Assessment on the Implementation of Gender-Sensitive Policing in Selected Cities of the National Capital Region: A Holistic Approach

Abstract

This study assessed the implementation of gender-sensitive policing within a law enforcement organization, focusing on Gender and Development (GAD) compliance, adherence to the Magna Carta for Women, and officers’ attitudes toward their counterparts. The respondents were predominantly aged 31 to 40 years old (54.0%), mostly unmarried (64.7%), and largely holders of bachelor’s degrees (91.4%). In terms of rank, the majority were Police Staff Sergeants (38.8%), with most having 11 to 15 years of service (41.7%). A significant portion of respondents were assigned to Administrative and Support Roles (30.2%) and the Women and Children Protection Desk (28.1%), indicating their active involvement in both operational and community-based policing functions.

The findings revealed that the level of implementation of gender-sensitive policing was generally high. GAD compliance (mean = 3.32) and adherence to the Magna Carta for Women (mean = 3.39) were both rated as “well implemented,” suggesting that gender-related policies and frameworks were effectively institutionalized within the organization. However, attitudes toward counterparts (mean = 2.61) were rated as “implemented,” indicating a relatively lower level of development in interpersonal and cultural aspects of gender sensitivity.

Further analysis showed no significant differences in respondents’ assessments when grouped according to age, civil status, educational attainment, and length of service. This suggests a consistent level of awareness and application of gender-sensitive practices across various demographic and professional groups. The uniformity in responses indicates that gender-related policies have been successfully integrated into organizational systems and are applied consistently among personnel. Despite these positive outcomes, the study identified several challenges, particularly in strengthening collaboration between male and female officers, enhancing mechanisms for addressing gender-related concerns, and expanding mentorship opportunities. Additional concerns included promoting gender equality in teamwork, fostering confidence in professional competence regardless of gender, and encouraging inclusive participation in decision-making processes. In conclusion, while gender-sensitive policing policies are well-established and institutionalized, challenges remain in fostering a more inclusive organizational culture and improving interpersonal dynamics. Continuous efforts in training, policy reinforcement, and cultural transformation are essential to ensure the effective and sustainable implementation of gender-sensitive policing practices.