MRC/CSO Social and Public Health Sciences Unit, School of Health and Wellbeing, University of Glasgow, Glasgow, UK.
Adam Smith Business School, University of Glasgow, Glasgow, UK.
BMC Public Health. 2024 Sep 28;24(1):2659. doi: 10.1186/s12889-024-20152-1.
Female police officers are reported to encounter more bias, discriminatory practices, and inadequate support than their male counterparts and experience poorer health outcomes. This meta-ethnographic review looks beyond individual responsibilities to consider which aspects of policing impact the health and well-being of female police officers.
Primary qualitative and mixed method studies published between 2000 and 2024 were included. ProQuest (all databases) and Ovid (Medline and Embase) were searched using terms related to health, wellbeing, females, police, and qualitative research. This was a cross-jurisdictional review, with no limit on country of study. In total, twenty-one papers met the inclusion criteria. A seven-phase inductive and interpretative meta-ethnographic technique was employed to synthesise, analyse, and interpret the data.
The data analysis revealed a distinct outcome that demonstrated a strong relationship and substantial impacts of organisational injustice on the health and well-being of female police officers. Our findings showed that organisational injustice, encompassing procedural, relational, distributive, and gendered injustice, significantly influences the health and well-being of female officers. Impacts on mental health were commonly discussed, followed by aspects influencing social health, workplace wellbeing, and physical health. Moreover, the effects of these four forms of organisational injustice and the associated cultural, systemic, and structural risk factors extend beyond the immediate health and wellbeing impacts on the individual female officer through impeding other aspects of their work life, such as career progression and work-life balance, that can further impact long-term health and well-being.
This review highlights the importance of addressing organisational injustice and the cultural, systemic, and structural risk factors within policing to promote healthier and more inclusive workforces for female officers. Policymakers and practitioners should critically examine policies and practices that may appear gender neutral but disproportionately impact women, affecting the health and well-being of female police officers. By addressing these issues, transformative action can be taken to create safer, more supportive, and healthier working environments for female police officers.
据报道，女性警察比男性警察遭遇更多的偏见、歧视行为和支持不足，并经历较差的健康结果。这项元人种学综述不仅考虑个人责任，还考虑了哪些警务方面会影响女性警察的健康和福祉。
纳入了 2000 年至 2024 年间发表的主要定性和混合方法研究。使用与健康、福祉、女性、警察和定性研究相关的术语，在 ProQuest（所有数据库）和 Ovid（Medline 和 Embase）上进行了搜索。这是一项跨国界综述，对研究国家没有限制。共有 21 篇论文符合纳入标准。采用七阶段归纳和解释性元人种学技术对数据进行综合、分析和解释。
数据分析显示出一个明显的结果，即组织不公正对女性警察的健康和福祉有很强的关系和重大影响。我们的研究结果表明，组织不公正，包括程序不公正、关系不公正、分配不公正和性别不公正，对女性警察的健康和福祉有重大影响。心理健康的影响经常被讨论，其次是影响社会健康、工作场所幸福感和身体健康的方面。此外，这四种形式的组织不公正以及相关的文化、系统和结构风险因素的影响不仅限于对个别女性警察的即时健康和福祉的影响，还会通过阻碍她们工作生活的其他方面，如职业发展和工作-生活平衡，进一步影响长期的健康和福祉。
本综述强调了解决警务组织不公和文化、系统和结构风险因素的重要性，以促进对女性警察更健康和更具包容性的劳动力。政策制定者和从业者应认真审查那些看似性别中立但对女性有不成比例影响的政策和做法，这些做法会影响女性警察的健康和福祉。通过解决这些问题，可以采取变革性行动，为女性警察创造更安全、更支持和更健康的工作环境。
