Female Officers’ Consent on Gender-Separated Recruitment Police Firefigher Correctional Officer
Female Officers’ Consent on Gender-Separated Recruitment Police Firefighter Correctional Officer.
B. How to measure
The number and percentage of female officers in police/fire/calibration positions who expressed their opinions on gender-separated recruitment in “yes” or “no”.
C. Features and Sources
Category Sub-Category Sub-Subcategory Type of Indicator Reference Data Sources First year data available Periodicity Rights to Equality Discrimination Factors Gender Subjective/Result National Human Rights Commission of Korea Survey on the Improvement of Gender Discrimination among Women in Police, Fire and Correctional Services 2014 Irregular
Police, fire and correctional sectors are still opting to recruit officers based on gender-separated recruitment. This is one of the few areas where women have entry barriers in the public sector. Female officers in this field are recruited by overcoming limitations such as gender-segregated recruitment. However, they are likely to face discrimination such as stereotypes, exclusion from major tasks yielded by male-dominated organizational culture and practices, and overprotective treatment. In terms of gender-segregated recruitment, employment quota and the percentage of women employees is significantly lower than that of men. This is problematic because the opportunity given to women is unequal to that of men in the stage of entering their career. However, it is also important to figure out how female officials themselves are aware of the issue. According to the index, most police/fire/correctional female officers were in favor of gender-segregated recruitment because the police/fire-fighting/calibration sector still has a lot of work that is physically challenging for women to handle. In conclusion, in the future, working conditions in three sectors must be improved. Also, to resolve inequality in gender-separated recruitment, policies should be proposed.