One of the many things I have thought about in the profession is the question, “How do we teach others to appreciate perspectives different from our own?” As a deputy chief, I have worked my way up through the ranks and served in a number of different specialties in my career. I have also had the opportunity to work with three different agencies, all with different cultures and leadership. I have learned to build rapport with officers not only to gain trust, but also to have the chance to discuss different perspectives and ways of doing the job. There is never only “one” way of accomplishing a task. It is the job of administrators, managers, and leaders to share their perspectives, while also encouraging newer officers to share their experiences as well.

One way of gaining perspective is stepping out of your comfort zone and trying new things. I had the opportunity to attend IACP’s Women’s Leadership Institute (WLI) in July 2023. I have attended numerous leadership classes, but I have to say this was the first time I walked away from a class, not only with additional tools in my leadership toolbox, but also with an appreciation for what many women in the policing profession endure. As a black man, I have been the “only” in the room many times, but as a man, I can still joke around with the guys and be “one of the guys,” However, some women in policing don’t even get into the room and must fight for an invite. When they do get there, it is assumed the standards were lower for them because of their gender. Leaders should be concerned by the fact that women are still experiencing glass ceilings and outright gender discrimination in some police organizations.

Women-Specific Challenges

Some of the stories shared at WLI were heartbreaking. Imagine walking into a new school, or place of work. The excitement and nerves that come with being in a new place. Will the people around you accept you? Will you be welcomed? Then, you find out you are the only “one” in the class, the room, the office. What are you thinking? Sounds like something that would happen to us in elementary school. Every time you change jobs, get a promotion, or try something new, these questions or questions similar to this may jump into your head. These voices might even cause you to think twice about the choice you are about to make. Studies have shown some women work toward being “perfect” in their career, while men are willing to take risks and test or apply for a position even if they don’t have all the qualifications. It’s essential to encourage women to get into police work but to also follow up by providing coaching and mentoring opportunities for women seeking specialty positions and promotions.

Those in leadership positions have the ability to provide those opportunities and break down walls or barriers in a department. Take the time to listen to the women in the department to look for ways to be more inclusive and supportive. Coaching and mentoring sessions don’t have to just be for women—they are great for everyone in the department. Everybody can understand what it takes to be promoted, and sharing the message with everyone at the same time breaks down silos that may exist in the agency.

Leaders need to look at their agencies and see who is sitting at the table. Do you see people who look like you or is your staff diverse in thought along with gender and race? Leadership is an activity. If there are not diverse faces and ideas present at the table, it is up to the leaders to go out and find them. Leadership is just like being a gardener—one must know when to fertilize, when to water, and when to pull the weeds to allow a “plant” to grow. Good “gardeners” also have to know when to prune so a plant doesn’t become unhealthy. Accountability is still necessary in this process.

The WLI experience was unique. In listening to the stories shared by women there, one will hear some amazing stories about life in police work. Unfortunately, some of the stories were horrifying accounts of old school practices or the seeing of others as “less than” that are still ongoing in some agencies.

Working in a Male-Dominated Field

Women officers want the same thing that male officers want—a fair shot and a chance to make a difference. They don’t want lower standards. They don’t want to be treated like an object. Leaders need to review their standards to make sure agencies aren’t artificially excluding people. Processes have to be clear and transparent and not based on friendships or quid pro quo. Help women understand the rules of the game—become an advocate, a coach, and a mentor to help women achieve more. I read a book by former chief Kristen Ziman, where she talked about what she learned from her tormentors, and how she succeeded in spite of them. She was going to be better.¹ Men in leadership roles should seek to be mentors, not tormentors.

So, to the male leaders out there: be the person that provides the hand up. The police profession is male dominated and will most likely continue to be this way. Women need to have allies who can help get them to where they want to go. The 2019 report from the NIJ titled Women in Policing: Breaking Barriers and Blazing a Path describes how men are important change agents in policing and will be integral to bringing about an essential shift in policing culture.² This will provide information as to why it is important to leaders of all genders to serves as allies for women in their organizations.

Recruitment and Retention

Leaders seeking to increase their agencies’ diversity should sign on to the 30×30 Initiative. No U.S. agencies are close to having the gender representation needed and making a pledge and truly working toward having 30 percent representation in academy classes, departments, and command staff can only make all police departments better. The 30×30 Initiative has done a lot to help bring awareness to the barriers women face in police work, and the project provides useful suggestions on how to attract and retain women in policing. It is the job of police administrators, supervisors, and leaders to help others succeed. It doesn’t have to be a zero-sum game. Leaders can help others around them achieve goals without lowering standards. The opportunities given to those in leadership positions should guide them to break down the barriers that block more women from getting into police work. Leaders can ensure paths to specialty units and promotional opportunities are clear and transparent for all employees. Once a promotional or selection process starts, don’t change the standards or rules in the middle of the game.

The Lacey, Washington, Police Department currently has about 20 percent women in its ranks. Where the department is working most intently on improving is in the area of promotional opportunities. Lacey is not a large agency, so opportunities for specialty positions or promotions don’t come along often. However, agency leadership actively gives the women who wish to promote the chance to understand what a supervisory role entails. The agency posts supervisory and leadership training classes in a central area. In addition, Chief Hollis pulls women aside and ask about their goals in police work. If they haven’t thought about promoting, he may suggest that to them and explain why he thinks they would be a good supervisor and how their current skills might translate into a higher position.

Leaders can look for opportunities not only in hiring practices, but also in the police buildings. As police stations reach the end of their lifespan, agencies can be purposeful in making sure the facility design team has women on it so their ideas will be heard. At Lacey Police Department, including women in the discussions led to ensuring a lactation room and decompression rooms were built. In addition, their input led the agency to increase the number of women’s lockers to get a 45 percent to 55 percent ratio of women’s lockers to men’s lockers. Including women in the planning process can help in not only hiring new women, but also retaining women.

Promotion and Leadership

It’s crucial to provide women with opportunities for leadership development and training. The IACP offers First-Line leadership (FLL) and Leadership in Police Organizations (LPO), among other developmental classes.³ The Police Executive Research Forum (PERF), Northwestern School of Police Staff and Command (SPSC) College, California Chiefs Executive Leadership Institute (ELI), the FBI National Academy, and many other organizations and schools all provide opportunities in leadership development. Look at the state’s academies for development that may be specific to the agency, as well. Officers may not think they are ready for leadership training, and family obligations may prevent a person from attending “right now.” Even if this is the case, leaders can start planting the seeds and work with officers to find a time that may be less impactful on their family life. 

Family and Work-Life Balance

When considering officer wellness and work-life balance, leaders need to recognize some women have an additional burden. Women are often the family’s primary caretaker particularly of children. An employee might be a single mother doing her best to continue with a police career while raising a family or maybe a woman who becomes pregnant during her career. Women in these positions should not have to make a choice between their jobs or their families. There are innovative solutions out there. For example, the San Diego, California, Police Department has embarked on a partnership to provide child care for their officers, knowing that shiftwork is much different than a traditional 9–5 job. Creative opportunities come when leaders listen and talk to their officers to figure out how to make the work environment better for all. 

Empowering Women

The women at the July 2023 WLI did not need to be saved. They were not looking for a handout. They were strong capable individuals; one can envision each in leadership positions. Some of the women are already in leadership positions and are inspiring other women (and men) to follow in their footsteps. Like anyone else, they are looking for a chance to make a difference in their departments and their communities. Women are no less capable of doing the job than are men. Men in policing should embrace the qualities women bring to the table, just like they would welcome another man. Respect women and their ideas, and don’t just discount them because it wasn’t “your idea.” 

Conclusion

As leaders, we have raised our hands to say “I will be responsible” for our organizations. This means we have to be looking and seeing what voices we might be missing from our table. Take an active role in breaking down barriers and smashing the glass ceiling. Plant the seeds for those employees who haven’t even considered a leadership role. Sit down with them and show them why they might be the right person to take the job. Coaching and mentoring go a long way in ensuring employees will want to stay with the department. Consider other perspectives when making your hiring or promotional decisions.

I would encourage you to consider attending WLI. Also encourage those in your department to attend. The perspective WLI provided me with is invaluable. It’s easy to assume and guess that women have a much harder time succeeding in a male-dominated profession, but the stories shared and perspectives gained at a course like WLI will make you and your organization better.

In 2024, let’s continue to do more for our agencies by encouraging different perspectives and mentoring women. 🛡

Notes:

¹Kristen Ziman, Reimagining Blue: Thoughts on Life, Leadership, and a New Way Forward in Policing (Amplify Publishing, 2022).

²National Institute of Justice, Women in Policing: Breaking Barriers and Blazing a Path, 2019.

³IACP, “First-Line Leadership Training (FLL)”; IACP, “Leadership in Police Organizations (LPO).”

Please cite as

Robert Hollis, “A New Perspective,” Police Chief Online, March 13, 2024.