Work-Life Balance Among Policewomen In Delhi
Author: LawSphereX
Category: General Law
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WORK-LIFE BALANCE AMONG POLICEWOMEN IN
DELHI
Dr. Ushvinder Kaur Popli, Professor, Department of Social Work, Jamia Millia Islamia, Jamia Nagar, New Delhi, 110025. Bharti Singh, Research Scholar, Department of Social Work, Jamia Millia Islamia, Jamia Nagar, New Delhi, 110025.
ABSTRACT
Work-life balance presents a significant challenge for policewomen due to their demanding jobs, characterized by irregular hours, exposure to violence, high stress, and physical and mental demands. These professional responsibilities intersect with domestic duties such as cooking, child-rearing, and caring for elderly family members. This research explores the complex challenges policewomen face in balancing work and personal life. The study was conducted in Delhi's Central District with ten participants, a qualitative approach was employed, using questionnaires and interviews. A purposive sampling was used for the selection of potential participants. The study revealed factors such as family size, childcare, unpredictable hours, and job rigidity contribute to dissatisfaction and conflict.
Recommendations include increasing police staff especially women, supportive working conditions, timely promotions, and better leave and transfer policies to support work-life balance. Keywords: policewomen, work-life balance, personal life, Stress, police culture.
INTRODUCTION
Achieving a harmonious work life balance remains a persistent challenge in today’s world. “Policing is a psychologically stressful work that involves the responsibility of maintaining law and order. For women in the police, this pressure intensifies due to societal expectations of them as primary caregivers responsible for household duties. It’s important to understand their daily struggle. The daily life of women police personnels is marked by a constant readiness to respond to emergencies and an unwavering commitment to the rule of law”. Since policing is one of the most “masculinized” and challenging professions, women in the field often face unique challenges and obstacles.
Factors like shift schedules, long and irregular working hours, and the expectation to remain available twenty-four hours a day make it even more difficult for policewomen to balance their careers with their personal lives, especially for married policewomen with childcare and family responsibilities. Many aspects can affect the work-life balance and lead to work-life imbalance like- work schedules, gender, police-culture, family characteristics, the age of children etc. Work life balance among police personnel, particularly policewomen, is a grey area that most researchers have not studied. In recent years, women have made significant strides in entering the workforce, performing and earnings on par with men.
Yet, a notion persists suggesting that men should primarily serve as breadwinners while women are expected to assume the roles of homemakers and caregivers for children and the elderly. It is the epoch of women empowerment, where women's roles in society, both in developed and developing countries, significantly contribute to economic activity. In countries like India, where household incomes might be relatively lower, women's work and earnings play a crucial role in augmenting family finances. However, when married women navigate dual responsibilities--personal life and work--they often encounter mental challenges and intricacies, leading to a phenomenon known as role conflict. This is the most significant problem for woman who strive to achieve high positions in their careers and professions, as these roles are equally challenging and important.
It is difficult to trace the history of women in the police force. In India, a small number of women were recruited into the police force in 1938 to address labour strikes in Kanpur. Subsequently, in 1939, a few women constables were appointed in Bombay, and in 1943, a similar recruitment took place in Kerala. Following the partition and its aftermath, several women's organizations emerged, necessitating the presence of women in the police force. The
surge in riots, violence against women, kidnappings, abductions, and various sexual offenses prompted the need to bolster the number of women in the police. Recognizing this need, the Delhi Police force took the pioneering step of recruiting women into the police ranks on a regular basis in 1948. In contrast to various other occupations, policing presents a distinct environment and role, especially for women. Job satisfaction stands as a crucial element in any profession, significantly impacting a worker's performance in terms of both the quality and quantity of work. The demands of police work and exposure to various stressful situations significantly elevates stress levels among police personnel. This stress adversely impacts their physical health, mental well-being, and interpersonal relationships.
The concept of work-life balance involves achieving effectiveness both at work and in personal life while dealing with potential role conflicts. Balancing work and personal life pose a significant challenge, especially for women employed in the police department. Police work typically demands readiness for duty round-the-clock, often requiring shift work and availability during unconventional hours. This arrangement can disrupt regular work hours and create an imbalance between professional duties and family commitments. Police departments may need to implement policies and practices that support work-life balance, such as flexible scheduling, mental health support, and parental leave options, to address these challenges effectively. It's important to recognize and address these issues to ensure the well-being and effectiveness of women in law enforcement.
Work-life balance can be defined as ‘effectively prioritizing between “Professional” (career and ambition) and “Personal” (health, pleasure, leisure, family and spiritual development/meditation). A simplistic definition of balance may be ‘sufficient time to meet commitments at both home and work’. The term work-life balance was coined in the USA in
1986. It centres around the concept of balancing work, personal life and family responsibilities.
In recent years, work-family conflicts have become increasingly significant due to societal and workplace changes. Work-family balance is defined as “satisfaction and good functioning at work and at home, with a minimum of role conflict”.
RATIONALE OF THE STUDY
It is widely believed that police professionals experience significant stress, as they are caught between increasing threats of violence and high public demand. Investigating work-life balance specifically among policewomen in Delhi can fill a significant gap in existing research. There
is limited information on the unique challenges, coping mechanisms, and strategies these women employ in a male-dominated profession and in a specific cultural context. Understanding the effects of work-life balance on the well-being of policewomen and on their performance could have implications for their job satisfaction, retention rates, and overall efficiency within the force. Insights into the challenges these women face could lead to the creation of targeted policies or initiatives aimed at supporting them in achieving a better worklife balance.
REVIEW OF LITERATURE
Over the years, investigators have been exploring the work-life conflicts and balance in various professions. Several pieces of literature have been reviewed to show the extent of research conducted on women's involvement in the police force, examining primarily work-life balance and associated issues such as the discrimination they encounter, their perceptions, their role in the family and the range of roles they undertake. Aleem S (1991) observed that women in police were used as social workers rather than as law enforcement officers, dealing mainly with matters concerning women and children. He also published a book that delves into the experiences of women police in Andhra Pradesh State, discussing aspects such as recruitment policies, training and promotion, functions and roles, as well as the challenges faced by the women's protection cell.
An analysis of the functions assigned to policewomen suggests numerous opportunities for them to act as catalysts for social change. Some potential functions in promoting social change include handling and investigating cases related to vice or sexual offenses, rescuing women and girls from sexual exploitation, assuming the role of social workers, and establishing the truth in cases of unnatural dowry deaths and bride burning. Hence, it can be observed that, with adequate resources and guidance, women police constables have the potential to act as agents of social change. Natarajan (1996) stressed the underutilization of policewomen potential in a wide range of activities. In her study, she interviewed policewomen and observed that women police officers were interested in performing the full range of police duties, but only in units staffed exclusively by women.
Yadav (2015) studied the satisfaction levels with work-life balance of policewomen in Vapi
city. The study measured the level of satisfaction perceived by the policewomen with respect to work-life balance and identified the key factors that influence work life balance among different categories of women employees in police department. It was found that the majority of women employees in police department are dissatisfied and have inconsistencies in worklife balance. Ashtankar (2016) conducted a survey examining how work-life balance, influenced by both work-family conflict and family-work conflict, impacts the well-being of police personnel. Well-being was assessed based on levels of satisfaction in both family and work domains, as well as mental pressure. Bharathi. S et al. (2015), examined to find out the challenges in professional and personal life and enhancers of work-life balance (WLB) amongst 186 working women in Indian IT sector.
The primary difficulties in professional life were extended working hours, travelling time, and participating in additional jobs and assignments. In their personal lives, the primary sources of stress were the awareness of being unable to manage their own affairs and the care of children and the elderly at home. The outcomes obtained indicated that most of the women prefer flexitime, supportive spouses, family and partners, as well as a conducive work environment to carry out their work at the office. Devi N et al. , (2018) analysed the current situation regarding the quality of service among policewomen and its anticipated advancements, particularly in the context of work-life balance. By addressing the challenges associated with this aspect, the study sheds light on the correlation between work-life balance and the delivery of excellent service.
Thornthwaite (2004) opined that historically, work-life balance issues have been considered personal issues, and employers have just responded to their employees’ needs by providing additional benefits such as on-site childcare services and paid maternity leave in the workplace. However, with environmental shifts and value changes of employees, employees’ desire for work-life balance has increased and employers have begun to offer more active support for their employees’ work-life balance. Rani and Anbarasu (2016) explored various facets of women’s police service and its impact on the family, including organizational perspectives, working hours, financial status, family dynamics, and job-related stress. The researchers suggest that mitigating dissatisfaction among
women police can be achieved by enhancing the quality of their work life through offering an attractive package of rewards and recognition for their efforts, as well as by improving the overall work environment. Gayathri and Karthikeyan (2013) stated that achieving work-life balance is not something that just happens. It involves efforts from various stakeholders, including the employee, the organization in which the employee works, the family with whom the employee resides, and the broader society in which they all exist. This necessitates mutual understanding and respect among all these players.
SIGNIFICANCE OF THE STUDY
The current study shares similarities with previous research conducted by various scholars, yet it sheds light on distinct aspects. The primary objective of this research is to enhance the personal lives of policewomen in connection with their professional roles. While numerous studies have explored the concept of work-life balance, there is a scarcity of such research in the Indian context, particularly for policewomen in Delhi. Existing studies often focus on specific regions, states, or countries, and the exploration of the impact of work-life balance among policewomen in Delhi remains largely uncharted territory. Thus, there is a crucial need to delve deeper and gain comprehensive insights into this area.
METHODOLOGY
According to Kothari (2004), research design is a plan, a roadmap, and a blueprint strategy of investigation conceived so as to obtain answers to research questions. The process of research design is a critical step in conducting research. By following the steps of research design, researchers can ensure that their study is well-planned, ethical, and rigorous. In this study, a descriptive research design was adopted to understand the issues in achieving work-life balance, including the influence of police culture, and to suggest recommendations for the police. It is a theory-based design process developed through data collection, analysis, and presentation. This enables a researcher to explain the how and why of their work. Descriptive design helps others better understand the rationale for the research.
RESEARCH FINDINGS AND ANALYSIS
In any study, the findings and analysis part are crucial. Findings are the information and input collected by the researcher during a survey. After gathering the information from the field, the researcher carefully looks at it for analysis. This section presents all the findings and the analysis of the data gathered through interviews. The results obtained from the interview schedule via interviews and informal discussion with policewomen, are organized into four major sections.
1. Socio-demographic profile of policewomen: Data was collected from ten
policewomen (one sub inspector, three head constables and six constables). Participants belong to the age group of twenty-nine to fifty-seven and all of them are married. Sixty percent of them live within a joint family system. It is also observed that there are more than four members present in their family. The majority (ninety six percent) of the participants earn an income ranging from thirty thousand to forty thousand and all respondents have more than six years of experience.
2. The role of police culture in the work-life balance: The police culture is characterized
by a mix of challenges and resilience for women. • Work schedule: The majority of the women in the study hold the rank of constable. They are willing to undertake all kinds of work equal to men. However, the impact of the schedule/routine is significant, particularly for mothers who leave their children behind with the family. This routine takes a huge toll on their health due to irregular sleeping schedules and fatigue. As one of the woman constables said “Khana time se nahi khaa paatey, neend kabhi puri nahi hoti. Agar mei bimaar bhi hogai toh haalat aisey hain ki leave bhi nahi le paungi” (I’m never able to eat on time, and I never get enough sleep. Even if I get sick, my situation is such that I will not be able to take a leave). • The approval of leave: Leave approval emerged as one of the most sensitive matters in the workplace.
Almost all respondents unanimously conveyed their significant discontentment with the leave policy. The primary grievance revolves around the lack of access to leaves as a guaranteed entitlement, particularly during critical moments,
urgencies, or personal and family needs. This issue stands as a primary factor contributing to strong responses. o Case -1: Agar staff me aur bhi mahalaien hoti toh shayad mujhe chhutti mil jati” Thirty-five years old Head Constable, with sixteen years of experience, recalled her case of not being granted leave during the demise of her close relative. “Maine puri situation batai thi sir ko, ki mere tau ji ka murder hogaya, lekin unhone leave ke liye mana krdia. Uske baad se meri tai ji se mere rishtey kharab hogae hn. Agar staff me aur bhi mahalaien hoti toh shayad mujhe chhutti mil jati”. (I had explained the entire situation to the supervisor, that my uncle had been murdered, but he denied me leave. Since then, my relationship with my aunt has deteriorated. If there were more policewomen in the staff, maybe I could have gotten leave.
• Excessive Duty Hours: The majority of respondents voiced their dissatisfaction with the unrestricted duty hours. They highlighted that during emergencies, they are summoned for duty at any time, requiring them to be available around the clock. This constant demand means they must be prepared to report to their respective police station and fulfil their duties at any hour throughout the day. The policewomen who have young children face the most challenges with arrangement duty, maintaining 24/7 availability and coping with irregular working hours, • Facing Discrimination and stereotypical Attitudes: All policewomen have encountered situations where their male colleagues or supervisors engaged in stereotyping and discrimination against them. This occurred with almost every woman.
In the beginning of their careers, most male colleagues were unwelcoming and making policewomen feel inadequate for the job and more suited to traditional roles. Almost every woman was told by male colleagues that women are not required or competent enough for the work, often citing their tendency to take too many leaves for familyrelated purposes. o Case- 2: Male colleague aisey hi tanj kas dete hn. (Male colleagues casually taunt us like this)
A constable, aged 30 recounted “ye toh aam taur pr sunney ko mil jata hai, male
colleagues aisey hi tanj kas dete hn, bol dete hain, aisey hi, ki ladies to aati hain, baatein banati hain aur time se pehle nikal jaati hain”, (this is something we commonly hear, male colleagues casually taunt us, saying that ladies just come, chat and leave before their scheduled time. ) o Case-3: Misbehaviour of Drunken Male Colleague One policewoman (constable, aged twenty-nine) recalled an incident when her male colleague, who was drunk, misbehaved with her at her previously assigned station. However, ninety percent of policewomen say that the environment inside the police station is now amicable and colleagues are cooperative. Furthermore, in general, policewomen express a preference for working within the police station rather than being assigned to field or external duties.
This preference stem from various factors, such as safety concerns, lack of infrastructure facilities, work-life balance, or the nature of responsibilities associated with station duty, which may be perceived as more conducive to their preferences or requirements.
3. Issues and Causes in Achieving Work-Life Balance, its impact on the Personal Life
and Vice-versa: • Family Responsibilities: Policing requires twenty-four-hour duty with no regular holidays and a fixed work schedule. This makes it very difficult for women to balance family responsibilities alongside police work. It was found that women police personnel are unable to spend time with their families due to heavy workloads. Policewomen experience a sense of disappointment or sadness as they are often unable to celebrate festivals with their families. This emotion may arise due to the demanding nature of their job, which frequently requires them to be on duty during festive occasions, limiting their ability to participate in family celebrations. • Impact on Health: Another participant, a woman Sub Inspector, aged fifty-seven, with thirty-seven years of experience, mentioned that she has developed diabetes and blood pressure due to work related stress.
However, all participants agreed that the job’s diversity and novelty make it interesting. Therefore, adopting changes in working hours
and implementing a shift system could potentially minimize stress levels for policewomen, fostering a better work-life balance. • Living away from family: The main emotional challenge reported by policewomen who do not live with their families and children is their longing to remain physically connected. This is often not possible due to the nature of their job. They attempt to stay connected with their families by taking leave whenever possible/ allotted to visit them. • Relationship Issues: Nearly eighty percent of policewomen experience a lack of time for their families, which consequently affects their relationships with husbands and inlaws. Moreover, ninety percent of policewomen struggle to find time to attend to their children's needs, including monitoring their studies, caring for them when they are unwell, and supporting them during exams.
This situation often leads to feelings of guilt and sadness. • Lack of Recognition and appreciation- Some individuals expressed concerns about the workload placed on policewomen. Despite performing their duties more efficiently than their male counterparts, their hard work and dedication often go unnoticed and underappreciated within the department. Nevertheless, ninety percent of policewomen expressed job satisfaction, attributing it to the associated social status and authority/power. Additionally, factors such as financial security, employment in a government organization, and the opportunity to build contacts contribute to the confidence and contentment of policewomen in their roles. 4- Suggestions by the participants for police departments to enhance work-life balance for women: Policewomen were generally content with the flexibility in their schedules.
However, they provided some recommendations to further improve worklife balance. • Leave: Policewomen believe that leave should be granted more easily, especially during family-related emergencies. • Transfer: Proper housing facilities near the police station should be provided, or transfers should be arranged for women with young children to locations closer to their homes.
Transportation: Transportation services should be provided to policewomen, as they often do not feel safe travelling, especially at night. • Behaviour of male colleague: there is a need to improve the attitude and approach of male colleagues towards women through compulsory workshops that promote gender sensitivity and respect.
RECOMMENDATIONS AND CONCLUSION
The findings of the study have important practical implications to the police organization. Establishing an organizational culture that promotes work-life balance is a long-term process, especially for large organizations like police department. This research emphasizes the significance of work-life balance (WLB) for women working in the police department. The study highlights that many policewomen experience work-family conflicts, leading to distress, fatigue and poor health. Policewomen generally face many problems- such as taking care of their children, not having time to take care of health, and experiencing conflicts in relationship with spouses and in-laws. In the workplace, they also encounter issues such as an unhealthy work environment, inappropriate behaviour from male colleagues, and the use of offensive language.
To address these issues, the study recommends: § Fostering a positive work environment by implementing a reward and recognition system to reduce dissatisfaction. § Providing timely leave, transfer, and transportation facilities, especially during odd hours. § Establishing a counselling centre in each district so that policewomen can discuss their problems with social workers. § Offering flexible work options to meet their family needs. § Implementing supportive and empathetic approaches within the police department to help policewomen navigate work-family challenges more effectively. § Encouraging women constables to participate in appropriate training programs to enhance their performance on duty and contribute to their overall well-being.
§ Organizing additional workshops to raise awareness and sensitivity among male police officers regarding their female colleagues. However, some policewomen are vibrant and capable, willing to take on diverse roles equal to their male counterparts, especially those who either don’t have children or are not living with their children and family. This approach maintains the dynamism of women in law enforcement, avoiding confining them solely to police station duties. At the same time, it highlights the challenges faced by policewomen with infants in managing their work-life balance. Adopting changes in working hours and shifts system can minimize the stress levels of policewomen, potentially bringing a balance between their work and personal lives.
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