Sir Robert Peel marked the birth of the London metropolitan police in 1829 with the historic words: "The police are the public, and the public are the police."

That was a laudable ambition, but it told only half the story. For the public that made up Peel's police service was entirely male. The female half of society was excluded.

It has taken many years of courage – and in some cases sheer bloody-mindedness – on the part of some of the pioneers of women in policing to challenge that exclusivity. Much has been achieved. Formal and informal barriers to recruitment and promotion, from not many generations back, have been broached routinely. There are women who are chief constables and hold senior roles, though not nearly enough.

The right for women to have a meaningful career in policing has been hard-won, together with an equality of opportunity which at times, remains a matter of continuous struggle.

I am a senior police officer and I see myself first and foremost as a policing professional who happens to be a woman. On the other hand, as a citizen, a wife, a mother, a daughter and a friend, I see clearly that I am a proud woman who happens to be an experienced, well-trained and skilled police officer. As always, it is a matter of balance – a skill that most women develop as a matter of routine.

But does maintaining that balance affect the way I do my job? Am I a better police officer for being a woman? Others may have a view on that, but for me, the honest answer to both questions is yes.

During my service I have developed a leadership style based on empathy, encouragement and compassion. I try to listen, to lead by example, to work hard to gain the professional respect of my colleagues – men and women. But in policing terms I make it very clear that I command. None of these is an exclusively female attribute, but they all contribute to a style which I believe is based on my gender.

There can be a perspective which is uniquely female and which is capable of making a nuanced contribution to a rounded and inclusive whole policing service, which is not at odds with equality.

I am an active member of the Women's Police Association (WPA). The fact that the WPA exists and nurtures the gender agenda is a reflection of the importance of affirming and sustaining the strides made by female colleagues.

The association works hard to look continuously at the values expressed by female colleagues, at the gender balance in policing, at ensuring there is a female voice in all influential fora, at the importance of work-life balance (which is of equal significance to my male colleagues) and at the overall work environment.

Northern Ireland is a unique place for policing. Major challenges remain, not least the continuing terrorist threat to police officers. But, today there is greater equality of opportunity than ever before. That has been achieved partly through legislation, partly through finely focused recruitment and partly through a growing consensus across the political spectrum for the need to support policing and the huge benefits that embracing diversity brings to our service.

When the police service of Northern Ireland came into being in 2001 there was major under-representation of both catholic and female officers. Through hard work, the workplace makeup has changed and it continues to do so. This can only be a good thing for the communities we serve, through the benefits of diversity.

Tina Barnett is temporary detective chief superintendent in the police service of Northern Ireland. She is also the chair of the Women's Police association

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