Despite compelling research demonstrating the unique value of women officers, many departments suffer from a significant lack of representation of women across ranks. As departments seek to simultaneously improve the representation of women and address the current staffing crisis more broadly, a promising strategy is gaining traction in certain jurisdictions: flexible work opportunities such as job sharing and part-time positions.

U.S. President John F. Kennedy, who established Police Week and Peace Officers Memorial Day, once famously reframed the word “crisis,” suggesting that frightening and uncertain challenges should be perceived as opportunities for growth, innovation, and advancement. Today, one cannot read a story about police staffing without the word “crisis” dominating the headline. Reframing the recruitment and retention challenge as an opportunity may seem far-fetched, but this challenge requires exploring unconventional and innovative solutions. Innovation requires understanding the past, considering what has worked well, and being honest about the future.

Across the United States, discussions regarding recruitment and retention, as well as how to increase the diversity of police personnel, have included viable strategies such as reexamining the hiring process, updating hiring standards, exploring new recruitment strategies, assessing candidate pipelines such as Explorers and cadet programs, offering benefits and incentives, and implementing officer well-being programs.