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NOTES AND REFLECTIONS

EMPOWERING POLICING: ADVANCING GENDER EQUALITY FOR

ACHIEVING SUSTAINABLE DEVELOPMENT GOALS

BAIDYA NATH MUKHERJEE

baidyanath.mukherjee@aurouniversity.edu.in

Assistant Professor of Law at AURO University (India) and Doctoral Fellow at Christ University,

combines academia with a knack for research, adorned with over 7 years of experience in

academia. His brilliance shines through 10+ research papers in esteemed journals. He

has also edited a book on “Law and Emerging Issues” published by Routledge, other

books include “Recent Trends and Challenges in Law” by Cambridge Scholar Publishing

and “Rethinking Police Reforms” by Springer Nature . He crafts knowledge in publishing

book chapters and presenting research papers at International Conferences. A sought-

after speaker in national constitutional rights programs, his expertise spans international

law, human rights, and intellectual property. A radiant presence in international and

national law conferences, he enriches discussions in workshops and round tables.

https://orcid.org/0000-0002-1165-3432.

MEERA MATHEW

meera.mathew@christuniversity.in

Associate Professor at the School of Law - CHRIST (Deemed to be University) - Delhi NCR

(India). Before this, she was working as an Assistant Professor (senior grade) at

Symbiosis Law School, NOIDA, the constituent of Symbiosis International (Deemed

University). She is a gold medalist, did the five-year integrated law of B.S.L, L.L.B from

I.L.S College, Pune University and completed her LLM from Indian Law Institute, New

Delhi with first rank. She pursued Ph.D. from the Indian Law Institute and one of her

chapters as a working paper had been referred to in the Indian Law Commission’s

Consultation Paper about “Sedition”. Further, she also presented research papers at

Stanford University (USA), Glasgow University (Scotland), Maltepe University (Turkey)

and Howard University of Kwazulu Natal (South Africa). Before joining academics, she

worked as a Legal Associate at Infosys, Bangalore (Legal Division) where she was

involved in reviewing Software Licensing Agreements inked by the company. She also

worked as a Junior Advocate and fought for cases concerning human rights. Moreover,

she is a visiting faculty for the Diploma Programme of the Indian Law Institute and

Indian Institute of Mass Communication. Her areas of interest are technology law, media

law, criminal law, women, justice & human rights. She has many national and

international journal (SCOPUS indexed) publications to her credit.

https://orcid.org/0000-0002-0886-9961.

United Nations' Sustainable Development Goal 5 emphasizes the eradication of violence,

while Goal 16 underscores the need for robust and stable judicial institutions

(Department of Economic and Social Affairs, United Nations, 2016). The effectiveness of

a nation's police force in attaining these objectives is significantly influenced by its

composition and culture. The inclusion of a diverse workforce, especially ensuring

equitable female representation at all levels of the policing command structure, stands

as a critical factor shaping the culture of a police force. Nonetheless, many law

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e-ISSN: 1647-7251

VOL 15 N.º 2

November 2024-April 2025, pp. 479-487

Notes and Reflections

Empowering Policing: Advancing Gender Equality for Achieving Sustainable Development

Goals

Baidya Nath Mukherjee, Meera Mathew

480

enforcement agencies persist as traditional, male-dominated hierarchical institutions

(Rabe-Hemp, 2017). In India, only 10.5 percent of police officers are women (Chawla,

2022), a figure significantly lower than in countries like England and Wales, where women

make up 36.8 (Clark, 2023) percent of the police force. Additionally, the upward mobility

of women to top police positions has seen a decline.

This article explores the impact of female representation within police forces on

effectively managing domestic and sexually violent crimes, which disproportionately

affect women. It will examine barriers to female recruitment and advancement,

proposing recommendations to enhance opportunities for women in policing. By doing

so, the article aims to enhance women's access to justice, aligning with UN goals.

1. Introduction

A profound examination of the objectives outlined in the 63rd Commission for the Status

of Women and the United Nations' sustainable development goals, particularly Goals 5

and 16, reveals a consistent thematic emphasis on "elimination" and "equality"

(Department of Economic and Social Affairs, United Nations, 2016). These pivotal terms

are intricately linked to the eradication of violence directed towards women and girls and

the advocacy for equal opportunities for leadership across all tiers of decision-making

within political, economic, and public spheres. The pursuit of transparent and ethically

guided policing emerges as a critical component in realizing the ambitions of eliminating

violence against women and fostering a stable government. Transparent ethical policing

acts as a linchpin in creating an environment where instances of violence are minimized,

and trust in governmental institutions is strengthened. This trust is instrumental in

achieving the broader goals of the Commission for the Status of Women and the UN's

sustainable development objectives, harmonizing the principles of elimination and

equality.

The gender landscape within India's police force has experienced a sluggish

transformation over the past decade. While there has been some progress, as indicated

by the Bureau of Police Research and Development, with the proportion of women in the

civil police force rising from 4.9% in 2010 to 12% in 2020 (Radhakrishnan, 2021), this

growth still falls significantly short of the government's recommended target of 33%.

Moreover, the representation of women in higher ranks remains dismally low, hovering

at 8.7% (Chawla, 2022). Pervasive patriarchal biases persist within the force, casting a

shadow over the experiences of policewomen who often find themselves marginalized

and deemed unsuitable for field assignments (Tripathi, 2020). Additionally, the

inadequate provision of fundamental infrastructure, such as separate restroom facilities

for women in many police stations, exacerbates the challenges faced by female officers

(Bhartiya Stree Shakti, 2017). These systemic shortcomings hinder not only the

professional growth and effectiveness of policewomen but also impede the overall

advancement of gender equity within law enforcement.

Nevertheless, concerning advancements within the police forces of India, the trajectory

of women ascending to the highest ranks exhibited an initial positive trend. However,

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e-ISSN: 1647-7251

VOL 15 N.º 2

November 2024-April 2025, pp. 479-487

Notes and Reflections

Empowering Policing: Advancing Gender Equality for Achieving Sustainable Development

Goals

Baidya Nath Mukherjee, Meera Mathew

481

this momentum faltered, leading to a failure to attain any semblance of gender parity at

the executive officer level (Nayak, 2022). This pattern of restricted and inconsistent

progress in women attaining senior and commanding positions is not unique in India; it

mirrors similar challenges witnessed in the United States (Guajardo, 2015), as well as in

Australia and New Zealand (Prenzler et al., 2010).

2. Methodology

The nature of this research study is descriptive, and the methodology employed in this

paper relies on an extensive review of the literature concerning the status of women

within the policing culture of the country. The study critically examines the role of women

in law enforcement, evaluates existing policies aimed at safeguarding and fostering the

continued participation of women in police professions, and assesses the current

landscape and challenges they face. The research exclusively utilizes secondary methods,

obtaining data from sources such as research papers, publications, websites, and survey

reports.

3. Literature Review

While there have been numerous research studies conducted in various areas of gender

studies, there is a scarcity of research on women in the police force in India. Critical

examinations of the challenges experienced by women in this profession are limited and

have not received sufficient attention. The available studies on this subject are few, and

a select few are referenced here.

The article “Police Culture and the Integration of Women Officers in India” (Natarajan,

2014) points out that despite increased representation of women in the police force and

their broad exposure to a wide range of duties, they are still negatively perceived by their

male counterparts. This negative perception seems to have been internalised by women,

many of whom reported that they prefer a traditional policing role. The findings suggested

the government to re-evaluate the gender integration policies and focus on gender-

sensitive allocation of duties. The study by Garima Siwach (Siwach, 2018) advocates the

theory of representative bureaucracy which implies better outcomes for a section of

society through increased representation of women in public decision-making bodies.

According to the Tata Trusts' 2019 report titled "Status of Policing in India," (CSDS, 2017)

the representation of women in the Indian police force remains low, standing at 7.28%

as of January 1, 2017. The report highlights a lack of gender sensitivity within the force

and a failure to address women's specific needs. The underrepresentation of women

exacerbates gender stereotypes and biases within both the police force and among

women who interact with law enforcement. None of the states have achieved the 33%

benchmark set by the Ministry of Home Affairs, with Tamil Nadu boasting the highest

representation of women at 12.9% in 2016. Additionally, the report notes shortcomings

such as the absence of separate restroom facilities for women and inadequate

institutional childcare provisions like crèches within police administrations.

JANUS.NET, e-journal of International Relations

e-ISSN: 1647-7251

VOL 15 N.º 2

November 2024-April 2025, pp. 479-487

Notes and Reflections

Empowering Policing: Advancing Gender Equality for Achieving Sustainable Development

Goals

Baidya Nath Mukherjee, Meera Mathew

482

The articles “Women in Police: Employment Status and Challenges” (ANDHAWA &

NARANG, 2013) and “Gender Discrimination: Beliefs and Experiences: A Comparative

Perspective of Women and Men in the Delhi Police” (Sahgal, 2007) indicates that women

in the police force are often relegated to auxiliary roles rather than mainstream policing

tasks. They are commonly assigned duties such as telephone operation, typing, escorting

women prisoners, or investigating minor offenses involving women and children. These

studies highlight the ongoing underrepresentation of women in law enforcement, with

women not being deployed on field missions to the same extent as their male

counterparts. At the 7th National Conference of Women in Police (NCWP) organized by

the Bureau of Police Research and Development (BPR&D) under the Ministry of Home

Affairs (MHA), it was revealed that women encounter a glass ceiling in terms of

promotion, largely due to the separate cadre system for men and women at subordinate

ranks. Only a limited number of positions at the head constable, sub-inspector, and

inspector ranks are designated for women officers. The scarcity of women in senior

leadership roles within the Indian police force paints a bleak picture of gender parity in

law enforcement.

Despite gaining entry into traditionally male-dominated police forces, women continue to

face challenges in their quest for equality. They often find themselves relegated to

inconsequential positions, assigned unfulfilling tasks, provided with inadequate training,

and encounter resistance from their male colleagues.

4. Gender based Crimes

While women may be less prone to general violent crime, they face a disproportionate

risk of experiencing domestic and sexual violence. According to data from the National

Crime Records Bureau (NCRB), the total number of crimes against women amounted to

4.4 lakh cases, marking a 4% increase from the previous year (NCRB, 2023). On average,

50 cases were reported every hour, totaling 1,220 cases in a single day. The report

highlights Delhi as having the highest crime rate against women in the country, with

14,247 cases recorded in 2022, resulting in a rate of 144.4, surpassing the national

average of 66.4.

In the realm of criminal justice syatem, there is a growing acknowledgment of emerging

sexual assault offenses, including but not limited to female genital mutilation, modern-

day slavery, and forced marriage, all of which exhibit elevated levels of victimization

among women. The observed upticks in recorded crime rates related to these specific

offenses may stem from advancements in recording procedures, as well as heightened

public awareness surrounding these types of crimes. Nevertheless, given the gendered

and disproportionate victimization associated with these crimes, the rises in crime rates

predominantly reflect an escalation in offenses against women. Consequently, law

enforcement agencies must be equipped to mount an effective response to the growing

number of female victims and address their specific needs. It is imperative that they

apprehend offenders, ensure justice for the victims, and work towards preventing further

escalation of violent criminal activities, in line with the objectives outlined in the UN's

sustainable development goals.

JANUS.NET, e-journal of International Relations

e-ISSN: 1647-7251

VOL 15 N.º 2

November 2024-April 2025, pp. 479-487

Notes and Reflections

Empowering Policing: Advancing Gender Equality for Achieving Sustainable Development

Goals

Baidya Nath Mukherjee, Meera Mathew

483

While the available research is scarce, it suggests that female officers possess specialized

skill sets that prove more advantageous in areas such as community relations, support

functions, and investigations related to child protection and vice, as opposed to the more

conventional domains within law enforcement (Dick & Metcalfe, 2007).

As of January 1, 2021, in India, Chandigarh led with the highest representation of women

in its police force, constituting 22.1 percent of the total. Tamil Nadu and Ladakh followed

closely, with 19.4 and 18.5 percent of women officers, respectively. Conversely, the

lowest percentages of women police officers were observed in Jammu and Kashmir (3.3

percent), Tripura (5.2 percent), and Meghalaya (5.9 percent). In the central police

services, women's representation lagged even further behind, accounting for merely 3.4

percent of all members across nine specialized forces. Notably, the Railway Protection

Force exhibited the highest representation at 8.9 percent, while the National Security

Guard recorded the lowest representation at a mere 0.6 percent. The overall distribution

of female staff suggests a notable concentration in states specializing in addressing

vulnerability and gender-based violent crimes, such as child protection and domestic and

sexual offenses. Conversely, a smaller proportion of female officers are represented in

more traditionally masculine areas of policing, including the National Security Guards

(0.6 percent) and the National Disaster Response Force (1.4 percent) (Chawla, 2022).

While addressing the gendered disparities in policing specializations is crucial, it is equally

imperative for police services to harness and deploy their workforce capabilities to

address the most significant areas of threat, risk, harm, and need. The persistent rise in

reported rates of sexual and domestic violence underscores the urgency for police forces

to effectively deploy their resources to prevent and mitigate such violent crimes, aligning

with the objectives of UN Sustainable Development Goal 5.

Therefore, the emphasis on increasing female recruitment has never been more critical,

given that female officers often excel in roles pertaining to these areas. Additionally, it is

paramount to ensure that female officers receive comprehensive training and support to

deliver high-quality services to female victims and effectively pursue justice against

perpetrators.

5. Robust and resilient police leadership

Studies have demonstrated that diversity and an egalitarian ethos within the executive

boards of corporate entities lead to enhanced effectiveness, productivity, and decision-

making (Creary et al., 2019). Similarly, such principles hold true for policing. It would be

immensely advantageous to transition from the prevailing "groupthink" characterized by

predominantly white, male, and autocratic senior officer stereotypes to a senior

leadership team that is markedly more diverse and reflective of the communities it

serves.

Increased diversity in senior ranks, including greater representation of female leaders,

correlates with heightened levels of procedural justice and police legitimacy among

citizens. When a police force mirrors society and upholds principles of equality and

fairness within its own ranks, it is more likely to extend fairness to its constituents,

JANUS.NET, e-journal of International Relations

e-ISSN: 1647-7251

VOL 15 N.º 2

November 2024-April 2025, pp. 479-487

Notes and Reflections

Empowering Policing: Advancing Gender Equality for Achieving Sustainable Development

Goals

Baidya Nath Mukherjee, Meera Mathew

484

thereby fostering social peace and cohesion. This alignment with the fundamental

objective of law enforcement—ensuring strong and stable institutions—resonates with

UN Sustainable Development Goal 16 (Novich et al., 2018). Although several positive

action initiatives have been undertaken in the past decade, the dearth of diversity in the

senior echelons of Indian police forces has been acknowledged as a major obstacle to

fostering community confidence and creating a police service that genuinely mirrors the

communities it serves. Establishing robust and dependable law enforcement institutions

that engender trust within communities poses a formidable challenge in the absence of

a sustainable framework for diverse senior leadership within police forces.

6. Strategy for Reform

Numerous obstacles to the recruitment, retention, and advancement of female police

officers and staff have been identified. The progression of women in law enforcement is

heavily influenced by the enduring presence of the 'old boys' club' mentality and the

exclusionary machismo culture within the police force. Additionally, factors such as

stringent physical fitness requirements and caregiving responsibilities further compound

these challenges. Traditionally, policing was viewed as a lifelong career path, typically

beginning at a young age and spanning thirty years or more, with officers starting as

constables and gradually advancing through the ranks. However, contemporary attitudes

towards work have shifted, particularly among the millennial generation. Policing

agencies have had to adapt to meet these changing expectations by offering alternative

entry and exit points. In response to evolving workforce demographics, policing

organizations have diversified career pathways to attract a younger and more diverse

workforce. Unlike the traditional trajectory starting as a constable, individuals now have

the option to join at different ranks. Moreover, flexible arrangements, such as mid-career

breaks and reduced service requirements, may be introduced to accommodate varied

lifestyles and career aspirations. Accelerated police programs, featuring fast-track

initiatives and direct entry to higher ranks, have emerged as particularly appealing

options for women. These programs circumvent the extended timeline typically

associated with ascending through traditional ranks and offer greater flexibility and

promotional support. Creating a policing environment that values the importance of

maintaining a work–life balance is crucial for both the recruitment and retention of female

staff. Presently, all police forces have implemented flexible working policies and

strategies. These initiatives are designed to keep staff on maternity or carer's leave

informed about legal and force-related updates. Furthermore, to facilitate a smoother

transition upon their return to the workplace—often a period of heightened anxiety—

staged re-entry programs with enhanced support need to be put in place.

Additionally, it's imperative to offer training, mentoring, and guidance tailored specifically

for women officers to enhance their skills and confidence within the force. Adequate

infrastructure, facilities, and equipment catering to the needs of women in police stations,

including separate toilets, changing rooms, and uniforms, are essential for their comfort

and professionalism.

JANUS.NET, e-journal of International Relations

e-ISSN: 1647-7251

VOL 15 N.º 2

November 2024-April 2025, pp. 479-487

Notes and Reflections

Empowering Policing: Advancing Gender Equality for Achieving Sustainable Development

Goals

Baidya Nath Mukherjee, Meera Mathew

485

Equally important is the creation of a safe and supportive work environment for women,

one that is free from harassment, discrimination, and prejudice. Implementing policies

and protocols to address any instances of misconduct or bias ensures that all officers can

perform their duties effectively and without fear of mistreatment.

7. Suggestion and Conclusion

7.1. Gender based violence

The Sustainable Development Goals, specifically targets 5.2, 5.3, 16.1, and 16.2 as

outlined by the United Nations in 2016, primarily focus on eliminating violence,

particularly violence against women and children. A crucial aspect of achieving this goal

is fostering trust between victims and law enforcement agencies, encouraging victims to

report incidents to the police.

To build this trust, it's imperative that police forces are truly representative of the

communities they serve, with high levels of gender equality across all ranks and

throughout the organization. Prioritizing positive action in the recruitment and retention

of officers specializing in gender-based crimes should be a key policy for police forces.

This approach ensures that victims feel supported and understood, thereby increasing

their willingness to come forward and report instances of violence.

7.2. Strong and stable judicial institutions

Targets 5.5 and 16.7 of the Sustainable Development Goals aim to ensure the full and

effective participation of women in political, economic, and public life. In this context,

police services should implement diverse and flexible talent management schemes to

support the advancement of under-represented groups within the force, facilitating their

progression in promotion and career pathways. These schemes should encompass best

practices such as mentoring, continuing education, mindfulness initiatives, and the

establishment of supportive networks. Furthermore, it is essential for police forces to

annually publish their workforce statistics, promoting transparency and accountability.

Decisions regarding senior policing appointments should be conducted through an open

and transparent process, overseen by a diverse appointments panel inclusive of

community representatives. This process should be made public, allowing for scrutiny

and ensuring inclusivity in decision-making.

Under goal 5C, the UN calls for the adoption and reinforcement of policies and legislation

to promote gender equality. One proposed measure is the enactment of legislation

mandating all police forces to disclose gender pay gap statistics. This would provide

visibility into the degree of gender parity across all ranks within police forces, facilitating

efforts to address disparities effectively.

Sustainable Development Goal 16 emphasizes the significant impact of corruption on

institutions, particularly highlighting the judiciary and police. Target 16.6 specifically aims

to establish effective, accountable, and transparent institutions at all levels. To achieve

JANUS.NET, e-journal of International Relations

e-ISSN: 1647-7251

VOL 15 N.º 2

November 2024-April 2025, pp. 479-487

Notes and Reflections

Empowering Policing: Advancing Gender Equality for Achieving Sustainable Development

Goals

Baidya Nath Mukherjee, Meera Mathew

486

this, cultivating diverse senior leadership teams within police services is essential. Such

teams play a pivotal role in promoting transparent and accountable organizational

cultures, serving as a deterrent against the establishment of corruption and autocratic

leadership styles.

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Goals

Baidya Nath Mukherjee, Meera Mathew

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How to cite this note

Mukherjee, Baidya Nath & Mathew, Meera (2024). Empowering Policing: Advancing Gender

Equality for Achieving Sustainable Development Goals. Notes and Reflections, Janus.net, e-journal

of international relations. VOL 15, N.º 2, November 2024-April 2025, pp. 479-487.

https://doi.org/10.26619/1647-7251.15.2.03.