INTRODUCTION:

Bangladesh is a developing country and half of the total population is women. So, women are an
indispensable part of society and we cannot deny the contribution of women in our society. Our
national poet quoted that the creation of the world whatever great and beneficial for human being
are shared fifty by man and fifty percent women. Women have their aspiration, ability and
quality to prove them as an active citizen in every sphere of life.
The only law enforcement agency of Bangladesh is Bangladesh police, headquartered in Dhaka
in 1971 and governed by the Police Act of 1861.This agency requires competent, efficient and
dedicated personnel with a unique set of traits and characteristics. So, being a police officer is the
most thrilling, fascinating and satisfying career for both male and female and that is why the
number of female police officer is increasing in Bangladesh. Along with its male member the
female police officers are committed to enforce law, maintain social order, reduce fear of crime,
enhance public safety and ensure internal security.
With its empathy, effective communication, compassion and intelligence women police are
working in the ranks from Deputy Inspector General (DIG) to constable and all units of
Bangladesh police force. Bangladesh female police officer with its name and fame has
established themselves as the role model to all other countries. They have been working hard to
make Bangladesh a better and safer place to live.
DEVELOPMENT OF WOMEN POLICING IN BANGLADESH:
Policing was viewed as a masculine occupation. But nowadays this misperception has changed
and the field of law enforcement offers an interesting and challenging future to young men and
women. Women were first employed on police duties during First World War. Alice Stebbin
Wells was the first policewoman, who has joined the Los Angeles Police Department in 1910. At
that time she handled cases involving women, juveniles and children. (Woolsey,2010)

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After 64 years from then in 1974, Bangladesh police force introduced its first female officers,
when fourteen women police officers were appointed in the Special Branch, of whom, seven
were at the rank of Sub-Inspector, and seven were at the rank of Constable. The first female
uniformed police members were recruited in 1976, when fifteen women police officers were
appointed in the Dhaka Metropolitan Police for the first time.
The first woman in a supervisory post (Assistant Superintendent Police) was recruited through
the sixth Bangladesh Civil Service Commission in 1986.She was also the first female police to
have served in the UN peace keeping mission and now she is serving as Deputy Inspector
General in Bangladesh Police. Another four women were subsequently appointed in the seventh
Bangladesh Civil Service examination in 1988. After a long interval from 1988 to 1998, in 1999
eight women officers were appointed through the 18 th Bangladesh Civil Service Examination
(Bangladesh Police,2016).On 18 August 2014, out of 159 probationers ASPs 25 was female
officers.
In 2008 with the support of the Police Reform Programme, Bangladesh Police Womens
Network was launched. Its vision is to develop leadership among women through skill and
capacity enhancement in line with nationally and internationally adopted policies. The Special
Women Police Contingent (SWPC) of Dhaka Metropolitan Police was also created in 2008 to
specifically track female criminal activities such as prostitution, drug smuggling and human
trafficking. On 18 May 2009, the government appointed Hosne Ara Begum as the first ever
Officer in Charge (OC) of a police station in the history of the Bangladesh police force.
(Gomes,2009) On 21 June 2011, an all women Armed Police Battalion (APBn) was created as
the 11th battalion of this force. In 2013, Mahmuda Begum, assistant commissioner of Chittagong
Metropolitan Police (CPM), was the first female officer in Bangladesh as well as in the subcontinent who got Special Weapon and Tactics training provided by the USA. At the end of 2013,
out of a total working strength of 1, 54,208 police, 6,853 were women. (Bangladesh Police, 2013
and 2014). Women first joined the ranks of traffic police in 2014.Out of 46 women applicant 28
were selected and worked at different metropolitan area.

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Bangladesh has also won the honor of becoming the first Muslim majority nation in the world to
send an all-women contingent on a UN peace mission. Bangladesh female police officers are
working in the civil police (UNPOL) as well as Formed Police Unit (FPU). Presently 190 female
officers are working smoothly as deputy battalion commander, liaison officer, monitor and staff
officer in the United Nations Peace Keeping Missions in East Timor, Sudan, Congo, Ivory Coast,
Liberia and Kosovo. (Bangladesh Police,2015)
Within this short period, female officers of Bangladesh police force have got tremendous success
at all level. Of late, the female members of Bangladesh police have been working successfully to
serve the nation through maintaining a peaceful law and order.
OBJECTIVES OF THE STUDY:

To explain the development of women police in Bangladesh.

To know about the present situation of Bangladesh women police.
To explain what are the roles of women police in Bangladesh.
To understand the necessity of women police in Bangladesh or why women are needed.
To know about the challenges of Bangladesh women police.
And lastly to show various recommendations for well being of Bangladesh women
police.

METHODOLOGY:
Methodology is a set of step to perform a particular task and also contains the overall process
of the study. Methodology involves with the sources of data, analytical review, findings and
recommendation. This study was based on previous researches or studies. It also based on
secondary data. The main data sources are website of Bangladesh police, Police Reform
Programme (PRP), report of women police in south Asia, 2015 etc. These data are helpful to
know the present situation of women police in Bangladesh. Data has also been founded from
journals, articles, books, and newspapers. The data are fairly consistent and reliable.

THE VALUE OF WOMEN IN POLICING:

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Women have different experiences and realities than men. Experience of women various from
culture to culture, they are extremely hesitant to approach outsiders with their concerns even in
extreme circumstances let alone approach an institution as intimidating as a police force. As a
result their access to justice is negatively impacted by a lack of women to whom they can spell
out their complaints. Higher representation and visible presence at various levels ensures more
approachability and therefore greater access to a vital service where womens experiences and
realities can be adequately appreciated and addressed. Greater representation therefore serves the
realization of womens human rights in two aspects: It helps repair the deficit in equality of
opportunity to work, and the deficit in access to justice that women face.
Women officers, apart from being able to do the job as effectively as men, bring
additional skills and qualities, and improve the image of, and public confidence in the
police, as a whole.
The traditional but increasingly outdated view of policing as mans work is built on a
model of policing that views the work as physical, authoritative, forceful, dangerous; and
hence inherently unsuitable to the female physique and disposition.

Most of the researches show that:

Women police officers utilize a style of policing that relies less on physical force, and

more on communication skills that defuse potentially violent situations.

Women police officers are therefore much less likely to be involved in occurrences of

police brutality, and

Much more likely to effectively respond to police calls regarding violence against
women.

A comprehensive 2003 cross-country report by the National Centre for Women and
Policing (NWCP) on the advantages to law enforcement of hiring and retaining women

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pointed out that research in the US and other nations indicated that women police officers
were as effective as their male colleagues and that there was:
No meaningful difference between male and female officers in:

Their activities or productivity on patrol;

Their commitment to law enforcement organizations;
Their response to violent confrontations;
Their performance evaluations received both at the academy and on the job;
Their level of job satisfaction; and
Their participation in training and other professional development activities.

Female police officers have better interpersonal skills and in particular are better
communicators than their male counterparts. According to the NWCP:

Studies have also shown that community members prefer female officers to respond to
potentially dangerous situations and believe they are better able to defuse these
interactions.

Women police officers have also been shown to be more adept at community policing.
The nature of policing is moving away from the physical, forceful model to which
women have previously (and wrongly) been associated as unsuited to, and as pointed out:

Communities are demanding more contact with the police in non-enforcement

related matters such as interaction with the youth, crime prevention and simply officer
presence in the neighborhoods.

Better interpersonal and communication skills undoubtedly contribute to an increased ability of

women police officers in this regard; likewise research has also found women to be less cynical
and more respectful in their views of citizens, and to have greater support for the principles of
community policing. Women police officers have also been shown to be more effective at
handling domestic violence complaints. As highlighted above, one of the fundamental aspects of
a representative police service is the ability to reflect, appreciate and understand the differing
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experiences within a society, and as a phenomenon experienced mostly by women, it stands to

reason that female police officers are better placed to respond to domestic violence.
Research by the NCWP has also demonstrated that women police officers are
substantially less likely than their male colleagues to be involved in allegations or cases
of use of excessive or deadly force. That is not to say that women police officers are
unwilling to use force. Research has demonstrated that they are just as likely to use force
as male officers, but that the force used is less likely to be excessive or deadly. A
consequence of this is that there is a reduction of complaints and increased confidence in
policing.

LEGAL AND POLICY FRAMEWORK:

Bangladesh police continue to be governed by the Police Act of 1861. Provisions for women in
police are entirely absent from the 1861 legislation, which is unsurprising given its heritage.
The constitution of Bangladesh protects the rights and equality of women in society in part 2
fundamental principles and state policy and part 3 fundamental rights through the following
provisions:
Constitution of Bangladesh show mainly

Article 10 (Steps to be taken to ensure participation of women in all spheres of national

life),
Article 19 (State to ensure equality of opportunity to all citizens),
Article 28 (Prohibits discrimination against any citizen on grounds of religion, race,
caste, sex or place of birth and enables the state to make special provision in favor of

women),
Article 29 (Guarantees equality of opportunity for all citizens and prohibits
discrimination on grounds of religion, race, caste, sex or place of birth in relation to
public employment).

There are also some numbers of policies such as:

National Womens Development Policy 2011 Vision 2021.
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ACTIVITIES OF WOMEN POLICE:

The functions in generally carried out by Bangladesh women Police are as follows:
1. Crime Management / Public Order Management / Basic Policing / Law
Enforcement:

Collecting intelligence

Response to crime Incidents

Investigation

Verification

Public Order Management

Traffic Management

Assisting Prosecution

2. Internal Security:

Security Patrols

Security Watchdog

VVIP Security

KPI Security

Security at National Occasions (Religious festival, Fair, Ijtema, Pahela Baishakh

etc.)

3. Social Integration:

Raising Awareness (Through Training, Rally, Exhibition, Media Coverage, Visiting

schools etc.)

Community Policing

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Humanitarian Efforts (Winter cloth distribution, helping disaster victims etc)

Participation in the Social Events (Being partner in Events like fair, assistance etc.)

Observing Open House Day

Blood Donation

Victim Support Center

4. Performing Internationally:

Addressing Transnational Crimes (Interpol, SAARC Pol etc)

UN Peacekeeping Missions

REPRESENTATION OF WOMEN IN POLICING:

1974 saw the first recruitment of women into the police force, but the numbers remained low for
years. In 1986, the first woman joined the officer level, and then for the next decade from 1988
to 1998, not a single woman was recruited at the officer level. As described below, the number of
women has increased sharply in recent years, due mostly to the focus on gender by the PRP and
the inclusion of gender priorities by the police themselves in a former Strategic Plan. In fact, the
Bangladesh Police has taken strides to not only ensure womens representation in the lower
ranks, but also in mid-level and senior management positions. These improvements are to be
commended and are evidence of what can be achieved when special effort is made. However,
there is still a long journey to travel. From 2007 to 2013, the percentage of women in the police
in Bangladesh has more than doubled from 1.87% to 4.63%. At the end of 2013, out of a total
working strength of 1, 54,208 police, 6,853 were women(Bangladesh Police, 2013 and 2014).
Furthermore; there have been specific improvements in the representation of women at senior
levels. In spite of these gains, the overall percentage of women police is still at less than 5
percent.

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Addl. IGP
1
DIG
2
Addl. DIG
2
SP
12
Addl.SP
57
Sr. ASP
19
ASP
112
Inspector
54
Sub-Inspector
481
ASI
412
Constable
5,701
Total
6,853
Table 1.1: Number of the women police. (CHRI, 2015)
In terms of sheer numbers, women are predominantly present in the ranks of the constabulary, as
is common in other countries and contexts. However, interestingly and perhaps unusually, this is
also the level with the lowest overall representation of women. In the cadre level (the ranks of
ASP and above), there are 205 women of a total of 1,967 serving officers, thus constituting
10.4%; at the upper subordinate level there are 947 women out of 14,793 working police,
representing 6.4 per cent. But at constabulary level there are 5,701 women out of a total of
127,171, making it 4.48 per cent. This goes against trends in other countries, where the
representation of women decreases as the ranks are scaled. It should also be noted, however, that
women are still severely under-represented in the most senior posts (for example, of 42 DIGs,
only two are women). (CHRI, 2015)

Why Minority Representation is a must?

More minorities in our police forces are needed to broaden the narrow policing perspectives that
have dominated our communities for too long. Minorities in policing are required to build up the
trust & confidence of the minorities on the policing system. Unless police is made a trustworthy
& unbiased an organ of the Govt. to them effective policing amidst the minorities could never be
effectuated.

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ATTITUDE OF THE PUBLIC TOWARDS WOMEN POLICE:

Attitude of the public is the first focus in the police department. Several public attitude surveys
conducted by the police reform programme reveal high levels of support in the public for women
in policing. In the first of these, in 2009 for example, 90 percent of households surveyed
expressed support for women in the police service. Almost half (42 percent) felt that women
should comprise half of the police service (PRP,2009). A further survey conducted in 2011 found
that 93.6 percent people believed that women were under represented in the police. In response
to a question on the representation of men, 75.5 percent said that there were too many men in the
police service. (PRP,2011)
On the other hand, when asked them what role women should play in the police, only 78 percent
respondent said they could assist women or child victims and 24.9 percent respondents said they
could be involved in crime management or criminal investigations (PRP,2011). Separately, this
research identified an interesting additional finding that the public respected female police
officers more than male police officers, indicating a more positive experience on the ground.
Comments included:
The public respects women police more than man.
The image of the police is bad because of man.
A women police officer said the public respect us as we do not take bribe like men do.
So, it can be said that women are seen as less tainted by the image of corruption.

RECRUITMENT PROCESSES:
Recruitment to the Bangladesh police is conducted in four ranks:

ASP
SI
Sergeant
Constable

ASP:

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Highest rank of the Bangladesh police

One-third through promotions of inspectors and two-third directly
Direct recruitment is conducted by the Bangladesh Public Service Commission (BPSC)

Non-cadre, mid-level entry position to the Bangladesh police

50 percent directly and direct recruitment are conducted by police headquarters

SI:

Sergeant:

Mid-level entry position to the Bangladesh police

Direct recruitment are conducted by police headquarters
Until, early 2014, only men could apply to be sergeant
There was a positive policy change in 2014, which opened up this position to women too
and recruitment of women to the rank of sergeant began in the same year.

Constable:

Primary level entry position to the Bangladesh police

Directly recruited by the superintended of police of the concerned district
10 percent quota for women for the civil service.(PRB)

2nd strategic plan:

The emphasis on women in policing was reduced to sporadic mentions and recruitment
slowed they create imbalance situation.
Recommendations:

Increased women participation 4 percent to 8 percent by 2020

Ensuring the recruitment for women (10 percent cadre and 15 percent non-cadre post)
Priority given to the women police with equal qualification and experience in the

recruitment of sub-inspector
Including ethnic communities
Presence of one police officer in the recruitment process
Arranged awareness programs in college, universities and communities to motivate

women to join the police

More women to be posted and involved in investigation process.
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ACHIEVEMENT OF WOMEN POLICE:

A female officer who first leads a parade:
A female officer named Shamsun Nahar, Superintendant of Police in Chandpur has led a parade
of a thousand troopers in the 'National Police Week 2016', which makes her the first female
commander ever in the history of Bangladesh Police. "It was an honor and a delight to be the
first woman to lead the parade.(BDnews24,2016)
The first women traffic sergeant:
Women first joined the ranks of traffic police in 2014. Among the 1,837 applicants, 46 were
women. Twenty-eight were selected. After being trained at the Bangladesh Police Academy in
Rajshahi, 22 of them were assigned to the Dhaka Metropolitan Police. Shahana, who graduated
in accounting from Rajshahi College, has been working at Bangla Motor, Shantinagar and
Ruposhi Bangla since Jan 6. This citys traffic issues can be resolved if everyone follows the
rules, is a frequent statement among the sergeants. Traffic Sergeant Rozi Akter, who has a
degree in Political Science joined since 2015.And lastly Sgt Panna Akter, also a Masters in
Social work, was on duty at Motijheel.

Women Participation in UN Mission:

Bangladesh is the top contributor of female police officers to the United Nations Peacekeeping
Operations as Formed Police Unit. Presently 190 female officers from Bangladesh working in
different Peace keeping Mission helping United Nations towards its goal of having 20 percent of
women employee in its recruitment system. Bangladesh female Police Officers are working in 3
(Three) UN peace keeping Operations including Darfur, Haiti and Congo. Responding to the
challenges in implementing the UN Mandate in the field of gender issues, women and children
affairs, Bangladesh Police has sent 2 (two) Haiti and Congo Bangladesh female police officer
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with its name and fame has established themselves as the role model in the community of the
Mission area. (Bangladesh Police,2015)
Bangladesh Police Womens Network:
21, November, 2008 Bangladesh Police Womens Network has launched by the United Nations
Development Program. Bangladesh has become the first country in the sub-continent with a
network dedicated to the promotion of the role of women in law enforcement. Main aims are to
advance the interests of female police personnel; to enhance the role of women in policing by
providing leadership in the area of womens development, by building the policing capacity and
professional skills of women police officers. The network will also play a key role supporting
future initiatives such as the planned recruitment of an additional 3000 women police by the end
of 2010.
Special Women Police Contingent:
The Special Women Police Contingent (SWPC) of Dhaka Metropolitan Police was formed in
2008 with the intention of developing a special unit consisting only of women. This unit of
Bangladesh police investigates crimes involving female criminal activities such as
prostitution, drug smuggling and human trafficking, theft, homicide and swindling. At present,
an Assistant Commissioner of Police in charge of the Dhaka SWPC who leads a detective force
of 24 women officers.
The first time in history: a woman is chief officer of police:
Women first entered the countrys police force in 1974. For the first time in the history of
Bangladesh a woman is chief of a police division. Hosne Ara Begum has been appointed chief
officer to a division in the capital Dhaka, as of May 18 th, 2009. She started her career with the
Bangladesh police in 1981 and has worked in many regions of Bangladesh, in different police
jurisdictions and departments, including the Intelligence Branch of the Bangladesh police.
(Gomes, 2009)

CHALLENGES AND BARRIERS:

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Male Culture within the Police Service

Harassment at the Workplace
Appropriate Facilities and Policies
Deployment and Allocation of Duties
Training and Support

Male culture within the police service:

Considering that for several years, women representation in the Bangladesh police stood
below 2 percent and no women were recruited for 10 years (1988 to 1998) (Bangladesh

Police,2016).
A male culture exists in the service.
Example: In 2011,
55 percent male police officers said women police officers are not effective in
preventing crime.
42 percent said not effective in investigate crime.
more said women police officer needed more training
56.1 percent disagree with women police officer made the police service
stronger.(PRP,2011)

The attitude of the senior and junior male police officers:

The women police officer said
subordinates do not respect us
Junior male subordinates follow our instruction hesitatingly, but they obey men
order willingly and they find difficult to address us as Sir, but they address us
Apa.
Senioris given more respect than junior.

They arranged a gender sensitization program; this topic is the problem is attitude,

not women.
Sometimes the interviewers dont think women can handling of positions, so they

select more male for posting.

A deep rooted male culture present in the policing and 99 percent male police are

present for policy making but there are a small number of women police officers.
So, it can be said that Everything is the same theoretically but the reality is very
difficult.
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Harassment at the workplace:

Harassment at the workplace in the most common issues in the police department.
Bangladesh does not have legislation prohibiting sexual harassment but there are

certainly robust standards in place.

The National Womens Development Policy and Gender Justice Policytake some steps

for protection of women at workplace.

In theory and on paper, the Bangladesh police have a zero tolerance approach to sexual

harassment.
In 2013, the BPWN took the initiative that women friendly working environment.
Among 243 women police, only 19 (7.8 percent) said they had faced sexual harassment

in the field level.(BNWLA,2009)

They said some officer in charge (male) spread rumors. They send SMSs on mobiles. If, I

complain, I cant stay in the department.

Sometimes, they took more duties as a punishment.
So, it can be said that harassment is occurring but is just not mentioned.
It is like a taboo to be addressed strongly.

Appropriate facilities and policies:

Lack of separate toilets, restrooms and changing facilities for women police.
Lack of accommodation or barracks for women (for posting).
Insufficient logistic support and facilities
The length of shift often a minimum of 12 hours was singled out a numerous
occasions and difficult in balancing work and home serve. As, a result, women

discourage for applying this job.

Maternity leave for all female government servants is six months, but they

expressed the need for one year maternity leave.

Lack of day care center as a problem and one women police stated she worked in

the office with her six month old baby.

Most of the women police assigned posting in Thanas without any planning and

irrespective of whether accommodation is available.

So, it can be said that the need to ensure appropriate policies and facilities for
women in policing.

Deployment and allocations of duties:

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Discrimination is creating between male and women police officers.

Women are not serious cases, only women related cases are given to them to

handle.
In the murder cases, two women are investigates it and that too for a pretty crime.
Most of the women police handle cases related to women and children.

Training and support:

Training in the Bangladesh police depends on the entry level.

Shyness/confidence needs to be addressed at training-currently the training is the same

but actual needs to address difference.

In relation to in-career training, there is no discrimination, but women are reluctant to go

to place far from their posting places.

For foreign training, it has to be in a group-stigma and social factors prohibit a woman

from going on her own.

The PRP survey of police officers in 2011 identified the need for training.
The survey further found that fewer women received training in crime management and
criminal investigation than their male counterparts, about 4.3 percent of women officers
said they had received such training compared to 15.5 percent of men.(PRP,2011)

Retention and Promotion

On retention, the main view was that dropouts were rare, and when they do occur it is for reasons
unrelated to the job. For example:

It usually happens due to women facing problems at home.

Problems from home could emerge, for example, from the demands and pressures faced
by the women owing to lack of facilities and policies such as fixed hours of work,

flexible shifts or postings that make the home difficult to manage in parallel to work.
Lack of transparency.
There is a lack of women in the most senior ranks in the Bangladesh police.

According to the statistics provided for this research there is a lack of women in the most senior
ranks in the Bangladesh Police. The extent of the problem in the top five ranks is revealed,
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particularly when compared to the total numbers. Below these ranks, as noted earlier,
representation is actually better than in some other parts of the world.

Total

Designation
1.IGP
2.Additional IGP, Grade 2
3.DIG, Grade 3
4.Additional DIG Grade 4
5.Police Superintendent, Grade 5
6.Additional
Police
Superintendent, Grade 6
7.Senior
Assistant

Police

Superintendent, Grade 7
8.Assistant Police Superintendent,
Grade 9

Women Total

Women

as

the

Working
0
1
2
2
12

Working
1
11
42
70
247

percentage of the total

0%
9%
4.7%
2.8%
4.8%

57

467

12.2%

19

258

112

871

7%
12.8%

Figure1.2: Women in Senior Ranks (CHRI, 2015)

During the research, several participants referred to the ten-year gap when no women were
recruited, and this unquestionably had an impact. In the more senior ranks, the women police
officers did not highlight problems with promotions. Clearly however, there are difficulties in
practice since women still dominate in the two lowest ranks. So it can be said that most of the
women police are recruited for lower level in police department

CONCLUTION:
Police are agents or agencies empowered to use force and other forms of coercion and legal
means to effect public and social order. Women police are the most important part for a police
department, because most of the public like women peaceful participation. In this report
described the number of women police, history, values, minority, , legality etc. But it has some
problem. These problems are attitude of the public. Policing as a whole in the country is in need

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of urgent and comprehensive reform. The women police faced the major challenges in the field
level by their subordinates.
As with other women police officers in the region, Bangladesh women have made a major
contribution to international policing work, and it is evidently promoted and encouraged. This is
of course a great opportunity for women to gain experience that they might not get in their own
country. Thus, while such experiences should continue to be encouraged, so too should efforts
are directed to ensure that women get similar experiences and opportunities within their own
police service.
So, it can be said that Everything is same theoretically but the reality is very difficult. So, this
difficult situation would overcome by some recommendations.

RECOMMENDATIONS:
For the Government
1. Initiate a comprehensive programme of police reform:

Beginning with new policing legislation akin to the Police Ordinance of 2007
Engage fully and meaningfully with the PRP
Ensure that any necessary reforms are adequately resourced and implementation is
monitored.

2. Introduce a law that prohibits sexual harassment:

That adopts a zero tolerance approach with suitable punishment.

That ensures appropriate mechanisms for implementation, including appropriate gender

balance
Imposes sanctions for non-compliance.
Includes provisions prohibiting victimization of complainants.
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3. Provide adequate resources to the Bangladesh Police to enable it to provide required

infrastructure to include:

Womens toilets in police stations

Womens restrooms or changing facilities
Adequate accommodation for women (and indeed other) officers and their families for

postings
Transport for women officers
Day care facilities
Ensure resources allocated to police are spent as mandated
Provide for insurance for all members of the police department.
Earmark funds for BPWN.

For the Bangladesh Police

1. Reinstate gender as a core strategic objective, with associated actions, in the next Strategic
Plan.
2. Adopt a strong and robust gender policy:

With accompanying action plans and targets that are resourced

With mechanisms for monitoring implementation
That has senior level involvement and responsibility.

3. Continue to increase representation of women:

Consider the introduction of quotas or targets

Take active measures to ensure these are filled, such as outreach in terms of advertising

and raising awareness

Target in particular more remote areas and harder-to-reach groups; not just schools and

universities
Introduce programmes for women that provide support for the process of applying for the

police force
Include women in the recruitment process itself
District SPs offices to coordinate with BPWN for intake of women constables
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4.

Engage in efforts to address the culture within the organization to ensure it is more

welcoming of women and their role:

Increased gender training and sensitization

Inclusion of women (perhaps through setting quotas) in policy and decision-making

bodies and
Processes
Make insubordination of senior female officers a disciplinary matter
Addresses postings and promotions for women.

5. Comply fully with the High Courts Order on sexual harassment.

6. Embark on a comprehensive infrastructural programme (resourced by government, with
resources actually spent), to ensure that every police station or district has:

Separate toilets for women

Separate changing or restrooms
Transport
Accommodation
Day care facilities.

7. Review current policy on working hours to introduce fixed working hours and shifts.
8. Conduct an audit of the current roles and duties fulfilled by women and adopt an action plan to
address identified blocks and gaps, particularly in relation to:

Field postings, including heading districts

Investigation roles
Serious cases beyond those involving women and children.

9. Linked to this, carry out an audit and adopt measures to ensure women have adequate inservice training:

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To fulfill the range of duties within the police force

That incorporates a focus on capacity-building and confidence that may currently be

lacking in women
That includes the necessary facilities and policies that enable them to engage in training
(such as child care, accommodation etc.).

10. Introduce a system for monitoring retention of women officers:

That gathers detailed statistics including numbers, rank, length of service

That captures reasons for leaving, possibly by means of exit interview with an
independent panel (or at least not the immediate superiors).

11. Introduce a transparent, objective, merit-based promotion system that:

Includes women in the promotion processes (such as development of criteria, assessment

panels, etc.
Considers the inclusion of temporary positive action measures for promotion
opportunities for the increased numbers of women, focusing in particular on upward
movement from the lowest ranks.

12. Earmark and provide funds for BPWN.

For PRP
1. Ensure the focus on gender is sustained in the next phase of the reform programme (if there is
to be one).
2. Work with the police to ensure that a gender policy is adopted that:

Is strong and robust

Has sign-off and support at the most senior level
Is resourced
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Has actions plans including timetables, targets and monitoring and oversight
mechanisms.

3. Continue to support the efforts of the Bangladesh Police Womens Network, including
financially.
For BPWN
1. Continue building awareness of the helpline and encourage female officers to use it to report
harassment and other concerns.
2. Build awareness of support and advice that can be offered by BPWN to victims of harassment
in taking complaints through the official mechanisms.
3. Monitor data received from the helpline to identify trends or systemic problems.
4. Work with senior women officers to build knowledge and solidarity on the obstacles and
challenges faced by women police across the ranks in the organization.
5. Expand and strengthen the network.
6. Assist the Police Department at Headquarters and the District levels to ensure regular
recruitment of women police at Constable, ASI, Sergeant and SI ranks.
7. Review the strength of women across the ranks at headquarters/units/battalions/districts and
police stations.
8. Create a database of women police personnel from across all ranks, district and unit wise.
9. Facilitate women police to serve in the UN Female Formed Police Unit.
10. Take the initiative to train women police in computers, language and driving to enhance their
capacity building and professionalism.

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REFERENCES:
1. Bangladesh Police. (2015).
Retrieved from: www.police.govt.bd/top-details.php?id=53 (Access Date: 03.03.2016)

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2. Bangladesh Police. (2016).

Retrieved from: https://en.m.wikipedia.org/wiki/Bangladesh-Police. (Access Date:
03.03.2016).
3. Bangladesh Police, Strategic Plan Bangladesh Police (2008-2010), PART III.
Retrieved from: http://www.prp.org.bd/downloads/strategic%20plan.pdf.
(Access Date: 02.03 2016)
4. Bangladesh Police. Strategic Plan Bangladesh Police (2012-14)
Retrieved from: http://www.police.gov.bd/userfi les/file/Statigic_Plan_14-11-12_color_
print.pdf.(Access Date: 02.03 2016)
5.

Female police officer in police week parade Online newspaper-Bdnew24.com.(2016).

6. Commonwealth Human Rights Initiative (CHIR). (2015).Rough Roads to Equality - Women

Police in South Asia.
7. Retrieved from: http://www.humanrightsinitiative.org/download/1449728344rough-roads-toequalitywomen-police-in-south-asia-august-2015.pdf(Access Date: 01.03.2016).

8. Gomes,W.(2009).Bangladesh Appoints First Female Officer in Charge. Retrieved from:

http://m.modernghana.com/news/217756/1/bangladesh-appoints-first-female-officer-incharge.html
9. Government of Bangladesh. Police Regulation of Bengal. Dhaka.
10. National Centre for Women and Policing .(2003). Hiring and Retaining More Women: The
Advantages to Law Enforcement Agencies. p. 3
Retrieved from: http://womenandpolicing.com/pdf/NewAdvantagesReport.pdf. (Access date:
03.02.2016)
11. International Crisis Group. (2009).Bangladesh: Getting Police Reform on Track, p. 26.
Retrieved from :http://www.crisisgroup.org/~/media/Files/asia/ (Access Date: 02.03 2016)
12. Police Reforms Programme. (2007).Gender Guidelines for Model Police Stations:
Retrieved from: http://prp.org.bd/downloads/GG.pdf (available in Bengal only).
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(Access Date: 01.03.2016).

13. Police Reforms Programme. (2011), Baseline Survey on Personal Security and Police
Performance in Bangladesh, p. 20.
14. Woolsey,S. (2010). Challenges for Women in Policing. Law and Order.
Retrived from www.hendonpub.com/resources/article-archive/results/details?id=1614. (Access
Date: 02.03 2016).
15. Bangladesh National Portal of Ministry of Women and Children Affairs (2011), National
Women Development Policy 2011.

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