Sexual Harassment and Gender Discrimination

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Sexual Harassment and Gender Discrimination

• Recommendations for the Mexico City Police
  Department

My Linh Do, Bill Schmitt, Julia Styles,
Hsiu-Ching Wang, Zach Wincek, and Amber Zeddies
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Overview

• Problem Definition
• Policy Goals
• Evaluative Criteria
• Status Quo
• Alternative Policy Measures
• Recommendations

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Problem Definition

• Inadequate measures to deal with sexual
  harassment and gender discrimination in MCPD

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Policy Goal

• Reduce the incidence of sexual harassment and
  gender discrimination within the Mexico City
  Police Department

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Evaluative Criteria

• Effectiveness at achieving the goal
• Cost
• Overall benefits to the force
• Feasibility
• Time horizon

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Status Quo

• 14 of officers in MCPD are women
• Negative public perception of MCPD
• MCPD is undergoing major reform
• Sexual harassment and
• discrimination occur in
• many forms
• Weak internal enforcement

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Alternative Policy Measures

• Professionalization
• Strengthening existing enforcement mechanisms
• External oversight
• Sexual harassment and gender discrimination
  training
• Support networks for women officers
• Greater integration and promotion of women
  officers

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Professionalization

• Improve training
• Rigorous hiring standards
• Code of ethics and professional conduct
• Clearly defined paths to career advancement
• Incentive systems to encourage excellence in
  public service

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Strengthening Existing Mechanisms

• Communicating policies
• Reporting
• Investigation
• Enforcement
• Discipline

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External Oversight

• Different forms of external oversight
• Public accountability
• Access to information
• Effective means of revealing, investigating, and
  resolving complaints of police misconduct
• Improved police image in
• the community

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Sexual Harassment and Gender Discrimination
Training

• Training teaches supervisors and employees how
  to
• recognize negative effects of sexual harassment
  and discrimination
• prevent their occurrence
• enforce official policy
• report violations

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Support Networks

• Internal Mentoring
• Professional development
• Role of mentors
• External Support Groups
• Civil society organizations
• Public institutions

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Greater Integration and Promotion of Women

• Male-dominated profession of policing
• Benefits of female officers
• Targeted recruitment of female candidates
• Equal opportunities
• for promotion

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Evaluation
Criteria Policy Measures Effectiveness at Achieving the Policy Goal Cost Overall Benefits to the Force Feasibility Time Horizon
External Oversight Moderate to High holds internal affairs more accountable Low not a prohibitive factor Moderate improved accountability and public image Lowest will be very difficult to implement Short to Medium-term
Support Networks for Women Officers Low to Moderate morale and confidence of female officers Lowest role for civil society groups Lowest little effect on rest of force Neutral low priority, but not costly or controversial Short to Medium-term
Strengthening of Existing Enforcement Mechanisms Moderate necessary but not sufficient Moderate with some variation Moderate internal discipline Low major reform needed, but many other priorities Medium to Long-term
Gender Discrimination and Sexual Harassment Training Moderate education and awareness Moderate depends on extent of program Moderate more educated and respectful force Low a major and potentially unpopular change Short to Medium-term
Professionalization Low to Moderate indirect impact Highest major financial commitment Highest positive transformation of entire force High process already in motion Long-term
Greater Integration and Promotion of Female Officers Low to Moderate equality of opportunity Moderate higher training costs, but better retention Moderate unique skills and abilities of female officers Low not a top priority, current lack of female leadership Long-term
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Recommendations

• Three distinct stages
• Immediate measures
• Medium-term policies
• Long-term goals

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Immediate Measures

• Establish a policy
• Promote the policy
• Start a support network
• Enhance external oversight

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Medium-Term Policies

• Train supervisors
• Train the entire force
• Start a mentorship program
• Strengthen reporting and investigation mechanisms

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Long-Term Goals

• Recruit and promote more women
• Continue professionalization

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Thank you for your attention. Questions?