Department of Political and Administrative Science

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Browsing Department of Political and Administrative Science by Author "Chelimo, Beata"

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    Gender Mainstreaming Practices and Women Career Development in Uganda Police Force; A case of Police Headquarters, Kampala
    (Uganda Management Institute, 2018-02) Chelimo, Beata
    This study sought to investigate the extent to which Gender Mainstreaming Practices affect Women Career Development in the Uganda Police Force (UPF). The study was guided by two specific research objectives namely: investigating how Human Resource Polices affect women career development; and examining the extent to which Affirmative Action affects Women Career Development in the Uganda Police Force. The study adopted a case study research design. A representative of 125 respondents made the sample population for the questionnaire administration and six key informants responded to a face to face interview. Primary data was collected through questionnaires, key informants and Documentary Check list. The collected data was analyzed using Statistical Package for Social Sciences (SPSS) and presented using mean, frequencies and standard deviation. The qualitative data was presented in a narrative form. Study findings revealed that Human Resource Practices Significantly affects Women Career Development in UPF and the coefficient was .198*. Secondly, Affirmative Action influences Women Career Development in UPF and the coefficient was .404*. While women now participate in the different levels of the police, they are not anywhere near the men, they remain concentrated in the lowest ranks and underrepresented in leadership positions. The existing gender mainstreaming practices have tried to promote Women Career Development, but the gender gap in terms of recruitment, capacity development, promotion, numbers, performance and long service is still very high. Very few women are part of the top decision making process like Police Authority, the Police Council and Police Advisory Committee. The study recommends the development, approval and implementation of gender sensitive policies and practices, such as the recruitment policy, placement policy, the sexual harassment policy and adoption of a robust affirmative action especially on gender balance and adopting zero-tolerance to sexual harassment.