The data analyzed in this study are part of a larger project designed to improve police management training in Ukraine through the development of context-specific short courses for senior managers. During the first phase of this project, surveys examined the current methods and styles of management in the militia; managers were asked about their own work, and lower ranking militia officers were asked about their expectations and perceptions of managers. The data presented and analyzed in the current study are based on their views, focusing on the differences between male and female respondents. Almost 600 of the approximately 7,000 officers in the various departments of the Kyiv City police completed questionnaires. The issues addressed in the survey were the reciprocal relationship between officers and line managers, opinions on roles within the militia, current methods of police management, the future for police management, and perceptions of police management training. The study found that female respondents were much less satisfied with their jobs than their male colleagues. Women were much more pessimistic about their relationship with their managers, with fewer female than male respondents stating that the relationship was good. Also, female respondents were more likely than male respondents to perceive that their line manager used an authoritarian style of management, and the women officers were much less satisfied with the management style used by their superiors. The most common negative management characteristics mentioned by female respondents were rudeness and antagonism, along with a lack of respect for subordinates. Male respondents were more likely to cite nonpersonal issues such as disorganization, a lack of competence, or a lack of objectivity. The authors propose a three-level model to address some of the significant problems revealed in the study. Macro-level change focuses on the legislative and political framework within which the police operate. Mezzo-level change pertains to reform within the Ministry of Interior and militia organization. This involves focusing on new ways to recruit women officers and ensure their equal treatment in the course of their employment. Micro-level change involves significant attitudinal changes in individual militia officers, both male and female. Female officers should do more to promote their rights within the organization, and male officers must be more supportive of positive work experiences for female officers. 8 tables, 4 notes, and 41 references