Sexual Harassment and Gender Discrimination Recommendations for the Mexico City Police Department My Linh Do, Bill Schmitt, Julia Styles, Hsiu-Ching Wang, Zach Wincek, and Amber Zeddies

Overview Problem Definition Policy Goals Evaluative Criteria Status Quo Alternative Policy Measures Recommendations

Problem Definition Inadequate measures to deal with sexual harassment and gender discrimination in MCPD

Policy Goal Reduce the incidence of sexual harassment and gender discrimination within the Mexico City Police Department

Evaluative Criteria Effectiveness at achieving the goal Cost Overall benefits to the force Feasibility Time horizon

Status Quo 14% of officers in MCPD are women Negative public perception of MCPD MCPD is undergoing major reform Sexual harassment and discrimination occur in many forms Weak internal enforcement

Alternative Policy Measures Professionalization Strengthening existing enforcement mechanisms External oversight Sexual harassment and gender discrimination training Support networks for women officers Greater integration and promotion of women officers

Professionalization Improve training Rigorous hiring standards Code of ethics and professional conduct Clearly defined paths to career advancement Incentive systems to encourage excellence in public service

Strengthening Existing Mechanisms Communicating policies Reporting Investigation Enforcement Discipline

External Oversight Different forms of external oversight Public accountability Access to information Effective means of revealing, investigating, and resolving complaints of police misconduct Improved police image in the community

Sexual Harassment and Gender Discrimination Training Training teaches supervisors and employees how to: recognize negative effects of sexual harassment and discrimination prevent their occurrence enforce official policy report violations

Support Networks Internal Mentoring Professional development Role of mentors External Support Groups Civil society organizations Public institutions

Greater Integration and Promotion of Women Male-dominated profession of policing Benefits of female officers Targeted recruitment of female candidates Equal opportunities for promotion

Evaluation Criteria Policy Measures Effectiveness at Achieving the Policy Goal Cost Overall Benefits to the Force FeasibilityTime Horizon* External Oversight Moderate to High: holds internal affairs more accountable Low: not a prohibitive factor Moderate: improved accountability and public image Lowest: will be very difficult to implement Short to Medium-term Support Networks for Women Officers Low to Moderate: morale and confidence of female officers Lowest: role for civil society groups Lowest: little effect on rest of force Neutral: low priority, but not costly or controversial Short to Medium-term Strengthening of Existing Enforcement Mechanisms Moderate: necessary but not sufficient Moderate: with some variation Moderate: internal discipline Low: major reform needed, but many other priorities Medium to Long-term Gender Discrimination and Sexual Harassment Training Moderate: education and awareness Moderate: depends on extent of program Moderate: more educated and respectful force Low: a major and potentially unpopular change Short to Medium-term Professionalization Low to Moderate: indirect impact Highest: major financial commitment Highest: positive transformation of entire force High: process already in motion Long-term Greater Integration and Promotion of Female Officers Low to Moderate: equality of opportunity Moderate: higher training costs, but better retention Moderate: unique skills and abilities of female officers Low: not a top priority, current lack of female leadership Long-term

Recommendations Three distinct stages: Immediate measures Medium-term policies Long-term goals

Immediate Measures Establish a policy Promote the policy Start a support network Enhance external oversight

Medium-Term Policies Train supervisors Train the entire force Start a mentorship program Strengthen reporting and investigation mechanisms

Long-Term Goals Recruit and promote more women Continue professionalization

Thank you for your attention. Questions?