earticle

영어

In Korea, policewomen have contributed to the development of police organization and the improvement of public's perception toward police officers. However, due to the manpower shortage and the unique characteristics of police work, boundary of work of police women has been limited. Furthermore, physical attributes are likely to discourage police women to carry out equal police duties as their counterparts. In addition, because of immature gender equality culture in the police organization, there still exist prejudice toward women, conflicts between police women and police men, and insufficient support system for working mothers, which lead to lower the quality of life for police women. As of 2013, police women accounts for 7.8% (8,101persons) of the police personnel, among which 99.1% of police women's positions fall under the inspector, and only 0.9% of them is higher than chef superintendent, demonstrating imbalanced structure of rank. What is worse, 23% of police women are assigned to the police substations as patrol officers, which is regarded tough place both to women and men. Considering these situations, it has long been concerned that limited physical strength of police women might make it hard to effectively respond to crimes, which leads to weakening police's capacity to control crimes. In addition, as the number of fertile women has increased, maternity leaves have continued, but the impact of increasing personnel is inadequate. It is believed that these phenomena are caused by lack of a manpower supply and demand plan in the long term perspective. That is, a manpower supply and demand plan of police officers has been made in impulsive and unplanned manner. Meanwhile, policewomen tend to work in poor environments. As Korean society has not completely established democracy and rule of law, the public has a propensity to take governmental authority light, which is one of the major barriers to policing. Accordingly, under the current situation that job fitness for police women is not yet constructed, if the number of the police women, who have been selected for the justification of realization of gender equality and solution of imbalance of gender ratio, has continue to increase, personnel management of police women will be more difficult and placement of increasing elderly police women will become a burden of police organization in near future. The current study investigates police women's role and job performance, using literature research and interviewing police officers. Based on research findings, this study presents policy implications for desirable roles of police women. To improve police women's role and job performance, expanding scope of job and reinforcing their speciality are essential. By expanding community policing activities and service areas, police duties fitted into women's characteristics need to be identified and allocated for police women. A forward-looking personnel policy, such as planning department of regional National Police Agencies, is called for. In addition, increasing the number of police women need to be carried out focusing on effectiveness rather than goal numerical value. After a manpower supply and demand plan is developed by considering circumstances of public security and job functions, the number of police women needs to be gradually increased. The goal of hiring women as 10% of police officers should be reexamined. Regarding the imbalanced structure of rank, when students of Korea National Police University and cadets are recruited, by abolishing recruitment separating between men and women, opportunities to be executive police officers need to be enlarged. In recruiting police women, special recruitment rather than public employment should be utilized in order to make the best use of women officer's speciality. To improve the capacity of police response, efforts to enhance physical strength of police women such as further training sessions of an arrest technique, martial art, abd physical fitness test, need to be made. Lastly, day care facilities and a gender-responsive police welfare system should be expanded to support police woman's role as a working mom/wife and to raise their morales.

한국어

오늘날 여자경찰은 경찰조직의 한 축(軸)으로서 다양한 역할을 수행하고 있으나 인력부 족과 경찰직무의 특수성으로 인해 직무역할이 제한적이고 신체적·생리적 특성상 남자경 찰과 대등한 역할을 수행하는 데는 한계와 제약이 있다. 또 경찰조직 내에는 아직도 양성 평등문화가 성숙되지 못하여 편견이 잔존하고 있고 일-가정 양립을 위한 모성보호제도가 미흡하여 직무만족도는 아직 낮은 단계에 있다 할 수 있다. 2013년 기준 여자경찰 인력은 전체 경찰공무원 103,540명의 7.8%에 해당하는 8,101명으 로 그 중 경감 이하가 99.1%를 차지하고 있고 경정 이상은 0.9%에 불과하여 기형적 계급 구조를 형성하고 있다(경찰청, 2014). 또한 전체 여자경찰관의 23%가 남자경찰도 힘들어 하는 지구대·파출소에 배치되어 있으며 체력적·생리적 한계로 인해 현장 대응능력이 떨어 져 치안력 약화가 우려되고 있다. 더구나 가임기 여자경찰의 수가 압도적으로 많은 가운데 육아휴직자도 점점 늘어나고 있어 증원의 효과가 미미한 실정이다. 이러한 현상은 중·장기 인력수급계획의 부재로 증원이 즉흥적이고 무계획적으로 이루어진 결과로 풀이된다. 치안여건 또한 여자경찰이 근무하기에는 매우 열악하여 직무수행 과정에서 많은 애로 를 겪고 있다. 따라서 여자경찰 특성에 맞는 직무역할이 자리매김 되지 않은 현실 속에서 양성평등 실현과 성비의 불균형 해소라는 명분으로 산술적인 증원에만 치우칠 경우 여자 경찰의 인사관리는 더 어려워지고 향후 늘어나는 고령 여자경찰관의 직무배치 또한 큰 부담으로 작용할 수밖에 없다. 여자경찰의 직무역할을 제고하고 확대하기 위해서는 무엇보다 여자경찰이 담당하는 직 무영역의 확대와 이를 위한 여자경찰의 전문성 강화가 필수적이다. 지역사회 경찰활 동과 서비스 기능을 확대하여 여자경찰의 특성에 맞는 직무역할을 발굴하고, 지방경찰 청 등 기획부서에도 문호를 대폭 개방하는 전향적 인사정책이 요청된다. 또한 승진제도도 재검토하여 현재의 기형적인 직급구조를 개선하는 것이 필요하다. 여자경찰 신규 채용은 특별채용방식을 확대하여 전문성 위주로 채용방식을 다양화하고 충원은 단순히 산술적인 채용목표치의 달성보다는 치안여건에 따른 경찰직무의 효과성과 효율성에 중점 을 두고 추진하되, 먼저 여자경찰의 직무역할을 고려한 인력수급계획이 마련된 이후 점진 적으로 확대해 나가는 것이 바람직하다. 현장대응능력 향상을 위해 무도와 체포술,체력검 정을 강화하고 직장과 가정 양립을 위한 보육시설과 각종 편의시설 확충 등 맞춤형 복지 제도를 마련하는 것도 시급한 과제 중의 하나이다.