myths relating to a macho male-dominated organisation that publicly espouses gender equality, but by its culture and practice remains gender blind. It further seeks to identify why scepticism towards female networking is so prevalent and to offer interventions that lead to a more positive approach to women’s mentoring and networking in the UK police service. Significant research in a variety of settings implies that mentoring is a positive mechanism for encouraging employee engagement Ramaswami et al (2010) and that, in turn, often translates into opportunities for career development to be identified by the mentor and pursued (successfully) by the mentee. The role of networking is often identified as a key activity, yet women’s networks, particularly within policing, are regarded by both genders with suspicion and Styhre (2007). Currently within the UK police forces females account for 26% of the police population with increasing representation of females in future years likely due to national demographic trends. Methodology Thirty five female high ranking or ACPO officers participated in semi-structured one to one interviews on a voluntary basis. They were from a wide range of locations across England, Wales and Northern Ireland and included the ranks of Chief Inspector, Superintendent, Chief Superintendent and some Association of Chief Officer (ACPO) ranks. In analysing the life-history interviews the methodology of
myths relating to a macho male-dominated organisation that publicly espouses gender equality, but by its culture and practice remains gender blind. It further seeks to identify why scepticism towards female networking is so prevalent and to offer interventions that lead to a more positive approach to women’s mentoring and networking in the UK police service. Significant research in a variety of settings implies that mentoring is a positive mechanism for encouraging employee engagement Ramaswami et al (2010) and that, in turn, often translates into opportunities for career development to be identified by the mentor and pursued (successfully) by the mentee. The role of networking is often identified as a key activity, yet women’s networks, particularly within policing, are regarded by both genders with suspicion and Styhre (2007). Currently within the UK police forces females account for 26% of the police population with increasing representation of females in future years likely due to national demographic trends. Methodology Thirty five female high ranking or ACPO officers participated in semi-structured one to one interviews on a voluntary basis. They were from a wide range of locations across England, Wales and Northern Ireland and included the ranks of Chief Inspector, Superintendent, Chief Superintendent and some Association of Chief Officer (ACPO) ranks. In analysing the life-history interviews the methodology of
Engagement-of-Senior-Female-Police-Officers-in-mentoring-and-networking-in-order-to-develop-career-progression.docx