ABSTRACT This paper reviews developments in gender equity-oriented recruitment policies in Australian policing between 2015 and 2019. Findings cover the six state, one federal and one territory police departments. The study was prompted by media reports on affirmative action initiatives, especially the introduction of recruitment targets. The primary aim was to identify successful or promising strategies to increase the number of female officers, with possible transferable lessons. A secondary aim was to assess the level of accountability in terms of public reporting by police about methods and outcomes. The main finding was that four of the eight departments had introduced explicit 50:50 male-female recruitment targets, and five departments had been operating female targeted recruitment campaigns. The majority of departments with targeted campaigns recorded large increases in female recruit numbers, although within the study time frame only one showed a clear flow-through to substantially increased officer numbers. Overall, there was a lack of adequate data, including male-female application numbers; and information about selection criteria was inadequate. The personal commitment and discretion of police commissioners appeared to be a key factor in the adoption of affirmative action initiatives. These findings provide valuable lessons for improved police performance and accountability in gender equity across the world.

中文翻译：

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澳大利亚警察招聘女性的创新和透明度

摘要 本文回顾了 2015 年至 2019 年澳大利亚警务部门以性别平等为导向的招聘政策的发展。调查结果涵盖六个州、一个联邦和一个地区警察部门。该研究受到媒体关于平权行动倡议，特别是招聘目标的报道的推动。主要目的是确定成功或有希望的战略，以增加女性军官的数量，并提供可能的可借鉴的经验教训。第二个目的是评估警方公开报告方法和结果的问责程度。主要发现是，八个部门中有四个部门制定了明确的 50:50 男女招聘目标，五个部门开展了针对女性的招聘活动。大多数开展有针对性的运动的部门都记录了女性招聘人数的大幅增加，尽管在研究时间范围内，只有一个部门显示出明显增加的人员数量。总体而言，缺乏足够的数据，包括男女申请人数；并且关于选择标准的信息不充分。警务专员的个人承诺和自由裁量权似乎是采取平权行动倡议的关键因素。这些调查结果为改善世界各地的警察绩效和性别平等问责制提供了宝贵的经验教训。包括男女申请号；并且关于选择标准的信息不充分。警务专员的个人承诺和自由裁量权似乎是采取平权行动倡议的关键因素。这些调查结果为改善世界各地的警察绩效和性别平等问责制提供了宝贵的经验教训。包括男女申请号；并且关于选择标准的信息不充分。警务专员的个人承诺和自由裁量权似乎是采取平权行动倡议的关键因素。这些调查结果为改善世界各地的警察绩效和性别平等问责制提供了宝贵的经验教训。