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What strength do women bring in law enforcement?

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Were women given the same task in men in policing?

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How did the public react to women being included in policing?

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How long did it take for women to be hired? Was their process any different than men?

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history of women policing

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Archived | FEMALE POLICE OFFICERS IN THE UNITED STATES

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has great info

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In history, Was there a women who tried to be the first and fail?

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How many women become sergeants, lieutenants or chiefs?

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Do women in policing face any challenges to being promoted?

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What challenges to women of color face as officers?

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What are some benefits that women in policing bring to the department/community?

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Does women police officers make communities feel more trust and or safer?

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How can we foster a better environment to help support harassment towards women officers?

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Are there any efforts in mental health for support when it comes to burnout due to harassment (sexually, gender bias) to keep women officers around and feeling supported in a department that will ensure change?

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Has good info on POC officers and impacts women bring to communitites

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By Jenn Moss

A law enforcement agency's most valuable recruiting tool is its people. For underrepresented minorities - more specifically, women - that can be even more true. Women currently make up just over 12% of police officers nationwide. There are even fewer women, currently only 3%, in leadership positions within police agencies. Efforts such as the 30×30 Initiative strive to increase the number of women in policing to 30% by 2030.

While agencies are thinking outside the box to adjust recruiting efforts and make changes to the hiring process to attract more candidates, it is time for individuals and leaders in law enforcement to take greater ownership of how we may be contributing to the problem and how we can make changes to become part of the solution.

Agency Culture

Let's start with agency culture.

I believe most law enforcement leaders believe they support women within their agency, recognizing that research has suggested women officers are less likely to use force and are perceived by their communities as more honest and compassionate.

Many departments support families in a variety of ways such as expanded maternity and paternity leave, often providing paid time off for new parents. Other agencies have found ways to provide childcare at their facilities.

While these are welcome changes, they don't tell the full story.

For example, consider what happens when a female officer chooses to start a family, gets pregnant and leaves her patrol assignment for a light-duty role (likely administrative) during her pregnancy. Shortly after returning from maternity leave, she decides to test for a supervisory position. What thoughts come to mind about her potential capability as a supervisor?

There are likely some who would start to question her capabilities, based on her lack of patrol tenure and experience. While she may technically be eligible to test for the supervisor position, she may not actually have the time in the field to show for it. Would leaders hold the same opinion of a male officer who spent six to nine months in a light duty assignment due to a work-related injury?

If women, who often want to have both a family and a career, believe they are going to be "punished" for having children, they are less likely to believe in their own abilities and are therefore less likely to pursue promotional opportunities. Administrative assignments do not make an officer less of a contributing member to their agency or a less capable supervisor. If we changed the narrative and saw administrative assignments as opportunities, perhaps the stigma would change.

Working in other areas of an agency provides perspective; with perspective comes insight. It provides the ability to see the entire field of play. Also, serving in other areas of the department provides the opportunity to look behind the curtain and see how the agency functions. These insights help make stronger leaders.

Investigating Opportunities

During my own career, when I had been working for the agency for approximately 12 years and a sergeant for the previous four, I decided to pursue an investigative supervisor position. I was ready to try something new and wanted to diversify my skillset. An opportunity arose and I asked to meet with the investigative section captain. During our meeting, I explained how I believed I would be valuable to the investigative unit and shared the skills and experience I possessed. He then commented that perhaps I wasn't ready - after all, I hadn't actually spent much time in patrol.

I was quite surprised to hear this comment from a captain whom I had never had the opportunity to work for up to that point in my career. Additionally, what he was saying was not accurate, and I doubt he had taken the time to review my personnel file to see where I had worked during the previous 12 years or what the quality of my work performance had been during my tenure. I politely corrected him and finished our discussion. Needless to say, I was not selected for that particular investigative assignment, but I did eventually get selected for a different one. However, his comments certainly made me realize that perception is reality. Also, I found myself wondering how many other women in law enforcement had similar experiences.

Women Face Unique Challenges

Law enforcement is a paramilitary profession. It involves shift work, working weekends and holidays, call-outs and overtime. The schedule can be unforgiving. We have all faced the difficulties of balancing work and family, missed birthdays and anniversaries, and juggling the simple stuff like school pickups. However, for many women, those challenges are exponentially more difficult because they are still the ones who take on more of the household responsibilities while men spend more time on paid work and leisure activities.

In a male-dominated profession like policing, women face increased challenges when attempting to balance work and family responsibilities. This is especially true when male supervisors project their own household experiences onto their female employees, creating greater expectations for women both at work and at home.

If a female officer decides to leave patrol (and therefore, leave shift work) to take an administrative assignment because the work hours make it easier to care for her family and small children, is she a less capable officer? What if, a few years later, that same officer decides to participate in a promotional process for supervisor? Based on my experience, there are often other officers, sergeants and commanders - both men and women - who question her capabilities. It is time we recognize that a culture that fosters this attitude is one where women will always struggle to successfully promote.

Whining and Dining

Like so many others in law enforcement, I went through a divorce. At the time, I had three young children who were all active in sports, which made balancing work life and home life challenging. I had recently been promoted to lieutenant and was working in an administrative assignment. One afternoon, my supervisor told me that if I needed to, I was welcome to take work home. After the kids went to bed, he told me, I could "have a glass of wine and get some additional work done." While he may have thought the comment was helpful, it felt like a punch in the gut to me.

He had no idea what my evenings looked like at the time. The truth is, they were as far from "relaxing with a glass of wine" as anyone could get. We were eating today's dinner, which I'd cooked at 11:00 the night before, out of Tupperware in the car on the way to the soccer field. And, when I got back home, got the kids showered, helped them finish homework, changed out of my work clothes and prepared tomorrow night's dinner, it was finally time to go to bed just to get up the next day to wash, rinse and repeat.

While we all have struggles, women - especially single moms, but also those who are doing more than their share of the work at home - face different challenges that frequently go unrecognized.

How Women Treat Each Other

As a new female officer with just over one year on the department, I was asked by my patrol division captain to leave my patrol squad and move to a semi-patrol tactical squad assigned to address various patrol divisional quality-of-life issues. I turned him down, believing I needed more time in my patrol assignment to develop the skills necessary for a successful career moving forward. I also knew that, as a woman, I would be judged for leaving patrol "early" for an assignment that usually required a minimum of three years in patrol. I did not regret my decision. I still don't.

A couple of years later, when I finally had enough time under my belt, a position in the same squad came open. This time, I decided I was ready for the challenge. Anyone interested was asked to submit a memo of interest. I decided to throw my hat into the ring, as did another female officer with less tenure than me. Prior to submitting my memo, I asked my then-sergeant, another woman, to review my memo and provide me feedback. She read through what I had written and told me it looked good. I submitted it feeling confident that with my tenure, and having been previously asked by the captain to move to the squad, I was a shoo-in. Imagine my surprise when I was not ultimately selected.

When I asked the captain for feedback as to why I was not chosen, he told me that my memo was severely lacking. What I didn't know at the time - and what my sergeant failed to share with me - was that a memo of interest is supposed to be a written resume detailing your experience and qualifications. I felt as though my sergeant had sabotaged me by failing to provide me with the constructive critique I needed when she reviewed my memo draft.

How Women Should Treat Each Other

While I have been the target of poor behavior, I have also behaved poorly. Many years later, I was in the testing process for lieutenant. When the day arrived for our assessment center, I showed up in a new suit. I mean, who doesn't want to look good and feel good when trying to present their best self when being evaluated for a possible promotion? Also in the testing process was another female sergeant. For much of my career, I must admit that I was never a fan of hers. Through the grapevine of police gossip, I had heard many disparaging things about her reputation and performance as a cop. I think we have all known someone whose reputation preceded them in this way.

Now imagine me on assessment center day, standing tall and confident in my new suit. Several of us were standing in a room waiting for our next scenario when this sergeant approached me. Apparently, in my excitement preparing for the assessment center, I had failed to cut the tack stitching off my suit. While this could be considered an insignificant detail, in my mind, it was huge. Here was a woman - who at the time I would not have considered a friend - not only telling me my tack stitching was still in place but also cutting it for me to help prevent me from looking like an idiot. There were people there that day who I considered friends and they either didn't notice or chose not to say anything. Instead, she literally straightened my proverbial crown.

My opinion of her was forever changed. I have never forgotten that moment or the lesson it taught me. I should have never judged her based only on what I had heard about her. Rather, I should have formed my own opinion based on my own experiences.

Neither of us passed that assessment center (that is a story for another time), but I did successfully promote to lieutenant a few years later. She remained a sergeant and toward the end of my career, I had the pleasure of being her boss. She was an outstanding supervisor and had many strengths I had previously failed to acknowledge. What I realized is if we spend all our time focusing on each other's flaws, that is all that we will see. Instead, we must focus on each other's strengths and seek opportunities to help each other find success. Unfortunately, we all too often focus on what each of us does wrong rather than focusing on what we do well.

Mutual Support

As women, we expect other women to be supportive and understanding. In law enforcement, it can be quite the opposite. We tend to be judgmental of other women, especially those who may not have the greatest reputation since we must work harder to establish ourselves and our reputation as competent officers. We can also see each other as competition for the few spots "they" are going to give to us instead of to the men. However, this pervasive attitude must change if we truly expect to increase the number of women within law enforcement agencies and in leadership positions within those agencies.

I was fortunate to find an organization that promotes women in law enforcement, the National Association of Women Law Enforcement Executives (NAWLEE). Through that organization, I met some of the most incredible, smart, talented and supportive women in my career. Find your tribe or build your own. At the end of the day, as women in law enforcement, we share the responsibility of helping to create a supportive culture for our female peers within the policing profession. If we don't, why would anyone else?

If your people are your most valuable recruiting tool, you should probably know what they're saying about the culture of the profession. If they are sharing stories similar to those I shared above, then your chances of recruiting more women are likely diminished. If you think my experiences are an anomaly, take some time to review the Police Executive Research Forum's (PERF) recent report on Women in Police Leadership as it provides some valuable insights. With a focus on diversity, equity and inclusion within law enforcement, agencies should not just focus on their communities, but also focus on their largest asset: their people.

About the author
Jenn Moss is a retired lieutenant from the Tucson Police Department in Arizona. She has over 21 years of experience in law enforcement and has served in patrol, investigations, emergency management, training and professional standards. She is a graduate of the Police Executive Research Forum's Senior Management Institute for Police and holds a bachelor's degree in public administration with an emphasis in criminal justice as well as a master's in public administration, both from the University of Arizona. Jen now works as a content marketing specialist for Lexipol.

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Police culture and women in law enforcement

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As agencies work to increase the number of women in law enforcement, more attention must be paid to cultural behaviors that hold women back

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This shows the benefits women bring to policing

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Erik Fritsvold, PhD

Women account for a small but growing percentage of police officers ( 11.6% nationally, up from just 3% in the 1970s). However, the need to recruit, train and promote more female officers is receiving far more attention than ever before.

The encouraging momentum toward creating a more balanced public safety force is fueled in part by a growing appreciation of certain unique and valuable professional qualities that women often bring to law enforcement. Such qualities (the three most important are described below) are believed to enhance the ability of law enforcement agencies to make a positive impact on the communities they serve.
[RELATED] How a Master's in Law Enforcement Leadership Helps Give Women a Competitive Edge [Free eBook] >>
Primary Benefits of Recruiting More Women in Law Enforcement

While most departments and law enforcement agencies are aware of the need to hire a diverse workforce, diversity initiatives often focus more on ethnicity than gender. That's a problem because, with women making up such a small minority of law enforcement, almost half of the population has been excluded from a career in which they could affect significant and positive change.

This despite considerable evidence that women are having "a profound impact on the culture of policing," according to Chuck Wexler, executive director of the Police Executive Research Forum, who told the Associated Press that "they bring their own set of skills to a traditionally male-dominated culture, and that is very helpful."

Citing research that women are skilled at using communication to help diffuse potentially volatile situations, a practice that is increasingly being emphasized in many police and sheriff's departments, Wexler said, "departments who have had a lot of experience hiring women recognize how invaluable they are in diffusing contentious situations."

Here are three ways women are having a positive impact on law enforcement practices.

1. Women officers are less likely to use excessive force.

One of the two most widely acknowledged benefits of recruiting more women for careers in criminal justice is the fact that, according to an article in The Atlantic, "Women officers are less likely to use excessive force or pull their weapon. They are defendants in lawsuits far less often than men, saving municipalities millions in legal fees."

This is especially important during a period when police use of force is under increased scrutiny, often causing heightened tensions between police and the communities they serve.

2. Women officers are skilled at addressing violence against women and sex crimes.

One of the most critical areas where women in law enforcement can make a difference is in addressing violence against women and sex crimes.

"It is absolutely critical to have women working in criminal justice," said Jennifer Montoya, a criminal investigator with the Department of Defense and now working toward her M.S. in Law Enforcement Leadership at University of San Diego. "For example, with sexual assault cases, the victim might want to talk to a woman. But that can't always happen because there aren't enough females in the department and it ends up affecting the mission. These are human beings we are dealing with. Sexual assault is an extremely sensitive issue and we need to be able to act humanely."

3. Women officers can help improve police-community relations.

The Washington Post shared findings on women's aptitude for communication and restraint in using force, reporting that "over the last 40 years, studies have shown that female officers are less authoritarian in their approach to policing, less reliant on physical force and are more effective communicators. Most importantly, female officers are better at defusing potentially violent confrontations before those encounters turn deadly."

"The dedication to ethical conduct and compassionate service is what law enforcement is, or should be, all about," said Tiffany Townsend, a San Diego sheriff detective who earned her master's degree in Law Enforcement Leadership from University of San Diego. "I believe I provide a public service every time I go to work."

Encouraging More Women to Pursue Careers in Law Enforcement

If women have such a positive impact on the profession, why aren't there more women working in law enforcement agencies today? The reasons vary, from stereotypes to recruitment campaigns targeted at males to physical ability tests that favor male upper body strength.

Along with the growing awareness of their potential to make a positive impact, more needs to be done to encourage women to enter the field of law enforcement. One example of a recruiting effort aimed at women comes from the U.S. Border Patrol and a hiring push focused exclusively on women. According to Katherine Spillar, co-founder of the National Center for Women & Policing, "The agency recognized that having just five percent women in its ranks impedes its ability to work with the tens of thousands of migrant women who cross the U.S.-Mexico border each year, many of whom suffer sexual assaults during their journey."

Besides recruitment campaigns aimed at women, Montoya says encouraging young girls and offering mentorship is another way to bring more females into the field. "I started in the Police Explorers program when I was 15 and stayed in the program until I aged out at 21. ... The Explorer program changed my life entirely - it was my first taste of law enforcement. If it wasn't for the Explorer program it would have been so much harder for me to get where I am today."

Advice for Women Seeking Career Advancement in Law Enforcement

The National Center for Women & Policing offers detailed advice for women who are interested in serving in law enforcement.

Asked what advice she would give to girls and women considering a career in the criminal justice field, Montoya said, "Don't be afraid - you can do anything you want. Don't let anyone tell you can't because of your gender - it's completely irrelevant."

There is also a new generation of women being promoted to law enforcement leadership and command roles, with a growing number of police chief positions across the country being filled by women.

"We may be gaining in presence. But I think we have a long way to go in developing future leaders," said Jennifer Tejada, a law enforcement veteran now leading serving as chief of police in Emeryville, Calif., while pursuing her master's degree in Law Enforcement and Public Safety Leadership at University of San Diego.

"What I like best (about the USD degree program) is that it's extremely relevant to my position as well as current issues in law enforcement today," said Tejada, who believes advanced education is "very important" for police leaders of any gender. "I would really encourage people to do this," she said, "because it really gives you the foundation you need to be the best that you can be in law enforcement."
[RELATED] Female Police Chief Says Master's in Law Enforcement Leadership Helped Make Her a 'Better Leader' >>
The USD master's degree program differs from a traditional criminal justice degree by offering a more extensive curriculum that goes beyond the basics and teaches the contemporary skills that are in demand at both federal and local agencies.

Montoya, the DoD investigator and USD master's degree student, is also a firm believer in the value of advanced education in her line of work. "The law enforcement field is constantly changing and evolving on a daily basis. Criminals get smarter and technology is always advancing," said Montoya. "There is so much that this master's program has taught me - not only the professors, but the other students in the program."
[RELATED] Should You Get a Degree in Criminal Justice or Law Enforcement Leadership? >>
The USD program's unique online format, which stimulates interaction with fellow law enforcement professionals from all over the country, is designed to be flexible so students can complete their degree in less than two years while continuing to work full time and manage family obligations.

"Programs like this one reinforce the emotional, academic and ethical practices of what is considered 'good policing' by teaching the importance of professionalism, open-mindedness and the framework of ethical community policing," says Jazzma Rainey, a Customs and Border Protection agent who recently graduated from the program. "Learning about cultural and social issues that create a need for organizations like Black Lives Matter from an academic standpoint enables law enforcement personnel to engage with cultural and political movements with emotional intelligence and good moral conduct, even in the toughest situations."

Erik Fritsvold, PhD

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We Need More Women Working in Law Enforcement. Here's Why.

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For women working in law enforcement and criminal justice, this is a time of increasing opportunity in both rank and file as well as leadership roles. Read more about why law enforcement agencies are (finally) recognizing the value of recruiting and promoting more women.

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Good info on preventing harassment

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U.S. Equal Employment Opportunity Commission

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Promising Practices for Preventing Harassment

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As many employers recognize, adopting proactive measures may prevent harassment from occurring. Employers implement a wide variety of creative and innovative approaches to prevent and correct harassment.[1] The Report of the Co-Chairs of EEOC’s Select Task Force on the Study of Harassment in the Workplace (“Report”) identified five core principles that have generally proven effective in preventing and addressing harassment:

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What factors influence women’s decisions to pursue or avoid careers in policing?

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How do women police officers perceive gender bias within law enforcement agencies?

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Do women officers use different policing styles or conflict-resolution strategies than men?

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How do departmental policies on work-life balance, maternity leave, and flexible scheduling impact women in policing?