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Rosell, E., Miller, K., & Barber, K. (1995). Firefighting women and sexual harassment. Public Personnel Management, 24(3), 339-350.

Julie Cogin Alan Fish, (2009),"Sexual harassment – a touchy subject for nurses", Journal of Health
Organization and Management, Vol. 23 Iss 4 pp. 442 – 462

Dick, P. and Jankowicz, D. (2001) ‘A social constructionist account of police culture and its influence on the representation and progression of female officers’, Policing: An International Journal of Police Strategies & Management, 24(2), pp. 181–199

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Boyle, Koritsas, Coles & Stanley (2007). A pilot study of workplace violence toward paramedics. Emergency Medicine Journal, 24(11), 760-763

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gender discrimination/intimidation - try to gain more of a variety of fire officers, male and female but go on further to include more races etc.
good leadership may help to reduce bullying/intimidation - policies to make sure good leadership is implemented?

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In firefighting services there is a male-dominance. Women, even though they are increasing in number, still report prejudice, hostility and sexual harassment and the fact that they are a minority makes them look vulnerable. Discrimination against women affects their emotional and physical well-being and morale, making them more vulnerable to stress and increasing the use of sick to avoid going to work. This, in turn, leads to increase in turnover, worse performance at work and decrease in career commitment.

A second major problem is the fact that policies for sexual harassment are not working. In a study done in 1995 (Rosell, Miller & Barber), 2/3 of the reported cases of sexual harassment were left unattended. Stereotyping is an issue and the fact that a woman firefighter is first a woman and then a firefighter is an issue that still takes place nowadays. In a more recent finding (Cogin & Fish, 2012), sexual harassment (SH) was studied in nurses and it was found that 60% of them reported SH. It was also found that 35% of males also reported SH, probably due to stereotyping and the leading idea that being a nurse is a "woman career". Again, mechanisms to avoid SH such as awareness training and policies have failed to reduce the SH frequency.

Organizational culture of police forces promotes “masculine values” which engender particular views of women, of the nature of policing and of the roles for which men and women officers are believed to be most suitable. In the police force, generally women are seen to be better suited to the "soft" policing - problem solving and compassionate model of police work, rather than the "masculine" model of policing - coercive crime fighting tasks. (McCarthy, 2013)

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Intimidation is prevalent both in each individual service and within the services which can generate intimidation of a whole organisation. Intimidation seems to occur during any stage of the emergency services particularly integrating with leadership. The idea of a hierarchical system can cause intimidation culture to occur either when looking at a boss-employee relationships, organisation-organisation relationships or even to gender differences and issues. Within the news article, it is mentioned that the police service almost intimidate the fire service as a way to convey that they believe they are "above" the fire service. From this, it seems that as it is done to them as a whole organisation, intimidation seems to be prevalent within the fire service between employees.

# data[].attributes.subject
Intimidation is prevalent both in each individual service and within the services which can generate intimidation of a whole organisation. Intimidation seems to occur during any stage of the emergency services particularly integrating with leadership. The idea of a hierarchical system can cause intimidation culture to occur either when looking at a boss-employee relationships, organisation-organisation relationships or even to gender differences and issues. Within the news article, it is mentioned that the police service almost intimidate the fire service as a way to convey that they believe they are "above" the fire service. From this, it seems that as it is done to them as a whole organisation, intimidation seems to be prevalent within the fire service between employees.

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gender intimidation - sexual harrassment

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Wright (2008)
- lesbians who have come out at work in the fire services, avoid unwanted sexual attention, and may find it easier than heterosexual women to be accepted into the "watch culture", in which "masculinity" is highly prized and fitting.
- lesbians find it easier to lower the boundaries that men heighten for women (Kanter, 1997)
- the dominant group (males) tend to exaggerate the differences between themselves and the females, so heightening the boundary between themselves and the others, commonly in the form of sexual innuendo or seeking permission to swear or talk about football. It was found that lesbians are more likely to resist boundaries being heightened by emphasising the similarities between them.
- the acceptance of lesbians does not transfer to gay men the same, majority of the time, it goes the other way as it is deemed as a "threat" to the masculinity.
- unwanted sexual attention is often problematic for heterosexual women who are stereotyped, in the fire services
- one of the main challenges facing women in the work place is balancing their work and family life, the lack of role models in the workplace, and the effects of unconscious bias or stereotyping (Stroud, 2011). However, the unconscious bias and stereotyping was not solely due to the gender of the individual.
- in the police force, generally women are seen to be better suited to the "soft" policing - problem solving and compassionate model of police work, rather than the "masculine" model of policing - coercive crime fighting tasks.(Mccarthy, 2013)

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Intimidation culture - usually a group of people but each individual can be intimidating in different ways. An example within the services = boss-employee relationship.
Within the news article it states how intimidation occurs between the services - as the police gain more money, more government assistance etc. this could result in the belief that they are "above" firefighters - intimidation of a whole organisation.

Boyle, Koritsas, Coles & Stanley (2007) - workplace violence towards paramedics.
87.5% of paramedics exposed to workplace violence and intimidation was prevalent (55%, second highest).
https://www.researchgate.net/profile/Janet_Stanley3/publication/5890615_A_pilot_study_of_workplace_violence_towards_paramedics/links/545fe5c30cf27487b450ac28.pdf

Police and intimidation (police intimidation on witnesses)  - http://www.popcenter.org/problems/witness_intimidation/pdfs/maynard_fullreport_1994.pdf

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This study investigated the importance of leadership on strategic change.  They found a relationship between workers adopting behaviours to cause this change and good leadership.  We can apply this to emergency services because to reduce intimidation good leadership is required.