Download - 20 Years Quality Through Equality
20YEARS O U A L I T Y T H R O U G H
E O U A L I T Y
P E U R O P E A N N E T W O R K O F P O L I C E W O M E N
The European Network of Policewomen has been promoting diversity and professionalism in die police
for the past twenty years. In every national police force, greater diversity means better quality, so this international
network is vital. Exchanging views and approaches helps to foster creativity and prevent tunnel vision.
The police are part of a pluralist society. In order to remain engaged with the community they serve, they must
invest in diversity.
Despite all that has been acliieved on gender mainsdreaming in the past few decades, the position of women is
still an issue that requires attention. Thanks to opportunities for part-time employment, job-sharing and access to
child care, die proportion o f women in police organisations throughout Europe has increased. Yet the number of
women in management positions remains small due to lack of upward mobility.
Many women still f ind it difficult to profile their talents and to recognise and create oppormnities for themselves.
The ENP is trying to address this problem and is helping women get past diis stumbling block. Its efforts include
Career Development Seminars for policewomen aspiring to positions in middle management. Participants are
taught leadership and networldng sldlls, and given tools for sharing loiowledge and maldng the most o f
opportunities.
This magazine tells you what ENP has been doing over die past twenty years and what it is planning for die future.
We hope that you wi l l find k inspirational. Diversity is die fiiture.
Guusje ter Horst
Minister qflnterior and Kingdom Relations
jrom 22.02.2007 till 23.02.2010
Dear members of the European Network of Policewomen,
ENP E U R O P E A N N E T W O R K
O F P O L I C E W O M E N
4 I ENP.IML
We have come a long way since 1954, when women first took to the stteets of Amsterdam as serving
police officers. Before then, they mainly had administrative duties. Only in 1971 the first policewoman was granted
admission to the Dutch Police Academy and it took till 1994 for the Equal Opportunities Act to come into force.
Today, more than a tiiird of our organisation consists o f policewomen, a percentage also reflected among
middle management ranks. Several of our department's most senior officers are female too. Lastyear we appointed
the first woman borough commander. I am very proud of this accomplishment.
Diversity widi in our police organisation stimulates fresh and innovative viewpoints. It has already led to new
sttategies in taclding existing problems, original ways of organising operations and wi l l hopefiiUy help prevent
tunnel vision. There is still work to be done tiiough.
We need to be vigilant regarding oppormnities for flirdier growth and development of policewomen in our
organisation. In my role as Cli ief o f Police - both in Amsterdam and in my former fiinction in Groningen -1 have
always purposefiilly appointed women as members of my Board. I believe tiiat promoting women to top positions
creates a driving force, a catalyser i f you wi l l , to fiirther stimulate an already positive development.
In a globalised world, where neitiier crime nor careers are bordered, international collaboration is key in achieving
equal oppormnities for all. By sharing experiences and best practices we all benefit: men and women alike.
I tiierefore applaud die efforts of botii tiie Amsterdam women network NetWeb and die European Network o f
Policewomen and congramlate you on your twenty year anniversary.
Yours sincerely,
Bernard Welten
Chief of Police - Amsterdam-Amstelland
5 I ENP.NL
Content
F O R E W O R D
D E A R M E M B E R S O F T H E E U R O P E A N N E T W O R K O F P O L I C E W O M E N 4
T H E I M P O R T A N C E O F N E T W O R K I N G 6
E D I T O R I A L S
L E A D I N G INDICATORS & STRATEGY E N P l o
E X E C U T I V E & G E N E R A L B O A R D 13
F R O M A T I N Y E N P - S E E D T O A B E A U T I F U L I N T E R N A T I O N A L T R E E
F R O M B R A W N T O B R A I N - F R O M H I R E D H A N D S T O H I R E D HEADS? I 6
P O L I C E . . . 20
A M A N A M O N G W O M A N 24
1
T H A T ' S IT! 26
HISTORY O F A U S T R I A N P O L I C E W O M E N 28
T W O WAY PROCESS F O R A C H I E V I N G POSITIVE C H A N G E 30
E N P AS B O O S T E R & E N H A N C I N G P R O F E S S I O N A L I S M 32
D I D Y O U K N O W T H A T . . . 36
S U P P O R T I N G M E M B E R S 38
ENP E U R O P E A N N E T W O R K
O F P O L I C E W O M E N
The importance of networking by Jane Townsley - President lAWP
I am pleased to be writing in this special edition of the ENP
magazine and I congratulate the ENP on its 20th
anniversary. As recently elected president of the
International Association of Women Police (lAWP) I am well
aware of the importance of networldng in raising
the profile of women in policing, and the ENP has
achieved much in the past 20 years and I know that many
challenges are still to be faced in support of women.
The lAWP has members in 58 coimtries throughout
the world and its aim is to strengthen, unite and raise
the profile of women worldng in the criminal justice
system. The organisation is committed to fiirther
enhancing its members' sldlls through professional
development, training, recognition, mentoring,
networldng and peer support, very similar to
those of ENP.
I have 24 years experience as a police officer, and
am deUghted and honoured to b e J A W P president
particularly as I am die first person from Europe to hold
tills position; all previous presidents have been f rom
Norti i America.
My priorities over the next diree years wi l l be to fiirtiier
promote die work o f the lAWP. It is a fantastic, fast-
growing organisation which recognises the unique and
invaluable skills women bring to law enforcement.
We bring togetiier officers o f all ranks and f rom all
corners o f die globe to share experiences and learn fi'om
one another. We have a lot of important work ahead o f
us in ensuring our members are represented and receive
training, mentoring and networldng opportunities.
Many o f the countries engaged with die l A W P are
fortunate diat women can expect equal treatment, but
that is not the case everywhere in die worid, including
parts of Europe. Over the next three years, my priority wil l
be to promote women m policing and to ensure the
Foundad In 19tS IncorporaUd 1926
Jane Townsley
invaluable qualities women bring to law enforcement,
wherever they may be, are valued and respected so that
women can succeed to die highestlevels."
6 I ENP.NL
Over die past few years the ENP aiid lAWP have worked
more closely togedier dian ever before, supporting each
other's aims to mutual advantage. I am determined to
build on the relationship we have, w i ± ± e globaUsation
we have witoessed over die last few years, international
co-operation is even more important.
One o f the benefits o f networking is to provide
mutual support to achieve common aims and objectives,
success is far easier to achieve when people work
togetiier rather than in isolation, this is equally
important for organisations such as E N P and lAWP,
strength in numbers.
O n behalf o f die International Association Board o f
Directors I wish to send best wishes to all those who
have been involved in ± e European Network o f Police
women over die past 20 years and look forward to
your achievements over the next 20 years.
Jane Tou;nsley
President lAWP
For fiirtiier information about the lAWP please visit die
website www.iawp.org
G E T A C Q U A I N T E D :
Marta Fernandez Barea
N A M E :
C O U N T R Y :
O R G A N I S A T I O N :
R A N K :
M A R T A F E R N A N D E Z B A R E A
S P A I N - C A T A L U N Y A
C O R P S M O S S O S D ' E S Q U A D R A
D E P U T Y I N S P E C T O R
P R E S E N T F U N C T I O N : H E A D C E N T R A L M I S S I N G P E R S O N S U N I T I N T H E C R I M I N A L I N V E S T I G A T I O N S D I V I S I O N . S H E A L S O P A R T I C I P A T E S I N T H E G E N D E R E Q U A L I T Y
P R O J E C T O F T H E C O R P S O F T H E M O S S O S D ' E S Q U A D R A ( C M E ) .
E N P F U N C T I O N : V I C E P R E S I D E N T - E X E C U T I V E B O A R D M E M B E R
P R I V A T E : M A R R I E D A N D H A V I N G T W O S O N S
Career:
She joined die organisation in 1991 and eidier as head or deputy head, she worked in die police stations of Sant Feliu de Guixols, Sant Celoni and in the
Urban Transport in Barcelona.
Jobs motivation:
Her main motivation always has been assisting people, helping witii die general welfare of die community and solving problems, which unformnately
can often be serious of nature.
Her view on ENP:
The ENP raises awareness that the representation of women on decision maldng (senior management), basic and operating levels is beneficial for
± e police organisations as it conttibutes to more dynamism. Different studies showed that organisations with a diverse (balanced) gender composition
are better prepared to adapt themselves to social changes, and police organisations operate in an atmosphere o f constant changes. If police services
want to keep pace with ± o s e developments, tiiey need to transform Besides women at senior level also have the fiinction of role models.
The ENP siurely stimulated her organisation by deepen die understanding on this miportant issue. Hereby a focus was made to selection, recruitment
and retention o f women addressing to career development eitiier vertical or horizontal and decision maldng level. Her organisation closely
collaborate with tiie ENP and various activities were organised in Barcelona e.g. career development seminar, management course, loiowledge
exchange projects etc.
Her tip:
"For both luomen already luorldn^ luithin our organisation and neujcomers; ujoric uiith enthusiasm and bc open-minded. Confident and decisiue uiomen are needed
capable to dei;dop their careers either horizontally or uertically as only then the dual objecriue o/jlirther enhancing the results ojthe organisation and achieuement
o/gender equality can bc realised".
7 I ENP.NL
Editorial
ENP by Anita Wieman - Hesterman - Policy Advisor ENP
R O P E A N N E T W O R K
P O L I C E W O M E N
Indeed zoog is a memorable and magic year for
the ENP (European Networic of Policewomen).
As twenty years ago, duringthe intemational conference
held in Noordwijkerhout/Netherlands, some Dutch
policewomen took the initiative to set-up a network
for policewomen on a European level.
It was the cradle of the ENP.
1'?
E U R O P E A N
N E T W O R K
O F P O L I C E W O M E N
Remains the question why tliis initiative is so
valuable and important: In most EU-countries women
could enter into police executive fiinctions after the
second world war. In die Netiieriands for example die
first uniformed policewomen were appointed in 1953.
However ± e i r working field, as in most EU-countries,
was restricted and in general addressed to traffic,
juveniles or vice squad.
At tiiat time die police organisational strucmres were
definitely not equal on the positive change of process by
woraen. But societies changed rapidly, whereby the
position o f women became a crucial issue. In order to
keep pace with tiiose developments the police services
needed to change along. But notiiing is so difficult as
changing an organisational culture.
Gender equahty is a complicated issue. Several
emancipation waves were necessary to ensure tiie
position o f policewomen we know today. The positive
development hereby is tiiat die scope has been widened,
with no longer a focus only on women, but it includes
men as well. This wider scope is known as gender
mainstreaming. Here I would like to emphasize that the
term gender does not refer to biological but to social and
cultural specific differences. Those differences are
shaped over time and so can change with time.
The U N Econoraic and Social Council (ECOSOC) defined
tiie concept of Gender Mainstrearaing as follows:
Anita Wieman-Hesterman
- Policy AduisorLECD -
Portfolio Intemational
Cooperation
- Project Manager
Supportgroup EDPOL
(European Diuersity in
Polidng)
"Mainstreaming a gender perspectiue is the process of assessing the
implications/or uiomen and men of any planned action, including
legislation, policies or programmes, in any area and at all leuels.
It is a strategy Jor maldng the concerns and experiences •ƒ u)omen
as U)dl as of men an integral part of the design, implementation,
monitoring and eualuation of policies and programmes in all
political, economic and sodal spheres, so that u;omen and men
benefit equally, and inequality is not perpetuated. The ultimate
goal oJmainstreaming is to achieuegender equality".
Aldiough the benefits o f gender mainstrearaing are both
nuraerous and challenging, culmral and/or traditional
practices often prevent gender mamstrearaing programs
from reaching success. This underUnes that in spite
major positive changes ± e r e is still a long way to go.
Looldng at gender mainstreaming in a Em'opean context;
it is evident tiiat tiie stage of development on diis issue
still varies in die EU-countties. Therefore die ENP
"' From leftto right: Caroline Pie,
1 AnitaWieman-Hesterman and
Mary-Ann Gallee.
remains an important player, as both tlie contemporary
EU-societies and globalized world requires intelligent
management inserting die fiiU organisational potential
as main basis for effective poUcing.
This special edition magazine is marking die l o t i i
Anniversary of the ENP. For tiiis an inventory is made of
all the ENP activities, whereby f rom die educational
programme the Career Development Seminar is
highlighted. But the ENP means more, it fimctions as a
booster as it supported EU-countries to develop tiieir
national female network, i.e. Bulgaria, Belgium, Hungary
and Germany. It is also the spider in the web as it closely
cooperate with other networks in Europe and even on a
world scale. But the ENP also contributes to fiirther
enhance effective policing by organizing international
conferences, round table meetings and symposia.
Moreover under the repetitive feamre Get Acquainted
you are also introduced to some ENP Board members.
Acknowledgements
On behalf o f botii ENP boards (Executive and General)
I want to sincerely thank all die individuals and
organisations who supported die ENP over the past
twenty years, especially the Dutch Ministry oflnterior and
Kingdom relations, the Dutch ministry of Justice, the
Dutch council o f Chief Constables, the L E C D (Dutch
National Expertise Centre on Diversity), Swedish
National Police Board, Estonian PoUce Board, the
Ministry oflnterior o f Austria.
Last but not least my special thanks to everyone who
contributed to the contents of this special edition and of
course the other members of the editorial staff, being
Caroline Pie (Vice-president ENP representative o f ± e
Police service Amsterdam-Amstelland) and Mary-Ann
Gallee (GB-member ENP representative of the police
service Police Haaglanden).
9 I ENP.NL
G E T A C Q U A I N T E D :
Ulvi Pollu
N A M E : U L V I P O L L U
C O U N T R Y : E S T O N I A
O R G A N I S A T I O N : E S T O N I A N P O L I C E
E N P F U N C T I O N : E B - M E M B E R T I L L N O V E M B E R 2 0 0 9
E D U C A T I O N : G R A D U A T E D F R O M P U B L I C S E R V I C E A C A D E M Y A N D A L S O S T U D I E D A T T A L L I N N
P E D A G O G I C A L I N S T I T U T E
P R I V A T E : U L V I IS 4 8 Y E A R , W I D O W A N D H A S A S O N O F 2 2 Y E A R S O L D
Career:
Unti l 1998 Ulvi worked at die Ministry of lnter ior and Trade union. Hereafter she
entered the Estonian police and fiilfilled within the Estonian Police Board the fiinction
of Head o f International Cooperation Department coordinating international
cooperation, including accession negotiations wid i die European Union regarding
police work.
In 2005 she accepted the fiinction of police adviser to the National Police Commissi
oner wid i a focus on the development o f organisational culmre and police etiiics.
Since November 2007 Ulvi is the Head o f the Police Cooperation Department.
This department specializes in die development of organizational culture and
coordination of international cooperation in die whole police organization and die
arrangement of large events (international conferences, ceremonies, etc.).
Her tip:
"We may/eel con/dent that luomen's intuition and sensitiuity in maldncj decisions, our sense 0/
duty and deuotion makes us ojten more valuable colleagues than male ones. Women also take
responsibility more seriously, u;e are more cautious and u)hat is most important - u)omen are more
concerned about the consequences". Ului ujould like to cite a male Estonian student who/rmly
refuted the topic o/his essay Women and Politics do not bdong together' by saying that "it has
been proved that u;omen are indeed much better in looldng ajter the house, but nobody has proued
men to be better politirians". The same applies to the job in police.
Leading Indicators strategy European Networic of Policewomen
ENP E U R O P E A N N E T W O R K
O F P O L I C E W O M E N
text: Mr. Bert Poeiert MPM and Anita Wieman-Hesterman
Europe is the workingfield of the ENP and therefore the
strategy of the ENP is based on this leading indicator.
Europe is seeking its own core values. The centre hereby is
formed by the total padoge of fundamental Human
Rights.; The right to live, of health care, education; Freedom
of religion, speech and expression etc; but also the adjoining
fields like constitutional state, separation of powers, valid
jurisdiction, authorities secure from corruption, and last but
not least a trustworthy and reliable police service.
Each individual must be able to fully rely on protection by
the authorities. Policing is hereby the absolute centre.
Therefore the police services within Europe are duty bound
to promote the view that democracy and not violence. In
accordance herewith the police services need to defend the
values of respect, tolerance, freedom and democracy.
Their operational behaviour is amongst the most
important determinants of the way societies develop and
thus contributes to the development of European
standards and values.
Botl i the E U unification and globalisation
effects have contribution to a significant change o f the
societies in Europe. This is effecting the police
organisations as tiiey have to ensure titeir acceptability
wid i in all sections of the population. It is therefore o f
crucial importance tiiat police services keep pace witi i die
societies and communities in Europe. In order to
preserve dieir legitimacy poUce organisations need to
both obtain and retain a highly qualified police service.
Diversity - Gender Mainstreaming
This is especially significant for diose European
countries where, based on üieir history, minorities are
already residing. It wi l l only gain more importance
within the forti icoming years, due to tiie scale o f
immigration within Europe, whedier legal or illegal.
Therefore witiiin die next ten years, all aspects related to
Diversity wi l l be a crucial and important feamres for die
police services in Europe. It wi l l amongst others enable
the police to reflect the democratic, respectfiil and
tolerant ambitions of the societies tiiey serve and realize
a positive process of change.
Another leading indicator are die developments on tiie
labour-market in various European countries, clearly
indicating that it wi l l no longer be possible to recruit
personnel only from the traditional part o f the
population, namely the white male. The part o f well
educated women is increasing enormously and Police
services should benefit fi'om tiiis. This multi-culmralism
wil l not only be visible within society, but also w i ± i n the
police service. This is an ongoing process that cannot be
stopped.
Position of policewomen
The ENP strives for a diverse and professional police
service, and particularly addresses ± e position of women
within the European police organisations in order to
fiirtiier develop die fundamental values o f Europe.
For that purpose, die representation of women wit i i in
police organisations is o f die utmost importance. This is
paramount at all levels o f the service.
The participation o f women wit i i in European police
organisations is an essential element to tiie quality and
development o f die police.
Gender a business issue
In its daily operational and management level
fimctioning, a police organisation wid i exclusively men
in management and decision-making positions is
missing a large part o f social reafity. I f women are
represented within management teams decision-maldng
is enhanced, everyone has a better understanding of
social issues, and professionalism and legitimacy is
enhanced. A female leader, maintaining her autiienticity,
wi l l base her decisions on a different perspective; she is
more perceptive o f odier types o f crimes. In short, a
female leader w i l l create another dynamic aspect to
ID ENP.NL
_ leadership. To benefit from all its employees, police
organisations should establish a balance by having
mixed teams at each level of the organisation.
In addition, by having women on decision maldng levels
will also mean diat they flmction as a role model.
Public perceptions of police will also alter i f the rate of
women in executive functions is at least 25%, as women
use other competencies. Mixed teams in executive
functions will contribute to a more effective police
organisation, with more flexibility, and different
leadership styles.
This shows that die representation ofwomen in all levels
of the organisation is a business issue. Therefore it is
undoubtedly an important tool for police organisations
to fulfil their tasks in the most effective and professional
way and to function as a respectable European police
organisation.
Safe-guarding and improve position ofwomen
Finally, the position ofwomen still has to be the subject
for improvement in the European countries. This is
applicable for both the "new" and "old" member states
of tiie European Union. Due to the immigration flow of
the traditional orientated population, the position of
women needs not only to be guarded and observed, but
moreover certainly improved.
The Police with its monopoly on power can play a
significant role herein. The emancipation level of a
111 ENP.NL
G E T A C Q U A I N T E D :
Ann Kate Pedersen
N A M E : A N N KATE P E D E R S E N
C O U N T R Y : D E N M A R K
O R G A N I S A T I O N : N A T I O N A L D A N I S H P O L I C E
E N P F U N C T I O N : G B - M E M B E R
R A N K : S U P E R I N T E N D E N T
F U N C T I O N : L E A D E R POL ICE STATION
PRIVATE: A N N K A T E IS 5 0 YEARS O L D A N D
H A S T W O S O N S Photo:Ann KetePedereenOeft)and
Susanne Philipson, chair
Danish National Female Network.
Career:
Ann has substantial working experiences, she worked widrin theriot police unit and
criminal investigation department She also worked as specialist in matters around
sexual violence against children and has taught tiie subject.
Her tip:
Now after more than 30 years with women in the Danish police, some progress has been achieved,
but there is still a lon^ way to go before there is real equality. Lau; and ^ood personnel policy will
not be enough, quite jiindamental change in culture and attitudes are necessary and this takes time.
Her aduice to "neui" women in police is that they must toke care to become projiricnt at their profes
sion and establish a balance within their priuate life. This will make it possible to partidpate in
the cjood and exciting toslö like ; r ' •^^HsP^^HPI^SI'^sS^B
men. Only then they will get . -
JÜ11 respect.
ENP U R O P E A N N E T W O R K F P O L I C E W O M E N
countiy is almost measurable on the basis of the number
ofwomen in operational/executive functions. The police,
which ought to reflect its society, could fiinction as a role
model when at least 25% of the persons employed
within ± e operational/ executive functions are female.
The position ofwomen within police organisations is, in
everyway crucial and fundamental for die development
of a professional police service and to safe Europe!
ENP's Strategy and Mission
The ENP was founded on 23rd March 1989. The initial
aim and strategy of tills network is to promote and
empower women and at die same time to stimulate die
European pohce organisations to recruit, retain and to
offer women the necessary career development so that
the number of women in senior management/decision
maldng positions will increase.
E N P ' s credo "QUALITY T H R O U G H EQUALITY"
is translated in its mission, namely:
T H E E U R O P E A N N E T W O R I C O F P O L I C E W O M E N
C O N T R I B U T E S T O E N H A N C E T H E Q U A L I T Y A N D
E F F E C T I V E N E S S O F T H E P O L I C E SERVICES I N
E U R O P E BY I N C R E A S I N G T H E N U M B E R O F W O M E N
W I T H I N E V E R Y L E V E L O F T H E P O L I C E A N D L A W
E N F O R C E M E N T O R G A N I S A T I O N S I N E U R O P E .
Aims
The main aim of the E N P is to raise awareness of the
benefit of having more women witiiin die police botii on
operational and management/decision maldng level and
also to empower tiiose women who are already working
within die police and law enforcement organisations.
Aims translated into practice:
- To increase the number of female employees in general,
wi± a special focus on senior management positions,
- To raise die awareness on tire necessity of tiie
Management of Diversity and Gender Mainstreaming
(platforms - round table meetings, exchange of
best practices)
- Monitoring developments in regard to Gender and
Diversity
- enhancement of career development for women, by
special intemational training - seminars
Focussing on the preservation of autiienticity,
recognition of own competences, building up self
esteem, so tirat women can be leaders in tiieir own right
- professionalism of women (management and
networldng sldlls),
- fiinctioning as an information charmel (site, best
practices intemational conferences seminars etc)
- completion of surveys and research
- stimulation of initiatives for the foundation of national
networks for policewomen
- Reinforcement of die existing national police female
networks by network training
- Custom made support of die existing national police
female networks
- To raise the number of policewomen witiiin Peace
Keeping Missions
Organisational structures
The ENP was founded on 23rd March 1989. Due to
its growth die organisation became a non profit
organisation under Dutch Law in 1994. In 1996 the ENP
was officially granted tiie stams of NGO, which imphes
tiiat the ENP may designate official representatives to die
United Nations to the UN Headquarters in New York as
well as tiie UN offices in Geneva and Vienna.
The ENP acts completely independent of any
Government, political party or group and declares itself
for the fundamental values of all mankind, freedom,
justice and solidarity; in accordance witii die democratic
principles and tiie fundamental rights as laid dovm in die
Universal Declaration of Human Rights.
In conforming witii its constimtion tiie ENP is governed
by a General Board for the general management, the
Executive Board is responsible for the daily management
of the organisation. The Executive Board is hereby
assisted by tiie Head Office located in die Netiieriands.
Both tiie General and Executive board are composed of
representatives from Europe.
The elections for both boards talce place every two years.
On these occasions the organisations diat are already
represented either in tiie General or Executive Board are
approached for nominees. This can result in a renewal
of existing board members or ± e appointment of new
members. In addition to tills, organisations from those
countries that are not yet represented are invited to
nominate representatives for bodi boards. Individual
men or women, with or witiiout die support of tiieir
organisation, can also apply for the fiinction of country
contact person.
12 EN P.N L
EXECUTIVE & GENERAL BOARD 2009 (NOVEMBER) - 2011 EXECUTIVE BOARD Marta Fernandez Barea Patricia Stahl Caroline Pie Maria Dolores Iribarne Perez Karianne Jensen
Vice President Vice President Vice President Liaison Officer Liaison Officer
Spain Sweden Netherlands Spain Norway
Generalitat Catalunya - Mosses D'Esquadra Swedish Police Police Amsterdam-Amstelland Spanish National Police Norwegian Police
POLIS' i
From top to below:
Marta Fernandez Barea
Patricia Stahl (photo not available)
Caroline Pie
GENERAL BOARD and COUNTRY CONTACT PERSONS Sibylle Geissler Marlies Raser-Menhart Gwen Merckx Cecile Rigot Mar ia Nicola idou Ann Kate Pederson Hanne BergstrOm Veronilca Isberg Ines Karu Leena Lukala Monica Storrank Andrea Schaal Ariane Klauer I ldikó Kineses Kriszt ina Hubay Ibolya Csako Maura Lernihan Maria Rosaria D'Andrea Laura Chiesa Ausra Dovydeniene
Jurga Mickiene Tanya Antonova Stephanie Reichert Vivianne Eschenhauer Mary-Ann Gallée Mona Bergseth Walentyna Trzcinska Li'dia de Jesus Janeira Magalhaes Apoloni ja Grobin Helena Tomaceviz Lena Thor Pia Mi i l le r Olivia Derungs Christine Calderoni Tugba Ozbas Jackie Alexander
GB-member Austria Ministry of Interior Deputy GB Austria Ministry of Interior GB-member Belgium Belgian Association of Policewomen GB-member Belgium Federal Police Country Contact Cyprus Cyprus Police GB-member Denmark Danish National Police Deputy GB Denmark Danish National Police GB-member Estonia Estonian Police Board Deputy GB Estonia Estonian Police Board GB-member Finland Ministry of Interior Deputy GB Finland Ministry of Interior GB-member Germany ENP-Germany Deputy GB Germany ENP-Germany GB-member Hungary Hungarian Association of Policewomen Deputy GB Hungary Hungarian Association of Policewomen Country Contact Hungary Hungarian Association of Policewomen GB-member Ireland An Garda Si'ochana GB-member Italy Polizia Municipale Milano GB-member Italy Pol izia Municipale Casalpusterlengo-Somaglia GB-member Lithuania Ministry of Interior, Police Department Deputy-GB Lithuania Ministry of Interior, Police Department Country Contact Latvia Latvian State Police GB-member Luxembourg Grand Ducal Police Deputy GB Luxembourg Grand Ducal Police GB-member Netherlands Police Haaglanden GB-member Norway Police Directorate GB-member Poland Polish Police Chief Commander GB-member Portugal G N R GB-member Slovenia Slovenian Police Deputy GB Slovenia Slovenian Police GB-member Sweden Swedish National Police Board Country Contact Sweden Swedish National Police Board GB-member Switzerland Stadtpolizei Ziir ich Deputy GB Switzerland Stadtpolizei Zi ir ich GB-member Turkey Turkish National Police GB-member U K BAWP
From top to below:
Maria Dolores Iribame Perez
Karianne Jensen
i
ADVISORY & CONSULTIVE BODY Anita Wieman Netherlands LECD
13 I ENP.NL
From a tiny ENP - seed to a beautiful international tree text: Christine Terwiel, tekstbureau Chris Teksten
"During my 28 years in policing I have had the
privilege to undertake so many interesting challenges. Never
hindered by the glass ceiling, 1 have always had the nicest job
of the entire force". She admits that her character has
something to do with it and that the opportunities she has
had, she has had to create herself Above all she is grateful.
"LookatwhatI have had die chance to do: fiirt-
her shape die ENP and having become visible, been
asked to set up the new program "Pohce and Human
Rights" for the Council of Europe in France. Later I was
asked to come back to The Nedierlands to estabhsh the
School for Pohce Leadership of die Pohce Academy and
participate in the Dutch delegation to the Governing
Board of die European Pohce CoUege (CEPOL). Here I
had the oppormnity, together with coUeagues from
France, Sweden and the UK, to develop the action lear
ning programme TOPSPOC, die TOP Senior Pohce Of
ficers Course. Later within the Dutch pohce, I was able
to develop interesting and valuable international pro
grams. As icing on the calce I have been able to realize Pe
arls in Pohcing. This annual gathering of top level law
enforcement executives from all over the world is my big
gest dream of building an intensive worldwide network
of senior officers with an interest to malce tills world a
safer place. Peace - Police - Justice are the key words
underlining tiie goals of the Pearls initiative. I feel
privileged again that I am able to serve this kind of
important developments.
Anita Hazenberg, MA, MCM was ENP-Directorfrom iggi till
1997. This period had a strong impact on herfurther career.
Despite the lact that she herself was in noway incommoded
by the glass ceiling, she presently actively contributes in
brealdng down this phenomena. As Intemational Director
of the School for Police Leadership, she is realizingthis by
not only focusing on women and persons with an ethnic
background, but also offeringthesitting"white" men inter
national career and training perspectives. A personal inter
view with an energetic policewoman, grateful forthe
wonderful opportunities she has had, and still getting.
Enormous Intemational network
When she was asked for tiie fiinction of ENP-Director,
she had just rounded off her higher professional
education (HBO). She graduated on the subject of the
various factors influencing policy development in
pohcing. "My tiiesis addressed also female networks".
Therefore die ENP-fimction matched peifectiy and above
aU it added the international component. "EspeciaUy the
enormous network I built up was of extreme importance.
In each country either I loiow people or people laiow me,
significant to simphfy cooperation. In tiie six years tiiat
I was able to work for the ENP, you could say tiiat tiie
international seed was sown. In the meantime it has
grown to become a beautifiil and abundant tree. "I have
come to love tills work, establishing new initiatives,
coUaborating, building up trust, bringing people
together, I see it as the constant factor, a land of ±read
in my career".
A building function
She speal<s about the ENP in die nineties. "It was truly a
building up fiinction, lots needed to be estabUshed.
At that time we had no internet or e-mail. Two persons
formed the secretariat We did everytiiing: thinldng about
die strategy, putting it into effect, deliberating witii tiie
board, giving lecmres, PR, advising networks in otiier
countries and malang sure tiiat finance was properly dealt
witii. This small group was in fact die spider in the web in
buildingup aU other policewomen's networks in Europe".
From a Dutch organization to a European networl<
During tliis period die ENP managed to acliieve a lot.
"We made important steps for the ENP. I was stiU
appointed by a Dutch board. However i f you truly want
to be a European network for women, you need to have
a European board. That is one of the first things we
accomplished. When you consider diat die Dutch
government was financing our organization, this was
quite exciting. Nowadays women from aU over Europe
are involved within the ENP, a wonderfiil development".
UN World conference on Women in China
"What I am particularly proud of, is ± a t we as women
united and were present at the U N World Conference on
Women in China. There, we particularly asked attention
for pohcewomen around die world who were tackhng
violence against women. This resulted m multi-
disciphnary missions. As such we visited, witii a ntixed
delegation, several women centers in Russia. Not only
did we visit with a specialist of the vice squad, but for
example, also with a gynecologist or somebody from
women rehef works. We dierefore were able to meet on
die spot witii people from other disciphnes, dius putting
them in touch at the same tune. Recentiy I saw tiiat one
of the Russian women, who at that time was settmg up a
telephonic rescue hne for women, has been nommated
for an award. That is so nice to see!".
Facts and figures
She is also very proud of die bi-aimual conferences and
die publication Facts and Figures which came out on
those occasions. "It was a pubhcation which supplied
information on the position ofwomen within European
countries. In an era with when tiiere was no internet,
we managed to be the source of loiowledge for a
considerable length of time when it came to the position
ofwomen in die different European countries".
Achieved much, but the glass ceiling is still there
The ENP gave pohcewomen the feeling that they were not
standing alone. Many things that we at present talce for
granted were combated. Such as worldng part-time, the
possibihty to apply for aU fimctions or shnply dressing
rooms forwomen. However we have notyet broken down
the glass ceiling totally. The Dutch Minister of die Interior
Ter Horst made a brave step in 2008 when she said: "I see
no other possibility to brealc down the glass ceiling than by
fixing target figures". But much more is taldng place, the
cooperative program "Pohtietop Divers" focuses among
odiers on die career perspectives of die sitting "white" men.
I myself am actively involved by searchmg for intemational
work opportunities and mtemships. New perspectives are
offered at a time when management development is also
about to change. As the pohce top fimctions will form part
of the general governance department whereby mter-
national experience is an unportant condition, we are
actually agam paving the road for die fiiture.
Professional support gender mainstreaming
On die question whetiier she has a golden tip for the ENP,
she answers:
"My aduice to the ENP is: obtain a visible identity towards the
support o/Jragile states. Here there is a great demand for women
who as a law enforcement projessional, can support both the
issue of gender mainstreaming, an effccriue approach on violence
against women and children and supporting the building oJ
democratic governmental structures. In doing so, making an
important contribution to a substantial development and at the
same time creating unique career possibilities for women".
151 ENP.NL
From brawn to brain - from hired hands to hired heads?
ENP by Anna-Lena Barth - Swedish Police and former ENP president
R O P E A N N E T W O R K P O L I C E W O M E N
You are the new Chief of Police. You have been given
the opportunity to fulfil your vision and your ideas.
You have unlimited resources (money is no object),
a police station filled with whateveryou desire in terms of
equipment and latest technology and the personnel
(both officers and civilians) of your choice. Life is good.
1^
Then you wake up to a world of political
demands, budget cuts, lack of staff, recruiting and
retention problems - not to mention ah the equipment
diat should have been replaced ages ago. And you reahse
tills is not a nightmare but reality and it's your job to
malce die most of it.
Anotiier reality is that tiie personnel cost is usuahy more
tiian 80% of your budget. It is amazing, at least to me,
the way we sometimes mishandle this large percentage
of our budget.
A modern responsive pohce service needs die range of
viewpoints and experiences that only a balanced
workforce can supply. Untapped potential and loss of
expertise is a waste of resources. The minimum
replacement cost of an ofBcer after a five-year investment
in developing slohs is approximately € 40.000,-.
The composition of tiie police should be a reflection of
the society they are serving. Tills imphes that women and
men of different ethnic, culmral and social backgrounds
and experiences must be represented in die pohce service
to the same extent as they are in the society. Pohce work
is still one of the most stereotypical masculine, white
male occupations.
The competitive reality is diat organisations which are
bogged down on issues of race, gender, age, sexual
preferences, looks and so on wih encounter serious
problems. Intelhgence is normaUy distributed. It is not
the preserve of usually white, 45-year-old males.
The police service has to be a modern, dynamic and
effective organisation and, consequentiy, an attractive
employer. We also have to act and tiiink in new ways to
continue to be the experts on fighting crime.
Furthermore, we have to reduce die gap between the
pohce and die pubhc by getting a better representation
of society as a whole.
Since 50% of the population is women, the number of
women entermg die pohce service must increase. It is a
fact that women generaUy are grossly under-represented
in die police and ± is fact is even more apparent in the
higher ranks and managerial positions.
In a democratic society, tiie government has legislated
about equality and die pohce service is die body that
upholds and enforces the law. If the pohce have problems
foUowing the law, who wiU? Judging the democracy fi'om
that perspective, we are in deep trouble.
If you want to attract women, then the climate in the
organisation must be positive to balancing work and
family hfe. Women do bring their bodies and
reproduction system widi tiiem and a modern
management must acloiowledge that. It's stih
it; I
astonishing that a woman being pregnant is loolced
upon as a big surprise. Where do you diinic future
pohcemen come from? They also have a mum you loiow.
Overcommg insdmtionalised neglect of women widiin
the criminal justice system - as victims, offenders or
professionals - is a priority to which a great deal of
±ought ought to be directed.
hiequahty between men and women - also in the sharmg
of power and decision maldng at aU levels - needs to be
addressed more seriously. It is clear diat a great deal of
work stih needs to be done to bring about changes in
attitudes and behaviour within the police towards
women. Additionally, more commitment is necessary
- both internationaUy and nationahy - to human rights.
(UNSCR1325)
The pohce services are facing problems in recruiting and
retention, especially in the western world where the
population is getting older and more and more women
choose not to have children. Youngsters are not
interested in staying in one job as we have done.
If we don't offer attractive and fulfihing jobs, we will
have an even bigger problem than we have today.
We make decisions today that will affect the police of
tomorrow. We have to stop being short-sighted and
focus 10-20-30 years ahead and ask ourselves:
• What Idnd of young people are we looldng for then?
What sldUs wih be required?
• What kind of crunes and crimmals wiU we be facing?
• What Idnd of society are we facing?
The people we are trying to recruit are people with
integrity, people who are mamre, dependable and
responsible. StiU, once they are out of the academy we
monitor them as i f diey were children. Do we acmally
recruit the wrong people or are we, as leaders, managers
or supervisors, in the wrong?
They are also die same people who malce good parents.
Being a responsible parent is hard, when you have to
choose between work and parenthood. How come that
we are not very supportive when it comes to balancing
work and family life? Why do we insist and hang on to
these fixed shifts hlce diere is no tomorrow.
There are researches which show diat small and medium
organisations are tire ones that benefit most from family
friendly policies (the reaUy big ones are stih not tiiat
vulnerable). According to the researches you can see a
reduction in temporary sicloiess and improvement when
it comes to retention, higher morale, more commitment
and a better quality overaU. These changes take some
time though, but the benefits will definitely outweigh die
costs.
Successfiil intelhgent management is characterised by
ENP E U R O P E A N N E T W O R K
OF P O L I C E W O M E N
the abihty to transform mdividual competence into a
coUective competence. This increases die value of the
organisation. The pohce service depends totahy on die
individual employees and the question of success or
failure is directiy connected witii the development of
staff
In a modern organisation, 70 to 80 percent of what
people do is now done by way of their inteUects.
The critical means of production is smaU, grey and
weighs around i , 3 Idlograms. It is die human brain and
it is controUed - for better or worse - by the individual.
Your most critical resources wear shoes and wah< out of
the door around five o'clock every day. As a result, your
management and leadership are keys to success or
failure.
There is a major mmd-shift gomg on. In the brain-based
society, perception is aU. If we cannot capmre the
attention of the pubhc or employees, we are out Today
information flows freely. You can't avoid i t And it also
creates total transparency: People with access to
mformation are begmning to chaUenge any type of
authority. The smpid, loyal and humble employee or
citizen is dead.
Here is Winnie-the-Pooli,
coming downstairs now, bump, bump, bump,
on the bade of his head, behind Christopher Robin.
It is, as far as he Icnows - the only way of coming downstairs.
But sometimes he feels that there really is another way,
If only he could stop bumping for a moment to think of it.
And then he feels that perhaps there isn't...
This book aimed at children is a fountain of wisdom.
To me - this dilemma describes the pohce organisation
trying to adapt to a changing world but really doesn't
loiow how. The pressure is increasing. We are told to
speciahse, be cost-efficient and more effective.
But change is not friction-free - many of those in
command of die present system wih tight back. The old
does not give in to the new without resistance.
The principles are the same tiiough. Change is not
automatic - it must be created by individual
entrepreneurs. In contrast - we are not very good at
creation. Our societies are not built for it. Our
organisations are not designed for i t And most people
arenottramedforit
Innovation requires experuxientation. Experiments
are rislcy. We can succeed or fah. The trouble is that
traditional organisations are not the most forgiving of
environments. In many of them failure carries the
corporate equivalent of the deatii penalty. The signal is
that failure is punished. This not only stops people from
faüing - it stops them from trying. If it were not for
ah the fools trying to do die knpossible - over and over
again - we would stih be living in caves. The only way
not to fail is not to try. And try we must. No failures;
no development
Europe has chosen to co-operate on a number of levels
and subjects, which have been made visible through
various treaties and agreements between our countries.
In order to strengtiien and develop international pohce
co-operation in a more effective way you need personal
contacts. They are a necessary condition in order to malce
die formal systems work as intended. International
co-operation is, dierefore, not merely a matter of solving
cross-border crimes but also of smdying and learning
from each other's solutions in a joint effort to
comprehend the development on which we are so
dependent
As a police officer it is absolutely essential in today's
society to have international contacts in order to broaden
your professional outiook on work-related issues.
Networldng (botii mixed and single sex) is positive and
needs to be encouraged. Men only and mixed
networldng occurs automatically, but tiie same is not
Orue for women only. Oppormnities must tiierefore
be created for women to get toge±er without becoming
uncomfortable in a culmre that frequentiy seeks to
question tiie benefits.
Pursuing other routes tiian the most traveUed can prove
wortiiwhile. After all, Viagra was discovered when
scientists were looldng to develop a drug to reheve high
blood pressure.
18 I EN P.N L
19 I ENP.NL
G E T A C Q U A I N T E D :
Ragnhild Engen
N A M E :
C O U N T R Y :
O R G A N I S A T I O N :
R A N K :
R A G N H I L D E N G E N
N O R W A Y
P O L I C E O S L O
DETECTIVE I N S P E C T O R
P R E S E N T F U N C T I O N : C R I S I S & H O S T A G E N E G O T I A T O R A N D D I A L O G U E P O L I C I N G
E N P F U N C T I O N : EXECUTIVE B O A R D M E M B E R T I L L N O V E M B E R 2 0 0 9
PRIVATE: R A G N H I L D IS 3 5 A N D M O T H E R O F T W O C H I L D R E N
Career:
13 years ago Ragnhild entered the Norwegian police. She started her career in die Patrol
unit foUowed by the dog patrol unit. After having attended die Pohce Academy she
made a switch m her career. At present she is worldng at the Organized Crime Unitm
Oslo.
Jobs motivation:
She hl<es to work on communication. She is convinced that effective communication/
dialogue has a positive influence on solving most conflicts. Besides it is crucial to
ft)ster confidence and trust between die society and the police.
Her view on ENP:
She emphasizes the importance of the ENP In this network she met so many
ambitious and professional women. She experienced this as a booster to work even
harder in her organisation on die issue worldng conditions for women.
Her tip:
"Based upon her experiences she jinds it important to be aware of the differences between men and
women. At the start of their career women try hard to act like men. Forgetting that especially the
differences make us complete. Therefore It is indispensable to support each other when worldng at
male dominated places in order to preserve authenticity".
ENP E U R O P E A N N E T W O R K
OF P O L I C E W O M E N
Police...
by Anita Wieman - Hesterman - Advisor to ENP - European Network of Policewomen
Anita Wieman-Hesterman has gained substantial
worldng experiences in trade and industry both in the
Netherlands and abroad. In 2000 she added an other
chapterto her career by acceptingthe ENP function
as policy advisor. In spite the fact that from 2005
she is employed by the Dutch police organisation
LECD (National Expertise Centre on Diversity -
portfolio intemational cooperation & appointed
as Project-Manager to the support group EDPOL
(European Diversity in Policing) she still is the
driving force behind ENP.
In this article Anita Wieman gives you an insight
on the challenges, blocl<s, opportunities and her
working experiences to further professionalise and
sustain a European networic.
Police... only loiew tliem from getting a fine for
wrong parking or even worse speed checks.
But in 2000 an employment advertisement of the ENP
drew my attention.
Before applying I gained information on die ENP and got
mterested tireir organisational aims. In my career I never
drought about male dommance, unequal treatment etc.
but letting my worldng experiences pass in review... yes
many mechanism that I took for granted were placed in
different perspectives. So becoming curious I accepted
dre fiinction of Pohcy advisor within the ENP.
When I started, the ENP was in a very difficult phase.
The Dutch Ministry of Interior decided after a period of
twelve years not to prolong tiieir subvention. I surely
could understand tiieir decision as indeed the ENP is a
European network and therefore should be shouldered
by die European pohce organisations and/or responsible
Ministries. However that could not wave aside tiiat it
placed die network in an extteme precarious situation.
For me it was chahenging!
I started to b o ± reorganise die entire office, reducing
costs as much as possible and exploring new fimding
possibilities to secure the fiirther existence of tiie
network.
But even more important I first had to find my way in
an entire new fascinating world... tiie pohce.
Dutch police...
20 I ENP.NL
£ a c k g r o i : n d
At tliat time Jolanda van de Streek District Chief at tiie
Police organisation Rotterdam-Rijnmond was vice
president of the ENP. She introduced me wiüiin die
Dutch police organisations and believe me the first
meeting I attended gave me the feeling that all
participants were coming from another planet.
I needed to get used to all the abbreviations. I also noticed
tiiat you are approached differentiy when working in
an executive or administrative ftmction. Many times I
was asked; what is your background?
And see here I am the lucl<y one with a somewhat
Photo left: In the eariy days...
"edinic" background and a lighdy coloured sldn. I made
it a sport to answer tiiat question with my motiier is from
Indonesia (former Dutch colony) and my father...
L l my search for new fiinding possibilities I got in contact
witii tiie NPI (Dutch National Police Instimte). They frilly
endorsed and understood die value of such extensive
network. Witii tiieir help I could bring the precarious
situation of ENP under ± e attention of the Dutch Council
of Chief constables. In May 2001 they approved the
business plan and decided to financial support the ENP
for in total a 4 years period.
Anotiier important factor for the continuation of ENP
was die Swedish contribution. The Swedish police fiilly
exempted Anna-Lena Earth as ENP president for an
additional period of two years (till 2003). Apart from this
they also covered the needed budget to effectively
perform tiie presidency fiinction.
Magazine & Website
The ENP was back in business again and finally able to
focus on its core business. In that period die ENP
organized different international conferences (Madrid,
Sarajevo, Italy) and trainings for women in the police.
The Career Development seminars were for the first
time held outside the Dutch borders, in Legionowo
Poland, Sarajevo Bosnia-Herzogovina, Zurich
Switzerland,Tallinn Estonia, Budapest Hungary,
21 I ENP.NL
G E T A C Q U A I N T E D :
Hanim Tugba Ozbas
N A M E : H A N I M T U G B A O Z B A S
C O U N T R Y : T U R K E Y
O R G A N I S A T I O N : T U R K I S H N A T I O N A L P O L I C E
R A N K : I N S P E C T O R
P R E S E N T F U N C T I O N : F O R E I G N R E L A T I O N S D E P A R T M E N T
E N P F U N C T I O N : G E N E R A L B O A R D M E M B E R
P R I V A T E : M A R R I E D
Career:
In 2002 she graduated from Police Academy. Where after she worked for a period
of two years in a Police Station in Konya followed by another two years in Istanbul.
At present Hanim is worldng for the General Directorate of Turldsh National Police at
Foreign Relations Department/ Intemational Organizations Division. Tliis department
enables die attendance of Turldsh Police Officers to the intemational conferences,
meetings, seminars, workshops etc. and also organize the international conferences,
meetings etc. in Turkey.
Copenhagen Denmark and Stavern Norway). Dutch
police organisations (IPO, Rotterdam Rijnmond,
The Hague) made additional financial contributions to
lower die tiireshold for the participation of policewomen
from east European countries.
Besides I extended the ENP training programme by
developing a new international 5-days training to meet
the needs of women already in managerial positions, the
Management TooEdL The Dutch police union ACP made
a significant contribution by the registration of two South
African policewomen. Anotiier field which needed my
ENP E U R O P E A N N E T W O R K
OF P O L I C E W O M E N
22 ENP.NL
focus was the ENP magazine and die ENP Website.
The results; a comprehensive magazine and a new
designed website providing truly international
information on gender mainstreaming.
Looking back on this period it was a truly and liighly
dynamic one and overtaldng my life.
Endorsement
But what about die never ending story; tiie M l European
financial endorsement of die network; I started a Euro
pean endorsement offensive. The tiien Dutch Minister of
Interior and Kingdomrelatios Mr. K. de Vries gave a
helping hand by addressing directiy to his colleagues in
Europe witii the request to financial support the network.
At the same time the former Region Chief of tiie
Hague [Haaglanden) Mr. Wiarda approached die Heads
of the European police organisations with the same
request. In order to sustain the network a conttibution
of € 10.000,- per country was required. The outcome,
only a few European countries replied positively
and the other countries/police organisations the
sound of silence!!!
For me this is a paradox, witiiin ENP all 27 EU-countries
are represented. The number of representatives is even
liigher as some coun&ies have several police organisations.
Apparentiy die police organisations value their
representation witiiin die network but are not willing to
invest in preserving die network and its activities.
J U N E 2 0 0 3 • N O . 2
ENPNEWSlj I always say; Effective networking is based on in- and
output. Before getting something out you need to make
an input.
Preservation
In 2005 die Dutch Council of Chief Constables decided
not to continue their financial support, which again
shook the network to its foundation. Anotiier period of
reorganisation, personnel could no longer be employed
and all activities needed to be limited.
It was now Austria who offered stability to the network.
They seconded for a two years period Erika Wietinger as
President to the ENP head office in Amersfoort die
Netiieriands. In 2007. Erika was re-elected and her
organisation fiilly supported her to continue this
fiinction but now from Vienna.
As for me; dirough the dien interim manager of the
LECD (Dutch National Expertise Centre of Diversity)
I was introduced to the new director of this organisation,
Chief Constable Bert Poeiert. He offered me die port
folio Gender mainstreaming both on a national and
international level. This implied that I partiy could
continue working for die ENP.
On national level I shaped and organised tiie conference
"Women to the PoliceTop". This conference was
attended by more then 300 pohcewomen. It resulted in
tiie Meervaart Protocol, die note "Met Méér Vaart
Vrouwen naar de Politietop" and the practical brochure
Met Gender Wijzer. Next to tiiis I set up tiie draining for
Photo: The ENP magazine in 2003.
women witiiin die Dutch poUce; Competence Self
Management; a bridge to Leadership.
My career was given another turn as I was offered tiie
possibility to make another European footprint;
Incidents and developments in Europe showed the
greater need of European cooperation in die field of
Interculturalism. Therefore the LECD took the initiative
to set-up a European support group on Diversity and
pan-cultural professionalism. This resulted in the
establishment of the support group EDPOL (European
Diversity in Policing). At present I am the project-
manager to tills project But I am still involved witiiin
ENP as I consider die ENP as a valuable network to
actively contribute to die needed positive changes within
die EU-police services.
What the last almost ten years brought me.>
No longer only straining after financial profits but giving
my career and working life anotiier dimension by
inserting die social component. Moreover I met many ,
interesting people across Europe, set-up a wide valuable
European network and even more important I made
friends for life.
I never expected that the police is so dynamic witii such
ramified working area. In today's globalized world
international collaboration is indispensable, as no single
country can no longer tackle safety problems alone.
It is enriching to contribute to die effectiveness of
the police. Frankly I can not imagine my life without the
police anymore!
Anita Wieman-Hesterman is also:
- Policy Aduisor LECD Portfolio International cooperation
- Project-Manager EDPOL
(support c)roup European Diuersity in Polidng)
G E T A C Q U A I N T E D :
Mary Ann Gallee
N A M E :
C O U N T R Y :
O R G A N I S A T I O N :
R A N K :
M A R Y A N N G A L L E E
N E T H E R L A N D S
R E G I O N P O L I C E T H E H A G U E
I N S P E C T O R
P R E S E N T F U N C T I O N : C H I E F O F T H E C O M M U N I T Y P O L I C I N G U N I T IN T H E CITY O F Z O E T E R M E E R .
E N P F U N C T I O N : G E N E R A L B O A R D M E M B E R
P R I V A T E : M A R R I E D , T W O F A N T A S T I C S O N S
Career:
In 1977 she entered die police organization, graduated from tiie police academy and started as a pattol officer in The Hague.
The next steps in her career; police community officer, detective of a Criminal Investigations Unit, senior officer, team commander of a Basic
Unit and now a day's chief of a Community Policing Unit. Besides her work she is studying Business Administration.
Jobs motivation:
Managing a team carrying out die police duties directiy connected with die safety and security of the citizens.
Operating at the heart of die community together witii external partners.
Her view on ENP:
In die twenty years of its existence ENP stimulated and supported many police women. Apart from ±a t the ENP is a booster for many policewomen
and European police organizations to establish their national female networks. Besides that, it is the ENP who is bringing the European
policewomen and dieir networks together, even on a global scale. Moreover die ENP continuously contributes to fiirtiier professionalization of
botii policewomen and their organizations. ENP organized many international conferences and every year a career development training for
female upcoming managers. For her the ENP is a key to exchange best practices on diversity- and policing issues witii otitier countries in en outside
Europe.
Her dp:
"In most of the European countries the management teams mithin the police organizations are still male dominated. Being a policcujoman in a management position
herself, she is the opinion that women holding such positions are obliged to support other upcoming Jemale qflicers in their career. Her appeal to policewomen in the
beginning ojtheir career don't hesitate and take that step!"
^ H H H""""""" ••••• • • • • • • • • • • • • • • • • • • • • • • E U R O P E A N DIVBffiSETY IM POlJECiNiQii
• • • « • • • • • • • • • • • • • • • • • • • I
23 I ENP.NL
A man among woman
EENP U R O P E A N N E T W O R K
F P O L I C E W O M E N
by Mans Enqvist - Detective Chief Inspector National Bureau of Investigation, Turku
Living in Finland yeari997 where w/omen had been
given the right to vote as the third country in the world,
where abortion was legal, were sunbathingtopless
didn't wake any debate and where you had longtime
since got used to see women in police uniform, you
thought that equal opportunities was a matter-of-course.
In that perspective you saw women engaged in gender
equality issues purely as 'feminists hating men'.
I admit that I had myself a somewhat glorified picture
of the prevailing situation. I had been worlcingwithin
the police 15 years and had 'fought' alongside with my
female colleagues 'side by side' with the same pay since
I had become a cop. I thought that the situation
couldn't be better.
When I then saw the vacancy notice on our
intranet where the Police OfSce in the Ministry oflnterior
was seeldng for a "secretary" to be placed in die
Secretariat of die Network of Police Women, I saw die
opportunity more as an "experience abroad" then as a
"mission to fight for someone's rights".
To my surprise I was elected. Naturally this caused some
laughter among my colleagues and tiiere was more dien
one who suggested diat I should purchase a sldrL
The selection was even noticed by the press where tiiey
were speculating "how they will react in the Netiieriands
when they find out tiiatMans is a man's name...".
It wasn't before I had been selected tiiat I was told what
my task would be; malce a report about tiie simation of
police women in EU countries and Norway, Switzeriand
and Iceland! All that in three months time. This would
then be used as background information when die first
Equal Oppormnities Plan for tiie Finnish Police would be
drafted! Thank God I'm not easily scared.
Off I went by train directiy to Amersfoort where I was met
by representatives from the ENP Secretariat. Waiting for
me tiiey had time to imagine what land of man I would be.
Maybe a "droublemaldng, drunlc and fat police officer"
that would be of a less problem being in die Netiieriands
tiien back in the home force. If tiiey had ±ought tiiat -
tiiey were vwcong! But so was I - completely wrong!
About the situation of police women back home, ±a t is.
Seek the answers
Working together witii die ENP staff Trudy Manders,
Francie van de Beek and Els de Bruin as well as with the
otiier "foreign project worker" Karina Giitges from
Germany, opened my eyes. I was bombarded with
questions concerning the simation in Finland and I had
constantiy to seek the answers from my female
colleagues in Finland even though it required several
24 I ENP.NL
25 I ENP.NL
long distance calls. I had thought that I was representing
the perfect police service, but now I got to loiow about
all the un-appropriate tteatment including direct sexual
harassments my female colleagues had experienced.
Yes, I felt embarrassed.
A good start
In spite of the tight schedule and the demanding task,
I managed to finalize tiie work during my stay, much
thanks to the assistance I got from the ENP staff. Due
to die fact that ENP had been collecting information for
die tti-annually published Facts, Figures and General
Information and thanlcs to the wide variety of available
fact literamre, I got a good start whilst waiting for die
answers from die questionnaire I sent around to different
ministries using die ENP mailing list. Putting it
all together I learnt a lot - b o ± tiie similarities as well
as the differences of our problems - but above all - the
difficulties in comparing tiie prevailing simation around
in the studied countries.
Fighting for Equal Opportunities had different emphasis
in different police forces due to different societies.
E.g. it took me some time to understand why the sttive
for half-day work was so important for the Dutch Police
in order to combine having family with a career at the
same time, as diat oppormnity wasn't that popular in
Finland (although it did exist). That's because the
inexpensive communal Idndergartens in Finland enabled
you to work fiill day whilst die lack of it made half-day
work die only option in the Netherlands to have a
career. I found several similar examples during my work.
Mixed feelings
Well, it wasn't all aboutwork. All in all my stay widi ENP
became a lifetime experience. I had to forget die warm
lunches I was used to having back home. Instead we
all sat down together in the office having sandwiches
we made out of the fresh bread and good cheese that
was bought in a nearby shop, ending ± e lunch witii
"chocolate mice" on top of a cracker.
It was widi mbced feelings I left ENP after such an
overwhelming experience. Well, naturally I got to loiow
all die lovely people in the ENP Secretariat diat I later met
during the fifili bi-annual European Policewomen's
Conference in Finland 1998, but above all, it opened my
eyes and made me more aware of the simation ui my own
police service.
This experience enabled me to be a better chief whilst
running the CLD in Tumnmaa PD die last diree years.
The "research-report" was also a "lack off ' for my
desire for research and I'm just about to finalize my
Doctoral Thesis. Well, a lot has happened since 1997, but
much of the problems remain as it was revealed in a
research lastyear about die poUce women's simation in
Finland. It shows that the work of ENP and local Police
Women's Associations are today as unportant as it was
12 years ago.
i E N P E l E U R O P E A N N E T W O R K
Ol OF P O L I C E W O M E N
...that's it!
by Erika Wietinger, Colonel - ENP President (2006 - 2009)
I am a police officer for almost 24 years now - it was
an eventful time! In November 20051 was elected for ENP
president and the Austrian Ministry oflnterior agreed to
a secondment to the Head Office of the European
Networic of Policewomen (ENP) in Amersfoort,
The Netherlands, for a period of two years.
T NP EDITORIAL
And I must have done something right during
my first fiinction period since. I was re-elected for
president in 2007. The last two years I was practising tiiis
function in my ofBce in Vienna which made it even more
stressfiil and complicated.
I did not exactiy know what to expect with this new
challenge when I arrived in die Netiieriands. I found the
Head OfBce witii one person, Anita, who is die secretary
and policy advisor of the organisation. At that point I'd
like to ±ank her for her moral support and professional
advice it made die start a bit easier for me since she is the
'living memory' of the ENP.
Trying to get into die job as quick as possible I figured
out ± a t the strucmres don't make it easy to move and
don't leave much space: tiie ENP is a foundation under
Dutch law and is a Non-Profit-Organisation. As die
principle of a foundation is tiiat tiiere are well-minded
and committed parmers that are financing the
organisation and we do die job, I though, well tiiere are
28 police organisations represented in the General Board
- we should have an appropriate budget to follow our
mission. Very soon I've figured out that I was completely
wrong - hardly any of tiiem were financially contributing!
How to work and to move forward witii a ridiculously low
budget? What about all tiie plans and intentions we have
to contribute to a safe Europe and to professionalize
policewomen and police organisations?
I've spent many tiiouglits and hours of working time in
developing a business plan, new strategy papers and the
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establishment of new and helpfiil contacts as well as in
maintaining existing contacts.
I was travelling all over Europe and met with Ministers
and Police Chiefs in order to improve die overall
simation.
26 I ENP.NL
Illustrations left: Addressing to the importance of Equality especially on the longterm.
Viscious circle
I believe that hardly any of us, worldng in a governmental
organisation, tiie police, is aware ofwhat it means to mn
a European private organisation, witii a üremendous time
pressure and the insecurity of having an appropriate
budget the next year. In our daily job we don't really care
if a meeting has to be postponed or i f there are some
unsolved issues after the meeting - we just schedule the
next meeting! The ENP Executive Board, which is the
responsible body for die daily management, can meet
four times a year. What isn't done in diese meetings can
be done at earliest in tiiree montii! The General Board is
tiie decision taldng body and meets twice a year. So what
i f an important decision has to be taken right NOW?
It needs a lot of well strucmred and consequent email
communication and it tal<es a lot of time.
How to break tills vicious circle of'we will invest in you
if we see progress and results'...but we do not have the.
financial means of moving forward, of performing as we
wish we could, of showing tiie requested results?
How fiin and how efficient is it to spend the majority of
worldng hours on tiioughts how to raise tiie money to at
least cover housing and office costs not to talk about
raising the budget for activities instead of performing
and setting activities?
There were better times for the ENP when the
organization was in the position of having personnel
deployed in die Head Office for die daily management
and had an appropriate budget to work widi. Times have
dramatically changed over the years, die gender question
is very often considered to be already discussed to its ends
and die economic crisis has hit hard. All the strategies
of gender mainstreaming including gender budgeting
- honestiy, where does your 'red pen' strilce first?
European diversity
In my 24 year of service I faced multiple challenges I dealt
witii successfiilly! One of tiie biggest challenges I took
on was die ENP presidency. However it was valuable but
often fiustrating experiences I could malce during the last
four years! Standing up for professionalizing police
organisations by empowering women, balancing the
numbers and providing equal career oppormnities
widiin the police I was experiencing resistance,
ignorance and even hostility, but also tremendous
support and friendship. I've got the oppormnity of
learning about otiier police organisations, their
stmcmres and policies and about the simation of
policewomen in Europe. I have learned about the
different levels of development with regards to gender
equality and about different culmres and customs
- so I have seen European diversity and I am grateftil for
tiiat! I have met many interesting people and made many
friends - and some enemies! But tihere is a saying:
'The success of a man is compared witii the numbers of
his enemies!' I suppose this applies for a woman as well.
I tiiank all the friends and supporters of the ENP and our
member organisations who have contributed to the
G E T A C Q U A I N T E D :
Lola Perez Iribarne
N A M E : L O L A P E R E Z I R I B A R N E
C O U N T R Y : S P A I N
O R G A N I S A T I O N : S P A I N N A T I O N A L P O L I C E
R A N K : C H I E F I N S P E C T O R
P R E S E N T F U N C T I O N : C H I E F O F T H E T R A F F I C K I N G O F H U M A N B E I N G S U N I T A N D F O R E I G N E R S /
B O R D E R S A R E A
E N P F U N C T I O N : E X E C U T I V E B O A R D M E M B E R
PRIVATE: M A R R I E D
Career:
She joined die organization in 1980
Job's motivation:
To be a police officer means to sacrifice your life for the odiers, to protect people and
act widi professionalism.
development and achievements over die years. I thank
the individual board members for dieir efforts, support,
loyalty and friendship.
I am leaving with the conviction that there is still a lot
to be done in the field of gender equality and diversity.
I am convinced that an organization lilce the European
Network of Policewomen or any national female network
does have more than a right of existence - it is still
necessary for the professionalization and development
of police organisations for their own benefits and the
good for the communities we serve!
But I am leaving the office also with the positive feeling
that the ENP has achieved a lot over the past 20 years
and tiiat die ENP will go on witii its mission!
27 I ENP.NL
I ENP
History of Austrian policewomen
by Sibylle Geiszler, Ministerialratin - ENP General Board member
El o
E U R O P E A N N E T W O R K
OF P O L I C E W O M E N
At present there are about 23.500 sworn police officers
worldng in Austria whereof approximately 12 % are female
The very first policewoman, Dr. Anna Vogel, started with the
Viennese Police in the Juvenile Crime Department.
She studied law and graduated and made it all the way
up to the rank of a 'Colonel'. Unfortunately her biography
and stoiy was never put on paper. 1 had the pleasure of
laiowing her since she was my very first criminology
teacher when I attended the basic training in 1986.
Up until 2006 Austtia had two poUce services -
the Federal Police and die Gendarmerie. Since 1945
women are represented in die Federal Police. They
started in criminal investigation and administration.
At tiie so called 'Sicherheitswache' (security guard), which
was the uniformed police, in 1965 ± e first training for
female police officers (54) was introduced. Literesting to
loiow they were not allowed to carry weapons and were
only employed for 'static traffic' control (parking
offenders). The few of tiiem who didn't leave the police
ended up in administrative duties after a couple ofyears.
In 1971 the Austtian police
started hiring so called
'Politessen' again for the
control of parking offen
ders. In die beginning of
the 80's tiiere were 200
'Politessen' employed.
In the 80's as a rule the
duties for policewomen
(employed with the CID)
were limited on cases
involving woraen and
children as the investiga
tion of sexual crime, as
sault and battery cases. In
die former 'Gendarmerie'
the very first women
entered the CID service in 1984. It took almost 50 years
before the first equivalent police basic training was
offered to women!
1990 was the milestone in recruiting and hiring
pohcewomen - since tiien the entry, education, employ
ment and payment is equal to their male colleagues!
Later woraen were also hued for border control. Over tiie
years ffiose woraen have got ffie oppormnity to go
tiirough an extended police training in order to become
a 'fiill ' police officer.
Nowadays woraen are employed in all areas of policing,,
tiiey participate in international police missions, they are
dog handlers, are teaching in police training centres and
tiiey are in tiie motorcycle squad. So far only one woman
is employed witii the SWAT unit 'COBRA', one as
helicopter pilot and two as liaison officers to EUROPOL
in JVIadrid and Tirana. More should be following.
The portion of woraen in poUce is climbing - slowly but
steadily! hi basic training you find classes witii up to 40 %
women as new recmits. Sooner or later tills will rairroi
in the total numbers but still there's a long way to go...
The National Network
The Austrian ,national network' is based on tiie 'Federal
Equality Act' launched in 1996. According to this
legislation there was a 'Working Group for Equality'
28 I ENP.NL
established wi±in the Ministry oflnterior. A system of.,
so called 'Equality Commissioners', 12 in total for all
regions in Austria, was set up. In addition tiiere are
61 'Contact Women' appointed deaUng with equality
issues diroughout the country - all police officers.
These representatives are called for meetings periodically
and guarantee die information flow from bodi
'top-down' and 'bottom-up'.
When Austria joined the ENP in 1997 the chairwoman
of the working group didn't see the necessity of
establishing a national ENP network based on stmcmres
like an association since the established working group
by law provided well-founded options for effective and
efficient networking. The strucmres of the working
group within the pohce organisation allow the use
of internal resources and logistics. Therefore it is not
necessary to ask for individual membership (or fees)
or to search for sponsoring for specific activities.
All necessary measures and activities regarding gender
mainstreaming are covered and financed by the Minisdy
oflnterior. This apphes also for die participation in ENP!
29 I ENP.NL
G E T A C Q U A I N T E D :
Mag. Marlies Raser-Menhart
M A G . M A R L I E S R A S E R - M E N H A R T , B O R N 1 3 T H M A Y 1 9 7 7 ,
IS H O L D I N G A M A S T E R D E G R E E IN L A W ( ' M A G I S T R A lURIS ' ) .
S H E S T A R T E D W O R K I N G A S A P O L I C E O F F I C E R IN 1 9 9 5 . I N
2 0 0 4 S H E M O V E D T O T H E M I N I S T R Y O F I N T E R I O R W O R
K I N G A T T H E H U M A N R E S O U R C E D E P A R T M E N T .
I N 2 0 0 5 S H E T E M P O R A R I L Y T O O K O N T H E A S S I G N M E N T A S
T H E D E P U T Y H E A D O F T H E F E D E R A L P O L I C E D E P A R T M E N T
E L S E N S T A D T A N D A F T E R T H A T S H E W A S D E P L O Y E D W I T H
T H E C R I M I N A L I N T E L L I G E N C E S E R V I C E - E U R O P O L
N A T I O N A L U N I T IN zoos S H E S P E N T H A L F A Y E A R IN T H E
H A G U E , N E T H E R U ^ N D S , A S T H E H E A D O F T H E A U S T R I A N
L I A I S O N B U R E A U A T E U R O P O L . S I N C E 2 0 0 8 S H E IS
A S S I G N E D T O T H E F E D E R A L P O L I C E D E P A R T M E N T O F
V I E N N A , S E C U R I T Y - A N D T R A F F I C P O L I C E D E P A R T M E N T ,
IN C H A R G E O F T H E C O O R D I N A T I O N A N D O F T R A F F I C
C O N T R O L S A N D S P E C I A L A C T I O N S ( E . G . F O O T B A L L
M A T C H E S ) , T H E C O O P E R A T I O N A N D C O O R D I N A T I O N W I T H
O T H E R I N S T I T U T I O N S A N D T H E S U P E R V I S I O N O F A L L
A C T I O N O F T H E R E S P O N S I B L E U N I T . B E S I D E S S H E IS
T R A I N E R IN P O L I C E B A S I C A N D M I D D L E M A N A G E M E N T
T R A I N I N G .
Sibylle Geiszler S I N C E 1 9 9 6 S I B Y L L E G E I S Z L E R IS E N P B O A R D M E M B E R . S H E IS A L S O T H E C H A I R W O M A N O F T H E
W O R K I N G G R O U P F O R E Q U A L I T Y S I N C E 1 9 9 7 . S H E IS R E S P O N S I B L E F O R T H E I N T E R N A T I O N A L
P A R T I C I P A T I O N O F A U S T R I A N P O L I C E W O M E N IN I A W P C O N F E R E N C E S A N D A L L E N P A C T I V I T I E S .
IN 1 9 9 7 S H E O R G A N I S E D T H E F I R S T I N T E R N A T I O N A L P O L I C E W O M E N C O N F E R E N C E IN A U S T R I A ,
A N D F R O M T H E N N U M E R O U S N A T I O N A L W O R K S H O P S O N E M P O W E R M E N T O F W O M E N , E Q U A L I T Y ,
G E N D E R M A I N S T R E A M I N G A N D D I V E R S I T Y ( P A R T L Y W I T H I N T E R N A T I O N A L P A R T I C I P A T I O N )
A S W E L L A S S E V E R A L E N P E X E C U T I V E B O A R D M E E T I N G S . F O U R Y E A R S A G O S H E R E C O M M E N D E D
T H E N O M I N A T I O N A N D S E C O N D M E N T O F E R I K A W I E T I N G E R F O R T H E E N P P R E S I D E N T
F U N C T I O N . A L L E X P E N D I T U R E S R E S U L T I N G F R O M T H E A U S T R I A N P R E S I D E N C Y W E R E C O V E R E D
B Y T H E M I N I S T R Y O F I N T E R I O R F O R T H E E N T I R E P E R I O D O F F O U R Y E A R S .
S I B Y L L E G E I S Z L E R S T A R T E D H E R C A R E E R I N 1 9 7 5 W I T H T H E V I E N N A P O L I C E D I R E C T O R A T E
A N D W A S W O R K I N G A S A ' P O L I T E S S E ' F O R F O U R Y E A R S . IN 1 9 7 9 S H E S T A R T E D W O R K I N G I N
A D M I N I S T R A T I O N (TYPIST) I N T H E
M I N I S T R Y O F I N T E R I O R .
O V E R T H E Y E A R S S H E M A N A G E D
T O M A K E IT A L L T H E W A Y U P T O
T H E M A N A G E M E N T ( L E A D E R S H I P )
L E V E L A N D S H E IS N O W T H E H E A D
O F A N O P E R A T I V E U N I T I N T H E
F E D E R A L A G E N C Y F O R S T A T E
P R O T E C T I O N A N D C O U N T E R
T E R R O R I S M . S H E IS M A R R I E D
T O A P O L I C E O F F I C E R A N D S H E
H A S A D A U G H T E R .
Two way process for achieving positive change
ENP U R O P E A N N E T W O R K
F P O L I C E W O M E N
The International Career Development Seminar
Susanne Thalheim is a liiglily qualified
and experienced mentor and trainer.
She supervised seven International Career Development
trainings ofthe ENP in different European countries
(Poland, Bosnia-Herzogovina, Estonia, Switzeriand,
Hungary, Denmark and Norway).
In this article she is reviewing those trainings
and moreover is giving some valuable
recommendations.
30 I ENP.NL
Career development, just for policewomen:
T O my opinion tlie career-development-seminar forms
an important step in a policewoman's life. It is
addressing to her fiirther career, her personal
work-life-balance and moreover giving die possibility to
exchange experiences as a female officer within the
Police service on an international level.
Altiiough there is a consensus witiiin police
organisations, that women are desired in leading and
specialised fiinctions, ±ey still are underrepresented and
have to deal witii tiie specific simation to be a female
witiiin a male dominated environment. All over Europe
die police is still mainly managed by men.
In general, women's career differ firom men's careers.
A number of surveys indicate, that women advance
through the organisation less quickly than men.
Still more women than men have to make choices
concerning the combination of career and family and
have to deal witii society's views and prejudices about
gender-roles, hi connection witii the female socialisation
women often set very high demands for themselves,
being one of die reasons why they are too reserved in
tiieir own presentation.
On tiie otiier hand police-organisations often fail to give
women tiie oppormnity to both fiilly develop and/or
unfold tiieir capacities. In tiiis both tiie stmcmres and die
culmre witiiin die organisations are hereby significant
ie: tiie hierarchy, tasks which are supposed to be more
suitable or unsuitable for women, tiie way people treat
each otiier, stereotyping, the prevailing views, standards
and expectations about women and men. Women are
extra visible witiiin a male dominated organisation: as
'tokens' tiiey atttact extra attention.
Career Development Seminar
The Career Development Seminar gives women tiie
chance to breal< tiirough certain acquired patterns and
to develop strategies for change. Insight and skills are
needed for career planning and women can use botii to
shape dieir life-career in a strategic way. When women
learn how to improve die consciousness about - and the
presentation of - their qualities and needs, organisations
will acquire a better insight on their available quality
potential. That is why the policy- instrument "Career
Development" is beneficial for both the employees and
tiie organisation.
Also the international character of this seminar is
of added value: Although the participants are having
different backgrounds concerning socialisation
education and the very specific simation in theii
professional en private environment, ±ey acmally havt
many experiences and questions in common
Experiences show that tiiere is a great need for muma
support and exchange of information about policy anc
best-practices within the various countries.
The networldng during and after the seminar is an idea
form to achieve this, enabling the participants to dea
with personal goals as well as to get more influence on tii
culture of the pohce-organisations.
At the end of the trainings I often heard tlie participants
say:"We>e got networks and friends forever", and
I loiow diat many of tiiem keep m touch for years.
During this 5-days intensive training I am leading the ,
participants tiirough tiie programme, provide general
loiowledge on career development and both encourage
and support them to think and talk about tiieir personal
career-pa±s. Acmally it is a land ofjourney from die past
via the present to tiie ftimre. Herewith tiie participants
are getting insights into tiieir specific needs, ambitions
and skills. Through various self-assessment-exercises,
questionnaires and discussions tiiey discover their
qualities, competences and potentials and how to
overcome possible wealaiesses and personal trapdoors.
We are addressing to professional and private needs,
satisfactions and oppormnities as well as obstacles and
hindrances,
These find its rooting in both tiie organisation and the
womens' minds. Reflecting on being a woman in a
middle management position witiiin a male dominated
organisation forms one ofthe' golden threads' through
the whole programme. The participants are invited to
explore and to practise necessary strategies and skills,
building up more confidence in the areas tiiey need to
develop. Having drawn a lot of conclusions from tiie past
and die present, finally tiie participants start to estabhsh
and to present their personal profile and action plan.
It is a highly participative me±od. During and besides
the seminar lots of discussions talce place in order to help
each otiier understand the issues at stal<e. I always try to
connect with each participant individually and when
required provide support through a personal consult.
Next to the interesting discussions about participants
professional and personal experiences, the extraordinary
sldUs and capacities within the groups is continuously
impressive. I met experienced and professional female
officers and leaders who are doing an exceUent job.
I appreciated their high level of motivation and
commitment, their wiUingness to leam from each other
and to support each odier in a very constructive way.
I observed how self-confidence was growing durmg the
week and how attimdes and behavior were changing
in a more assertive direction. When the participants
were presenting ±eir personal profile during the last
day of the seminar, all of us could feel the compact
FEMALE POWER!
But another crucial factor is that male Pohce Chiefs
should be fiilly aware of the substantial - unformnately
partiy hidden - talents/compentencies they have to theh
disposal witiiki tiiefr organisation. Pohce organisations
31 I ENP.NL
G E T A C Q U A I N T E D :
Dr. Ildikó Kincses
C O U N T R Y : H U N G A R Y
O R G A N I S A T I O N : H U N G A R I A N N A T I O N A L P O I I C E
E N P F U N C T I O N : G E N E R A L B O A R D M E M B E R
R A N K : B R I G A D I E R - G E N E R A L
P R E S E N T F U N C T I O N : H E A D O F T H E P O L I C E A D M I N I S T R A T I O N D E P A R T M E N T O F T H E N A T I O N A L
P O L I C E H E A D Q U A R T E R S
PRIVATE: O N E ADULT S O N
Career:
Shice 1973 Ildilcó is worldng as pohce officer. Next to tiiis she is one of the founding
members of the Hungarian Association Pohce Women. From its foundation she is
holding the presidents fiinction.
Her tip:
'Women should not hesitate to enter the police seruice, as experiences shou; that they are capable to
cope luith the required taslcs in all polirin^ areas. Furthermore I u)ould like to encourage u;omen to
apply Jor leading positions. For this women should support each other to obtain more selfconjidence
in reaching thcirgoals".
must gain a better insight into the possibilities and
qualities of their highly motivated female coUeagues.
This wUl wi±out doubt mean a major contribution to
enhance quality and cooperation and surely wiU have
positive effects on tiie culmre widiin the Pohce service.
This ENP's training programme is certainly a two way
process to achieve a positive change in regard to effective
policing!
ENP U R O P E A N N E T W O R K
F P O L l C E W O / \ A E N
ENP as Booster & Enhancing Professionalism
Conferences organized by ENP also in cooperation with national police organisations:
Year Conference Place/Country
2006 Round table meeting "Diversity; a business case"
2006 Conference "Gender Mainstreaming in the
European pohce organisations;
The ultimate recipe for Equahty"
Conference "Conciliation Family & Labour Life"
Assembly European pohcewomen exchange
of experiences
Conference "Diversity Managers needed"
Assembly European pohcewomen exchange
of experiences
Round table meetuig on Domestic Violence
Conference "Community Pohcing"
Symposium "Violence against Women"
International Conference "Gender
Mainstreaming"
2006
2006
2005
2004
2004
2004
2003
2003
2002
2001
2000
2003
1999
1999
1998
Oslo Norway
Vienna Austria
Escaldes-Engordany
Andorra
Tallinn Estonia
Dublin Ireland
Vienna, Austria
Zurich Switzerland
Milan Italy
Barcelona Spain
Sarajevo
Bosnia Herzegovina
International worldng conference "Pohce
combating Domestic Violence & Child Abuse" Madrid Spain
Conference "Urban Life Quality - Community
Pohcing; a different approach"
6th Bi-annual conference Policing in 21st Century
Symposia Facts & Figures
ENP's loth Anniversary
ist European Networldng Conference,
2nd conference for female managers witiiin
EU-pohce services
Bmssels Belgium
Stockholm Sweden
Barcelona Spain
Bmssels Belgium
Bmssels, Belgium
1997
1997
1996
1996
1995
1995
1994
1994
1993
1993
1992
1991
1989
5tii Bi-annual International Policewomen's
Conference,
ISt conference for female managers within
European police services
ISt International Conference of Pohcewomen
in Austtia,
4th Bi-annual international police training
conference,
Worldng conference for police unions and
equal oppormnities,
Worldng conference
Conference: 'Policuig in East-European
Democracies, a challenge forwomen'
Worldng conference
3rd Bi-annual Conference "pohce=wo/men=
quality=service"
Conference on 'How to combat sexual
harassmentwitiiin die European pohce services',
Worldng conference,
2nd Bi-annual mternational conference on
'Quality tiirough Equahty', Pohce Staff College
Worldng conference
ISt Bi-annual international conference,
Ampere, Finland
Stavanger, Norway,
Vienna, Austria
Birmingham, UK
Majorca, Spain
Villingen-Schwenningen,
Germany
Budapest, Hungary
Copenhagen, Denmark
Bmssels, Belgium
Noordwijk Netiieriands
Larochette, Luxembourg
BramshiU, UK
Zutphen, Netherlands
Noordwijkerhout
Netiieriands
Nordiumbria UK
32 I ENP.NL
Educational Programme
2009 Intemational Management & Leadership seminar Barcelona Spain
2004 Communication Network training
2003 International Management Toolkit Training
2001 International Female Management Course
1996 Training/seminars/lecmres for Russian pohce
officers and crisis centres concerning
combatting violence against women
Milan Italy
Warnsveld Netherlands
Mons Belgium
Moscow, Murmansk
St. Petersburg
Intemational Career Development Seminar5-days seminarforwomen
inpolice middle management level
2009 Stavern Norway
2008 Copenhagen Denmark
2007 Budapest Hungary
2005 Zurich Switzerland
2004 Tallinn Estonia
2003 Sarajevo Bosnia Herzegovia
2002 Legionowo Poland
2002 Warnsveld The Netiieriands
2001 Warnsveld The Nedierlands
2000 Warnsveld The Netiieriands
1999 Warnsveld The Nedierlands
1998 Warnsveld The Netiieriands
1997 Warnsveld The Netiieriands
1996 Warnsveld The Netherlands
1994 Warnsveld The Netiieriands
1993 Warnsveld The Netherlands
33 I ENP.NL
ENP E U R O P E A N N E T W O R K
OF P O L I C E W O M E N
ENP participating and contributing in conferences
20og Conference international women's day
2009 Conference i<sth Anniversary Hungarian
Association of Policewomen
2008 NBNP Conference Pol-Equality in Diversity
2008 IPES Conference International Police Executive
Symposium
2008 LACP Conference (International Association of
Chiefs of Pohce)
2007 Conference DPKO March Reviewing
Good Practices of Gender Mainstreaming
for Pohce and Law Enforcement officers
2007 Conference Equal Oppormnities witiion Pohce
organisations
2007 Conference OSCE
Pohcewomen in Upper management positions
Conference Pohce E-quality 2007
2006
2005
2005
2005
2004
1997
Barcelona Spain
Budapest Hungary
Tampere Finland
Cincinatti USA
Istanbul, Turkey
Brmdisi Italy
Conference Gender Mainstreaming
Conference Equal Oppormnities
Conference fumre requirements in organisations
and Deployment under die view of diversity
Conference 2odi Anniversary of Catalan
Pohcewomen
Conference pohcewomen
Member of tiae organising committee for tiie
conference "Police combating violence against
women',
Budapest Hungary
Madrid Spain
Tampere Finland
Banja Luka
Bosnia-Herzegovina
Tallinn Estonia
Franlcfurt Germany
Barcelona Spain
Barcelona Spain
Noordwijkerhout,
Netiieriands
34 I ENP.NL
Researches & Publications
2009 Seventli edition Facts & Figures and General information
2000 Sixth edition Facts & Figures and General hiformation
2000 hiternational EU-research; The impact of Quota Pohcy
1998 Fifth edition Tacts, Figures and General Information'
1997 Pubhcation of a research in German language on a comparison between
worldng conditions of pohcewomen in new German state countries before
and after die change, 'Pohzistinnen vor und nach der Wende; ein Vergleich'
1997 Publication of a report on 'Violence against women and the role of the pohce'
1996 Study on 'Equal dreatment of pohcewomen hi the European Community'
1996 Fourüi edition 'Facts, Figures and General hiformation'
1996 Pubhcation of a research on 'Equal Pay / Equal Treatment' amongst
pohcewomen hi tiie European Union
1996 Network training for tiie Pohsh Centre for promotion of pohcewomen at
Warnsveld, die Netiieriands
1995 First edition 'Women in European Pohcmg, what's it aU about'
1994 Third edition 'Facts, Figures and General Information'
1992 Second edition 'Facts, Figures and General Information'
Smdy on Equal treatment of pohcewomen hi the European Community
1989 Fhst edition 'Facts, Figures and General Information' on die number ofwomen
worldng witiihi tiie police
Besides tiiese activities the enp pubhshes a Newsletter. Between March 1990 and March
1999 this periodical was pubhshed 28 times, within European pohce services,
Collaboration forthe establishment national networl<s
2003 Pohce Female Network Denmark
2003 Pohce Female Network Estonia
2002 Pohce Female Network South Africa
1997 Estabhshment ENP-Bulgaria
1996 Estabhshment Centre of Promotion ofWomen m die Pohsh Pohce
1994 Foundation Icelandic Network of Pohcewomen 'The Terns'
1994 Establishment Association of Belgian Pohcewomen
1993 Establishment ENP-Germany
1993 Establishment Hungarian Association of Pohcewomen
Collaboration networls worldwide
LACP International Association of Chiefs ofPolice
Holding a seat widihi the IPDSC (International Pohchig Division Steering
Committee)
LAWP International Association Women in Pohce
BAWP British Association for Women in Pohcing
NBNP Nordic Baltic Network for Policewomen
Attachments to the ENP Head office The Netheriands
1998 - 2000 September - September Dutch pohce officer part-time
1998 -1999 November - January Austrian pohce officer
1999 January - March Austtian pohce officer
1997 October-December Finnish police officer
1997 Febmary - German pohce officer (NRW)
1996-1997 one year Dutch pohce officer
1996-1997 August-Febmary Russian police officer
1996 January-September Swedish pohce officer
1995 -1996 July - January Hungarian pohce officer
1995 January-November British pohce officer
D/Ö YOU MOIA/ TH-itT
ENP E U R O P E A N N E T W O R K
OF P O L I C E W O M E N
I N T U R I C E Y the first female police officer was iVIrs. Feriha Sanerl<, holding a law degree, she began her duty as a central officer in 1929.
E N T U R K E Y diere are diree types of Police Schools: • Police Academy in Ankara: after a four-year education ranked
police officers graduated as Deputy hispector.
• Nine PoHce Schools in the country: after nine mondis education students will appointed as Police Constable.
• Pohce Vocational School: to attend tiiis school candidate have to be graduated from a civil university
At present there are 210.107 Turkish police professionals (male 196.538 and 13.569 female).
I N E S T O N I A die Estonian women's movement began at the beginning of i88o's witii the formation of first women's organisations. The Women's Union founded in 1907 was already bold enough to tallc pubücly about women's rights like
equal pay for similar work. In 1917 tiie first Women's Congress was held in Estonia and the central theme of the conference was social rights. The first Estonian Constitution already in 1920 provided women witii the right to vote. Already in 1925 the resolution of die 3rd National Women's Congress required the establishment of the female police. The first female police officers joined the Estonian Pohce in 1929. They started their career as criminal police ofBcers. Today almost 37% of the total number of all police officers are female.
I N S P A I N the process for consignment of pubUc safety to die Catalan Police IMossos d'Esquadra started in 1994 and was finalised in 2008. At present this police service employs 15.118 police officers , this number is going to increase to 18.000 by 2015. Their organisational model is based on regional and central services. R E G I O N A L SERVICES
It is the regional smicmre which keeps the service in touch with the community. It comprises pohce stations situated throughout the territory, co-ordinated, supported and supervised by the regional services. B A S I C P O L I C E A R E A (ABP)
The ABP is a territorial unit of basic police services, made up of one or more police stations tiiat are responsible for taldng complaints and statements from wimesses, for attending urgent phone calls, patroUing 24 hours a day, investigating crimes, and tasks relating to citizen security. P O L I C E R E G I O N
The Pohce Region brings together a set of ABPs; it is responsible for dieir co-ordination and offers support in the areas of citizen security, investigation, forensic police and traffic.
C E N T R A L SERVICES
The strucmre of the territorial base is complemented by die central command bodies, whose fiinction is organic command (co-ordination, supervision and inspection) of the heads of tiie police regions. Italso includes the services thatare responsible for giving teclinical and operational support to the territory, and tiiose tiiat require specialisation and technical direction. In this way, the operational command of the Pohcia de la Generalitat (Mossos d'Esquadra) is strucmred on the General Sub Direction of the Pohce on which three general police centres depend:
General Police centre of Criminal Investigation: responsible for collecting, processing and analysing information; for investigating and pursuing organised activities and providing speciaUsed technical support to die rest of the pohce organisation. General Territorial Police Centre: responsible for ensuring that the general objectives of die Pohcia de la Generalitat (Mossos d'Esquadra) are observed in the areas of citizen security and public order and highway security. General technical police centre: responsible for sttategic planning, die establishment, revision and ongoing evaluation of strucmres, processes and police procedures.
i
— • %
Women could enter the CME in their second graduating class. Teresa Laplana Cócera was one of the 45 selected women of diis graduating class consisting of 245 officers. Teresa is at present Chief Inspector in trainmg and Deputy Head of the Camp de Tarragona pohce district
Of course die first female officers had to taclde resistance in a predominately male orientated organisation. However Teresa witnessed die transformation ofher organisation whereby the representation of women has been standardised over die past years. Nowadays tiie representation of women amounts 20%. But there are still efforts to mal<e and besides women are faced with additional perplexities such as combining their caring- and motiier role and having a career. In 1988 the General directorate of die police took die initiative to set-up the policewoman's commission within the CME. Tliis commission was composed by 15 members fiom all levels of die organisation. The aim was to carry out a smdy about the blocks women encountered for the promotions in the higher
36 I ENP.NL
i p o l i c i a
1
levels of command. The members of this commission were divided into various working groups widr different focal areas. A comprehensive research followed. This research addressed to die representation of women per service, their function and die disciphnes where women were not represented. This was done on local, national and European level. Apart firom this foreign legislation was analysed . The obtained information formed tiie basis for various proposals in regard to facilitate compatibUity witii family life, aboUsh sexist behaviour, prevent harassment and promote inclusion of women at aU levels within die CME.
In 1998 die Commission ceased to exist and was seamlessly uicorporated as a worldng group within the Gender Equahty Programme of tiie Department of Home affairs, Institutional relations and Participation-(DIRIP) of the Govern de la Generalitat This programme aims to function as an active insmiment to achieve gender equality botii m die department itself and pubhc policy by developing specific strategies.
IN SPAIN the first woman entered die National Police in 1979. At that time society was not used to see pohcewomen. Afteryears, witii society changes, women within die pohce got their position showing the capabihty to perform the job. Except fiom one women are nowadays represented m all other pohcing areas.
IN HUNGARY the first pohcewomen (21) were trained to work as traffic cops after WO II. According the figures, the proportion of women among the police officers of die Hungarian Police (including ah ranks, from NCOs to generals) is 20.47%.
IN HUNGARY die Hungarian Association of Policewomen was established in November 1993 by 71 founding members. The estabhshment of the Association was supported by the European Network of Pohcewomen (ENP) and is therefore the Hungarian section of die ENP. The chair of the Hungarian Association usually participates in the work of the General Board of ENP.
• In December 1995, die Elungarian Association of Policewomen organised an international conference for the Central and East European region, under the tide "Democratic changes as a challenge for the women police". The objective of the
conference was to establish contacts witiiin the region and to smdy the position of the policewomen worldng in these countries. The Association assumed the role of a land of contact organisation between East and West. The first unportant outcome of these contacts was die estabhshment of the Pohsh Association of Pohcewomen m 1996.
• One of our initial responsibihties was an in-depdi smdy of die simation of Hungarian pohcewomen. To diis end, in 1994 we carried out a research into the situation of uniformed policewomen. It turned out that, withm thestrucmre ofthe Hungarian National Pohce, die computerised human resources records do not reflect the exact number of pohcewomen.
According to a survey their proportion was about 8%. A further findmgwas diat about 70% ofthe interviewed persons said diat tiiey don' regret having chosen this carrier and would do it again.
• At present the Association consists of more than 200 members. We have four member organizations in different countries. The opportunity to estabhsh relations with civilian women organisations has opened for us. Our Association initiated and launched some projects, e.g. "Policewomen against violence." Within the framework of this project we intend to train women in the area of self defence, property protection and how to avoid becoming victims of crimes. We also prepared a youth programme teaching diem a way of hfe free of harmfiil habits; "Live clean!" (it is a crime prevention program agamst drugs, alcohol and smoldng.)
In order to achieve die above mentioned objectives it seems necessary for us to extend the circle of our supporters. The festive conference held on occasion of tiie istii Anniversary of the foundation of tiie Association of Hungarian Pohcewomen
also proved diat we are on die right road. Our main goal remains the practical and full implementation of tiie equal oppormnities guaranteed by law. According to our experience, women worldng for die pohce still need awareness raising and encouragement, despite they can cope with tasks in all service areas. We follow with attention the simation of women working for the police, but we do not forget about our pensioners either. Almost every year we organize a conference and informal meetings in the field of equal opportunities, and the representatives of our organization participate at tiie events held by the European Network of Pohcewomen, the main topics of which are also die establishment of equal oppormnities between men and women, die reinforcement of the position of women within tiie poUce force, and facilitating their promotion to leading positions. Of course, we meet the women working for tiie pohce not only at conferences, but also duruig trips and having fun, and we grab every opporttmity to show a model of healthy way of hfe and to offer support in professional development
So the figures also show a continuing increase of die proportion of women.
I N D E N M A R I C die first uniformed female pohce officers were hked in 1977 on the same terms as men. Initially it was a test system which was made permanent in 1980. The total number of employees/pohce officers in Denmark is around 11.000 of which approx. iioo are women. To support the women, the Danish pohce estabhshed a National Network in 2003. At present Susanne Philipson is the chair of diis network. In addition Hanne Bergstr^ni is currentiy the president of the Nordic Baltic Network of Pohcewomen and Ann Kate Pedersen is GB-member withm die ENP.
37 I ENP.NL
Supporting Members
ENP E U R O P E A N N E T W O R K
OF P O L I C E W O M E N
COLOFON 2 0 Y E A R S O U A L I T Y T H R O U G H E Q U A L I T Y
IS A P U B L I C A T I O N O F T H E E U R O P E A N
N E T W O R K O F P O L I C E W O M E N ( E N P )
A M E R S F O O R T - (NL)
F I N A L E D I T O R :
A N I T A W I E M A N - H E S T E R M A N
C O N T R I B U T I O N S :
F O R M E R M I N I S T E R O F INTERIOR A N D
K I N G D O M R E L A T I O N S G U U S J E T E R H O R S T ,
J A N E T O W N S L E Y . C H I E F C O N S T A B L E B E R N A R D
W E L T E N , B E R T P O E L E R T , A N I T A H A Z E N B E R G ,
A N N A - L E N A B A R T H , E R I K A W I E T I N G E R .
A N I T A W I E M A N - H E S T E R M A N , M A N S E N O V I S T ,
S I B Y L L E G E I S Z L E R , S U S A N N E T H A L H E I M ,
E N P ' S C B - A N D E B - M E M B E R S
S P E C I A L T H A N K S T O :
B Z K - P E G G Y J A N S E N A N D J A N N E K E B I E N E R T ,
C O M M U N I C A T I O N D E P A R T M E N T A M S T E R D A M -
A M S T E L L A N D , P O L I C E A C A O E M Y - H E L E N B L O E M
P H O T O ' S :
E N P DATA B A S E , 5 5 7 O E S I C N A N D P O L I C E
S E R V I C E S I N T E R N E T
C O N C E P T , D E S I G N , C R E A T I O N :
R O N A L D W A S S I N K - A R T D I R E C T O R
W W W , 5 5 7 D E S I G N . N L
Supporting members ofthe ENP are those organisations who endorse the set goals ofthe ENP. They have done or are still doing this either by means of financial support, the hosting
one ofthe ENP activities and/or delegation of their organisational representative within the Executive or General Board or as countiy contact person. Over the last twenty years
the following organisations acted as supporting members:
Andorra Cos de Policia Principal d'Amdorra
Austria BMI Bundes Ministerium fiir Inneres ] Federal Police
Belgium Federal Belgian Police | Association of Belgian Policewomen | SFBR
Bulgaria ENP Bulgaria | Directorate of National Police Service
Croatia Ministry oflnterior | International Relation Department
Cypras Police Headquarters | Research and Development Department
Denmark Danish National Police
Estonia Estonian Police Board
France FIFSP
Finland Minisüy oflnterior
Germany ENP-Germany ] Minisüy oflnterior Nortii Rhine-Westphalia | FFBIZ
Greece Ministry of Pubhc order Division International PoUce Cooperation
Hungary Hungarian National Police | Hungarian Association of Pohcewomen
Iceland National Icelandic Network The Terns
Ireland An Garda Siochiana
Israel National Pohce Headquarters | Unit for International relations
Italy Corpo Pohcia Municipale Milano | Polizia Municipale
Casalpusterlengo - Somagha
Latvia Latvian State Pohce
Lithuania Ministry oflnterior | Pohce Department
Luxembourg Pohce Grand Ducale
Malta Police General Headquarters | Vice Squad
Netherlands Ministry oflnterior and Kingdom relations | Mmistiy of Justice |
Dutch Council of Chief Constables ] NPI (Dutch Police Instiuite) |
LECD Dutch National Expertise Centte on Diversity | KLPD |
Police Region Amsterdam-Amstelland ] Pohce Region Rotterdam-
Rijnmond I Pohce Region Haaglanden | Pohce Academy The
Netiieriands (IPO) ] Pohce Region Gelderland-Midden |
Pohce Region IJsselland | Pohce Region Midden-West Brabant |
Police Region Brabant Zuid/Oost ] Pohce Region Noord-Holland-
Noord 1 Pohce Region Noord-Oost Gelderland | Pohce Region Gooi
en Vechtstteek ] Pohce Region Kennemerland | Police Region Noord
HoUand Noord | Pohce Region Lunburg-Zuid | Pohce Unions ACP and
NPB I Ducon Change Management | SPE | Pohtievormingscentrum
N . Ireland Pohce Service of Northern Ireland
Norway Norwegian Pohce Durectorate
Poland Pohsh Pohce | Trade Union of Policewomen
Pormgal GNA | Pohcia Judiciara dkectoria de Lisboa
Slovenia Slovenian Pohce
Slovalda Pohce Presidium | Organisation of pohcewomen in Slovalcia
Spam Catalan Pohce Mossos d'Esquadra | Catalan Police School | APPAC |
Ministry Interior and Justice de Catalunya | National Pohce |
La Guardia Civil
Sweden Swedish National Pohce Board
Switzerland Stadtpolizei Ziirich | Kantonpohzei Basel-Stadt | L'Institute Suisse de
Pohce (Le Centre de Documentation)
Turkey Turldsh National Pohce | Ministry of Lnterior - Department
International affairs
Un. Kmgdom Action E | BAWP ] City of London Pohce | Centrex (former Police Staff
CoUege Bramshill) | Essex Pohce | Hampshire Constabulary |
Hertfordshhre Constabulary | Lancashire Constabulary | Lothian and
Borders-Scotiand | Metropolitan Pohce | NALGO | NordfoIIc
Constabulary | Northamptonshire pohce | Sussex Pohce | Thames
Valley Pohce | Unison | West Mercia Pohce ] West Midlands Police
Europe OSCE | European Commission
USA OfBce of Luternational Criminal Justice | lACP - International
Association Chiefs of Pohce | IAWP
38 I ENP.NL
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