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Norway Debates Women in the Police Force: Is Security or Equality More Important?
Even female police officers fear that the fight for equality may become more important than actual competence. Fot. Didrik Linnerud Arnesen, Politiet.no
A dispute is growing within the Norwegian police over recruitment policy. Too much emphasis on gender could weaken recruitment standards. Others argue that having more women in the force is a step toward better representation of society. The debate centers on the boundary between diversity and professionalism in uniform.
According to representatives of the police in the capital region, it is important that the recruitment of new officers is based primarily on operational and psychological skills. Recruitment should be gender-neutral, but there is increasing pressure to boost the percentage of women in the force.
Criticism concerns situations where fulfilling 'gender' norms may overshadow basic service requirements. Police Sergeant Løkken emphasizes that some recruitment decisions may weaken officers' preparedness for challenging operational tasks. She believes that too much focus on gender may discourage the best candidates, especially men interested in field service.
Criticism concerns situations where fulfilling 'gender' norms may overshadow basic service requirements. Police Sergeant Løkken emphasizes that some recruitment decisions may weaken officers' preparedness for challenging operational tasks. She believes that too much focus on gender may discourage the best candidates, especially men interested in field service.
Trade Unions on Equal Opportunities
Police trade unions emphasize that support for women in the force is necessary. This includes working conditions, equal pay, and opportunities for promotion. At the same time, they warn that employment policy should not become a numbers game. According to them, it is important that every position is filled by a competent candidate, regardless of gender.
The discussion is part of a broader topic of equality in security institutions, also in a social and image context. Interviewees point out that gender-based recruitment cannot replace proper selection procedures and operational training.
The discussion is part of a broader topic of equality in security institutions, also in a social and image context. Interviewees point out that gender-based recruitment cannot replace proper selection procedures and operational training.
In recent years, the majority of students at the Police University College have been women.Photo: Fotolia
Authorities Announce Recruitment Changes
Police authorities and the Norwegian Police University College report that increasing the number of women in the force is intended to improve representativeness and staff diversity. Vice-Rector Kjell Eirik Mortensen emphasizes that women are equally well prepared for operational work. Recruitment includes both academic and physical criteria.
The Police Directorate declares that it monitors changes in gender structure to maintain a high level of competence and ensure equal access to positions. The academy offers special preparatory courses for women interested in operational roles. Critics point out that excessive differentiation may have the opposite effect to what is intended.
The Police Directorate declares that it monitors changes in gender structure to maintain a high level of competence and ensure equal access to positions. The academy offers special preparatory courses for women interested in operational roles. Critics point out that excessive differentiation may have the opposite effect to what is intended.
Direction: Diversity and Professionalism
As a result of the ongoing debate, it is possible that police recruitment will be adjusted. The aim is not to abandon the goal of increasing the number of women, but to place a stronger emphasis on the quality of candidates. Changes may involve selection procedures, adaptation support, and transparency of staffing results.
Among female officers like Løkken, there is still concern that gender might become the main criterion for job evaluation. In the long run, the organization will have to demonstrate that the balance between diversity and professionalism—not just in declarations, but in everyday service—works to the benefit of public safety.
Among female officers like Løkken, there is still concern that gender might become the main criterion for job evaluation. In the long run, the organization will have to demonstrate that the balance between diversity and professionalism—not just in declarations, but in everyday service—works to the benefit of public safety.
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