women never faces problem during night duties whereas 8%, 12% and 22% agree with
this fact always, often and sometimes respectively.
It can be concluded from the data recorded that all the women who are married face problems
during night duties because they are burdened with several duties with them such as looking
44
after husband, looking after in-laws, looking after children, etc. One of the major problem faced
by the women in police is health issues due to performing night duties because they do not get
adequate time to look after their health. During winter, they may catch cold. The researchers
after making observations from the works done by Kiran Bedi24 for the betterment of police
working in night duties and suggest that ensuring that all the women police should be served
hot tea on night patrolling duty during the cold winter months which will assure the
protection of the health of the women in police.
Hence, the women facing problem during duties is less than the women who do not face any
problem.
H. I AM DISSATISFIED WITH THE WORKS OF POLICE. SOMETIMES I REMAIN MENTALLY

TENSE WHILE PERFORMING MY DUTY.

Always 2 5%
Often 9 22%
Sometime 15 38%
Never 14 35%
5%
35% 22%
Always
Often
Sometime
Never
38%
24
Bedi Kiran, I Dare!, Hay House India, New Delhi, 2010, pp. 300-302.
45
It can be observed that in totality most of the women, 65%, feel mentally tense while
performing their role at some point of time whereas only 35% women never feel tense.
On the basis of the data collected in this field work, there is a close relation between the age
and the marital status with the stress level of the women in police. The women who are of more
age are of more experienced in the police job due to which they are habituated to control their
stress while doing their job. Whereas the women who are not much experienced and of less
age are more prone to be affected when they are mentally tense because of their lack in
experience.
Findings from this study shows that women police constable’s stressful job related events
like stress due to insufficient personal time, seeing criminals going free, lack of recognition for
good work, having to go to court, having to deal with the media, meeting deadlines, working
overtime, dealing with crisis situations, lack of opportunity for advancement, competition for
advancement Inadequate salary, delivering a death message or bad news to someone do vary
with demographic factors like age, marital status and caste.
The researchers of this study suggests that perception about the work and practice must be
changed by providing good work climate and developed departmental policy that will reduce
the stress level.
I. I FEEL DISSATISFIED IN PERFORMING BOTH PROFESSIONAL AND DOMESTIC ROLE.
5%
20%
17%
Always
Often
Sometime
Never
58%
46
Always 2 5%
Often 7 17%
Sometime 23 58%
Never 8 20%
Only 20% women are satisfied in performing both these roles. The reason may be because they
joined the police force with the reason that they want to serve their country and hence they are
satisfied in doing their work. Another reason may be that their family members are open
minded and hence they cooperate with them in doing their household work due to which these
women do not face much difficulties.
5%, 78% and 15% women are always, sometimes and often dissatisfied in performing both
these roles and the reason is given as under.
Policing is considered one of the major stressed occupations because of the irregular working
hours, lack of holidays, hierarchic pressure, uneven timing and deal with the anti-social
element. For police officers, there is evidence that workplace problems have considerable
influence on stress. Wexler and Logan found in their qualitative research that when women
police identified occupational stressors, they highlighted problems with interactions with
coworkers. Being a woman this job stress not only affects police women’s life but also their
families.
The majority of the respondents having a conflict with their family members regarding police
job due to lack of time, lack of holidays, family needs and children responsibilities. The
majority of the respondents are facing the problem of inadequate time to spend with their
family members due to the professional works. The majority of the respondents having worries
about home when on job with respect to children education and their needs, children health,
family responsibilities, family conflicts, marriage tensions, family needs, unhealthy conditions
of family members etc. Due to these reasons, the women in police are not able to perform both
the roles simultaneously and hence they are dissatisfied with performing both, professional and
domestic roles.
47
J. I HAVE SCARIFIED MY PERSONAL INTEREST BECAUSE I HAVE TO MAINTAIN A
STEREOTYPE LIFE.

Always 3 7%
Often 8 20%
Sometime 8 20%
Never 21 53%
7%
20% Always
Often
53% Sometime
Never
20%
The society is still not open towards the fact of women joining police. The traditions and ideals
are still embedded in the Indian society even if the society claims that it is developed. The
society has set certain stereotype role. For example, men are meant only for masculine and
physical works. Women are not allowed to work but now they are working but such masculine
work like joining police force is still not recognized in the society. Even if the women join
police force for economic security, still at the end of day, she is women. Hence, the women
have to sacrifice their personal interest in order to maintain such stereotypes life which is
accordance with the norms and custom of the society. Police women must be provided with
certain possible compensatory measures by way of better conditions of work.
The result obtained from this researchers in this research is shocking because only 7% always
agreement with the fact they have to always sacrifice their personal interest while working
in this profession. 20% women have agreed with this fact that they have sacrificed their
personal interest to maintain stereotype life, either often or sometimes.
48
This result is in contradiction with the result of question 4. Majority of the samples i.e. 53%
did not agree with this fact that the women have sacrificed their personal interest. This result
is very shocking. The only reason behind such response can be that the family of those women
supports them in their profession.
K. SOCIO-ECONOMIC VIES ARE NOT BROAD ABOUT THE WOMEN POLICE.

Always 13 32%
Often 6 15%
Sometime 12 30%
Never 9 23%
23%
32% Always
Often
Sometime
Never
30%
15%
The general expectation that people have is that of integrity, fairness, civility, responsiveness,
appropriate use of force, competency. In India, this general expectation does not stand true
because the society still does not has the open mind or attitude towards the women joining
the police force because of the notion that this job closely related to masculinity which is not
present in women. This conclusion is also evidenced by the fact that most of the women in the
sample joined this profession only because of financial security. The society has changed now
because of westernization, industrialization, justice, liberty, equality and technology and
hence this general perception towards women in not joining police force has changed to a
very large extent but not completely. This is because of the socialization of an individual in
such a way that they do not want women to progress.
49
Even in the 21st century, our society is not having a good opinion about them. Most of the
males are not ready to marry a policewoman. Even though they married police women, after
they compelled them to leave a job. It will discourage and disturb her skills and interest. Most
of the family members are not ready to accept their daughter or daughter-in-law or wife, they
came at late night to the house.
L. AS A WOMEN POLICE, I AM AWARE OF THE POLICIES MADE BY THE GOVERNMENT FOR

THE BETTERMENT OF THE WOMEN IN POLICE.

Always 26 65%
Often 6 15%
Sometime 5 12%
Never 3 8%
8%
12%
Always
Often
15% Sometime
Never
65%
65% of the women are always aware of the policies made by the government for their
betterment. 15% and 12% women are often and sometimes aware of such policies but only
8% of women are there who are not aware. The women who are not aware are of less age and
hence they are not experienced due to which they are not aware of such policies.
50
M. NEGLIGENCE TO PERSONAL INTEREST IS COMMON IN THIS SERVICE. WHICH I TAKE
FOR GRANTED.

Always 6 15%
Often 13 32%
Sometime 18 45%
Never 3 8%
8%
15%
Always
Often
Sometime
45% 32% Never
Only 8% women did not agree with the fact that negligence to personal interest is common in
this profession. Majority of women agree with this fact that such negligence is common. 45%,
15% and 32% sometimes, often and always respectively agree with this fact that the negligence
is common. The reason against for this conclusion is same i.e the profession is a masculine
profession which is generally not accepted in the society. During working hours, the women
have to sacrifice their personal interest in order to maintain their professional life and in
home, the women have to sacrifice their personal interest to maintain the domestic life.
N. AS A WOMEN POLICE, I BECAME MORE AGGRESSIVE WHENEVER ANY POLICE OFFICER

CHALLENGES MY ROLE PERFORMANCE.

Always 6 15%
Often 10 25%
51
Sometime 18 45%
Never 6 15%
15% 15%
Always
Often
25% Sometime
Never
45%
15% of women always become aggressive when any police officer challenges their role
whereas only 15% of women never become aggressive when their role is challenged by the
any person. 25% and 45% of women become aggressive only often and sometimes
respectively when their role is challenged.
It is a general tendency in a human being when they are being challenged, they become
aggressive to prove themselves. The characteristic of the profession i.e. police profession
makes them more aggressive.
Therefore, working in the police department is a struggle for them every day as they had to
work twice as hard in order to prove themselves better than the male counterpart.
O. AS A WOMEN POLICE, I ALWAYS VISITED MY FRIENDS AND DISCUSS WITH THEM ABOUT
THE PROBLEM IN THE JOB.

Always 7 17%
Often 10 25%
Sometime 18 45%
Never 5 13%
52
13%
17%
Always
Often
Sometime
25%
Never
45%
Only 13% of women never share their work problem with her friends while 17% of women
always share their work problem with her friends whereas 25% and 45% of women are there
who often and sometimes share problems with her friends.
Discussing problem with someone always reduces your stress and it gives you a relief to certain
extent. In a society like India, where despite the advancement in the society, women are still
suffering.
One of the observation of the researchers is that while conducting the research is that the
women while filling the form told us that they used to share their problem with their friends
who are working in the same profession there is a certain level of understanding when the
women of same profession share their problem.
There are certain point of time, when women cannot share their work problem with her in-laws,
husband or parents also. The only option left to a women with whom she can share her problem
is her friends and same is evidenced from the response obtained from the samples while
conducting research.
Therefore, majority of women share their problem with their friends.
P. AS A WOMEN POLICE, I HAVE DEAL EQUALLY WITH MALE AND FEMALE CRIMINALS.
53
Always 26 65%
Often 7 17%
Sometime 7 18%
Never 0 0%
0%
18%
Always
Often
17% Sometime
Never
65%
65% of women never discriminate between the criminals on the basis of their sex while
dealing with them and hence remain neutral. It shows that women in police never brings their
personal issues while doing their work. But 17% and 18% of women often and sometimes
discriminate between the criminals on basis of their sex. Despite the problems faced by women
working in police, to a very large extent, they never discriminate between the criminal on the
basis of their sex while dealing with the criminals.
Q. I FEEL I SHOULD LEAVE THE POLICE JOB.

Always 19 47%
Often 8 20%
Sometime 7 18%
Never 6 15%
54
15%
Always
47% Often
18%
Sometime
Never
20%
30%, 15% and 15% women always, sometimes and often feel of leaving the job whereas 30%
women never feel to leave the job.
Job satisfaction is a critical component to an organization’s effective and efficient working.

There are various reasons for women joining the police. Among them, job security,
responsibility, respect and recognition, promotion opportunities and pay are the most common
factors. However, most women in the police are not satisfied with their promotion
opportunities and working conditions due to which they want to leave the job.
The main problem of women police in uncertain working hours. Because they have no fixed
hours of duty. The problem in more acute in the case of married women with small children
they have the feeling that they are leaving their family members, while they go to out of station.
They even do not bother about loss of personal care time. Police service is a 24 hours service.
Here there is no time spend on personal care. So they are seriously affected by some health
hazards like ulcer, sugar, weight losing, obesity, vision problem etc. Police women do not have
weekend holidays and sometimes they lose their “Day offs” if any urgent work arises,
sometimes they are not able to attend important functions which are related to husband side.
This leads to many problems between husband & wife relationship.
Among the women who do not feel of leaving their job, most of them are either of age more
than 27 years due to which they have certain amount experiences and hence they are
55
accommodated into such environment or the women because of job security do not want to
leave the job.
R. AS A WOMEN POLICE, I REVOLT AGAINST MALE CHAUVINISM.

Always 19 47%
Often 8 20%
Sometime 7 18%
Never 6 15%
15%
Always
47% Often
18%
Sometime
Never
20%
Male chauvinism is a belief that the belief that men are superior in terms of ability,
intelligence, etc. Such things are never agreed by women. Women in police always revolted
against it at some point of time. In the present case, chauvinism can be understood in many
sense such as men dominating women in every sphere of life, professional or domestic.
Only 47% women always revolt against male chauvinism whereas 15% of women never do so.
20% and 18% women in police often and sometimes revolt against male chauvinism.
It is a moral duty on the women in police to revolt against it. While conducting research in the
field, the women told that in their home, they always revolt against it when their brother does
so to her wife or when any of their family member does so against a women.
56
XIII. SUMMARY OF THE FINDINGS
1. 37.5% women joined this profession for the reason of economic security whereas
45% joined this profession in order to serve the country. Only 7 % women joined this
profession because of other reason.
2. 33% women agree with the fact that they do not get full resources from the department
towards the fulfilment of their duty whereas 67% of the women agreed that they get
full resources from their department.
3. Only 25% of women agreed that they underestimated, harassed, discriminated,
overlooked and suppressed by their male counterparts whereas 75% of women did not
agree with the same.
4. 22% of women agreed that they are discriminated against their male counterparts in
promotion whereas 78% women agreed that they are not discriminated.
5. 100% women agreed with the fact that they are not getting time to look after their
health.
6. 95% women agreed that they neglect their family members and also their personal
duties whereas 5% women agreed that do not neglect their family members and
personal duties.
7. 92% of women agreed that they do not face much problem during night duties
whereas 8% women said that they face problem during night duties.
8. 65% of women are dissatisfied with the works of police and remain mentally tense
while performing their duty whereas 35% of women are satisfied.
9. 80% of women are dissatisfied in performing both, professional and domestic role
whereas 20% of women are not.
10. 47% of women have sacrificed their personal interest in order to maintain a stereotype
life whereas 53% women did not agree with the same.
11. 77% of women said that socio-economic vies are not broad about the women police
whereas 23% agreed that socio-economic vies are broad.
12. 92% of women are aware of the policies made by the government for the betterment
of the women in the police but 8% women are not aware.
13. 92% of women agreed that negligence to personal interest is common in this
profession but 8% did not agree with same.
57
14. 85% of women become more aggressive whenever any police officer challenges their
role performance whereas 15% women do not become aggressive in such situations.
15. 87% of women always visited their friends and discuss with them about the problem
in the job whereas 13% of women do not discuss their problem with their friends.
16. 100% of women in police deal equally with male and female criminals.
17. 85% of women feel that they should leave the police job whereas 15% women feel that
they should not leave the police job.
18. 85% of women in police revolt against male chauvinism whereas 15% of women do
not revolt against it.
58
XIV. RECOMMENDATIONS
 More studies on women in professions are the need of the hour since women have been
entering into all the so called male professions lately in India.
 Women in police in India need better working environment and basic amenities (rest
rooms, crèches, and toilets in all the police stations, districts and units) for better
policing role performances as most of them give priority to their professional roles over
social roles.
 The government should formulate and strictly implement policies that guarantee
genuine equality between the male and female workforce in the police departments.
 Not only policewomen at modern police stations in India deserve better working
environment in terms of basic facilities, better housing, better work culture and free
medical services, the policeman and policewomen whose lives are at risk while taking
care of the VIPs should also be attended humanly to get perfect performances out of
them.
 Various training programmes, seminars, courses and workshops should be organized
by the authorities concerned to change the attitude of the women in police, male police
personnel and society at large.
 Women in the police should also recognize their endurance, strength and capabilities to
handle tough situations in an effective way.
 Regular workshops and meetings to hear their problems will help a lot. The citizens can
also be made aware of the functioning of police and problems faced by them for better
police-public reactions. This needs to be encouraged through same public information
system.
 More and more women should be recruited in police and their potentialities should be
topped fully and properly by giving them all types of duties and postings.
 Proper measures should be taken to make the profession attractive to women, e.g. 30%
reservation policy of the Government seems to be good option at present.
 Training of the policewomen should be more relevant to the present day social
situations and requirement of the organization.
59
 The salaries of the police personnel should be increased to meet the overall increasing
cost of living. It will indirectly help to decrease the level of corruption in the police
force.
 Since most of the policewomen working in India are Indians so no proposal on any
suggestion on housing front.
 Family recreational activities need to be imparted to them. Though they counsel the
general public on various women related issues, but they fail to concentrate on their
self, hence it is mandatory to have a counseling unit at major cities.
 Case work and group work practices can be done with women police personnel to adjust
better with health, home, self, emotional and social aspects of their life.
 The current trend of practicing strength based social work has to be promoted for their
well-being
 It is imperative that many more female police officers be recruited to fill the rank and
file as well as occupy leadership positions. At present, government rules require
only 10% of police personnel to be women; several states report ratios that are well
below even the prescribed norm. Senior female officers are rare, causing a significant
gender imbalance in key leadership positions. This must be remedied immediately.
 Peer acceptance is one of the greatest pressures operating within police organizations.
The desire to be known as a “good officer” is a strong motivating factor, and failure to
achieve that status can be very demoralizing and devastating. Unlike their male
counterparts, women must overcome the societal prejudice of being known as the
“weaker sex.”
 The police departments should revise the physical entrance exams for women realizing
that 5 or 6 feet solid walls are discriminatory and in need of review.
60
XV. CONCLUSIONS
“In every conclusion, there will be one Solution”
From my study, the researchers came to a conclusion that, even though the police women are
not recognized by the society, the recruitment of police women is in a rising trend. The main
drawback of police department is all higher post is manned by male officers. “Where there is a
will, there is way.” So women should come forward to change this trend. When women are
equally occupied the higher posts, then only all women will be very proud and honour to work
as a women police. If once changes are given to women, they can bring about changes in the
society in the right direction. The researchers hope that, in the near future women will acquire
everything just as a man gets and there will be no discrimination on the basis of Sex.
The researchers came to such a result which is in contradiction to the result given in
literature review. The researchers came to the conclusion that gender biasness does not exist
in police department because the women are provided with full resources, not discriminates
in matters of promotion, they are not harassed by their male counterparts, etc. The
hypothesis of the researchers is true. The researchers hypothesized that society does not have
negative attitude towards women in police is also true because the result shows that socio-
economic vies are strong for women in police. Another hypothesis of the researchers that is
women police face a lot of conflict in their personal and professional life which comes in the
way of proper utilization of their talent has become true because they result shows that
women sacrifice their personal interest to maintain a stereotype life, they face problem in
maintaining professional and domestic life, etc.
Even though there are such specific, elaborate, clear and cogent rules, there is an imperative
need to recruit more women in the police force. The home ministry should take necessary action
to obtain necessary action to do this. In order to incentivize the states in this regard, the home
ministry will formulate a suitable proposal/scheme within four weeks and obtain necessary
approvals.
There is a continual need for gender sensitization among the police force, particularly at the
level of the constabulary on beat duty or at the police stations. There is a need for impressing
that there has to be a complete cessation of gender-insensitive comments. For this, training
61
courses need to be organized on a regular basis by the police. Strict disciplinary action will be
taken against any official indulging in gender bias. Action taken in this regard has to be reported
at every level. If action is not found to be taken against an erring official, the supervisory officer
will be held accountable. Instructions in this regard will be issued and compliance ensured.
Their report may not be an instrument is bringing about a social change. It is expected that
it may be instrumental is bringing about a change in the attitude of those who have a chance
to read it.
62
XVI. BIBLIOGRAPHY
1. Alka Sahoo, “Women in Policing in India: A Sociological Study of their status and
Role in a Changing Urban Society”, Doctoral Thesis, Charan Singh University,
Meerut, 2001.
2. Buzawa, T. Austin & J. Bannon, “The role of selected socio-demographic and job-
specific variables in predicting patrol officer job satisfaction: A reexamination ten
years later”, American Journal of Police, 1994, 13(2), pp. 51-75.
3. F. Herzberg, “One more time, how do you motivate employees? Not by improving
work conditions, raising salaries, or shuffling tasks”, Boston: Harvard Business
Review, Presidents and Fellows of Harvard College, 1968.
4. Family Crisis - Five Major Theories
Structural Functional Theory, http://www3.uakron.edu/witt/fc/fcnote5.htm.
5. Gender Inequality,
https://northwestms.instructure.com/courses/66676/files/5181761/download.
6. Gurpreet Randhawa and Komal Narang: “Women in Police: Employment Status and
Challenges”, ASCI Journal of Management, Administrative staff college of India,
2013; 42(2):38-51.
7. https://commons.wikimedia.org/wiki/File%3AWomen_Police_07172.JPG.
8. M.L. Dantzker, “Measuring job satisfaction in police departments and policy
implications: An examination of a mid-size, southern police department”,
American Journal of Police, 13, 1994, 77-101.
9. Ministry of Home Affairs, Government of India, Advisory (2013), D.O. No.
15011/21/2013 –SC/ST–W,.
10. Ministry of Home Affairs, Government of India, Advisory (2015), 15011/72/2014 –
SC/ST –, http://mha.nic.in/sites/uploadfiles/mha/fi
les/CrimesagainstWomen0601.PDF.
11. National Police Commission (1980), Government of India, Fifth Report, pp. 119-122:
http://bprd.nic.in/writereaddata/linkimages/2047042656-FIFTH%20REPORT.pdf.
12. Om Raj Singh Vishnoi, Women Police in India, New Delhi: Aravali Printers &
Publishers (P) Ltd., 1999, 208. ISBN: 81-86880-58-5.
63
13. R. Mangaleswaran, “Adjustment Problems among the Married Women Police
Personnel”, International Research Journal of Social Sciences, 2012; 1(2):1-7. ISSN:
2319- 3565.
14. R.K. Raghavan, Policing A Democracy-A comparative study of India and the U.S.,
1999.
15. Rao Venugopal, Baton and Pen-Four decades with the Indian Police, Konark
Publishers, 1993.
16. S K Ghosh, Women in Policing, 1981, Light and Life Publishers.
17. Sen’s Capability Approach, http://www.iep.utm.edu/sen-cap/.
18. Serhan Ercikti: “Major Determinants of Job Satisfaction among Police Managers”,
South West Journal of Criminal Justice, 2011; 8(1).
19. Sexism, http://gem.greenwood.com/wse/wsePrint.jsp?id=id597.
20. Sociological Theory/Structural Functionalism,
21. Understanding Symbolic Interaction Theory, https://www.thoughtco.com/symbolic-

interaction-theory-3026633
22. What is Amartya Sen’s “Capability Approach” to Development,
https://socialissuesindia.wordpress.com/2013/09/06/what-is-amartya-sens-capability-
approach-to-development/.
64
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NATIONAL LAW UNIVERSITY, JODHPUR

(JANUARY – MAY 2017)

MID TERM PROJECT WORK

“WOMEN IN POLICE: A SCOIOLOGICAL PERSPECTIVE”

SUBMITTED BY: SUBMITTED TO:

RISHABHA MEENA, 1351, AYUSH SINGH-1315, DR. ASHA BHNADARI

UTKARSH-1373, LOKESH VASITA-1332, FACULTY OF POLICY SCIENCE

VIVEKANANDA VIRUPAKSHA -1378

B.A. LL.B. (HONS.), IV SEMESTER

II. REVIEW OF LITERATURE ...................................................................................... 8

III. THEORETICAL FRAMEWORK ............................................................................ 13

A. Structural Functionalism ........................................................................................... 13

B. Conflict Perspective .................................................................................................. 14

C. Symbolic Interactionist Perspective .......................................................................... 15

D. Structural Sexism ...................................................................................................... 16

E. Cultural Sexism ......................................................................................................... 18

F. Capability Approach of Amartya Sen ........................................................................... 19

G. Feminist Theory ........................................................................................................ 20

IV. GOVERNMENTAL REPORTS AND DATA RELATING TO WOMEN IN

POLICE IN INDIA ................................................................................................................ 21

A. Statistical Data related to discrimination of Women in Police ................................. 21

B. National Police Commission Reports ....................................................................... 22

C. National Conferences for Women in Police.............................................................. 24

E. Micro Mission on Gender Crimes and Gender-Related Issues ................................. 26

F. Special Mahila Police Volunteer Programme: .............................................................. 26

G. All-Women Police Stations and Other Similar Policy Measures .............................. 26

H. Model Police Act:...................................................................................................... 27

VI. AIMS AND OBJECTIVE .......................................................................................... 30

VII. SIGNIFICANCE OF THE STUDY .......................................................................... 30

VIII. RESEARCH HYPOTHESIS.................................................................................. 30

IX. RESEARCH METHODOLOGY .............................................................................. 31

A. Methods of data collection ........................................................................................ 31

B. Primary and secondary research ................................................................................ 31

C. Research Design ........................................................................................................ 31

D. Data Analysis ............................................................................................................ 31

X. UNIVERSE OF STUDY ............................................................................................. 32

A. Description of the universe ....................................................................................... 32

C. Sample Size ............................................................................................................... 36

XI. LIMITATIONS OF THE STUDY ............................................................................ 37

XII. DATA INTERPRETATION AND DATA ANALYSIS........................................... 38

A. Why did you decided to join this profession? ........................................................... 38

C. I am underestimated, harassed, discriminated, overlooked and suppressed by my male

D. I am discriminated against my male counterparts in the promotion. ........................ 41

E. I am not getting time to look after my health. ........................................................... 42

F. I neglect my family members and also my personal duties. ......................................... 43

G. I am facing much problems during night duties. ....................................................... 44

performing my duty. ............................................................................................................ 45

I. I feel dissatisfied in performing both professional and domestic role. ......................... 46

betterment of the women in police....................................................................................... 50

my role performance. ........................................................................................................... 51

problem in the job. ............................................................................................................... 52

Q. I feel I should leave the police job. ........................................................................... 54

R. As a women police, I revolt against male chauvinism. ............................................. 56

XIII. SUMMARY OF THE FINDINGS ......................................................................... 57

XIV. RECOMMENDATIONS ........................................................................................ 59

XV. CONCLUSIONS ......................................................................................................... 61

XVI. BIBLIOGRAPHY ................................................................................................... 63

iv. R. Mangaleswaran, “Adjustment Problems among the Married Women Police

v. Serhan Ercikti: “Major Determinants of Job Satisfaction among Police