Within the working world, women have been notorious for their struggles for acceptance. Although the struggle is very common in all careers, those which are considered masculine carry with them an even greater battle for acceptance and equality (Eitzen 426). One such career includes that of being a police woman (Wexler 751). There is a great deal of literature that investigates different styles women in the police force employ in order to relate to and gain respect from their male counterparts. The styles used by women police officers include neutral-impersonal, semi masculine, feminine, and mixed (Wexler752)
There was a study conducted in 1980. Interviews were conducted throughout a nine month period and included 25 female police officers (Wexler 750). The study attempted to illustrate how females adapt to male – dominated occupations. One concern in regards to female officers is whether they are physically capable to handle some violent suspects.
According to Wexler, the neutral-impersonal style of adaptation is implemented most often. These women are businesslike when interacting with their male co-workers (Wexler 752). They are focused upon receiving respect. Wexler found that the women who fell into this category felt that they had to alter their work in some cases due to their gender. However, these new techniques adopted by women in the police force were not accepted immediately, according to Wexler. This is due to the assumption that police work relies heavily upon physical strength.
Another style used by women in the police force to coincide with their male counterparts included the feminine style (Wexler 752). Wexler explains that the women who fell into this group put a great deal of emphasis on appearance (Wexler 752). According to Wexler, “Being attractive at work was important to them.” (752) . Sexual undertones seemed to be present within the interactions between these women and their male co-workers (Moen 459). Three of the four women interviewed who appeared to employ the feminine style stated that they would accept or desired special treatment based solely upon their gender (Wexler 752).
The semi masculine style was utilized by eight of the twenty-five women who were observed (Wexler 752). These women viewed themselves as professionals (Wexler 752). The women strived to do a good job. Many of these women are realistic in their pursuits, not expecting perfect equality. In turn, they simply strived for acceptance from their colleagues (Wexler 753). They went about doing so through interaction with the men including joking around with them and accompanying them to bars for a drink after work (Wexler 752). Thus, women became part of the informal network (Wexler 754).
The fourth style is described as the mixed style. This style was based upon two women in the study who showed more than one way of adapting to the male dominated occupation of police work. These women according toWexler, similarly to those who used the neutral-impersonal style, these women wanted to simply be treated equally to the men in their field ( Wexler 752). However, unlike some of the subjects who employed the feminine style, these women did not expect nor would accept special treatment or help based upon their gender (Moen 463). These women differ from those who preferred the neutral-impersonal style in that they would rather use hard work as well as, flirting.
Another issue in regards to women in the work field is that of entry into management positions. There is a great deal of discrepancy when it comes to women’s earnings, and authority and the fluctuation of these when it comes to male and female managers. According to an article, in 1970 one in six Americans was a woman (Ibarra 93). Currently, more than two in five managers are women (Jacobs 284). Women are more often managers than any other male-dominated occupation, such as lawyers, doctors, engineers and architects (Jacobs 284). Despite the apparent progress of women in then managerial world, women are still arguably being neglected. For example, recent surveys conducted by Fortune Magazine provide information on the largest 799 U.S. Industrial and service companies (Jacobs 286). It should come to no surprise that only 19 of the 4,012 highest paid managers were women (Jacobs 290).
Some of the literature also discusses the resegregation thesis which was developed by Reskin and Roo (Ibarra 93). This hypothesis argues that women joining male-dominated fields, the status of such occupations had already been falling (Jacobs 291).The hypothesis continues to state that men were leaving the occupation before the women arrived, as well as, due to technology skill requirements are becoming lower and lower (Jacobs 294). Thus, this hypothesis is saying in a way, it appears as if women are making progress when in turn they are just replacing the unwanted positions of men.
It is clear that women experience a number of struggles in the male dominated working world. It also seems as if we are making little to no progress. Women in some fields are being told that they are managers, when in turn they are simply managers with depleted authority. Along with less managerial duties, women are being paid less than their male counterparts ( Eitzen 428). The literature available that was utilized took logical and arguable stances with regards to women in the managerial world. Although women are closing the gap slowly, between them and their male co-workers, equality in job positions and pay are yet to be established. In regards to female police work, those who have chosen to become an officer have adapted in a number of ways in order to coincide with their male-co workers.
